The aim of this research is to consider the gender discrimination among faculty members.
Statistical population of the research is the faculty members of 3 industrial universities of Tehran, namely Sharif University of technology, Amir Kabir University of technology and Engineering Faculty of Tehran University.
The research data sample consists of two hundred and ten people from mentioned statistical population.
The research method is observation and the researcher developed a multiple choice questionnaire.
To form the research framework and determine the effective factors in gender discrimination some theses are used including prevailing notions or gender taboos, role conflicts, differences, shortages, work slump, progress motivations and fears.
In the theoretical model of the research, the sense of gender discrimination is used as a dependant variable and was noticed in inequality of employing faculty members, in using of academic, research and welfare services, obtaining management positions, etc.
The managing strategies of university officials (Glass Coverture, Gender taboos of authorities and University rules), Individual gender taboos, Corporate communications, progress motivations and fearing from success are considered as independent variables.
The percentage distribution of gender factors has shown that there is gender discrimination just in obtaining management positions and also Regression analysis test of factors influencing dependent variables has shown that the effects of five variables including Glass Coverture, Gender taboos, Progress motivations, Fear of progressingand Gender taboos of authorities on the sense of gender discrimination are significant.