Examining the Representation of Ethnic Minority Groups and Women in the Malaysian Civil Service
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A retrospective view of the government’s policies with respect to equal employment opportunity shows a gradual transition from merely suggesting that government will integrate people from different gender and ethnicity into the workplace to taking proactive steps to increase the representation of women and minority groups in the civil service. However, ensuring a bureaucracy that mirrors the population it serves remains a daunting task. Some people have attributed at least some of the blame for the failure to achieve a fully representative civil service to inadequate support for such efforts by political leaders. Yet, in the context of Malaysia, it is the localization policy that is worthy of consideration that shows disproportionate numbers of women and minorities in the civil service as opposed to their number in the population. In addition, the perceived unequal chances in recruitment and career advancement as well as the low pay discourage the minorities and women’s application into the bureaucracy. The important issue raised is whether there exists a case of unequal opportunities against women and minority groups in the civil service in Malaysia. Building upon this foundation, the paper argues that even if bureaucratic representativeness is an important tool for increasing government legitimacy, the structural, political and economic features of Malaysia have a bearing on the gender and minority representativeness of the civil service at the national and sub-national levels. The dearth of representative bureaucracy literature is then discussed within the historical context of Malaysia. In the conclusion, it is noted that more strategies and policy action need to be taken to ensure representative bureaucracy, which requires more than just passive representation; active representation is essential.
Abstract
A retrospective view of the government’s policies with respect to equal employment opportunity shows a gradual transition from merely suggesting that government will integrate people from different gender and ethnicity into the workplace to taking proactive steps to increase the representation of women and minority groups in the civil service. However, ensuring a bureaucracy that mirrors the population it serves remains a daunting task. Some people have attributed at least some of the blame for the failure to achieve a fully representative civil service to inadequate support for such efforts by political leaders. Yet, in the context of Malaysia, it is the localization policy that is worthy of consideration that shows disproportionate numbers of women and minorities in the civil service as opposed to their number in the population. In addition, the perceived unequal chances in recruitment and career advancement as well as the low pay discourage the minorities and women’s application into the bureaucracy. The important issue raised is whether there exists a case of unequal opportunities against women and minority groups in the civil service in Malaysia. Building upon this foundation, the paper argues that even if bureaucratic representativeness is an important tool for increasing government legitimacy, the structural, political and economic features of Malaysia have a bearing on the gender and minority representativeness of the civil service at the national and sub-national levels. The dearth of representative bureaucracy literature is then discussed within the historical context of Malaysia. In the conclusion, it is noted that more strategies and policy action need to be taken to ensure representative bureaucracy, which requires more than just passive representation; active representation is essential.
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