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Dabalen, Andrew

Chief Economist, Africa, World Bank
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Poverty, Inequality, Economics of education, Development economics, Labor economics
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Chief Economist, Africa, World Bank
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Last updated: January 31, 2023
Biography
Andrew Dabalen is the World Bank’s Africa Region Chief Economist since July 1, 2022. The Chief Economist is responsible for providing guidance on strategic priorities and the technical quality of economic analysis in the region, as well as for developing major regional economic studies, among other roles. He has held various positions including Senior Economist in the World Bank’s Europe and Central Asia Region, Lead Economist and Practice Manager for Poverty and Equity in Africa and most recently, Practice Manager for Poverty and Equity in the South Asia Region. His research and scholarly publications focused on poverty and social impact analysis, inequality of opportunity, program evaluation, risk and vulnerability, labor markets, and conflict and welfare outcomes. He has co-authored regional reports on equality of opportunity for children in Africa, vulnerability and resilience in the Sahel, and poverty in a rising Africa. He holds a master’s degree in International Development from University of California - Davis, and a PhD in Agricultural and Resource Economics from University of California - Berkeley.
Citations 63 Scopus

Publication Search Results

Now showing 1 - 2 of 2
  • Publication
    Changes in Wage Distributions, Wage Gaps and Wage Inequality by Gender in Kenya
    (2009) Agesa, Richard U.; Agesa, Jacqueline; Dabalen, Andrew
    Using data from Kenya, the determinants of gender differences in the overall distribution of earnings are estimated as part of explaining the positive association between the return to measured and unmeasured human capital attributes as formalised by human capital theory (Mincer in 'Schooling Experience, and Earnings', New York: National Bureau of Economic Research, Columbia University Press, 1974). The Kenyan data allows us to demonstrate that males possess relatively more human capital, and once gender differences in measured and unmeasured skills are accounted for, males receive relatively higher returns to both their measured and unmeasured human capital attributes. These findings support the notion that gender differences in the return to human capital trigger male and female earnings differences in Kenya.
  • Publication
    Sources of the Persistent Gender Wage Gap along the Unconditional Earnings Distribution : Findings from Kenya
    (Taylor and Francis, 2013-03-12) Agesa, Richard U.; Agesa, Jacqueline; Dabalen, Andrew
    Past studies on gender wage inequality in Africa typically attribute the gender pay gap either to gender differences in characteristics or in the return to characteristics. The authors suggest, however, that this understanding of the two sources may be far too general and possibly overlook the underlying covariates that drive the gender wage gap. Moreover, past studies focus on the gender wage gap exclusively at the conditional mean. The authors go further to evaluate the partial contribution of each wage-determining covariate to the magnitude of the gender pay gap along the unconditional earnings distribution. The authors' data are from Kenya, and their empirical technique mirrors re-centered influence function regressions. The authors' results are novel and suggest that while gender differences in characteristics and the return to characteristics widen the gender pay gap at the lower end of the wage distributions, gender differences in characteristics widen the gender wage gap at the upper end of the wage distributions. Importantly, the authors find that the underlying covariates driving gender differences in characteristics and the return to characteristics are the industry, occupation, higher education and region covariates. In the middle of the distributions, however, the authors find that gender differences in the return to characteristics, fueled by education and experience covariates, exert the strongest influence on the magnitude of the gender pay gap.