There is a lot that development practitioners don’t know about the Pacific Islands. When it comes to the laws of these small island nations scattered throughout the ocean separating Asia and the Americas, most people outside the region know even less. Add the dimension of gender to the mix and you might be met with blank stares.
A common Sri Lankan proverb states that a woman’s wisdom only extends to the length of the kitchen spoon’s handle. With near universal female lower secondary school completion, and more girls than boys receiving tertiary education, the knowledge of Sri Lankan females has clearly moved beyond the length of the kitchen spoon’s handle. However, the evidence suggests that .
Sri Lanka’s population has more women than men; there are 106 women for every 100 men. But when it comes to the labour force, there are only 54 women per 100 men, and 52 women employed for every 100 employed men. In the last 10 years, the female labour force participation rate has declined slightly from 39.5 percent to 34.7 percent, and the female unemployment rate has been consistently twice that of males during this period or longer So why aren’t Sri Lankan women – who are on average more educated than Sri Lankan men – engaged in the labor force in similar proportions? This question has been raised and discussed in policy circles, gaining momentum in recent times.
The Adolescent Girls Initiative (AGI) through its eight pilots taught us a great deal about how to make skills training more female-friendly and support young women's transition to productive employment. In addition to all the lessons we learned about working with young women, the pilots also taught us a lot about how to improve the overall quality of skills training.
Our Top 5 quality enhancement lessons, along with links to more information, can be found online in our Resource Guide and here:
Lesson 1: Skills training projects need to set realistic expectations for self-employment versus wage employment. In contexts with limited opportunities for wage employment, skills training projects should help orient youth to the likelihood of self-employment and develop content suitable to different levels of aspiration in that sphere. In Liberia, for example, we offered a job skills track and a business skills track. We ended up having to gradually reduce the size of the job skills track from 35 percent of trainees in Round 1 to just 18 percent in Round 3 after our impact evaluation showed the employment rate in the business skills track was much stronger. This wasn’t easy—it involved changing the orientation of the client, the training providers, and the girls themselves.
Lesson 2: Involving the private sector can improve the market relevance and overall effectiveness of training. AGI pilots partnered with the private sector in the implementation arrangements by hiring private companies to provide training tailored to the needs of a specific firm/sector—as in the Rwanda AGI—and by hiring private sector training and employment service companies to deliver training and assist with job placement—as in Haiti, Liberia, and Nepal. We also took low-cost steps to engage the private sector throughout implementation. For example, the Liberia AGI organized Private Sector Working Groups to provide routine guidance on project activities and enlisted members of the private sector to inspire the trainees by serving as guest speakers in the classroom.
Lesson 3: Post-training support is critical and must be planned and budgeted for early on. Even Getting the training up and running always seems like priority number one, but over the course of implementing the AGI pilots we learned that we needed to do a better job planning and budgeting for more structured and intensive post-training support from the very beginning of each project. The AGI pilots provided three to six months of post-training job placement assistance—such as internships, job search coaching, and so on—or business advisory services—such as business mentoring and check-ins, linkages to micro-franchises and business capital, etc. The exact balance of classroom training versus placement support hasn’t been rigorously tested, but our experience suggests this support can really help trainees put their new skills to use in the labor market. An extended follow-up period may be particularly important for young women just entering the labor market or breaking into non-traditional trades.
Lesson 4: Improving the monitoring and verification of employment outcomes is essential if we want to improve employment outcomes in skills training projects. Many projects don’t monitor attendance or performance during training, let alone keep track of participants after training ends. AGI pilots monitored business and job performance and verified employment outcomes up to six months after classroom training ended. The pilots relied on self-reporting by service providers, then verified these claims among a random sample of trainees (about 25 percent) by talking with employers, local women, and community members, and by accessing the trainee’s business records. The percentage of employed youth in the sample was then extrapolated to the population that the training provider claimed to be employed. In Liberia and Nepal, where pilots implemented results-based contracts, this extrapolation was used as a basis for the final payment. Any inaccurate claims by training providers proportionally reduced their payment and could jeopardize eligibility for future rounds of training. In the Resource Guide, you can download the employment/business verification strategy from the Liberia AGI, as well as tools for monitoring and placement verification.
Lesson 5: Performance-based incentives are operationally feasible—even in fragile settings—and seem to improve outcomes, though this is an area for more rigorous testing. We used results-based contracts for training providers in the relatively small program in Liberia, targeting 2,500 young women, as well as in the Nepal AGI, which was embedded in a larger program that trains 15,000 youth annually. Both projects achieved impressive results and we hypothesize that the performance incentives for the service providers accounts for this in part.
A forthcoming and final blog in this series will address recommendations for future learning and research from the AGI.
It takes a special type of woman to be an entrepreneur.
I didn’t quite know what to expect when, earlier this year, I met with a group of women entrepreneurs in Karachi who are participating in the World Bank Group’s womenX program. I had read a lot about the low numbers of women running businesses in Pakistan, the challenging environment they operate in, and their many constraints. But I was struck by the positivity and drive of the women I met. They shared with me how they are improving their business and financial practices, building their confidence, and expanding their networks.
Take for instance, Mussarat Ishaq, who runs Al-Karam Packages. Mussarat was a Karachi-based housewife, pregnant with her third child, when her husband divorced her. With no work experience, little education, no money and no plan, she learned the ropes of polythene production and with a business partner, started out small – purchasing the raw material from local markets, using outdated machinery to produce plastic bags, and supplying them to small businesses in their area. Today, they have purchased more sophisticated equipment and they employ 250 employees, working to provide low-cost, high-quality, reusable and environment-friendly packaging materials to Pakistani clients.
Little Data Book on Gender 2016 along with online tables that are linked to the latest data available in the World Development Indicators.
Gender data are one of the most visited parts of our data site, and these new resources make it easier than ever to see our data’s gender dimensions. The country and topic dashboards give an overview of the distribution and trends in data across important themes, and the online tables and book are a useful reference for the most commonly accessed data.
Below I’ve picked a few charts from the new portal related to the four pillars of the Bank Group’s new gender equality strategy. These aims focus on improving human endowments, through better access to health, education, and social protection; opening up more and better jobs by tackling issues such as skills gaps and care arrangements; expanding women’s access to and control over assets; and enhancing women’s voice and agency, meaning their ability to make themselves heard and exert control over key aspects of their own lives.
Imagine having to skip work every month to travel to the city center just to pay your electricity bill or your child’s school fee? Would you not worry if your income relied on remittances and you were unable to pay rent because they were tied up in a network of agents? And wouldn't it frustrate you if you didn’t have a say in how your salary was spent or invested?
Having a bank account could help in all of these situations. Most of us probably have auto-pay set up so we don't need to worry about our monthly bill payments or money transfers. But the conveniences we take for granted are out of reach for the world's 1.1 billion women who lack an account. According to World Bank’s Global Findex database, men in developing countries are 9 percentage points more likely than women to own an account. The gap is largest in South Asia, where only 37 percent of women have an account compared with 55 percent of men.
In the arid farming lands of the Pyanj River Basin of Tajikistan, women and children spend much of their days searching for water, food and fuel. But higher temperatures, lower rainfall and less snow up in the mountain glaciers have made their job difficult, if not impossible.
As Africa faces the potential for a demographic dividend, certain facts about Africa’s population offer cause for both excitement and concern.
A new report entitled, “The Cost of the Gender Gap in Agricultural Productivity in Malawi, Tanzania and Uganda” launched last week at a side-event of the Committee on World Food Security (CFS) 42nd session calling for policymakers to prioritize closing the gender gap in agricultural productivity in Africa. This report was jointly produced by the World Bank Africa Gender Innovation Lab, UN women and UNDP-UNEP Poverty-Environment Initiative to quantify the cost and specify the gain in closing the gender gap in agriculture.
This launch was positioned on the UN’s International Day of Rural Women – a day dedicated to recognizing that empowering rural women is key to achieving sustainable development. In Sub-Saharan Africa the reality is women form a large proportion of the agricultural labor force, yet gender-based inequalities in access to and control of productive and financial resources inhibit them from achieving the same level of agricultural productivity as men.
The Africa Gender Innovation Lab (GIL) has been working to generate evidence on how to close the gender gap in agricultural productivity through conducting rigorous impact evaluations. A 2014 GIL report entitled Levelling the Field identified areas to focus our attention in working to close the gap and offered promising policy solutions and emerging new ideas to test.
The new report expands on Levelling the Field, to illustrate why this gap matters, showing that closing the gap could result in gross gains to GDP of $100 million in Malawi, $105 million in Tanzania and $67 million in Uganda—along with other positive development outcomes such as reduced poverty, and greater food security.
Also available in: العربية
“Let me tell you what I think of bicycling. I think it has done more to emancipate women than anything else in the world. It gives women a feeling of freedom and self-reliance.” – Susan B. Anthony
In 2015 alone, the UN Refugee Agency reported that of the 520,957 people attempting to cross the Mediterranean, 2,980 died or went missing. Eighteen percent of the migrants are children and 13% are women. According to the International Committee of the Red Cross, an estimated 200,000 additional refugees are still planning to make the sea journey by the end of 2015. So, the seismic human waves are far from subsiding in the region.
Today, there are a series of internal and regional armed conflicts around the world, most of which are concentrated in two regions: the Middle East and Africa. The desperate attempts by so many Syrians to flee Assad regime’s and the Islamic state’s terror by escaping to security in Europe has caught the world’s attention. However, Syrians are not alone in deserving compassion. Although international interest in Afghanistan has waned and most foreign troops are gone, the war there is only getting worse. In addition, there is an influx of desperate refugees from Eritrea, Iraq, Libya, Nigeria, Pakistan, Somalia, Sudan, Gambia, and Bangladesh who are just as entitled to refugee status as the others.
While humanity is being washed ashore in the Mediterranean Sea, the treacherous passage does not resemble a migration, but a human tsunami. The departing refugees and migrants leave a vacuum, as the most skilled, able-bodied, and educated keep leaving the continent, most of them are males. This leaves females, elderly and disabled behind and entangled in the local violence. The families left behind often count on reuniting with their loved ones in the near future or hope to receive remittances to support their livelihoods as they try to rebuild their communities.
What should the world do with these gutted societies? The global community should invest in women power, leadership opportunities for women, and in modifying the social order with regards to female emancipation on the continent. We must pay immediate attention and react with empathy and solidarity.