Gender Diversity in Local Government

Do you need to have all the boxes checked in order to promote?

The answer is easy, no, you do not.

InterestingLast month, I wrapped up my Master of Public Administration degree and in my studies I approached the topic of diversity in local government, and more specifically, how to inspire women to take on leadership positions in government. What I found out was interesting…

You may already be aware that women comprise over half of the United States population, but what you may not know is that, according to ICMA, “by 2006, women earned 59 percent of MPA degrees while the proportion of men had declined to just more than 40 percent.” So if women make up more than half of the population and are earning more MPA degrees than men, why isn’t local, or federal government for that matter, representative of this part of the population in leadership positions?

CoffeeAfter researching this topic to death, and spending multiple all-nighters chugging coffee, I finally found a reason that made sense. It’s not that women don’t want to take on leadership positions in government, it’s that they believe that before they can promote they must have all the boxes checked. This differs with men, who tend to apply for a position when they have a little over half of the boxes checked. I know, it may sound silly, but I can definitely relate to this. I have stopped myself from applying for many jobs because, after reading the job description, I thought that I didn’t meet all of the standards that the position was asking for. But the thing is, you don’t have to meet all of the standards, you just have to be willing to learn.

I have read this over and over, and believe wholeheartedly, that government leadership should be representative of the people with whom they serve. It is because of this that I think that government’s should be taking the necessary steps to achieve diversity and to encourage the growth and development of ALL staff members. Now, whether you achieve this through the establishment of a mentor program (inside or outside your organization), coaching, or by encouraging your employees to pursue further education or training, is up to you, but sometimes it helps to give your employees a little push and remind them that you are an advocate for their career development. Who knows, that little push could lead your employees on the path to the next presidency.

What are your thoughts?

MichellePelisseroPhoto


Written by:

Michelle Pelissero
Communications Coordinator
governmentresource.com

 

One response

  1. Absolutely, I often hear people state reasons why they wouldn’t qualify for a position so they don’t place their name in the hat, rather than focus on what qualities they have and why they deserve to promote. Lean in! Thanks for your post.

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