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巴基斯坦城市工作场所对女性的友好程度如何？（英）

文化传媒2022-10-01亚开行最***

AI智能总结

This brief examines the availability of basic workplace features that could help women overcome barriers to labor force participation in Lahore, Pakistan. Based on a representative survey of firms, the findings suggest that financial support and incentives for investing in basic facilities for female employees, particularly for smaller firms, would increase the number of female-friendly workplaces. The implementation of fixed working hours and provision of safe transport options for working women would also encourage more women to work. Stricter government policies towards employer provision of compulsory maternity and paternity leave could also help women with childcare responsibilities return to the labor force after childbirth.

NO.221 OCTOBER2022 KEYPOINTS •Incertaincontexts,culturalandsocialnormssurroundingwomen’sresponsibilitiesathome,theirtraveloutsidethehome,andtheirinteraction ADBBRIEFS HowFemale-FriendlyAreWorkplacesinUrbanPakistan? HowFemale-FriendlyAreWorkplacesinUrbanPakistan? withunrelatedmencreatemultiplebarrierstotheirlaborforceparticipation. •BasedonarepresentativesurveyoffirmsinLahore,thisbriefanalyzesthe availabilityofbasicworkplacefeaturesthatcouldhelpwomenovercomesome ofthosebarriers,suchasseparatetoiletsandprayerareas,safetransporttowork,andpredictableworkhours. •Thefindingssuggestthatfinancialsupportandotherincentivestoinvestin AliehaShahidProjectManagerDukeUniversity LalaRukhKhan ProjectManager CentreforEconomicResearchinPakistan TehneiatAmjadButt ResearchAssociate CentreforEconomicResearchinPakistan INTRODUCTION ElisabettaGentile SeniorEconomist AsianDevelopmentBank KateVyborny AssociateDirectorDevLab@DukeUniversity basicfacilitiesforfemaleemployees—particularlyforsmallerfirmswithlimitedresources—wouldincreasethenumberoffemale-friendlyworkplaces. •Theimplementationofmorefixedworkinghoursforfemaleemployeesandtheprovisionofsafeandsecure transportoptionsforworkingwomenwouldencouragemorewomentowork. •Strictergovernmentpoliciestowardemployerprovisionofcompulsorymaternityandpaternityleavecouldhelpmanywomenwithchildcareresponsibilitiestoreturnto thelaborforceafterchildbirth. PakistanhasoneofthelowestratesoffemalelaborforceparticipationinAsia.Only22%ofwomenparticipatedinthelaborforceinPakistanin2019comparedtoanaverageof24%intheSouthAsiaregion,and59%intheEastAsiaandPacificregion(WorldBank,2019).Culturalandsocialnormssurroundingwomen’sresponsibilitiesathome,theirtraveloutsidethehome,andtheirinteractionwithunrelatedmencreatemultiplebarriersforwomenwhomaybeeagertoentertheworkforce.Whilethelackofsafeopportunitiesfortransportactsasaconstraintformobilitytoworkformanywomen(Fieldetal.,2018;FieldandVyborny,2022),thelackofviableoptionsforchildcarelimitsothersfromworking(TanakaandMuzones,2016). Insuchasetting,itbecomesespeciallyimportanttoensurethatwomenwhodomanagetoovercomethesebarriersandentertheworkforcefindworkplaceenvironmentsthattheydeemsafeandcomfortable. Forinstance,a2021studyinurbanPakistanfoundthatinformationaboutworkplaceattributesallowswomentonavigatetheirjobsearchinawaythatcanmitigatethecostsassociatedwithsocialnorms(Subramanian,2021).Another2021studyfoundthatpoliciesincreasingtheprovisionofchildcareservicesincreasesfemalelaborforceparticipationinlow-andmiddle-incomecountries(Halimetal.,2021).Theprovisionofbasicworkplaceservicesandpolicies—suchasseparatetoiletspaces,separateprayer areas,transporttowork,andpredictableworkhours—couldbefundamentaltoretainingfemaletalentinorganizationsandencouragingotherwomentoenterthelabormarket. ISBN978-92-9269-795-2(print) ISBN978-92-9269-796-9(electronic) ISSN2071-7202(print) ISSN2218-2675(electronic)PublicationStockNo.BRF220435 DOI:http://dx.doi.org/10.22617/BRF220435 Inthispolicybrief,resultsareusedfromarepresentativesampleoffirmssurveyedacrossLahore,Pakistan,tounderstandwhichoftheseprovisionsareofferedbyemployersinurbanPakistantofemaleemployees,andhowtheavailabilityoftheseprovisions varieswithemployers’interestinhiringwomen.TheseresultsshedlightonhowcomfortableworkspacesinLahorecurrentlyareforwomenandtheextenttowhichtheycanbemademorefavorable,bothforwomenwhoarecurrentlyemployed,andthosewhowishtojointhelaborforce. TostudytheseandotherquestionsrelatedtothelabormarketinurbanPakistan,researchersattheCentreforEconomicResearchinPakistancreatedajobsearchplatforminLahore,Pakistan,calledJobTalashin2017.Thisplatform—whichisstillactivein2022—generatesdataforover10,000jobseekersand1,200firmsinLahore.ThesamplefortheJobTalashservice isdrawnfromLahore,Pakistan,ametropolisofover10millionpeople.FortheinitialenrollmentofjobseekersintoJobTalash,50,000householdswerelistedinaclusteredrandomsampleofhouseholds,andeachhouseholdmemberwasaskedifsheorhewasinterestedinsigningupfortheservice.Detailedinformationwasgatheredfrominterestedindividualsontheireducation,workexperience,andjobsearchpreferences. Domestic Figure1:Women’sReportedReasonsforNotWorking Other3% Husbandorfatherdoesnotgivepermissiontowork outsidehome responsibilities37% 36% Notenoughopportunities8% Womandoesnotwanttoworkoutsidehome16% Source:PakistanSocialandLivingStandardsMeasurementSurvey2005–2006. ArepresentativesampleoffirmsacrossLahorewaslistedforenrollmentintotheJobTalashplatform.EnumeratorsofferedthesefirmstheopportunitytoenrollintheJobTalashserviceandlistvacancieswithit.Thesampleoffirmssignedupfortheservicerepresentsthediversityoftheprivatesectorinthemetropolitanareaandrangesfromlarge,formalfirmstosmall,informalfirms.1Apartfromvacancyinformation,thesurveyaskedfirmsaboutworkinghourpatternsandpoliciesattheirorganizations,aswellasthebasicfacilitiesandservicesavailableforfemalestaff. Foreachnewvacancylistedontheplatform,matchingapplicantswereidentifiedandinformedaboutthevacancies,afterwhichthecurriculumvitaeofinterestedapplicantswere

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