摘要
通过搜集我国地市级女性党政一把手公开资料并进行统计分析发现,半数以上的女性正厅局级党政一把手是从机关、共青团、妇联等副职岗位上成长起来的。地厅局级女性干部缺乏"实职"、"正职"不是表面的"虚职多"、"副职多"造成的,而恰恰是"虚职"、"副职"还远远不够,以至于整个体系内领导岗位上的女干部比例都偏少。通过数据分析,本文认为只有从基础领导岗位开始,给女干部更多晋升机会,才能在更大范围和程度上推进女性参与国家和社会事务管理及决策的进程。
This paper analyzes the career development characteristics and promotion path of the female civil servants at department and bureau--level. The statistical data shows that more than half of the female leaders were promoted from the Communist Youth League, Women＇s Federations and other virtual or deputy positions. The lack of principal or substantive positions for female cadres is not because they have taken up excessive virtual or deputy positions. On the contrary, it is precisely because their virtual or deputy positions are far from enough. As a consequence, the ratio of female cadres keeps slow in the whole system. This paper argues that female cadres should be given more opportunities from the very grassroots level. In order to narrow the gender gap as soon as possible, the government shall incline to afford more virtual or deputy positions to female cadres. And women can participate in the administration and decision process of the state and social affairs in a more large scope and extent.
出处
《中国行政管理》
CSSCI
北大核心
2013年第8期76-79,共4页
Chinese Public Administration
基金
教育部人文社会科学研究青年项目“中国官僚代表性与政策偏好研究--基于东、中、西三省的实证分析”(项目编号:092723)
国家社会科学基金青年项目“服务型政府与国家公务员制度建设研究--以县级政府为例”(项目编号:09CZZ022)的阶段性成果
关键词
公务员
女性领导
职业发展
civil servant, female leaders, career development
