World Bank2012-03-192012-03-192010-01-01https://hdl.handle.net/10986/3003The objective of this policy note is to examine the gender dimension of the Egyptian labor market, with a focus on identifying the scope for policies to improve female labor force participation. An update to the Egypt gender assessment report of 2003, it is envisioned as a contribution to programmatic work on gender and inclusion in Egypt, helping build evidence which can inform policy aimed at improving the participation and retention of women in the labor force. Analytical and investigative in nature, it is the hope that this note will motivate discussion and debate among stakeholders in the country. The questions to be addressed in the note are also relevant for policy discussions and Bank operations in other countries, especially those in the Middle East North Africa (MENA) region where females face similar challenges to labor force participation. Besides laying out the underlying correlates of gender gaps in these areas, the report recommended a comprehensive list of 'strategic interventions' by sector for the government and other development actors, in areas such as investment in women's education, the re-examination of certain discriminatory provisions in the country's legal system, and the promotion of cultural norms that value women as equal partners to men. In the sphere of women's economic opportunities, the report pinpointed vulnerabilities such as high unemployment rates (particularly among the more educated), and a disproportionate dependence on an already shrinking public sector. Highlighting the need for creating productive and sustainable jobs for women in the private sector, the report suggested initiatives such as increasing women's access to training, technology, land, credit and information.CC BY 3.0 IGOACTIVE LABORACTIVE LABOR MARKETACTIVE LABOR MARKET POLICIESACTIVE LABOR MARKET POLICYACTIVE LABOR MARKET PROGRAMSAGE GROUPAGE GROUPSCHILD CARECHILD HEALTHCHILD WELFARECLASSROOM TRAININGDEMOGRAPHIC CHANGEDEMOGRAPHIC TRANSITIONDEVELOPING COUNTRIESDISCRIMINATIONEARNINGECONOMIC EMPOWERMENTECONOMIC GROWTHECONOMIC OPPORTUNITIESECONOMIC OPPORTUNITYEDUCATED WOMENEDUCATIONAL ATTAINMENTEMPLOYABILITYEMPLOYEEEMPLOYMENTEMPLOYMENT GROWTHEMPLOYMENT HISTORYEMPLOYMENT OPPORTUNITIESEMPLOYMENT OUTCOMESEMPLOYMENT PROSPECTSEMPLOYMENT SUBSIDIESENVIRONMENT FOR WOMENEQUAL ACCESSEQUAL PARTNERSEQUAL PAYEQUAL RIGHTSEQUAL RIGHTS FOR WOMENEQUAL TREATMENTEQUAL WORKFAMILY FORMATIONFEMALE EDUCATIONFEMALE EMPLOYEESFEMALE EMPLOYMENTFEMALE ENTREPRENEURSFEMALE INTENSITYFEMALE LABORFEMALE LABOR FORCEFEMALE LABOR FORCE PARTICIPATIONFEMALE LEADERSFEMALE MORTALITYFEMALE STUDENTSFEMALE WORKERSFERTILITYFEWER WOMENFIRM LEVELFORMAL EDUCATIONFULL TIME JOBGENDERGENDER ASSESSMENTGENDER DIFFERENCESGENDER DIFFERENTIALSGENDER DIMENSIONGENDER EQUITYGENDER GAPGENDER GAPSGENDER INEQUALITYGENDER WAGE GAPSGIRLSGROSS DOMESTIC PRODUCTHEALTH RISKSHIGH SCHOOL EDUCATIONHIGH UNEMPLOYMENTHIGH UNEMPLOYMENT RATESHIGHLY EDUCATED WOMENHOUSEHOLD ENTERPRISESHOUSEHOLD INCOMEHOUSEHOLD LEVELHOUSEHOLD RESPONSIBILITIESHOUSEHOLD SURVEYHOUSEHOLD WEALTHHUMAN CAPITALHUMAN RESOURCEHUSBANDSILLITERATE WOMENIMMUNIZATIONIMPORTANT POLICYIMPROVEMENTS IN CHILD SURVIVALINDUSTRY CHARACTERISTICSINFANTINFANT MORTALITYINFORMAL SECTORJOB MARKETJOB OPPORTUNITIESJOB OPPORTUNITIES FOR WOMENJOB SEARCHJOB SEARCH ASSISTANCEJOB SEARCH ASSISTANCE PROGRAMSJOB SEEKERSJOB TRAININGJOBSLABOR FORCE PARTICIPATIONLABOR MARKETLABOR MARKET CHARACTERISTICSLABOR MARKET OUTCOMESLABOR MARKET PROGRAMSLABOR MARKET TRAININGLABOR MARKETSLABOR OFFICELABOR PRODUCTIVITYLABOR SUPPLYLACK OF INFORMATIONLEVELS OF EDUCATIONLIVES OF WOMENMALE COUNTERPARTSMANPOWERMARITAL STATUSMATERNITY LEAVEMOTHERNATIONAL POLITICSNET EMPLOYMENTNET EMPLOYMENT EFFECTSNON-FARM SECTORNUMBER OF CHILDRENNUTRITIONNUTRITIONAL LEVELSOCCUPATIONOCCUPATIONSON-THE-JOB TRAININGOPPORTUNITIES FOR WOMENPAID MATERNITYPOLICY CONCERNPOLICY DISCUSSIONSPOLICY IMPLICATIONSPOLICY MAKERSPOLITICAL LEADERSHIPPOLITICAL PARTICIPATIONPOPULATION COUNCILPOST-PROGRAM EMPLOYMENTPOST-PROGRAM EMPLOYMENT RATESPREGNANCYPRELIMINARY ANALYSISPRIVATE FIRMSPRIVATE SECTORPRIVATE SECTOR ALTERNATIVESPRIVATE SECTOR EMPLOYEESPRIVATE SECTOR FIRMSPRIVATE SECTOR JOBSPRIVATE SECTOR WAGEPROBIT REGRESSIONSPRODUCTIVE EMPLOYMENTPROFESSIONAL EXPERIENCEPROGRESSPROPORTION OF WOMENPUBLIC LIFEPUBLIC SECTOR EMPLOYEESPUBLIC SECTOR JOBSPUBLIC SERVICERESPECTRISING UNEMPLOYMENTRURAL AREASRURAL COMMUNITIESRURAL WOMENSAFETY NETSSCHOOL ENROLMENTSECONDARY SCHOOLSELF EMPLOYMENTSEXUAL HARASSMENTSEXUALITYSINGLE WOMENSOCIAL NORMSSOCIAL SECURITYSPATIAL MOBILITYSPOUSETOLERANCETOTAL EMPLOYMENTTOTAL FACTOR PRODUCTIVITYTRAINING PROGRAMTRAINING PROGRAMSTRANSPORTATIONUNEMPLOYEDUNEMPLOYMENTUNEMPLOYMENT AMONG WOMENUNEMPLOYMENT LEVELSUNEMPLOYMENT RATEUNEMPLOYMENT RATESUNITED NATIONSUNMARRIED WOMENURBAN AREASURBAN WOMENVOCATIONAL SCHOOLVULNERABILITYWAGE DIFFERENCESWAGE DIFFERENTIALSWAGE EARNERWAGE GAINWAGE GAPWAGE SUBSIDIESWAGE SUBSIDYWAGE SUBSIDY PROGRAMWOMANWOMEN LEADERSWOMEN WORKERSWORK EXPERIENCEWORK FORCEWORKERWORKERSWORKFORCEWORKING CONDITIONSWORKING WOMENYOUNG CHILDRENYOUNG PEOPLEYOUNG WOMENYOUTH UNEMPLOYMENTWorld Bank10.1596/3003