APPENDIX 1
SUMMARY OF FREQUENCIES
SAMPLE SIZE: 266
Frequencies summarised are in order of variable placement on questionnaire: question number will be given.
Frequencies will appear in: |
Total |
|
Male |
|
Female |
With frequency percentages as column totals.
A short description will then be given of significance of the numbers.
•Returned questionnaires numbered 266 with 60.5% of respondents being male and 39.5% female
Q1.
SEX |
TOTAL |
MALE |
FEMALE |
|
266 |
161 (60.5%) |
105 (39.5%) |
•Of those who responded the large majority (90.2%) were permanent in their current position with a higher number of females acting in a grade (14.3%)
Q3.
Act\Per |
TOTAL |
MALE |
FEMALE |
Acting |
26 (9.8%) |
11 (6.8%) |
15 (14.3%) |
Permanent |
240 (90.2%) |
150 (93.2%) |
90 (85.7%) |
•87.6% of men in the sample are married (Q4.) whereas only 57.1% of women were with 40% of them being single. This large percentage of single women is also reflected in the significantly larger proportion of women with no children than men (Q5.), 60% in comparison to only 20.5% of men.
•The high number of men with children may also be reflected in the high percentage who have a spouse who is a full time housewife (Q7.), 44.3%. Whereas for those women who are married it is mainly to a spouse who is employed full time (82.5%).
Q4.
Marital Status |
TOTAL |
MALE |
FEMALE |
Married |
201 (75.6%) |
141 (87.6%) |
60 (57.1%) |
Single |
60 (22.6%) |
18 (11.2%) |
42 (40%) |
Widowed\Lone |
5 (1.9%) Parent\Separated |
2 (1.2%) |
3 (2.9%) |
Q5.
Children |
TOTAL |
MALE |
FEMALE |
0 |
96 (36.4%) |
33 (20.5%) |
63 (60%) |
1 |
29 (10.9%) |
18 (11.2%) |
11 (10.5%) |
2 |
64 (24.2%) |
47 (29.2%) |
17 (16.2%) |
3 |
36 (13.6%) |
27 (16.8%) |
9 (8.6%) |
4 |
22 (8.3%) |
19 (11.8%) |
3 (2.9%) |
5 |
10 (3.8%) |
10 (6.2%) |
0 |
6 |
2 (.8%) |
2 (1.2%) |
0 |
7 |
3 (1.1%) |
3 (1.9%) |
0 |
8 |
2 (.8%) |
2 (1.2%) |
0 |
Q7.
Spouses Occupation |
TOTAL |
MALE |
FEMALE |
Full time housewife\husband |
69 (35%) |
62 (44.3%) |
7 (12.3%) |
employed full time |
95 (48%) |
48 (34.3%) |
47 (82.5%) |
employed part time |
33 (17%) |
30 (21.4%) |
3 (5.2%) |
•Respondents when asked if they employed any of the services listed below answered generally in the negative with a very low number availing of such services.
Q9. Do you employ…?
Part Domestic Help |
TOTAL |
MALE |
FEMALE |
Yes |
14 (5.3%) |
9 (5.6%) |
5 (4.8%) |
No |
255 (94.7%) |
152 (94.4%) |
99 (95.2%) |
|
|
|
|
Full Time Housekeeper |
TOTAL |
MALE |
FEMALE |
Yes |
0 |
0 |
0 |
No |
266 (100%) |
161 (100%) |
105 (100%) |
|
|
|
|
F.Time Nanny |
TOTAL |
MALE |
FEMALE |
Yes |
6 (2.3%) |
2 (1.2%) |
4 (3.8%) |
No |
260 (97.7%) |
159 (98.8%) |
101 (96.2%) |
|
|
|
|
Au Pair |
TOTAL |
MALE |
FEMALE |
Yes |
0 |
0 |
0 |
No |
266 (100%) |
161 (100%) |
105 (100%) |
|
|
|
|
•The number of workers who are parents using a childminder is substantial (Q10).
43.5% of women employed one whilst only 18.1% of men did. This can be explained by considering the high number of men who have spouses who are full time housewives (see Q7.) therefore not needing to employ childminding services.
Q10. Do you use a….?
Crèche |
TOTAL |
MALE |
FEMALE |
Yes |
9 (5.3%) |
6 (4.8%) |
3 (6.8%) |
No |
161 (94.7%) |
120 (95.2%) |
41 (93.2%) |
|
|
|
|
Childminder |
TOTAL |
MALE |
FEMALE |
Yes |
46 (27.1%) |
23 (18.1%) |
23 (43.5%) |
No |
124 (72.9%) |
104 (81.9%) |
20 (46.5%) |
•Clerical Officer is the most common grade of recruitment for both males and females (Q12.) but of those recruited to the grade of Clerical Typist\Assistant over 90% are females with only 12% of all males being recruited to this post. Women in the sample were also confined to only 4 recruitment grades with men being recruited to a variety of 11 grades.
Q12.
Recruitment Grade |
TOTAL |
MALE |
FEMALE |
Asst Co. Manager |
1 (.4%) |
1 (.6%) |
0 |
Town Clerk |
2 (.8%) |
1 (.6%) |
1 (1%) |
Co. Secretary |
1 (.4%) |
1 (.6%) |
0 |
Asst Staff Officer |
5 (1.9%) |
2 (1.2%) |
3 (2.9%) |
Clerical Officer |
225 (85.6%) |
147 (92.5%) |
78 (75%) |
Clerical Typist |
24 (9%) |
2 (1.2%) |
22 (21.2%) |
Library Asst. |
1 (.4%) |
1 (.6%) |
0 |
Co.Accountant |
1 (.4%) |
1 (.6%) |
0 |
Temporary Engineer |
1 (.4%) |
1 (.6%) |
0 |
Social Worker |
1 (.4%) |
1 (.6%) |
0 |
Messenger |
1 (.4%) |
1 (.6%) |
0 |
•The large majority of both genders had obtained a Leaving Certificate education upon entering the Local Authority (Q13.). 92.5% of men and 92.4% of women this suggests the importance of in-service training in the Local Authority rather than external qualifications.
Q13.
Education Level |
TOTAL |
MALE |
FEMALE |
Intermediate Cert. |
6 (2.3%) |
3 (1.9%) |
3 (2.9%) |
Leaving Cert. |
246 (92.5%) |
149 (92.5%) |
97 (92.4%) |
Diploma |
6 (2.3%) |
3 (1.9%) |
3 (2.9%) |
Degree |
5 (1.9%) |
4 (2.5%) |
1 (1%) |
Postgrad. Degree |
3 (1.1%) |
2 (1.2%) |
1 (1%) |
•The sample showed a wide range of years spent in the recruitment grade before applying for first promotion (Q14.). A majority of both men and women are clustered between 2 and 5 years in time spent in that grade before applying for promotion.
Q14.
No.of years in first grade when applied for promotion |
TOTAL |
MALE |
FEMALE |
1 |
13 (5%) |
9 (5.7%) |
4 (4%) |
2 |
32 (12.3%) |
22 (13.8%) |
10 (10%) |
3 |
39 (15%) |
24 (15.1%) |
15 (15%) |
4 |
53 (20.84%) |
32 (20.1%) |
21 (21%) |
5 |
54 (20.8%) |
35 (22%) |
19 (19%) |
6 |
20 (7.7%) |
9 (5.7%) |
11 (11%) |
7 |
21 (8.1%) |
13 (8.2%) |
8 (8%) |
8 |
8 (3.1%) |
4 (2.5%) |
4 (4%) |
9 |
3 (1.2%) |
2 (1.3%) |
1 (1%) |
10 |
5 (1.9%) |
3 (1.9%) |
2 (2%) |
11 |
3 (1.2%) |
1 (.6%) |
2 (2%) |
12 |
2 (.8%) |
2 (1.3%) |
0 |
13 |
1 (.4%) |
1 (.6%) |
0 |
14 |
3 (1.2%) |
1 (.6%) |
2 (2%) |
15 |
1 (.4%) |
1 (.6%) |
0 |
16 |
1 (.4%) |
0 |
1 (1%) |
23 |
1 (.4%) |
0 |
1 (1%) |
•Overall a small majority of the sample, 65%, were not successful on their first attempt at promotion (Q16.). Only 24% of the men were successful on first attempt whereas 43% of women were. Perhaps suggesting a higher level of restraint among women who may feel a need to be certain of their ability and chances of success before applying for promotion.
Q16.
Successful on First Try |
TOTAL |
MALE |
FEMALE |
Yes |
92 (34.8%) |
47 (24.7%) |
45 (43.3%) |
No |
172 (65.2%) |
113 (75.3%) |
59 (56.7%) |
Q18(a).
Years spent in first grade before promotion |
TOTAL |
MALE |
FEMALE |
1 |
16 (6.6%) |
4 (2.7%) |
12 (12.8%) |
2 |
30 (12.4%) |
21 (14.2%) |
9 (9.6%) |
3 |
26 (10.7%) |
16 (10.8%) |
10 (10.6%) |
4 |
30 (12.4%) |
23 (15.5%) |
7 (7.4%) |
5 |
35 (14.5%) |
21 (14.2%) |
14 (14.9%) |
6 |
27 (11.2%) |
17 (11.5%) |
10 (10.6%) |
7 |
22 (9.1%) |
14 (9.5%) |
8 (8.5%) |
8 |
13 (5.4%) |
6 (4.1%) |
7 (7.4%) |
9 |
10 (4.1%) |
4 (2.7%) |
6 (6.4%) |
10 |
11 (4.6%) |
6 (4.1%) |
5 (5.3%) |
11 |
2 (.8%) |
1 (.7%) |
1 (1.1%) |
12 |
5 (2.1%) |
5 (3.4%) |
0 |
13 |
2 (.8%) |
2 (1.4%) |
0 |
14 |
3 (1.2%) |
2 (1.4%) |
1 (1.1%) |
16 |
1 (.4%) |
1 (.7%) |
0 |
17 |
2 (.8%) |
1 (.7%) |
1 (1.1%) |
18 |
3 (1.2%) |
2 (1.4%) |
1 (1.1%) |
20 |
3 (1.2%) |
1 (.7%) |
2 (2.2%) |
22 |
1 .(4%) |
1 (.7%) |
0 |
•Overall in the sample when asked if they had attained any of a selection of further qualifications since joining the Local Authority women had a slightly higher level of achievement. 14% of the women attained a B.A. Degree since joining compared to only 4.6% of the men (Q54). The men had a higher level of achievement in both the Diploma in Public Administration,(20.8% in comparison to the female 10.1%), and in the Business qualifications (4.5% compared with 1%) (Q54.). This tendency toward the business area for males though is offset by a higher percentage of women attaining a Chartered Accountancy qualification, 4% compared to 2.6% for men (Q54.).
•This level of qualification achievement is encouraging for both sexes and with women achieving knowledge in areas such as accountancy may result in helping to balance the gender representation in the various grades of Local Authorities.
Q54. Have you attained…?
Diploma in Public Admin. |
TOTAL |
MALE |
FEMALE |
Yes |
42 (16.6%) |
32 (20.8%) |
10 (10.1%) |
No |
211 (83.4%) |
122 (79.2%) |
89 (89.9%) |
|
|
|
|
Degree in Public Admin. |
TOTAL |
MALE |
FEMALE |
Yes |
23 (9.1%) |
12 (7.8%) |
11 (11.1%) |
No |
230 (90.9%) |
142 (92.2%) |
88 (88.9%) |
|
|
|
|
Masters in Public Admin. |
TOTAL |
MALE |
FEMALE |
Yes |
2 (.8%) |
1 (.6%) |
1 (1%) |
No |
251 (99.2%) |
153 (99.4%) |
98 (99%) |
|
|
|
|
B.A.Degree |
TOTAL |
MALE |
FEMALE |
Yes |
21 (8.3%) |
7 (4.6%) |
14 (14%) |
No |
232 (91.7%) |
147 (95.4%) |
85 (85%) |
|
|
|
|
B.Comm B.Studies Degree |
TOTAL |
MALE |
FEMALE |
Yes |
10 (4%) |
9 (4.5%) |
1 (1%) |
No |
243 (96%) |
145 (95.5%) |
98 (99%) |
|
|
|
|
M.B.A. |
TOTAL |
MALE |
FEMALE |
Yes |
1 (.4%) |
1 (.6%) |
0 |
No |
252 (99.6%) |
153 (99.4%) |
99 (100%) |
|
|
|
|
B.C.L. |
TOTAL |
MALE |
FEMALE |
Yes |
3 (1.2%) |
1 (.6%) |
2 (2%) |
No |
250 (98.8%) |
153 (99.4%) |
97 (98%) |
|
|
|
|
Chartered Accountancy |
TOTAL |
MALE |
FEMALE |
Yes |
8 (3.2%) |
4 (2.6%) |
4 (4%) |
No |
245 (96.8%) |
150 (97.4%) |
95 (96%) |
|
|
|
|
Other |
TOTAL |
MALE |
FEMALE |
Degree |
7(6%) |
2 (2.9%) |
5 (10.6%) |
Diploma |
49 (42.3%) |
28 (40.6%) |
21 (44.7%) |
Other |
60 (51.7%) |
39 (56.5%) |
21 (44.7%) |
|
|
|
|
•The number of scholarships received by those in the Local Authority to help further study appeared relatively low in the sample with an overall figure of 3.4% (Q55.).
With the males obtaining more than five times the rate than the females, 5%
compared to only .9% of the women. The attainment of study leave for those who sought it was substantially higher and more evenly balanced between the genders (Q56.), 53.9% of the males and a higher 59.8% of females.
Q55.
Scholarship Received |
TOTAL |
MALE |
FEMALE |
Yes |
9 (3.4%) |
8 (5%) |
1 (.9%) |
No |
253 (96.6%) |
153 (95%) |
100 (99.1%) |
Q56.
Study Leave |
TOTAL |
MALE |
FEMALE |
Yes |
138 (56.1%) |
83 (53.9%) |
55 (59.8%) |
No |
108 (43.9%) |
71 (46.1%) |
37 (40.2%) |
|
|
|
|
•When asked for details on courses that respondents had taken since joining the Local Authority men were overall more likely to have taken part (Q57.).HRM, Office Management, Strategic Management, Personnel Development, Team Development and Effective Communications courses all had a substantially higher participation rate for men. This may be due to their higher positions in the Authority and therefore not only having a higher use for the subjects covered but also easier access to information about the courses and actual participation.
•Women did outnumber men on three of the courses listed French, Word Processing and Assertiveness training (Q57). The first two reflecting sex stereotypes but the latter showing an encouraging level of desire among women to improve their situation and abilities within the workplace.
Q57. Have you taken any course on….?
Time Management |
TOTAL |
MALE |
FEMALE |
Yes |
78 (29.4%) |
53 (32.9%) |
25 (24%) |
No |
187 (70.6%) |
108 (67.1%) |
79 (76%) |
|
|
|
|
Supervisory Skills |
TOTAL |
MALE |
FEMALE |
Yes |
140 (52.8%) |
94 (58.4%) |
46 (44.2%) |
No |
125 (47.2%) |
67 (41.6%) |
58 (55.8%) |
|
|
|
|
Office Management |
TOTAL |
MALE |
FEMALE |
Yes |
64 (24.1%) |
50 (31%) |
14 (13.5%) |
No |
201 (75.9%) |
111 (69%) |
90 (86.5%) |
|
|
|
|
HRM |
TOTAL |
MALE |
FEMALE |
Yes |
45 (17%) |
37 (23%) |
8 (7.7%) |
No |
220 (83%) |
124 (77%) |
96 (92.3%) |
|
|
|
|
Information Systems |
TOTAL |
MALE |
FEMALE |
Yes |
111 (41.9%) |
77 (47.8%) |
34 (32.7%) |
No |
154 (58.1%) |
84 (52.2%) |
70 (67.3%) |
|
|
|
|
Personnel Development |
TOTAL |
MALE |
FEMALE |
Yes |
47 (17.7%) |
37 (23%) |
10 (9.6%) |
No |
218 (82.3%) |
124 (77%) |
94(90.4%) |
|
|
|
|
Strategic Management |
TOTAL |
MALE |
FEMALE |
Yes |
46(17.4%) |
36 (23%) |
10 (9.6%) |
No |
218(82.6%) |
124 (77%) |
94 (90.4%) |
|
|
|
|
Public Speaking |
TOTAL |
MALE |
FEMALE |
Yes |
46 (17.4%) |
37 (22.5%) |
9(8.7%) |
No |
219 (82.6%) |
124 (77.5%) |
95 (91.3%) |
|
|
|
|
Team Development |
TOTAL |
MALE |
FEMALE |
Yes |
38(4.3%) |
31 (19.3%) |
7 (6.7%) |
No |
227 (85.7%) |
130 (80.7%) |
97 (93.3%) |
|
|
|
|
Assertiveness Training |
TOTAL |
MALE |
FEMALE |
Yes |
24(9.1%) |
12(7.5%) |
12 (11.5%) |
No |
241 (90.9%) |
149 (92.5%) |
92(88.5%) |
|
|
|
|
French |
TOTAL |
MALE |
FEMALE |
Yes |
17 (6.4%) |
8 (5%) |
9 (8.6%) |
No |
248 (93.6%) |
153 (95%) |
95 (91.4%) |
|
|
|
|
Effective Communications |
TOTAL |
MALE |
FEMALE |
Yes |
94(35.5%) |
69 (42.9%) |
25 (24%) |
No |
171(64.5%) |
92 (57.1%) |
79 (76%) |
|
|
|
|
Word Processing |
TOTAL |
MALE |
FEMALE |
Yes |
116 (43.8%) |
58 (36%) |
58(55.8%) |
No |
149 (56.2%) |
103 (64%) |
46 (44.2%) |
|
|
|
|
Data Base Management |
TOTAL |
MALE |
FEMALE |
Yes |
116 (43.8%) |
74 (46%) |
42 (40.4%) |
No |
149 (56.2%) |
87 (54%) |
62 (59.6%) |
|
|
|
|
Other Courses |
TOTAL |
MALE |
FEMALE |
Yes |
105 (39.6%) |
68 (42.2%) |
37 (35.6%) |
No |
160 (60.4%) |
93 (57.8%) |
67(64.4%) |
•11.5% of the sample have been refused permission to attend a course since joining the Local Authority with a slightly larger proportion of men than women being refused, 13.2% compared to 8.8% (Q58.).
Q58.
Permission refused to do a course |
TOTAL |
MALE |
FEMALE |
Yes |
30(11.5%) |
21 (13.2%) |
9(8.8%) |
No |
231 (88.5%) |
138 (86.8%) |
93 (91.2%) |
•The perceived availability of information on courses did show up some differences between the genders with a higher portion of the male sample seeing the information as freely and equally available to everyone. 62.4% of them saying that courses were advertised on noticeboards in their Local Authority (Q59.) and 20% of them responding that each worker was given the information individually (Q60.). The corresponding figures for female respondents was 54.5% and 17.5% respectively.
•The females on the other hand exceeded the males in expressing the view that only some people were notified about upcoming courses (Q61.), 67% saying this was so compared to only 55.3% of male respondents. These differences are substantial when trying to remove the perceived barriers to equal opportunity in any organisation such as a Local Authority.
Q59.
Courses advertised on boards |
TOTAL |
MALE |
FEMALE |
Yes |
153(59.3%) |
98 (62.4%) |
55 (54.5%) |
No |
105 (40.7%) |
59 (37.6%) |
46 (45.5%) |
Q60.
Notices of courses given to individuals |
TOTAL |
MALE |
FEMALE |
Yes |
50 (19%) |
32 (20%) |
18 (17.5%) |
No |
213 (81%) |
128 (80%) |
85 (82.5%) |
Q61.
Information on courses only given to some people |
TOTAL |
MALE |
FEMALE |
Yes |
148 (59.9%) |
83 (55.3%) |
65 (67%) |
No |
99 (41.1%) |
67 (44.7%) |
32 (33%) |
•A large majority of the sample, 79.7%, responded that the position they were currently in in the Local Authority was not the highest that they aspired to (Q66.). A higher proportion of women than men expressed this view, 88% compared to 74.5%. This may be due to the higher grades that men are in and therefore have a better level of satisfaction with their position. Nevertheless the high level of ambition is encouraging for both sexes.
•This is further emphasised in the rating on a scale of 1-5 given in response to the level of optimism felt with respect to future career prospects (Q67). Both genders have a majority on the top half of the scale expressing optimism.
Q66.
Pres. Position Highest Aspired to |
TOTAL |
MALE |
FEMALE |
Yes |
53 (20.3%) |
41 (25.5%) |
12 (12%) |
No |
208 (79.7%) |
120 (74.5%) |
88 (88%) |
Q67.
Level of optimism re. career |
TOTAL |
MALE |
FEMALE |
1=Not at all optimistic |
30 (11.5%) |
17 (11.4%) |
13 (13%) |
2 |
34 (13%) |
25 (16.8%) |
9 (9%) |
3 |
94 (35.9%) |
53 (35.6%) |
41 (41%) |
4 |
51 (19.5%) |
30 (20.1%) |
21 (21%) |
5=Very optimistic |
40 (15.3%) |
24 (16.1%) |
16 (16%) |
•Reflecting the gender balance of optimism between the genders the response to whether they would pursue the same career again is also balanced (Q68.), 55.1% of males and 54.9% of females stating that they would pursue the same career again.
For both genders however the proportion of 45% who would pursue a different career if they had it again.
Q68.
Career again-pursue |
TOTAL |
MALE |
FEMALE |
Same career |
143 (55%) |
87(55.1%) |
56 (54.9%) |
Different career |
117 (45%) |
71 (44.9%) |
46 (45.1%) |
•The majority of the interview boards experienced by the sample had three members, 84.7%, (Q74.), with only the men experiencing boards of more than three.
Q74.
No. on interview board |
TOTAL |
MALE |
FEMALE |
2 |
5 (1.9%) |
3 (1.9%) |
2(1.9%) |
3 |
222 (84.7%) |
121 (76.1%) |
101 (98.1%) |
4 |
32 (12.2%) |
32 (20.1%) |
0 |
5 |
2 (.8%) |
2(1.3%) |
0 |
6 |
1 (.4%) |
1 (.6%) |
0 |
•The majority of both genders had neither a woman on the interview board (Q75.)
nor knew any of the members personally (Q76.). The majority swaying toward the women for having at least one woman on the interview board, (44% for women, 35% for men), and toward the men for knowing at least one member of the interview board (58% of men, 38% of women)
Q75.
No.women on interview board |
TOTAL |
MALE |
FEMALE |
0 |
161(61%) |
103 (64.4%) |
58 (55.8%) |
1 |
99 (37.5%) |
54 (33.8%) |
45(43.3%) |
2 |
3 (1.1%) |
3 (1.9%) |
0 |
3 |
1 (.4%) |
0 |
1 (.9%) |
Q76.
Know personally on interview board |
TOTAL |
MALE |
FEMALE |
0 |
131 (49.6%) |
67 (41.9%) |
64 (61.5%) |
1 |
83 (31.4%) |
53 (33.1%) |
30 (28.8%) |
2 |
40 (15.2%) |
32 (20%) |
8 (7.7%) |
3 |
10 (3.8%) |
8 (5%) |
2 (1.9%) |
•The majority of the sample viewed their last interview as having been conducted professionally (Q77.), however over 10% in both cases responded negatively to this question.
Q77.
interview conducted professionally |
TOTAL |
MALE |
FEMALE |
Yes |
233 (88.9%) |
142 (88.8%) |
91 (89.2%) |
No |
29 (11.1%) |
18 (11.2%) |
11 (10.8%) |
•When asked if they felt they did their knowledge justice in their last interview the overall response was positive, 61.5% saying yes. Similarly when asked if they did themselves justice in their last interview 61.5% again responded positively (Q81).
Yet despite this overall satisfaction with their performance a significant minority of both genders expressed dissatisfaction with their performance for whatever reason, 36.5% of men in both cases and 41.7% of women in both.
Q78.
Do knowledge justice |
TOTAL |
MALE |
FEMALE |
Yes |
161(61.5%) |
101 (63.5%) |
60 (58.5%) |
No |
101 (38.5%) |
58 (36.5%) |
43 (41.7%) |
•Furthermore a significant minority of respondents found at least one aspect of the interview demeaning (Q79.) and felt that the questions were not relevant to the job they had applied for (Q80.). Slightly more men found some aspect of the interview demeaning, 17.2% compared with 12.9% of women, and questions irrelevant to the job applied for, 20.4% compared to 20.2%.
Q79.
Any aspects demeaning |
TOTAL |
MALE |
FEMALE |
Yes |
40(15.5%) |
27 (17.2%) |
13 (12.9%) |
No |
218 (84.5%) |
130 (82.8%) |
88 (87.1%) |
Q80.
Questions relevant to job |
TOTAL |
MALE |
FEMALE |
Yes |
208 (79.7%) |
125 (79.6%) |
83(79.8%) |
No |
53 (20.3%) |
32 (20.4%) |
21 (20.2%) |
Q81
Do yourself justice in last interview |
TOTAL |
MALE |
FEMALE |
Yes |
161 (61.5%) |
101 (63.5%) |
60 (58.3%) |
No |
101 (38.5%) |
58 (36.5%) |
43 (41.7%) |
•The sample were asked to select a number of ways in which they prepared themselves for their last interview (Q82.). The large majority of the sample read about local government issues in the press, talked to mare senior people in the LA about the job, read a lot of reports on Local Authorities, studied Local Authority legislation, studied at weekends (81% of women and 66.7% of men) and did research on other sectors in Local Authority.
•The sample was more split on asking superiors what to read before the interview, only 54.1% of men and 57.1% of women did. And, not surprisingly, on taking a week off work to prepare, only 9.4% of men and 10.5% of women did.
•The level of preparation for the interview and what is required highlights the emphasis on the interview as the means of promotion, and how important ‘good performance’ on the day is.
Q82. Did you do… in preparation for your last interview?
Read @ local government issues |
TOTAL |
MALE |
FEMALE |
Yes |
246(93.2%) |
149 (93.7%) |
97 (92.4%) |
No |
18 (6.8%) |
10 (6.3%) |
8 (7.6%) |
|
|
|
|
Talk to seniors about job requirements |
TOTAL |
MALE |
FEMALE |
Yes |
219 (83%) |
130 (81.8%) |
89 (84.8%) |
No |
45 (17%) |
29 (18.2%) |
16(15.2%) |
|
|
|
|
Ask superiors how to prepare |
TOTAL |
MALE |
FEMALE |
Yes |
146 (55.3%) |
86 (54.1%) |
60 (57.1%) |
No |
118 (44.7%) |
73 (45.9%) |
45(42.9%) |
|
|
|
|
Read LA reports |
TOTAL |
MALE |
FEMALE |
Yes |
225 (85.2%) |
137 (86.2%) |
88 (83.8%) |
No |
39 (14.8%) |
22 (13.8%) |
17 (16.2%) |
|
|
|
|
Private study |
TOTAL |
MALE |
FEMALE |
Yes |
227 (86%) |
133 (83.6%) |
94(89.5%) |
No |
37 (14%) |
26 (16.4%) |
11 (10.5%) |
|
|
|
|
Week off |
TOTAL |
MALE |
FEMALE |
Yes |
26 (9.8%) |
15 (9.4%) |
11 (10.5%) |
No |
238 (90.2%) |
144 (90.6%) |
94 (89.5%) |
|
|
|
|
Study at weekends |
TOTAL |
MALE |
FEMALE |
Yes |
191 (72.3%) |
106 (66.7%) |
85 (81%) |
No |
73 (27.7%) |
53 (33.3%) |
20 (19%) |
|
|
|
|
Researched other sectors of LA |
TOTAL |
MALE |
FEMALE |
Yes |
222 (84.1%) |
137 (86.2%) |
85 (81%) |
No |
42 (15.9%) |
22 (13.8%) |
20 (19%) |
•A small majority viewed interviews as the best means of selection for promotion
(Q83). But a significant minority of 46% for both genders expressed dissatisfaction with the way they were being chosen for promotion.
•Having expressed this dissatisfaction over 91% of both genders expressed a feeling that it was possible to train toward a better performance at interview (Q84). The level of dissatisfaction with the interview may then be somehow alleviated by the provision of interview training courses.
Q83.
Interviews best way of selection |
TOTAL |
MALE |
FEMALE |
Yes |
139 (53.3%) |
84 (53.2%) |
55 (53.4%) |
No |
122 (46.7%) |
74 (46.8%) |
48 (46.6%) |
Q84.
Possible to train for interviews |
TOTAL |
MALE |
FEMALE |
Yes |
241 (91.6%) |
146 (91.8%) |
95 (91.4%) |
No |
22 (8.4%) |
13 (8.2%) |
9 (8.6%) |
•When asked to gauge their level of Irish knowledge the total showed a relatively low number in the extreme levels with good and average holding the majority
(Q85). Yet a significant number of females (20%) gauged their level at below average compared with only 6.9% of males.
Q85.
Level of Irish |
TOTAL |
MALE |
FEMALE |
Excellent |
10 (3.8%) |
7 (4.4%) |
3 (2.9%) |
Very Good |
39 (14.7%) |
29 (18.1%) |
10 (9.5%) |
Good |
80 (30.2%) |
52 (32.5%) |
28 (26.7%) |
Average |
104 (39.3%) |
61 (38.1%) |
43 (41%) |
Below Average |
32 (12.1%) |
11 (6.9%) |
21 (20%) |
•When asked if they had ever acted in a position and then not been permanently appointed to it 33.2% said they had (Q86), with 37.5% of men responding positively and a lower 26.7% of women.
Q86.
Ever acted & then not got position |
TOTAL |
MALE |
FEMALE |
Yes |
88 (33.2%) |
60 (37.5%) |
28 (26.7%) |
No |
177 (66.8%) |
100 (62.5%) |
77 (73.3%) |
•Although relatively low the rate of sexist remarks experienced by both male and female respondents is significant due to the effects such comments have on the recipient (Q88.). Women express having experienced three times more sexist remarks during interview than men, 15.7% compared to 4.4% of men responding positively.
Q88.
Experienced sexist remarks |
TOTAL |
MALE |
FEMALE |
Yes |
23 (8.8%) |
7 (4.4%) |
16 (15.7%) |
No |
239 (91.2%) |
153 (95.6%) |
86 (84.3%) |
•The sample appeared overall to be divided on whether or not all interview boards should have a female member (Q90.). Over 64% of females felt this was necessary compared to 43.7% of men. Again women ranked higher on those who had ever been interviewed by a female (Q91), 78.1% compared to 64.4% of men. Having had this experience many women felt this should become the norm as it could only seem favourable to have a more gender balanced board, a view not as widely held by men.
Q90.
Should be a woman on all boards |
TOTAL |
MALE |
FEMALE |
Yes |
138 (52.1%) |
70 (43.7%) |
68 (64.8%) |
No |
127 (47.9%) |
90 (56.3%) |
37 (35.2%) |
Q91.
Ever interviewed by a female |
TOTAL |
MALE |
FEMALE |
Yes |
185 (69.8%) |
103 (64.4%) |
82 (78.1%) |
No |
80 (30.2%) |
57 (35.6%) |
23 (21.9%) |
•Reflecting the low number of women on the interview boards (see Q75) 72.5% of the male sample had sat on an interview board whereas only 55.2% of the women had.
Q95.
Ever sat on an interview board |
TOTAL |
MALE |
FEMALE |
Yes |
174 (65.7%) |
116 (72.5%) |
58 (55.2%) |
No |
91 (34.3%) |
44 (27.5%) |
47 (44.8%) |
•The presence of mentors was widespread for the sample with 61.6% of men having had one at some stage and 70% of women (Q97). The overall majority of mentors were superiors in the Local Authority especially for men, 91.1% of them, while for women another important group was that of colleagues in the LA making up 13.3%
of the mentors.
Q97.
Ever had a mentor |
TOTAL |
MALE |
FEMALE |
Yes |
170 (64.9%) |
98 (61.6%) |
72 (70%) |
No |
92 (35.1%) |
61 (38.4%) |
31 (30%) |
|
|
|
|
Describe mentor |
TOTAL |
MALE |
FEMALE |
Superior in LA |
77 (85.6%) |
41 (91.1%) |
36 (80%) |
Colleague in LA |
8 (8.9%) |
2 (4.4%) |
6 (13.3%) |
Someone outside LA |
5 (5.6%) |
2 (4.4%) |
3 (6.7%) |
•73.4% of the overall sample said that they would apply for a promotion over the next three years with the rate higher for women than men, 79.4% compared to 69.4% respectively (Q100).
Q100.
Will apply for promotion w’in 3 years |
TOTAL |
MALE |
FEMALE |
Yes |
190 (73.4%) |
109 (69.4%) |
81 (79.4%) |
No |
69 (26.6%) |
48 (30.6%) |
21 (20.6%) |
•The majority felt that promotion was going to be given to the best person for the job irrespective of their sex in their LA, 87.1%, (Q108). While 12% of men felt promotion was more likely to be given to a woman and 12% of women felt it was more likely to be given to a man.
Q108.
Describe promotional posts |
TOTAL |
MALE |
FEMALE |
Prom. more likely for a man |
12 (5%) |
1 (.6%) |
11 (11.8%) |
Prom. More likely for a woman |
19 (7.9%) |
18 (12.2%) |
1 (1.1%) |
Prom. given irrespective of sex |
210 (87.1%) |
129 (87.2%) |
81 (87.1%) |
•Similar to the perceived difference in availability of information about courses there appeared to be a discrepancy between the perceived existence of job specifications with 67.8% of males saying they were available and only 39.4% of women saying this was so (Q108).
Q108.
Job specifications available |
TOTAL |
MALE |
FEMALE |
Yes |
138 (56.8%) |
101 (67.8%) |
37 (39.4%) |
No |
105 (43.2%) |
48 (32.2%) |
57 (60.6%) |
•In Q112 to Q124 respondents were asked to gauge the viability of the statements as seen below in each question. There appeared no statistically significant figures showing an overall gender balance in these topics.
Q112
I like to feel competent before moving on to next job |
|
TOTAL |
MALE |
FEMALE |
Very True |
168 (63.6%) |
106 (66.7%) |
62 (59%) |
Fairly True |
84 (31.8%) |
47 (29.6%) |
37 (35.2%) |
Not at all True |
12 (4.6%) |
6 (3.8%) |
6 (5.7%) |
Q113
I am tempted to apply for Prom. if feel better able than person there now |
|
TOTAL |
MALE |
FEMALE |
Very True |
70 (26.7%) |
38 (23.9%) |
32 (31.1%) |
Fairly True |
78 (29.8%) |
40 (25.2%) |
38 (36.9%) |
Not at all True |
114 (43.5%) |
81 (51%) |
33 (32%) |
Q114
I like challenges |
|
TOTAL |
MALE |
FEMALE |
Very True |
147 (55.7%) |
87 (54.7%) |
60 (57.1%) |
Fairly True |
103 (39%) |
63 (39.6%) |
40 (38.1%) |
Not at all True |
14 (5.3%) |
9 (5.7%) |
5 (4.8%) |
Q115
I want to take on more responsibility |
|
TOTAL |
MALE |
FEMALE |
Very True |
125 (47.3%) |
76 (47.8%) |
49 (46.7%) |
Fairly True |
110 (41.7%) |
65 (40.9%) |
45 (42.9%) |
Not at all True |
29 (11%) |
18 (11.3%) |
11 (10.5%) |
Q116
My prom. & career to date has been entirely due to luck |
|
TOTAL |
MALE |
FEMALE |
Very True |
7 (2.7%) |
4 (2.5%) |
3 (2.9%) |
Fairly True |
47 (17.9%) |
27 (17%) |
20(19.2%) |
Not at all True |
209 (79.5%) |
128 (80.5%) |
81 (77.9%) |
Q117
Acting up helped develop confidence in my ability |
|
TOTAL |
MALE |
FEMALE |
Very True |
63 (24.6%) |
34 (21.8%) |
29 (29%) |
Fairly True |
68 (26.6%) |
46 (29.5%) |
22 (22%) |
Not at all True |
125 (48.8%) |
76 (48.7%) |
49 (49%) |
Q118
The organisation really values my skills |
|
TOTAL |
MALE |
FEMALE |
Very True |
34 (13%) |
24 (15.2%) |
10 (9.8%) |
Fairly True |
141 (54.2%) |
83 (52.5%) |
58 (56.9%) |
Not at all True |
85 (32.7%) |
51 (32.3%) |
34 (33.3%) |
Q119
I would really like to get to a senior management position |
|
TOTAL |
MALE |
FEMALE |
Very True |
92 (36.5%) |
56 (37.6%) |
36 (35%) |
Fairly True |
81 (32.1%) |
46 (30.9%) |
35 (34%) |
Not at all True |
79 (31.4%) |
47 (31.5%) |
32 (31%) |
Q120
I find it difficult plan goals for next 5 years |
|
TOTAL |
MALE |
FEMALE |
Very True |
39 (14.8%) |
21 (13.2%) |
18 (17.3%) |
Fairly True |
89 (33.8%) |
48 (30.2%) |
41 (39.4%) |
Not at all True |
135 (51.3%) |
90 (56.6%) |
45 (43.3%) |
Q121
I find it difficult to assess my abilities |
|
TOTAL |
MALE |
FEMALE |
Very True |
16 (6.1%) |
9 (5.7%) |
7 (6.7%) |
Fairly True |
87 (33%) |
43 (27%) |
44 (42%) |
Not at all True |
161 (61%) |
107 (67.3%) |
54 (51.4%) |
Q122
I find it difficult to decide on next steps when having a problem with my career |
|
TOTAL |
MALE |
FEMALE |
Very True |
6 (2.3%) |
2 (1.3%) |
4 (3.8%) |
Fairly True |
43 (16.3%) |
24 (15.1%) |
19 (18.1%) |
Not at all True |
215 (81.4%) |
133 (83.6%) |
82 (78.1%) |
Q123
I find it difficult to apply for promotion again when have been rejected |
|
TOTAL |
MALE |
FEMALE |
Very True |
4 (1.6%) |
1 (.6%) |
3 (3%) |
Fairly True |
41 (15.9%) |
25 (15.9%) |
16 (15.8%) |
Not at all True |
213 (82.6%) |
131 (83.4%) |
82 (81.2%) |
Q124
I find it difficult to determine the area that I have most ability in |
|
TOTAL |
MALE |
FEMALE |
Very True |
11 (4.2%) |
8 (5.1%) |
3 (2.9%) |
Fairly True |
51 (19.4%) |
23 (14.6%) |
28 (26.7%) |
Not At all True |
201 (76.4%) |
127 (80.4%) |
74 (70.5%) |
•Differences in the average number of hours worked appear when we consider the number of respondents working 70 hours or more (Q125). Over 9% of the women said they worked eighty hours or more whereas only 1.2% of the men did. Also women made up a higher percentage of those who worked approximately 30 hours each week, 4.8% of women and 1.9% of men. The variation between genders is significant and needs to be looked at in more detail than is possible here.
Q125.
Average no. of hrs worked per week |
TOTAL |
MALE |
FEMALE |
Approx 30 |
8 (3%) |
3 (1.9%) |
5 (4.8%) |
Approx 40 |
108 (41.1%) |
59 (37.4%) |
49 (46.7%) |
Approx 50 |
88 (33.5%) |
61 (38.6%) |
27 (4.8%) |
Approx 60 |
36 (13.7%) |
27 (17.1%) |
9 (8.6%) |
Approx 70 |
11 (4.2%) |
6 (3.8%) |
5 (4.8%) |
Approx.80 |
5 (1.9%) |
1 (.6%) |
4 (3.8%) |
More than 80 |
7 (2.7%) |
1 (.6%) |
6 (5.7%) |
•Respondents replied to the question of the frequency of bringing work worries
‘home with them’ with a majority answering sometimes and a larger number of men than women answering on the bottom end of the scale (Q135). 6.4% of men saying they never take worries home compared to only 2.9% of the women.
Q135.
Work worries preoccupy during leisure |
TOTAL |
MALE |
FEMALE |
Never |
15 (5.7%) |
12 (6.4%) |
3 (2.9%) |
Rarely |
58 (22%) |
34 (18.2%) |
24 (23.1%) |
Sometimes |
130 (49.2%) |
76 (40.6%) |
54 (51.9%) |
Often |
57 (22%) |
35 (18.7%) |
22 (21.2%) |
Always |
4(1.5%) |
3 (1.6%) |
1 (.9%) |
•Q136 to 141 involved the respondents gauging their level of satisfaction with certain aspects of their experience in the Local Authority. This produced no significant gender difference except in the question of access to information within the organisation (Q140). 44% of women compared to 30% of men expressed total dissatisfaction with this area again highlighting the barriers that are often present for women in the organisation.
Q136
My working relationship with colleagues |
|
TOTAL |
MALE |
FEMALE |
Very satisfied |
146 (55.5%) |
92 (57.5%) |
54 (52.4%) |
Quite Satisfied |
114 (43.4%) |
67 (41.9%) |
47 (45.6%) |
Not at all satisfied |
3 (1.1%) |
1 (.6%) |
2 (1.9%) |
Q137
My working relationship with superiors |
|
TOTAL |
MALE |
FEMALE |
Very satisfied |
113 (43.5%) |
70 (44.6%) |
43 (41.8%) |
Quite Satisfied |
134 (51.5%) |
82 (52.2%) |
52 (50.5%) |
Not at all Satisfied |
13 (5%) |
5 (3.2%) |
8 (7.8%) |
Q138
My working relationship with subordinates |
|
TOTAL |
MALE |
FEMALE |
Very Satisfied |
127 (48.5%) |
84 (52.5%) |
43 (42.2%) |
Quite satisfied |
125 (47.7%) |
72 (45%) |
53 (52%) |
Not at all satisfied |
10 (3.8%) |
4 (2.5%) |
6 (5.9%) |
Q139
The organisations use of my skills |
|
TOTAL |
MALE |
FEMALE |
very satisfied |
47 (17.9%) |
33 20.6%) |
14 (13.6%) |
quite satisfied |
153 (58.2%) |
91 (56.9%) |
62 (60.2%) |
not at all satisfied |
63 (24%) |
36 (22.5%) |
27 (26.2%) |
Q140
My access to information within the organisation |
|
TOTAL |
MALE |
FEMALE |
Very satisfied |
58 (22.1%) |
44 (27.5%) |
14 (13.7%) |
Quite satisfied |
111 (42.4%) |
68 (42.5%) |
43 (42.2%) |
Not at all satisfied |
93 (35.5%) |
48(30%) |
45 (44.1%) |
Q141.
The way my performance is assessed for promotion |
|
TOTAL |
MALE |
FEMALE |
Very satisfied |
28 (11%) |
20 (13%) |
8 (8%) |
Quite satisfied |
105 (41.2%) |
60 (39%) |
45 (45%) |
Not at all satisfied |
122 (47.8%) |
74 (48%) |
48 (48%) |
•Questions 142 to 152 involved respondents rating them on a scale of 1 to 5 with respect to certain aspects of their personality. Again there was no significant difference between the genders on these issues thus highlighting again the irrelevance of arguments that male and female attitudes to work differ substantially.
The only question that did uncover a difference was that dealing with decision making (Q148.). A substantially lower percentage of women than men expressed a feeling of being able to make decisions easily, 41.3% of men compared to 23.8% of women, this may reflect a lack of confidence in the acceptance of the decisions a female may make in the LA by other workers.
Q142.
|
TOTAL |
MALE |
FEMALE |
1=Not at all aggressive |
52 (19.8%) |
32 (20.1%) |
20 (19.2%) |
2 |
76 (29%) |
44 (27.7%) |
32 (30.8%) |
3 |
111 (42.2%) |
63 (39.6%) |
48 (46.2%) |
4 |
23 (8.8%) |
19 (12%) |
4 (3.9%) |
5=very aggressive |
1 (.4%) |
1 (.6%) |
0 |
Q143.
|
TOTAL |
MALE |
FEMALE |
1=Not at all independent |
1 (.4%) |
1 (.6%) |
0 |
2 |
7 (2.6%) |
3 (1.9%) |
4 (3.8%) |
3 |
51 (19.3%) |
29 (18.1%) |
22 (21%) |
4 |
119 (44.9%) |
82 (51.3%) |
37 (35.2%) |
5=very independent |
87 (32.8%) |
45 (28.1%) |
42 (40%) |
Q144
|
TOTAL |
MALE |
FEMALE |
1=Not at all helpful |
1 (.4%) |
1 (.6%) |
0 |
2 |
1 (.4%) |
1 (.6%) |
0 |
3 |
9 (3.4%) |
4 (2.5%) |
5 (4.8%) |
4 |
81 (30.6%) |
52 (32.5%) |
29 (27.6%) |
5=very helpful |
173 (65.3%) |
102 (63.8%) |
71 (67.6%) |
Q145
|
TOTAL |
MALE |
FEMALE |
1=Not at all competitive |
9 (3.4%) |
5 (3.1%) |
4 (3.8%) |
2 |
20 (7.6%) |
12 (7.5%) |
8 (7.6%) |
3 |
110 (41.5%) |
65 (40.6%) |
45 (42.9%) |
4 |
72 (27.2%) |
46 (28.8%) |
26 (24.8%) |
5=very competitive |
54 (20.4%) |
32 (20%) |
22 (21%) |
Q146
|
TOTAL |
MALE |
FEMALE |
1=Very home oriented |
73 (27.6%) |
51 (31.9%) |
22 (21%) |
2 |
70 (26.4%) |
48 (30%) |
22 (21%) |
3 |
79 (29.8%) |
39 (24.4%) |
40 (38.1%) |
4 |
33 (12.5%) |
19 (11.9%) |
14 (13.3%) |
5=not very home oriented |
10 (3.8%) |
3 (1.9%) |
7 (6.7%) |
Q147.
|
TOTAL |
MALE |
FEMALE |
1=Indifferent to others approval |
13 (4.9%) |
8 (5%) |
5 (4.8%) |
2 |
51 (19.3%) |
34 (21.3%) |
17 (16.2%) |
3 |
107 (40.4%) |
75 (46.9%) |
32 (30.5%) |
4 |
65 (24.5%) |
34 (21.3%) |
31 (29.5%) |
5=very concerned about others approval |
29 (10.9%) |
9 (5.6%) |
20 (19%) |
Q148
|
TOTAL |
MALE |
FEMALE |
1=Can make decisions easily |
91 (34.3%) |
66 (41.3%) |
25 (23.8%) |
2 |
93 (35.1%) |
56 (35%) |
37 (35.2%) |
3 |
54 (20.4%) |
26 (16.3%) |
28 (26.7%) |
4 |
25 (9.4%) |
11 (6.9%) |
14 (13.3%) |
5=difficulty in making decisions |
2 (.8%) |
1 (.6%) |
1 (1%) |
Q149
|
TOTAL |
MALE |
FEMALE |
1=Not at all self confident |
4 (1.5%) |
2 (1.2%) |
2 (2%) |
2 |
30 (11.3%) |
15 (9.4%) |
15 (14.3%) |
3 |
90 (34%) |
46 (29%) |
44 (41.9%) |
4 |
109 (41%) |
73 (45.6%) |
36 (34.3%) |
5=very self confident |
32 (12.1%) |
24 (15%) |
8 (7.6%) |
Q150
|
TOTAL |
MALE |
FEMALE |
1=Not at all understanding of others |
1 (.4%) |
0 |
1 (1%) |
2 |
2 (.8%) |
2 (1.2%) |
0 |
3 |
44 (16.6%) |
33 (20.6%) |
11 (10.5%) |
4 |
122 (46%) |
70 (43.8%) |
52 (49.5%) |
5=very understanding of others |
96 (36.2%) |
55 (34.4%) |
41 (39%) |
Q151
|
TOTAL |
MALE |
FEMALE |
1=Very cold in relations with others |
0 |
0 |
0 |
2 |
3 (1.1%) |
2 (1.3%) |
1 (1%) |
3 |
44 (16.7%) |
28 (17.5%) |
16 (15.4%) |
4 |
132 (50%) |
76 (47.5%) |
56 (53.9%) |
5=very understanding in relations with others |
85 (32.2%) |
54 (33.8%) |
31 (29.8%) |
Q152
|
TOTAL |
MALE |
FEMALE |
1=Very work oriented |
58 (21.9%) |
42 (26.3%) |
16 (15.2%) |
2 |
81 (30.6%) |
42 (26.3%) |
39(37.1%) |
3 |
81 (30.6%) |
47(29.4%) |
34 (32.4%) |
4 |
38 (14.3%) |
23 (14.4%) |
15 (14.3%) |
5=not very work oriented |
7 (2.6%) |
6 (3.8%) |
1 (1%) |
|
