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Study Information Content
Study TitleWomen in the New South Wales public service, 1978
Primary InvestigatorAnti-Discrimination Board (New South Wales)
ADA IDau.edu.anu.ada.ddi.00019
AbstractThe study was designed to provide representative information on the experiences, attitudes and perceptions of women in the NSW Public Service. Topics investigated were work history, reasons for terminating or continuing employment, job demands, promotion prospects and counselling, differential encouragement to males and females, child care, maternity leave, study leave, training and development courses and own education. An additional short questionnaire administered to typists and stenographers included variables on the structure of their working environment and related preferences. Background variables comprised sex, age, marital status, marital status at commencement of current employment, number of children, ages of oldest and youngest children, home suburb, work location, duration of journey to work, spouse's occupation and income, own income, country of birth, languages spoken and whether foreign language ability was called on in the job, and opinions on whether foreign born employees are discriminated against in the NSW Public Service.
Production Date (documentation)2004-08-26
Bibliographic CitationAnti-Discrimination Board (New South Wales). Women in the New South Wales public service, 1978 [computer file]. Canberra: Australian Data Archive, The Australian National University, 2004.
CopyrightCopyright © 2005, New South Wales Anti-Discrimination Board. All rights reserved.
ContactNew South Wales Anti-Discrimination Board 8-18 Bent St Sydney, NSW 2000
Contact AffiliationNew South Wales Anti-Discrimination Board
Study Scope Content
Topic ClassificationsAustralian studies;Social classes, Social order;Gender roles, Gender-based differences
KeywordsCareers;Child care;Continuing professional education;Discrimination in employment;Education: In-service training;Job satisfaction;Occupational training;Occupational Qualifications;Part time employment;Promotion (occupation);Public service;Superannuation;Termination of service;Transfer (occupation);Women and employment
Population (Universe)males and females employed in the 42 Departments and 10 Statutory Authorities of the New South Wales Public Service.
Date of Collection
Start date - Data Collection: End date - Data Collection:
Time Period
Time Period - Start: Time Period - End:
Methodology Content
Sampling Procedurestratified random sample The short time that the Board had to conduct the survey meant that the sample population had to be limited in two ways: a) Men were only sampled as a control group, so that a greater number of questionnaires could be sent to women. This course was adopted because the main aim of the questionnaire was to elucidate, by concentrating on women, the processes behind the unequal distribution of men and women in the Administration, rather than providing comparative data. In effect this meant that a smaller sampling fraction was used for men than women, and men were only sampled in broadly similar occupations to those where some women were employed. The later decision meant that wage personnel and salary trades and supervisory non-office personnel were excluded. b) Only women in office, and a very limited range of non-office positions, were included. A survey covering all women in the Administration would have required different questionnaire formats, to elicit the different experiences of, for example, clerk and cleaners. In the time available, this was not possible. The main groups of women excluded from the sample population were cleaners, ancillary staff in schools, Teaching Service staff, staff in public hospitals and wages employees. Altogether, approximately half the women employed in the Public Service and major statutory authorities were included in the sample population. In order that the differences between women in different occupations and organisations could be observed, the sample was stratified on a number of dimensions: sex, occupation and departmental/organisational size. Each sample showing the population, number of selections and sampling fraction, is detailed in the table below (see paper documentation). Sample Group Population Number %of population Selected Sampled Men in the Pubic Service 26177 352 1.34 Men in Statutory Authorities 26593 431 1.62 Female Professionals and Sub-professionals 1 (2) 508 175 34.45 Female Professionals and Sub-professionals 2 (3) 1035 282 27.25 Female Professionals and Sub-professionals 3 (4) 1930 400 20.73 Female Clerks - 1 (5) 1124 190 16.90 Female Clerks - 2 (6) 2135 225 9.84 Female Clerks - 3 (7) 1002 400 39.92 Female Keyboard Staff - 1 (8) 2631 200 7.60 Female Keyboard Staff - 2 (9) 4571 181 3.77 Female Clerical and other assistants 1 (10) 1422 205 14.42 Female Clerical and other assistants 2 (11) 2569 200 7.79 Female Field Staff 448 147 32.81 (1) Some of these figures are estimates only. (2) In Departments/organisations with less than 50 staff in the category. (3) In Departments/organisations with 50 or more staff in the category. (4) NSW Health Commission staff in the category. (5) In Departments/organisations with less than 100 staff in this category. (6) In Departments/organisations with 100 or more staff in this category. (7) Female Clerical officers in the Public Transport Commission. (8) In Departments/organisations with up to 200 staff in this category. (9) In Departments/organisations with over 200 staff in this category. (10) In Departments/organisations with up to 150 staff in this category. (11) In Departments/organisations with over 150 staff in this category. The occupational categories used for the design of the sample and the presentation of results were deliberately chosen according to similarities in educational requirements, career opportunities and job skills. These categories varied from those used by most of the organisations surveyed (1). The only organisation where this approach was not used in selecting the sample was the Public Transport Commission, where it was not possible to separate clerks and keyboard operators, because of the rare inclusion of these two groups in a common career scale. Once these categories had been delineated, each department and statutory authority provided information on the number of staff employed in each of these occupational and sex groupings, and either the name or staff number of each person concerned. In the case of the Public Service, the special programme to group staff on the Treasury Central payroll according to sex and occupation (2). The sampling fraction was determined according to the number of staff in each sampling group, on the basis of equalizing the error rates for the major samples. Respondents were then selected within each sample group (3) according to random numbers provided by the State Statistical Co-ordination Unit. 1. For example, the Public Service categorises clerks, stenographers and machine operators together for statistical purposes in the Administrative and Clerical Division, despite the differing entry requirements and career prospects of these groups. 2. Information on salary level was not included in the resulting computer printout. 3. That is, the sample group was the unit of selection, not the individual department or statutory authority.
Data Kindsurvey
Data Access Content
Deposit Information Content
DepositorNew South Wales Anti-Discrimination Board 8-18 Bent St Sydney, NSW 2000
Other Content
Mode of Data Collectionself-completion (mail out, mail back)
CommentThe study was designed to provide representative information on the experiences, attitudes and perceptions of women in the NSW Public Service. Topics investigated were work history, reasons for terminating or continuing employment, job demands, promotion prospects and counselling, differential encouragement to males and females, child care, maternity leave, study leave, training and development courses and own education. An additional short questionnaire administered to typists and stenographers included variables on the structure of their working environment and related preferences. Background variables comprised sex, age, marital status, marital status at commencement of current employment, number of children, ages of oldest and youngest children, home suburb, work location, duration of journey to work, spouse's occupation and income, own income, country of birth, languages spoken and whether foreign language ability was called on in the job, and opinions on whether foreign born employees are discriminated against in the NSW Public Service.
Study Creation Date2011-04-18 17:29:07 UTC
Bibliographic Citation (documentation)Anti-Discrimination Board (New South Wales). Women in the New South Wales public service, 1978 [computer file]. Canberra: Australian Data Archive, The Australian National University, 2004.
Copyright (documentation)Copyright © 2005, The Australian National University. All rights reserved.
Producer (documentation)Australian Data Archive
Title (documentation)Women in the New South Wales public service, 1978
Weightingweighting criteria Because a stratified sample was used, it is necessary to weight responses if responses are to be taken as representative of the survey population. Weighting procedures The weights for each sample can be calculated by using the formula: W = p/n ------- P/N where: W = weighting fraction p = population for particular sample n = responses for particular sample P = Total population for groups represented in weighted sample N = Total responses for groups represented in weighted sample. There is little value in weighting men and women in one file, because of the very small sampling fraction used for the male sample. In previous analyses, the female Public Transport Commission sample has also been excluded from the weighted file, because the return rate for this group was much lower than for the others. Note: the raw data file is unweighted.
ADA IDau.edu.anu.ada.ddi.00019
LabelWomen in the New South Wales public service, 1978
Languageen
ADA Processing LevelLevel 2
Production Date2004-08-26
ADA Study LevelLevel 2
Version ResponsibilityAustralian Data Archive
Time Methodcross-sectional (one-time) study
Weightingweighting criteria Because a stratified sample was used, it is necessary to weight responses if responses are to be taken as representative of the survey population. Weighting procedures The weights for each sample can be calculated by using the formula: W = p/n ------- P/N where: W = weighting fraction p = population for particular sample n = responses for particular sample P = Total population for groups represented in weighted sample N = Total responses for groups represented in weighted sample. There is little value in weighting men and women in one file, because of the very small sampling fraction used for the male sample. In previous analyses, the female Public Transport Commission sample has also been excluded from the weighted file, because the return rate for this group was much lower than for the others. Note: the raw data file is unweighted.
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Misc.
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Misc.
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Sex-occupation of respondent Return to 00019   Arrow_up Arrow_down
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Misc.
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Misc.
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Misc.
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Q28 Sex of immediate supervisor/senior officer Return to 00019   Arrow_up Arrow_down
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Misc.
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Misc.
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Misc.
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Q33a Getting on well with senior officers Return to 00019   Arrow_up Arrow_down
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Q33e Having the 'right' background Return to 00019   Arrow_up Arrow_down
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Q33k Doing the job well Return to 00019   Arrow_up Arrow_down
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Q33m Doing more than is required Return to 00019   Arrow_up Arrow_down
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Q33n Socialising out of office hours Return to 00019   Arrow_up Arrow_down
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Q33o Being physically attractive Return to 00019   Arrow_up Arrow_down
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Q33p Constantly applying for jobs Return to 00019   Arrow_up Arrow_down
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Q33q Playing office politics Return to 00019   Arrow_up Arrow_down
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Q33r Having the right religion Return to 00019   Arrow_up Arrow_down
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Misc.
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Q33s Reasons for promotion Return to 00019   Arrow_up Arrow_down
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Q34a Ever been appointed to act in a higher duty position Return to 00019   Arrow_up Arrow_down
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Q34b Seek confirmation in that position Return to 00019   Arrow_up Arrow_down
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Q34c Was appointment subsequently confirmed Return to 00019   Arrow_up Arrow_down
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Q35 Higher duty positions Return to 00019   Arrow_up Arrow_down
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Q36a Not being good enough Return to 00019   Arrow_up Arrow_down
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Q36c Taking maternity leave Return to 00019   Arrow_up Arrow_down
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Q36e Being married Return to 00019   Arrow_up Arrow_down
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Q36g Being too quiet Return to 00019   Arrow_up Arrow_down
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Q36h Having a heavy accent Return to 00019   Arrow_up Arrow_down
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Q36i Being the wrong religion Return to 00019   Arrow_up Arrow_down
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Q36j Not flirting Return to 00019   Arrow_up Arrow_down
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Misc.
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