There seems to be a prevalent lack of accurate data and information regarding the actual numbers of female executives in local authorities, probably due to the fact that no regulation exists that requires the publication of such data.

Thus, we have neither a basis for comparison nor an index for improvement.

Nevertheless, based on the unofficial data we have collected, although the rate of women holding positions in local authorities is relatively high, the rate of female executives is rather low.

Data received from the Knesset Research and Information Center in 2011 suggest that in 55 local authorities, the rate of female executives stands at 0% (!), in 8 local authorities the rate stands at 1-9%, and in 48 local authorities the rate stands at 10-19%.

A 2014 study conducted by Adalya Consulting & Management and Dr. Itay Beeri presented the rate of women holding a series of senior positions: the rate of women serving as mayors stands at 3%; the rate of women serving as CEOs stands at 10%; the rate of women serving as municipal engineers stands at 13%; the rate of women serving as legal advisors stands at 24%; the rate of women serving as treasurers stands at around 11%. In the Education Department, the rate of female executives stands at 36% – which stands to reason, since education is perceived to be a more ‘feminine’ field.

In Holon Municipality we get a completely different picture: the rate of female employees stands at 70%, and the rate of female executives is just over 52%, making the majority of executives within Holon Municipality.

The researchers who conducted the afore-mentioned study were seeking to identify the factors that contribute to the exclusion of women from senior positions and from local government decision making processes, and to provide recommendations as to how this situation can be turned around.

Among their recommendations: advertising current data on the rate of female executives in order to raise awareness and turn the situation around, raising salaries of female executives who reside in peripheral areas so as to advance women of lower socio-economic status, implementing a policy of reserved slots while overcoming cultural prejudices, providing incentives to local authorities whose annual reports show a high rate of female executives, integrating women in tender committees, and assigning a dedicated consultant for the advancement of women within each local authority.

Without a doubt, women are just as capable of holding senior positions as men are, and we should find ways to fulfill the great potential that lies among our female employees, while motivating them to pursue successful careers and providing them with all the necessary managerial tools and leadership skills, for the benefit of all parties.

Organizational as well as personal incentives can make a change and allow women to pursue their dreams. As nature has it, all changes begin with one single seed, which sets the stage for all others to come. Once the model puts down its roots, women all over Israel will know that no goal is beyond their reach.

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