We investigated women’s hiring patterns in academia, bridging the gap between two streams of literature typically not brought in conversation with one another: (1) access to tenured professorship by gender; (2) academic mobility and the disadvantage it can create for women. We studied all recruitments of new permanent associate and full professors by open call from 2007 to 2017 at one faculty of the largest university in Norway (N = 1009 applicants). We found that women were not reluctant to apply, nor systematically dispreferred in the selection process, nor deterred by the prospect of relocating. About 40% of applicants were women and the percentage was roughly maintained among winners. About 80% of women applicants were external candidates, nearly matching their male counterparts. However, women had an advantage when they were internal applicants and a disadvantage when external, and this disadvantage was a function of the distance. Underneath an overall gender-equal picture, there are gender-specific hiring patterns that are not the consequence of women’s application choices.

我们研究了学术界中女性的聘用模式，弥合了通常不互相讨论的两类文献之间的差距：（1）按性别获得终身教授职位；（2）学术流动性及其对女性的不利影响。我们通过公开招募的方式研究了2007年至2017年间在挪威最大大学的一所学院（N = 1009申请者）中公开招募的所有副教授和正式教授。我们发现，女性并非不愿申请，也不是在apply选过程中遭到系统性的偏爱，也不是被搬迁的前景所吓倒。大约40％的申请者是女性，获奖者中这一比例大致保持不变。大约80％的女性申请人是外部候选人，几乎与男性候选人相当。然而，妇女在内部申请时有优势，而在外部申请时则有劣势，而这种劣势是距离的函数。在两性平等的总体情况下，存在着按性别划分的招聘模式不是女性选择应用的结果。