Despite a balanced gender representation in non-management, the share of women in management hovers around 30%. The percentage of women in lowest management is slightly lower than the share of women in top management, indicating that once women enter management roles, there are comparatively few obstacles to the top.
The pipeline management for the Public Sector shows that promotions to lowest and lower management are 8 percentage points lower than the share of women in non-management. Promotions of women are also lower than new hires for lowest and lower management, though both contribute to increasing the share of women in such positions. Regarding higher management levels, promotions and new hires indicate that the industry’s talent pipeline management is oriented towards increasing gender equality, with both promotions and new hires being notably higher than the share of women at any management level.
Compared to other sectors, the Public Sector allows some degree of part-time employment even at higher management levels. Yet, the increase in employment percentage that employees seem expected to undergo to get there is the highest across all industries examined (19 percentage points for women and 8 percentage points for men). Additionally, the industry presents the most pronounced disparity in employment percentage between women and men across all management levels.