It may be that men negotiate more successfully when they are initially hired. It also may be that women are not mentored as well or as successfully as men, that women's achievements and contributions are not viewed as positively or as merit-worthy as men's, that women are not viewed as needing the promotion or the salary increase to the same degree as do men. These institutionalized and systemic discrepancies need to be identified, explained, and most importantly, corrected. Since for the past several decades few would venture the opinion that women's intellectual abilities are inferior to men's, the reasons for women's inequity in the academy must be sought in historical, social and institutional factors. The gender inequities we found in this study may well reflect the isolation of women faculty, their marginalization, or the devaluation of women's activities.
Gender inequality is widespread in academe just as it is in other professions and occupations.
Yet it remains difficult for many faculty and administrators to see the pattern of discrimination that exists at their institution. This report reveals that the hiring, promotion or rank, and salary discrepancies that have historically favored men continue to favor men. The university, like other institutions that now include people for whom they were not built, must struggle mightily to become inclusive, diverse and equitable. The consequences of such inequities will otherwise buttress a system that is detrimental to the professional and personal lives of women faculty and to the University. Work and Family Survey.