‘Not yet 50/50’ – Barriers to the Progress of Senior Women in the Australian Public Service
‘Not yet 50/50’ – Barriers to the Progress of Senior Women in the Australian Public Service
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“尚未达到 50/50”——澳大利亚公共服务领域高级女性进步的障碍
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发表时间：
2014
期刊：
影响因子：
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通讯作者：
D. May
中科院分区：
文献类型：
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作者：
M. Evans;M. Edwards;Bill Burmester;D. May
在“美好社会”中，追求职场性别平等是一场持续的斗争。在世界上大多数国家，在公共和私营部门担任高级职位时，女性仍然是少数（例如，经合组织2009年；麦肯锡公司2010年、2012年；安永2013年）。毫无疑问，他们的进步会遇到障碍。人们不太了解的是这些障碍的性质，以及公共部门阻碍进步的障碍与私营部门的障碍可能有多大不同。现有的学术和灰色研究主要来自私营部门，提出了一系列相互关联的因素，包括“无意识偏见”问题；对个体的感知在无意识的情况下影响个体的行为。这意味着不容易发现可能嵌入组织结构和实践中的文化偏见。因此，妇女极其难以适应通过组织规范和价值观无意识地对她们发动偏见的制度。令人惊讶的是，在澳大利亚公共行政领域，一直缺乏实证研究来调查这些假设并评估其政策影响。本报告的目的是帮助弥合这一差距。它通过研究高级男女对影响澳大利亚公共服务部门六个澳大利亚联邦部门征聘、保留和提升高级妇女的文化和体制障碍的看法来做到这一点。然后，报告提出了一系列缓解战略，以克服这些障碍，并在整个APS中实现和保持更好的性别平衡。这些战略被纳入一个行为改变的系统模型，我们希望这将证明对着手多样性改革倡议的公共组织是有用的。
The quest for gender equality in the workplace is an ongoing struggle in a “Good Society”. In most countries around the world women remain in the minority when it comes to senior positions in both the public and private sectors (e.g. OECD 2009; McKinsey and Company 2010, 2012; Ernst and Young 2013). That there are barriers to their progression is not in doubt. What is not well understood is the nature of those barriers and the extent to which barriers to progression in the public sector might differ from those in the private sector. Existing academic and grey research is mainly drawn from the private sector suggesting a range of interrelated factors including the problem of ‘unconscious bias’; where perceptions of individuals affect an individual’s behaviour without conscious knowledge. This means that it is not easy to detect cultural bias which can be embedded in organizational structures and practices. In consequence, it is extremely difficult for women to adapt in systems where bias is mobilized against them unconsciously through organizational norms and values. Surprisingly, there has been a stark absence of empirical studies in the field of Australian public administration to investigate these assumptions and to assess the policy implications. The purpose of this report is to help bridge this gap. It does this through a study of the perceptions of senior men and women about the cultural and systemic barriers affecting the recruitment, retention and promotion of senior women in six Australian Commonwealth departments in the Australian Public Service (APS). The report then proposes a range of mitigating strategies for navigating around these barriers and achieving and maintaining a better gender balance across the APS. These strategies are integrated within a systems model of behavioural change which we hope will prove useful to public organizations embarking on diversity reform initiatives.