Public Administration Reform (PAR) plays a central role in strengthening democracy, enhancing
good governance, and aligning national frameworks with EU standards. As one of the core
pillars of the EU accession process, PAR reflects the effectiveness, responsiveness, and
accountability of government institutions. Montenegro has made some progress in this area, but
according to the European Commission’s most recent
progress report
, the country still faces
challenges—especially in aligning human resource planning with the budget process.
A key dimension of modern public administration reform is the integration of a gender
perspective. The
PAR Strategy of Montenegro 2022–2026
, adopted in December 2021,
explicitly recognizes gender equality as a cross-cutting principle. It sets out a vision for a
public administration that promotes diversity, inclusion, and equal opportunities for all,
while emphasizing data-driven decision-making and digitalization.
Why Gender Mainstreaming in Public Administration Matters
Integrating gender into public administration reform is about designing policies and services that
work for everyone. A gender-responsive administration is better equipped to address systemic
inequalities, remove hidden biases, and deliver more inclusive and effective governance.
UNDP supports Montenegro’s Human Resources Management Authority
in building institutional capacities to integrate gender into daily operations. This includes support in
decision-making, strategic planning, policy development, and communication.
Achieving a truly inclusive and accountable public administration depends on the full
institutionalization of gender equality—through political will, legal enforcement, and cultural
change across the system.
Public Perceptions of Gender Equality in Administration
Recent
research
conducted by UNDP sheds light on how public administration employees
perceive gender equality in their workplaces. These findings serve as a critical baseline for policy development and future reform:
48.7% of employees
believe that men in public administration receive more recognition and benefits than women, while only
4.6%
think the opposite.
28.7% of employees
state that they do not have the capacity to assess whether the principles of gender equality are applied in recruitment and career advancement processes.
33.6% of employees
believe that their institution has a dedicated body or contact person responsible for gender equality,
43.7%
claim that such a body/person does not exist, while
22.7%
are not aware of it.
65.3% of employees
believe that their institutions integrate a gender perspective in the development of public policies, while
21.5%
disagree, and
29.8%
are unable to assess.
One third of employees
did not attend any training on gender equality in the past year.
These perceptions indicate significant gaps in awareness, visibility, and implementation of gender
equality measures within public administration. They highlight the need for increased
institutional transparency, staff training, and stronger accountability mechanisms.
