| 英文關鍵字 |
This research focuses on the different situations facing by the selection of most suitable civil service manpower for the proposed positions under the trend of gender egalitarianism. In other words, different government bureaus and departments may face different challenges to fulfill the current demand of general equality in terms of examinations for job recruitment and implementation. Through in-depth interviews with 27 interviewees, two field trips, two expert forums (with 11 experts) and relevant official information provided, the research team argues that there is an universal value of gender equality within government agents. However, different government agents may have different understandings on how to pursue gender equality internally. Especially when there are still (permanent) job vacancies within certain government agents, the demand for such agent to accelerate their pursuit of gender equality is usually high. Our recommendation is that each government agent should carefully define the meaning and criteria of gender equality in their daily practice. Different standards of examinations or gender quotas are often applied in the process of job recruitment as espoused theory of gender equality. However, in terms of theory in use, certain job positions require certain sets of specific skills and physical ability, which may not be appropriated if special criteria or gender quotas are applied in the name of gender equality. The recruitment criteria of such job positions should reflect the authenticity of actual job contents (bona fide occupational qualification). The Ministry of Examination and individual government agents should be able to reach consensus on how to integrate the process of recruitment and training in the hope of finding the most suitable candidates for the government jobs. |