Gender Equality Conference Investing in talent Promoting gender

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

Progress……

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