Women of Bangladesh Employment Power Point March 2011
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Transcript of Women of Bangladesh Employment Power Point March 2011
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Women of Bangladesh
Ensuring WomensParticipation in Emerging
Economic Sectors
March 2011
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PART I
STATISTICAL PROFILE
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Overview of WomensEmployment
Source: 2005-06 Bangladesh Labor ForceSurvey, supplemented by 2009 minisurvey
Over the years, womens employment has
increased substantially, both in rural andurban areas, from 8.4% in 1983 to 24.5%in 2009.
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Traditional Sectors
Agriculture remains the dominantemployment sector for women ( 53%),followed by manufacturing ( 17%), self-employment ( 16.8% ), andcommunity/personal services ( 10%)Only 3.25% of all working women areemployed by the government vs. 8.25% of working men.
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Traditional Sector Statistics
Insert Table 1 Traditional Sectors Only
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Non-Traditional Sectors
Participation of women in non-traditional but growing sectors is low:Only 0.22% of employed women are working in real estate and businessservices; 0.71% in the hotel/restaurantsector; 2.69% in construction, and 1.3% in banking.
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Non-Traditional SectorStatistics
Insert table 2 non-traditional sectors only
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Employment Disparity
The current ratio disparity between male-
female employment is 3:1. Thesedisparities exist both in the public andprivate sectors.
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Employment Disparity Statistics
Insert sample statistics on employment ina few ministriesInsert sample statistics on garmentsindustry
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Unemployment
Each year, 20 lakh (2 million) new job seekersenter the labor marketThe unemployment rate (those actively seeking
employment) is significantly higher for women:7.5% of women are unemployed4.3% of men are unemployed
The under-employment rate (those working lessthan 40 hours per week or seasonally) is alsohigher for women
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Part II
EDUCATION , INCOME &OPPORTUNITY
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Link Between Education,Income & Opportunity
The fact that higher education
achievement is lower for women than formen is reflected in the economy in termsof lower income and opportunities for
women
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Literacy
In general, the literacy rate is low inBangladesh, but it is lower for females
Average: TBDMale: 58.97%
Female: 50.5%
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Education
At the primary and secondary levels, thedifference between number of male andfemale students now is minimalHowever, after ACC (secondary schoolcertificate), the gap begins to widenimplying the drop-out rate for femalestudents is higher than male students
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Education Statistics
Insert Table
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Skilled vs. Unskilled Labor
Only 3.25% of employed women are working in government and 8.25% in theprivate sector.
The remaining 89.5% are employed in theinformal sector with unpredictable earningpatterns
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Income
Womens income is consistently lowerthan mens. On average, womens incomeis only 50% of mens income
The male/female income gap is wide inmost sectors. In manufacturing , for
example, women earn 4857 Taka/ month, whereas men earn on average 6922Taka/month.
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Income Disparity Statistics
Table
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Managerial Employment
Womens participation in decision -makingpositions is also very low compared to menStatistics to come
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On the Job Training
Worker training is low across all sectors,most worker training is done on the job,and management training is virtually non-
existentComputer Sector : Only 0.13% of male workers and 0.05% of women workers
receive employer-sponsored trainingGarment Sector : Only 0.58% of male workers and 0.36% of female workers
receive employer-sponsored training
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UNDP Gender EmpowermentIndex
Gender development is as yet anunfinished agenda
In terms of gender empowerment,Bangladesh could improve its position vis--vis other comparable countries
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UNDP Gender EmpowermentStatistics
Insert statistics
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Conclusions
Creation of more and better jobs in non-agriculturalsectors is important to sustain momentum in poverty reduction
Growth dividends from educating an increasingly higherproportion of women need to be exploited in full by creating enabling conditions for higher female work force participation backed by adequate remuneration,improved work status, and greater voice in society ingeneral.
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Part III
GROWTH SECTORS
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Emerging Economic Sectors inBangladesh
In 2004, Goldman Sachs listed Bangladesh as one of thenew 11 emerging economies and a leader among LDCcountries in production of service
The key strength of the Bangladesh economy has been its young and dynamic demographics and itscompetitivenessTwo key drivers of planned growth in the Bangladeshdraft Sixth 5-year plan are:
Labor-intensive exports based on low wagecompetitivenessGrowth in service sectors providing regularemployment based on human capital
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Suggested Growth Industries
Health Care -- NursingCall Centers -- Business Process Outsourcing(BPO)/Information Technology Enabled
Services (ITES)TourismJute Production & Export
Agro-based products spices, processed fruitsMedia all types, especially suited to young,college-educated females
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Why Change StrategiesDemand in domestic markets for skilled workforce is onthe riseBangladesh labor force is growing faster thanemployment potential
Skills and training programs are outdated and not basedon future market demandsExporting skilled labor, rather than unskilled labor, would increase remittancesSkills development will increase productivity, efficiency,competitiveness and innovation, in addition toincreasing economic self-sufficiency and reducingpoverty
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Skills Training GapsTechnical and Vocational Education and Training(TVET) is recognized by the National Poverty ReductionStrategy (NPRS) as a way to reduce poverty whilesupporting economic growthTVET teachers lack training and practical skills and havelittle industry experienceTVET institutions are poorly equipped, lacking adequateclassrooms and training materialsThere is also a lack of labor market dedication to skillsdevelopment, and a credibility gap between educationcertification and actual skill levels.Educational curricula are outdated and do notadequately address market needs
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Focus of Skills Training
Certificate courses of (6 months) or diploma courses (1 year) could be offered in:
civil & electrical engineeringcomputer software & hardware
telecom & ITCall center operationsHotel & hospitality management Apparel merchandizing
Business communication/English Proficiency Small and large appliance maintenanceNursing (varying levels)Child care
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Part IV
PROPOSED STRATEGIES
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Budget
Most government allocations are for social safety net programs. For example, allowances for widows, new mothers, destitute women.
Allocations are also needed for training of educated women from poor families. Forexample in growth sectors of IT, nursing, business managementBudget Session expanding gender-budgetingin line ministries and create a coordinating body among ministries
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Public Private PartnershipsGovernment and Business can cooperate inmany sectors to create employmentopportunities and skills training for womenExample: Through nurse training institutes,government infrastructure can be used andtraining provided by the private sector. Thisexample can be used for many sectors (IT,
manufacturing, services)Recruiting agency skills training institutes couldpartner with government to deliver quality skillsdevelopment to meet market needs
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Promoting Entrepreneurship
Encourage entrepreneurial opportunities for women to generate small business income andprovide services through fiscal policy (handicrafts, day care services, local vegetable
stalls, etc.)
Though gender policies exist at most state-owned banks, access to banking services for
women should be encouraged to facilitate andease the processing of womens transactionalservices. (Pakistan has its own womens bank)
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Bi-lateral Cooperation
Government can engage partner countries toexport human resources, such as nurses. Thishas been an effective policy in the Philippines
and Sri Lanka.Exports of womens cottage industries could bepromoted through government-sponsoredcooperativesDonor nations could be encouraged to supportskills development and identifying marketdemand in their countries
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Coordination
Activate the existing National SkillsDevelopment Council, chaired by the PrimeMinister, to provide a broad advocacy forumincluding policymakers, development partners,and other stakeholdersConduct national skills gap analysis, create adatabase of skills development offerings, andidentify quality sector based training programs
NSDC could develop a public and private skillsdevelopment policy to address targeted growthindustries, provide guidance on effective andefficient allocation of resources, and develop
uniform testing and certification processes
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Womens Development Policy
As a complement to promoting revisions
to the Womens Development Policy,encourage the appropriate Ministries andParliamentary committees to championincreased economic opportunity for women
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Thank you!