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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.


This is an Accepted Manuscript version of the following article, accepted for publication in Journal of Higher Education Policy and Management, volume 44, issue 4, in 2022 at It is deposited under the terms of the Creative Commons Attribution-NonCommercial License (, which permits non-commercial re-use, distribution, and reproduction in any medium, provided the original work is properly cited.


Taylor & Francis

Creative Commons License

Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License



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