Good employment policies and practices go a long way. At a minimum, the tenure process should be consistent and clearly articulated. Procedural lapses create ill will and insecurity among faculty and invite suspicions of discrimination. For example, if the dean can reverse department recommendations, this should be made clear to incoming faculty. Specifically, university administrators and senior faculty should consider the following:

• Design school policies that comply with antidiscrimination laws, and ensure that faculty and administrators understand and comply with those policies.
• Require annual written evaluations with explicit performance measures to address the candidate’s progress in research, service, and teaching.
• Recognize the power tenured professors have over junior faculty and students and actively watch for and monitor abuses.
• Take conflicts of interest in hiring or promotion seriously.
• Adopt a policy allowing for “time off the tenure clock” for childbirth and parenting.
• Treat rejected tenure candidates respectfully.
• Offer services to support faculty as they seek new positions.
• Provide written tenure policies and procedures to all faculty and prospective employees.

For Female Academics

One cannot always avoid becoming a victim of sex discrimination, but there are tactics for reducing one’s risk as well as strategies for dealing with discrimination to avoid the financial and emotional costs of litigation. Steps taken before accepting a job and during the pre-tenure years can help women protect themselves against discrimination.

Before accepting a job offer

• Ask for written information about the university’s promotion and tenure policy.
• Bear in mind that the chair of your department is likely to change before you are evaluated for tenure.
• Ask the department chair and other tenured faculty in your department what service, teaching, and scholarship will be needed for tenure and how your record will be weighed.

While on the job

• Keep your antenna up for the culture and politics of your department and institution.
• Cultivate friends, communities, and colleagues outside your department and outside academia.
• Do not expect to be rewarded for doing favors or for being flexible.
• In dire cases, consider cutting your losses early.
• Understand your rights as an employee under federal and state law.
• Immediately document any perceived discrimination.

When a lawsuit is necessary

• Carefully document conversations and actions that you take.
• Seek skilled mediators.
• Seek experienced legal counsel.
• Be realistic about the financial and emotional costs of litigation.
• Remember that publicity may help rather than hinder your case.
• Do not go through the process alone.

 Return to LAF tenure resources main page

Still need help?
If you have any questions, would like to learn more, or would like to make a contribution to LAF, send an e-mail laf@aauw.org or call 202/785-7750.