gender equality conference investing in talent - promoting gender balanced leadership gender...
TRANSCRIPT
Gender Equality Conference
Investing in talent - Promotinggender balanced leadership
Gender Equality in the Civil Service
Josephine Feehily
Revenue was a late starter
• End of “marriage bar” 1973
• Anti-Discrimination (Pay) Act 1974
• Employment Equality Act 1977
– Outdoor grades became open to women for the first time
Gender Equality in the Civil Service
“many women employees are concentrated at the lower levels where their potential is underused and women are not adequately represented at the most senior management levels in the Irish Civil Service”
-Delivering Better Govt 1996
Gender Equality in the Civil Service• The question was “Where do the women go?”• Strategic Approach….with targets!• Guiding Principles• Affirmative Action:– Recruitment– Placement and Mobility– Training and development– Promotion– Work and family – Language and sexual harassment
New Policy and Action Plan-2001
• Government• Top management• Department of Finance• Unions• Staff• Target 33% Assistant
Principals within 5 yrs• Also targets at other
levels
Grade 1997 2007 2010 2013 2014 (30/06/1
4)
Increases since 1997
Secretary General 5% 17% 18% 18% 17% 12%
Deputy & Assistant Secretary
10% 12% 16% 20% 19% 9%
Principal Officer 12% 24% 30% 33% 33% 21%
Assistant Principal 24% 33% 37% 41% 42% 18%
Administrative Officer 37% 55% 59% 56% 54% 17%
Higher Executive Officer 39% 49% 50% 56% 56% 17%
Executive Officer 54% 65% 65% 65% 64% 10%
Staff Officer N/A 77% 78% 77% 77% (No change since 2007)
Clerical Officer N/A 76% 76% 76% 75% -1% (since 2007)
Females as % of Total serving in all above grades combined
N/A 64% 65% 66% 65%
Results
Revenue• Targets for 2005 2010 x
• Placement decisions
• Promotion Competency based 100% competition from 2008
• Focus on participation
• Family friendly policies Flexible working Term Time Work-sharing Career Breaks
• Open Recruitment since 2009 PO: 100% Female AP: 89% Female
General Service Grades
2000 2007 TARGET for 2010
2010 2013
RC RC RC CS RC CS
PO 11% 16% 27% 25% 30% 28% 33%
AP 22% 23% 30% 31% 37% 37% 41%
HEO/AO 31% 41% 50% 49% 50% 49% 56%
Overall % Female (In respect of ALL General Service Grades)
55% 59% 61% 63% 62% 64%
…but still behind the curve!
Why is the focus still necessary? • Our customer base• Recruitment pool has changed• It makes business sense to attract the best• Retain high calibre staff• Creativity/innovation• Positive working environment• Because it’s the right thing to do!