Presentation: Gender equality in public administration (GEPA): UNDP research findings on gender balance in this region presented at UNDP Regional Forum on Equal participation in decision-making, Istanbul, 16 November, Session V: Integrating gender equality in public administration

1. Gender equality in the public
administration (GEPA):
Gender balance in Public administration
: UNDP interim research findings
By Soma Chakrabarti Fezzardi

2. UNDP GEPA project
• 2011/12 global stocktaking project to assess
gender balance, obstacles and issues, as well
as identify initiatives and models in the PA
• 2 European case studies: Kyrgyz Republic and
Romania, also 2-3 from other regions,
covering a range of contexts
• Publication in 2012
• PA definition: executive branch of
government, or ‘civil service

3. GEPA status in region
• Wide variation in the extent, to which GEPA is
‘on the agenda’
• Women in Leadership is often almost
synonymous with women’s political
representation and private sector, rather than
PA
• As much on the agenda of high GDP countries
eg France, UK as on that of emerging
economies

4. Wide variation in entry points
…but some common themes:
1. PA reform: after independence, regional
integration, conflict or economic crisis eg
Azerbaijan
2. Gender mainstreaming:
(a) top down through GE legislation, NAPs eg
Croatia
(b) bottom-up eg regional police initiative
3. Women’s political representation eg Kyrgyz Republic
4. Individuals and leaders eg France

5. Different issues at different levels
1. Top leadership eg ministerial positions: 2 main
routes, entailing different sets of issues and
possible approaches:
• Career-based system, where employees work
their way up
• Lateral entry through competence-based or
political appointment
2. Senior and ‘decision-making’ positions, rest of PA
(recruitment, career planning, retention, work-life
balance)

6. Some trends and patterns: Numbers
• All countries appear to have the classic
‘pyramid’ structure, with few women decision-
makers at top and more women at bottom,
and more administrative rather than
professional positions
• Wide variation in pyramid dimensions, with
some countries like Finland & ex-FSU having
more women than men as a whole (eg
Ukraine, 75% - but 13% at top)

7. Lessons learned from Kyrgyzstan 1
• 30% PA quota was a result of civil society action
for political representation, and civil society is
now established partner for gender equality
machinery and parliament, appointed to key
positions by President
• Quotas not well understood/ appreciated, ex-
Soviet legacy
• 45% women in PA, 15% in senior management,
but 30% quota was ‘heard’ despite downward
trend…and therefore became a ceiling

8. Lessons from Kyrgyzstan 2
• Many good policy measures were not
implemented due to weak enforcement,
organizational culture and other priorities
• Capacity building for officials implementing
relevant legislation and at entry level for public
servants in general, rather than for women in
particular, as they have high education levels –
visibility more an issue.
• Political will of the (woman) President has
clearly moved this agenda forward

9. Lessons from Romania 1
• EU a major catalyst in GE generally BUT…PA not a
priority in EU Strategy for Equality between
Women and Men 2010-2015
• PA shrinking so gender biases in performance
evaluation systems potentially impact on who is
made redundant
• New government means new executive due to
lack of separation between the legislative and
executive
• Lack of transparency in promotions
• Long working hours

10. Lessons from Romania 2
• Media portrays stereotypical images
• Parental leave cut in austerity measures
• Lack of women in parliament so nobody to
lobby for legislation
• Lack of systematic data on women’s numbers
in the PA, especially at local level
• Resurgence of patriarchal values and public
discourse

11. Quotas in the PA
• Albania: 30% decision-making
• Azerbaijan, 30% quotas, 2006 GE Law
• Bosnia & Herzegovina: at least 40% each sex
• Croatia: as above + Affirmative action
• Kyrgyzstan: 30%
• Serbia: 30%
Others eg Sweden, UK, introduce targets & special
measures when representation is considered too
low at 34% & 35%

12. Special measures
Azerbaijan
UNDP-supported GEPA project, building on PAR
project, focus on legislation & staff
France
Guegot report 2011 on equality in the PA
Sweden
Women’s Career Advancement in Swedish Central
Administration 2009-2010, €2m
UK
Senior Women’s network, LeadersUnlimited

13. Some initial recommendations
1. Get it on the (PA) agenda: civil society, women’s
caucuses , PA (data: use it and demand it)
2. Quotas are important but not enough
3. Affirmative action eg fast-track schemes with top
political backing
4. Focus on top levels offers potential short-term gains as
lateral entry (including via politics) possible
5. Visibility opportunities for women
6. Life-work balance
7. Regional initiatives?
8. Budget
9. Oversight eg parliamentary committees

14. Synergies between women’s political
decision-making & PA
• Quotas – can they be included in advocacy for political
quotas?
• Oversight – could Equal opportunities Commissions ask
for public hearings on GEPA?
• EMBs – could lessons in EMB gender parity be applied to
the PA?
• Gender-sensitive cabinets?
• Could women’s caucuses and civil service/ senior
women’s networks work together to advocate for GEPA?
• Capacity-building measures for women and sensitization
of men?
• Male champions?