GENDER ASSESSMENT OF SÃO TOMÉ AND PRÍNCIPE’S TOURISM SECTOR June 2024 © 2024 International Bank for Reconstruction and Development / The World Bank 1818 H Street NW Washington DC 20433 Telephone: 202-473-1000 Internet: www.worldbank.org This work is a product of the staff of The World Bank with external contributions. The findings, interpretations, and conclusions expressed in this work do not necessarily reflect the views of The World Bank, its Board of Executive Directors, or the governments they represent. The World Bank does not guarantee the accuracy, completeness, or currency of the data included in this work and does not assume responsibility for any errors, omissions, or discrepancies in the information, or liability with respect to the use of or failure to use the information, methods, processes, or conclusions set forth. 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Table of Contents Executive Summary 2 Introduction 8 Methodology 10 2.1 Framework 10 2.2 Data Collection 11 São Tomé and Príncipe Context 13 3.1 São Tomé and Príncipe Background 13 3.2 Status of Women in São Tomé and Príncipe 13 3.3 Tourism in São Tomé and Príncipe 16 Gender Gap Analysis 19 4.1 Gender in Tourism Employment Analysis 19 4.1.1 Employment Data 19 4.1.2 Employment Issues 22 4.2 Gender in Tourism Entrepreneurship Analysis 24 4.2.1 Entrepreneurship 24 4.2.2 Women Entrepreneurship Issues 27 4.3 Leadership and Voice Analysis 28 Cross-Cutting Issues 31 5.1 Policy and Institutional Environment 31 5.2 Social Norms 31 5.3 Gender-Based Violence 32 5.4 Capacity Building 33 Recommendations for Advancing Gender Equality in the Tourism 35 Bibliography 43 Annex 45 List of Figures Figure 1. Methodological Overview 11 Figure 2. São Tomé and Principe Scores for Women, Business and the Law, 2024 15 Figure 3. Distribution of Employment per Tourism Subsector by Gender 20 List of Tables Table ES1 Summary of Policy Recommendations for Improving Gender Equity in Tourism 4 Table 1 Gender Assessment Framework for the Tourism Sector 10 Table 2 Stakeholder Consultations 11 Table 3 Gender-sensitive legislation & international conventions ratified by São Tomé and Príncipe 15 Table 4 Summary of Policy Recommendations for Improving Gender Equity in Tourism 39 ACKNOWLEDGMENTS This sectoral gender assessment was co-authored by Elaine Tinsley, Dalia Regina Gomes, and Paula Bellas Suarez with valuable guidance from Louise Twining-Ward. The authors would like to thank peer- reviewers, Qursum Qasim, Senior Private Sector Development Specialist, Tamara Bah, Social Development Consultant, Juliana Isaza, Natural Resources Management Specialist, and Bastien Loloum, Local Coordinator - STP- Sustainable and Resilient Tourism on Small Islands and in Coastal Destinations project, for their insightful feedback and suggestions. In addition, Pilar Salgado Otonel, WACA STP Project Task Team Leader and Arlindo de Carvalho, WACA STP Project Coordinator, provided valuable inputs and support for the field assessment. Finally, the authors would like to extend their gratitude to all the stakeholders the authors interviewed in Sao Tome and Principe, in September 2023. ACRONYMS AMEP STP Business and Professional Women Association AMP Principe Women Association APCI Trade and Investment Promotion Agency CEDAW Convention on the Elimination of All Forms of Discrimination Against Women CSE Commercial Sexual Exploitation DGTH General Directorate of Tourism and Hotel ENIEG National Strategy for Gender Equality and Equity FCV Fragility, Conflict, and Violence FOMS Santomean Women’s Forum GBV Gender-Based Violence GDP Gross Domestic Product GNI Gross National Income HBD Here Be Dragons HDI Human Development Index HORECA Hotel, Restaurants, Cafe and Catering ILO International Labor Organization INE Instituto Nacional de Estatística (National Statistics Institute) MICE Meetings, Incentives, Conferences, Exhibitions MIS Management Information Systems NGO Non-Governmental Organization ODA Official Development Aid PDHEG Platform for Human Rights and Gender Equality SEA Sexual Exploitation and Abuse SH Sexual Harassment SIDS Small Island Developing State SME Small and medium enterprises SSA Sub-Saharan Africa STN São Tomé and Príncipe Dobra UN United Nations UNESCO United Nations Educational, Scientific and Cultural Organization US$ United States Dollar VAT Value-Added Tax Executive Summary 1 Executive Summary Travel and tourism offer significant opportunities for women's empowerment, surpassing other industries in workforce participation, entrepreneurship, and leadership. The sector's low barriers to entry, flexible work hours, and entrepreneurial opportunities make it particularly accessible to women. However, challenges such as low earnings, small business sizes, limited access to finance, and the often lower quality of tourism-related jobs persist. The World Bank Group Gender Strategy aims to enhance women's roles and opportunities across multiple sectors focusing on three key objectives: end gender-based violence (GBV), expand economic participation, and engage women as leaders. In line with this strategy, the Gender Assessment of the Tourism Sector in São Tomé and Príncipe specifically addresses two of these strategic objectives – economic participation and leadership – by examining women’s participation in tourism through three lenses: Employment, Entrepreneurship, and Leadership. While the assessment does not specifically tackle the objective of ending GBV, it acknowledges that issues related to GBV are cross-cutting and may influence women’s participation in tourism. The assessment also examines the enabling environment through three cross-cutting areas: policy and institutional environment, social norms, and tourism education. The findings are based on comprehensive desk research, semi-structured interviews, and key informant interviews conducted in São Tomé and Príncipe in September 2023. Despite São Tomé and Príncipe’s advancements in gender equality through its legal framework, deep-seated societal stereotypes persist, leading to significant wage disparities and a notable underrepresentation of women in the workforce. Women face higher poverty rates (71.3 percent versus 63.4 percent for men), childcare burdens, and occupational disparities that impede economic empowerment. The disparity extends into the labor force where women are experiencing higher unemployment rates (19.7 percent versus 9.3 percent for men), are concentrated in low-skilled, low-paying jobs, and are underrepresented in entrepreneur and leadership roles (20.7 percent female entrepreneurs versus 79.3 percent male). São Tomé and Príncipe also faces a notable gender gap in financial inclusion. Factors such as low income, limited financial literacy among women, and the prevalence of informal economic activities exacerbates this divide and limits women's access to the financial resources needed for entrepreneurial growth and economic independence. While São Tomé and Príncipe's economy traditionally relies on cocoa, coffee, and palm oil exports, its natural resources offer significant potential for tourism. Women comprise 57 percent of the workforce in hotels and restaurants, but gender disparities exist within sub-sectors. Women are often relegated to low-level, low-wage, and vulnerable positions. This gender disparity is fueled by factors such as low educational attainment, lack of skills, high pregnancy rates (particularly among adolescents), family structures, and burden of domestic responsibilities. Women’s entrepreneurship within São Tomé and Príncipe’s tourism sector remains constrained, with women largely limited to cooperatives and individual entrepreneurs. Cooperatives, often supported by Non- Governmental Organizations (NGOs), play a crucial role in creating business opportunities that would be otherwise difficult for individual to undertake. However, sustainability and continuity beyond Non-Government Organization (NGO) support is a challenge, with those in remote areas facing bigger operational challenges. Although no visible barriers exist to prevent women from owning businesses, the business sector remains predominantly male-dominated. Factors like the lack of role models, financial constraints, and the challenge of balancing family responsibilities hinder women’s entrepreneurial growth. While only 20.7 percent of entrepreneurs are women, there is a strong interest in entrepreneurship, evidenced by over 1,000 applications to a women-only business incubator. Although São Tomé and Príncipe has taken legislative steps to improve gender equality, like the National Strategy for Gender Equality and Equity 2019-2026, significant challenges persist in both the public and private sector. 2 Data from focus groups shows that women’s political participation remains ineffective due to their underrepresentation in decision-making bodies (only 14.5 percent of seats in the national parliament are held by women). In the private sector, female managers often struggle to gain respect from both male and female employees. Key initiatives and organizations are advancing tourism development and women's empowerment, yet targeted actions are needed to address gender disparities in the sector. Several civil society organizations are active in the country, supporting tourism and women's empowerment. However, there is a lack of formal coordination between tourism and gender-related authorities, and insufficient intersectoral coordination between the national tourism authority and the regional tourism department of Príncipe. Ingrained social barriers undermine women's empowerment and career development in São Tomé and Príncipe's tourism sector. Sociocultural norms, such as early marriage and teenage pregnancies, contribute to deepening gender inequality in tourism opportunities, with women in the tourism sector being typically relegated to roles replicating gender segregation in domestic work. The entrenched patriarchal system sustains the systemic oppression of women, frequently passed down through generations. A gender gap persists in school completion and vocational training participation due to societal norms and high early pregnancy rates. In the tourism sector, São Tomé and Príncipe is witnessing a surge in vocational training, with the establishment of the first school of tourism and hotel management funded by the World Bank Group. However, key skill gaps remain, including language proficiency, IT skills, sales, hospitality management, and soft skills. Tourism has the potential to address key gender economic disparities in São Tomé and Príncipe through increased employment and entrepreneurship activities. To boost women's employment in tourism, it is crucial to address their skills gaps and create pathways for rural female workers. Proficiency in English and Portuguese, along with finance and computer skills, can help women access higher-level jobs. The development of the green economy also presents promising opportunities for quality employment for women. To enhance women’s entrepreneurship in tourism, a multi-faceted approach is needed. Confidence-building initiatives and female mentorship programs that offer leadership training, exchange opportunities, and access to financial resources are essential for supporting women entrepreneurs. Additionally, supporting the formalization of women-owned tourism businesses is vital for their financial inclusion and can facilitate their transition from the informal to the formal economy. Enhancing São Tomé and Príncipe’s capacity for data collection, particularly through sex-disaggregated data in tourism, is vital for making informed policy decisions. Creating a gender and tourism observatory could support continuous monitoring of these developments. Integrating gender perspectives into tourism development requires a multi-sectoral partnership, involving stakeholders from tourism, gender equality, fisheries, and agriculture. Additionally, boosting the representation of women in leadership positions within the tourism sector and offering mentorship programs can significantly enhance their influence, thereby advancing their roles in managerial positions. The following table summarizes the policy recommendations that have been identified for improving gender mainstreaming in tourism in São Tomé and Príncipe. 3 Table ES1. Summary of Policy Recommendations for Improving Gender Equity in Tourism Employment Gender disparity Key issues Recommendations Timeline Key Stakeholders Underrepresentation Lack of skills Tailored training programs for Medium São Tomé and in management and access to women to overcome industry- Term Príncipe positions skill specific barriers and break into male- hospitality development dominated sectors. These programs school Male-dominated programs could include components that business encourage spousal support, connect Tourism and environments women with mentors and role gender models, provide comprehensive government Disproportionate information and training specific to agencies burden of care male-dominated industries, and responsibilities increase access to necessary capital. Hotel, High fertility Public-private partnerships to Medium Restaurants, Gender stereotypes rates limiting provide affordable childcare services Term Cafe and limiting roles and workforce for tourism workers. Catering opportunities participation Develop a national comprehensive Long (HORECA) sex education initiative to be Term integrated into school curricula. Local Concentration Official gender-sensitive Medium governments of women in procurement checklists for tourism Term low-paid value chains. Instituto positions Nacional de Incentivize the government to Medium Estatística (INE) develop guidelines for gender- Term sensitive workplace policies and training for tourism businesses, particularly within Program for Results (PforR) operations. Missed Tourism job opportunity workshops Short opportunities in rural (Roças) and coastal areas, Term for featuring female keynote speakers. advancement Training and mentorship for career Short and higher- progression. Term paying roles Gender-sensitive employer awards to Medium recognize inclusive businesses. Term Exposure to Campaigns against GBV and child Short moral and abuse in tourism. Term sexual harassment in the workplace Gender pay Increasing pay transparency Short gap measures. Term Insufficient Collect employment data for Short data advocacy and to incentivize the Term development of strong management information systems (MIS). 4 Entrepreneurship Gender disparity Key issues Recommendations Timeline Key Stakeholders Lower profitability Challenging Capacity building programs Short term REINA compared to male- business focused on design, pricing, quality (Incubator) owned businesses environment in control, business development, São Tomé and packaging, marketing, leadership, Tourism Limited scalability Príncipe and entrepreneurship. government of women-owned Business, agency businesses financial, and digital illiteracy Barriers to Access to finance A formalization campaign with Medium NGOs and formality and legal High levels of grant schemes to incentivize Term incubators compliance informality in female-led ventures. women-owned Commercial Gaps in business businesses banks and micro- skills and training finance Lack of visible Female boot camps for tourism. Medium institutions female role Term Restricted access to models in finance Tourism entrepreneurship companies Limited Gender stereotypes knowledge of hindering Ministry of tourism-specific entrepreneurial Finance business growth practices Women business Weak linkages Tourism linkage programs Medium associations and within the connecting the creative industry, Term cooperatives tourism value agribusinesses, and fisheries. chain Development partners Constraints Subsidize childcare programs in Medium imposed by collaboration with women Term social norms entrepreneurs, ensuring regarding affordability and accessibility for household working mothers. responsibilities Leadership, Public Policy, and Support Gender disparity Key issues Recommendations Timeline Key Stakeholders Persistent gender bias Lack of Leadership and gender-sensitivity Short Government limiting leadership confidence workshops for both men and women. Term agencies opportunities among potential women Private Skills shortages at champions sector managerial and Insufficient Gender equality training for tourism Medium executive levels gender policymakers and workers. Term HORECA sensitivity from Develop training modules for the Short Underrepresentation policymakers Ministry and for policymakers to Term Women of women in decision- enhance their understanding of the business making roles barriers faced by women at the Association 5 Insufficient gender intersection of tourism, gender, and mainstreaming in entrepreneurship. INE leadership Comprehensive Gender Equality Medium development Outreach Strategy with Engaging Term Visuals and Impactful Posters. Develop policies that protect all Long Term employees in the workplace, and laws that broaden the availability of childcare services and makes them more financially feasible for families. Limited A gender and tourism observatory. Long Term availability of gender- Implement MIS to gather data on the Long Term disaggregated types of sectors female entrepreneurs data are engaged in. Lack of multi- Public-private dialogues on gender Long Term stakeholder mainstreaming in tourism. collaboration Advocacy campaigns on gender Short equality in tourism businesses. Term Potential Implement a mandatory certification Medium increase of program for tourism businesses, Term Commercial requiring Sexual Exploitation and Sexual Abuse/Sexual Harassment (SEA/SH) Exploitation prevention training, confidential (CSE) and GBV reporting systems, whistleblower issues protection, and sanctions for non- compliance. A national protocol to prevent GBV Medium and child sexual exploitation in Term hospitality. Strengthen legal and policy Long Term frameworks. Require all hotel staff to sign a code of Medium conduct against GBV/SEA/SH and Term establish a strict zero-tolerance policy to ensure accountability and enforce compliance. 6 Section 1. Introduction 7 Introduction Travel and tourism have been proven to provide women with more opportunities for empowerment compared to other industries, giving the sector increased responsibility for the advancement of women. According to the United Nations Tourism (UN Tourism) Global Report on Women and Tourism, tourism provides better opportunities for women’s participation in the workforce, women’s entrepreneurship, and women’s leadership than other sectors of the economy. For example, the report found that women were nearly twice as likely to be employers in the tourism sector than in any other industry (UNWTO, 2011; UNWTO, 2019). Women are also more likely to be involved in tourism due to the unique characteristics of the tourism sector. The barriers to entry are low, particularly in terms of skill requirements and capital. There is less emphasis on formal education and training and greater emphasis on personal and hospitality skills. There are increased options for entrepreneurship that do not require heavy start-up financing. Moreover, the nature of the work can be quite flexible in terms of work hours and part-time or full-time employment. However, jobs in tourism are also likely to be low earning, and businesses tend to be smaller, less well-capitalized, and informal, further limiting access to finance. Tourism plays a crucial role in the economic development of São Tomé and Príncipe, an archipelago nation in the Gulf of Guinea. São Tomé and Príncipe's tourism sector is gradually gaining importance but still has significant untapped potential. While there has been growth in demand, the industry faced setbacks due to the COVID-19 pandemic in 2020. Challenges such as poor infrastructure, high costs, and limited connectivity continue to hinder its full development, despite growing interest from niche markets like nature-based activities and cultural tourism. With its unspoiled natural beauty—pristine beaches, lush rainforests, and rich biodiversity—São Tomé and Príncipe attracts eco-tourists and adventure seekers. Government initiatives promoting sustainable tourism have preserved the islands' ecosystems while fostering community-based tourism projects that empower local communities. Despite the underdevelopment of general infrastructure, growth in tourism has driven increased investment in essential services and facilities, further enhancing the islands' appeal. As a result, tourism has become a key driver of economic growth, cultural exchange, and environmental conservation, contributing to 14 percent of Gross Domestic Product (GDP) and generating about 15 percent of employment in 2019 (WTTC 2023). In line with the new gender strategy, this assessment explores key issues in women’s employment, entrepreneurship, and leadership within the tourism sector. It examines cross-cutting factors which impact women’s economic opportunities as well as their decision making, such as policy and institutional environment, social norms, and education, aiming to guide policies and programs within tourism that enhance women’s economic empowerment. The assessment analyzes wage employment, self-employment, and leadership as different categories, recognizing that interventions and stakeholders for each can vary. Additionally, policies, social norms, and education are analyzed as important factors determining outcomes in these areas. The assessment also unpacks the differences in tourism opportunities for women between the two islands. While the assessment does not specifically tackle one of the key objectives of the new gender strategy—ending Gender-Based Violence (GBV)— it acknowledges that issues related to GBV are cross-cutting and may influence women’s participation in tourism. The assessment presents findings from comprehensive desk research, semi-structured interviews, and key informant interviews conducted in-person in São Tomé and Príncipe in September 2023. The report is structured as follows: Section 2 presents the methodology, including the assessment framework, data collection method and key stakeholders. Section 3 provides background on the country context and the status of gender equality in São Tomé and Príncipe. Section 4 presents a gender gap analysis in women’s employment, entrepreneurship, and leadership. Section 5 dives into the ecosystem and stakeholder assessment. Finally, Section 6 lists priority areas for women in tourism and provides recommendations to be considered in the context of the upcoming World Bank projects. 8 Section 2. Methodology 9 Methodology 2.1 Framework The Gender Gap Analysis examines women’s participation in tourism through three lenses: Employment, Entrepreneurship and Leadership. Employment and Entrepreneurship are seen as principal objectives for increasing women’s participation and earnings in tourism. These areas are treated separately as the stakeholders and interventions can be quite different. For example, encouraging hotels to hire more women staff requires different strategies than motivating hotels to procure from women-owned enterprises. The third pillar, Leadership, is seen as both an enabling factor that can help to bring about the policies needed to support women’s employment and entrepreneurship, and a key outcome on its own. While assessing the status of women in leadership roles within tourism and more broadly, women’s presence in broader decision-making mechanisms is also taken into consideration. The ecosystem assessment examines the enabling environment through three cross-cutting areas: policy and institutional environment, social norms, and tourism education. These are explored as key external factors contributing to women’s outcomes in employment, entrepreneurship, and leadership. Table 1 covers the framework and key areas to examine the barriers and binding constraints to growing women’s participation in the sector. Annex 1 also provides the list of references extensively used to shape the framing for this assessment. Table 1: Gender Assessment Framework for the Tourism Sector Gender Assessment Employment Entrepreneurship Leadership of the Tourism Sector Gender disparity in Gender disparity in Where/how do women participation and earnings participation and earnings participate in leadership What are the gender and decision making in the disparities? Type of jobs (high value vs low Type of businesses (informal tourism sector? How does value) and composition in sub- micro, etc.) and the info on this compare to men? sectors sub-sectors - Supply Side (e.g. - Skills - Gender discrimination transport, childcare, - Access to Finance - Skills shortages at training, safety, gender - Access to Markets, managerial levels stereotyping) Networks, and - Lack of confidence - Demand Side (e.g. Information employer bias, hiring - Seasonality What are the key practices, legal barriers, - Informality issues / barriers? sexual harassment, labor laws i.e. do they protect against discrimination?) Cross-Cutting Factors Policy and Institutional Environment Social Norms and Gender-Based Violence Education and Skills Hotel, Restaurants, Café and Women-led businesses Government agencies Catering (HORECA) (hiring) HORECA and other larger Industry associations and Tourism value chain firms (procuring) Non-Governmental enterprises Intermediaries Organizations (NGOs) Who are the key Training Institutions Incubators and NGOs Political representation stakeholders? Government agencies Banks and microfinance Development partners and institutions international agencies Training Institutions Other policy stakeholders and community organizations 10 2.2 Data Collection Figure 1. Methodological Overview The assessment began with desk research of existing literature (Figure 1). Key sources included the Country Economic Memorandum Background Note on Gender, the World Bank Group’s Gender Data Portal, UNDP’s Gender Development Index, World Economic Forum Global Gender Gap Report, and Women, Business, and the Law. These documents provided useful initial background information on how São Tomé and Príncipe was performing on gender equality. Additionally, the review covered the forthcoming update of National Tourism Strategy, the National Strategy for Gender Equality and Equity 2019-2026, and the World Bank São Tomé and Príncipe Country Partnership Framework FY24-29, which provided an understanding of the broader policy landscape of the country. Key informant interviews and focus group discussions were undertaken in São Tomé and Príncipe in September 2023. A ten-day field mission in São Tomé and Príncipe was conducted, to better understand women’s participation in the tourism sector and identify challenges and opportunities for improving gender inclusion. Key activities involved conducting tourism site visits and engaging with various stakeholders through interviews. A total of 20 entities were interviewed, representing 40 participants, both local and foreign, with 52 percent of the interviewees being women. This diverse group and gender-balanced representation provided a well-rounded perspective on various viewpoints, offering valuable insights into gender issues in São Tomé and Príncipe. As depicted in Table 2, the organizations interviewed included industry associations, training institutes, direct tourism service providers in accommodation, crafts sellers, hotel and restaurant personnel, enablers, development partners, and NGOs. In addition, interviews with hotel staff and managers and tour guides were conducted, as well as a focus group with women entrepreneurs across various sectors of the tourism value chain (see more details in annex). The assessment looked at both São Tomé and Príncipe islands. However, the data presented in this report is not fully representative of the entire country, as not all regions were covered. Additionally, most of the findings are based on interviews rather than comprehensive statistical data, which may limit the generalizability of the conclusions. Table 2. Stakeholder Consultations Trade and Investment Promotion Agency (APCI) Emoyeni Gardens Hotel General Directorate of Tourism and Hotel (DGTH) Hotel Club Santana Instituto Nacional de Estatística (National Statistic Mucumbli Hotel Institute) (INE) Accommodation Public Sector National Institute for the Promotion of Gender Omali HBD Equality&Equity Principe Regional Tourism office + chamber of commerce Pestana Hotel REINA - Incubator Sundy Roca HBD Women's Rights Ministry Cantinho da Cheira (food shank) Industry STP Business and Professional Women Association Tourism MSMEs Associations (AMEP) Spa Senero Training Institutes Hospitality School/ Celff Education Waste Recovery jewelry store Alisei ONG Coffee museum Monte Café - receptionist Omali hotel – General Manager, kitchen Fundação Principe staff, cleaning staff, Local Tourism barmen, restaurant, housekeeping, NGOs MOVE Staff receptionist Roca Sundy - General Manager, Front-Office Oikos supervisor Plataforma de Turismo Sustentável Mucumbli Explore - guides 11 Section 3. São Tomé and Príncipe Context 12 São Tomé and Príncipe Context 3.1 São Tomé and Príncipe Background As a Small Island Developing State (SIDS), São Tomé and Príncipe faces typical challenges of isolated small states, depending heavily on imports for essentials. The country faces structural challenges such as a small and under- diversified economic base, high exposure to terms-of-trade shocks, and limited employment opportunities. The economy is primarily driven by the service sector, although formal private sector activity is limited outside of tourism and commerce (World Bank, 2023). Located off the western coast of Central Africa, the two-island nation spans about 1,000 square kilometers. It has a large exclusive economic zone, approximately 160 times the size of the archipelago’s landmass, and is home to a population of roughly 225,000 people – with half of them being under the age of 18 (WBG, 2021). The country boasts the smallest economy among all of Africa's sovereign states and ranks 138 (out of 191 countries) in the UNDP Human Development Index (HDI) (UN STP 2022). In 2024, São Tomé and Príncipe was categorized as a Fragility, Conflict, and Violence (FCV) country, under the institutional and social fragility subcategory. This designation highlights the country's institutional fragility and emphasizes the need for tailored development assistance to address its unique challenges. The FCV status is crucial for understanding the complexities of development in São Tomé and Príncipe and for designing interventions that promote resilience and sustainable growth. The institutional breakdowns of FCV countries compound obstacles for gender equality, disproportionately affecting women and girls through family disruptions, displacement, increased violence, poverty, and limited access to essential services and economic opportunities. The island nation of São Tomé and Principe faces challenges of isolation, import dependency, and economic struggles. Despite being classified as a lower-middle income country, a significant portion of its population lives in poverty, with 15.6 percent surviving under US$2.15 per day as of 2017 (World Bank, 2023). The country struggles with inadequate domestic resource mobilization, resulting in a high dependence on official development aid (ODA), which averaged around 10 percent of GDP from 2016 to 2022 1. 3.2 Status of Women in São Tomé and Príncipe São Tomé and Príncipe has made slow but steady progress in gender equality, particularly with advancements in human capital gains, yet it struggles to translate them into economic empowerment for women. According to data from the World Bank Gender Data Portal, this Portuguese-speaking African country presents a lower maternal mortality compared to its regional average, and both women (91 percent) and men (97 percent) have very high adult literacy rates. Additionally, there is no significant gender disparity in school enrolment. However, the nation faces relatively high adolescent fertility rate (79.4 births per 1,000 girls ages 15-19 in 2021) and 28 percent of women aged 20 to 24 were married before reaching the age of 18. Adolescent pregnancy hampers girls’ progression to upper secondary school, with 86 percent of pregnant adolescent girls dropping out of school. The persistence of traditional social norms continues to hinder women from achieving full equality and restricts their capacity to generate income, ultimately affecting poverty reduction efforts (WB CPF 2023). The country experiences a significant gender pay disparity and a notable lack of female workforce engagement. São Tomé and Príncipe 's Gross National Income (GNI) per capita stands at US$2,168 and its distribution exposes a noteworthy gender wage gap as women’s GNI per capita is less than half that of men (UN STP 2022). Overall participation in the labor force is also low, with just 37.8 percent of women participating in the labor force (versus 70.4 percent for men) 2. Though this significant gap of 32.6 percent between male and female labor force participation is much higher compared to the average Sub-Saharan gender gap of 12.1 percent, it is in line with other low middle income countries (37.4 percent). More than half of the working population of São Tomé and Príncipe is self-employed, of which 57 percent are women. Vulnerable employment among women (66.6 percent) stands higher than among men (48.8 percent). They are significantly overrepresented in the informal sector and in 1 Source: Government of São Tomé and Príncipe. 2 Data for 2023. https://genderdata.worldbank.org/countries/sao-tome-and-principe/ 13 domestic and unpaid work—where they are least likely to have social protection and safety nets against economic shocks 3. São Tomean women encounter sharp poverty, childcare burdens, and occupational disparities, exacerbating gender inequalities. Women in São Tomé and Príncipe experience higher poverty rates (71.3 percent) compared to men (63.4 percent). More than one-third of households are led by women, and one in three children lives in households solely led by their mothers (UN, 2023). These gender inequalities are exacerbated by the unequal distribution of domestic responsibilities and childcare. Reports from the National Institute for Gender Equality reveal that women spend an average of 8 hours per day on unpaid work compared to just 2 hours on paid work. Additionally, 34 percent of women report spending 5 hours or more per day on domestic tasks, in contrast to only 3.2 percent of men. The gender disparity extends into the labor force, with the unemployment rate for women standing at 19.7 percent - more than double that of men (9.3 percent) (WB CPF 2023). There is evidence of occupational sex segregation in São Tomé and Príncipe. Women are predominantly concentrated in the "Services and Sales" sector (58.9 percent) and "Unskilled Workers" (71 percent), while also dominating sectors like domestic services (fully female-oriented at 100 percent) (INPG 2019). São Tomé and Príncipe faces a notable gender gap in financial inclusion due to factors such as low income, limited financial literacy among women, and the prevalence of informal economic activities. The profile of the entrepreneurial class is also quite unequal, as there are only 20.7 percent of women entrepreneurs compared to 79.3 percent of men (INPG 2019a). According to a recent study carried out by the São Tomé and Príncipe Central Bank, only 15 percent of women in São Tomé and Príncipe have bank accounts, and 56 percent of female business owners struggle with low literacy levels, hindering their ability to run their businesses efficiently and effectively. It is important to highlight that financial service penetration in São Tomé and Príncipe is low overall. The same study found that over 75 percent of the adult population remains outside the formal financial system, and only 40 percent of those who do have access to the system hold bank accounts. A large proportion of MSMEs in the country (82 percent) lack formal status, with 61 percent of these businesses being led by women. These circumstances translate into limited access to essential financial products and services for women and exacerbate their economic vulnerability, even though they hold immense potential to revitalize the local economy (BCSTP 2021). Numerous factors continue to hinder women from equal participation in leadership roles, such as skepticism, confidence issues, societal stereotypes, and prejudices, often exacerbated by the burden of reproductive responsibilities (INGT 2019). São Tomé and Príncipe's scores in 2024 Women, Business and the Law show a mixed performance. The country’s legal framework score stands at 65.0 out of 100 (Figure 2), which is higher than the Sub-Saharan Africa regional average of 57.4. However, São Tomé and Príncipe is particularly weak on women’s safety legislation. Its scores for childcare and entrepreneurship are low mainly due to lack of proactive legislation (e.g. procurement set asides for women businesses) rather than enshrined discriminatory laws. São Tomé and Príncipe’s supportive framework score is low at 16.7 out of 100, lower than the Sub-Saharan Africa regional average of 24.5. However, these scores are mainly low due to insufficient evidence and lack of supportive programs. Moreover, São Tomé and Príncipe’s expert opinion score also scores low at 27.5 out of 100, significantly below the Sub-Saharan Africa regional average of 54.6, again mainly due to insufficient evidence. Within the sub-indicators, there was high consensus among experts that almost no women are free from gender-violence, women and men do not have equal rights in marriage, women lack access to affordable and high-quality childcare, and that only some women enjoy the same opportunities as men to start and run a business. 3 Data for 2022. https://genderdata.worldbank.org/countries/sao-tome-and-principe/ 14 Figure 2. São Tomé and Principe Scores for Women, Business and the Law, 2024 Source: Sao Tome and Principe Report Women, Business, and the Law, 2024 São Tomé and Príncipe's legal framework champions Gender Equality but faces challenges due to deeply rooted stereotypes and weak institutional capacity, perpetuating gender inequalities and vulnerabilities. The National Strategy for Gender Equality and Equity 2019-2026 highlights significant strides in gender equality, including the implementation of gender-sensitive legislation and the ratification of international conventions (see Table 3). However, it also underscores persistent issues, notably the prevalence of sexual abuse among minors and alarming rates of GBV. Victims face a lack of adequate support structures, and their economic dependence on the aggressor often traps them in a cycle of violence (re-victimization). Furthermore, the practice of "Mina Kiá", wherein young girls from disadvantaged families are sent to work as unpaid domestic servants, remains socially accepted, perpetuating vulnerabilities (MJAPDH 2020). Prior to 2018, the legal minimum age for marriage with parental consent was 14 for girls and 16 for boys. The enactment of the new Family Code Law No. 19/2018 raised the minimum age for marriage to 18 for both sexes. However, it's important to note the law does not explicitly prohibit other forms of informal unions that are commonly practiced in the country. Table 3. Gender-sensitive legislation & international conventions ratified by São Tomé and Príncipe 1991 • Signed the Convention on the Rights of the Child 1995 • Adoption of the Beijing Declaration and Platform for Action 2003 • Ratified the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) 2005 • First National Strategy for Gender Equality and Equity (I ENIEG) 2007-2012 2008 • Law No. 11/2008 - Law on Domestic and Family Violence • Law No. 12/2008 - Law on Strengthening the Legal Protection Mechanisms Owed to Victims of Domestic and Family Violence Crimes 2012 • Protocol to the African Charter on Human and Peoples' Rights on the Rights of Women (Maputo Protocol). • II ENIEG 2013-2017 • New Penal Code (Law no. 6/2012), which expanded the concept of domestic violence crimes to include other forms of GBV 2014 • Regulation of the law on Social Protection (DL No. 25/2014), which deals with Compulsory Social Protection 2017 • Joined the Optional Protocol to CEDAW 2018 • Revision and approval of the new Civil Service Statute (Law No. 2/2018), which ensures the harmonization of International Labor Organization (ILO) Convention 183 on maternity • Adoption of the new Family Code (Law no. 19/2018), which now allows legal marriage only from the age of 18 (majority) for both sexes 15 2019 • Approval of the new Labor Code (Law No. 6/2019) where harassment was also considered a form of discrimination, and its practice was prohibited. Articles 21-24 • III ENIEG 2019-2026 2022 • Parity Law (Law no. 11/2022), which provides for a minimum of 40 percent of women on party lists and government positions Source: MJAPDH 2020 3.3 Tourism in São Tomé and Príncipe São Tomé and Príncipe's economy is anchored by cocoa, coffee, and palm oil exports, yet its abundant natural resources offer significant potential for the tourism sector. Fisheries also play a critical role, supporting the livelihoods of nearly 30,000 people, which constitutes 15 percent of the active workforce, either directly or indirectly involved in the fishing industry (FAO, 2023). However, while agriculture and fisheries are crucial for the country's low-income households, tourism stands out as one of São Tomé and Príncipe's most promising avenues for sustainable economic growth, capitalizing on its inherent natural advantages. The nation is a global hotspot for unique species and is renowned for its remarkable natural heritage, with a quarter of its land covered by primary forests. Recognizing its ecological importance, the United Nations Educational, Scientific and Cultural Organization (UNESCO) designated a substantial part of the country as a biosphere reserve in 2012, encompassing Príncipe Island and its surrounding islets (UN 2022). São Tomé and Príncipe's stunning landscapes, endemic bird and flora species, colonial architecture, safe and peaceful urban and rural settings, and content people make it an extraordinary destination for nature enthusiasts and adventurers. Tourism is slowly growing in significance, but its contribution to the economy is still far from reaching its full potential. According to the World Travel & Tourism Council, Tourism accounts for about 14 percent of the nation’s GDP and employed nearly 14 percent of the workforce in 2019. From 2010 to 2019, the number of tourists increased from 8,000 to 35,000, but there was a nearly 70 percent decline in 2020 due to the COVID-19 pandemic (WBG 2023). Fortunately, there are signs of recovery (UNWTO 2023). European visitors, particularly from Portugal and France, dominate the market, with growing interest from Angola. The tourism demand shows low seasonality, with peak international tourism arrivals in April and August. Tourism in the region is characterized by small-scale operations, focusing on niche markets and nature-based activities like diving, trekking, turtle and whale watching, as well as cultural tours to plantation museums and chocolate industries. However, tourism development is hindered by inadequate infrastructure, low service quality, high airfare costs, and limited accessibility and connectivity. Only three international airlines (Afrijet, TAP, and ASKY Airlines) serve the area. Air and maritime connections between the two islands are irregular and insufficient, collectively impeding tourism growth. This lack of integration with the broader economy limits the potential economic benefits of tourism, particularly in terms of supporting domestic goods production (WBG 2021). Women comprise most of the tourism workforce, yet a closer examination reveals gender disparities within the sub-sectors. According to the most recent Business Census, in 2019 São Tomé and Príncipe’s workforce consisted of 64 percent men and 36 percent women, with the majority employed in manufacturing, commerce, and administrative services (INE 2021). The same report highlighted that the accommodation and restaurant sectors employed 615 people, 57 percent of whom were women. Along with education and certain service sectors, these are the only areas where women hold a positive gender gap. Although accommodation and restaurants account for just about 10 percent of the country’s total workforce, they represent a significant opportunity for women's employment and growth. Based on data from the country's strategic and marketing plan 2018-2025, São Tomé and Príncipe boasted a total of 54 accommodations, offering 723 rooms and 1,508 beds in 2017. Most of these establishments are four stars and primarily located in Agua Grande, Caué, and Principe. Notably, the country features just four large international hotels with more than 40 rooms, including Here Be Dragons (HBD), Santana, and Pestana. Regarding dining options, the country had about 150 restaurants, providing a combined seating capacity of 7,575. In this same year, the tourism sector employed approximately 1,834 individuals, with a majority of the workforce being comprised of women (53 percent). Notably, the accommodation sector emerged as the largest employer within the tourism industry, with 54 percent of the workforce, followed by restaurants and craft stores, each employing 33 percent and 8 percent of the population engaged in the tourism sector, respectively. 16 BOX I. Tourism in Príncipe Island Príncipe, an autonomous region within São Tomé and Príncipe, encompasses 142 square kilometers and is inhabited by 7,324 people, as per the 2012 Census. Its distinctive topography poses accessibility challenges, resulting in a unique double isolation burden. The island boasts lush rainforests and golden beaches, earning it the titles of "The forgotten paradise on Earth" and the "African Galápagos." Tourism in Príncipe has emerged relatively recently, gaining momentum just over a decade ago. In 2011, the regional government collaborated with Mark Shuttleworth, a South African entrepreneur from HBD, granting seven concessions across the island. Subsequently, Africa's Eden invested in the Roça Belo Monte project, which commenced operations in 2015. Currently, Príncipe hosts 22 percent of the country's accommodations, totaling 84 rooms across 12 establishments, along with 11 restaurants. According to national statistics, 11 percent of registered tourism employees are based in Príncipe, however it is important to note that the tourism sector also supports a substantial number of informal jobs. The island features a select number of exclusive high-end boutique hotels (formerly colonial mansions refurbished) and tented villas, catering to luxury tourism. Despite limited data on source markets, the top five international arrivals on the island through direct private flights include the United States, the United Kingdom, Australia, France, and the Netherlands (STP 2018). Local tourism initiatives are gradually flourishing, covering guest houses, transport, excursions, restaurants, shopping, and entertainment MSMEs. Notable local women-owned businesses visited during a field mission include Spa Sereno, Cantinho da Cheira food shack, and Waste Recovery Cooperative jewelry store. Each owner, having undergone capacity building, not only expressed pride in their accomplishments but also conveyed contentment regarding the progress of their micro-scale businesses. These establishments, with modest appearance, depend significantly on adventurous tourists or those participating in organized excursions. This reliance reinforces the perception of these venues as off the beaten track, enticing explorers with the promise of uncovering hidden gems. The entire island of Príncipe was designated a UNESCO Biosphere Reserve in 2012, and the island takes pride in championing sustainability. National and international businesses interviewed exhibit a notable environmental consciousness, incorporating circular economy and sustainability principles. Apart from excursions related to biodiversity protection, various community involvement initiatives focus on recycling used glasses and rubber into jewelry. Notably, the Bom Bom Island Resort holds the distinction of being the first hotel in Africa certified through the Biosphere Responsible Tourism Standard.[1] [1] https://sustainability-leaders.com/principe-sustainable-tourism-strategies-stories-examples/ 17 Section 4. São Tomé and Príncipe Tourism Gender Gap Analysis 18 Gender Gap Analysis This section examines the gender gap in tourism from three angles: employment, entrepreneurship, and voice and leadership. In terms of numbers, employment is by far the most important. Entrepreneurship, including self- employment is also generally popular as it provides women with more time and work flexibility, and more potential to grow and expand income. And finally, voice and leadership are examined to determine how well women’s concerns and issues are represented and incorporated into policies that affect the tourism sector. 4.1 Gender in Tourism Employment Analysis The global tourism industry predominantly employs women, yet women often find themselves confined to low- level, low-wage, and vulnerable positions. São Tomé and Principe mirror this trend, where over half of the country's tourism workforce comprises women. However, the actual number of women engaged in formal tourism- related roles remains minimal, resulting in a negligible contribution to the direct economic empowerment of women through tourism. Furthermore, women in the hospitality sector tend to occupy stereotypical positions, such as housekeeping, holding temporary and part-time employment that aligns with traditional gendered skills, such as cleaning and cooking. The scarcity of female managers, mostly filled by foreigners coming from the United States, France, and Portugal, highlights a significant disparity in leadership roles. According to interviews, this gender gap is attributed to a combination of factors, including low educational attainment, high pregnancy rates, family structures, and the substantial burden of domestic responsibilities. These challenges hinder São Tomé and Príncipe women's skills development, limit their professional experience, and confine them to lower-skilled or entry-level positions within the workforce. It is noteworthy that when women in the tourism sector were questioned about the impact of gender on their relationships with colleagues, superiors, and career progression, many emphasized that gender did not strongly influence their career trajectories. They preferred to emphasize discourses of equal access and capacity between men and women. However, women openly acknowledged that the most significant challenge they face in the tourism industry in São Tomé and Príncipe is effectively balancing the demanding work schedule, which often includes no weekends and international holidays, with their familial obligations. 4.1.1 Employment Data The tourism employment analysis in this report relies on available data from the government as well as consultants’ observations. Gender-disaggregated data in São Tomé and Príncipe is relatively weak. According to the UN Women Data Hub, only 22.5 percent of indicators needed to monitor sustainable development goals from a gender perspective are available for São Tomé and Príncipe, with many data gaps in areas such as physical and sexual harassment, unemployment, gender pay gaps, and skills. In São Tomé and Príncipe, direct employment in the tourism sector consists primarily of positions in hotels, restaurants, and excursion activities, where services are provided directly to tourists. These jobs often require customer service aptitude, cultural sensitivities, and strong language skills, not only in English but also in Portuguese and French. Indirect employment, on the other hand, consists of other employment opportunities that arise because of the tourism industry, such as souvenir stores, food and beverage supply chains, transportation services, and even government positions related to travel and tourism sectors. Direct Employment Despite significant gender disparity in labor force participation in São Tomé and Príncipe, this gap narrows within certain segments of the tourism sector. Figure 3 highlights the gender distribution across various sub-sectors, illustrating the differing levels of gender inequality within the industry. 19 Accommodation is the largest employer in São Tomé and Príncipe's tourism sector, with relatively balanced male- to-female employment ratios. However, a closer examination reveals gender segregation in specific roles. Housekeeping is predominantly female, while groundskeeping and maintenance are primarily male-dominated. Roles like cooking and waitstaff exhibit a more balanced gender distribution. Larger, often foreign-owned hotels have implemented policies to actively recruit women, including in management positions. Smaller establishments, such as guesthouses, face hiring constraints. An interview revealed that receptionists are often men due to night- time security concerns, such as the dangers of intoxicated guests and incidents involving male guests harassing female staff or bringing in sex workers. In rural ecolodges, men make up the majority of the workforce. As depicted in the following graph, women overwhelmingly outnumber men in restaurants, making up almost 70 percent of the staff. This stands in stark contrast to other sub-sectors and highlights a rare case where women dominate in direct employment opportunities. However, in riskier environments, like nightclubs and bars, the gender ratio shifts dramatically, with male employees being the majority. In gambling and betting rooms, women are entirely absent. Interestingly, most souvenir shops visited during field research had female attendants, although official data suggest that craft stores are predominantly male-run, possibly due to most craftsmen being self- employed. Figure 3. Distribution of Employment per Tourism Subsector by Gender Women Men Accommodation Restaurants Bars & Craft stores Game rooms Country Nightclubs Source: Governo de São Tomé and Príncipe, 2018 4 In sectors like excursions and tour guiding, women remain severely underrepresented. Although the data referenced in Figure 3 doesn't include sub-sectors like travel agencies, tour operators, or nautical sports, anecdotal evidence indicates that few female tour guides exist, despite competitive wages. Female tour guides working through agencies typically earn around 30 euros per day, while those working independently can earn up to 40 euros per day. For comparison, the minimum wage for civil servants is STN 5 2,500 per month, or approximately 100 euros. The demanding nature of certain tours—such as long excursions or overnight bird-watching trips—likely contributes to this underrepresentation. Women are more often found leading shorter, localized tours (e.g., the "Center of the World" tour, which lasts about 30 minutes), though even in these roles, they are outnumbered by men. Efforts to train more female guides have been initiated by both civil society initiatives and state institutions, 4 Most recent data available at time of publication 5 STN is São Tomé and Príncipe Dobra 20 but the tour guide association reports that many trained women eventually leave the profession due to its seasonal nature and inconsistent demand. This instability leads women to seek more secure employment to support their families. One female guide interviewed noted that a lack of interest and confidence among women, combined with a "boys' network" where male guides recommend clients to each other, further excludes women from opportunities. Indirect Employment This section explores women’s involvement in São Tomé and Príncipe’s tourism industry through four key roles: hotel suppliers, souvenir producers, transportation, and public sector employees. While indirect tourism employment typically spans a wide range of activities, São Tomé and Príncipe’s tourism is heavily focused on nature- based tourism, with limited product diversification into areas like Meetings, Incentives, Conferences, Exhibitions (MICE), nautical, and cultural tourism. Consequently, indirect employment in fields such as event planning, logistics, maintenance, rentals, catering, and marketing is less prevalent in São Tomé and Príncipe. However, the growth of the circular and blue economy and the emphasis on sustainable tourism practices present potential new opportunities for indirect employment, especially for women. In the area of hotel and restaurant suppliers, São Tomé and Príncipe’s subsistence agriculture and fishing industries struggle to meet the demands of both the domestic and tourism sectors in terms of quality, quantity, reliability, and price. Quality remains a significant constraint, particularly in the fisheries sector, where food loss is prevalent due to two primary obstacles: (i) the lack of an integrated cold chain, hindered by insufficient power and ice resources and the absence of adequate cold storage facilities, and (ii) transportation issues, which are affected by both cost and frequency. Nearly half of the food consumed in the country is imported (UN STP 2022), reflecting the small, fragile, and largely informal nature of the local industry and private sectors. As a result, many hotels and restaurants rely on imported goods over local produce, despite the renowned freshness and quality of São Tomé and Príncipe’s fruits, vegetables, fish, and seafood. Nonetheless, efforts are being made within the hospitality industry to prioritize local sourcing, especially of locally transformed products such as chocolate spreads and fruit jams. Informal suppliers, many of whom are self-employed women, play a significant role in providing hotels with vegetables and other produce. However, due to Value-Added Tax (VAT) rebate incentives, hotels often prefer formal suppliers, who are predominantly men, leaving women at a disadvantage in this more profitable segment. Souvenir production is another area where gendered divisions exist. Men typically produce wooden masks and coconut carvings, while women are more involved in making jewelry. In addition to traditional crafts, small social enterprises that focus on recycling materials to create souvenirs are becoming more prominent, with women often at the forefront of these initiatives. For example, a women’s cooperative on Príncipe Island transforms used glass bottles into necklaces and earrings, while another converts plastic waste into soap dishes and other items for sale in hotel gift shops. The wellness market, which includes locally made products such as natural soaps and plant oils, also holds potential for growth, with women playing key roles in producing and selling these items in specialty souvenir shops. In transportation providers, a critical part of the tourism value chain, the workforce is overwhelmingly male. Car rental companies and moto-taxis dominate this sector, with taxi drivers in São Tomé and Príncipe almost exclusively men. Various factors, including the poor and sometimes hazardous conditions of coastal roads, may deter women from becoming drivers. However, anecdotal evidence suggests that some women are employed in administrative and call center roles within transportation companies, offering a potential avenue for increasing female participation in the sector. Public sector employment is another form of indirect tourism employment, particularly as the number of tourists grows and the demand for government administrative services, airport staff, customs personnel, and park rangers increase. Although some women occupy these roles, gender parity remains elusive. In São Tomé and Príncipe, the public sector is one of the largest employers, absorbing 70 percent of workers with post-secondary education (WBG 2021). Tracking gender-segregated employment data, especially in tourism-related public sector jobs, could provide valuable insights and encourage greater efforts toward gender equality in this sector. 21 Lastly, the circular and blue economy as well as nature-based solutions represent a promising area for job creation, particularly for women. São Tomé and Príncipe’s natural beauty and its growing reputation for environmentally sustainable practices are key draws for ecotourism. As the government promotes the greening of the tourism sector and private companies begin to adopt eco-friendly practices—such as solar energy use, plastic reduction, recycling, and local manufacturing of organic toiletries—new employment opportunities are emerging. During interviews with an international hotel chain, it was noted that a significant portion of their staff in environmental and agriculture departments are women. Although statistical data is lacking, anecdotal evidence suggests that many women are employed by NGOs and small companies involved in wildlife conservation, ecotourism, and organic food production. The absence of comprehensive, gender-disaggregated data can be attributed to several factors. Firstly, many of these organizations operate on a small scale and may not have the resources or capacity to systematically collect and report employment data. Additionally, the informal nature of some of these roles means they are often not captured in official labor statistics. This is a common issue in sectors where informal employment is prevalent, as seen in other regions where women are particularly active in the informal sector, which includes small-scale trading, services, and crafts (World Bank, 2024). 4.1.2 Employment Issues One of the main challenges in recruiting female employees is the high pregnancy rate. Pregnancy rates in São Tomé and Príncipe have shown both positive and concerning trends. While the total fertility rate has been steadily declining, it remained at 3.82 children per woman in 2021 6, significantly above lower middle-income average of 2.6. A particular point concern is the high fertility rate among adolescent girls. The fertility rate among women aged 15-19 is notably higher than other countries in the region, and a significant percentage of women aged 20-24 have had their first live birth before the age of 18. Several factors contribute to these high fertility rates, including limited use of contraception (largely influenced by sociocultural norms), inadequate access to family planning services, early marriage, and widespread teenage pregnancies. These conditions lead to higher birth rates among younger women and have a direct impact on the workforce. Interviews with hospitality employers in São Tomé and Príncipe revealed that these fertility patterns contribute to female staffing shortages and frequent employee turnover, resulting in increased absenteeism and the need for continuous recruitment and training to fill gaps. BOX II. Legal Protections for Mothers Sao Tomé and Príncipe has enacted maternity leave policies to support women in the workforce during childbirth and early motherhood. The country's Labor Code, particularly Law No. 6/2019, addresses critical aspects of women's autonomy and their participation in the labor force. Under the updated Labor Code, the duration of paid maternity leave has been extended to 14 weeks, aligning with the recommendation of the International Labour Organization (ILO) Convention 183. This extension grants women 98 days of paid leave to recuperate from childbirth and care for their infants. The aim of prolonging maternity leave is to ensure that women have ample time to bond with their newborns and adapt to the demands of motherhood. The new Labor Code also incorporates provisions to safeguard pregnant employees from dismissal. This prohibition on terminating pregnant workers helps to secure their job stability and guarantees their ability to return to work after maternity leave without facing discrimination or unfair treatment. However, while these legal protections are essential, their effectiveness depends on de facto enforcement as there can be significant gaps between the rights established in the Labor Code and the realities faced by women in the workplace. Moreover, the Labor Code does not include specific paternal leave policies. It states only that the rights granted for maternity leave are also applicable to paternity in cases where the mother is unable to utilize them. Ensuring comprehensive support for both parents, along with effective enforcement of existing protections, is vital for fostering a more equitable work environment. 6 World Bank Indicators database. 2021 data for São Tomé and Príncipe. 22 High pregnancy rates can significantly impact girls' academic success and women's career progression, particularly when they struggle to balance educational or professional responsibilities with family obligations. Early pregnancies often lead to school dropouts or reduced academic performance among young girls, severely limiting their future employment prospects and economic independence. This lack of education can create long- term financial vulnerability, as it reduces their chances of obtaining well-paid jobs. For women in the workforce, frequent pregnancies can disrupt career development by causing repeated absences due to maternity leave and childcare responsibilities. This can result in missed opportunities for promotions, skill-building, and networking, putting them at a disadvantage compared to male colleagues or those with fewer children. Such interruptions can slow career advancement and lead to a lack of representation in higher-level positions or leadership roles. The impact of high pregnancy rates on women's employment can be mitigated through supportive workplace policies and practices. Maternity leave policies, flexible work arrangements, childcare support, and initiatives promoting work-life balance can help women navigate the challenges of pregnancy and parenthood while maintaining their employment and career aspirations. In São Tomé and Príncipe, the government-funded maternity leave reduces hiring bias against women, a notable difference from other countries in the region where companies bear the cost of maternity leave. To qualify for paid maternity leave from social security, a woman must be employed for at least six months. Maternity leave in São Tomé and Príncipe lasts for 14 weeks, and mothers of children under two are permitted to work six-hour days instead of eight. This benefit encourages women to remain in the workforce and to return to work, particularly due to the reduced working hours. Language skills are a critical employment factor in the tourism industry in São Tomé and Príncipe. Hotel employers have consistently emphasized the need for stronger language proficiency, not only in English, which is the dominant global tourism language, but also in Portuguese and French. For women in São Tomé and Príncipe, the development of strong language skills can significantly improve their employability and earnings in the hospitality industry. Positions such as receptionists, waitresses, and other customer-facing roles often require daily interaction with international tourists, and fluency in multiple languages can lead to higher wages, especially in positions where tips and bonuses are performance-based. Furthermore, language proficiency and communication skills are steppingstones toward managerial positions. Investing in language training, especially for women, can increase their chances of promotion and secure roles with greater responsibility, such as guest relations managers or operations supervisors. Emigration is also a significant issue for the tourism sector. In 2020, São Tomé and Príncipe had 39,608 emigrants (18.1 percent of the population), of which 54.5 percent were women 7 leaving the country. The tourism sector has been badly impacted, as jobs in the destination countries, particularly Portugal, are mainly in the hospitality industry. Staff are being trained and leaving soon after, creating staffing gaps across the tourism value chain. This is particularly costly for hotels that have invested time in hospitality training. As the pool of experienced and trained staff is getting smaller, tourism enterprises will need to expand their recruitment efforts, particularly from the rural areas. In this respect, as women’s labor force participation rate is quite low, there can be significant reserves to increase female participation in tourism. In summary, gender parity in tourism employment has not yet been achieved in São Tomé and Príncipe, with women often occupying roles that align with traditional gender stereotypes, such as housekeeping and cleaning services. To bridge this gap, improving key skill sets such as language proficiency, communication, and IT skills could significantly increase women’s access to higher-paying positions within the hospitality industry, such as roles in management, reception, and customer service. These skills not only enhance job performance but also make women more competitive in the global tourism market. Despite prevailing social norms that encourage women to prioritize home responsibilities, there is no societal stigma associated with women working in tourism. On the contrary, the sector is viewed as a pathway for women to gain financial independence and contribute more 7 https://migrants-refugees.va/it/wp-content/uploads/sites/3/2023/02/2022-CP-Sao-Tome-and-Principe-.pdf 23 meaningfully to their households and communities. Addressing challenges related to family planning, early marriage, and large family sizes could further support women's participation in the workforce. While women’s participation in indirect tourism employment (such as in transport or supply chains) remains limited, there are significant opportunities for growth. Empowering women through formalization, providing access to training, and expanding their roles in emerging sectors like the green economy can further enhance their contributions to the tourism industry. Sustainable practices and local sourcing offer unique opportunities for women to take on leadership roles. 4.2 Gender in Tourism Entrepreneurship Analysis 4.2.1 Entrepreneurship To thoroughly analyze women's entrepreneurship in São Tomé and Príncipe, it is essential to consider the broader context of business development within the island nation. Tourism, characterized by low barriers to entry and a predominance of small firms, is an attractive sector for women. The small size of these businesses and the relatively low capital requirements allow women to enter the market with limited financial resources, fostering entrepreneurship and economic independence. However, despite these opportunities, female entrepreneurs in São Tomé and Príncipe face significant structural challenges that limit their ability to fully participate and succeed in the tourism industry. Many of these challenges are not exclusively gender-specific but are rooted in the broader economic structure and limited production base of the country, which hampers diversification. Over 60 percent of São Tomé and Príncipe’s population is engaged in the informal sector, a space where many women are active participants. This widespread informality highlights deeper systemic issues, including a weak environment for private entrepreneurship, high production costs (notably electricity), bureaucratic delays, and limited innovation and diversification (UN STP, 2022). According to national statistics, in 2020, São Tomé and Príncipe had 1,008 registered companies. Yet, the business environment remains constrained. For instance, 64 percent of these companies operate without formal accounting systems. Additionally, 59 percent report annual revenues between US$4,000 and US$40,000, underscoring the dominance of small and medium enterprises (SMEs) in the local economy. Women remain underrepresented in leadership roles, with only 34 percent of companies in São Tomé and Príncipe having women as top managers (INE 2021). REINA, a public entity, is an organization dedicated to fostering entrepreneurship, especially among young people and women. The organization helps entrepreneurs with business planning, formalization processes, and capacity-building programs. Despite being a relatively new institution, REINA has offered training and support to over 500 beneficiaries, 48 percent of whom are women and girls. In 2020, REINA launched the "Turismo 2.0" project, which provided funding to tourism entrepreneurs as part of a COVID-19 recovery strategy. The initiative received 81 entries, from which 12 projects were selected for implementation, with half of those being led by women (Empreendedorismo Sao Tome e Principe, n.d.). Through these initiatives, women have accessed funding to enhance and expand their businesses, particularly in commerce, beauty services, agri-food processing, and guesthouses. However, many of these ventures remain small, and the ability of women-owned enterprises to supply larger hotels or upscale tourist offerings remains limited. The field visit revealed insights through interviews with female entrepreneurs and cooperatives, leading to two categories of analysis: o Women Entrepreneurs tend to be more educated and skilled, identifying and capitalizing on business opportunities. These women often operate in more specialized areas, such as agribusiness, where they focus on processing local agricultural products. Other sectors include homestays, food shanks, and creative industries that transform waste materials into marketable products. Although few in number, these women demonstrate higher levels of expertise, ambition, and entrepreneurial drive. Nonetheless, they 24 continue to face significant barriers, including limited access to financing and restricted market opportunities. o Cooperatives, often initiated and supported by NGOs, provide a platform for women with limited financial resources and skills. These women collaborate by pooling their knowledge and resources to create sustainable businesses, typically producing and selling local crafts, food products, and other goods for tourists. While the cooperative model offers opportunities for women with little formal education or business experience, challenges remain, particularly regarding the long-term sustainability of these ventures. Women Entrepreneurs The business sector in São Tomé and Príncipe remains predominantly male-dominated. According to the 2017 Gender Development Index Report for São Tomé and Príncipe, only 20.7 percent of entrepreneurs are women, compared to 79.3 percent men (INPG, 2019a). The scarcity of female business role models and mentors may deter many women from pursuing entrepreneurship, reinforcing misconceptions about women's ability to manage successful businesses, especially when balancing family, business, and personal responsibilities. However, when women do succeed as entrepreneurs, they achieve financial independence, personal and professional fulfillment, and are often better equipped to invest in their children’s education. In the tourism sector, although relatively small, there are no visible barriers preventing women from owning businesses across different segments, nor is there apparent stigma. Women in São Tomé and Príncipe operate guesthouses, restaurants, agribusinesses, massage and spa services, and at the informal level, many are fruit and produce vendors. In fewer cases, women also work as food wholesalers for hotels. Locally made goods aimed at the tourism market are primarily focused on agribusiness products and handicraft souvenirs, with the agro- processing sector being the largest. The fertile volcanic soils of São Tomé and Príncipe support the cultivation of a wide variety of fruits and spices, including the globally recognized vanilla and cocoa (chocolate). Women entrepreneurs are active in agro-processing, producing items such as jams, oils, dried fruits, liqueurs, coconut oil, lotions, and soaps, mainly to be sold at a national level. In São Tomé and Príncipe, while the handicraft industry is limited, men mainly produce traditional masks, whereas women excel in upcycling materials into artisanal creations. While existing crafts include mainly mask wood and coconut carvings, typically made and sold by men, women are more prominent in the recycling segment, using glass, plastic and used fabrics for jewelry, shoes, clothing and various household items. Locally made products are sold in specialized sections of supermarkets, hotel gift shops, and stand-alone stores such as Ubanga and Quatela, which cater to tourists. These retail venues offer tourists a one-stop shopping experience, allowing them to purchase from multiple producers at once. This aggregation method is more effective for market distribution, as many producers operate on a small scale and cannot sustain individual shops. Additionally, established outlets provide easier access for incorporating new producers into the market. While women entrepreneurs are represented across various tourism-related businesses, their numbers remain relatively low. However, this does not indicate a lack of interest among women in starting businesses. For instance, when the business incubator, REINA, launched the "Muala" program, specifically targeting women entrepreneurs, it received over 1,600 applications. Due to budget constraints, only 44 participants could be funded, but the overwhelming response highlights the untapped potential of female entrepreneurship in São Tomé and Príncipe. According to REINA, businesses led by women also tend to have higher survival rates than those run by men. One of the main barriers to women starting their own businesses is limited access to financing. Interviews with women entrepreneurs revealed a preference for home-based and small businesses. Many women favor these types of businesses to balance care responsibilities, manage other jobs, and avoid overshadowing their male partners. This preference aligns with broader societal dynamics, as women seek to harmonize family life with professional aspirations. For example, Dina, a masseuse, operates out of a small shack in front of her remote home so that she can stay close to her children and manage her household responsibilities (Box 3). 25 BOX III. Case Study--Masseuse Dina is a masseuse that operates out of a small shack in front of her remote home, though she will also travel to clients with her portable massage bed. Without being formalized, she does not want to draw too much attention and hence has no signage on property, instead she relies on word of mouth and social media. Her husband doubles as a motor taxi to bring her clients to her. She gets about 8-9 clients a month, making about 255 Euros/month, a decent salary. She prefers working for herself rather than at a lodge, as she can then be close to her children. While her set-up is basic, and still needs toilet facilities for her clients, she is satisfied and content with her operations. Women Cooperatives In São Tomé and Príncipe, cooperatives—both women-specific and community-based—play a crucial role in creating business opportunities that might be challenging to pursue individually, especially in remote areas. NGOs provide essential technical assistance to agribusinesses and farmer cooperatives, offering guidance on best practices, such as hygienic standards, and support for accessing financing and market opportunities. Organizations like Oikos are instrumental in developing and supporting these cooperatives by facilitating micro-business ventures in regions such as the buffer zones of national parks. Their initiatives include beekeeping, snail farming, poultry and pig raising, restaurant operations, and other activities that integrate into tourism supply chains. In many cooperatives in São Tomé and Príncipe, there is a distinct division of labor between men and women, which reflects traditional roles but also offers significant opportunities for empowerment. Typically, men concentrate on production tasks, such as cultivating crops, raising livestock, or engaging in fisheries. These activities form the backbone of the cooperative's input and are essential for its overall success. Women, on the other hand, often take on roles related to processing, sales, and organizational management. This division allows women to engage in activities such as transforming raw products into marketable goods, managing sales channels, and overseeing the day-to-day operations of the cooperative. These roles can be empowering, as women are entrusted with financial and managerial roles, enhancing their skills, confidence, and leadership capabilities. Despite these benefits, the cooperative model faces challenges, particularly regarding sustainability and continuity once NGO support ends. The societal dynamics in São Tomé and Príncipe, characterized by sometimes loose collective work practices, can make it difficult to sustain and reward cooperative members when contributions are uneven. This refers to the challenges cooperatives face when some members contribute significantly more than others, leading to frustration and dissatisfaction. As a result, individuals may opt to work independently, preferring to earn according to their own level of engagement rather than relying on a collective system. Consequently, many cooperatives struggle to operate independently after external support concludes. To address these issues, NGOs are exploring a shift from working with broader community groups to focusing on family units. This approach allows for more flexible distribution of work responsibilities, enabling families to adjust workloads more easily. While women are likely to continue playing key roles in financial and organizational tasks, family dynamics and cultural norms may impact the effectiveness of their leadership. There are some women’s cooperatives in São Tomé and Príncipe that operate as member-owned and democratically controlled organizations. These cooperatives are formed by women to address their shared economic and social needs. Operating on principles of self-help, mutual aid, and collective responsibility, they enable women to pool their resources, share risks, and work collaboratively towards common goals. They span various sectors, including agriculture, handicrafts, and services, and aim to empower women by providing opportunities for income generation, skill development, and decision-making. A notable example is the “Cooperativa de Valorização dos Resíduos da Ilha do Príncipe”, which specializes in transforming waste glass into jewelry. While the members are proud of their achievements and have benefited from training and field visits, there is room for growth. To improve, they need to gain a deeper understanding of tourist preferences and enhance their products by refining design, quality, and variety. Exposure to global trends and innovative ideas will help them make their offerings more appealing to tourists and improve distribution strategies, ultimately boosting their market presence and sales. 26 4.2.2 Women Entrepreneurship Issues This lack of data hinders targeted policymaking to address the specific needs of women entrepreneurs. Women in São Tomé and Príncipe have the same legal rights as men to sign contracts, register businesses, and open bank accounts. Yet, significant gaps remain in understanding the full extent of their participation in the economy due to a lack of sex-disaggregated data on business activities, women-owned businesses, or entrepreneurship (WBL 2024). Many challenges in entrepreneurship are not solely related to gender but are deeply rooted in the broader business environment of the country. According to São Tomé and Príncipe’s Business and Professional Women Association, women face structural barriers to financing, which include a lack of collateral, limited access to formal banking systems, and low financial literacy. These challenges are compounded by gender biases in the financial sector, further limiting women’s capacity to grow and sustain their businesses. Some of the most pressing issues in women entrepreneurship are related to: o High operational costs and poor infrastructure: Unreliable electricity and the high cost of fuel increase operational expenses for small businesses, reducing profitability for women-led initiatives. Inadequate road network and issues with the main port and airport also hinder tourism linkages between the two islands. Additionally, cooperatives in remote areas face operational challenges due to limited social capital networks, complicating their market connections between rural and urban areas. Irregular and inconsistent supply, high logistical costs due to poor infrastructure, and burdensome requirements for setting up businesses (such as minimum capital, bank accounts, and registration fees) further complicate their operations. o Complicated bureaucracy and financial illiteracy: The bureaucratic process for obtaining permits and licenses in São Tomé and Príncipe is often lengthy and costly. For example, opening a bank account and legalizing a company can require about 5,000 dobras (US$200), a significant expense for many. The process for obtaining an "alvará" (business license) can take up to nine months, discouraging women who balance multiple responsibilities. High-interest rates on bank loans (up to 27 percent) and low financial literacy force many women to rely on self-financing, keeping their businesses informal and limiting their growth potential. The lack of formalization limits their capacity to scale and partner with larger tourism entities such as hotels. o Impact of the 15 percent VAT on informal female vendors: The introduction of a 15 percent VAT in 2023 has affected informal female vendors, particularly in the hospitality sector. Hospitality buyers are increasingly preferring to purchase from formal suppliers who can provide VAT-compliant invoices for tax deduction purposes. This shift could lead to reduced demand for products from informal female vendors, as hotels and restaurants need to reclaim VAT paid on purchases. To continue supplying to hotels, informal vendors may feel pressure to formalize their businesses, registering for VAT and complying with tax requirements. However, for small-scale female vendors, especially those balancing multiple responsibilities, formalization can be complex and costly. This could push some female vendors out of business or into sectors with fewer formal requirements. If the government provides adequate training, support, and incentives for informal female vendors to formalize, the introduction of VAT could lead to long-term benefits such as new contracts, loans, and participation in larger supply chains. However, this depends on the availability of support mechanisms like simplified registration processes and training in tax compliance. o Weak tourism diversification: Tourism in small islands like São Tomé and Príncipe is often seasonal, with peak times during favorable weather conditions. Entrepreneurs need to plan for the low season, developing strategies to ensure their business remains viable throughout the year, perhaps by diversifying their offerings or targeting different tourist demographics. However, despite the richness of tourism resources, the range of tourism activities in São Tomé and Príncipe is narrow, limiting the tourism value chain. The lack of diverse offerings—such as yachting, water sports, wellness and spa services, adventure activities, and homestays— restricts entrepreneurial possibilities. Expanding the variety of tourist experiences could not only attract more visitors but also create additional business opportunities, enabling women to tap into niche markets and sustain their businesses throughout the year. 27 o Lack of knowledge of tourism business and female role models: While the Businesswomen’s Association includes members engaged in the tourism sector, only about 15 percent run tourism-related businesses. Many women are unfamiliar with how to leverage tourism opportunities due to limited exposure to successful models. São Tomé and Príncipe offers untapped opportunities for women in niche tourism markets. Potential areas include wellness services aligned with the island’s exotic profile, organic foods and amenities for eco- conscious travelers, and community-based ecotourism experiences. By developing these offerings, women entrepreneurs can create unique experiences that appeal to diverse tourist demographics and contribute to the growth of the island’s tourism industry. Training programs for rural women, including those in Roças, could demonstrate how to utilize natural and cultural heritage for tourism. Additionally, inviting women already working in hospitality to share their experiences could inspire others to enter the sector. These initiatives would address a critical issue in entrepreneurship—the lack of female role models to inspire other women to explore opportunities in tourism and related fields. o Sustainability of microenterprises and cooperatives: Many women-owned enterprises remain small and informal, supported by NGOs. While these microenterprises often operate in the agri-business and circular economy sectors, they face sustainability challenges, particularly when using cooperative models. Targeted interventions are needed to build women’s entrepreneurship and leadership skills, enabling them to capitalize on untapped opportunities in tourism and related sectors. By improving their productivity and formalizing their operations, women can better compete in the tourism value chain. o The "Missing Middle" for Female Entrepreneurs: female entrepreneurs in the tourism sector often find themselves in the "missing middle", which refers to businesses that are too large for microfinance but too small to qualify for traditional bank loans, leaving them significantly underserved in terms of funding and support. Despite the country's efforts to promote gender equality and improve financial inclusion, many women in the tourism sector remain constrained by limited access to capital. This gap is exacerbated by high collateral requirements and the lack of financial products tailored to SMEs. Addressing these barriers is crucial for unlocking the potential of women entrepreneurs and fostering inclusive economic growth. Enhancing access to finance, providing targeted skills development, and implementing supportive policies can help bridge this gap, enabling women to contribute more effectively to the tourism sector and the broader economy. o Equal Administrative Power and Property Ownership: while men and women have equal rights to administrative power and ownership of immovable property, such as land, there are currently no mechanisms or incentives to encourage the registration of these assets by women. Promoting initiatives that enable the use of both movable and immovable assets as collateral will enhance access to credit and simplify the loan acquisition process. This improvement will significantly increase women's ability to finance and grow their businesses In summary, female entrepreneurship in São Tomé and Príncipe has immense potential to drive inclusive development and economic growth. Although challenges such as bureaucratic obstacles, limited access to capital, and a narrow scope of tourism activities persist, targeted initiatives to enhance training, broaden tourism opportunities, and support business formalization can significantly empower women entrepreneurs. By overcoming these barriers, women can play a pivotal role in shaping the future of the country’s tourism industry, driving both its growth and sustainability. 4.3 Leadership and Voice Analysis São Tomé and Príncipe's legal framework champions Gender Equality, but faces challenges due to deeply rooted stereotypes, perpetuating gender inequalities and vulnerabilities. The National Strategy for Gender Equality and Equity 2019-2026 highlights significant strides in gender equality, including the implementation of gender-sensitive legislation and the ratification of international conventions. However, it also underscores persistent issues, notably the prevalence of sexual abuse among minors and alarmingly high rates of GBV. Victims face a lack of adequate support structures, and their economic dependence on the aggressor often traps them in a cycle of violence (re- victimization). Cases of domestic violence, sexual abuse of minors, and GBV are showing increases. The Women, Business and the Law 2024 expert opinion score is 27.5, considerably lower than the Sub-Saharan Africa regional 28 average of 54.6. Furthermore, this assessment indicates that 66.7 percent of women are not free from GBV. Shockingly, 19.1 percent of women (13.8 percent of men) in the 15 to 49 age group believe it's justified for men to physically harm women under certain circumstances (INPG 2019; MJAPDH 2020). Despite various initiatives and legislative efforts to improve gender equality, significant challenges persist in both political and enterprise environments. In 2022, the proportion of seats held by women in the national parliament was a low 14.5 percent, below the Sub-Saharan Africa average of 26.3 percent. While women’s national representation may be low, the proportion of women in ministerial level positions was 36.4 percent, outperforming the Sub-Saharan African average of 23.9 percent 8. In July 2022, the National Assembly approved the Political Parity Law that sets aside a minimum of 40 percent of seats in elected bodies as well as cabinet positions to be reserved for women. Despite these efforts, women's political participation remains ineffective due to their underrepresentation in decision-making bodies. Policymakers often lack gender sensitivity, and both civil society organizations and public administration suffer from inadequate technical preparation, weakening institutions and their interventions. The lack of quality information and statistics about women's situations hampers effective advocacy, making it difficult to identify where help is most needed. Furthermore, the country has a low rate of ratification and implementation of international agreements and conventions, particularly those protecting the rights of women and girls (INPG, 2019a). Within enterprises, a frequent complaint among female managers is the difficulty of gaining respect in positions of authority from both male and female employees. Women are often not seen as having attained their roles based on their own merit, which undermines the respect they receive. 8 World Bank gender data portal 8 World Bank gender data portal 29 Section 5. Cross-Cutting Issues 30 Cross-Cutting Issues 5.1 Policy and Institutional Environment Key initiatives and organizations are advancing tourism development and women's empowerment, yet targeted actions are needed to address gender disparities in the sector. The tourism sector on São Tomé Island falls under the governance of the DGTH within the Ministry of Economy, while Príncipe Island is overseen by the Regional Secretary for Tourism, Economy, and Culture of the Autonomous Government of Príncipe. Three tourism-related civil society organizations are active in the country: the São Tomé and Príncipe Tourism Association, the Guide Association, and the Responsible and Sustainable Tourism Platform. In 2018, a Strategic and Marketing Plan for Tourism in São Tomé and Príncipe 2018-2025 was established, outlining five strategic objectives to maximize tourism's role in national employment and revenue generation, as well as ensuring an equitable distribution of social and economic benefits. Although it recognizes gender disparities in tourism employment, the plan lacks specific actions to promote gender equality in the destination. However, an updated version of the strategy, currently in progress, proposes a "Mulheres d'Ideias" (Women of Ideas) program which aims to boost female entrepreneurship by providing specialized consulting support from idea conception to implementation, enhancing the destination's offerings while addressing gender disparities. Regarding female empowerment, the Ministry of Women's Rights and the National Institute for the Promotion of Gender Equality and Equity are the primary public entities, focusing on women's political and economic empowerment, skills development, and advocacy against gender-based violence and early pregnancy. São Tomé and Príncipe also has the support of several civil society organizations dedicated to women's agency. These include: o STP Association of Business and Professional Women (AMEP) o Santomean Women's Forum (FOMS) o Rural Women Farmer Association o Principe Women Association (AMP) o São Tomé Association of Women Lawyers (ASMJ) o Women Parliamentarians Network o Platform for Human Rights and Gender Equality (PDHEG) o Domestic Violence Advice Centre In 2019, the Third National Strategy for Promoting Gender Equality and Equity was launched, emphasizing nine key domains as priorities for achieving gender equality and the full participation of both men and women in sustainable development. These include i) legislation and policies, ii) leadership and visibility, iii) economy, iv) education and training, v) health, including sexual reproductive health, vi) gender-based violence, vii) media and communication and information technology, viii) environment and climate change and ix) institutional mechanisms for promoting gender. Notably, tourism is not explicitly mentioned as a key sector for promoting gender empowerment and employment in this strategy. Additionally, there appears to be a lack of formal coordination between tourism and gender-related authorities, as well as insufficient intersectoral coordination between the national tourism authority and the regional tourism department of Príncipe. 5.2 Social Norms Ingrained social barriers undermine women's empowerment and career development in São Tomé and Principe's tourism sector. Social norms often dictate that women must obtain their spouse's permission to take actions related to their sexual and reproductive health. In interviews with a hotel manager, it was disclosed that some men use intimidation to prevent their partners from using contraceptives. This results in a high pregnancy rate and frequent maternity leave requests from female tourism staff, hindering their career progression. Furthermore, in São Tomé and Príncipe two other conjugal arrangements exist, besides formal monogamous marriage: de facto 31 union and "vivencha" (cohabitation), where married men have other women and children outside marriage. Due to cultural and social norms, polygamy is accepted without stigma, but the wives do not live together. Financial strain often leaves men unable to support their different families, leading to single-parent households headed by women who struggle to provide for their children. Sociocultural norms such as early marriage and teenage pregnancies also contribute to deepening gender inequality in tourism opportunities. The new Family Code Law does not explicitly prohibit child marriage in informal unions (Assembleia Nacional, 2018), prevalent among rural and poor families. National statistics from 2019 reveal that 32 percent of girls were married or in a de facto relationship before age 18, compared to 6 percent of boys (INE & UNICEF 2020). This disparity partly explains the greater career development track among men in the tourism sector, leaving women burdened with child-rearing responsibilities and juggling multiple jobs to support their families. Moreover, social norms in São Tomé and Príncipe deriving from cultural traditions impact gender-specific job perceptions. Women in the tourism sector are typically relegated to roles replicating gender segregation in domestic work. While women are predominantly in housekeeping, restaurant, and reception roles, the field mission identified some breaking into traditionally male sectors like security, airport, and police. Interviews also revealed a preference among women for home-manageable and small businesses, allowing them to avoid overshadowing their male partner, and to balance care responsibilities and other jobs. 5.3 Gender-Based Violence Classified as an FCV country, São Tomé and Príncipe faces heightened GBV risks. The “Increasing Gender Equality in Fragile, Conflict, and Violence Settings” (World Bank, 2024) note highlights that in FCV contexts, the breakdown of social structures, weakened legal systems, and normalization of violence significantly increase the risk of GBV. These settings often witness a surge in domestic violence, sexual abuse, and exploitation, while societal norms continue to reinforce male authority over women and children, deepening gender inequalities and justifying acts of violence. The entrenched patriarchal system in São Tomé and Príncipe sustains the systemic oppression of women, frequently passed down through generations. Reported cases of domestic violence, sexual abuse of minors, and GBV have increased in São Tomé and Príncipe 9, potentially fueled by societal norms that endorse men's authority over women and children within families. Frequently, community members tend to blame women and girls for the sexual assaults they endure, or rationalize a husband's use of physical violence as a form of discipline. According to a national statistical report, 19 percent of women (compared to 11 percent of men) aged 15 to 49 believe it is justifiable for men to physically harm women for reasons such as going out without informing him, neglecting the children, engaging in fights, refusing sex, or burning food (INE & UNICEF 2020). Interviews conducted during field missions revealed no significant evidence of GBV situations within the tourism realm. However, there have been reported instances of mild harassment from male guests, involving compliments on the appearance of female staff and, in certain cases, requests for the staff's cellphone contacts to continue the conversation. Typically, these situations go unreported to staff managers and are addressed based on the discretion of the staff involved. While legal frameworks against domestic violence, sexual harassment, and rape are in existence, cultural factors often deter women from openly expressing or reporting the injustices inflicted upon them. Additionally, there are no governmental reporting mechanisms or pathways for addressing such incidents within the tourism sector, nor are there established guidelines for hotels to manage these issues proactively. While tourism has the potential to drive economic development, it may also exacerbate Commercial Sexual Exploitation (CSE). GBV in the travel and tourism sector is deeply rooted in broader societal dynamics. According to the Women Business and the Law 2024 expert opinion survey on São Tomé and Príncipe, 66.7 percent of respondents indicated that no women are exempt from experiencing GBV. This figure is higher than some neighboring countries, such as The Gambia (44 percent) and Cabo Verde (40 percent). The influx of tourists can 9 Interview with INPG; (MJAPDH 2020); (WBG 2021). 32 increase demand for sexual services, putting vulnerable women, girls, and boys at greater risk of exploitation. This danger is amplified by prevailing gender inequalities and the normalization of GBV within the society. 5.4 Capacity Building Despite progress in education equality, there is a gender gap in school completion and vocational training participation driven by prevailing societal norms. In recent years, there have been positive trends in the education system benefiting both boys and girls. Notably, there is no significant gender disparity in school enrollment, including tertiary education. However, a gender gap emerges in schooling completion, influenced by high early pregnancy rates and societal norms that undervalue girls' education and prioritize women's domestic roles over income-generating roles (INPG 2019). The National Strategy for Equality and Gender Equity 2019-2026 acknowledges low participation of girls in vocational training courses, partly attributing it to stereotypes associated with specific areas of study or professions directed toward men or women. This results in a deficiency in technical training and limited information about market opportunities, impacting women's business initiatives. São Tomé and Príncipe is witnessing a surge in vocational training for tourism industry advancement. Ad-hoc training has been offered by entities like the General Directorate of Tourism, with bilateral cooperation allowing São Tomé and Príncipe students to study tertiary and vocational tourism courses abroad. Currently, the establishment of the first school of tourism and hotel management in São Tomé and Príncipe is underway, funded by the World Bank Group and led by the Portuguese-based company Celff education. Despite initial challenges related to premises and management, measures have been taken to overcome obstacles. The school has provided free training to over 200 students in areas such as housekeeping, reception, F&B management, cuisine, and tourist entertainment. Additionally, a train-the-trainer course has equipped 16 individuals, 60 percent of whom are women, to become future trainers at the school. There is a pressing need to address some key skill gaps to enhance employment and business opportunities for women in the tourism sector. In Interviews, tourism stakeholders emphasize that language proficiency (especially in English), IT skills (reservations software), sales, hospitality management, and soft skills are crucial for enhancing service quality and boosting women's participation in São Tomé and Príncipe's tourism sector. The lack of training and confidence, coupled with limited role models (both female and male), poses a primary barrier for women. Beyond employment-focused training, there's a pressing need for capacity building in financial literacy, business management, human resources, and leadership for existing tourism businesses. Recognizing the challenges faced by female entrepreneurs, initiatives like REINA, a public incubator entity established just over 1.5 years ago, offer free counseling and small business trainings. 33 Section 6. Policy Recommendations for Improving Gender Mainstreaming in Tourism 34 Recommendations for Advancing Gender Equality in the Tourism Tourism has the potential to address key gender economic disparities in São Tomé and Príncipe through increased employment and entrepreneurship activities. These disparities include a 32.6 percent male-female labor force participation gap, a 12.1 percent higher female unemployment rate compared to men, and a 7.9 percent higher female poverty rate. Gender participation in tourism is already more balanced than in other sectors, and further integrating women can significantly enhance the sector, especially as the government expands into new tourism segments. The following recommendations aim to boost female employment, entrepreneurship, and leadership in the tourism sector (see Table 4 for a summary of recommendations). Employment o Improving women’s employment in tourism requires addressing their skills gap. Currently, women represent 71 percent of the "unskilled worker" category (INPG 2019a), demonstrating significant potential for development. For direct guest interaction roles, such as those in hotels and on tours, language proficiency and communication skills are essential. Meanwhile, back-office skills, such as computer and finance literacy, along with leadership training, will help women succeed in middle management and higher-tier positions. It is equally important to challenge gender stereotypes within tourism occupations to expand opportunities. For instance, women could be trained in maintaining solar power or water purification systems, and nautical sport equipment. Workshops can also be held to equip women with knowledge on organic standards, food safety, and certification processes, expanding their career possibilities. To further enhance skills development, collaboration with the private sector is crucial. Setting up apprenticeship programs and job placements initiatives can provide women with hands-on experience and direct pathways to employment. These partnerships can ensure that training programs are aligned with industry needs, thereby increasing the employability and career advancement opportunities for women in the tourism sector. o Engaging the community and local leaders in policy dialogue is essential for implementing reforms and challenging restrictive gender norms. By creating strong local and national frameworks, São Tomé and Príncipe can work to reduce harmful practices, such as child marriage, which limit girls' participation in the workforce. This approach will also help improve access to services for women and girls, fostering greater gender equality. o Bringing more rural and coastal women into the hospitality industry is crucial, as São Tomé and Príncipe's low female labor force participation suggests there is untapped potential. Expanding hospitality recruitment to these areas, supported by public campaigns, is essential. High migration rates have resulted in a high turnover of hotel staff, and rural women represent a pool of potential workers. By providing training and support, rural women could be empowered to engage in agro-tourism, homestays, and rural tourism, combining agricultural practices with tourism to create sustainable livelihoods. These activities can enhance economic resilience, provide diverse income streams, and improve the overall viability of both the agricultural and tourism sectors, allowing women to maintain and diversify their roles in agriculture while contributing to the hospitality industry. São Tomé and Príncipe’s progressive maternity leave policies, particularly in hotels, have eased the burden on women to stay in the labor force. The new hospitality school, in partnership with tourism authorities, should raise awareness of the full range of tourism-related job opportunities. o While sexual and moral harassment were not identified as significant issues during the field mission, sensitization of tourism businesses and suppliers about supportive workplace policies remains essential. Public agencies overseeing gender and tourism should collaborate to develop strategies to address these issues and promote gender equality in tourism workplaces. Male employers need to understand that, with proper training, women are equally capable of performing the same tasks as men. Women, too, should be encouraged to aspire to leadership positions, and recognize the potential of female bosses. 35 o Another critical barrier is the country’s high fertility rate, which impacts women’s employability in tourism. Adolescent pregnancies, in particular, disrupt girls' academic progress and hinder women's career advancement, as they often struggle to balance educational or professional responsibilities with family obligations. Early pregnancies frequently result in school dropouts or poor academic performance, severely limiting young girls' future employment opportunities and economic independence. This issue can be addressed through training programs, including those offered by the hospitality school, as well as public-private partnerships aimed at providing affordable childcare services for tourism workers. Comprehensive government-led sex education programs are crucial in reducing adolescent pregnancies. These programs will provide essential information about reproductive health, contraception, and the consequences of early pregnancies. By integrating these programs into school curricula and community outreach initiatives, young people can develop informed perspectives on relationships and family planning. o São Tomé and Príncipe appears to face a gender pay disparity, although the available data on this issue is limited. Currently, there are no measures in place to enforce equal remuneration for work of equal value, nor are there any pay transparency initiatives or enforcement mechanisms aimed at addressing the gender pay gap. By implementing pay transparency measures and establishing legal protections, along with effective enforcement mechanisms, we could significantly improve women's economic outcomes in the sector. Potential initiatives for improving women’s employment: • Gender-sensitive employer awards to recognize inclusive businesses. • Incentivize the government to develop guidelines for gender-sensitive workplace policies and training for tourism businesses, particularly within PforR operations. • Public-private partnerships to provide affordable childcare services for tourism workers. • Campaigns against GBV and child abuse in tourism. • Tailored training programs for women to overcome industry-specific barriers and break into male- dominated sectors. These programs could include components that encourage spousal support, connect women with mentors and role models, provide comprehensive information and training specific to male- dominated industries, and increase access to necessary capital. • Official gender-sensitive procurement checklists for tourism value chains. • Tourism job opportunity workshops in rural (Roças) and coastal areas, featuring female keynote speakers. • Training and mentorship for career progression. • A national comprehensive sex education initiative to be integrated into school curricula. • Increasing pay transparency measures. • Collaboration with the private sector to establish apprenticeship programs and job placement initiatives. • Collect employment data for advocacy and to incentivize the development of strong Management Information Systems (MIS). Entrepreneurship o To enhance women’s entrepreneurship in tourism, a multi-faceted approach is needed. Building women’s confidence to become entrepreneurs is a critical first step. Women-specific entrepreneurship boot camps, for example, could be implemented. These programs, led by other women, would give participants a supportive environment to learn about the tourism sector, brainstorm business ideas, and develop essential business planning and personal initiative skills. While not every participant may leave with a workable business plan, they will acquire foundational knowledge that can be revisited later. o A female mentorship program would provide businesswomen with valuable resources, including access to leadership webinars, networking opportunities, exchange visits, and financial support, such as microcredits and grants. A tourism linkage program, connecting hotels with craft, agri-food suppliers, and fisheries, could also foster new market opportunities for women entrepreneurs. o Supporting the formalization of women-owned tourism businesses is key for their financial inclusion. A formalization campaign could help women transition from the informal to formal economy through simplified and digitalized registration processes, reduced fees, and legal support. 36 o Improving access to finance is also crucial. Measures such as reducing interest rates, improving financial literacy, and providing alternative financing mechanisms (e.g., microloans or cooperative banking) would benefit women entrepreneurs. The government could offer tax breaks, grants, and low-interest loans to incentivize women’s entrepreneurship in tourism. o A training program focused on upcycling marine plastic and glass into marketable crafts could also open new opportunities for women, particularly in coastal areas. By transforming waste into valuable products, craftswomen could simultaneously contribute to environmental sustainability and enhance the appeal of local souvenirs in the tourism sector. o Providing access to childcare programs could greatly increase the number of women-led firms. While social norms and limited acceptance play a crucial role in hindering female entrepreneurship, affordable childcare services can empower more women to start their own business. Moreover, women entrepreneurs can become part of the solution by creating and offering childcare services themselves, further fostering a supportive environment for working mothers. o The substantial number of applications for the Muala incubation program reflects a strong interest among women in launching their own businesses. Expanding and funding similar programs should be a top priority to foster women’s entrepreneurship and promote innovative tourism activities that align with the government's new tourism segments. Additionally, the government could undertake market research to identify gaps and opportunities within the tourism sector, such as forest adventures or wellness activities. This research would help guide women in creating businesses that support the government’s tourism development goals. Potential initiatives for improving women’s entrepreneurship: • Female boot camps for tourism entrepreneurship. • Tourism linkage programs connecting the creative industry, agribusinesses, and fisheries. • Capacity building programs focused on design, pricing, quality control, business development, packaging, marketing, and leadership. • A formalization campaign with grant schemes to incentivize female-led ventures. • Subsidize childcare programs in collaboration with women entrepreneurs, ensuring affordability and accessibility for working mothers. Leadership, Public Policy, and Support o Enhancing data analysis and monitoring is critical for gender mainstreaming in tourism. Improving statistical staff capabilities through training in sex-disaggregated data analysis and gender-sensitive tourism monitoring is necessary. Establishing a gender and tourism observatory could also help collect and report on gender-specific data, guiding policy decisions and tracking progress towards equity goals. o A multi-sectoral partnership dialogue, involving tourism, gender equality, fisheries, and agriculture stakeholders, is essential to integrate gender perspectives into tourism development. Such collaborations would foster synergies, share best practices, and address common challenges. o Comprehensive policies to address gender-based violence and harassment in the hospitality sector should be developed. This would include codes of conduct, clear protocols, and awards recognizing businesses with exemplary practices in safe and respectful workplaces. o Women should have a more prominent role in tourism, both as industry leaders and government officials. Increasing the number of women in managerial positions and creating mentorship programs will ensure their advancement. Gender-sensitive training for policymakers and tourism workers will further support this shift. Finally, more gender-disaggregated data is needed to make informed policy decisions in tourism. o Recognizing the heightened risk of CSE with the increase in tourist arrivals is essential to ensuring the protection of women in the tourism sector. To effectively address this, all tourism businesses must implement 37 clear policies and training against sexual exploitation and abuse/sexual harassment (SEA/SH), establish strict sanctions, and provide safe, confidential grievance mechanisms. Additionally, access to GBV support services and a secure whistleblower policy are critical components in fostering a safe and accountable environment. To comprehensively tackle GBV, efforts must extend beyond the workplace. This includes school-based interventions to educate and raise awareness about GBV from an early age, creating a cultural shift that discourages violence and promotes gender equality. Furthermore, strengthening legal and policy frameworks is crucial for effectively addressing GBV at all levels of society. Tourism businesses should also offer workplace support for staff affected by GBV, ensuring access to counseling, leave options, and a supportive environment that encourages reporting without fear of retaliation. Potential initiatives for improving women’s leadership: • A gender and tourism observatory. • Public-private dialogues on gender mainstreaming in tourism. • Advocacy campaigns on gender equality in tourism businesses. • Gender equality training for tourism policymakers and workers. • A national protocol to prevent GBV and child sexual exploitation in hospitality. • Leadership and gender-sensitivity workshops for both men and women. • Strengthening legal and policy frameworks. • A mandatory certification program for tourism businesses, requiring SEA/SH prevention training, confidential reporting systems, whistleblower protection, and sanctions for non-compliance. • Develop training modules for the Ministry and for policymakers to enhance their understanding of the barriers faced by women at the intersection of tourism, gender, and entrepreneurship. • Develop policies that protect all employees in the workplace, and laws that broaden the availability of childcare services and makes them more financial feasible for families. • Implement MIS to gather data on the types of sectors. • Require all hotel staff to sign a code of conduct against GBV/SEA/SH and establish a strict zero-tolerance policy to ensure accountability and enforce compliance. Effectively mainstreaming gender in tourism in São Tomé and Príncipe requires addressing skill gaps, supporting women-owned businesses, improving access to finance, and implementing inclusive workplace policies. Promoting women’s leadership and establishing a robust data monitoring system to inform gender-sensitive policies will further enhance their participation. Cross-sector collaboration, along with government initiatives such as mentorship programs, gender equality training, and entrepreneurship boot camps, will be critical in building a more inclusive, sustainable, and thriving tourism industry for all. 38 Table 4. Summary of Policy Recommendations for Improving Gender Equity in Tourism Employment Gender disparity Key issues Recommendations Timeline Key Stakeholders Underrepresentation Lack of skills Tailored training programs for Medium São Tomé and in management and access to women to overcome industry- Term Príncipe positions skill specific barriers and break into male- hospitality development dominated sectors. These programs school Male-dominated programs could include components that business encourage spousal support, connect Tourism and environments women with mentors and role gender models, provide comprehensive government Disproportionate information and training specific to agencies burden of care male-dominated industries, and responsibilities increase access to necessary capital. Hotel, High fertility Public-private partnerships to Medium Restaurants, Gender stereotypes rates limiting provide affordable childcare services Term Cafe and limiting roles and workforce for tourism workers. Catering opportunities participation Develop a national comprehensive Long (HORECA) sex education initiative to be Term integrated into school curricula. Local Concentration Official gender-sensitive Medium governments of women in procurement checklists for tourism Term low-paid value chains. Instituto positions Nacional de Incentivize the government to Medium Estatística (INE) develop guidelines for gender- Term sensitive workplace policies and training for tourism businesses, particularly within Program for Results (PforR) operations. Missed Tourism job opportunity workshops Short opportunities in rural (Roças) and coastal areas, Term for featuring female keynote speakers. advancement Training and mentorship for career Short and higher- progression. Term paying roles Gender-sensitive employer awards to Medium recognize inclusive businesses. Term Exposure to Campaigns against GBV and child Short moral and abuse in tourism. Term sexual harassment in the workplace Gender pay Increasing pay transparency Short gap measures. Term Insufficient Collect employment data for Short data advocacy and to incentivize the Term development of strong management information systems (MIS). 39 Entrepreneurship Gender disparity Key issues Recommendations Timeline Key Stakeholders Lower profitability Challenging Capacity building programs Short term REINA compared to male- business focused on design, pricing, quality (Incubator) owned businesses environment in control, business development, São Tomé and packaging, marketing, leadership, Tourism Limited scalability Príncipe and entrepreneurship. government of women-owned Business, agency businesses financial, and digital illiteracy Barriers to Access to finance A formalization campaign with Medium NGOs and formality and legal High levels of grant schemes to incentivize Term incubators compliance informality in female-led ventures. women-owned Commercial Gaps in business businesses banks and micro- skills and training finance Lack of visible Female boot camps for tourism. Medium institutions female role Term Restricted access to models in finance Tourism entrepreneurship companies Limited Gender stereotypes knowledge of hindering Ministry of tourism-specific entrepreneurial Finance business growth practices Women business Weak linkages Tourism linkage programs Medium associations and within the connecting the creative industry, Term cooperatives tourism value agribusinesses, and fisheries. chain Development partners Constraints Subsidize childcare programs in Medium imposed by collaboration with women Term social norms entrepreneurs, ensuring regarding affordability and accessibility for household working mothers. responsibilities Leadership, Public Policy, and Support Gender disparity Key issues Recommendations Timeline Key Stakeholders Persistent gender bias Lack of Leadership and gender-sensitivity Short Government limiting leadership confidence workshops for both men and women. Term agencies opportunities among potential women Private Skills shortages at champions sector managerial and Insufficient Gender equality training for tourism Medium executive levels gender policymakers and workers. Term HORECA sensitivity from Develop training modules for the Short Underrepresentation policymakers Ministry and for policymakers to Term Women of women in decision- enhance their understanding of the business making roles barriers faced by women at the Association 40 Insufficient gender intersection of tourism, gender, and mainstreaming in entrepreneurship. INE leadership Comprehensive Gender Equality Medium development Outreach Strategy with Engaging Term Visuals and Impactful Posters. Develop policies that protect all Long Term employees in the workplace, and laws that broaden the availability of childcare services and makes them more financially feasible for families. Limited A gender and tourism observatory. Long Term availability of gender- Implement MIS to gather data on the Long Term disaggregated types of sectors female entrepreneurs data are engaged in. Lack of multi- Public-private dialogues on gender Long Term stakeholder mainstreaming in tourism. collaboration Advocacy campaigns on gender Short equality in tourism businesses. Term Potential Implement a mandatory certification Medium increase of program for tourism businesses, Term Commercial requiring Sexual Exploitation and Sexual Abuse/Sexual Harassment (SEA/SH) Exploitation prevention training, confidential (CSE) and GBV reporting systems, whistleblower issues protection, and sanctions for non- compliance. A national protocol to prevent GBV Medium and child sexual exploitation in Term hospitality. Strengthen legal and policy Long Term frameworks. 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UNWTO International Tourism Highlights 43 Annex 44 Annex Consultations During Field Mission Entity Location Sector Person interviewed ALISEI NGO S.Tome 3rd Sector Ruggero Tozzo - coordinator AMEP-STP Business and Professional S.Tome 3rd Sector Josiane Umbelina - President Women Association Maria Rocha - Mucumbi restaurant Claudia - Delicia das ilhas Cantinho da Cheira (food shank) Principe MSME Cheira - owner Club Santana Hotel S.Tome Private Emoyeni Gardens Hotel S.Tome Private Jane Pereira -owner Fundacao Principe Principe 3rd Sector Daniele Gidsicki - Marine Programme Manager Asiem Sanyal -Terrestrial Programme Manager Yodiney dos Santos President Guide association & Terrestrial Fauna Coordinator Claricela Andrade -MPA project Hospitality School S.Tome Private CELFF education / Carla - Coordenadora pedagogica INE S.Tome Public MOVE NGO S.Tome 3rd Sector Thomas Mucumbli Explore Travel Agency S.Tome Private Sonia Ascuncao & Rosalinda Barbosa - female guides National Institute for the Promotion of S.Tome Public Alda Ramos - Directora executiva Gender Equality and Equity/ Women's Jailça Lima - Especialista em genero rights ministry Carlos lopes - Diretor de politicas e projectos do Min Mulher Oikos Development Association S.Tome 3rd Sector Tomas Prado & Vanessa Costa Delfina dos Santos - GM Female kitchen staff Female cleaning staff Male bar staff Omali Hotel S.Tome Private Male restaurant staff Female Food and Beverage Purchaser Female housekeeping Male receptionist Pestana Hotel S.Tome Private Regional tourism office + chamber of Principe Public Alverino Metzger- Assessor da Sec commerce Turismo&cultura Marlucia Cassandra - tecnica de turismo Eduardo Bishop- tecnico de turismo Eliset bernardo - camara comercio REINA - Incubator S.Tome Public Admilson Teixeira – director empreendedorismo. 45 Spa Senero Principe MSME Osvaldina - owner Sundy Roca HBD Principe Private Joao Conceicao - GM Emma Tuzinkiewicz - diretora sustentabilidade Male front-office supervisor Sustainable Tourism Platform S.Tome 3rd Sector Coffee Museum Monte Cafe S.Tome Private Female receptionist 46 June 2024 47