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Process of selection and promotion on civil service in Indonesia that based on merit system has not been able to drive more women civil service to get the high leader position yet. Statistically, the number of women civil service in Indonesia's bureaucracy workforce had increased for recent years, but few numbers of women civil services who have structural positions, especially in high leader position. The problem of women underrepresentation in high leadership positions is more noticeable on the regional government bureaucracy. Meanwhile, implementation of the merit system in civil service management persistently is pursued. One of them is the open selection method to high leadership positions that provides greater opportunities to women to reach high positions in bureaucracy. This paper focused on why the merit system that be used in career development and job promotion, cannot drive the increasing number of women civil service to held high leader position is. This study was conducted using qualitative method. Interviews were conducted against women civil service who structural position in the provincial government of DIY and Bali. Interview also conducted toward key person related to civil service career development in National Civil Service Agency and Local Civil Service Agency of the Province of DIY and Bali. Secondary data was also collected to support the argument of this study. Finding of this research show that when the merit system is applied in organizations with a masculine culture, gender inequity can be occurred. This is supported by the perception of women that occupy high leader position, which states that to achieve their current position, necessary struggle more than men peer. This shows that the merit system sometimes cannot be applied in conjunction with the policy of equity, including gender equity. While affirmative action towards gender still being debated.

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Public-private partnerships (PPP) is used to advance health service access and quality. PPP implementation in hospitals is vital to shorten the service and quality gap. Hospitals are the most significant health budget spender, and this study aimed to identify the PPP effect on hospital performance indicators and its implementation challenges. Thirty-three inclusive articles were filtered and collected from Pubmed, ScienceDirect, Medline, and Sage Publication databases. Results showed that various articles succeeded in implementing PPP and improving the access and quality of health services. Several hospital performance indicators such as diagnosis, therapy, service waiting time, length of stay, referral rate, mortality rate, and patient satisfaction were reported to show better results. However, there was insufficient evidence to say the same on related financial indicators. Policy, resource, communication and trust, risk, and evaluation monitoring were considered challenges in PPP implementation. Its success was not only influenced by major factors such as governance model, finance, politics, and social but also was influenced by the medical practice model applied within the organization. This study contributed to whether PPP affects the hospital performance indicators.