.

1. Jeni Klugman
World Bank Group
Let's Work Partnership &
Stakeholder Meeting
January 28, 2014
In the
World of
Work
Gender at Work
Emerging Messages

2. OUTLINE
1. Why gender matters
2.The status of gender at
work: Some stylized facts
3. A framework for
understanding constraints
4. Igniting gender equality:
Three levels of action

3. WHY IT MATTERS
• The Business Case
Firms benefit from increasing and diversifying their
talent pools and expanding the consumer market
• The Development Case
Poverty falls and economic growth is stimulated as
jobs empower women –gender equality at work is
instrumental for development
• The Empowerment Case
Jobs can be intrinsically empowering for both women
and men, and good jobs can increase women's
agency, helping them overcome gender-based
disadvantages in their communities

4. STATUS OF GENDER ATWORK
• Gender
gaps
in
the
world
of
work
occur
in
mul6ple
formsà
diagnos6cs
should
look
at
mul6ple
dimensions
together
for
a
fuller
picture
• Women
and
men
sort
into
different
types
of
economic
ac6vity,
including
different
occupa6ons,
sectors,
industries,
and
types
of
firms
• Women
consistently
earn
less
than
men,
with
gaps
largely
traced
to
sor6ng
Women’s
labor
force
par0cipa0on
globally
has
fallen
since
1990,
from
57
to
55
percent

5. GENDER GAPS ARE MULTIDIMENSIONAL
Gaps in labor force participation, type of employment and pay
Ten countries representing one-third of the world’s population

6. A BROAD VIEW OF “JOBS”
0%
20%
40%
60%
80%
100%
Male
Female
Male
Female
Male
Female
Male
Female
High
income
Upper
middle
income
Lower
middle
income
Low
income
wage
employment
self-­‐employment
farming
Most of the world’s working poor, but especially women, work in non-
wage jobs on farms and in household enterprises

7. • Constraints
emerge
throughout
the
lifecycle,
and
are
amplified
for
those
facing
overlapping
disadvantages.
• Gender
differences
in
6me
use,
in
access
to
produc6ve
inputs,
and
in
the
nature
and
impacts
of
market
and
ins6tu6onal
failures
are
major
contributors
to
inequality
in
the
world
of
work.
• A
deeper
understanding
of
informal
ins6tu6ons—primarily
social
norms—and
limits
on
agency
provides
addi6onal
insights
into
how
constraints
to
women’s
economic
opportuni6es
materialize.
A FRAMEWORK FOR UNDERSTANDING
CONSTRAINTS ACROSS THE LIFECYCLE

8. A FRAMEWORK FOR UNDERSTANDING
CONSTRAINTS
Source:
WDR2012

9. FORMAL CONSTRAINTS ARE PERVASIVE
Source:
Women,
Business
and
the
Law
2014

10. SOCIAL NORMS UNDERLIE CONSTRAINTS
Agree
that
men
should
have
priority
over
scarce
jobs
0%
20%
40%
60%
80%
World
East
Asia
&
Pacific
Europe
&
Central
Asia
La6n
America
&
Caribbean
Middle
East
&
North
Africa
South
Asia
Female
Male
USA
Denmark
Japan
Mexico
Turkey
South
Africa
Iran
Iraq
Egypt
Malaysia
Bangladesh
Pakistan
Mali
Rwanda
El
Salvador
Uganda
Burkina
Faso
Azerbaijan
China
0
0.2
0.4
0.6
0.8
1
1.2
0%
20%
40%
60%
80%
100%
Ra8o,
female
to
male
LFP
Agree:
men
should
have
more
priority
over
scarce
jobs
Rela8onship
between
perceived
jobs
equality
and
gaps
in
labor
force
par8cipa8on
Source:
World
Values
Surveys
data
91
countries

11. OVERLAPPING CONSTRAINTS ON WOMEN’S
AGENCY
Source:
DHS
data
Resources
Violence
Educa8on
Movement
Without
restric8ons
19
2
4
6
16
3
6
2
3
3
5
11
5
32
28
34
45
6
4
5
WORKING
23
countries;
2006-­‐2012

12. IGNITING GENDER EQUALITY INTHE
WORLD OFWORK
• Sound
jobs
strategies
to
reduce
gender
inequality
in
work
start
with
careful
country-­‐level
diagnos6cs
to
understand
local
priori6es
and
key
constraints
to
women’s
work
• Governments
can
play
a
cri6cal
role
in
leveling
the
playing
field
for
women’s
economic
opportuni6es,
especially
by
coordina6ng
policies
across
the
lifecycle
• The
private
sector
is
the
largest
supplier
of
jobs
and
therefore
essen6al
to
engage
for
equality
in
the
world
of
work
• Significant
data
and
knowledge
gaps
pose
major
challenges
to
evidence-­‐based
policy-­‐making
and
need
to
be
addressed

13. IDENTIFYING ENTRY POINTS TO TACKLE
GENDER GAPS AT WORK

14. LEVELING THE PLAYING FIELD: ACTIONS
ACROSS THE LIFECYCLE
In
the
World
of
Work
Biased
norms
&
lack
of
agency
Child
and
youth
years
• gender-­‐specific
ac8ons
on
schooling
• market-­‐oriented
training
Produc6ve
age
years
• Overcome
constraints
to
women’s
8me
• Increase
access
to
financial
services
and
produc8ve
inputs
Elderly
years
• Flexible
work
and
support
• Targeted
social
protec8on

15. PROACTIVE LEADERSHIP AND
INNOVATION: PRIVATE SECTOR ACTIONS
• Making gender equality a corporate and investment priority
• Some companies are proactively leading by example with innovative
strategies to advance gender equality in the world of work.
• Improving conditions for women’s opportunities within
firms
• IFC’s WINVest report highlights, many firms are reducing gender-specific
barriers to women’s entry to good jobs and increasing their representation in
corporate management and leadership—and they are seeing the payoffs
• Helping women entrepreneurs access financial services and
capital
• Commercial lending institutions can help address credit constraints, which are
a dominant factor behind gender differences in firm size and performance

16. DATA GAPS – Need for investments in improving country-level
indicators and monitoring
IMPROVING ACCESS TO EVIDENCE:
• enGENDER IMPACT: A gateway to 160 WBG gender-related impact
evaluations undertaken in the last decade.
• Women’s Leadership in Small and Medium Enterprises (WLSME):
Aims to increase understanding of the key determinants of successful
women-led SMEs in developing countries, with an emphasis on
capturing what works and does not work through rigorous evaluations
in about ten countries.
• Women’s Entrepreneurship Resource Point: Provides access to good
practices and tools to integrate gender in private sector development
and entrepreneurship promotion programs.
CLOSING DATA GAPS AND INVESTING IN
KNOWLEDGE

17. Gender Data Portal
Ø Access data from the World
Development Indicators, national
statistics agencies, and UN
databases.
Ø Find results from surveys, analytical
work, and reference materials
covering endowments, opportunities,
and agency
Ø Create maps, figures, and charts
using a vast array of country-level
data
Ø Updated as new data becomes
available
Ø ADePT Gender helps make gender
analysis standard practice in poverty
diagnosis

18.
enGender
Impact
A Gateway to World Bank Gender-
Related Impact Evaluations (IEs)
Compiles World Bank experimental
and quasi-experimental gender-
related IEs and distills key
information.
…in order to:
• support global knowledge
sharing and uptake of key policy
and practice lessons
• encourage more and better IEs
to advance gender equality
and women’s empowerment
www.worldbank.org/engenderimpact

19. hRp://www.worldbank.org/en/topic/gender
In the
World of
Work