While men occupy the majority of senior positions in the Irish Public Service, they are more likely than women to believe there is gender bias in promotional competitions, a new study has found.
Research by the Economic and Social Research Institute (ESRI) examined gender differences in flexible working, promotions, training and networking, and drew on the responses of 904 Public Servants within the Department of Agriculture, Food and the Marine.
It found that, although women were more likely to say they had experienced gender bias in the Department, men were significantly more likely to believe there was gender bias in promotional competitions in favour of women.
Some respondents signalled this bias was due to the Gender Balance Initiative undertaken by the Department, suggesting that women were promoted over men who were more qualified for the job.
An analysis of the results of a number of recent competitions in the Department showed there was no significant difference 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 stated.
The research found the take-up of flexible working was quite high in the Department, with more than a third of respondents (36 per cent) participating.
Take-up varied significantly according to respondent’s gender and caring responsibilities.
Women with childcare responsibilities were found to be the most likely to have used flexible working arrangements.
The report said the use of flexible work options “had a positive effect on perceptions of Departmental support for work-life balance”.
On training and promotions, the report also detected a gender bias with women less likely to have participated in training compared with their male counterparts.
Although both sexes felt 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.
The report’s author, Helen Russell said there was a widespread view that flexible working damaged promotion opportunities.
“Increasing the availability and take-up of such options by men would normalise this practice and may help to reduce the perception that take-up of flexible work options signals reduced work commitment,” Professor Russell said.
“It may also help dispel the view that actions to promote equality only benefit female workers,” she said.
Dublin, 5 December 2020
