Women’s underrepresentation in middle and upper management is a well-documented feature of the public sector that threatens performance and legitimacy. Yet, we know far less about the factors most likely to reduce these gender inequalities. In this article, we focus on two well-understood drivers of career advancement in public administration: leadership training and intersectoral mobility. In theory, training in leadership and experience across government levels and policy areas should help both women and men to climb management ranks. We use logistic regression to test this proposition using a representative sample of 1,819 Danish public managers. We find that leadership training disproportionately benefits women, and this helps to level the playing field. However, our analyses show that differences in intersectoral mobility do not explain the gender gap in public sector management.

妇女在中层和高层管理人员中的代表性不足是公共部门的一个有据可查的特征，它威胁着绩效和合法性。然而，我们对最有可能减少这些性别不平等的因素知之甚少。在本文中，我们关注公共行政职业发展的两个众所周知的驱动因素：领导力培训和跨部门流动。从理论上讲，跨政府层级和政策领域的领导力和经验培训应该有助于女性和男性提升管理级别。我们使用由 1,819 名丹麦公共管理人员组成的代表性样本，使用逻辑回归来测试这个命题。我们发现领导力培训不成比例地使女性受益，这有助于营造公平的竞争环境。然而，