3.6.2 Gender barriers in assessment Formal and informal barriers make it very difficult for women to achieve the level of ‘outstanding performance’. As we noted above, in order to achieve the title of ‘outstanding performance of duties’, civil servants must be able to complete unexpected tasks to a high quality and in a timely manner, be dedicated and devoted to work, and work ahead of schedule.30 However, it is very difficult for female civil servants to meet these criteria if they are on (or have recently been on) maternity leave, are nursing young children or are taking care of ill parents. This is because ‘unexpected tasks’ may require missions far from home or working in the evenings or on weekends with little notice. This creates a barrier for women, especially given the traditional expectations around family roles and care labour. One research participant recounted the stories of a friend, who had been appointed a Chief of Office. Her male leader frequently asked her to attend a dinner with guests. When she told him she couldn’t attend because of her other responsibilities, he became angry and expressed his disappointment, saying: “I have already appointed you as the Chief of the Office – what am I supposed to do now?!” Another interviewee explained that dedication to work’ is an important indicator of work performance: If you want to be highly assessed by your supervisor, you have to dedicate yourself to your work. For example, when I have had to finish an urgent report in a lunch time or an evening, several times I asked one of my female followers to support me in preparing the report in such a short timeframe. She said she could not do it in the evening and suggested that I delegate the work to a male follower. Then, I asked the male follower to prepare the report, and he did it immediately. Not being enthusiastic and dedicated enough to urgent work and work outside of working hours is the weak point of some woman civil servants. Furthermore, as the number of people who receive the title of ‘Grassroot Emulation Fighter’ is limited to only 15% of ‘Advanced Labourer’ titles, it is usually reserved for leaders of a unit or department. Having the title of ‘Grassroot Emulation Fighter’ then becomes the precondition for receiving higher-level emulation titles, such as that of Ministry-level and National Emulation Fighter. This has enormous implications for women’s participation in leadership and management in Vietnam’s political structure, as those who are working as administrative staff or clerks – who are disproportionately women – have little opportunity to demonstrate initiative and creativity or to develop new ideas and technologies. This means that their performance is unlikely to be assessed as outstanding, and in turn, that they have little chance of being awarded with the title of ‘Grassroot Emulation Fighter’. Consequently, this represents a barrier for women progressing to higher levels of management and leadership. There are also gendered implications for the assessment of leaders and managers in their term. In order for a leader to achieve ‘outstanding performance’ for their five-year term, they must be assessed as ‘outstanding’ for the first four years of their term. However, if during the course of their term, a female leader has been pregnant, on maternity leave, has raised young children or has cared for elderly or sick family members, then it is very difficult for her to meet this requirement. This affects the roadmap for reappointment or appointment to a higher position of leadership, and represents an obstacle to women occupying senior roles. •
Recommendation 7: Assessment • Design and issue particular laws, policies and guidelines for the assessment of specific target groups: women in maternity leave, women with children under 36 months, both men and women responsible for elderly care. The Ministry of Home Affairs would be responsible for preparing the draft law on Emulation and Awards and would then submit it to the government. Before being passed by the National Assembly, the Committee of Social Affairs under the National Assembly should be tasked with reviewing the draft law to make sure that it is gender responsive. • Provide high-quality and affordable childcare and aged care facilities for civil servants and public
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