This article quantifies the rate at which women archaeologists are present and retained in university departments. Drawing on publicly available data, we examine gender representation in (1) doctorates earned between 2002–2003 and 2016–2017; (2) Social Sciences and Humanities Research Council (SSHRC) grant applications and awards at the doctoral to senior levels between 2003 and 2017; (3) tenure-stream faculty at Canadian universities in 2019; and (4) placement of Canadian PhDs in the United States. These data demonstrate that women today represent two-thirds of all Canadian doctorates in archaeology, but only one-third of Canadian tenure-stream faculty, although not all archaeologists choose an academic career. In the last 15 years, women with Canadian PhDs have been hired into tenure-track positions in Canada at rates statistically lower than men, but at higher rates in the United States. Women apply for SSHRC archaeology grants in equal proportion to their presence, but men are awarded at a slightly higher rate. We end by discussing the possible reasons for this gendered attrition, including a “chilly climate”—that is, subtle practices that stereotype, exclude, and devalue women, as well as inhospitable working environments, particularly for primary caregivers. We warn that the current COVID-19 pandemic is likely to exacerbate these existing inequalities.

本文对大学部门中女性考古学家的存在和保留率进行了量化。利用公开数据，我们研究了（1）在2002–2003年至2016–2017年期间获得的博士学位中的性别代表性；（2）社会科学与人文研究委员会（SSHRC）在2003年至2017年之间授予博士以上学历的申请和奖项；（3）2019年加拿大大学的终身制教师; （4）在美国安置加拿大博士学位。这些数据表明，当今的女性在加拿大考古学博士学位中占三分之二，但在加拿大终身制教师中只有三分之一，尽管并非所有考古学家都选择学术职业。在过去的15年中，在加拿大，拥有加拿大博士学位的女性被录用为终身任职的职位，在统计学上低于男性，但在美国则更高。妇女申请SSHRC考古补助金的比例与其所占比例相同，但男子的授予比例略高。我们最后讨论了造成性别减员的可能原因，包括“寒冷的气候”，即刻板印象，排斥和贬低妇女的微妙做法，以及恶劣的工作环境，尤其是对于初级护理人员而言。我们警告说，当前的COVID-19大流行可能会加剧这些现有的不平等现象。我们最后讨论了造成性别减员的可能原因，包括“寒冷的气候”，即刻板印象，排斥和贬低妇女的微妙做法，以及恶劣的工作环境，尤其是对于初级护理人员而言。我们警告说，当前的COVID-19大流行可能会加剧这些现有的不平等现象。我们最后讨论了造成性别减员的可能原因，包括“寒冷的气候”，即刻板印象，排斥和贬低妇女的微妙做法，以及恶劣的工作环境，尤其是对于初级护理人员而言。我们警告说，当前的COVID-19大流行可能会加剧这些现有的不平等现象。