Gender and promotion in higher education administration

The purpose of this study was to examine the relationship between gender and administrative (non-faculty) promotion for internally filled positions at a public doctoral/research university-extensive located in the southeast region of the United States. Promotion and applicant data were obtained from the university's personnel and affirmative action offices. The data sets covered the promotion process from January 2000 through January 2002.; Descriptive statistics and crosstabs analyses were used to analyze the applicant data and individual differences in applicants who were or were not promoted. A multiple regression analysis was performed to determine the relationship between salary and the linear combination of predictor variables, including age, gender, race, level of education, and years of experience.; Findings revealed that women were underrepresented among applicants for executive, administrative, and managerial positions. Overall, female applicants possessed comparable credentials as compared to male applicants. Women and men were equally likely to be promoted to the positions for which they applied. The qualifications of women who were promoted were comparable to those of men who were promoted. Gender was not a significant predictor of the rate at which salaries associated with promotions were increased.