This study investigates and confronts the assertion proposed by recent literature that women’s professional motivations, ingrained behavior, and perceptions of organizational support may play a role in the low rates of female faculty as professors and in leadership positions. Through their study, the authors found that female faculty may not be leaning in to promotion and leadership roles because of increased role conflict, work–life concerns, and organizational factors; this seems to be more of a factor for female clinical rather than research faculty. Work–family conflict affects male and female faculty differently and should be addressed in efforts to retain faculty and to remove barriers for female faculty seeking leadership opportunities.