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NHRCK Discusses the Status of Employment Discrimination against Female Public Servants
Date : 2007.05.30 00:00:00
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The National Human Rights Commission of Korea (NHRCK) held a discussion forum on May 2, 2007 to present the findings of the survey completed in 2006 on the status of employment discrimination in placement and promotion of female public servants in both the central and local government. The discussion forum was especially focused on examining in detail the glass ceiling and glass wall effects that women experience in the public office and finding for solutions to eliminate such discriminatory practices.
The survey was based on a groundwork analysis and review of the current statistics on the number of public servants followed by an in-depth interview of 62 male and female officials. The survey found that although the number of female public servants are steadily increasing overall, there is an absence of female officials at high-level positions. Even below the 5th rank level where women have entered to some extent, the rate of promotion from the past to current level was lower for women than men. Also, women were excluded from key government offices and instead were placed in offices or agencies that dealt mainly with public grievance handling or basic duties. These factors translated into the existence of a glass wall that exclude women from key positions or duties since entry into high-ranked positions is directly related to promotion.
Drawing from the results of the survey, areas for improvement were identified at the discussion forum. First, at the local government level recording and monitoring the assignment and promotion status of both men and women should be added to the duties of the human resource department to aim for gender balance in the local government. Second, constant monitoring should be conducted to review whether the current policies and systems aimed at gender equal employment practice are functioning properly and whether there are any .practical issues that need to be resolved. The survey and forum proved once again that there is a gap between the general perception and the actual reality of gender equal employment practice and that consensus building and awareness raising efforts need to be made in the public office.
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