Progress in Professorships Amid Persistent Challenges
New Zealand universities have seen a notable increase in the number of women achieving professorial ranks, marking a positive shift in academic gender representation. At the University of Waikato, for instance, the proportion of female professors rose from 25% in 2019 to 34% in 2024. Nationally, senior academic staff, including professors and associate professors, reached 38% women in 2024, up slightly from 37% the previous year. This trend reflects broader efforts through equity frameworks implemented across all eight universities since imbalances were highlighted in research covering 2002-2017 data.
Despite these gains, structural barriers remain. Women’s odds of reaching senior ranks—associate or full professor—are less than half those of men, based on historical patterns that persist in updated analyses. Factors such as career interruptions for caregiving and internalized promotion hesitancy contribute, with women less likely to apply or advance post-motherhood.
Universities like Massey report 43% of professors and associate professors as women, alongside 60% women in the senior leadership team. Yet, overall staff gender balance hovers around 49-62% women, skewed by overrepresentation in support roles.
Leadership Disparities in Departments and Executive Roles
While women now hold 56.3% of senior executive positions like vice-chancellors, deputy vice-chancellors, provosts, pro vice-chancellors, and executive deans, gaps endure at departmental levels. Historical data showed only 37% of heads of department (HoD) and 25% of deans as women; current figures indicate slow progress, with no women heading science divisions across NZ universities.
Explore opportunities in university administration through our administration jobs listings, where leadership roles are increasingly open to diverse candidates.
Overrepresentation appears in academic (83.3%), Māori (71.4%), and health (66.7%) leadership, but vice-chancellor roles stand at 37.5% women. Programs like Te Manahua—the New Zealand Universities Women in Leadership (NZUWiL) initiative—have trained 669 women (356 academic, 343 professional) since inception, fostering networks and skills for senior roles.
The Lingering Gender Pay Gap in Academia
New Zealand’s national median gender pay gap narrowed to 5.2% in 2025, but academia lags. University-wide medians range 9.8-11.9% (2024), with academic staff gaps at 14.1% (Auckland) to 20% (Otago 2025). Otago’s 2025 report details a median 8.3% overall (down from 9.9% 2024), mean 11.3%, with academics showing wider disparities.
Men dominate top brackets: 3-6 times more men earn over $210,000 at some institutions, perpetuating a lifetime gap estimated at $400,000 for academic women.
| University | Median Academic Pay Gap (2024/25) |
|---|---|
| Otago | 18-20% |
| Auckland | 14.1% |
| AUT | ~10% |
Ethnic intersections exacerbate issues: Asian women face 33.5% gaps in medicine/health sciences at Auckland. Massey’s bi-annual reporting and job evaluation reviews aim to close gaps. For career advice on negotiating salaries, visit higher ed career advice.
STEM Fields: A Pronounced Gender Divide
Gender gaps widen in science, technology, engineering, and mathematics (STEM—Science, Technology, Engineering, Mathematics). While 41.5% of Year 12 girls study STEM, only ~19.8% continue at tertiary level, per University of Auckland analysis. Computer science at Auckland: 22.2% female students (2020).
Senior STEM roles mirror underrepresentation, with zero female science division heads. Funding shifts—Marsden Fund women PIs dropped from 47.8% (2024) to 34.2% (2025)—may hit female-heavy allied fields like education hardest.
Check research jobs for STEM opportunities promoting diversity.
Parental Leave and Career Interruptions
Meagre parental leave—6-12 weeks full pay—hampers progression, below WHO’s 14-week minimum (18 recommended) and ILO standards. Australia’s Group of Eight offers 26 weeks equivalent plus return-to-work funding. NZ women internalize barriers post-childbirth, stalling leadership uptake.
Universities fund Te Manahua and Te Kei Māori Academic Development for Māori wāhine, but systemic support lags.Te Manahua outcomes
Initiatives Driving Change: Equity Plans and Programs
All eight universities have equity frameworks. Massey’s 2025-2026 Gender Equity Plan targets leadership (60% women SLT), STEM, pay reduction via training (unconscious bias, rainbow inclusion), facilities (childcare, rainbow rooms), and policies (flexible leave, bias-free recruitment).
- Annual Te Manahua funding.
- Pay/employment equity monitoring.
- Diverse promotion committees.
Otago’s Pay Gap Steering Group audits remuneration, trains leaders. Waikato notes promotion progress.
Funding Shifts and Research Opportunities
2025 budget prioritizes economic-impact science, potentially sidelining humanities/social sciences (higher female representation). Lower success rates in these fields already disadvantage women’s grant leadership, crucial for professorships.
For postdoc and research roles, see postdoc jobs.
Otago Pay Gap Report 2025Future Outlook: Solutions for Equity
Diversity boosts institutional success via women’s strengths in resilience, relationship-building. Recommendations: extend parental leave to 18+ weeks, enhance return-to-work, level funding, diverse committees, bias training.
Stakeholders—from TEC to unis—must accelerate. Rate professors and share experiences at Rate My Professor.
Photo by Amos Haring on Unsplash
Implications and Calls to Action
Persistent gaps undermine NZ’s gender equality ranking (5th globally, WEF 2025). Equitable academia fosters innovation, retention. Job seekers: leverage higher ed jobs, professor jobs. Recruiters: post via recruitment.
Engage with higher ed career advice for advancement strategies. Explore NZ opportunities at NZ university jobs.
