Process of selection and promotion on civil service in Indonesia that based on merit system has not been able to drive more women civil service to get the high leader position yet. Statistically, the number of women civil service in Indonesia's bureaucracy workforce had increased for recent years, but few numbers of women civil services who have structural positions, especially in high leader position. The problem of women under-representation in high leadership positions is more noticeable on the regional government bureaucracy. Meanwhile, implementation of the merit system in civil service management persistently is pursued. One of them is the open selection method to high leadership positions that provides greater opportunities to women to reach high positions in bureaucracy. This paper focused on why the merit system that be used in career development and job promotion, cannot drive the increasing number of women civil service to held high leader position is. This study was conducted using qualitative method. Interviews were conducted against women civil service who structural position in the provincial government of DIY and Bali. Interview also conducted toward key person related to civil service career development in National Civil Service Agency and Local Civil Service Agency of the Province of DIY and Bali. Secondary data was also collected to support the argument of this study. Finding of this research show that when the merit system is applied in organizations with a masculine culture, gender inequity can be occurred. This is supported by the perception of women that occupy high leader position, which states that to achieve their current position, necessary struggle more than men peer. This shows that the merit system sometimes cannot be applied in conjunction with the policy of equity, including gender equity. While affirmative action towards gender still being debated.
|Title of host publication||Proceedings of the International Conference on Administrative Science, Policy and Governance Studies (ICAS-PGS 2017) and the International Conference on Business Administration and Policy (ICBAP 2017)|
|Publication status||Published - Dec 2017|