Reconsider tenure and promotion timelines and criteria

Many academic staff associations have negotiated[6] stop the clock agreements for tenure and promotion. This is critical, as COVID-19 has had an enormous impact on research, teaching and service.

Previous studies on stop the clock policies however have shown that there may be gender differences in terms of the impact of these policies when caregiving is involved.[7] It is therefore important to broaden the discussion of criteria. This was the case pre-COVID also, as there is growing recognition of the importance of establishing diverse processes for accessing, teaching, sharing, and dissemination of knowledge and differences in service.

Endnotes
⁶ Htun, Mala, Tenure and promotion after the pandemic, Science, June 5, 2020.

⁷ Antecol, Heather, Kelly Bedard and Jenna Stearns, Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies?, American Economic Review, Vol. 108. No. 9, September 2018.

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