World Bank2015-08-192015-08-192015-06https://hdl.handle.net/10986/22495The study includes an analysis of inequality patterns in terms of labor force participation as well as a review of policy responses, and areas for possible further policy action. In particular, the report looks at the two main dimensions of inequality that characterize Macedonia’s labor market: gender and ethnicity. Almost half the female working age population is inactive, whereas male inactivity is considerably lower. Labor market outcomes also vary significantly with ethnicity. In particular, a strong interaction exists between gender and ethnicity, with ethnic minority women forming a particularly vulnerable group. Hence, it is worthwhile to investigate in more detail how gender and ethnicity shape the Macedonian labor market, and how public policy could be used to increase labor market participation and job opportunities for women and ethnic minorities. This report is organized as follows. First, the report describes the main characteristics of the Macedonian labor market, emphasizing the most important patterns of inequality in terms of labor market participation (section two). Section three addresses the possible causes of these inequality patterns. Section four discusses potential policy responses and concludes.en-USCC BY 3.0 IGOJOBSEMPLOYMENTAVERAGE UNEMPLOYMENTHOUSEHOLD SURVEYEMPLOYMENT RATEUNEMPLOYMENT RATESPRIVATE TRAINING PROVIDERSSKILLED WORKERSRETIREMENTINFORMAL SECTORPREVIOUS SECTIONTRAINING PROVIDERSMINIMUM WAGEPUBLIC SECTOR JOBAVERAGE UNEMPLOYMENT RATEPART-TIME EMPLOYMENTEMPLOYMENT OPPORTUNITIESRURAL WOMENSKILLS DEVELOPMENTECONOMIC VOLATILITYAGE GROUPTOTAL LABOR FORCELABOR FORCEHEALTH INSURANCEPUBLIC EMPLOYMENTJOBPRIVATE SECTOR FIRMSFEMALE EMPLOYMENTLABOR ECONOMICSSERVANTSDISPLACEMENT EFFECTEMPLOYMENT RATESTRAINING PROGRAMSLABOR FORCE PARTICIPATIONPRIVATE TRAININGEMPLOYMENT TRAININGEARLY RETIREMENTEMPLOYMENT OUTCOMESDRIVERSFEMALE ENTREPRENEURSJOB SEEKERSWORK EXPERIENCEPRIMARY REASONGAINFUL EMPLOYMENTINTERNATIONAL MIGRATIONLABOR MARKETMATERNITY LEAVEREASSIGNMENTEDUCATIONAL ATTAINMENTECONOMIC MOBILITYDISPLACEMENTWORKERINCOME INEQUALITYPUBLIC SECTOR JOBSJOB-SEARCH ACTIVITIESUNEMPLOYEDFULL TIME JOBJOB LOSSOLDER WORKERSJOB MARKETHOUSEHOLD INCOMEVOCATIONAL EDUCATIONHOUSEHOLD SURVEYSDOWNWARD PRESSURELABOR CONTRACTSUNEMPLOYMENT INSURANCELABORPRIME AGEJOB SEARCHLABOR REGULATIONLOW UNEMPLOYMENTSKILLED WORKERFEMALE LABOREXPECTED WAGESUNEMPLOYMENTHIGH UNEMPLOYMENT RATESWORKERSLABOR MARKET CONDITIONSYOUNG WORKERSLABOR LAWSREGIONAL UNEMPLOYMENTUNEMPLOYMENT RATELOCAL LABOR MARKETSAVERAGE WAGEJOB VACANCIESMALE COUNTERPARTSOCCUPATIONSDISADVANTAGED YOUTHAGE GROUPSLABOUR MARKETSAFETY NETWORKING POORWAGE FLOORDISADVANTAGED GROUPSLABOR MARKET OUTCOMESJOB CREATIONLABOR RELATIONSPRIVATE SECTOREARNINGLABOR MOBILITYPART TIME EMPLOYMENTCOLLECTIVE BARGAININGPRIVATE SECTOR JOBSMANAGEMENTLABOR ORGANIZATIONUNEMPLOYMENT BENEFITDISMISSALEMPLOYABILITYLOCAL FIRMSKILLED OCCUPATIONSEMPLOYMENT SUBSIDIESDISPLACEMENT EFFECTSCREATING JOBSFEMALE LABOR FORCELABOR MARKET REGULATIONSDISCIPLINEBUSINESS FAILUREEMPLOYEEYOUNGER WORKERSYOUTH TRAININGLABOR SUPPLYHIGH UNEMPLOYMENTINFORMAL EMPLOYMENTLOCAL LABOR MARKETUNSKILLED WORKERSUNEMPLOYMENT BENEFITSJOB SKILLSFINDING WORKJOB SECURITYPRIMARY EDUCATIONPRIVATE COMPANIESWAGE EARNERLABOURLOW UNEMPLOYMENT RATESLABOR MARKETSPUBLIC SERVICELOW EMPLOYMENTEMPLOYMENT PROSPECTSPRIVATE SECTORSUNEMPLOYMENT BENEFIT SYSTEMSMALL BUSINESSESLABOR REGULATIONSEMPLOYEESReportWorld Bank10.1596/22495