To investigate whether the career progression of women in the Irish Civil Service is conducted fairly and equitably

Byrne, Kate (2024) To investigate whether the career progression of women in the Irish Civil Service is conducted fairly and equitably. Masters thesis, Dublin, National College of Ireland.

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Abstract

This dissertation examines the career progression of women employed in the Irish Civil Service. Through a quantitative online survey, participants will share insights of their experiences, opinions and views concerning the gendered nature of career progression in the Civil Service. There will be two questions where respondents can expand on their answers and provide insight to their experiences. Most recent data show 78% of Secretary Generals are male, while 22% of Secretary Generals are female, figures show that at clerical officer grade, 71% of staff were female compared to 29% percent of staff being male. In the most recent Civil Service Employee Engagement Survey, (2020) only 36% of staff reported that their Department/Office had a clear and fair promotion process. Fewer than 50% of staff between clerical officer grade and principal officer grade believed if they performed well, they would be promoted. This research will seek to illicit reasons why women are progressing within the Irish Civil Service at the rate they are, and to ascertain if the career progression of women in Irish Civil Service is conducted fairly and equitably.

The literature review provides an overview of relevant theories, supported by previous bodies of research. The findings and analysis focus on unpacking responses to questions concerning length of service, educational qualifications, experience of past promotional competitions, access to opportunities and flexible working arrangements, all underlying the career progression of women employed in the Civil Service.

There are well-developed policies in relation to flexible working arrangements, yet take-up of flexible working arrangements is highly gendered (female) and associated with lower-level occupations, i.e. clerical (Drew et al., 2003; O’Brien & Shemilt, 2003). Managers of staff do not lead by example, in taking advantage of flexible working arrangements (Drew and Murtagh, 2005), however they will often be the decision maker in relation to the practice and availability of flexible working arrangements. Despite gender equality developments within society, combined with evolving cultural standards, have gender specific norms have been slow to change in the Civil Service? It is my aim to identify through this research if career progression of women in the Irish Civil Service is conducted fairly and equitably.

Item Type:	Thesis (Masters)
Supervisors:	Name Email McFarlane, Bronwyn UNSPECIFIED
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Careers H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Equal Opportunity in Employment J Political Science > JS Local government Municipal government > Public Sector H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Classes of Labour > Women and Work
Divisions:	School of Business > Master of Business Administration
Depositing User:	Ciara O'Brien
Date Deposited:	17 Jun 2025 16:37
Last Modified:	17 Jun 2025 16:37
URI:	https://norma.ncirl.ie/id/eprint/7882

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