THE LIMITS OF CHANGE: LOCAL GOVERNMENT AND EQUAL OPPORTUNITIES FOR WOMEN

Abstract

Women make up the majority of local government employees in Great Britain but are not, however, evenly represented throughout the employment structure. Rather, women are overwhelmingly concentrated in low paid, low status and often part‐time jobs, and are under‐represented as decision makers, either as managers or elected council members. The situation of black and ethnic minority women is one of even greater marginalization. From 1982–7 over 200 local authorities adopted equal opportunity (EO) policies, both for employment practice and service delivery, the aims of which included redressing this inequitable situation for women. The achievements of these EO policies have proved to be very limited. Most have been introduced with few resources and little managerial or political support and without mechanisms for implementation or management accountability. EO reforms have been contained within the existing relationships and structures of local authorities when by definition, successful EO policies will upset the status quo. Nevertheless important lessons have been learned from this first pioneering phase of EO policy development.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 29 citations exist upstream.