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Men hold the majority of managerial positions in public administration, but they are more likely to believe that there are gender biases in promotional contests than women, a study by the Economic and Social Research Institute (ESRI) has shown.
The research examined gender differences in flexible working, promotions, training, and networking, and drew on responses from 904 officials from the Department of Agriculture, Food, and the Navy, which has been actively committed to trying to achieve better gender balance.
It found that, although women were more likely to say that they had experienced gender bias in the department, men were significantly more likely to believe that there was gender bias in promotional contests in favor of women.
Some respondents noted that this bias was due to the department’s gender balance initiative, suggesting that women were promoted over men who were more qualified for the job.
An analysis of the results of several recent contests in the department showed that there were no significant differences in the success rate of male and female candidates.
“This suggests a misperception among employees of how the gender balance initiative is implemented within the Civil Service,” the study indicated.
The adoption of flexible working was quite high in the department, with more than a third of the respondents (36%) participating. Acceptance varied significantly according to the gender of the respondent and care responsibilities. Women with childcare responsibilities were found to be the most likely to have used flexible work arrangements.
The report said that the use of flexible work options “had a positive effect on the perception of departmental support for work-life balance.”
In terms of training and promotions, the report also found a gender bias with women less likely to have participated in training compared to their male counterparts.
Although both genders were equally encouraged to apply for positions, women were significantly less likely to have applied for a promotion in the two years prior to the survey.
“There is a widely held view that flexible working damages advancement opportunities,” said report author Helen Russell. “Increasing the availability and acceptance of such options by men would normalize this practice and could help reduce the perception that adopting flexible work options indicates reduced work commitment,” he said.
“It can also help dispel the view that actions to promote equality only benefit women workers,” she said.
A post
Separately, An Post says it has narrowed its gender pay gap to just 1.4 percent, while improving female representation across all management and staff groups.
The group’s second annual gender pay report said the earnings differential between male and female staff narrowed from 3.7% to 1.4% in the past 12 months thanks to various initiatives to promote a better gender balance .
The report also showed that 50 percent of An Post’s board of directors are now women, falling to 35 percent at the senior management level and 29 percent at the general management level.
One third of An Post’s board, which oversees the entire group, are women. The report indicates that An Post’s staff as a whole is 74% male and 26% female.
“Fairer recruiting, visible change, and public engagement played a role” in reducing the pay gap, said CEO David McRedmond.
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