Abstract The adverse gender outcomes associated with post-conflict power-sharing arrangements contrast starkly with the socially transformative promise of the framework peace agreements which produce them. Scholarship that has sought to analyse the adverse gender outcomes which occur on imple - mentation has largely focused on the complexities of power-sharing institutional architecture and the role of elite political actors within it. This article makes the case for a new research direction. Parallel research in the field of post-conflict public administration indicates that the complexity of power-sharing institutional arrangements may provide increased opportunity structures for the use of bureaucratic discretion. While use of bureaucratic discretion among elite bureaucrats in Northern Ireland was found to be grounded in core public service values (O’Connor, 2015), feminist institutional analysis exposes those ostensibly benign values (neutrality, objectivity and impartiality) as distinctly gendered phenomena when mediated through the prism of gendered organisational culture (Chappell, 2002, 2006). This article considers the history and specificity of the Northern Ireland civil service and in particular its elite cohort of decision-makers - the senior civil service (SCS) - with a view to excavating the particular institutional legacies which may imbue SCS values and culture. In doing so it asks whether gendered institutional legacies have the potential to function as structural inhibitors to formal provisions for gender equality and socially transformative policy in Northern Ireland’s post-conflict dispensation.

中文翻译：

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北爱尔兰高级公务员制度遗产的性别化

摘要 与冲突后权力分享安排相关的不利性别结果与产生它们的框架和平协议的社会变革承诺形成鲜明对比。试图分析在实施过程中发生的不利的性别结果的学术主要集中在权力分享制度架构的复杂性和精英政治行动者在其中的作用。这篇文章提出了一个新的研究方向。冲突后公共行政领域的平行研究表明，权力分享制度安排的复杂性可能为官僚自由裁量权的使用提供更多的机会结构。虽然发现北爱尔兰精英官僚对官僚自由裁量权的使用基于核心公共服务价值观 (O'Connor, 2015)，但女权主义制度分析将这些表面上良性的价值观（中立、客观和公正）暴露为明显的性别化现象。通过性别组织文化的棱镜 (Chappell, 2002, 2006)。本文考虑了北爱尔兰公务员制度的历史和特殊性，特别是其决策者精英群体 - 高级公务员 (SCS) - 以期挖掘可能渗透 SCS 价值观和文化的特定制度遗产。