FACTORS INFLUENCING THE PROGRESSION OF FEMALE EMPLOYEES IN THE PUBLIC SECTOR IN MACAU

This research examines aspects that influence career development for women in the public sector in Macau. The combination of local customs and what remains from Portuguese rule in Macau has led to a special society that influences how gender is dealt with in public institutions. While nations promise gender equality, women do not hold many leadership positions in their government agencies. To conduct this study, qualitative research using semi-structured interviews was performed with 12 female public sector staff, some in leadership positions and some aiming for them. Analysis of interview data shows that cultural norms, organizational structures and new technological trends together block women from advancing at work. It appears that strong cultural habits about gender keep valuing women’s domestic duties over professional goals, supporting the belief that top management should be mostly male. Women in these sectors which are largely male, are doubted about their ability to lead. Organizational barriers, including opaque promotion practices, gender-biased recruitment, lack of mentorship, and limited access to gender-sensitive leadership development programs, further impede women's career advancement. Even though work-life balance policies exist in the handbook, managers often ignore them and consider them a hindrance for women hoping to move ahead.In parallel, the study explores how digital transformation—the so-called "Internet+" era— offers both opportunities and challenges for women in the public sector. Although digital tools improve skills and career paths, poor training often keeps women from gaining from these resources. The impact of digitalization brings out more gender inequality, because women find it harder to access major leadership roles in high-tech sectors. To tackle these different problems, the dissertation recommends strategies such as running gender-focused mentorship programs, making sure work-life balance policies are properly enforced, increasing transparency during promotions and launching digital skill training just for female employees. Equally importantly, it stresses the need for shifts in cultural values together with new policies, encouraging campaigns to raise awareness and welcoming new leadership models opposed to patriarchy. The research, by considering Macau’s special setting, helps advance the debate on gender equity in governance and provides useful tips for supporting inclusive leadership paths in societies with similar characteristics.