新西兰各大学在聘用女教授方面取得了进展,但自2026年初起,在薪酬、领导力和研究资金方面仍存在巨大的性别差距。 New Zealand universities show progress in hiring women professors, but significant gender gaps remain in pay, leadership, and research funding as of early 2026.

尽管女教授的比例从2019年的25%上升至2024年的34%,但新西兰各大学在薪酬、领导才能和研究资金方面仍面临持续存在的性别差距。 Despite a rise in female professors from 25% in 2019 to 34% in 2024, New Zealand universities still face persistent gender gaps in pay, leadership, and research funding. 截至2026年初,八所大学中只有三所公布了薪酬数据,显示学术薪酬差距在14.1%至20%之间,低于2017年的25%以上。 As of early 2026, only three of eight universities released pay data, showing academic pay gaps between 14.1% and 20%, down from over 25% in 2017. 男性在最高工资等级和领导岗位上的比例仍然偏高,包括副院长和科学司负责人。 Men remain overrepresented in top pay brackets and leadership roles, including vice chancellors and science division heads. 育儿假以6至12周的全薪为限,可能会阻止妇女当母亲后担任领导职务。 Parental leave, limited to six to 12 weeks of full pay, may deter women from leadership after motherhood. 用于妇女的研究资金急剧下降,马尔登基金主要调查人员在2024年至2025年期间从47.8%下降到34.2%,这很可能是由于政府改革有利于以经济为重点的研究。 Research funding for women declined sharply, with Marsden Fund principal investigators dropping from 47.8% to 34.2% between 2024 and 2025, likely due to government reforms favoring economically focused research. 尽管取得了一些进展,但系统性障碍继续阻碍实现公平。 Systemic barriers continue to hinder equity despite some progress.