Diversity and gender parity in top management positions

Gender parity in top managerial positions

Review of the constitution, laws and documents. Analysis of data contained in the human resource management information system (HRMIS) or other sources of information regarding the composition of public employment. Assessment should cover all TPM positions (D1+D2). All positions (even if filled with acting officials or other scheme) are taken into account [if possible, separated data for regular appointments and acting officials is collected]. The number of women and the number of men in public service top managerial positions is are divided by the total number of top managers on 31 December of the latest calendar year, and expressed as a percentages. Data relates to central government administration only (ministries and ministerial agencies). Points are allocated based on the percentage of less represented gender in top managerial positions in the public service (x): • x < 20% = 0 points • 20% ≤ x ≤ 45% = linear function • x > 45% = 3 points.

The representation in top managerial positions of officially-recognised ethnic/community/linguistic/territorial/persons with disabilities/other minorities or groups is monitored regularly

Analysis of data contained in the human resource management information system (HRMIS) or other sources of information regarding the composition of public employment. Ethnic, community, linguistic, territorial, persons with disabilities or other minorities or groups are defined by national legislation. If necessary, interviews with the Ombudsperson and/or other bodies or civil society organisations promoting or overseeing the ethnic, community, linguistic-balanced representation. Data on participation of ethnic, community, linguistic, territorial, persons with disabilities and other minorities or groups in TPM positions is available at the responsible public institution and not older than three years. 1 point is awarded if evidence is provided of regular monitoring of representation of ethnic, community, linguistic, territorial, and other groups, as defined by national legislation, in TPM positions. Monitoring women representation is not enough. No points are awarded if no evidence is provided.

Applications to top managerial positions from women, minorities and underrepresented groups are explicitly encouraged

Review of evidence received from the administration of actively and systematically promoting and encouraging applications to TPM positions from underrepresented groups or minorities. Evidence can be received through vacancy announcement texts, specific outreach activities, or other promotion actions. Full points are awarded if written evidence is provided encouraging applications from women, minorities and underrepresented groups. 0 points if no evidence is provided.