The CWI Survey, Only 23 Percent of the High Position of Civil Servants Occupied by Women

Antara Photo

Even though starting with a relatively equal number, the number of female civil servants in senior, echelon positions is lower compared to that of their male counterparts. Chakra Wikara Indonesia (CWI), a political research institution and public policy with a gender perspective, issued the results of its research regarding the echelon position of Civil Servants in 34 Ministries occupied by women. Data from the State Civil Service Agency (BKN) processed by CWI shows that recruitment of male and female civil servants in 34 ministries has a relatively balanced proportion.



"Data from the 2011-2012 period shows that only about 22.38% of echelon (I-V) positions were occupied by female civil servants. While the 2014-2016 period data shows that, from the total echelon (I-V) positions, only about 23.48% were occupied by female civil servants," said the CWI researcher, Dirga Ardiansa, on the KSIxChange#8 speech with the theme "Considering Affirmation vs. Merit Systems in Bureaucracy" last February.



CWI collected and analyzed data from two periods, 2011-2012 (before the State Civil Service/ASN Law) and 2014-2016 (after the ASN Law comes into force). The proportion of female civil servants in 34 ministries shows a relatively stable figure of around 39%. But there is still a difference of around 16% between the total number of female civil servants and the number of female civil servants who hold echelon positions. 



This quantitative data was then followed up by CWI through qualitative research. The results of in-depth interviews with women who became civil servants shows that they still experience obstacles in developing their careers to be able to reach high echelon positions because of the "double burden" of the household and negative stereotypes towards female civil servants.



Dirga added that the results of the interview also shows the pattern of PNS career promotion that requires them to undergo transfers to the regions. This path must be taken for ministries that have branches in the area. Women are reluctant to be transferred to remote areas because they have to be close to their children or is not permitted by their husbands.



"This problem is not found in male civil servants," said Dirga.



In addition, high echelon positions have the consequence of demanding longer and inflexible working hours. That's why female civil servants have to undergo personal choices to focus more on family than a career.



Eunike Prapti Lestari Krissetyanti, Head of Civil Servant Career Planning Sub-Division of the National Civil Service Agency (BKN), said that age is one of the factors that determine the position of echelon. She said that Echelon IV career paths to higher positions are usually in the reproductive age of women with young children and requires higher attention.



“For women civil servants, there is no such thing as a sabbatical when it comes to caring for our family," Eunike said.



Eunike said the issue of female civil servants is related to the policy of recruitment and promotion promotes meritocracy and neglect of the reality of inequality between female and male civil servants.



Inspector of General Administration Division of the National Development Planning Agency (Bappenas), Trisacti Wahyuni, said that the Public Service Law had already arranged affirmations for vulnerable groups such as people with disabilities. But in particular, this Public Service Law has yet to discuss the increase in the percentage of women in high positions in the bureaucracy. Not to mention, women who hold high positions are still stigmatized when being in a leadership position.



"Many people still do not believe in female leaders because they are considered moody or a perfectionist," Trisacti said.



Overcoming this obstacle, CWI gave recommendations to formulate technical policies to support female civil servants in the promotion process. Increasing the number of female civil servants in the bureaucracy means creating a more responsive service and bureaucratic performance.


Promotion for Female Civil Servants in the Region is Slower



The inequality of positions of women and men in the bureaucracy is also evident in the regions. The Head of Civil Servant Career Planning Sub-Division of the State Civil Service Agency (BKN), Eunike Prapti Lestari Krissetyanti said the number of women who became civil servants has increased from year to year. In 2018, the number of women dominated as much as 51 percent of the number of civil servants throughout Indonesia, both for central and regional governments.



"But, this increase was not followed by a significant increase in structural positions. Nationally, there are only 13 percent of primary positions and 15.3 percent of intermediate positions occupied by women," Eunike said.



Eunike found out that the regional bureaucracy contributed to the lack of female leaders. Career advancement of female civil servants in regions is slower than the center. In the regions, female civil servants take an average of 15-20 years to reach echelon 4 positions, while in central ministries or institutions it only takes 4-6 years.



Addressing the problem of inequality of female civil servants at the central and regional levels, Head of the Planning and Finance Bureau of the State Administration Institute (LAN), Reni Suzanna, said there is the need to provide opportunities to women to develop their competencies. Thus, women who occupy structural positions will have the capacity to produce good and gender perspective policies.



"Affirmation is not just to increase the number of women but also to increase its capacity to produce gender-friendly policies," Reni said.



A gender perspective bureaucracy will certainly produce public policies that are fair and equitable for both men and women. Supporting equality and contribution of women's employment opportunities, the National Development Planning Agency (Bappenas) supported by the Australian Government through the Knowledge Sector Initiative (KSI) held the Indonesia Development Forum (IDF) 2019 with the theme "Mission Possible: Seizing the Opportunities of Future Work to Drive Inclusive Growth ". 

IDF 2019 brings together all stakeholders to meet and exchange ideas about sustainable development that is accessible and open to marginalized groups, including women.