World Bank Group2016-03-022016-03-022015-12-01https://hdl.handle.net/10986/23807Tunisia today represents a paradox: despite political progress since its 2011 revolution, wide economic and social disparities persist, threatening stability. While Tunisia has several social protection and labor programs in place, its ability to respond to increasing social needs is compromised by inefficiency, fragmentation, and inequity. The objective of this note is to evaluate the effectiveness of Tunisia’s main social protection and labor programs and identify options for reform through a systems-based approach. The note accompanies the Tunisia systematic country diagnostic (2015) with evidence on the efficiency and equity of key social protection and labor programs. Importantly, this note contributes new analysis on how to bolster Tunisia’s social protection and labor programs by focusing on three main areas of systems building: (i) financing and sustainability, (ii) institutions and governance, and (iii) service delivery. The note argues that without significantly improving institutional coordination on financing and delivery, Tunisia’s social protection and labor system will be ill equipped to strengthen economic and social inclusion.en-USCC BY 3.0 IGOJOBSAVERAGE UNEMPLOYMENTEMPLOYMENTLABOR POLICIESUNEMPLOYMENT RATESSALARIED WORKERSNET JOB CREATIONLABOR PROGRAMSPRIVATE PARTNERSHIPCURRENT LABOR FORCESKILLED WORKERSINFORMAL SECTORRETIREMENTMINIMUM WAGELABOR LEGISLATIONAVERAGE UNEMPLOYMENT RATEPRODUCTIVE EMPLOYMENTSKILLS DEVELOPMENTLABOR FORCEHEALTH INSURANCEPUBLIC EMPLOYMENTPUBLIC SERVICESACTIVE EMPLOYMENT PROGRAMSUNEMPLOYED POPULATIONJOBUNEMPLOYMENT SPELLSNATIONAL UNEMPLOYMENTSERVANTSEMPLOYMENT PROGRAMSTRAINING PROGRAMSLABOR FORCE PARTICIPATIONPERSISTENT UNEMPLOYMENTPUBLIC EMPLOYMENT SERVICESEMPLOYMENT TRENDSEARLY RETIREMENTTRAINING CENTERSJOB LOSSESACTIVE LABORJOB SEEKERSWORK EXPERIENCETRAINING VOUCHERACTIVE EMPLOYMENTLABOR MARKETWAGE BILLLABOR COSTSEMPLOYMENT POLICIESPERFORMANCE INDICATORSPRIVATE SECTOR WORKERSON-THE-JOB TRAININGPRIVATE PROVIDERSWORKERPUBLIC SECTOR JOBSACTIVE LABOR MARKETLABOR UNIONSLABOR PRODUCTIVITYUNEMPLOYEDJOB LOSSLABOR POLICYJOB EXPERIENCEWAGE SUBSIDY PROGRAMSRIGID LABOR MARKETLABOR CONTRACTSJOB TRAININGUNEMPLOYMENT INSURANCELABORPUBLIC WORKS PROGRAMSTOTAL EMPLOYMENTLABOR REGULATIONUNEMPLOYMENTAVERAGE WAGESEMPLOYMENT PROGRAMCOLLECTIVE DISMISSALHUMAN CAPITALTRAINING SYSTEMVOCATIONAL TRAININGWORKERSLABOR MARKET PROGRAMSUNEMPLOYMENT RATEHIGH EMPLOYMENTACTIVE LABOR MARKET PROGRAMSAVERAGE WAGECONTRIBUTION RATELABOR SYSTEMWAGE SUBSIDIESSTATE-OWNED ENTERPRISESWAGE PREMIUMSAFETY NETINCOME DISTRIBUTIONPRIVATE SERVICESEMPLOYMENT SERVICESLABOR MARKET OUTCOMESJOB CREATIONPREVIOUS WAGERURAL WORKERSPRIVATE SECTORUNEMPLOYMENT INSURANCE PROGRAMLABOR MOBILITYPUBLIC WORKSREASONABLE ASSUMPTIONSWAGE POLICYUNEMPLOYED PERSONSSKILLED LABORMANAGEMENTLABOR ORGANIZATIONSERVICE SECTORSPUBLIC SECTOR EMPLOYMENTMANUFACTURING INDUSTRIESUNEMPLOYMENT BENEFITDISMISSALEMPLOYABILITYHUMAN RESOURCESLABOR MARKET REGULATIONSJOB PLACEMENTEMPLOYEEHOUSEHOLD CONSUMPTIONPRIVATE SECTOR EMPLOYEESLOCAL LABOR MARKETPRIVATE PARTNERSHIPSJOB COUNSELINGUNEMPLOYMENT BENEFITSJOB SKILLSPRIMARY EDUCATIONYOUTH UNEMPLOYMENTWAGE DISTRIBUTIONFIRM GROWTHLABOR MARKETSPERFORMANCE MANAGEMENTPUBLIC SECTOR WORKERSEDUCATIONAL LEVELWAGE SUBSIDYPRIVATE SECTORSWAGE EMPLOYMENTLABOR REGULATIONSSERVICE PROVIDERSEMPLOYEESReportWorld Bank10.1596/23807