The Public Sector has more women than men who work in non-management, and the male-female proportion is nearly balanced at the lowest management level. However, the opposite is true for upper management. The percentage of women in the three upper-most management levels is quite similar, ranging from 39% in lower management to 33% in the top management.
The percentage of women in management is about 20% lower than in non-management. More women enter management through recruitment than promotions at both lowest/lower and middle/top management levels. Therefore, promotions could be used more effectively to boost (future) female leaders. This hiring trend is more pronounced in lower management levels than higher up. Given the high share of women in non-management and lowest management, only a small percentage of women enter middle and top management through promotion (the talent pipeline is insufficiently utilized).
Two trends are straightforward in the Public Sector: a) the higher the management level, the lower the percentage of women working part-time; b) men work at higher work percentages, regardless of hierarchy level. Interestingly, there is a drop in the average employment percentage of women between non-management and lowest management. The average employment percentage of women increases again in lower, middle and top management. This may discourage womenn from considering a career in senior management.