1. Gender Equality Conference Investing in talent - Promoting gender balanced leadership Gender Equality in the Civil Service Josephine Feehily

2. 21 August 1922 “We shall require three first class independent men…..” - Michael Collins

3. 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

4. First challenge is to make it discussable!

5. 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

6. 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

7. 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

8. Grade1997200720102013 2014 (30/06/1 4) Increases since 1997 Secretary General5%17%18% 17%12% Deputy & Assistant Secretary 10%12%16%20%19%9% Principal Officer12%24%30%33% 21% Assistant Principal24% 33% 37%41%42%18% Administrative Officer37%55%59% 56%54% 17% Higher Executive Officer39%49%50% 56% 17% Executive Officer 54% 65% 64%10% Staff OfficerN/A77%78%77% (No change since 2007) Clerical OfficerN/A76% 75%-1% (since 2007) Females as % of Total serving in all above grades combined N/A64%65%66%65% Results

9. 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

10. Progress……

11. General Service Grades 20002007 TARGET for 2010 20102013 RC CSRCCS PO 11%16%27%25%30%28%33% AP 22%23%30%31%37% 41% HEO/AO 31%41%50%49%50%49%56% Overall % Female (In respect of ALL General Service Grades) 55%59%61%63%62%64% …but still behind the curve!

12. 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!