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Empowering Gender Equality: Strategies for Inclusive Leadership

Explore the evolution of gender equality in the Irish Civil Service, from the removal of gender barriers to the importance of a strategic approach with affirmative action and targets. Discover the impact of policies, actions, and results in promoting gender-balanced leadership. Despite progress, learn why continued focus on gender equality is essential for a positive work environment, innovation, and attracting top talent.

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Empowering Gender Equality: Strategies for Inclusive Leadership

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  1. Gender Equality ConferenceInvesting in talent - Promotinggender balanced leadership Gender Equality in the Civil Service Josephine Feehily

  2. 21 August 1922 • “We shall require three first class independent men…..” - Michael Collins

  3. 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

  4. First challenge is to make it discussable!

  5. 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

  6. 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

  7. 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

  8. Results

  9. 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

  10. Progress……

  11. …but still behind the curve!

  12. 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!

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