Gender Equality Conference

Investing in talent - Promoting gender balanced leadership Gender Equality in the Civil Service

Josephine Feehily

21 August 1922

•

“We shall require three

first class independent men…..”

- Michael Collins

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

First challenge is to make it discussable!

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

Results

Grade Secretary General Deputy & Assistant Secretary Principal Officer Assistant Principal Administrative Officer Higher Executive Officer Executive Officer Staff Officer Clerical Officer 1997 5% 10% 2007 2010 17% 12% 18% 16% 2013 18% 20% 2014 (30/06/1 17% 4) Increases since 1997 12% 19% 9% 12% 24% 37% 39% 54% N/A N/A 24% 33% 55% 49% 65% 77% 76% 30% 37% 59% 50% 65% 78% 76% 33% 41% 56% 56% 65% 77% 76% 33% 42% 54% 56% 64% 77% 75% 21% 18% 17% 17% 10% (No change since 2007) -1% (since 2007) Females as % of Total serving in all above grades combined N/A 64% 65% 66% 65%

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

70 60 50 40 55 30 20 10 11 0 2000 2005

Progress……

2007 2010 2013 62 28 PO AP HEO/AO Revenue Staff

…but still behind the curve!

General Service Grades 2000 RC 2007 RC TARGET for 2010 RC 2010 CS 2013 RC CS PO AP 11% 22% HEO/AO 31% Overall % Female (In respect of ALL General Service Grades) 55% 16% 23% 41% 59% 27% 25% 30% 30% 31% 37% 28% 33% 37% 41% 50% 49% 50% 61% 63% 49% 56% 62% 64%

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!