MGF Produced Resource Materials
This study uses a mixed methods approach to assess the supply and demand of formal childcare services for children under 5 years old, and their potential impact on female labor force participation. It provides a review of regulations and policies in Jordan, characterizes and maps the supply of services, identifies households’ childcare needs, and offers recommendations for policy and programmatic action. Findings show that that the licensed nurseries only have the capacity to serve less than 3% of children under five. There is a sizeable untapped demand: almost a third of mothers currently not using formal childcare would be willing to do so, and half of them are willing to pay for it. However, quality, accessibility and affordability remain issues to be tackled.
Expanding women’s employment in the private sector is imperative to increase female labor force participation in Mashreq countries. This knowledge brief identifies lessons learned from the IFC-led business case studies on firms that devise and implement policies to improve gender diversity in the workplace under the Mashreq Gender Facility (MGF), enriched by a literature review. It proposes specific actions firms can take under four areas: (a) committing & communicating to gender diversity; (b) attracting female talent; (c) retaining women in the workforce; (d) promoting women to more senior positions.
Female labor force participation in Mashreq countries is notably low due to a range of structural constraints that are further exacerbated by gender norms. This knowledge brief highlights lessons learned from the work under the Mashreq Gender Facility (MGF) to leverage Social and Behavior Change Communication (SBCC) to transform gender attitudes hindering women’s inclusion in local economies. It details four steps for ensuring effective SBCC: (1) identify norms through behavioral diagnostics; (2) design and produce SBCC; (3) test and revise content; and, (4) disseminate and monitor outreach.
The Infographic presents key findings of the Lebanon childcare assessment related to the potential impact of quality childcare on female labor force participation. It illustrates the supply of center-based nurseries and employer-supported childcare solutions, as well as the demand for these services.
The report analyzes the supply and demand of formal childcare services for children aged 0-3. It provides a review of Lebanon’s regulatory and institutional framework around childcare, maps out the current supply of services including cost and quality aspects, and deepens the understanding of households’ childcare needs. Findings show that there is a mismatch between supply and demand, with a gap in provision for the youngest children and that supply is mostly private, costly, and concentrated in coastal areas. Childcare responsibilities limit women’s ability to join the labor force, and affordability is a main constraint for families to access services, resulting in low demand for formal childcare.
The second State of the Mashreq Women Report examines the potential for care policies to support greater female labor force participation. This report builds on two complementary analytical efforts aimed at understanding supply and demand challenges and opportunities. The report identifies policy directions to jointly address demand and supply constraints and a three-pronged approach is proposed to achieve: (i) More equitable distribution of the unpaid care work burden within the household; (ii) Improved State support to address households’ care needs; and, (iii) An enabling environment for efficient provision of quality childcare services.
The economic empowerment of forcibly displaced women (FDW) can contribute to greater resilience and improved livelihoods for both displaced people and host communities. This brief highlights lessons learned from MGF’s support to on-the ground activities to support the economic inclusion of FDW, including actions to adopt a stakeholder-groups approach in investing; boost entrepreneurship; overcome barriers of employment access; provide tailored services and products; create an enabling environment; and generate disaggregated indicators to measure results.
This is the first of a three-part company insight under the MGF to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It offers a closer look into Nafith Logistics, a logistics service provider that aims to streamline cargo transport connecting the hinterland to the ports in Iraq. It showcases how supporting women in non-traditional roles improves staff retention, attendance rates and innovation at the workplace.
This is the second of a three-part company insight under the MGF to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It presents the Ashur Bank, Iraq’s first investment bank that provides full banking services to commercial enterprises and individuals, showcasing how advancing women in business leadership and management in the banking/financial sectors enhance profitability and help build to a better work environment for all staff.
This is the third of a three-part company insight under the MGF to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It presents the experience of Zain Iraq, a leading telecommunications company in Iraq on how fostering family-friendly policies for women in the workplace attracts high performing employees of both genders, increases the probability of retaining experienced employees, and enhances women’s economic empowerment.
This is the first of a three-part company insight under the MGF partnership with the Chamber of Commerce, Industry and Agriculture of Beirut and Mount-Lebanon (CCIA-BML) to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It offers a closer look into Holdal Abou Adal Group, a Lebanese company that operates in retail, distribution, manufacturing, and supply chain management, specialized in beauty, personal and household care, healthcare, lifestyle and luxury products. It showcases how advancing gender diversity through effective anti-sexual harassment mechanisms positively impacts the retention rates and increases the sense of belonging and productivity of employees.
This is the second of a three-part company insight under the MGF partnership with the Chamber of Commerce, Industry and Agriculture of Beirut and Mount-Lebanon (CCIA-BML) to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It offers a closer look into Malia Group, a Lebanese medical supply distributor that markets and sells pharmaceutical products. It showcases how fostering productivity and wellbeing through family-friendly policies helps in maintaining high staff retention levels, even amidst a global pandemic and Lebanon’s crippling economic crisis.
This is the third a three-part company insight under the MGF partnership with the Chamber of Commerce, Industry and Agriculture of Beirut and Mount-Lebanon (CCIA-BML) to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It offers a closer look into ITG Holding, a Lebanese company that offers Information and Communications Technology (ICT) specialized solutions and services across various fields of technology and industry. It showcases how promoting and supporting women in leadership positions positively impact their work ethic and faith in career development opportunities and enable them to reach higher professional goals.
This report presents a data-driven analysis of three key dimensions of gender equality: economic opportunities (including livelihoods), human capital accumulation and agency, and includes a discussion of contextual factors related to institutions and the market underpinning all three dimensions in Lebanon, while taking into consideration the multiple crises the country is facing. Three priority areas for action to address gender gaps and promote women’s empowerment are identified: i) policies & programs: to boost women’s employment and entrepreneurship towards a more equal ‘future of work’ economy, ii) collaboration: engaging with a diverse set of actors to capitalize on momentum for change towards gender equality, and iii) knowledge: unpacking data to strengthen the impacts of reforms and service delivery benefits to women.
This is the third of a three-part case study under the MGF partnership with int@j and JNCW to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It offers a closer look into Amin Kawar and Sons (AKS), a Jordanian shipping and international transportation company as well as the parent company of the Kawar Group – a family-owned group of companies spanning diverse industries, including energy, technology and healthcare, and how they support women and men alike by providing them with family-friendly policies. It showcases how supporting and anchoring the flexible working policies with additional family friendly policies such as maternity leave and childcare solutions will foster loyalty, productivity and an overall business benefit to the company.
This is the second of a three-part case study under the MGF partnership with int@j and JNCW to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It offers a closer look into Umniah, a Jordanian mobile network operator that provides safe and respectful workplaces for both women and men through clear and comprehensive anti-harassment policies, robust complaints procedures and training and awareness raising.
The Business Case for Investing in Women’s Employment in Jordan
This is the first of a three-part case study under the MGF partnership with int@j and JNCW to highlight forward-thinking companies and inspire other businesses to design more gender-aware environments based on models that work. It offers a closer look into Estarta Solutions, a global network engineering and ICT company established in Amman in 1991, and how they support women in non-traditional sectors (such as ICT), and non-traditional roles and hours (such as technical positions and nightwork).
Female labor force participation in the Mashreq is exceptionally low, a problem likely to be exacerbated by the Coronavirus 2019 (COVID-19) pandemic. This report calls for action in the following areas: stronger economic growth, effective policy action to close legal gaps, promotion of more egalitarian attitudes, access to quality childcare, and the provision of safe transportation.
The Beirut Communique was the result on the January 2019 Conference and highlights agreed upon commitments made by the Governments of Iraq, Jordan, Lebanon and Canada, as well as the World Bank and the International Finance Corporation.
Background summary note on the legal and institutional framework for women’s economic participation. Produced for the Mashreq Conference on Women’s Economic Empowerment, 2019.
Background summary note on women in private sector entrepreneurship and employment. Produced for the Mashreq Conference on Women’s Economic Empowerment, 2019.
Data
For extensive statistical information on gender indicators at the country, regional and global level, please visit the database Gender Statistics or browse pre-defined key indicators by country in the online tables from The Little Data Book on Gender. For information on gender-based legal differences in laws, please visit the Women Business and the Law portal and select by country or topic.
