Implementing and encouraging use of policies aimed at creating an equitable higher education workplace for women academics can be challenging. Often, policy usage may be avoided due to stigma or fear of being seen as not committed to one’s workplace, especially for expectant mothers. In the present study, we examined how collegial support for using a tenure clock extension policy affects pre-tenure women’s career outcomes. Among pre-tenure women academics at a large research-intensive institution in the United States (N = 63) who took advantage of the tenure clock extension policy, perceptions of collegial support for using this policy were related to career satisfaction and workplace belonging. Collegial support was particularly beneficial to that half of the sample who had recently experienced gender-based job discrimination. We discuss the role that institutions can play to support early career stage women.
Moors, A. C., Stewart, A. J., & Malley, J. E. (2022) Managing the career effects of discrimination and motherhood: The role of collegial support for a caregiving policy at a research-intensive U.S. university. Journal of Higher Education Policy and Management 44(4), 377-392. https://doi.org/10.1080/1360080X.2022.2076188
Taylor & Francis
Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License