| Abstract [eng] |
The linking of democracy with gender equality is a generally accepted principle. It is widely recognized that women’s equal participation in decision making is not only a demand for simple justice but can also be seen as a necessary condition for states sustainable development and economic growth. Despite the achievements on the legal fronts at both international and national level, the participation of women in decision making as equal partners with men has not yet been achieved. Despite the fact that women constitute over 70 percent of civil servants in Lithuania, they have secured bare 30 percent representation in leading positions. The subject of this master thesis is gender equality in the public sector institutions, with particular emphasis on men's and women's ability to occupy the highest managerial positions. The main question is what factors lead to lower women representation in senior civil service posts in Lithuania. The main tasks of the work are: first, to analyze how the management of gender equality policy influence women's representation in decision-making; secondly, to investigate whether there is a gap between the formal and actual gender equality in Lithuania; thirdly, to ascertain whether the Lithuanian socio-cultural environment is conducive to the growth of the number of women in leading positions; and finally, to examine the impact of the recruitment system on women's ability to become a head of institution. Master thesis poses three hypotheses: The first hypothesis: The process of selection of the heads of institutions has a decisive effect on the number of women in leading positions in the public service. The second hypothesis: Gender equality policy in Lithuania is implemented vertical. The third hypothesis: Lithuanian socio-cultural environment adversely affects women possibilities to occupy managerial positions. Since gender equality policies are assigned to horizontal policies, horizontal policy management is selected as a theoretical basis for the work. However, only political means are not enough to solve the problems of gender equality. Gender equality policy is an integral part of the country's socio-economic and cultural environment, also individual level has the particular importance here. That is why, while interpreting the gender equality policy outcomes not only the political steps, but also the context in which they occur must be taken to account. Therefore, in order to fully explore the chosen theme, the work is based on the model, which combines public policy, socio-cultural environment and individual levels. An investigation revealed that gender equality policies in Lithuania do not provide long-term, fundamental changes in the key areas of public life. Arrangements are focused more on the process than the result. On the level of culture Lithuania society still posses strong patriarchal and stereotypical views about women's and men's roles in private and public life. Lithuanian socio-cultural environment adversely affects women occupy managerial positions. Assumption that the process of the selection the head of institutions have a decisive effect on the number of women in leading positions in the civil service have not been confirmed. The final result of selection - a small number of women among the heads of institutions – is more dependent on ill-managed gender equality policy and socio-economic and cultural environment which disadvantage women. Civil service system also influence women opportunity to hold leading positions because it is not enough flexible and open to change. This master thesis seeks to provide a basis for further research in the field of women representation in decision-making. A qualitative approach used in paper does not permit rigorous conclusions and generalizations, but complemented by quantitative research highlights several aspects that are important in terms of lower representation of women in Lithuanian civil service. |
