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Gender in DPLs Ndiamé Diop and Tara Vishwanath , Lead Economists PREM MENA, World Bank

Gender in DPLs Ndiamé Diop and Tara Vishwanath , Lead Economists PREM MENA, World Bank. Structure of the presentation. MENA paradox Progress in HK versus women labor market participation and job preferences Multiple constraints at work (identified in recent MENA WDR companion paper)

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Gender in DPLs Ndiamé Diop and Tara Vishwanath , Lead Economists PREM MENA, World Bank

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  1. Gender in DPLsNdiaméDiop and Tara Vishwanath, Lead EconomistsPREM MENA, World Bank

  2. Structure of the presentation • MENA paradox • Progress in HK versus women labor market participation and job preferences • Multiple constraints at work (identified in recent MENA WDR companion paper) • Key gender priority reforms for MENA • Attempts to address constraints • How can DPL help? What are the success factors?

  3. MENA Paradox:Fast progress in human development…. Source: Staff calculations based on World Development Indicators, 2011.

  4. …progress made across the region… Source: World Development Indicators (2011)

  5. Lowest women labor force participation in the world…. Source: Household Surveys; 1/ Official estimates for national non-immigrant population.

  6. Higher rates of youth unemployment for young women… YOUTH UNEMPLOYMENT RATES (%) Source: World Development Indicators (2011)

  7. Strong concentration in the public sector… SHARE OF EMPLOYED WORKERS IN THE PUBLIC SECTOR (%) Source: Household Surveys; 1/ Official estimates for national non-immigrant population. Latent participation: When Saudi Arabia’s Ministry of Education opened up a new batch of positions in 2011, applications from women were 4 to 5 times the number of vacancies

  8. Multiple constraints at work: Drivers of low participation rates After their studies, “they stay at home, go apply for companies ,get depressed and say why did I waste my time..” “jobs here are only for those who have connections, whoever doesn’t have connections stays at home and doesn’t work.” “Boys move however they want, wherever they want” • High unemployment rates and discouragement • Queuing for public sector work • Limited opportunities in the private sector for self-employment • Traditional norms and some laws restrict women’s mobility and choice

  9. Multiple constraints at work: Women’s mobility and decision making constrained by some laws in some countries • Family codes may limit decision-making: head of household laws, permission to work, selecting matrimonial residence, unilateral divorce laws etc. • Low or no legal minimum Age of Marriage Laws for girls may limit decision-making power within the household, with respect to education, work. • Labor laws may limit opportunities: restrictions on industry and hours worked; maternity leave and childcare; legislation that discourages or does not recognize part-time work.

  10. Priority Reforms: Concerted policy action is needed to: • Bolster job creation for all • Close the remaining gender gaps in human development • Foster women’s economic opportunities in the formal labor market and in entrepreneurship • Give women greater voice and legal agency. Underpinned by careful, evidence-based analysis and policymaking (e.g. Jordan Now)

  11. Priority Reforms: Learning what works • New gender-disaggregated data: Tunisia Youth Survey, IRAQ IHSES II, YEMEN HBS II • Policy pilots: e.g. Jordan NOW, Morocco CCT, Tunisia youth JSDF pilot (FY13) • Gender-informed and gender-mainstreamed analytical and knowledge products: e.g. Egypt Jobs study, West Bank and Gaza youth, inclusion and conflict policy note • DPLs: • Egypt DPL: women access to finance in Egypt • Upcoming Tunisia DPL: remote social services (women to predominantly benefit)

  12. How can DPLs help? What Success Factors? • Integrate lessons from international experience: • Brazil, Turkey, other experiences • Key design factors/ conditions • Underpinning evidence-based analytics crucial • Raise the profile of gender in government agenda • E.g. Estimation of opportunity cost of low participation • Dialogue and ownership needed way before DPL prep. • DPLs most likely harvest low hanging fruits; • In-country champions may need to be empowered first • Programmatic setting often more appropriate; • Gender constraints often of medium-to-long-term nature; • Adopting laws and regulations not enough: change should be real!

  13. How can DPLs help? What Success Factors? • Key design factors/ conditions….. • Reform sequencing matters: what are the binding constraints? • Handholding accompanying TA needed in most cases () • Help often needed in multiple fronts (regulatory, institutional, etc.) • DPL pressure may lead to incomplete reforms… • Carefully crafted result framework

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