Country Profiles from the Americas, Europe, Africa and Asia
Edited by B. Guy Peters, Patrick von Maravić and Eckhard Schröter
Chapter 11: Representative bureaucracy in the United Kingdom
To date, comparatively little research has evaluated the representativeness of UK public organizations. Although researchers in the UK have surveyed equal opportunities in the national workforce (e.g. Mason, 2003), debated the effects of New Public Management (NPM) on female workers in public services (e.g. Newman, 2002) and considered ways in which public organizations can manage diversity (e.g. Miller, 2009), workforce representativeness has received scant attention. Thus, although equality and diversity in the public sector workplace has been of high salience in the policy and politics of the UK for more than a decade (e.g. Office of the Deputy Prime Minister, 2003; Civil Service, 2008), little is actually known about the levels of representation of women and minority ethnic groups within public organizations; still less about the potential determinants of variations in the levels of representation. In this chapter, variations in the representation of women and ethnic minorities across UK central government departments and English local governments are examined. At the central level, the civil service now has a long history of concern with policies to promote equal opportunities in employment (Brimelow, 1981).
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