Warsaw Mayor Rafał Trzaskowski enacted an ordinance that includes office workers in the city’s Gender Equality Plan. He also highlighted that women and men hold an equal share of leadership roles in the offices under his supervision, signaling a commitment to balanced representation at the top levels of the administration.
At the heart of one of the city’s largest employers, Warsaw City Hall, gender equality is treated as a central principle. With a workforce of about 9,000, where the majority are women, leadership roles appear to reflect a near-even split. Trzaskowski emphasized this balance as evidence of practical progress and a mirror of the city’s values in daily operations.
– Trzaskowski noted that this balance is the essence of effective gender equality in the workplace.
The Gender Equality Plan, according to the mayor, is designed to shape fair HR policies and to foster awareness among all employees about the benefits of teamwork across differences, including gender, beliefs, and cultural contexts.
Gender equality at city hall?
City Hall reports that, as of January 1, 2022, the capital’s offices employed more than 9,000 people, with women numbering over 6,000 (about 72 percent) and men over 2,000 (roughly 28 percent). Women also dominate many senior management positions, with chief accountant and deputy chief accountant roles being more than 80 percent held by women. In contrast, the director role shows a near-equal split or a slight male advantage, with men representing about 53 percent. The deputy director position follows a similar pattern, with men at roughly 51 percent.
The city views City Hall as a practical model where mechanisms, tools, and programs to support women are actively implemented and refined, aiming to translate policy into everyday outcomes.
– said the deputy mayor of the capital, Aldona Machnowska-Góra.
According to the city administration, the Gender Equality Plan centers on five goals: expanding knowledge about gender equality among staff, building a framework to counter mobbing and discrimination, enabling better work–life balance, shaping inclusive HR policies, and spreading awareness of the advantages of collaborating with colleagues who differ in personal attributes, beliefs, or cultural backgrounds.