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Mottaghi, Lili

Office of the Chief Economist for Middle East and North Africa
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Macroeconomics, Economic growth, Trade policy
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Office of the Chief Economist for Middle East and North Africa
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Last updated: January 31, 2023
Biography
Lili Mottaghi is a Senior Economist in the office of the Chief Economist for the Middle East and North Africa Region of the World Bank. She leads the work on regional macroeconomic outlook and has developed two semi-annual flagship publications MENA Economic Monitor and MENA Quarterly Economic Brief which presents the World Bank Group’s views on regional economic developments and prospects, growth forecast, and policy challenges. She also leads the impact evaluation research in the newly established MNA Gender Research Hub at the World Bank. Ms. Mottaghi is the author and co-author of numerous publications including articles published in international journals and World Bank reports. Her research covers a wide range of topics in macroeconomics and development including inclusive growth, technology, and the digital economy, commodity market forecast, inequality, forced displacement, and conflict. Before joining the Bank, she worked at the Management and Planning Organization in Iran where she held senior positions in the areas of economic growth, development, and macroeconomic modeling. Ms. Mottaghi received her Master and Ph.D. degrees in Economics from Claremont Graduate University and University of Tehran.

Publication Search Results

Now showing 1 - 2 of 2
  • Publication
    Child Care Subsidies, Employment Services and Women's Labor Market Outcomes in Egypt: First Midline Results
    (World Bank, Washington, DC, 2022-07) Caria, Stefano; Crepon, Bruno; ElBehairy, Hala; Fadlalmawla, Noha; Krafft, Caroline; Nagy, Abdelrahman; Mottaghi, Lili; Zeitoun, Nahla; El Assiouty, Souraya
    This paper contributes to the existing literature in several important ways. The existing literature on the impact of childcare subsidies is from contexts with relatively higher rates of female labor force participation. This work is thus an important test of whether alleviating care responsibilities and reducing the opportunity cost of women working through childcare subsidies can increase women’s participation in contexts and populations with lower participation. Likewise, although there is a sizable body of literature on employment services interventions, there is less evidence on whether they can help married women with young children. Lastly, recognizing that women in Egypt face a multitude of employment constraints, our experiment tests whether a combination of employment services and childcare subsidies has important complementarities, by alleviating multiple constraints at the same time. This paper examines the impact of the interventions on job search outcomes for women 3-4 months after the baseline survey and assignment to treatment for approximately half the planned sample. The first midline survey examines specifically job search behaviors: reservation wages, reservation job quality, and job search effort. The authors also discuss take-up of the two interventions and contextualize take-up and outcomes with information on norms about women’s work and childcare.
  • Publication
    Evidence to Inform Policy: What Works to Close the Gender Gaps in Middle East and North Africa
    (World Bank, Washington, DC, 2021-05) Mottaghi, Lili; Krafft, Caroline; Caria, Stefano; Nagy , Abdelrahman; Fadl, Noha
    The traditional unequal division of household chores and caregiving hinder women from entering the labor market. Women in Egypt spend 9.5 hours more on unpaid household chores for every hour spent by men. Forty percent of women reported spending more time on household chores during the COVID–19 pandemic. Lack of access to affordable childcare is a constraint on the female labor supply in Egypt. Almost 96 percent of women in the pilot study expressed interest in childcare centers, but high costs are a concern. Weak demand for female workers, especially in the STEM fields, limits women’s job opportunities. About 60 percent of employers reported that they prefer to hire men due to women’s household responsibilities. About 87 percent of respondents noted approval with women working. However, the support declined steadily as additional information about the nature of the job or working hours was specified. One-third of women said that their husbands would not allow them to work outside of the house, and none of the men agreed with women working in a mixed-gendered environment, highlighting restrictive gender norms’ impact on female labor supply. These findings underscore the importance of our two randomized interventions designed to provide low-cost childcare services and signal firms to hire women through our employment services.