The research studies career paths of female and male managers from the starting points of their employment in civil service and identifies differences that cause gender inequality.

With the assistance of the Civil Service Bureau, 1010 civil servants (676 women and 334 men) participated in the online sur­vey. In-depth interviews were conducted with 26 civil servants of the first and second rank (15 women and 11 men). 13 civil servants took part in focus group discussions (7 women and 6 men). Collected qualitative and quantitative data were analyzed and interpreted based on three theoretical directions.

Key findings:

• 64% - believe that women are more satisfied with their working conditions than men.
• 83% - believe that women are better supported in terms of benefits at civil service (linked with family con­ditions, education or distant living location).
• 67% of women - believe that men are more likely to be rewarded or encouraged for their civil service, while 76% of men surveyed are of the opposing opinion.
• 73% of women - believe that women at civil service are more likely to experience stress and discomfort at work than men. Only 49% of men share this opinion.
• The existing practice of gender inequality at civil ser­vice is not evident for men.
• The main distress for the women of basic social class is their perception as sexual objects, which can lead to unpleasant and overwhelming compliments.
• Women in the civil service are more patient while re­ceiving notices and being victims of oppression.

The study was conducted by the Institute for Development of Freedom of Information (IDFI) with the assistance from the United Nations Development Programme (UNDP) and UK aid from the UK Government under their wider initiative to support the ongoing Public Administration Reform in Georgia.