Mobility & Logistics PATHS TOWARD GREEN MOBILITY Perspectives on Women and Rail Transport in Bosnia and Herzegovina, and Serbia A WAYS TO GREEN MOBILITY: PERSPECTIVES ON WOMEN AND RAIL IN BOSNIA AND HERZEGOVINA AND SERBIA © 2022 The World Bank 1818 H Street NW, Washington DC 20433 Telephone: 202-473-1000; Internet: www.worldbank.org Rights and Permissions The material in this work is subject to copyright. Because The World Bank encourages dissemination of its knowledge, this work may be reproduced, in whole or in part, for noncommercial purposes as long as full attribution to this work is given. Attribution—Please cite the work as follows: Nato Kurshitashvili, Karla Gonzalez Carvajal, Kelly Saunders, and Laila Ait Bihi Ouali (2022). “Paths toward Green Mobility: Perspectives on Women and Rail Transport in Bosnia and Herzegovina, and Serbia”. © World Bank. Disclaimer—This work is a product of the staff of The World Bank. 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B Contents CONTENTS FOREWORDS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iv ABBREVIATIONS AND ACRONYMS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 ACKNOWLEDGMENTS.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 EXECUTIVE SUMMARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Summary of Our Findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Structure of the Report.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 1. INTRODUCTION: BARRIERS TO PROGRESS AND THE FUTURE .......................................................... 8 Women’s Mobility and Employment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 COVID-19 and Building Back Better .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Why Focus on Gender Equality in Rail Transport? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Educational Imperatives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Methods of Research . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 2. RAIL TRAVEL IN SERBIA .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Methodology and Limitations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Gendered Modal Split: Public and Private Transport . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Private Transport.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Automobiles.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Motorcycles and Scooters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Bicycles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Public Transport. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Modal Choice and Frequency .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Deciding to Use, or Not Use, Public Transportation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 i WAYS TO GREEN MOBILITY: PERSPECTIVES ON WOMEN AND RAIL IN BOSNIA AND HERZEGOVINA AND SERBIA Trip Purpose and Duration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Multimodality. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 Pre-COVID Travel (excluding rail).. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 Rail Transport. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Rail Transport Use Before and During the COVID-19 Pandemic. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Rail Travel Experience: Individual Perceptions .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 First-Mile Connectivity .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Accessibility Within the Railway Station.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Station Services and Amenities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Affordability of Rail. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Safety and Personal Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Overall Satisfaction with Rail, and Pathways for Improvement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 Preferences of Current Railway Users.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 Preferences of Potential Users. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 Preferences for Greener Modes.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34 3. WOMEN IN RAIL IN BOSNIA AND HERZEGOVINA .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Context and Purpose of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Methodology and Limitations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Country Context. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 Parental Leave and Access to Childcare .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 Workforce Gender Segregation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Gender-Based Discrimination at Work .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 Legal and Policy Framework .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Access to Education . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 Women in Rail Transport: Common Barriers to Employment .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 Republika Srpska Railway. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 Human Resource Data, Policies, and Practices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 Statistical Picture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 Human Resource Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 Safety at Work, and Raising Grievances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 Gender Roles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 Company Culture .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 Recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46 Promotion .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46 Training and Upskilling . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46 Leadership .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47 Talent Pipeline. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47 4. RECOMMENDATIONS .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 BIBLIOGRAPHY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58 ii Contents FIGURES Figure 1: Transport modes available in three cities in Serbia: Belgrade, Niš and Vrsac. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Figure 2: Research Methods Used, and Dimensions Covered . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Figure 3: Gendered Modal Split–main transport mode used for daily commute in Belgrade, Niš and Vrsac. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Figure 4: Transport Modal Split by Gender and Percentage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Figure 5: Riders’ Main Reason for Using Public Transport. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Figure 6: Main Reasons for Not Using Public Transport. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Figure 7: Main Purpose of Trips Using Public Transport.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Figure 8: Gender Differences in Bus and Car Use, Pre-COVID and During COVID. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Figure 9: Main Purpose of Trips by Rail . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Figure 10: Rail Use by Gender . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Figure 11: Accessibility Features in Train Stations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 Figure 12: Areas for Improvement of Rail Services by Gender.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Figure 13: What would encourage you to use rail transport to commute?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Figure 14: Importance of Less Polluting Forms of Transportation (In Serbia, by gender). . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 Figure 15: Importance of Less Polluting Forms of Transportation (In Serbia, by age group) .. . . . . . . . . . . . . . . . . . . . . . . . 39 Figure 16: Employment of Men and Women by Economic Activity (Republika Srpska) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 Figure 17: Enrolled Students by Gender and Field 2018-19 (Republika Srpska). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 iii PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA FOREWORDS For the World Bank, addressing Women represent the largest Unfortunately often, although gender inequality in the trans- share of public transport users not intentionally, we fail to port sector is fundamental as a around the world and the same notice that there are not enough basic freedom. It allows women to can be said for Serbia; yet they women in leadership positions, access jobs, social services, and often face more mobility barri- and that they do not run states, to exercise agency in decision ers than men. Addressing these institutions, and companies to making. Women represent the barriers could improve women’s the extent they should. In the largest share of public transport opportunities to access jobs and case of the railways there are not users, are therefore greener trav- a range of services, and the pro- enough craftsmen, and women ellers, yet they often face greater cess could also support transport do not drive trains or patrol along barriers to mobility than men. decarbonization. the tracks. Employing more women in the transport sector is essential to Women are on average greener Tradition and patriarchal edu- tackle gender-based occupa- travelers than men as they make cation are sometimes used as tional segregation in the labor a higher proportion of trips using an excuse, defense, or may be market and to improve mobility public transport. Identifying and stated to be simply the reality of for women. responding to women’s specific today; but women must have the mobility challenges, especially in right to make their own choices Transport services remain the lowest CO2-emitting indus- and decisions, even wrong deci- male-dominated in Bosnia and tries such as rail, is vital in the sions, but also to be offered new Herzegovina (BiH) and Serbia as shift to greener mobility. opportunities, no less than men. profiled in this report, and this prevents women from shaping, The rail modernization process Zeljko Radić planning, and helping to design on which Serbia has embarked Acting Director General transport services. The lack of provides an opportune moment Railways of Republika Srpska women at all levels, and partic- to address these barriers. We ularly in operations, prevents appreciate our continued dia- decision makers from connecting logue with the World Bank on strongly with the needs of women these pertinent issues. as passengers. Jugoslav Jović I would like to express my deep- Acting General Manager est appreciation for the excellent Srbija Voz collaboration with our BiH and Serbian partners to undertake this study, and their commitment to advance gender equality in the sector. Linda Van Gelder Regional Director Western Balkans World Bank iv ABBREVIATIONS AND ACRONYMS BiH Bosnia and Herzegovina CBGE Coordination Body for Gender Equality CER Community of European Railway and Infrastructure Companies ECA Europe and Central Asia EIGE European Institute for Gender Equality ETF European Transport Workers’ Federation EU European Union F2F Face to Face GHG Greenhouse gas HR Human resources ICT Information and Communication Technology ILO International Labour Organization IZS Serbian Railways Infrastructure MCTI Ministry of Construction, Transport, and Infrastructure MOLO Railways Window of the Mobility and Logistics Trust Fund MOU Memorandum of Understanding NGO Nongovernmental Organization RD Railways Directorate SOE State-owned enterprise STEM Science, Technology, Engineering and Mathematics SUMP Sustainable Urban Mobility Plan TVET Technical and vocational education and training UN United Nations WB6 Western Balkans Six (Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia, and Serbia) ŽFBH Željeznice Federacije Bosne i Hercegovine ŽRS Željeznice Republika Srpska 1 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA ACKNOWLEDGMENTS T his research was designed and led by administrative support of Graciela Tejeda (Senior Nato Kurshitashvili (Gender Specialist) and Program Assistant) and Maria Luisa Juico (Program Karla Gonzalez Carvajal (Practice Manager), Assistant). with the authorship of selected chapters by Nato Kurshitashvili, Kelly Saunders (Consultant), The team would like to thank the management and Laila Ait Bihi Ouali (Consultant). The team and staff of Srbija Voz (the Serbian rail passenger is grateful to market research company Ipsos company), ŽRS (the railway company of the Serbia and local researchers Biljana Stepanov Republika Srpska, Bosnia and Herzegovina) and Marija Babovic (Serbia team), and Dzenita and the Ministry of Construction, Transport Hrelja Hasecic and Elmaja Bavcic (BiH team) and Infrastructure of Serbia for their time and for their contributions to the report. The team assistance in gathering the information presented acknowledges the support of Antonio Nunez, in this report. Special thanks to Ognjenka Andric- Gregoire Gauthier, Ramon Munoz-Raskin, Svetlana Tomic (Main Coordinator for Traffic-Commercial Vukanovic, and Victor Aragones (Senior Transport Sector, Srbija Voz), Gordana Ilinčić (Head of the Specialists). Project Implementation Unit, ŽRS), and Drazenka Lalić (Head of Human Resources, ŽRS). The team would like to thank the reviewers Ana Maria Oviedo (Senior Economist), Georges Importantly, the team would also like to express Bianco Darido (Lead Urban Transport Specialist), immense gratitude to all the women and men Joao Rampini (Urban Transport Specialist), and who contributed their time and participated in the Martha Lawrence (Senior Transport Specialist) research we conducted in Bosnia and Herzegovina for their valuable comments, which improved the and Serbia. report. The team is grateful to Janet Hulstrand and Natasha Treloar for editing the report and Finally, a special thanks to the government of Duina Reyes for the design. The team also wants Austria for supporting this work through the to acknowledge the support of Shokraneh Minovi Railways Window of the Mobility and Logistics (Partnership Specialist) for donor liaison, and the (MOLO) Trust Fund. 2 EXECUTIVE SUMMARY T his report explores two aspects of the bicycle. Care responsibilities, less access to cars, rail transport sector—mobility, and and less disposable income all shape women’s employment--in the countries of Serbia, transport choices and have the unintended result and Bosnia and Herzegovina (BiH) from a gender of their having a lower carbon footprint than perspective. That is, it examines issues of rail men. This study reflects this global trend and has transport for women both as passengers, and as confirmed that in Serbia most public transport sector employees. users are women (76 percent vs. 65 percent of men), and that significantly more women than For the report, the World Bank engaged two rail men (44 percent vs. 32 percent) cite having no transport operators to identify and address gender other option to travel as their main reason for gaps in the sector.1 In Serbia, the Bank partnered using public transport. This suggests that in Serbia with the Ministry of Construction, Transport and it is primarily women who are so-called “captive” Infrastructure (MCTI) and passenger rail operator transit users, since their mobility patterns are Srbija Voz to study gendered mobility barriers in often not a matter of preference but of necessity. Serbian public transport, with a focus on railroads. In BiH, the Bank engaged ŽRS, the railway company These findings have significant environmental, of the Republika Srpska, to identify gender gaps social, and economic implications. Without in the company workforce. The findings and interventions to make transportation more recommendations from this work apply to a broad amenable for all, and especially for women, an range of transport actors in the Western Balkans increase of women in the paid workforce could see and beyond, especially those at a nascent stage of their use of cars converge with men’s use over time. developing their gender programs and embarking And while women’s lower carbon footprint may on major modernization of transport. be desirable environmentally, their current travel patterns, which are localized, are also barriers There are many reasons outlined in this report to their economic independence and their full for improving women’s access to public transport participation in public and economic life. In this in general, and railways in particular, and for context, addressing the mobility barriers for women opening up opportunities for them to join the rail is vital both for their individual self-actualization transport workforce, from addressing the needs and their social and economic empowerment-- of an aging population to enhancing women’s and for a just transition to the decarbonization access to jobs and to institutions that are key to of transport. strengthening human capital: that is, health and education. This report gives special consideration This report highlights the urgency of transport to the way gender equality in rail transport can decarbonization for the Western Balkan (WB6) influence greener mobility outcomes. countries in the context of the European Union’s (EU) Green Deal,2 which aims to achieve net zero Globally, women make a higher proportion of greenhouse gas (GHG) emissions by 2050. As trips using public transport and walking than men they are aspiring to accession to the EU, WB6 do. Men make more trips by car, motorcycle, and 1 The companies were selected based on the level of company interest, synergies with the World Bank-supported lending operations, and the policy dialogue with both companies on rail reforms. 2 The European Green Deal is a set of policy initiatives by the European Commission with the overarching aim of making the European Union (EU) climate neutral in 2050. 3 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA countries need to make a large-scale modal shift3 finds clear parallels between women’s employment to more carbon-efficient transport modes such and mobility: as rail for both passengers and freight in order to decarbonize transport sufficiently to meet (i) There is a lack of women in operations and the Green Deal objectives. Leveraging rail as an leadership roles in the sector, and a related lack alternative to roads for urban and intercity travel of awareness of and investment in women’s and freight will reduce emissions, expand access travel patterns and needs. for people and markets, and integrate regional (ii) The state of the infrastructure is inadequate economies. Yet the challenges of this transition for women working in rail services as well as are clear. The region has seen a rapid increase in women railroad customers; and motorization, and a significant loss of rail modal share, with passenger volume falling dramatically (iii) There is a lack of policy concerning sexual since the 2000s. harassment protections at work, and enforcement of it; and there is insufficient This report shows that Covid-19 has decimated attention given to women’s safety on and rail transport use at a time when global and WB6 around public transport. regional efforts must dramatically increase their movement toward decarbonization. The study Finally, while this study focuses on women confirms that the pandemic has drawn people and rail transport, it has the benefit of making away from public transport including rail, and rail more attractive for other cohorts as well, toward more carbon-intensive individual modes including people who primarily use private of transportation. In Serbia, before the pandemic vehicles (mainly men). Thinking about gender 20 percent of men and 21 percent of women used issues requires transport operators to become rail transport: this has dropped to 10 percent of more people-centered, and to think more deeply men and 8 percent of women during the pandemic. about ways that system performance impacts And although more than half of public transport different cohorts of people. This includes engaging users are women, they do not frequently use rail. both women and men of various demographic This provides some important baseline figures that and socioeconomic backgrounds in the design, can help guide future policy development and planning, and implementation of transport investment toward recapturing the rail market, services. The more that public transport responds with a particular focus on women. to women’s concerns about safety, affordability, and access, as well as care-related mobility issues, The report also makes a connection between the more it will appeal to all users regardless getting more women into the transport sector and of gender. At the same time, the study does not improved mobility for women; this connection is directly address ways to encourage automobile rarely made. Rail services remain male-dominated users (primarily men) to shift to greener mobility. across the world, including in the two countries Since in many societies the use of automobiles is profiled in this report; this prevents women associated with independence and higher status, from shaping, planning, and helping to design and is not necessarily related to the quality of rail services. The lack of women at all levels, and public transport, additional interventions will be particularly in operations, prevents decision needed to bring about this change, for example makers in the sector from connecting strongly public policies on road pricing and parking, with the needs of women as passengers. Employing behavioral interventions, and positive marketing. more women in rail services and addressing Such measures are not within the scope of this gendered mobility barriers go together: these particular research. are not two unrelated streams of work. This report 3 European Commission. Transport Emissions https://ec.europa.eu/clima/eu-action/transport-emissions_en 4 SUMMARY OF OUR FINDINGS In BiH, only 16 percent of the 2,165 employees at ŽRS are women, and more than half of them are concentrated in the legal, finance, and The study we conducted in Serbia revealed a administrative areas. There is marked occupational number of common and gender-specific mobility segregation between men and women in the challenges rail users face, ranging from safety company, with women being largely absent in to station amenities. Better first- and last-mile operations and senior leadership roles. There connectivity was named by both women and men were strong social norms expressed, which limited as the most desired rail service improvement. This women from doing certain work through widely- is a major barrier to rail use, with a disproportionate held views about “women’s work” and “no need impact on women, who often have fewer other for more women.” Perhaps as a result, there are options. More women than men said they have no sexual harassment or isolated worker policies experienced harassment in a station or train (6 available to employees, and management is percent vs. 2 percent). Women were significantly not familiar with dealing with these kinds of more uncomfortable in train stations and on the safety incidents. There is much scope to improve train at night, sometimes avoiding taking trips, infrastructure for women working in operations or only traveling with an escort. This highlights and maintenance at the company (toilets, rest the significant male advantage in moving about areas, security systems) and much to be done in freely, particularly at night. Issues concerning developing gender-sensitive communications and amenities and services in trains, stations, and the policies on work/life balance and flexible work, surrounding areas ranged from concerns about including part-time work for both women and men. inadequate essential facilities (such as toilets) to Our study identified opportunities for ŽRS to partner a lack of digital information and communication with educational institutions and government to such as online ticket purchase and real-time improve educational opportunities, recruitment information displays. Women and men prioritized pipelines, and skills for rail modernization, and these concerns differently. For example, men highlighted the fact that both the rail company more frequently mentioned that toilets in the and educational institutions can play a bigger train station were often out of service, while role in shaping discourse about the future of rail women’s main concern was a lack of access to services, and the broad skills and competencies baby-changing facilities. However, despite these that are needed to make the transition to a green challenges there was general satisfaction among transport system. both men and women who regularly use rail services in Serbia – with high levels of confidence A stronger focus on user-centric and gender- in respect to safety and the on-time running of responsive rail services fits well with the ambitious services. Finally, women assigned more importance plans of the governments of Serbia and BiH to to using less polluting transport modes; this further grow their rail passenger market share and to supports the notion that having more women in “build back better.” the transport sector will have a positive effect on the transition to green mobility. This, therefore, is an opportune moment to address gender gaps in mobility and employment in rail transport. 5 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA BOX 1: KEY POLICY TAKEAWAYS These are the key policy takeaways from this research. Chapter 4 provides more granular recommendations for how to address the specific challenges identified in both studies, and proposes indicators against which the measures can be tracked. • Identify champions for gender equality in transport to drive the agenda forward. Designate a cross- functional team with a clear vision and the financial resources needed to deliver a strategy to promote gender equality as the first essential step toward making changes happen. • Invest in sex-disaggregated mobility data, since what gets measured, gets done. Good data is the first step in understanding the mobility barriers women and girls face. • Engage a broad range of potential and current rail users, both women and men, in rail service planning and design, especially related to route frequency and timetable design. Consult relevant ministries including the ministries of transport, education, and employment, as well as local governments, businesses, schools, and childcare facilities, and synchronize rail service with their needs as much as possible. • Ensure that efforts to improve gender equality go beyond ad hoc projects, and are part of planning instruments at both the municipal and national levels. For example, include gender equality as a core aspect of sustainable urban mobility plans that shape sustainable mobility through joint decision making across sectors. • Ensure that service contracts with rail operators have detailed gender equality indicators, with clear funding arrangements that support both women’s employment in rail transport, and women as passengers. • Prioritize infrastructure and information and communication technology (ICT) projects that improve safe and easy access to rail stations through active and shared mobility. • Support all actors in enforcing existing gender equality and sexual harassment laws. • Challenge harmful gender norms and stereotypes at all levels of policy making. • Employ more women in the transport industry at all levels, from the boardroom to the platform, in order to address occupational segregation in this labor market, and to shape more inclusive transport services as well as infrastructure planning and design. • Create new training and capacity building for policy makers, law enforcement, and rail transport operators, particularly those in customer-facing roles such as security, police, and drivers, to drive cultural change. • Facilitate discussion between transport educational institutions and operators on opening up the curriculum and the culture to meet the needs of green and safe mobility. • Monitor and evaluate the outcomes of interventions for continuous improvement and scaling up of interventions across the transport sector. STRUCTURE OF THE REPORT findings of the Rail Travel study in Serbia; Chapter 3 discusses the findings of the Women in Rail study in BiH. Chapter 4 outlines recommendations for Chapter 1 provides an introduction and describes how to address some of the specific challenges the rationale of the study. It situates the report in identified in both studies, and arranges them into the global context of transport decarbonization several tracks. These recommendations, and the and COVID-19; details arguments for promoting accompanying indicators, will be of interest to rail gender equality in rail transport; and discusses operators, policy makers, and key stakeholders who the special role of education for advancing gender are involved in building safe and green mobility equality in the sector. Chapter 2 presents the of the future. 6 Source: ŽRS 1 INTRODUCTION: BARRIERS TO PROGRESS AND THE FUTURE WOMEN’S MOBILITY AND infrastructure (including infrastructure for EMPLOYMENT cyclists and pedestrians), and first and last- mile connectivity. In order to remain mobile, women pay more than men for alternative Transport purports to be gender-neutral, forms of transport such as taxis and private providing benefits to all equally. However, mobility solutions, even though men have global research has shown that women and higher salaries and higher employment rates. men experience transport systems quite differently. There are two primary reasons Mobility barriers have a profound influence on for this. First, women deal with more real and the quality of life for women and girls as well as perceived threats of violence--predominantly for their opportunities, since transport enables male violence-in transport and surrounding their access to meaningful work and helps public spaces than men do. This barrier them build human capital, such as health and to mobility has a profound, though largely education for themselves and their children. unmeasured, effect on the lives of women In 2017, the International Labour Organization and girls. However, research has shown that (ILO) identified lack of transport as the greatest following an unsafe experience, some women challenge to female labor force participation in choose not to leave the house alone, or even developing countries, reducing the probability at all (Plan International 2018). of women participating in the labor force by an estimated 16.5 percent (ILO 2017). This has Second, women statistically undertake far been exacerbated by the effects of the COVID- more care-related trips than men. This is 19 pandemic, which shrank the global female called the “mobility of care” and it includes labor force in 2020 by 5 percent from the pre- dropping children off at school, picking them pandemic level, compared with a reduction up, accompanying an elderly or sick person, of 3.9 percent of men. This disproportionate shopping for household needs, and child- impact on women is due to many factors, minding (Scholten and Joelsson, 2019; TII 2020). including their significant domestic and This complex daily travel is often added on care responsibilities during lockdowns, as to work-related travel and is known as “trip well as lay-offs and business closures (ILO chaining.” It can result in affecting women’s 2021). Due to the pandemic, the precarious transport choices (with them often choosing nature of women’s paid work has been laid to walk and/or use local buses); it inevitably bare, with many women not actively seeking limits their employment options as well. reemployment. These differences in mobility mean that women The barriers to women’s meaningful employ- suffer disproportionately from transport issues ment in rail transport are also many, and they such as feeling unsafe in empty stations and are layered. On average, 76 percent of employ- stops, infrequent off-peak services, a lack of ees in the transport, storage, and communica- clean and well-lit toilets, poorly designed tions sector4 in Europe and Central Asia (ECA) are men. In the transport sector rail remains 4 This indicator includes a range of occupations, including land transport; transport via pipelines; water transport; air transport; supporting and auxiliary transport activities; and the activities of travel agencies, postal services, and telecommunications. (Note: The postal services and telecommunications might overestimate the figures for transport, so these figures should be treated with caution.) 9 WAYS TO GREEN MOBILITY: PERSPECTIVES ON WOMEN AND RAIL IN BOSNIA AND HERZEGOVINA AND SERBIA one of the most male-dominated modes. Women of qualified female candidates who are ready to make up only 16 percent of employees at the rail work in the railway sector. The complex relationship operator ŽRS in BiH.5 At the Serbian rail passenger between industry and the educational system, company Srbija Voz, approximately 25 percent of including poor links between supply and future the employees are women.6 Women in these com- demand for skills, as well as curriculum design panies tend to work in administration (including issues, are explored in this report. middle management) and men occupy the senior management, engineering, and operations roles (including the large and symbolic workforce of COVID-19 AND BUILDING BACK drivers, which is almost exclusively male).7 BETTER In some ECA countries there are laws that specifically bar women from doing certain jobs The COVID-19 pandemic, together with digitalization in the transport sector, including in rail. For the and rapid climate change, have created a state most part though, it is invisible factors, such as of flux in transport and in society generally. passive or hidden resistance to change (EIGE Technology has permitted a shift to more people 2016), and harmful gender stereotypes that convey working from home, and the long-term impact on the idea that certain work is not “appropriate” commuting is unknown. In Serbia, rail patronage for women. A male-dominated working culture declined by half during the pandemic, and as a in rail companies can result in inflexible and result the sector has faced immense operational unattractive employment conditions; workplaces and financial difficulties. that are unsafe for women; and a lack of career stewardship and opportunities for them. Work to More generally, COVID-19 has created significant improve gender equality, along with aspirational challenges in the Western Balkans, with the policies about diversity and inclusion, tend to contracting of supply and demand across many remain outside the core functions and priorities of industries, and very low growth. The crisis has the organization, and the existence and marketing shown the need for greater resilience and of diversity policies is often viewed as evidence preparation for the effects of disruptive events, that the issue of gender inequality has been including those caused by climate change. addressed. The International Transport Forum (ITF) recently The rail sector in the Western Balkans has special advocated for a shift from traditional “predict factors that further impede women’s access to jobs. and provide” transport planning to transport by Most railway companies in the region operate in a design—that is, vision-led transport that builds for challenging financial, institutional, and regulatory a preferred future and allows for uncertainty (ITF context. Legacy issues from the wars of the 1990s, 2021). Rail transport by design will present new including loss of skills and expertise and degraded opportunities for operators, including supporting infrastructure, have taken a toll on institutional the social justice principle of leaving no one and operating capacity. Promoting women’s behind. employment is not always viewed as a strategic goal that can enhance operational performance With the right kinds of effort, public transport and help to achieve modernization. patronage can rebound and increase. There is strong public interest in sustainable mobility, The technical and vocational education and and there are indications that positive change training (TVET) system does not produce a pool in the region will be customer- led. In Serbia, 80 5 As of May 2020. 6 As of May 2021. 7 In 2020, Srbija Voz employed five women out of 482 locomotive drivers. ŽRS currently has no female drivers. 10 Rail use for daily commute 1. Introduction: Barriers and Futures 8 percent of the people we interviewed feel that it agents of change—particularly women. However, city is either important, or very important that their to succeed in this revitalization process, operators transport mode pollutes as little as possible, need to provide services that respond to women’s Belgrade with more women than men holding this view. specific mobility challenges—this is a core aspect Global surveys of this nature show the willingness of a pandemic recovery that builds back better. of communities, workers, and consumers to be 9 Vrsac 4 RAIL TRANSPORT? WHY FOCUS ON GENDER EQUALITY IN Opening upNis rail to women is part of a broader imperative to improve the lives of women and girls in the region. Meaningful work and good mobility are sources of identity, status, and dignity. That said, 10 it is instructive to highlight the many other benefits and reasons for focusing on gender equality in transport. These include: Benefits Rail of use pre- women and using rail transport during-COVID* • Agency, freedom, choice. 3 15.2 Gender equality in mobility means giving women agency to make choices about their lives, and provides access to new opportunities for them. This is the foundation of RE-COVID 20.3 true democracy 15.3 and active citizenship. Suitable mobility liberates women in time DURING and space. COVID • Women can access health, education, jobs, and leisure. Suitable mobility enables women to access the institutions they need to build Men human capital such as health, education, and well-being for themselves and their Women children, and to secure jobs and earn income. Poor or no mobility means women and their families are forced to cope with the status quo and often to opt out of opportunities they need in order to thrive. • Addressing gendered mobility barriers is critical for transport decarbonization. Women make a higher proportion of trips using public transport, while men make more trips by automobile. This means that women currently have more sustainable and green mobility habits than men do. For example, a study (Kronsell et al. 2015) in Sweden concluded that women’s carbon emissions from transport are on average 30% less than those of men. Identifying and responding to women’s specific mobility challenges, especially in the lowest CO2-emitting industries such as rail, is critical in order to promote green mobility. • Generational choices. Women play a profound role in role modelling sustainable transport behaviors in the family. Their propensity for using sustainable modes of transportation should be nurtured and supported in order to create virtuous cycles of mobility in families. • Improved operator revenue and economic growth. Women’s improved mobility, along with better childcare options, will lead to more trips, better operator income, and a positive national economic story. 11 .3 15.2 PRE-COVID 20.3 l use for daily commute 15.3 WAYS TO GREEN MOBILITY: PERSPECTIVES ON WOMEN AND RAIL IN BOSNIA AND HERZEGOVINA AND SERBIA DURING COVID • User-centric transport services. 8 Thinking about gender requires transport operators to become more user-centric - to Men think more deeply about ways that system performance impacts various cohorts of Women people. This includes engaging both women and men of different demographic and Belgrade socioeconomic backgrounds in the design, planning, and implementation of transport services, and in building a more nuanced understanding of customer satisfaction. • 9 This is how mobility acquires a much-needed human dimension. People do not always travel autonomously. Gender equality in transport means designing for the way people really move – with Vrsac dependants, accompanying people in need, and/or with male chaperones due to fear 4 about personal security. • Giving meaning to the laws of the country. The Western Balkans have strong antidiscrimination and gender safety laws, yet Nis compliance with and enforcement of them are major challenges. Strengthening enforcement capacity at all levels will give these laws substantive weight, strengthening 10 the social and economic fabric of the region. Benefits of women working in rail transport e pre- and during-COVID* • Transport innovation and modernization are where future jobs, investment, and money will be. 15.2 These opportunities should flow to both women and men. Women’s involvement is vital for them to remain relevant at work, and be involved in shaping society. Experience DURING 15.3 in rail operations is a well-established pathway to accessing senior management roles in the sector. COVID • Women are good at transport. Women have a clear aptitude for work in transport operations. They are often noted for their reliability and safety practices. They drive heavy vehicles and use equipment Men Women in ways that save on maintenance costs. Though under-researched, women have significant potential to adopt energy-saving driver practices as part of decarbonization measures. • The workforce is aging. A significant portion of rail workers in Europe are over 50, and fewer people are entering the sector (Pomoni et al. 2020). The COVID-19 crisis has exacerbated this issue for operators in ECA (ILO 2021). Increasing the share of women working in rail transport companies is vital for continuity and growth, and will ensure access to a large, qualified talent pool for the industry. • Engaging more women in the rail industry can help speed the transition to green mobility. The critical challenges of energy transition, including modal shifts and commitment to sustainable development goals, require fresh perspectives. Women bring capabilities and insights that are needed for transitioning to the sustainable transport networks of the future. Research including this study done in Serbia has shown that women regularly assign more importance to less polluting modes of transportation. Having more women engaged in the rail industry can help speed the shift to less carbon- intensive mobility modes. 12 pre- and during-COVID* 1. Introduction: Barriers and Futures 15.2 • DURING 15.3 Women's progress in transport challenges harmful gender stereotypes. COVID Women are often harshly judged for seeking equal treatment. Both men and women put expectations and pressures on women to conform to certain “right” roles and behaviors. However, many women no longer hold to this outdated way of thinking. Women’s greater participation in rail transport challenges ideologies that limit their Men Women potential. The rail sector provides skills and experience that can help women to thrive. Creating and changing the meanings and practices of gender will be freeing for both women and men. • Women’s involvement in transport is good for the sector. Women's greater involvement in rail transport is vital for rail operators as well as for Western Balkan society more generally. Work teams function better with a mix of men and women. There is a higher level of cooperation, motivation, and respect for each other at work. The rail sector as a whole is enriched by this improved dynamic. Restructuring and modernizing railways is not only about improving the physical infrastructure, but also about management practices—because gender inequalities are a form of mismanagement of human resources, driving down the efficiency of operators. • Transport is more than technical—it is about people and society. There are important public policy and social justice aspects of transport planning and projects that are often overlooked. Gender-responsive transport demands a more holistic understanding of transport’s role in society. By partnering and integrating with other sectors such as education, health, and climate action, rail transport can help address these larger issues. EDUCATIONAL IMPERATIVES Educational institutions, including business and social science schools, as well as STEM (science, technology, engineering, and mathematics) Major rail modernization requires a wide range faculties, and TVET schools can contribute to the of new and enhanced transport skills including: “future-proofing” of sustainable transport. • Green purchasing; Subjects which have sometimes been seen as • Transport planning for uncertainty; “non-essential” in engineering schools (such as • Urban planning and design; heritage, sustainability, and communications) • Environmental science; are now critical. This huge step-change in rail activity is an opportunity to rethink traditional • Human resource capacity building; education for transport roles and to ensure that • Health, human psychology, and educational institutions are adapting their curriculum to the expertise; and new landscape. • Knowledge of artificial intelligence and emerg- ing technologies. 13 WAYS TO GREEN MOBILITY: PERSPECTIVES ON WOMEN AND RAIL IN BOSNIA AND HERZEGOVINA AND SERBIA METHODS OF RESEARCH What could gender equality in transport education look like? • Critically rethinking academic subjects, Our research concerning travel in Serbia involved discourses, and theories to align with new two surveys: (1) telephone and online surveys of needs; the general population (both women and men) ages 18 and over (a total of 1,268 people), covering • Applying a gender lens to transport pedagogy, all potential and current transportation mode skills, and futures; users in Belgrade, Niš, and Vrsac; and (2) face- • Reviewing architecture and design training to to-face interviews with 251 rail transport users in have a major impact on modal shift: namely, April and May 2021. These findings were enriched inspiring and convivial spaces, family spaces, by qualitative interviews with 19 employees of and end-to-end connectivity; Srbija Voz and Infrastruktura železnice Srbije (the • Engineering practices that are socially aware entity responsible for the rail network in Serbia); and designed for women’s needs, including 7 one-on-one interviews; and a focus group with their safety needs; members of the general public. Several visual audits were also conducted by researchers at • Business and environmental science focused main train stations. on the just transition to renewables, including purchasing green energy, rail electrification, The research on women in rail in BiH involved and decarbonizing construction; desktop research, interviews with 25 male and • Driver training institutions that welcome female employees of Željeznice Republike Srpske women, with a focus on energy-saving (ŽRS) at various levels of the organization, as well driving; as analysis of documents provided by the company. • Gender balance in teaching staff; These interviews were conducted between May and September 2021. Researchers also conducted a site • Teaching the contributions of female scholars visit to the Banja Luka rail station in August 2021. and leaders in the field; • Giving all students exposure to the arts, In the context of the global pandemic, the research health, and sciences as part of a STEM degree. teams in both Serbia and BiH encountered difficulties in data collection; these are outlined in the methodology sections of each study. Suitable These changes are critical for attracting more workarounds were found to ensure insightful women to rail transport jobs and creating a pipeline findings. Nonetheless, the researchers acknowledge of female talent. They will raise the profile of that the pandemic did have an impact on survey transport sector professions among women. Strong findings and interviews. For example, the Serbian cooperation between employers and educational study recorded a significant drop in the number institutions will increase the enrolment of young of respondents using rail and other transport women in engineering and transport sector-related modes: about half of the respondents were not fields and improve pathways to jobs. commuting at the time of the study. In BiH, rail activities were also significantly disrupted by the Similarly, operators need to align with these new pandemic, impacting the morale and the work of education and job skill imperatives. Recruiting and employees. retaining women in the rail sector means giving them the support and autonomy to think and The researchers acknowledge that the use of work differently in the field—and the opportunity the binary categories of “men” and “women” in to innovate and solve problems in the technical both studies does not capture the full diversity and social aspects of the role. This is fundamental of gendered experiences in mobility. This should to designing better transport networks. also be viewed as a limitation of the research. 14 Source: Srbija Voz 2 RAIL TRAVEL IN SERBIA T his study on rail travel accompanies the The modernization process on which Serbia Serbia Railway Sector Modernization has embarked provides an opportune moment Project, which was initiated by the to identify and address a variety of barriers to World Bank and the government of Serbia in mobility for rail users. 2021. The project aims to improve the efficiency and safety of Serbia’s rail network, and to bring about a significant increase in the number of METHODOLOGY AND riders over the next few years. LIMITATIONS The Ministry of Construction, Transport and This study comprised both quantitative and Infrastructure (MCTI) of Serbia is respon- qualitative research. The quantitative part sible for the policy direction and funding included two surveys that the World Bank of railways. The Railways Directorate (RD) commissioned from the market research is the market regulator overseeing the company Ipsos: (1) a combined telephone and safety and interoperability of rail trans- online survey of the general population ages 18 port. Serbian Railways Infrastructure (IZS) and over (a total of 1,268 people), covering all is a state-owned enterprise (SOE) for infra- current and potential public transport users in structure management that is responsible Belgrade, Niš, and Vrsac; and (2) face-to-face for the construction, maintenance, and interviews with 251 railway users ages 18 and operation of the railway network. Serbia over in those same three cities. These two Voz is an SOE responsible for the orga- surveys were conducted in April and May 2021. nization and delivery of rail passenger transport services. And Serbia Cargo is an • The phone and online survey covered SOE responsible for the organization and potential and actual public transport users delivery of rail freight services. Decades of in Belgrade, Vrsac, and Niš. In addition low and nonstrategic investment, outdated to identifying a sociodemographic pro- management structures and practices, file of the respondents, this survey gath- and the neglect of maintenance have led ered information on their travel patterns to serious deterioration of the network on both public (bus, tram, railway) and infrastructure, obsolescence of the rolling private (automobile, motorcycle, scooter, stock, and poor quality of service. The bike) modes of transportation; explored government of Serbia has embraced an their travel motives and perceptions; and ambitious investment program aimed at established their pre- and during-COVID significantly improving the quality of rail- travel habits. way infrastructure over the next 5-10 years • The face-to-face (F2F) railway surveys were by increasing its focus on rail investments held at the Belgrade, Niš, and Vrsac train to improve a range of cross-cutting issues stations to analyze travel patterns and like safety, resilience, and digitalization preferences of the railway users, as well as (World Bank 2021). their perceptions of the quality of service in both train stations and trains. 17 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA FIGURE 1: Transport modes available in three cities in Serbia: Belgrade, Niš and Vrsac BELGRADE NIŠ VRSAC Population: Population density: Population: Population density: Population: Population density: 1,166,763 3,241 183,164 307 ppl/km2 52,026 262 ppl/km2 ppl/km2 Transport modes available: Transport modes available: Transport modes available: Bus Tram Bus Bus Regional- Regional- Regional- Trolleybus train/railway train/railway train/railway Taxi/cab BG:Voz Taxi/cab Taxi/cab (within Belgrade) Ridesharing Ridesharing Ridesharing services services services Source: The Census of Population, Households and Dwellings of Serbia, 2011. The selection of the cities was guided by the discussion with six actual and potential users priorities of the Serbia Railway Sector Modernization of the Belgrade-Niš train route, including both Areas for improvement of rail service f or all individuals Project; their overall relevance for rail passenger women and men. transportation in the country; and the feasibility of conducting research during the pandemic. Finally, a visual infrastructure audit was conducted by visiting the train stations in Belgrade, Niš, and All three cities offer a range of mass transit options, Vrsac, and their surrounding areas. Perceptions of such as bus, taxis, and ridesharing services, as well the infrastructure and facilities obtained through as regional trains. Additionally, in Belgrade there interviews with users and employees of Srbija are trams and trolleybuses 5%as well as BG:voz, which5% Voz were corroborated during 6% these visual audits. Better lighting in the train, better Better cleanliness in the train Strengthen security at the station and in trains is a commuter heating, rail that provides WiFi connection, bar a mass-transit (compartments, toilets) (security workers and police officers) service only within Belgrade. The research methods used, and dimensions covered, are summarized in Figure 2. These quantitative surveys were complemented by a qualitative component that provided deeper Due to the COVID-19 pandemic, the researchers insights into how the rail experiences differ by were unable to conduct in-person household gender. Researchers interviewed 19 staff members surveys as planned; they had to switch to an online of Srbija Voz and Serbian Railways Infrastructure and phone approach, along with a limited sample 8 19% (IZS) , representing various roles and departments 19% of in-person interviews28% conducted in stations. The Better arranged and equipped stations (benches, Better tracks/high-speed More train departures/ including vehicle maintenance, driveways, escalators, security, station platforms, restaurants) change in the research trains / less delays format more diverse lines resulted in shorter management, marketing and media, legal affairs, questionnaires with fewer questions; this impacted and human resources. They also conducted seven the level of analysis that was possible. one-on-one interviews and one focus group 8 IZS is responsible for the construction, maintenance, operation and management of the railway network. 18 2. Rail Travel in Serbia FIGURE 2: Research Methods Used, and Dimensions Covered Topics covered: Survey 1: • Sociodemographics Online and phone survey: • Travel patterns Focus on both current and • Travel motives/frequency/duration potential public transport users • Pre-COVID-19 travel patterns Quantitative research: Analysis of travel patterns, motives and perceptions Topics covered: • Sociodemographics • Railway travel patterns (frequency/trip Survey 2: purpose/availability) F2F in stations: Focus on • Availability and quality of amenities (stations railway users and trains) • Safety and personal security in trains and stations • Other service quality dimensions (punctuality, cleanliness…) Qualitative research: Topics covered: One-to-one interviews with Srbija Voz staff and focus • Availability, affordability, accessibility and safety and personal security of rail service group discussion with rail • Extent to which service planning considers gender internally in Srbija Voz users • Recommendations to improve rail service Infrastructure audit: Topics covered: Belgrade, Niš, and • Assessed availability and current status of services (e.g., signage) and amenities (e.g., Vrsac stations and their vending machine) in the station surrounding areas • Checked surroundings around the stations (e.g., accessibility to the stations). Source: Authors of this report 19 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA GENDERED MODAL SPLIT: PUBLIC see in the Figure 8, which reflects both public AND PRIVATE TRANSPORT health directives and individual concerns about using public transport for both genders. Everywhere in the world, statistically women make a higher proportion of trips using public PRIVATE TRANSPORT transportation and/or on foot. Percentages may differ depending on the level of private car and motorcycle use in the country, but this general AUTOMOBILES pattern remains consistent. By contrast, men make more trips by car, motorcycle, and bicycle. Figure Our survey found that the majority of men (71 3 shows that this is the case in Serbia; women percent) who live in a household that has a car are more reliant on public transport, while more (69 percent) have the car registered in their name, men use cars, bicycles, scooters, and motorcycles. compared with 23 percent of women. There are also A small share of women and men use BG:Voz and significant gender differences in the possession of tram (available only within Belgrade) and intercity driving licenses: five times more men than women rail for daily commuting; each represents less than hold a driving license in these households. Men one percent of the modal share. state significantly more often than women that they use the car mostly for “both leisure and Figure 3 shows that half of the population at the commuting,” or “mostly to commute.” Significantly time of the survey was not commuting and reported more women than men reported not using the to be working from home. The pandemic has led car because they do not have a driving license. to a decrease in public transport use, as we will FIGURE 3: Gendered Modal Split–main transport mode used for daily commute in Belgrade, Niš and Vrsac Other, Other, 4% 4% Bus, Bus 18% 24% Not commuting/ Not commuting/ Working from home, Working from home, 42% 51% Own car, 26% MEN WOMEN Own car, 14% Walking, Cycling, Walking, 6% 3% , Cycling, 7% 1% Source: Phone and online survey, Serbia. Base population: 1268 respondents. 601 men, 667 women Note: Includes both public and private transport. BG:Voz is a commuter rail that provides a mass-transit service only within Belgrade. Category “Other” includes trolleybus, taxi/cabs, scooters and/or motorcycles, BG:Voz, tram and rail with each representing one or less than one percent. Transport modal split by gender and %, Belgrade, Nis and Vrsac 67.6 39.8 20 56.1 TAXI/ 31.2 RIDE-SHARING BUS CAB SERVICES 7.2 10.1 2. Rail Travel in Serbia MOTORCYCLES AND SCOOTERS Gender-specific barriers to cycling: Globally, Only 8 percent of the respondents of the online and telephone study state that their household the safety risks of cycling are one of the main has at least one motorcycle or scooter. These reasons deterring females from considering respondents tend to be young (18 to 29 years it as a travel option. Traffic conditions, driver old), employed, in a household that consists of aggression, and the lack of segregated cycling a married couple with grown up children, in Niš, infrastructure affect everyone, but have a or in the more suburban and remote parts of the greater impact on women. In addition, strong agglomeration. As with cars, in these households culturalconstraints in many countries discourage significantly more men (52 percent) than women (12 women from cycling. Women often do not know percent) have a motorcycle or scooter registered how to cycle, and many cannot afford a bike. under their name. Both vehicles are used mostly for Due to women’s trip-chaining patterns, bike- leisure, and no gender differences were registered sharing schemes are not often affordable for on their purpose. women unless their price structures are set to incentivize short trips, or unless bike-share fares are integrated into other public transport Car, motorbike, and scooter ownership levels fare structures. These barriers suggest that are higher in households where respondents do unless efforts are mobilized to design cycling not use public transport: 61 percent of public infrastructure and services with the specific transport users' households own a car; this needs of both women and men in mind, women share rises to 87 percent for those who do not will likely not benefit in the same way as men use public transport. Only 6 percent of public from the enhanced focus on active mobility transport users’ households own a motorbike that has been triggered by COVID-19. or a scooter, compared with 12 percent for non-public transport users' households. This suggests that the lack of alternatives is positively associated with public transport use. PUBLIC TRANSPORT BICYCLES MODAL CHOICE AND FREQUENCY Overall, significantly more men (63 percent) than women (50 percent) own bicycles. Both men and About 71 percent of all respondents use public women use cycling primarily for leisure. These transport, which includes a range of modes findings are in line with other studies that have available in Belgrade, Niš, and Vrsac: buses, trains found that globally fewer women than men cycle (including BG:Voz in Belgrade), taxis, and ride- for a range of reasons including, but not limited sharing services. to, higher risk aversion toward potential accidents and greater safety concerns (Garrard, Handy, and Significantly more women than men use public Dill 2012; Gulsah, Fischer, and Mi 2013; Prati et al. transport currently: 76 percent versus 65 percent 2019) and this risk aversion appears to influence for all modes. travel decisions, with women being known to commute shorter distances than men (Dickinson et al. 2003). 21 Walking, Cycling, Walking, 6% 3% , Cycling, 7% PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA 1% FIGURE 4: Transport Modal Split by Gender and Percentage Transport modal split by gender and %, Belgrade, Nis and Vrsac 67.6 39.8 56.1 TAXI/ 31.2 RIDE-SHARING BUS CAB SERVICES 7.2 10.1 The case of Belgrade* 45.1 34.3 45.1 7.4 BG:VOZ TRAM TROLLEYBUS 31.9 12.5 Men Women Source: Phone and online survey, Serbia. Base population: 1268 respondents. 601 men, 667 women. * BG:Voz, Tram and trolleybus used on a monthly or yearly basis Buses are the most-used public transportation of availability of public transport is the main mode with 68 percent of women using it compared reason for the low share of public transport users to 56 percent for men (see Figure 4). in Vrsac, while overcrowding is the main reason some respondents avoid it in Niš. The differences About two-thirds of public transport users are in availability and service quality of transport in students, retired people, and residents of Belgrade. different parts of the country has clear implications The third who do not use public transport tend to for its use. This indicates the need for tailored be in one of the following groups: between 30 and interventions. 44 years old; employed; married, with children; or living in Niš or its agglomeration. These findings Significantly more men than women use BG:Voz reveal some of the shortcomings of the public on a monthly or yearly basis. More women than transport system, such as a lack of availability in men reported that they never use the service, or rural areas, as well as the challenges of meeting that it is not available to them. the complex travel demands of some user groups, for example, couples with children. There is no significant difference between gender in terms of the frequency of use of other public The study revealed significant differences between transport modes in Belgrade such as tram and the three cities: public transport is currently used trolleybus. by 84 percent of the respondents in Belgrade, followed by 75 percent in Niš, and 40 percent in Vrsac. As we will see later in this report, the lack 22 2. Rail Travel in Serbia DECIDING TO USE, OR NOT USE, PUBLIC Women’s mobility choices are subject to a TRANSPORTATION “pink tax.” More women than men use taxis (40 percent versus 31 percent), which tends Among people who use public transport, about to be one of the most expensive modes of 40 percent use it because they do not have transportation. This is in line with literature another travel option; about 35 percent consider from other countries indicating that women are it to be convenient; and 20 percent perceive it willing to pay a “pink tax”—the extra amount as an affordable means of transportation. Not their gender pays for certain products or services surprisingly, women more often than men (44 (Kaufman, Polack and Campbell 2018)—in this percent vs 32 percent) state that they do not have case for transportation. They are willing to be any other option to travel (see Figure 5). This “taxed” for safe travel and/or caretaking reasons, view is more prevalent among people who have or to reduce their amount of walking. a primary or lower level of education, as well as those who live alone. The convenience of public transport is more frequently noted by students (38 percent). Younger respondents (18 to 29 years old) cite affordability the most often. FIGURE 5: Riders’ Main Reason for Using Public Transport 32% I don't have any other option to travel 44% 33% It is convenient 31% 22% It is affordable 17% 11% It saves me time 7% 2% Other 1% Men Women Source: Phone and online survey, Serbia. Note: Base: General population—men who currently use public transport, N=509. General population—women who currently use public transport, N=601 Statistically significant differences between men’s and women’s responses. I don't need it 45% 47% It is not available near me 19% 27% Not reliable in term of frequencies 13% 3% it is too crowded 12% 8% It is too expensive/ I cannot afford it 3% 3% It is not safe 2% 3% It is not clean 1% 2% Other 5% 7% Men Women 23 Men Women PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA 32% I don't have any FIGURE 6: Main Reasons other for Notoption to travel Using Public Transport 44% I don't need it 33% 45% It is convenient 47% It is not available near me 19% 31% 27% Not reliable in term of frequencies 13% 22% It is affordable 3% it is too crowded 12% 17% 8% It is too expensive/ I cannot afford it 3% 3% 11% It saves me time 2% It is not safe 3% 7% It is not clean 1% 2% Other 5% Other 1% 7% Men Women Men Women Source: Phone and online survey, Serbia. Note: Base: General population—men who are currently not using public transport, N=209. General population—women who are currently not using public transport, N=158. Statistically significant differences between men’s and women’s responses. As Figure 6 shows, the most commonly cited reason of respondents in Belgrade and 8 percent in Niš. for not using public transport was “not needing” In Niš crowdedness (reported by 20 percent) was 45% it (with this result very possibly influenced by I don't need it the second most important47% reason for not using the pandemic). AfterIt is that, respondents not available near me noted 19% transport, after “not needing it.” public 27% a lack of availability nearby, Not reliable in term of with more women frequencies Work 13% 37% 3% 31% than men citing this reasonit(27 crowded versus 1912% TRIP PURPOSE 28% is toopercent AND DURATION Household care (Shopping...) percent). Interestingly, significantly more men 8% than It is too expensive/ I cannot afford it 3% 29% women name insufficient frequency of service 3%as a 19% Significantly more men than women (37 percent Recreational 2% Activities/ It is not safe Social 17% main reason for not using public transport. 3% These vs. 31 percent) 11% use public transport to commute 1%Health It is not clean insights underscore how trip purpose, destination, 2% to and from 17%work, while more women than men 5% 5% and transport expectations differ for men and Other Education 7% (70 7%percent vs. 63 percent) use it for “mobility of women. Men care”--for Women example, to do household chores, or Men for health, Women children’s education, or recreational Apart from gender differences, this question also reasons--which is performed predominantly by revealed variations among the cities. About 34 women. Within these care categories, there is a percent of the respondents in Vrsac cited lack statistically significant gender difference for trips of availability of public transport as a reason for made for health purposes (see Figure 7). not using it. This is compared to only 12 percent FIGURE 7: Main Purpose of Trips Using Public Transport Work 37% 31% Household care (Shopping...) 28% 29% Recreational Activities/ Social 19% 17% Health 11% 17% Education 5% 7% Men Women Source: Phone and online survey, Serbia. Note: Base: General population—men who currently use public transport, N=509. General population—women who currently use public transport, N=601. 24 2. Rail Travel in Serbia Women spend less time in transit (including all and 14 percent of men combined transport modes trips made using both public and private modes) four to five times per week (CBGE and MCTI 2019). compared with men. Two factors could explain The difference between the findings of these two this finding: one is that women are more likely studies could be due to COVID-19, which caused than men to travel to nearby locations to perform both women and men to reduce public transport “mobility of care” duties, resulting in less overall use to a minimum. transit time. Second, men more than women tend to commute to work at further-away locations. These differences in travel time and purpose PRE-COVID TRAVEL (EXCLUDING indicate that there are socially driven gender norms RAIL) at play that confine women to family-related travel and limit their job opportunities. Before the coronavirus pandemic, about 75 percent MULTIMODALITY of the respondents used buses for transport, and 50 percent their own cars. Twenty-one percent of men and 29 percent of women who use public transit ride at least once The pandemic led to a decrease in public transport daily. However, the share of those who use more use and slight increase in car use by both genders than one transport mode daily is the same for (see Figure 8); this probably reflects the health each gender. This is at odds with another study concerns of those using public transport as well on Gender Equality in Transport done in Serbia, as an increase in the working-from-home trend which found that women were more prone to for both genders. multimodal trips than men: 20 percent of women FIGURE 8: Gender Differences in Bus and Car Use, Pre-COVID and During COVID Share of bus users 72.20 79.80 67.60 DURING 56.10 PRE-COVID COVID Men Share of car users Women 42.30 56.60 44.30% PRE-COVID DURING 58.40 COVID Source: Phone and online survey, Serbia. Base population: 1268 respondents. 601 men, 667 women. 25 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA RAIL TRANSPORT Purpose Frequency The most frequently mentioned main purpose of rail transport use was recreational or social Many rail transport users do not travel via rail activities (see Figure 9) followed by work, household every day: only about 20 percent use it daily; 40 care, and education. percent on a weekly basis; and 25 percent at most every quarter. More men than women named work and health as their main purpose for using rail transport services. Women were ahead of men in household care and education categories. FIGURE 9: Main Purpose of Trips by Rail Recreational/Social 38% 38% Work 35% 22% Household care (Shopping...) 13% 20% Education 8% 13% Health 4% 2% Other 3% 5% Men Women Source: Face-to-face survey in railway stations, Serbia. Note: Base: male railway users, N=120; female railway users, N=131. Statistically significant differences between men’s and women’s responses. 76% Important 84% Not important 23% 13% 2% Don't know 3% Men Women Areas for improvement of rail service by gender More train departures / more diverse lines 1 1 More train departures / more diverse lines Better tracks / high-speed trains / 2 2 Better arranged and equipped stations (benches, driveways, escalators, fewer delays platforms, restaurant) Better arranged and equipped 3 3 Maintenance of hygiene at the station Photo: ©Shutterstock stations (benches, driveways, (garbage cans, more toilets, more escalators, platforms, restaurant) regular cleaning ...) Better cleanliness in the train 1 1 Better lighting in the train, better (compartments, toilets) heating, WiFi connection, bar Strengthen security at the station and in trains (security workers and 2 2 Better cleanliness in the train 26 (compartments, toilets) police officers) Better lighting in the train, better 3 3 Better security at the station and in trains (security workers 2. Rail Travel in Serbia RAIL TRANSPORT USE BEFORE AND Both pre-COVID and current figures show scope DURING THE COVID-19 PANDEMIC for encouraging an uptake in use of rail services, especially in the context of “building back better.” With an eye to the aftermath of COVID, governments The study recorded a significant drop in the number are striving not to simply restore things as they of respondents using rail services (including were, but to build better social systems, economies, BG:Voz) during the COVID-19 pandemic—from the and environments. Encouraging more sustainable pre-COVID rates of 21 percent to the current 9 transport modes, such as rail transport services, percent. No significant gender differences existed fits well with this imperative. in pre-COVID times (see Figure 10). FIGURE 10: Rail Use by Gender Rail use for daily commute 10 8 By city Belgrade 14 9 Vrsac 3 4 Nis 8 10 Rail use pre- and during-COVID* 21.3 15.2 PRE-COVID 20.3 DURING 15.3 COVID Men Women Source: Phone and online survey, Serbia. Base population: 1268 respondents. 601 men, 667 women. *The share of people who use rail at least once every quarter 27 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA RAIL TRAVEL EXPERIENCE: to get to railway stations, which is something that INDIVIDUAL PERCEPTIONS can be explored in terms of the availability of affordable, or any parking space in train stations. The previous sections highlighted gendered The study did not record any significant gender differences in transport mode choices. This section differences in the modes of transportation used explores whether these choices are shaped by to reach stations through the F2F survey. Both individual preferences, or by the characteristics women and men potential rail users in the online (advantages and drawbacks) of public transport- and phone surveys indicated that they would use -in this case rail services—and whether they affect rail services if stations were better connected to individual choices. their departure and destination points. The graphs and tables in this section are based on data collected in the face-to-face (F2F) inter- The first-mile connectivity in this study views conducted in stations, except where noted determines the travel modes used—either otherwise. private or public—to reach a railway station. This is an important component of the overall experience of a transit user. First-mile FIRST-MILE CONNECTIVITY connectivity impacts ridership. Improving the travel options to get to railway stations can A little over half of respondents reported that they also be an opportunity to develop active travel need more than 15 minutes to reach the railway modes such as cycling and walking. Enhancing station, with 21 percent of users needing at least 30 bus connectivity is important for women due minutes to reach the closest railway station from to their greater reliance on public transport home. It is of note that railway stations are typically and lower level of car ownership. Also, while located much farther away than other modes of it is not always within the immediate scope public transportation, which for more than half of transport operators, first-mile connectivity of respondents are less than five minutes away. is vital to growing rail transport patronage, and should be seen as a necessary business There are important differences between the development expenditure. cities surveyed in the time needed to reach rail stations: railway users from Vrsac more often needed between 5 to 15 minutes to reach the About 30 percent of users reported that once they station (48 percent). Those from Niš were more arrive at a railway station they wait less than five likely to require 15 to 20 minutes (55 percent), while minutes for the train’s arrival. More than 50 percent a large share of railway users from Belgrade (36 wait 5 to 15 minutes, while 14 percent wait 15 to 30 percent) need more than 30 minutes. minutes. This suggests that the train schedules are mostly adhered to and, as this study confirms, Railway users usually reach the station by bus, train reliability is highly rated by respondents. car, or, as the preferred alternative, by walking. Respondents do not use motorbikes or scooters 28 2. Rail Travel in Serbia ACCESSIBILITY WITHIN Which THE RAILWAY of the following applies to train stations? Railway to users' responsesby encounter gender attitudinal and more or different STATION environmental barriers. Designing for older citizens Becomes more affordable 52% creates intergenerational 45% mobility, which makes Lack of escalators, walking paths and pavements, transport spaces more 58% welcoming and safer to Becomes safer staircase ramps, and available parking space at or use for everyone. 49% near stations were among the Has better concerns related to frequency 56% 51% accessibility that rail users mentioned frequently 58% Becomes more comfortable (see Figure 11). Over 80 percent of all railway STATION SERVICES 52%AND AMENITIES users mentioned “no escalators” Becomes more reliable and over 60 61% Some gender differences 57%were revealed when user percent highlighted the lack of ramps on staircases. views about station services63% and amenities such as These results indicate Has thatbetter coverage some potential users— 62% 66%ticket purchases, toilets, digital information, online including Has people with better first disabilities & last mile connectivity —are likely 65% were explored. and real-time information displays being excluded from this mode of transportation Most of the concerns expressed were shared by because they face hurdles moving around the Men Women both women and men, but some were differently station. There are no significant gender differences prioritized. For example, men more frequently when it comes to the Enrolment perception of accessibility of students in RS by field of study and gender (2018/2019) mentioned that toilets in the train station were within the train station, which suggests that men Information and Communication Technologies often out of service, while women’s main concern as well as women find accessibility within stations Engineering, Manufacturing and Construction was a lack of access to baby-changing facilities. frustrating. It may also point to women’s familiarity Some of these findings were corroborated by audit with and endurance of adverse conditions for baby Services visits to the three stations. buggies and shopping caddies. Agriculture, forestry, fishing Arts and Humanities However, the study revealed interesting differences AFFORDABILITY OF RAIL Business, Administration and Law by age group. Significantly more people ages 60 and over (22 Social percent) sciences, reported Journalism that the escalators and Information Close to 70 percent of rail users in the F2F surveys are not easy Natural to find Sciences, or easy Mathematics to reach, compared and Statistics maintained that rail is an affordable mode of with about 10 percentHealth of all of the younger age and Welfare transport, with users spending on average 2,124 groups combined. This confirms the need to RSD per month on this mode, or about 5-7 percent Education design rail infrastructure and services for age- of an individual’s monthly income. Only 35 percent 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% related and diverse needs. Older people tend of general population respondents shared this Men Women FIGURE 11: Accessibility Features in Train Stations 81% 18% 1 There are hardly any escalators/ There are no escalators at all 69% 30% 2% Walk paths and pavements exists but are in very bad condition 63% 34% 3% There are no ramps on staircases 57% 41% 2% There is hardly any walking path available 12% 83% 5% There are escalators, but they are not easy to find and/or to reach 11% 61% 28% Elevators are often out of service Yes No Do not know Source: Face-to-face survey in railway stations, Serbia. Note: Base—Total target population of railway users, N=251. 29 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA view. This illustrates that those who do not find SAFETY AND PERSONAL SECURITY trains affordable tend to not use them. There are no gender differences between rail users regarding Note on terminology: In this study “safety” refers their average monthly spending on rail. However, to infrastructure deficiencies in stations and given that women in Serbia earn on average 9 trains that could lead to accidents in the station, percent less than men, there is a greater financial or risky settings, such as big gaps between the impact on women (Statistical Office of the Republic train and the platform, or unsafe staircases; of Serbia 2020). This is amplified by the fact that while “personal security” refers to vulnerability women are more likely to use public transport to sexual harassment, physical or verbal assault, daily compared with men, which also represents robbery with use of force, and other crimes. an increased total financial burden on women. Safety and personal security: In the station and Averaged across the three cities, 49 percent of in the train, almost all railway users participating the respondents of the general survey spend in the F2F survey (97 percent) said that they feel less than 10 percent of their monthly earnings “somewhat safe” (39 percent) or “very safe” (58 on transport (all transport modes combined. percent) from injury or death caused by accidents Eighteen percent spend on average 10 to or risky settings such as big gaps between the 15 percent of their income on transport, an trains and the platforms. When it comes to gender amount more often mentioned by residents differences, however, fewer women than men feel of Vrsac (24 percent); 8 percent spend 15 to 20 “very safe” in the station (61 percent of men vs. 54 percent; while 3 percent spend between 20-25 percent of women) and in the train (68 percent percent; and 2 percent more than 25 percent of men vs. 59 percent of women). There is also a of their earnings on transport costs. On the gender difference on the issue of personal security, other hand, 13 percent of people stated that that is the danger of being the victim of crime they currently do not spend any money on or harassment: only 40 percent of women feel transport, which may be in part explained “very secure” in the train station vs. 62 percent by the COVID-19 pandemic. The remaining 7 of men, and when riding in trains, the figures are percent refused to answer the question. 44 percent of women vs. 63 percent of men. This corroborates insights obtained from interviews and focus group discussions. These figures regarding the affordability of transport Experiences of sexual harassment:9 Most survey and its share of the respondents’ income should respondents in the online and telephone surveys be interpreted with caution, given that about half (84 percent) said they had neither experienced nor of the population at the time of the survey was witnessed sexual harassment in a station or train; not commuting and was reported to be working 7 percent stated that they have experienced or from home. Importantly, global evidence shows witnessed it, and a nonnegligible share (9 percent) that the pandemic is affecting women with young preferred not to answer. Twenty-one percent of children the most, forcing them to reduce their respondents reported having heard of someone work hours or leave jobs altogether. At the same experiencing it. This question reveals significant time, women with children have some of the most gender differences: more women than men say they complex travel needs and highest travel costs. have experienced harassment in a station or train 9 The study’s face-to-face interviews in stations did not directly explore the question of sexual harassment. This was due to concerns of underreporting of this sen- sitive issue in this face-to-face exchange associated with the presence of the interviewers, safety of both respondent and interviewer, as well as time constraints due to the survey format. However, the interviews covered related topics about safety and personal security which did provide interesting insights (as reported above). The matter of sexual harassment was directly addressed in the phone and telephone interviews. 30 2. Rail Travel in Serbia (6 percent compared with 2 percent). Interestingly, systems (NASEM 2011). Providing more police and younger respondents (ages 18-29) reported that staff presence is usually costly, while cameras are they have heard of someone experiencing sexual cost-effective investments if they are monitored, harassment more than the older age groups, and if staff respond to incidents. Currently, it is suggesting that young people see this issue as less not possible for rail users to send incident alerts taboo and discuss it among their peers. Perhaps through mobile applications, panic buttons, or younger people also define harassment differently other means in stations or trains. Also riders are than older people. It also reflects the fact that not provided with any information on what steps younger people can be particular targets of this to follow in case of an incident. behavior. It is notable that the study found no sexual harassment policy that deals with incidents Using technology to collect and analyze sex- in stations and trains. disaggregated data on key parameters that impact safety in public spaces, and using Young women in the focus group discussion this data to improve safety is important for emphasized that they feel a certain discomfort an underreported phenomenon like sexual when trains and stations are quite empty or when harassment. There are mobile reporting there are noisy men in the trains. applications that address this issue operating Presence of security personnel in the station: in Serbia and globally, and they can be modified Around 50 percent of rail users said there are no (if they are open source), or can be explored visible security guards or police in the stations or for inspiration. For example, the “Safe2School” the surrounding areas. About 25 percent stated application10 is a user-friendly crowd-sourcing that there are security guards or police within mobile phone app that has been successfully hailing distance, with the remaining 25 percent tested in Serbia. It provides a platform for saying some security guards or police are visible users (primarily children, parents, and school in the surrounding area, but not nearby. This is employees) to mark unsafe or unsecure an important point given the feelings women locations along the children’s commute from reported of feeling insecure in trains and stations, home to school and back.  especially at night. Differences between daytime and nighttime travel Interestingly, the passengers interviewed in the decisions and perceptions: About 35 percent of focus group thought that interventions such as railway users do not travel at night at all. Women lighting and security cameras had limited impact railway users feel significantly more uncomfortable in reducing women’s safety concerns, compared in stations and trains at night, and avoid them with the visible presence of police or company whenever possible, or go there only with an escort. employees. And while it was not possible to This implies that many women users are missing determine the true effect of video surveillance on out on rail trips and life opportunities, or that they users’ perception of security in this study, electronic will have to pay a “pink tax” on travel since they video surveillance is generally considered as part of often need to find a more expensive alternative crime prevention strategies enhancing both users’ mode of transportation in order to get to their and employees’ perception of safety in rail transit destination safely. 10 This app was developed with the financial support of the multi-donor Global Road Safety Facility hosted by the World Bank 31 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA OVERALL SATISFACTION WITH PREFERENCES OF CURRENT RAILWAY RAIL, AND PATHWAYS FOR USERS IMPROVEMENT Recreational/Social 38% When asked what38% could be improved regarding Work 35% of rail travel, users most often the general quality 22% mentioned the desire for more frequent train The F2F survey results showed that railway 13% Household care (Shopping...) departures and more lines to a greater number users are significantly more satisfied with the 20% 8% of destinations (28 percent). Other frequently rail system than those members Education of the general 13% mentioned suggestions were better tracks/high- public who were surveyed in the telephone and speed trains/fewer delays; and more well-arranged online surveys (82 percent versus Health 374% percent). 2% and well-equipped stations, followed by better Only about 20 percent of rail users stated their Other 3% cleanliness at the station. dissatisfaction with the service. Among 5% members of the general public who are generally satisfied with the railway system, there are significantly Men Women tracks, high-speed trains, and fewer Better more older respondents (ages 60 and over); those delays were more often suggested by men (31 who are retired; or residents of Niš. percent versus 14 percent of women), whereas more well-arranged and well-equipped 76% stations Important (more benches, driveways, escalators, platforms, In the general population men are significantly 84% more likely to be satisfied with the railway system restaurants) were more often cited by women (31 23% than women (40 percent of Not men vs. 34 percent of important percent versus 12 percent of men). This further women). But among men and women who use rail, 13% indicates that there are significant gender there is no significant difference in 2% satisfaction differences in terms of expectations and needs Don't know rates. The close numbers may be attributable 3% to (See Figure 12). the small sample size, which reduces the statistical Men Women power of the results. FIGURE 12: Areas for Improvement of Rail Services by Gender Areas for improvement of rail service by gender More train departures / more diverse lines 1 1 More train departures / more diverse lines Better tracks / high-speed trains / 2 2 Better arranged and equipped stations (benches, driveways, escalators, fewer delays platforms, restaurant) Better arranged and equipped stations (benches, driveways, 3 3 Maintenance of hygiene at the station (garbage cans, more toilets, more escalators, platforms, restaurant) regular cleaning ...) Better cleanliness in the train 1 1 Better lighting in the train, better (compartments, toilets) heating, WiFi connection, bar Strengthen security at the station and in trains (security workers and 2 2 Better cleanliness in the train (compartments, toilets) police officers) Better lighting in the train, better 3 3 Better security at the station and in trains (security workers heating, WiFi connection, bar and police officers) Top three areas named for improvement Least three areas named for improvement Source: Phone and online survey, Serbia. Base population: 1268 respondents. 601 men, 667 women. 32 2. Rail Travel in Serbia Preferences of current rail users also differed by Concerns about poor connectivity to train stations cities. Fifteen percent of Belgrade rail users cited were also confirmed in focus group discussions the need to tighten security at train stations and with rail users. For example, users on the on trains, but this issue was not highlighted by Belgrade-Niš rail line noted that Niš has no public rail users in the other two cities. Three times more transportation that goes to the train station so users from Niš than from the other two cities people must organize their own way of getting mentioned the need for better tracks/high-speed there. Given that fewer women than men have trains/fewer delays. More frequent train departures cars, lack of connectivity to the station may be and more diverse lines was a top priority for deterring women who would otherwise choose respondents in all three cities. to use rail as a frequent travel mode from doing so. Other respondents in the focus group pointed PREFERENCES OF POTENTIAL USERS out that the main Belgrade station, Prokop, is not well connected to the city’s public transportation When asked what rail transport (including BG:Voz) network. could do to attract people who do not currently use these modes of transportation, respondents most We noted gender differences in answer to the frequently suggested that rail services should have question about what would be sufficient to better first- and last-mile connectivity, followed encourage the use of rail transport for commuting. by more extensive coverage, and greater reliability Results from the online and phone surveys indicate (see Figure 13). More than half of all respondents that women more often stated that rail transport said that improvements in comfort, safety, and should be more affordable, comfortable, and safe. frequency would draw more passengers. Increased Among people who do not use public transport, an affordability of rail transport was mentioned by increase in safety was mentioned more often by about 50 percent of the respondents. women than men (53 percent versus 42 percent). This shows that women’s safety concerns may be limiting their use of rail transport services. FIGURE 13: What would Which encourage of the you toto following applies use rail train transport stations? to commute? Railway users' responsesby gender Becomes more affordable 52% 45% Becomes safer 58% 49% Has better frequency 56% 51% Becomes more comfortable 58% 52% Becomes more reliable 61% 57% 63% Has better coverage 62% Has better first & last mile connectivity 66% 65% Men Women Source: Phone and online survey, Serbia Enrolment Note: Base: General population—men of students who currently RSrail inuse do not field of study bytransport and gender to commute, N=542. (2018/2019) General population: Women who currently do not use rail transport to commute, N=614. Information and Statistically Communication significant Technologies differences between men’s and women’s responses. Engineering, Manufacturing and Construction Services Agriculture, forestry, fishing Arts and Humanities 33 Business, Administration and Law PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA PREFERENCES FOR GREENER “very important” that their means of transport MODES pollute as little as possible, while 32 percent find it to be “important.” Among railway users in F2F interviews, support for this view is even higher: about 65 percent say it is “very important,” with Understanding the environmental preferences users from Niš showing near universal support of transport users in general and rail users (96 percent). in particular, andRecreational/Social whether such preferences 38% 38% differ by gender or other characteristics such No gender differences were found in the in-person Work 35% as age, can illuminate the drivers of mobility interviews 22% concerning interest in transport that patterns. This 13% can help structure project, policy, Household care (Shopping...) pollutes as little as possible. However, responses and advocacy work in support of less carbon- 20% in the phone and online surveys revealed intensive mobility modes. Education 8% gender differences, with more women than men 13% considering the least polluting modes to be Health 4% 2% important (see Figure 14). This finding is in line Almost 50 percent of the general 3%population in with literature indicating that women are more Other the online and phone interviews 5% felt that it is favorable to adopting solutions that support Men Women FIGURE 14: Importance of Less Polluting Forms of Transportation (In Serbia, by gender) 76% Important 84% Not important 23% 13% 2% Don't know 3% Men Women Source: Phone and online survey, Serbia Base: General population—total men, N=601; general population—total women, N=667. Statistically significant differences between men and women’s responses. Areas for improvement of rail service by gender More train departures / more diverse lines 1 1 More train departures / more diverse lines Better tracks / high-speed trains / 2 2 Better arranged and equipped stations (benches, driveways, escalators, fewer delays platforms, restaurant) Better arranged and equipped stations (benches, driveways, 3 3 Maintenance of hygiene at the station (garbage cans, more toilets, more escalators, platforms, restaurant) regular cleaning ...) Better cleanliness in the train 1 1 Better lighting in the train, better (compartments, toilets) heating, WiFi connection, bar Strengthen security at the station and in trains (security workers and 2 2 Better cleanliness in the train (compartments, toilets) police officers) Better lighting in the train, better 3 3 Better security at the station and in trains (security workers heating, WiFi connection, bar and police officers) Photo: ©Shutterstock Top three areas named for improvement Least three areas named for improvement 34 2. Rail Travel in Serbia sustainable mobility (Scholten et al 2019). Of the age group; older respondents express a stronger three cities studied, Vrsac had the highest number preference for transport modes that pollute less of respondents reporting that they saw this issue (see Figure 15). One possible explanation for this as important. could be that younger respondents have less disposable income, and the data suggest that Further analysis of the responses indicates younger people view traveling by train as more significant differences when broken down by expensive than older people do. FIGURE 15: Importance of Less Polluting Forms of Transportation (In Serbia, by age group) 100.0% 87.5% 85.2% 80.0% 75.0% 67.6% 60.0% 40.0% 31.1% 24.1% 20.0% 11.5% 10.1% 0.0% Ages 18-29 Ages 30-44 Ages 45-59 Ages 60+ "Not important at all" and "Somewhat important" "Important" and "Very important" Source: Phone and online survey, Serbia. Base: General population—total men, N=601; General population—total women, N=667. Employment in Republika Srpska by activity and gender, 2019 Construction Mining and quarrying Transportation and storage Agriculture, forestry, fishing Water supply, sewerage, waste management Electricity, gas, steam, air conditioning supply Administrative and support service activities Information and communication Public administration and defence, compulsory social security Manufacturing Accommodation and food service activities Wholesale, retail, trade, repair of mot. veh. Arts, entertainment and recreation Other service activities Financial and insurance activities Education Human health and social work 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Men Women 35 Photo: ©Shutterstock 3 WOMEN IN RAIL IN BOSNIA AND HERZEGOVINA CONTEXT AND PURPOSE OF THE workplace that can help transition rail to the STUDY sustainable transport networks of the future. This is important for BiH as it seeks accession to the EU and looks to adopt strategic policies The World Bank is partnering with the on green mobility and “building back better” government of Republika Srpska in Bosnia after the COVID-19 pandemic. and Herzegovina to improve rail capacity as part of a broader aim in the Western Balkans Working in cooperation with management and to transition to more sustainable and resilient staff of ŽRS, this project aims to: transport systems for the future. As part of this • Understand the broader context of gender work, the Bank is working with the rail company equality in BiH, especially regarding wom- ŽRS to modernize core aspects of its business. en’s employment; • Review ŽRS policies and practices as they Bosnia and Herzegovina consists of two entities: relate to gender equality, women's career the Federation of Bosnia and Herzegovina advancement, and safety at work; (FBiH) and the Republika Srpska. Rail transport in BiH is operated by two companies: Željeznice • Gather and analyze information about ŽRS, Federacije Bosne i Hercegovine (ŽFBH), which including the company culture, business operates in the Federation, and Željeznice challenges, operating environment, and Republike Srpske (ŽRS), which operates in barriers to equal opportunities; the Republika Srpska. The ŽRS rail network • Understand the role of schools and uni- consists of a 426 kilometer route, making it versities in supporting the talent pipeline one of the smallest networks in the Western for ŽRS; Balkans. ŽRS has been generating operating losses partly due to previous rail employment • Provide a list of tailored recommendations policies that have led to heavy overstaffing and for the company, and support the company labor costs (which constitute a major share of in implementing them where appropriate. the cost structure of the company), and partly due to underfunded passenger services. Over 97 percent of the company’s traffic and revenue METHODOLOGY AND comes from freight, but nearly half of all of the LIMITATIONS train-kilometers run is for passenger services. To address these challenges, the Republika Srpska has embarked on rail restructuring The information in this report is derived from reforms as a policy priority. The reforms aim to desktop research, interviews with male and improve the company’s financial stability and female employees of ŽRS at various levels of promote organizational transformation, and to the organization, and documents provided integrate the rail network into the European by the company. Due to COVID-19 pandemic network (World Bank 2017). restrictions, the interviews were conducted using videoconferencing and landline Women's greater involvement in rail transport is phones, between May and September 2021. vital for ŽRS, and for BiH society more generally. Twenty-five interviews were conducted with Women bring perspectives and skills to the employees, including managers, engineers, 37 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA and administrators. The authors also conducted 41 percent in 2018.12 Yet the International Labour a site visit to the Banja Luka rail station in August Organization estimates that women’s participation 2021, after the lifting of health restrictions. in the labor force is only 36 percent of eligible women (15 years and older), with a gender gap that The researchers faced some difficulties in collecting has been growing annually by 0.7 percent (Institute data due to company database limitations, 100.0% of Statistics of Republika Srpska, Statistical Bulletin unavailability of staff, and pandemic restrictions 87.5% 2019). UN Women estimates85.2% that this labor force that prevented 80.0% in-person meetings and 75.0% focus figure was as low as 33 percent of eligible women groups. 67.6% in BiH before the COVID-19 pandemic, and that it 60.0% dropped to 21 percent during the second wave of the pandemic in July 2020 (UN Women 2021b). 40.0% CONTEXT COUNTRY 31.1% 24.1% PARENTAL LEAVE AND ACCESS TO 11.5% 20.0% 10.1% BiH has one of the lowest rates of female CHILDCARE 0.0% in the paid labor market in the participation Ages 18-29 complete primary Western Balkans.11 Women Ages 30-44 and Labor laws in BiH offer Ages 45-59 Ages 60+ protections for taking clear secondary education "Not in important similar at numbers to men all" and "Somewhat important" parental leave, "Important" and "Very although important" only limited data is and enjoy higher completion rates of tertiary available on how often fathers use paternity leave, education than men—59 percent compared with or how women are remunerated during maternity FIGURE 16: Employment of Men and Women by Economic Activity (Republika Srpska) Employment in Republika Srpska by activity and gender, 2019 Construction Mining and quarrying Transportation and storage Agriculture, forestry, fishing Water supply, sewerage, waste management Electricity, gas, steam, air conditioning supply Administrative and support service activities Information and communication Public administration and defence, compulsory social security Manufacturing Accommodation and food service activities Wholesale, retail, trade, repair of mot. veh. Arts, entertainment and recreation Other service activities Financial and insurance activities Education Human health and social work 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Men Women Source: Republika Srpska Institute for Statistics, 2019. 11 World Bank Gender Statistics database https://databank.worldbank.org/source/gender-statistics 12 Agency for Statistics of Bosnia and Herzegovina 2019 38 3. Women in Rail in Bosnia and Herzegovina leave (Different cantons offer significantly different employed in typically “female” occupations; remuneration schemes, ranging from 100 percent and of a woman’s salary to zero). Self-employed and • Difficulties re-engaging in the labor market single women face specific financial challenges. due to age discrimination, changes in the The gender pay gap is still a significant issue in labor market, and in the skills required for BiH, despite laws prohibiting discrimination based jobs (UN Women 2021a). on maternity and parental status. The labor market in Republika Srpska, as in the rest There is a lack of affordable childcare and preschool of Bosnia and Herzegovina, shows strong horizontal education in BiH, particularly in rural and smaller segregation (see Figure 16). Women dominate settlements (UNICEF 2013). The reasons for this are in education, health, social work, and other intertwined: there is both social expectations on personal service sectors. They are significantly women to stay at home with young children, and less present in occupations traditionally seen as inadequate accessible and affordable childcare “male,” including transportation, construction, and preschool education (USAID 2016). This is and information and communication technology a major obstacle to women’s participation in (ICT). Employment is more gender balanced in education and employment in BiH. It limits the finance and insurance; retail and trade; and arts, economic independence of women and decreases entertainment, and recreation. their influence in society more generally (Shadow CEDAW Report 2016). The data also suggest a significant vertical segregation, with a stark absence of women in senior business and public roles. Currently only WORKFORCE GENDER SEGREGATION 16.8 percent of National Assembly representatives Workforce disparities and childcare policy are in Republika Srpska are women (UN Women 2021a). largely explained by strongly segregated gender International organizations working in BiH routinely roles in BiH. Women face unequal employment observe that the low level of women’s participation opportunities due to social and cultural in decision making is one of the main obstacles norms concerning the type of work and level to achieving gender equality in the country. of responsibility that is considered suitable for women. A recent survey found that only 8 percent GENDER-BASED DISCRIMINATION AT of female students and 7 percent of girls agreed WORK with the statement that it is more appropriate for a man to have a successful career than a woman; A recent BiH study found that although very few but 34 percent of male students and 40 percent cases of gender-based discrimination at work of boys agreed with this statement (UN Women (including bullying and sexual harassment) 2021a). are reported, this does not mean that such discrimination does not exist. On the contrary, Social norms persist in BiH, resulting in multiple the reasons for not reporting it were found to barriers in the labor market for women, including: be “complex and unsettling” (Gačanica, 2019). • Longer waits for a first job; According to this study, 76.3 percent of victims of • Discrimination in hiring procedures, promotion, gender-based discrimination in the workplace and termination of employment; said that they had not contacted any institution about the discrimination. Their reasons included • Lengthy absences from the workforce due to a lack of trust in the judicial process (including maternity leave and unpaid care work; the cost of proceedings); the risk of job loss; and • Gender pay gaps; concern about being harshly “labeled” by society, • Occupational segregation, with most women colleagues, and the victims’ own families. 39 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA Country-level research suggests that sexual harassment at work is not only present, it is position compared with other employees commonplace. Yet it is rarely discussed, and based on gender or marital status; underreporting is a significant issue. • Any other action or activity amounting to any form of direct or indirect discrimination as set out in this law (Law LEGAL AND POLICY FRAMEWORK on Gender Equality).13 BiH has a strong legal framework to support gender equality at work. The Law on Gender Equality (2003) and the Law on the Prohibition of Discrimination However, there is a significant gap between these (2016) align with international good practices laws and common practices in BiH. Patriarchal social in prohibiting discrimination based on gender. norms mean that women face significant structural Sanctions for breach of these laws include financial inequalities, including wide-ranging discrimination penalties, protective measures, job dismissal, and in the labor market; harmful stereotypes that criminal sanctions. limit women’s choices; a lack of action on gender- based violence, including workplace and sexual harassment; and discriminatory practices related to The BiH Law on Gender Equality describes women’s reproductive role in society (UN Women discrimination as: 2021a). This reality for women is reflected in gender gaps in the labor market. • Failure to provide women and men with equal salary and benefits for the same work Meaningful progress on gender equality will require or work of the same value; employers, police, and government officials to put • Prevention of advancement in work under into practice the country’s strong antidiscrimination equal conditions; and safety laws (UN Women 2021a). This will • Prevention of equal opportunities in educa- require capacity building in compliance to and tion, training, and professional education; enforcement of the law, as well as strengthened institutions that will support the conditions needed • Uneven suitability of work premises and for women to achieve success in the workplace. equipment to the biological/physiological needs of employees; The rail sector of Republika Srpska is regulated by • Different treatment due to pregnancy, child- the Law on Railways of Republika Srpska. This law birth, or maternity leave, including fail- prescribes practices for rail transport work that are ure to provide the same or equally paid critical in order to ensure women’s safe inclusion employment of the same level on return in all aspects of rail transport. This includes a ban from maternity leave, as well as different on rail workers consuming alcohol or drugs before treatment of men and women in relation to or during work (Article 111). Notably, compared leave following childbirth; with some countries in Europe and Central Asia, • Unfavorable treatment of parents or guard- there are no longer any legal barriers to women ians in reconciling their professional and performing certain rail work either in Republika family obligations; Srpska or in BiH more broadly. • Organization of work, or setting conditions of work so that an employee is in an unfavorable 13 Article 20, Law on Gender Equality published in BiH Official Gazette, 16/03, 102/09 and 31/10. 40 Becomes more reliable 61% 57% 63% Has better coverage 62% 3. Women in Rail in Bosnia and Herzegovina Has better first & last mile connectivity 66% 65% Men (Republika FIGURE 17: Enrolled Students by Gender and Field 2018-19 Women Srpska) Enrolment of students in RS by field of study and gender (2018/2019) Information and Communication Technologies Engineering, Manufacturing and Construction Services Agriculture, forestry, fishing Arts and Humanities Business, Administration and Law Social sciences, Journalism and Information Natural Sciences, Mathematics and Statistics Health and Welfare Education 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Men Women Source: Republika Srpska Institute for Statistics, 2019. Note: Women = 16,771; Men = 12,235. 81% 18% 1 ACCESS TO EDUCATION There are hardly any escalators/ There are no escalators at all report broadly refers to these fields as “STEM” 69% fields (science, technology, 30% 2% engineering, and Walk paths and pavements exists Access to education is not an obvious limiting but are in very bad condition mathematics), while acknowledging that STEM factor for women’s employment in Republika 63% 34% 3% is also central to many other fields of education Srpska or BiH There ramps on staircases are nogenerally, more apart from challenges and work. 57% 41% 2% for women in rural and remote areas. Enrollment There is hardly any walking path available rates for girls and boys at all levels of education International research offers 5% several explanations 12% 83% are similar. At the There escalators,level, tertiary are but they although women for the disparity in women’s education and tend to beare not easy to find and/or concentrated to reach in traditionally11% “feminine” employment in STEM28% 61% fields: courses of study such Elevators education as out are often of service and health, they are reasonably well represented in engineering, Narrow construction of STEM education and jobs manufacturing, and construction (see Figure 17). Yes No Do not know • There is a broad lack of awareness about the In Republika Srpska, women made up 42 percent true potential for STEM education and jobs to of students in engineering, manufacturing, and transform society and meet the challenges of construction courses in 2018/19, with 58 percent decarbonization and the goal of leaving no one of enrollment being men. However, they made up behind in the twenty-first century. The narrow only 24 percent of enrollments in ICT, compared construction of these fields as “technical” by with 76 percent men (Republika Srpska Institute schools and universities, with limited atten- for Statistics 2019). tion being given to their social, economic, environmental, and political aspects, directly Women’s relatively strong participation in affects the career choices of women. engineering, manufacturing, and construction education contrasts with the strikingly low female • STEM education may not be sufficiently adapt- workforce participation in related fields, including ing to meet the interests of socially conscious in transport. Low rates of female ICT enrollments and environmentally aware students. There is in BiH more obviously lead to low numbers of a need to revise the content of STEM education women in this labor market. For simplicity, this to better integrate social, environmental, and 41 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA health considerations—including issues of gen- assigned administrative and coordinating jobs der equality. This is of particular importance (Silbey 2016). for revitalizing the transport sector to play a role in decarbonizing efforts in the Western Stereotypes Balkans, as well as more generally. • Gender stereotyping is a strong factor in women choosing not to enter or pursue STEM Learning environment fields; and there is a widely held belief that • Global evidence suggests that women enter- being in STEM fields, including rail transport, ing engineering and other male-dominated are more appropriate for men. Gender ste- educational institutions are socialized to feel reotypes influence the educational choices of excluded in a “hegemonic masculine culture” girls at a very early stage. Much can be done to (Silbey 2016). They may be subjected to sexual challenge limiting assumptions about gender objectification, unsafe personal situations, roles at all levels of STEM education. and gender-based incivility (such as sexist • With advancements in technology and com- jokes and ridicule). This is exacerbated by a munications, issues of physical strength and lack of women teaching core STEM subjects hostile workspaces, which were previously (Lauch 2019). barriers to women’s participation in STEM • In BiH, vocational secondary schools are an fields, are often no longer relevant. Jobs in the important pathway to roles in the transport transport sector that are genuinely beyond sector. In the 2018/19 school year, 70 percent the strength of most women are now rare, and of students enrolled in vocational schools job roles can be designed to account for this. were males.14 The learning environment for girls in these vocational schools is a potential All of the above factors can undermine the self- subject for further research. efficacy of women and girls in STEM. As a result, fewer women than men graduate from STEM- Early experiences of STEM work related vocational schools and institutions of • More women than men wish to become socially higher education, and consequently significant responsible engineers, working to solve major disparities in workforce participation are reinforced. problems and make a difference in people’s lives (Silbey 2016). However, many women dis- cover in their internships that the engineering WOMEN IN RAIL TRANSPORT: profession is not as progressive as they had COMMON BARRIERS TO hoped it would be. Everyday work in the field EMPLOYMENT does not reflect the significant current local and global problems that must be solved. Women are confronted with a lack of interest Globally, women make up just below 15 percent in or awareness of the social, humanitarian, of the total workforce in transport, storage and and environmental potential of their role. communication (ILO 2019).15 In the European Union • Women are relegated to menial tasks more fre- women are 22 percent of the transport-related quently than their male colleagues. Research workforce16. Data on women’s employment in rail finds that men are more often given prob- transport remains relatively scarce. In Republika lem-solving tasks to develop their analytic Srpska, women make up 20 percent of the workforce and technical skills, while women are often in general transport and storage, and 11.6 percent 14 Agency for Statistics of BiH 2019 15 ILO modelled estimates. 2019 https://ilostat.ilo.org/topics/employment/#. Global gender statistics on the employment in transport is not available. 16 European Commission. Women in Transport. https://transport.ec.europa.eu/transport-themes/social-issues/women-transport_en 42 3. Women in Rail in Bosnia and Herzegovina of land transport workers. In BiH women make REPUBLIKA SRPSKA RAILWAY up only 17.8 percent of the workforce in general transport and storage.17 Željeznice Republike Srpske (ŽRS) was established In June 2021, an EU-level provisional agreement in 1992 to manage the railway of Republika Srpska. was reached by the European Transport Workers’ Since 2001, it has operated as a majority state- Federation, representing railway workers, and the owned company. Legacy issues from the war in Community of European Railway and Infrastructure the 1990s and more recent economic challenges Companies. This agreement aims to attract more in BiH have resulted in degraded infrastructure women to the rail sector; provide women with and facilities, impacting the company’s operating more protection on the job; and guarantee equal capacity. treatment in the workplace. This initiative may help with gathering rail sector data on women’s participation. HUMAN RESOURCE DATA, POLICIES, AND PRACTICES The barriers to women’s meaningful employment in rail transport are many and layered. For the most part, they are invisible factors such as passive or The management of ŽRS is instructed by national hidden resistance to change, and harmful gender laws; company policies, including rule books; stereotypes that convey the idea that certain and a code of ethics. Together these provide a work is not appropriate for women (EIGE 2016).. regulatory framework upon which to strengthen A male-dominated work culture in rail transport and reinforce equal opportunities, consistent with companies can result in inflexible and unattractive necessary company reforms. employment conditions; unsafe workplaces for women; and a lack of career stewardship and opportunities for them as well. Any work to improve STATISTICAL PICTURE gender equality tends to sit outside the core functions and priorities of the organization. As of early 2021, ŽRS had 2,165 employees, of which 1,815 were men (84 percent) and 350 were women Although the situation varies across regions, there (16 percent). Women are mostly employed in the is a global division of labor by gender in the Department of Common Affairs, specifically in legal, rail sector. Women often work in “back office” finance, and administration. Of 201 employees administration, sales and marketing, catering and in this department, 115 are women (57 percent). cleaning. They account for a very low proportion Women hold 35 of 151 managerial positions at the of train drivers in Europe (only 2 percent). Men company (23 percent), with each position at the are overrepresented in senior leadership and level of middle management or below. Women management, and are the large majority of hold a majority of the managerial positions in employees in operations and maintenance, and common affairs; 21 positions compared with 19 engineering. This horizontal segregation means men (52 percent women). that women are disproportionately affected by redundancies when jobs are rationalized or In the operations and infrastructure units, women replaced by automation or technology (CER and occupy 225 out of 1,943 positions (12 percent). ETF 2016). It also prevents women from pursuing a In rail operations, seven women work as train common pathway in the industry, from operations dispatchers compared with 174 men. Two women to senior management. and 152 men work as switch operators. There are no women train drivers or onboard train staff. 17 Ibid. Agency for Statistics. 43 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA Recruitment of women to the company has slowed women in the rail sector. Research shows that 1 in significantly in the last 12 months compared with 10 employees in BiH do not know where to go to male recruits. On the other hand, promotions within report gender-based discrimination if it happens the company were favorable to women relative to (Gačanica 2019). their overall numbers, showing a preparedness to support women’s career advancement. None of the employees interviewed raised issues of sexual harassment or violence at ŽRS. Women and men variously described a level of respect for HUMAN RESOURCE MANAGEMENT women at work. Although this is clearly a positive finding, the reporting of incidents can also be a Human resources (HR) at ŽRS operates under sign of a healthy workplace culture, signaling that the legal and policy framework described employees know the process for raising concerns above. Salaries are regulated by the Rulebook and have confidence that management will respond on Labor and further prescribed by employee to inappropriate behavior. Company management groups in an employee collective agreement. confirmed that it had not dealt with a sexual There were technology limitations on the kinds harassment complaint, and that the company does of HR information that could be collected for this research, including data in relation to employee not have specific internal mechanisms or training entitlements. These constraints made it difficult to deal with such cases. There is no company policy to form a view of salary practices in the company. or procedure for dealing with sexual harassment The information provided indicates that salaries of that is made available to employees. employees in the Department of Common Affairs were broadly similar between men and women. Best practices in transport now often includes an However, further validating practices and greater isolated worker policy which ensures that drivers visibility across all departments is needed. There and other employees working in the field have a is also a need to strengthen database capacity to clear process for communicating with a control provide a clearer picture of employee salaries, room in the event of an incident or emergency. This entitlements, and career development. policy benefits all rail workers and is particularly important for supporting women’s safety at work. Individual performance appraisals are conducted However, ŽRS does not have an isolated worker at the company, but there are no regular company- policy. wide cycles of review. There is also a need to link employee job descriptions with performance A site visit to the Banja Luka station as part of appraisals through a database. This would give this research revealed opportunities for ŽRS to managers and employees a way to identify training improve their facilities and work practices to needs, career aspirations, and workforce-planning support a gender-inclusive workplace, including by activities. upgrading their infrastructure to include women’s toilets and rest areas where required. SAFETY AT WORK, AND RAISING The Labor Law of Republika Srpska provides for GRIEVANCES a grievance mechanism should a worker’s right be violated. A worker who believes that his or her Workplace health and safety issues can create employer has violated a right under labor law specific challenges for women working in rail. can submit a proposal for an amicable resolution Suitable toilets, changing facilities, well-fitting of the dispute to the competent authority, or protective clothing, and strong policies and can file a lawsuit. The recently adopted Law on processes provide a foundation for safe work for Protection against Harassment at Work18 provides 18 Republika Srpska Law on Protection against Harassment at Work published in Official Gazette of RS, 90/21 44 Nis 8 10 3. use pre- in Women Rail andRail in Bosnia and Herzegovina during-COVID* 21.3 15.2 20.3 15.3 a more comprehensive protection of employees were described completely as “nothing special, DURING PRE-COVID COVID from sexual harassment, gender-based violence normal.” Some women engineers took a positive and mobbing. ŽRS also has a grievance policy view of their minority status: Men Women in place. However, a review of recent company records shows that the grievance mechanism is not generally used to deal with sexual harassment “When you choose to enter a or gender discrimination claims. Claims were profession that is reserved mute mostly initiated by the employer for negligent 8 performance, drinking on duty, and not reporting for men, it can even be to work. There is a need to expand the use of the advantageous in terms of grievance mechanism to protect and promote the employment. You stand out. 9 rights of employees. You even get more support.” 4 GENDER ROLES Despite the very low numbers of women in these roles, male managers interviewed said they do Researchers found a complex picture of gender 10 not oppose women working in the field or in roles and expectations at the company. Several operational jobs. Male engineers said that they COVID* women noted that a common pathway for women see their female colleagues as being equal, and 15.2 in the company was a transfer to administrative agreed that women can do any work. They noted DURING 15.3roles. Women often alluded to struggling with that they tend not to assign women to work night COVID their domestic care responsibilities on top of work shifts or to lone posts, but said that they would not commitments. One woman observed: say no if women asked for such assignments. These observations show a level of support for women “This is a demanding job and taking on new roles, yet there is a reluctance to engage on the topic. Employee comments about women are burdened with private the burden of family life on women, together life. It is not the same to work with a review of company communications, show night shifts now and when I that there is significant scope to improve the was 25. Before, I fought to work conversation about flexible work options and night shifts as it was calmer work/life balance for both men and women in the company. When asked what could be done to to work, and I could finish much increase the number of women in the company, more paperwork.” most interviewees said there is no need for this. Some said they are not sure how many women are interested in working in rail. Another woman noted “When I am at work, I am at work. I am at work 100 percent. I have learned to separate the private and the professional.” COMPANY CULTURE Interviews revealed that women in the company, as elsewhere, can be socialized to not even see Staff members mostly reported a good day-to-day issues of inequality in public and private life. working atmosphere at ŽRS. Interviews revealed There was a strong sense that women should views ranging from simply being happy to have a just get on with the job. Both men and women job in these uncertain times to optimism about often observed “No problem so far. Coworkers the future of rail transport in BiH. Coinciding with are very welcoming.” Or “Women are respected significant uncertainty due to COVID-19, general on the job.” Or conditions for women in the field employee morale was low. Rail companies such 45 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA as ŽRS that have been heavily impacted by the PROMOTION pandemic need to improve communications with staff about the vision and future strategy of the New starting salaries were noted as an issue for company in order to improve motivation. women. There were examples given where salaries in lower-paid roles did not rise significantly over the course of a woman’s working life. Yet, among RECRUITMENT women with qualifications, rail transport is seen as an attractive sector with a bright future. Women ŽRS publishes job vacancy announcements widely in managerial positions felt that in general women both internally and externally on the company’s are promoted if they are competent. However, website and noticeboard; on the noticeboards they saw a difference for women once they were of the Employment Service; and in the daily promoted—a need to prove that no mistakes had newspaper. It does not currently use social media been made. This indicates that women are held forums for recruitment. to a higher standard of performance than men in equivalent roles. The issue of transparency Employees interviewed were not aware of women in promotion was also raised. This can have applying for manual or operator jobs at the implications for the equality of women, who may company. There was some resistance to the idea have fewer connections in the industry. of women working in such jobs on the basis that they were not appropriate or desirable for women. This highlights the strong social norms TRAINING AND UPSKILLING and stereotypes that are barriers to women’s access to diverse jobs within the company. ŽRS runs various in-house training programs, including training mandated in internal rulebooks. The researchers observed the importance of family Specific classes of employees are required to ties with the railway for some women who have take periodic examinations and safety tests. joined the company, for example as rail workers’ Training opportunities are also offered externally widows or daughters. Family and social networks by relevant schools and universities, and these are important pathways for women’s employment courses are usually undertaken at the employees’ in the rail sector. This can be attributed to these own cost. Two of the women interviewed who women’s greater familiarity with the sector in are in technical positions were keen to advance some cases, and in other cases, a type of positive their careers in this way. Several male managers discrimination. A challenge for the company is indicated that their career paths had advanced navigating perceptions of fairness and good with this form of retraining. The researchers did practices in employing family members. not identify any internal processes in place to ensure that both men and women were benefiting The female engineers interviewed largely saw from company-funded retraining opportunities. no discrimination in the hiring process at the company. They had been hired through a formal The study revealed that training opportunities process based on their qualifications. They knew of are key to career progression. Increasing internal cases where women were among the candidates via training and development programs and support formal recruitment and were hired based on their for external training is an important way to qualifications and interviews. This demonstrates support progress in gender equality. (Re)training a level of confidence in the company’s hiring opportunities that are funded by employers benefit practices among qualified women. Nonetheless, everyone, and particularly women, who do not the number of women being recruited into always have the economic independence and engineering and operations roles is currently time to upskill outside of work. very low. 46 4 3. Women in Rail in Bosnia and Herzegovina 10 COVID* LEADERSHIP • Job availability and redesign; 15.2 • Quality graduate training; DURING 15.3A majority of the employees interviewed were COVID satisfied with the number of women in decision- • A strategic vision for the sustainable future of making positions in the company. One woman the rail sector, and the skills needed. observed: Evidence shows that girls are opting out of transport education options in BiH as early as the secondary “Women today fight more for school level. A study by UN Women (2020) shows promotions than men. They that only 2.3 percent of girls reported a desire to enroll in the secondary school of transport and want to be equal. I am not the communications, compared with 10 percent of boys. type of woman who is in those waters. Women now want to be Interviews about rail-related secondary education above men.” also highlighted that overall enrollments have fallen dramatically in recent years due to a decline in the rail transport system and job prospects. This has had a negative spillover in funding and There are many reasons behind the low share of cooperation with the business sector. women in leadership positions at the company. Existing structural barriers and institutional Transport is vital to modernization efforts in BiH, culture reinforce individual mindsets and women’s especially those promoting sustainable, smart, career choices. Responses to questions in the and green mobility. This transformation of rail interviews highlight how women can internalize the transport can provide opportunities for challenging social norms and sexism that informally reserve modern and meaningful jobs for both men and leadership roles for men. This kind of gendered women. But both policy makers and the company critique of other women’s ambitions can be a need to play a bigger role in shaping discourse barrier to women pursuing new opportunities in about the future of rail, and the broad skills and the transport sector. It can lead to a resistance to competencies needed to make this transition. initiatives that aim to pay and promote women on the same basis as men. These views do not Favorable conditions for academic study played a acknowledge that men are often overrepresented notable role for women who later entered the rail in leadership roles and that women’s leadership sector. Others noted that internships are critical for perspectives can be vital to modernization of attracting women into roles in transport. Some of the industry. The researchers did not identify the women interviewed mentioned scholarships any specific initiatives designed to help women they had received as a key reason they had enrolled advance into senior leadership in the company. in transport-specific education. The researchers did not identify any current company internships or transport-specific scholarships for female students TALENT PIPELINE and graduates. More needs to be done on the part of policy makers, educational institutions, and Developing a strong talent pipeline of women the company in order to synchronize emerging in rail requires policymakers and companies to skills requirements and gender equality in the rail consider: sector with educational institutions at all levels, • The availability of appealing secondary school including incentive schemes such as scholarships, and higher education options; internships, and graduate programs. • A long-term commitment to employing women and girls; 47 Source: ŽRS 4 RECOMMENDATIONS T able 1 sets out recommendations for everyone more convenient, accessible, designed to address the specific safe, affordable, clean, reliable, and financially challenges identified in this study. It sustainable; they should therefore not be groups recommended actions into two tracks addressed separately as a “women’s issue.” as follows. The recommendations are designed in response • Mobility to this study, and are aimed specifically (1) Institutional capacity to plan for gen- at the policy makers and companies that der-responsive rail services; together finance, manage, and operate the (2) Safety of rail users; networks in BiH and Serbia. However, these (3) Availability of rail services, and first- recommendations will also be broadly useful and last-mile connectivity to rail for policy, planning, and operations elsewhere, transport; especially for transportation networks at a similar stage of developing their gender (4) Station and train facilities, services, programs. and infrastructure; and (5) Coordination with relevant agencies In every country the configuration of for synergies. responsibilities between transport actors differs. Tracks and infrastructure can be • Employment separately managed from operations. Asset (1) Human resource policies and practices; ownership can rest with government, while (2) Attraction of talent; management functions are contracted to the (3) Recruitment; private sector. Below, the term “policy makers” refers to people within all transport-relevant (4) Retention; and organizations that are responsible for shaping (5) Advancement. priorities, creating influential policy documents, and potentially funding key initiatives. The “rail The recommendations aim to address gender operator” may or may not include infrastructure gaps in rail transport, and to enhance rail use to partners, and should be interpreted widely facilitate economic growth, social development, to include all those responsible for, or in a and environmental sustainability. They are part position to effect change. of a broader effort to make public transport 49 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA TABLE 1: Recommendations for Addressing Mobility and Employment Challenges MOBILITY Recommendation Rationale Target Indicators Of interest to Track 1: Improving Institutional Capacity Undertake regular Disaggregated mobility • Report on user surveys covering: • Government user surveys to and satisfaction data19 is • Sociodemographics; ministries analyze customers’ crucial for understanding • Travel patterns (travel mode, (Transport and travel decisions and user travel patterns and duration, frequency and infrastructure) preferences by gender needs. purpose, and first- and last mile • Rail operators and by other factors connectivity). • Transport planners • Travel preferences and perceptions of affordability, availability, accessibility, comfort, cleanliness, safety and personal security, and environmental footprint. • Perceptions and experiences of sexual harassment. • Overall satisfaction with the service, and suggestions for improvements; • Responses to new initiatives to gauge impact. Strong leadership Implementation is the • Leaders publicly support gender • Government buy-in and clear greatest challenge for equality objectives in rail transport; ministries stewardship gender equality actions, • Focal persons and/or team members (Transport and and requires high-level include operations and infrastructure infrastructure) support and strong mid/senior management. • Rail operators stewardship through • Clear terms of reference. governance processes. • Clear accountability and budget to deliver outputs. Provide multiple Critical in order to • Customer feedback channels include • Rail regulators avenues for user continuously improve phone, online, and in- station • Rail operators feedback and quality of service. channels. • Relevant ministries concerns and manage Increased feedback will • Customer feedback is promptly feedback promptly, provide a roadmap for responded to as appropriate. fairly, and sensitively new improvement works. • Analysis regularly reported to senior leadership. Engage all key actors Passengers interviewed • Main actors work together to plan • Rail operators in planning rail noted that train services user-oriented and gender-responsive • Relevant ministries services are often not in line with services. (including Apply a gender lens people’s needs. • Consultations are meaningful, with all Education and to service design They highlighted specific voices heard. Employment) Consult local women issues, such as frequency • A broad range of potential and current • Local government and men early in the of trains. rail users are engaged. • Business process 19 Usually, mobility surveys only collect sociodemographic data and trip-related information, whereas satisfaction surveys do not gather information on travel deci- sions. Designing a user survey to gather information on both mobility and satisfaction could shed light on both travel decisions and patterns, and user satisfaction levels. 50 4. Recommendations MOBILITY Recommendation Rationale Target Indicators Of interest to Engaging stakeholders • Evidence of gender considerations in • Schools and early in service design scheduling including: childcare facilities provides cohesion and • identifying large employers and • Citizens new ideas. their atypical work hours; • synchronizing with schools, kindergartens, and social services. • Communication of improvements to general public. Awareness campaigns Telling the story of • A major awareness-raising campaign • Rail operators to promote rail as the regenerating green delivered to popularize rail as the • Policymakers green transport mode rail will respond to green transport mode. • Sustainability widespread interest in • Environmental preferences are practitioners sustainable transport in captured in regular user surveys. Serbia. Integrating gender Gender equality initiatives • Third-party contractors have robust • Policymakers into Sustainable are a foundation of modal gender equality plans • Sustainability Urban Mobility shift and green mobility, • Gender is a factor in procurement. professionals Plans (SUMPs). and should be reflected • Sustainability initiatives are in key sustainability connected with relevant gender documents. equality indicators. Track 2: Safety of Rail Users Improve surveillance, Women’s safety and • Design a sexual harassment policy for • Rail operators emergency response, personal security on and rail transport customers. • Policy makers and reporting around public transport is • A clear protocol for reporting sexual • Law enforcement and enforcement a foundation for a major harassment including: mechanisms in modal shift to sustainable • Courts and • Easy and safe reporting; trains and stations transport. tribunals • Staff trained to assist survivors; in consultation with Improving these systems • Track and improve the • Women and girls women. and processes will effectiveness of follow-up; • Sexual assault Increase awareness to build confidence in the • A commitment to investigate support curb sexual and other transportation system. claims and enforcement capacity; organizations forms of harassment • Gender-based violence referral • ICT contractors pathways. • An awareness campaign to (1) communicate sexual harassment policy and protocols; and (2) address social norms and stereotypes that condone harassment. • Report on: • Reported incidents (by route, time of day) and cases followed up on • Availability of passenger alarm system and technology-based solutions for greater safety • CCTV and monitoring in live regime. • Evaluate the quality of response to incidents. 51 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA MOBILITY Recommendation Rationale Target Indicators Of interest to Training of rail Women railway users • Additional security personnel on • Rail operators security and client- feel significantly more platforms and trains as needed. • Policy makers facing staff on sexual uncomfortable in stations • More women employed in security (as • Experts in sexual harassment policy and trains, and tend to percentage of total staff). assault survival and protocols avoid them at night. • Security personnel and staff in • Women and girls Increasing security customer-facing roles trained on personnel and incident new sexual harassment policy and reporting must be protocols. accompanied by new competencies in dealing with gender-based harassment and violence. Track 3: First- and Last-Mile Connectivity Enhance first- and Better first- and last- Report on annual progress on first- and • Rail operators last-mile connectivity mile connectivity is the last-mile connectivity in partnership with • Policy makers to rail transport improvement to rail relevant actors, such as: • Relevant ministries services most desired by • Km of pedestrian and bicycle (including public passengers. infrastructure; health) Train stations are located • Study of barriers to active mobility; • Local government much farther away than • Bike-sharing schemes to connect to • Bus and bike other public transport rail; operators modes: Niš station is 15 km from the city, with • Number of bicycle racks in trains; • On-demand and no public transport links • Bike storage in stations. shared mobility between the two places. • Safety measures implemented operators First- and last-mile (reduced speed zones, traffic-calming • Urban planners connectivity significantly measures, better street lighting); • Road authorities impacts rail ridership. • Partnerships to improve multi-modal • Sustainability Improving connectivity travel between stations and city. professionals is an opportunity to develop green modes of transportation (cycling, walking). Enhancing bus connectivity is important for women due to their greater reliance on public transportation and lower car ownership. Track 4: Station and Train facilities and Services Improving customer Initiatives for better Annual works plan to include: • Rail operators amenities and facilities and services • Separate toilets for women and men • Infrastructure services in stations signal to women, children, that are clean and provided with managers and trains and elderly people that water and soap (and larger- capacity • Policy makers they are important— and female toilets in stations);20 that their patronage • Station and rolling • Baby-change facilities; stock designers. matters. • More seating/resting areas in stations; 20 Some studies show that females spend about twice as much time as males to urinate; therefore, more toilet space should be provided to females. https://www. loo.co.uk/46/Toilet-Ratios 52 4. Recommendations MOBILITY Recommendation Rationale Target Indicators Of interest to Clean toilets and places • Ramps (for wheeled items); to rest are necessary to • Escalators/lifts in stations; accommodate children • Sufficient parking spaces;21 and elderly people using rail services. • Vending machines (and convivial cafes where feasible). • Improved: • Signage and information; • Lighting in stations/surrounding areas (not floodlights or overly white light); • Online ticket services available 24/7; • Free and stable WIFI service in stations and trains. Track 5: Collaboration with Relevant Agencies Coordinate services Better collaboration Annual consultations held among a Rail operators among relevant among relevant agencies broad range of stakeholders relevant to Broad range of agencies and and actors is critical for rail transport to: government ministries stakeholders. transitioning to a safer Design routes and timetables; Local NGOs rail system and a major Coordinate rail and bus services; New mobility modal shift. This will encourage synergies and Fund improvement projects. companies rail services that cater to Partnerships to provide first- and last- Active transport customer and societal mile connectivity; groups needs. MOUs between transport operators, the Law enforcement transport ministry, and police ensuring that well-trained police and security are active on the network; Actors collaborate on gender equality indicators and amend/develop over time; Annual review of action plan and evaluation of measures. 21 Parking should be priced where space is scarce. “Kiss-n-Ride” and “Park-n-Ride” facilities can be very practical and helpful. 53 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA Employment Recommendation Rationale Target indicators Of interest to Track 1: Human Resource (HR) Policies and Practices Invest in HR database Strengthening database Database system upgrade is funded • Rail operators improvements to enable capability provides a clearer and included in annual budget • Policy makers analysis of staff entitlements picture of employee salaries, cycle. and conditions by gender and performance and career Develop clear specifications about and other factors. development. expected system enhancements and Better HR management functions. capacity and benefits for company productivity and engagement. Enables a clear view of the gender pay gap and other areas for improvement. Develop a sexual harassment A visible policy helps Policy rollout with staff-wide • Rail operators policy that is accessible to to advance employee communication. all staff and available on the understanding of the process Include a clear statement that company website. of making a complaint. no form of sexual harassment is Shows company- tolerated at the company. level commitment to understanding and managing these issues, which in turn advances women’s safety at work. Improves HR’s capacity to identify and address gender- based discrimination at work. Introduce an isolated An isolated workers’ policy Policy rollout with staff-wide • Rail operators workers’ policy sets out protocols for workers communication. • Policy makers in the event of an incident or Evidence of investment in necessary emergency in the field. communication technologies. This is important for all rail Establishes modes of workers, and is particularly communication with an operations important for creating a safe control center to ensure rapid work environment for women. response. Track 2: Attraction of Talent Education talks: Company Repositioning transport Report on presentations given • Rail operators presentations to school and work as vital for sustainable each year to secondary and higher • Policy makers university students about the development will attract new education students. • Educational social, environmental, and people to the industry and institutions policy aspects of transport build a pipeline of talent to work (as well as the technical undertake rail modernization and technological aspects), in BiH. including gender equality and health implications of transport decisions. well as the technical and technological aspects), including gender equality and health implications of transport decisions. 54 4. Recommendations Employment Recommendation Rationale Target indicators Of interest to Create scholarships and Scholarships and internships Budget to support scholarships • Rail operators internships for an equal are vital for attracting the and internships included in annual • Policy makers number of male and female best talent. budget cycle. • Educational graduates. Evidence of an equal number of institutions male and female recipients. Challenge limiting Signaling to women that they Track the number of images • Rail operators assumptions about gender are welcome and that the and articles showing women roles company supports women in leadership roles and doing in leadership is vital for diverse jobs across the company attracting women to rail. on the website and in company This can be done through communications. public communications, job Mark-ups of existing job descriptions, and the building descriptions and company of a company narrative documents to show new gender- around engaging with women sensitive language. (through links with education, hiring statistics, and new initiatives). Track 3: Recruitment Deepening links with relevant Strong links between Report on MoUs agreed with • Rail operators educational institutions educational institutions relevant education institutions. • Relevant and industry ensures that MoUs to address: ministries emerging skill needs, and • Changing skill needs; • Educational strategic transport priorities • Learning experiences of women institutions are supported with trained graduates. and girls; Addressing gendered issues • Green mobility imperatives. in course content opens up learning opportunities and careers for women and girls. Leads to better outcomes for women as rail passengers. Invest in female train drivers A highly visible and effective Report on the number of female • Rail operators way of signaling culture drivers trained and employed each • Training change in rail is to support year. schools pathways for female train Evidence of new coordination • Policy makers drivers. This major symbolic between training academies and and concrete shift is vital to employers. women’s participation in rail Consider mandating employment transport, and for immediate of a minimum number of female decarbonizing efforts as drivers in service contracts. well (through energy-saving driving). 55 PERSPECTIVES ON WOMEN AND RAIL: CASES OF BOSNIA AND HERZEGOVINA AND SERBIA Employment Recommendation Rationale Target indicators Of interest to Track 4: Retention Conduct a review of company Women are responsible for Report on the number of staff (men • Rail operators practices and seek new a significant amount of the and women) who take up flexible • Policy makers opportunities to promote unpaid care work in BiH; this work opportunities. work/life balance and has implications for their Evidence of measures and flexible work options for both employment in rail transport. communications implemented women and men. Family-friendly policies and a to support work/life balance for supportive work culture will everyone (i.e., leaders modelling make it possible for men to good practices, rostering policies, share care responsibilities management training supporting and women to do diverse gender equality at work and jobs in rail. at home, internal policies and publications, collective agreement improvements, marketing efforts). Training for managers on Staff training is a necessary Report on the percentage of • Rail operators supporting gender equality aspect of transformation, and managers who have completed a and safety at work supports the introduction of tailored training session in annual new policies and procedures. reporting. It is essential for the Training addresses invisible factors company’s advancement that reinforce inequalities, such in equal opportunity, and as passive or hidden resistance to provides a forum for culture change and harmful and outdated change. gender stereotypes. Enforce relevant gender Gives meaning to strong Number of disciplinary actions • Rail operators equality and labor laws BiH laws supporting gender taken to support employee safety • Rail regulators equality at work. at work. • Policy makers Shows employer commitment Efforts to work with law enforcement • Law to gender equality and safe agencies (police, judiciary, and other enforcement workplaces. relevant institutions) to improve coordination and outcomes. • Industrial partners Government-level commitment to enforcing gender equality laws. Track 5: Advancement Communicate with staff Women are vital to rail Evidence of communications or • Rail operators about the vision and strategy modernization and events for all staff focused on of the company to provide decarbonization efforts, such company modernization, strategy, motivation and direction, as a significant modal shift and rail transport futures. including the bigger picture to rail. of rail modernization as part Employees who understand of the decarbonization of the big-picture challenges in transport. this transition are well placed to innovate and support change. 56 4. Recommendations Employment Recommendation Rationale Target indicators Of interest to Seek to increase employee On-the-job training Number of extra training programs • Rail operators access to training and opportunities benefit created to upskill and retrain • Policy makers development programs and everyone in the company, employees. • Training financial support for external particularly women, who Budget to support external training. providers training as an important way do not always have the Evidence of equal number of male to progress gender equality. economic independence and and female recipients. time to upskill outside of work. 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