Haluk Levent- Istanbul Kemerburgaz University
Seyit Mümin Cilasun- Atılım University
Binnur Balkan- Bilkent University
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
This document summarizes a qualitative study investigating the professional adaptation processes of internationally educated social workers in Canada. The study aimed to understand how social work experience and education in one country affects perspectives and experiences practicing social work in Canada. It also examined the challenges faced by migrant social workers in having their credentials recognized and securing employment in Canada. The study used grounded theory methodology, conducting in-depth interviews with migrant social workers across three Canadian provinces over four years. The interviews explored participants' experiences adapting to professional roles and practice in Canada.
This document summarizes research on the immigration of high-skilled workers to the United States. Interviews were conducted with 8 former high-skilled immigrants. The interviews revealed that while these immigrants moved to the US for better jobs and pay, they often struggled due to barriers like language difficulties, lack of trust in their foreign credentials, discrimination, and stereotypes. Many ended up working in low-skilled jobs unrelated to their education and experience. The research discusses political debates around high-skilled immigration and policies aimed at attracting and retaining these workers. However, more reforms may be needed to address immigrants' challenges and help them find appropriate employment.
Race, ethnicity and migration seminar activity 3fatima d
1. The document identifies several causes of racial inequality in the UK labor market according to a 2003 government report, including lower levels of human capital, geographical concentration in deprived areas, poorer health, lack of childcare, and low mobility among ethnic minority groups.
2. Specific groups like those of Pakistani, Bangladeshi, and Black Caribbean descent tend to have lower educational qualifications and human capital. About 70% of the ethnic minority population lives in highly deprived areas with lower business activity and employment rates. Health issues and lack of childcare disproportionately affect groups like Pakistanis and Bangladeshis.
3. Racial discrimination is also cited as a factor contributing to significant disadvantages in labor market outcomes and income levels for groups like Black
The document summarizes a study that analyzed the impact of information and communication technology (ICT) skills on women's earnings in the United States using data from the Program for International Assessment of Adult Competencies (PIAAC). The study found that:
1) Both men and women saw similar average earnings increases (0.3%) from acquiring more ICT skills, however women still earned 36% less than men on average.
2) ICT skills impacted men's and women's earnings at the same rate when controlling for factors like education, age, and family status.
3) While the study provided preliminary results, further research is needed to more fully understand the overlaps between gender, discrimination, and technology
Full article - A Parse on Status of Women in Tamilnadupriyamphil123
Research Article published with the responses of reviews given by public, students and staff for the questionairre asked about the differences between women, working women, and their balance in both profession and family
In this briefing we will explore the wage differences in the occupations and industries typically employing members of Boston’s
native and foreign-born populations. In addition, we will examine labor market projections for our region for the year 2018,
with an eye towards understanding the education, training, and skill requirements for jobs expected to grow in the near future.
Vulnerability of Women Migrant Workers in Thailand Pyeitphyo Swe
This power point slides are prepared for my classroom activities. I just want to share my knowledge and understanding on Gender and Migration. I hope that it will give some information for university students like me.
The growth and scale of informal employment in many developing countries has been traditionally attributed to the displacement of workers into insecure forms of labour market attachment as the only feasible alternative to unemployment (Fields, 1975; Mazumdar, 1976). More recently a number of authors (Pradhan and van Soest, 1995, 1997; Cohen and House, 1996; Marcoullier et al., 1997; Maloney, 1999; Saavedra and Chong, 1999; Gong and van Soest, 2002) question this interpretation of informality, by calling into doubt the idea that the existence of informal and formal sectors is a manifestation of “dualism” in the labour market.
A further strand of research has highlighted the dynamic “micro-entrepreneurial” nature of informal economic activity (Cunningham and Maloney, 2001; Maloney, 2004; Pisani and Pagan, 2004). This view of informality is well-established and can be traced back to the work of Hart (1972). A final view (and one which we do not address in the present paper) concerns the relationship between informality and illegal or tax-evading activity (see Gerxhani, 2004, and Loayza et al., 2005). Each of these alternative views shares in common the idea that informal activity may be freely chosen by some workers.
These individuals either perceive state social protection to be poor “value for money” or do not wish to have the conditions of their employment relationship (such as hours of work) restricted by tight state labour market regulation. Alternatively, they may be attracted by the prospective job satisfaction or income stream associated with a successful transition into entrepreneurship, or may perceive the relative benefits of illegal or unregistered activity to outweigh the risks of detection.
The size of the informal sector is of particular interest to economic policy makers concerned to promote the development of a micro-entrepreneurial sector. This concern arises because of its perceived contribution to dynamic economic efficiency, possibly as a response to growing competitive pressures brought about by trade liberalization.
On the other hand policy makers may be concerned that significant numbers, perhaps even a majority of workers in developing countries have little or no social security provision. This means that they have little on which to fall back in the event of illness, unemployment or old age, beyond personal wealth and extended family support. A narrower but nevertheless important concern may be to reduce informality in order to widen the base of direct taxation.
This discussion of alternative perspectives on informality brings into sharp focus the question of the most appropriate way to define and measure the informal sector. This is a question which has attracted little or no detailed attention in the literature. The purpose of the present paper is to attempt to redress this. This lack of attention may arise from the paucity of data on a sector which by its nature is problematic to define.
This document summarizes a qualitative study investigating the professional adaptation processes of internationally educated social workers in Canada. The study aimed to understand how social work experience and education in one country affects perspectives and experiences practicing social work in Canada. It also examined the challenges faced by migrant social workers in having their credentials recognized and securing employment in Canada. The study used grounded theory methodology, conducting in-depth interviews with migrant social workers across three Canadian provinces over four years. The interviews explored participants' experiences adapting to professional roles and practice in Canada.
This document summarizes research on the immigration of high-skilled workers to the United States. Interviews were conducted with 8 former high-skilled immigrants. The interviews revealed that while these immigrants moved to the US for better jobs and pay, they often struggled due to barriers like language difficulties, lack of trust in their foreign credentials, discrimination, and stereotypes. Many ended up working in low-skilled jobs unrelated to their education and experience. The research discusses political debates around high-skilled immigration and policies aimed at attracting and retaining these workers. However, more reforms may be needed to address immigrants' challenges and help them find appropriate employment.
Race, ethnicity and migration seminar activity 3fatima d
1. The document identifies several causes of racial inequality in the UK labor market according to a 2003 government report, including lower levels of human capital, geographical concentration in deprived areas, poorer health, lack of childcare, and low mobility among ethnic minority groups.
2. Specific groups like those of Pakistani, Bangladeshi, and Black Caribbean descent tend to have lower educational qualifications and human capital. About 70% of the ethnic minority population lives in highly deprived areas with lower business activity and employment rates. Health issues and lack of childcare disproportionately affect groups like Pakistanis and Bangladeshis.
3. Racial discrimination is also cited as a factor contributing to significant disadvantages in labor market outcomes and income levels for groups like Black
The document summarizes a study that analyzed the impact of information and communication technology (ICT) skills on women's earnings in the United States using data from the Program for International Assessment of Adult Competencies (PIAAC). The study found that:
1) Both men and women saw similar average earnings increases (0.3%) from acquiring more ICT skills, however women still earned 36% less than men on average.
2) ICT skills impacted men's and women's earnings at the same rate when controlling for factors like education, age, and family status.
3) While the study provided preliminary results, further research is needed to more fully understand the overlaps between gender, discrimination, and technology
Full article - A Parse on Status of Women in Tamilnadupriyamphil123
Research Article published with the responses of reviews given by public, students and staff for the questionairre asked about the differences between women, working women, and their balance in both profession and family
In this briefing we will explore the wage differences in the occupations and industries typically employing members of Boston’s
native and foreign-born populations. In addition, we will examine labor market projections for our region for the year 2018,
with an eye towards understanding the education, training, and skill requirements for jobs expected to grow in the near future.
Vulnerability of Women Migrant Workers in Thailand Pyeitphyo Swe
This power point slides are prepared for my classroom activities. I just want to share my knowledge and understanding on Gender and Migration. I hope that it will give some information for university students like me.
The growth and scale of informal employment in many developing countries has been traditionally attributed to the displacement of workers into insecure forms of labour market attachment as the only feasible alternative to unemployment (Fields, 1975; Mazumdar, 1976). More recently a number of authors (Pradhan and van Soest, 1995, 1997; Cohen and House, 1996; Marcoullier et al., 1997; Maloney, 1999; Saavedra and Chong, 1999; Gong and van Soest, 2002) question this interpretation of informality, by calling into doubt the idea that the existence of informal and formal sectors is a manifestation of “dualism” in the labour market.
A further strand of research has highlighted the dynamic “micro-entrepreneurial” nature of informal economic activity (Cunningham and Maloney, 2001; Maloney, 2004; Pisani and Pagan, 2004). This view of informality is well-established and can be traced back to the work of Hart (1972). A final view (and one which we do not address in the present paper) concerns the relationship between informality and illegal or tax-evading activity (see Gerxhani, 2004, and Loayza et al., 2005). Each of these alternative views shares in common the idea that informal activity may be freely chosen by some workers.
These individuals either perceive state social protection to be poor “value for money” or do not wish to have the conditions of their employment relationship (such as hours of work) restricted by tight state labour market regulation. Alternatively, they may be attracted by the prospective job satisfaction or income stream associated with a successful transition into entrepreneurship, or may perceive the relative benefits of illegal or unregistered activity to outweigh the risks of detection.
The size of the informal sector is of particular interest to economic policy makers concerned to promote the development of a micro-entrepreneurial sector. This concern arises because of its perceived contribution to dynamic economic efficiency, possibly as a response to growing competitive pressures brought about by trade liberalization.
On the other hand policy makers may be concerned that significant numbers, perhaps even a majority of workers in developing countries have little or no social security provision. This means that they have little on which to fall back in the event of illness, unemployment or old age, beyond personal wealth and extended family support. A narrower but nevertheless important concern may be to reduce informality in order to widen the base of direct taxation.
This discussion of alternative perspectives on informality brings into sharp focus the question of the most appropriate way to define and measure the informal sector. This is a question which has attracted little or no detailed attention in the literature. The purpose of the present paper is to attempt to redress this. This lack of attention may arise from the paucity of data on a sector which by its nature is problematic to define.
The paper presents a system for identifying and classifying Romanian named entities using rules and lists of resources. The system distinguishes between 14 main entity types including person, organization, location. It achieved 66.73% accuracy on a test set, with errors mostly due to unknown entities and interchangeable types like publication and product. Future work will focus on common word disambiguation and incorporating anaphora resolution.
Tutkimuksessa tarkasteltiin työmarkkinoiden rakennemuutosta ja sitä, mihin supistuvissa ammateissa olevat työntekijät päätyvät. Tulosten mukaan mm. toimistotyöntekijöillä on suurempi todennäköisyys nousta korkeammille palkkaluokille teollisuuden alan työntekijöihin verrattuna. Perinteisen teollisuuden alojen työntekijät päätyvät puolestaan suuremmalla todennäköisyydellä työttömiksi tai tippuvat matalapalkka-aloille. Muuttaminen vientivetoisiin maakuntiin, kuten Uudellemaalle, näyttäisi lieventävän työmarkkinoiden rakennemuutoksesta aiheutuvia kustannuksia yksilötasolla.
The document summarizes a presentation given by Alvaro Lima of the Boston Redevelopment Authority about the labor market integration of Boston's foreign-born population. It finds that between 2000 and 2006, the foreign-born workforce in Metro Boston increased by 94,000 people, while the number of workers with limited English skills grew from 55,000 to 88,000. It also notes disparities in educational attainment and wages between native and foreign-born workers, and projects that future job growth will require higher language skills, emphasizing the need to reduce long waitlists for English language classes.
Presentation given at Gendered dimensions of migration: Material and social outcomes of South-South migration. 30 June - 2 July 2015 at the Asia Research Institute, National University of Singapore http://migratingoutofpoverty.dfid.gov.uk/research/womenandchildren/gendered_dimensions
Exploring the Cultural Differences in Polish and Turkish Companiesinventionjournals
Cultural differences are of crucial importance for conducting the international business. The general regularities seem not to account for the particularities of single countries. Thus, the purpose of the present research was to study business culture in Poland and Turkey due to their strengthening position as regional leaders. The research relied on the semi-structured interviews performed in tourism companies amongst Polish and Turkish business practitioners in 2016. The data was analyzed using the thematic analysis approach. Polish entrepreneurs were found to prove more pro-transactional approach while Turkish respondents emphasized pro-partnership one. In Poland the opinion on the business partner was formulated based on his/hers competences while in Turkey the role of good manners, politeness and the knowledge of culture, art and geopolitical situation was dominant. Polish respondents claimed high punctuality while one third of Turkish stated that it is possible for their business partners to wait for them even if they have no excuse for being late. The qualitative research presented in the paper requires to be followed by the extensive quantitative one. The paper attempts to fill the gap concerning the cultural differences in conducting business in Poland and Turkey.
School-to-Work Transitions after Two Decades of Post-Communist TransitionCRRC-Armenia
This document summarizes research from surveys conducted in 2007 on young people aged 31-37 in Armenia, Azerbaijan, and Georgia. It finds that while proportions in different career paths may have changed over time and between countries/regions, the core career paths themselves have remained remarkably consistent. The main career paths identified are: 1) Fully employed with a "western lifestyle" salary, 2) Regular private/public employment, 3) Business ownership, 4) Under-employment, and 5) Unemployment. The paper argues these career structures formed in the early transition period continue to shape opportunities.
Contract Cheating in the Gig Economy - International Center for Academic Inte...Thomas Lancaster
How has the contract cheating industry been changing in light of the gig economy, often characterised by low paid flexible working? This talk explores the world of essay mills, with particular reference to work on the academic writers who are keeping the industry moving, revealing that the pay is low and that students choosing to contract cheat may not be hiring the writers who they think they are.
The document discusses labor market integration of Boston's foreign-born workforce. It finds that between 2000 and 2006, Metro Boston's foreign-born workforce increased by almost 94,000 people (32%) and the workforce with limited English skills increased by 37%. However, 18% of the foreign-born workforce has less than a high school education compared to 6% of the native-born, and close to half of new jobs created will require at least modest English skills. Additional investment in ESOL could help more foreign-born workers gain higher-skilled, higher-paying jobs and boost the regional economy.
This document summarizes the challenges American companies face regarding organizational culture when operating in Serbia. It discusses Hofstede's model of national cultural dimensions and how Serbian and US cultures differ based on this framework. Specifically, Serbian culture scores higher in power distance and uncertainty avoidance, while the US scores higher in individualism. The paper also examines types of organizational culture and notes that hierarchies are most common in Serbian companies, while adhocracy cultures are rare. Finally, it emphasizes the importance of understanding these cultural differences to help American businesses adjust their practices when operating abroad in Serbia.
How to Write a Literature Review in 30 Minutes or LessJonathan Underwood
This document provides instructions for writing a literature review in 5 steps: 1) Extract summaries from sources; 2) Reorder summaries; 3) Divide summaries into body paragraphs; 4) Add topic sentences and transitions to paragraphs; 5) Add introduction and conclusion. It then walks through an example applying these steps to summaries about cultural diversity in the workplace, resulting in 5 body paragraphs that describe the problem, cite international and US studies, and discuss some potential solutions.
This document analyzes the effects of China on employment in Latin America and the Caribbean from 1995-2016. It proposes interpreting the economic relationship between the two regions as having three overlapping phases: (1) intensifying trade since the 1990s, with China now the second largest trading partner; (2) large inflows of Chinese funds and foreign direct investment since 2007-2008, making China an important source of financing; and (3) significant infrastructure projects in LAC since 2013. The document aims to provide an overview of the quantitative and qualitative job impacts of China through trade, FDI, and infrastructure, and proposes methods for further country-level analysis.
Handbook of survey methodology for the social sciencesSpringer
This document discusses different ways to classify surveys. It begins by explaining that surveys can be classified based on criteria like the target population, data collection method, topic, and other characteristics. Surveys may target individuals, households, businesses, or even activities like journeys. The document then provides examples of different types of surveys, such as business surveys that collect data from multiple informants, and multi-actor surveys that interview several members of the same family. It concludes by discussing sampling methods, noting that probability samples are preferred but quota sampling and online panels are also commonly used.
Ishac Diwan- Paris Sciences et Lettres
Michele Tuccio- University of Southampton
Jackline Wahba- University of Southampton
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon 24-25, 2016
www.erf.org.eg
Bi Puranen- World Values Survey
ERF Training Workshop on Opinion Poll Data Analysis Using Multilevel Models
Beirut, Lebanon August 22-23, 2016
www.erf.org.eg
Empirical Applications of Collective Household Labour Supply Models in IraqEconomic Research Forum
Eleftherios Giovanis- University of Verona
Oznur Ozdamar- Bologna University
ERF Workshop on The political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
May Gadallah- Cairo University
Maia Sieverding- American University of Beirut
Rania Roushdy- Population Council Egypt
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
Do Supportive Policies to Female-Headed Households Increase the Income Inequa...Economic Research Forum
Mohamed Ramadan- CAPMAS
Lobna Abdelatif- Cairo University
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon 24-25, 2016
www.erf.org.eg
The use of opinion polls data in the Arab Human Development Report 2016Economic Research Forum
Jad Chaaban- American University of Beirut
ERF Training Workshop on Opinion Poll Data Analysis Using Multilevel Models
Beirut, Lebanon August 22-23, 2016
www.erf.org.eg
Veronica Kostenko- Higher School of Economics
Eduard Ponarin- Higher School of Economics
Musa Shteiwi- Center for Strategic Studies, University of Jordan
Olga Strebkova- Laboratory for Comparative Social Research
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
This document discusses a study of religious fundamentalism and attitudes towards veiling in seven Middle Eastern and North African countries. The study used cross-national surveys to examine how illiberal values and religious fundamentalism relate to preferences for veiling among women in Egypt, Iraq, Lebanon, Morocco, Saudi Arabia, Tunisia, and the United Arab Emirates.
Religion and Other Determinants of Muslim Attitudes toward Gender Equality: E...Economic Research Forum
Mark Tessler- University of Michigan
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
“Dynamics and Decomposition of Inequality of Outcomes and Inequality of Oppor...Economic Research Forum
Hatem Jemmali- University of Sousse, Tunisia
Mohamed Amara- University of Sousse, Tunisia
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon 24-25, 2016
www.erf.org.eg
The paper presents a system for identifying and classifying Romanian named entities using rules and lists of resources. The system distinguishes between 14 main entity types including person, organization, location. It achieved 66.73% accuracy on a test set, with errors mostly due to unknown entities and interchangeable types like publication and product. Future work will focus on common word disambiguation and incorporating anaphora resolution.
Tutkimuksessa tarkasteltiin työmarkkinoiden rakennemuutosta ja sitä, mihin supistuvissa ammateissa olevat työntekijät päätyvät. Tulosten mukaan mm. toimistotyöntekijöillä on suurempi todennäköisyys nousta korkeammille palkkaluokille teollisuuden alan työntekijöihin verrattuna. Perinteisen teollisuuden alojen työntekijät päätyvät puolestaan suuremmalla todennäköisyydellä työttömiksi tai tippuvat matalapalkka-aloille. Muuttaminen vientivetoisiin maakuntiin, kuten Uudellemaalle, näyttäisi lieventävän työmarkkinoiden rakennemuutoksesta aiheutuvia kustannuksia yksilötasolla.
The document summarizes a presentation given by Alvaro Lima of the Boston Redevelopment Authority about the labor market integration of Boston's foreign-born population. It finds that between 2000 and 2006, the foreign-born workforce in Metro Boston increased by 94,000 people, while the number of workers with limited English skills grew from 55,000 to 88,000. It also notes disparities in educational attainment and wages between native and foreign-born workers, and projects that future job growth will require higher language skills, emphasizing the need to reduce long waitlists for English language classes.
Presentation given at Gendered dimensions of migration: Material and social outcomes of South-South migration. 30 June - 2 July 2015 at the Asia Research Institute, National University of Singapore http://migratingoutofpoverty.dfid.gov.uk/research/womenandchildren/gendered_dimensions
Exploring the Cultural Differences in Polish and Turkish Companiesinventionjournals
Cultural differences are of crucial importance for conducting the international business. The general regularities seem not to account for the particularities of single countries. Thus, the purpose of the present research was to study business culture in Poland and Turkey due to their strengthening position as regional leaders. The research relied on the semi-structured interviews performed in tourism companies amongst Polish and Turkish business practitioners in 2016. The data was analyzed using the thematic analysis approach. Polish entrepreneurs were found to prove more pro-transactional approach while Turkish respondents emphasized pro-partnership one. In Poland the opinion on the business partner was formulated based on his/hers competences while in Turkey the role of good manners, politeness and the knowledge of culture, art and geopolitical situation was dominant. Polish respondents claimed high punctuality while one third of Turkish stated that it is possible for their business partners to wait for them even if they have no excuse for being late. The qualitative research presented in the paper requires to be followed by the extensive quantitative one. The paper attempts to fill the gap concerning the cultural differences in conducting business in Poland and Turkey.
School-to-Work Transitions after Two Decades of Post-Communist TransitionCRRC-Armenia
This document summarizes research from surveys conducted in 2007 on young people aged 31-37 in Armenia, Azerbaijan, and Georgia. It finds that while proportions in different career paths may have changed over time and between countries/regions, the core career paths themselves have remained remarkably consistent. The main career paths identified are: 1) Fully employed with a "western lifestyle" salary, 2) Regular private/public employment, 3) Business ownership, 4) Under-employment, and 5) Unemployment. The paper argues these career structures formed in the early transition period continue to shape opportunities.
Contract Cheating in the Gig Economy - International Center for Academic Inte...Thomas Lancaster
How has the contract cheating industry been changing in light of the gig economy, often characterised by low paid flexible working? This talk explores the world of essay mills, with particular reference to work on the academic writers who are keeping the industry moving, revealing that the pay is low and that students choosing to contract cheat may not be hiring the writers who they think they are.
The document discusses labor market integration of Boston's foreign-born workforce. It finds that between 2000 and 2006, Metro Boston's foreign-born workforce increased by almost 94,000 people (32%) and the workforce with limited English skills increased by 37%. However, 18% of the foreign-born workforce has less than a high school education compared to 6% of the native-born, and close to half of new jobs created will require at least modest English skills. Additional investment in ESOL could help more foreign-born workers gain higher-skilled, higher-paying jobs and boost the regional economy.
This document summarizes the challenges American companies face regarding organizational culture when operating in Serbia. It discusses Hofstede's model of national cultural dimensions and how Serbian and US cultures differ based on this framework. Specifically, Serbian culture scores higher in power distance and uncertainty avoidance, while the US scores higher in individualism. The paper also examines types of organizational culture and notes that hierarchies are most common in Serbian companies, while adhocracy cultures are rare. Finally, it emphasizes the importance of understanding these cultural differences to help American businesses adjust their practices when operating abroad in Serbia.
How to Write a Literature Review in 30 Minutes or LessJonathan Underwood
This document provides instructions for writing a literature review in 5 steps: 1) Extract summaries from sources; 2) Reorder summaries; 3) Divide summaries into body paragraphs; 4) Add topic sentences and transitions to paragraphs; 5) Add introduction and conclusion. It then walks through an example applying these steps to summaries about cultural diversity in the workplace, resulting in 5 body paragraphs that describe the problem, cite international and US studies, and discuss some potential solutions.
This document analyzes the effects of China on employment in Latin America and the Caribbean from 1995-2016. It proposes interpreting the economic relationship between the two regions as having three overlapping phases: (1) intensifying trade since the 1990s, with China now the second largest trading partner; (2) large inflows of Chinese funds and foreign direct investment since 2007-2008, making China an important source of financing; and (3) significant infrastructure projects in LAC since 2013. The document aims to provide an overview of the quantitative and qualitative job impacts of China through trade, FDI, and infrastructure, and proposes methods for further country-level analysis.
Handbook of survey methodology for the social sciencesSpringer
This document discusses different ways to classify surveys. It begins by explaining that surveys can be classified based on criteria like the target population, data collection method, topic, and other characteristics. Surveys may target individuals, households, businesses, or even activities like journeys. The document then provides examples of different types of surveys, such as business surveys that collect data from multiple informants, and multi-actor surveys that interview several members of the same family. It concludes by discussing sampling methods, noting that probability samples are preferred but quota sampling and online panels are also commonly used.
Ishac Diwan- Paris Sciences et Lettres
Michele Tuccio- University of Southampton
Jackline Wahba- University of Southampton
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon 24-25, 2016
www.erf.org.eg
Bi Puranen- World Values Survey
ERF Training Workshop on Opinion Poll Data Analysis Using Multilevel Models
Beirut, Lebanon August 22-23, 2016
www.erf.org.eg
Empirical Applications of Collective Household Labour Supply Models in IraqEconomic Research Forum
Eleftherios Giovanis- University of Verona
Oznur Ozdamar- Bologna University
ERF Workshop on The political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
May Gadallah- Cairo University
Maia Sieverding- American University of Beirut
Rania Roushdy- Population Council Egypt
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
Do Supportive Policies to Female-Headed Households Increase the Income Inequa...Economic Research Forum
Mohamed Ramadan- CAPMAS
Lobna Abdelatif- Cairo University
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon 24-25, 2016
www.erf.org.eg
The use of opinion polls data in the Arab Human Development Report 2016Economic Research Forum
Jad Chaaban- American University of Beirut
ERF Training Workshop on Opinion Poll Data Analysis Using Multilevel Models
Beirut, Lebanon August 22-23, 2016
www.erf.org.eg
Veronica Kostenko- Higher School of Economics
Eduard Ponarin- Higher School of Economics
Musa Shteiwi- Center for Strategic Studies, University of Jordan
Olga Strebkova- Laboratory for Comparative Social Research
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
This document discusses a study of religious fundamentalism and attitudes towards veiling in seven Middle Eastern and North African countries. The study used cross-national surveys to examine how illiberal values and religious fundamentalism relate to preferences for veiling among women in Egypt, Iraq, Lebanon, Morocco, Saudi Arabia, Tunisia, and the United Arab Emirates.
Religion and Other Determinants of Muslim Attitudes toward Gender Equality: E...Economic Research Forum
Mark Tessler- University of Michigan
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon August 24-25, 2016
www.erf.org.eg
“Dynamics and Decomposition of Inequality of Outcomes and Inequality of Oppor...Economic Research Forum
Hatem Jemmali- University of Sousse, Tunisia
Mohamed Amara- University of Sousse, Tunisia
ERF Workshop on The Political Economy of Contemporary Arab Societies
Beirut, Lebanon 24-25, 2016
www.erf.org.eg
The Effect of Patriarchal Culture on Women’s Labor Force ParticipationEconomic Research Forum
This document summarizes a study on the effect of patriarchal culture on women's labor force participation. The study uses data from opinion polls and labor statistics to analyze how factors like education level, income, gender norms, and regional differences impact women's participation in the workforce. The analysis finds that individual patriarchal values, a woman's potential income from working, and the size of the gender gap within a society best explain variations in female labor force participation rates between regions. The study concludes that policies to increase education, wages, and gender equality can help increase women's labor participation even in cultures with patriarchal norms.
Ragui Assaad- University of Minnesota
Caroline Krafft- ST. Catherine University
ERF Training on Applied Micro-Econometrics and Public Policy Evaluation
Cairo, Egypt July 25-27, 2016
www.erf.org.eg
Ragui Assaad- University of Minnesota
Caroline Krafft- ST. Catherine University
ERF Training on Applied Micro-Econometrics and Public Policy Evaluation
Cairo, Egypt July 25-27, 2016
www.erf.org.eg
The document summarizes the regression discontinuity method used to evaluate the impact of Morocco's National Human Development Initiative (INDH) poverty reduction program. Key points:
- INDH targeted communities with poverty rates over 30% for additional funding. This threshold was used to compare outcomes just above and below the cutoff in a regression discontinuity design.
- Panel survey data from 2008, 2011, and 2013 was used to analyze economic outcomes like income, consumption, and assets at the household level around the threshold.
- Regression models found INDH caused a 12.5% increase in consumption in 2008 and 20.7% in 2011, but no significant effects on income or assets.
- The analysis is
This document discusses causal inference and program evaluation. It notes that evaluating programs requires estimating the counterfactual outcome for participants in the absence of the program, which is difficult. Common problems in evaluation include selection bias if participants differ from non-participants in unobserved ways, spillover effects, and impact heterogeneity. Internal validity assesses if the true impact is measured, while external validity examines generalizability. Estimating average treatment effects requires addressing non-random selection into programs.
Eduard Ponarin- Higher School of Economics, Russia
ERF Training Workshop on Opinion Poll Data Analysis Using Multilevel Models
Beirut, Lebanon August 22-23, 2016
www.erf.org.eg
Ragui Assaad- University of Minnesota
Caroline Krafft- ST. Catherine University
ERF Training on Applied Micro-Econometrics and Public Policy Evaluation
Cairo, Egypt July 25-27, 2016
www.erf.org.eg
Ragui Assaad- University of Minnesota
Caroline Krafft- ST. Catherine University
ERF Training on Applied Micro-Econometrics and Public Policy Evaluation
Cairo, Egypt July 25-27, 2016
www.erf.org.eg
- Propensity score matching (PSM) and weighting methods can be used to estimate treatment effects when selection into a treatment is based on observable characteristics.
- PSM involves matching treated units to untreated units with similar propensity scores, which is the predicted probability of receiving treatment based on observables. Weighting assigns weights inversely proportional to the probability of receiving the actual treatment.
- Both methods rely on the assumption that conditioning on observables eliminates selection bias, but there may still be bias from unobservables. Sensitivity analysis is used to check the robustness of results.
Potential Solutions to the Fundamental Problem of Causal Inference: An OverviewEconomic Research Forum
Ragui Assaad- University of Minnesota
Caroline Krafft- ST. Catherine University
ERF Training on Applied Micro-Econometrics and Public Policy Evaluation
Cairo, Egypt July 25-27, 2016
www.erf.org.eg
Thesis-The Effects of Ethnicity and Sexual Orientation on Hiring Discriminati...Jonathan Pfefer
The document describes a study that examined the effects of ethnicity and sexual orientation on hiring discrimination in resume evaluations. 108 participants reviewed one of four resumes that varied the applicant's ethnicity (Arab or French) and sexual orientation (homosexual or heterosexual). Participants then rated the resumes on willingness to hire, leadership, work experience, and extracurricular activities. Previous literature found discrimination based on various minority statuses including ethnicity, gender, disability and sexual orientation. The study hypothesized the Arab/homosexual resume would receive the lowest ratings and the French/heterosexual resume the highest. It also hypothesized ethnicity would have a greater impact than sexual orientation.
SAMPLE ANSWERPublic Attributions for Poverty in Canada – Reutt.docxrtodd599
SAMPLE ANSWER
Public Attributions for Poverty in Canada – Reutter et al (2006)
1. What is the main argument presented by the author?
Surveys and interviews reveal that respondents are most likely to attribute poverty to structural factors (such as lack of education, low wages, discrimination, and lack of social safety net benefits) and least likely to favour individualistic attributions (such as laziness). The education and income levels of the respondents were the most consistent predictors of types of attributions.
2. What is the author’s research method? (i.e. how does he/she collect the data?) What are the size and characteristics of the sample?
Method: phase one involved interviews and phase two involved telephone surveys.
Sample size: 119 interviews; 1671 surveys (839 in Edmonton; 832 in Toronto).
Sample characteristics: These surveys and interviews were conducted in Toronto and Edmonton. These cities have approximately the same rate of poverty (16%). Equal numbers of participants were chosen in each neighbourhood. Table 1 lists the characteristics of the survey sample in some detail (7).
59 low income and 60 higher income people were interviewed. 2/3 of respondents were women, 30 – 54 years old. The low-income participants were younger. Low-income people were more likely to have high-school education or less. In the sample of 34 low-income people in the six group interviews, 67.6% were female and 60.6% had a high-school education or less. Almost half were 30-44 years of age. The main sources of income were welfare and employment. (8)
3. List two pieces of data/information that the author uses to support his/her argument that is drawn from their research . Explain how the evidence is related to the main idea.
a) “I think that lack of education is probably one of the biggest factors. If you're not educated then you don't get the jobs that provide you with an income that you can live on (female, higher-income participant)” (12).
Explanation of relationship to the main idea: this quote supports the theme related to education – respondents indicated that they see education as a major structural factor related to poverty.
b) “I think most people who are living on a low income, many of them work just as hard as people who are making a high income. It's just for some reason their job does not pay them an adequate wage . . . they're unfortunate enough to be in a job that only pays eight bucks an hour (male, higher-income participant)” (10).
Explanation of the relationship to the main idea: this quote supports the theme related to the impact of structural factors such as low wages, inadequate social safety net or discrimination on causes of poverty.
4. Is the information provided verifiable and well-researched? How do you know? List the factors that you used to make your evaluation.
The authors provide a verifiable paper based on the following:
· The authors all work at one of the following universities: University .
This document discusses poverty rates among different ethnic groups in the UK. It finds that poverty is generally higher for all ethnic minority groups compared to white British people. There is, however, variation between different ethnic groups. Key factors that influence poverty rates and are affected by ethnicity include education, employment, and caring responsibilities. Education outcomes vary between ethnic groups and are also influenced by socioeconomic status and gender. Employment rates, pay, and types of jobs held also differ between ethnic groups in ways that impact poverty. Ethnicity intersects with caring responsibilities and ability to earn income given demands of child and elder care. Addressing poverty effectively requires understanding these within group differences.
Intersectionality and policy reponses to discriminationNuBizHRMWE
This document summarizes a seminar discussing intersectionality and discrimination in employment. It finds that analyzing discrimination based on single characteristics like gender provides an incomplete picture, and that individuals with multiple minority characteristics often face compounding disadvantages. Statistical analysis of a large organization's pay data found that while the unadjusted gender pay gap was 11.6%, certain intersections such as female, ethnic minority, disabled, and older faced pay penalties up to 9.4% greater than expected based solely on their characteristics. The seminar concludes regulatory and organizational policies need to better address intersectional discrimination, and intersectional analyses of employment data are needed to properly understand and remedy discrimination.
Priya Deshingkar Migration RPC presentation for DFID gender meeting 28 jan 2014Migrating out of Poverty
Priya Deshingkar presents Migrating out of Poverty work on gender, migration and poverty in Africa and Asia. The work was funded by the UK Department for International Development, and presented to other programmes funded by the same source
Ashford 4 - Week 3 - AssignmentDiversity, Inequality, and Imm.docxwildmandelorse
Ashford 4: - Week 3 - Assignment
Diversity, Inequality, and Immigration
Use the following outline to discuss diversity, inequality, and immigration in human services:
Overview of Inequality
. Present the history of inequality and racial injustice in our society. Discuss the current disparities in housing and home ownership, health, health insurance, social mobility, employment status, and political representation. Have such disparities improved over time or have they become progressively worse? What is the current state of prejudice, discrimination, and oppression?
Understanding Ethnicity
. Describe how our overall view of ethnicity has been shaped by cultural definitions, media stereotypes, ethnic identity, institutional racism, and discrimination.
Immigration
. Examine the impact of immigration and immigration policy on cultural diversity and social inequities. What are the current controversies surrounding immigration, and what are your personal thoughts on them from a human services perspective?
Working with Diverse Groups
. As human services professionals, we work with a diverse group of audiences and clients. Discuss the considerations and guidelines for working with diverse groups, such as ethnic minorities, women, the gay and lesbian community, and people with disabilities.
Your assignment should be two- to three-pages in length (excluding title and reference pages), formatted according to the APA guidelines as outlined in the Ashford Writing Center. You must utilize at least three scholarly sources that are cited according to APA style.
Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment
.
.
EMET--Culturally Fair Testing In Israelmjbinstitute
The EMET (Culturally Fair Testing) Program was established by JDC-TEVET in 2010 following reports by employers on the difficulties of hiring Ethiopian-Israelis for positions dependent on successful employment testing. The main goals were to reduce the employment barriers for Ethiopian-Israelis and broaden their employment horizons by encouraging employers to use screening tools that are culturally appropriate for minority populations.
The program was accompanied by a comprehensive two-stage study conducted by the Myers-JDC-Brookdale Institute.
Stage 1 reviewed the methods for reducing the gaps between different groups in employment screening according to the professional literature, and examined whether the existing tools prevent the hiring of Ethiopian-Israeli candidates. These findings were summarized in 2013 in MJB’s report, Culturally Fair Testing: A Review of the International Literature on Employment Screening Methods and an Examination of its Implications for Israel, and were presented before human-resource personnel, researchers, professionals, and field staff working with Ethiopian-Israelis.
Stage 2 began with the development by JDC-TEVET, together with a multidisciplinary team of professionals, of eight new culturally appropriate employment screening tools that assess mathematical, verbal, interpersonal and other skills. MJB, in partnership with the Adam Milo Institute, conducted a validation study to identify which tools were most effective at predicting job performance and reducing gaps between the groups.
The findings are helping to expand the employment options of minority groups and for encouraging employment diversity.
The study was supported in part by the UJA-Federation of New York.
This document summarizes research on representations of ethnic minorities in UK television advertisements. It finds that ethnic minorities are underrepresented, with only 5% of ads in 2011 featuring them. Focus group discussions revealed that some advertisements used ethnic stereotypes or excluded certain minorities. Content analysis of 402 ads showed white actors in 97% of ads, but black actors in only 27%, Asians in 4%, and mixed or other ethnicities even less. Overall, the research concludes ethnic minorities have low visibility and are often portrayed through stereotypes in UK television advertising.
This document provides an overview of Rapid Qualitative Inquiry (RQI), a team-based qualitative research methodology for investigating complicated situations quickly with limited time and resources. RQI uses iterative data collection and analysis to develop a preliminary understanding within weeks. It emphasizes getting an insider's perspective through semi-structured interviews and stories rather than answers. The document discusses RQI's differences from traditional qualitative research, examples of its applications, and guidelines for effective use through teamwork and balancing data collection with analysis.
Csilla FILO: A rural area of social processes present in the Sellye region, i...Territorial Intelligence
1. The researcher assessed factors defining the economy and society of the Sellye micro-region in Hungary.
2. Statistical data and surveys were analyzed to establish that the region has a low-qualified population and low employment, hindering economic development.
3. Factor analysis identified four groups that characterize the region's society based on education level, employment, living conditions, and health.
This summary provides an overview of the key points made in the document:
1) The document discusses the lack of diversity in the legal profession, despite frequent commitments to diversity, with people of color severely underrepresented at all levels of the profession.
2) Numbers are presented showing underrepresentation of racial minorities among lawyers, law firm partners, judges, and corporate counsel.
3) Possible reasons for the lack of progress on diversity discussed include implicit bias still impacting opportunities, as well as racial bias affecting minorities from a young age.
4) The document presents the case of MetLife's legal department which is taking steps like assigning senior leaders responsibility for championing the success of diverse talent, in order to
This document discusses racial discrimination in the workplace, specifically during recruitment and selection. It examines the role of discrimination, especially racial discrimination, through primary and secondary research. The research reveals that discrimination still exists today based on characteristics like race, ethnicity, gender, age, sexual orientation, and disability status. Laws prohibiting discrimination during recruitment based on attributes like sex, race, disability, and religion are discussed. However, discrimination can still occur in subtle ways throughout the hiring process like in job advertisements, shortlisting criteria, interview arrangements, and final hiring decisions. Differences between gender groups in accessing benefits and investing in human capital are also influenced by labor market discrimination.
Identifying Trends in Discrimination against women in the workplace In Social...UN Global Pulse
In collaboration with the International Labour Organisation (ILO) Country Office for Indonesia, Pulse Lab Jakarta conducted a feasibility study to explore online data as a source of real-time signals of discrimination against women in the workplace. Keywords were used to filter public tweets related to discrimination, identifying four topics with significant volume of discussions (over 100,000 tweets over three years); discrimination in job requirements, permission for women to work, perceptions on appropriateness of different types of work for women, and the multiple burdens of working women. The study found that, using these keywords, signals were not strong enough in ILO’s priority focus areas in Indonesia. Therefore, the tweets analyzed in the research did not lead to conclusive results. While most of the identified tweets corresponded to discriminatory job requirements, weak signals from messages coming from directly affected populations may imply that it is common for women workers to keep silent about their experience related to discrimination and violence in the workplace for various reasons including fear of losing the job and facing further discrimination.
Cite as: UN Global Pulse, 'Feasibility Study: Identifying Trends in Discrimination Against Women in the Workplace In Social Media', Global Pulse Project Series no.11, 2014'.
REFUGEES AND PUBLIC HEALTH IN THE CAPE TOWN AREASimone Picone
This document summarizes a dissertation on refugees and public health in Cape Town, South Africa. It discusses (1) classical theories of migration from the early 1900s focused on push/pull factors and assimilation, (2) structuralist and neo-Marxist theories from the 1970s-1980s, and (3) contemporary models of multiculturalism and citizenship from the 1990s. It aims to examine refugees through the lens of citizenship and show problems they face accessing healthcare due to barriers like linguistic differences and a lack of recognition of their documents. The study uses survey data from 762 refugees to analyze demographic factors, employment, income, and healthcare access issues.
Special Populations Intervention PaperArguably, there is no sing.docxdarwinming1
Special Populations Intervention Paper
Arguably, there is no single career counseling theory that would work for every group. Personal differences, environment, and choice are just a few of the variables that add to the complexity of career-related decisions. Throughout the years, researchers have continued to improve on earlier theories as new, more inclusive approaches to counseling are presented. As Niles and Harris-Bowlsbey (2017) note, “In an extensive study of occupational population trends within the U.S. labor force, Byars-Winston et al. (2015) found that despite growing demographic diversity in the overall U.S. population, the labor force continues to reveal racialized and gendered disparities” (p. 99).
Despite legislation aimed at protecting their rights, Americans with disabilities unfortunately have not fared any better. Results show that many women, racial/ethnic minorities, persons with disabilities, and gay/lesbian/bisexual/transgender individuals regularly experience discriminatory practices in the career process. Thus, traditional approaches have been found to be inadequate and/or inappropriate for assisting members of such diverse groups in their career development. According to Lee (2013), “The past two decades have seen a growing realization that career counseling services often do not have broad applicability across the range of cultural backgrounds represented by clients” (p. 7). Thus, the values inherent in career counseling and those of culturally diverse clients often come into conflict during the career exploration and decision process. Lee (2013) provided a conceptual framework to ensure that clients from culturally diverse backgrounds have access to competent career services.
Using Lee’s (2013) framework, evaluate his model for strengths and weaknesses with individuals with a disability or from diverse backgrounds (select your own population) (i.e., women, minorities, gay, lesbian, bisexual, transgender, or questioning (GLBTQ), individuals who identify English as a second language, youth and elderly, and those from various cultural backgrounds). Then, select one of the career theories discussed earlier in this course and compare and contrast it to Lee’s (2013) proposed theory. Are there any theories, such as the social cognitive career theory, gender identity theories, etc. that might provide more applicable approaches to career counseling with individuals with diverse backgrounds? If the theory could be modified, what component would you add? Include a critique regarding how the added component would strengthen or weaken the modified theory. Would the added component benefit individuals from both diverse backgrounds and with a disability?
Your paper should be a minimum of 750- to 2450 words (5-7 pages), not including your title and references pages.
Use a minimum of five scholarly sources in addition to the course text within the paper.
...
The Measureable Value of Diversity and InclusionLaunchpad
Diversity and inclusivity (D&I) in the workplace is one of the most pressing and controversial topics in the business world today. This subject receives extensive coverage nationally and internationally – but are we simply paying it lip service? It could be that we have our sights set much farther than where our feet lie. At the very least, conversations surrounding D&I have blossomed encouraging coherent strategies for a more inclusive future.
Running head WORKPLACE BARRIERS1WORKPLACE BARRIERS27.docxrtodd599
Running head: WORKPLACE BARRIERS 1
WORKPLACE BARRIERS 27
Workplace Barriers facing Black Caribbean Women in the United States
Tracey Joseph
Abstract
This research investigates workplace barriers experienced by Black Caribbean women in the US. Cases of workplace discrimination are still rampant in the US despite changes in economic policies that discourage gender and racial discrimination. The research examines the different types of discrimination experienced by this study population in different work environments. The study also explores the effects of the barriers to emotional, physical, psychological health of the population, and the socioeconomic implications of the barriers. A sample group of Black Caribbean women will be selected, and semi-structured open-ended questions will be answered by individual respondents. The expected results express the existence of workplace barriers against Black Caribbean women, and negative effects associated with the barriers. The results will be used to draw a conclusion on the workplace barriers, and appropriate recommendations will be proposed.
Keywords: workplace barriers, Black Caribbean women, race, discrimination, inequality
What are the misconceptions Leading to Workplace Barriers facing Black Caribbean men and Women in the United States
Introduction
Black Caribbean’s mostly reside in the Western and Southern regions in the United States. There have been tremendous improvements in employment practices, and economic legislation in the US to encourage equality in the past century. The changes have been aimed at adjusting the disparities that exist in the labor market, and organizational cultures, both in the private and public sectors, and gender and ethnic equality at the workplace. However, despite the changes in labor and economic policies, there has been a noticeable disparity in labor, and organizational cultures that bar Black Caribbean women from enjoying equal privileges like employees from other races (Assari & Moghani Lankarani, 2018). This research seeks to reveal workplace inequalities in the workplace against Back Caribbean women.
The workplace inequalities that will be investigated include: educational levels, organizational culture, and privileges offered in different organizations among various races. Employees are accorded training and educational privileges in order to improve their skills so that they can be able to handle more demanding duties and to be best suited for promotions. These privileges have been provided in biased ways in many organizations in which Black Caribbean women are among the least privileged (Black-Chen, 2013). This research will examine the cultures of different organizations and show that there is a discriminatory trend in educational privileges against Black Caribbean women.
Another workplace culture that this research seeks to examine is the trend in which employees in many organizations have been placed in different socioec.
Webinar: What Did I Miss? The Hidden Costs of Depriortizing Diversity in User...Mad*Pow
Characteristics like race, ethnicity, gender, and disability status can have a significant impact on how we experience the world, and how the world experiences us. In UX research, diversity is the first thing to vanish from the recruit when the going gets tough; Megan will talk about what we miss when that happens, and what researchers can do about it in their own practice. This presentation will demonstrate why a diverse recruit is imperative for a strong user research study, provide examples of what we miss when the recruit is homogeneous, and offering tactics for addressing the issue.
Presented by Megan Campos, Experience Research Director, Mad*Pow
Watch the presentation at https://youtu.be/E41q8Nx67Do
School-to-Work Transitions after Two Decades of Post-Communist TransitionCRRC-Armenia
The document summarizes research on the labor market transitions of people aged 31-37 in 2007 in Armenia, Azerbaijan, and Georgia. It finds that full employment remained elusive for many, with over half unable to find stable, well-paying jobs. Public sector employment was still an important source of higher-quality jobs, especially for women and university graduates. Salaries remained quite low overall, forcing many young people to continue living with their families. While some economic growth had occurred, its benefits were concentrated among the already advantaged, leaving the status quo largely unchanged.
Similar to Correspondence Studies on Gender, Ethnicity and Religiosity Discrimination in Turkey (20)
This document discusses key data gaps in labor supply and demand in North Africa. For labor supply, it notes that while youth unemployment rates exist, they are not sufficiently highlighted. For labor demand, the biggest gap is data on job creation and losses within business sectors, including gains and losses from new, expanding, contracting, and closing establishments. It also outlines statistical development efforts in Egypt to improve labor force and establishment surveys to better measure employment, unemployment, wages, and the reconciliation of survey data.
The document discusses microsimulation techniques used at the Institut des politiques publiques (IPP) research center in Paris. It provides background on IPP, which uses microsimulation models like TAXIPP, TAXIPP-LIFE, and TAXIPP-FIRM to evaluate policies. These models use administrative data at the individual/household level and simulate policies. The document outlines the history and advantages of microsimulation, and how IPP utilizes administrative data and open-source tools in its microsimulation methodology.
Session 3 m.a. marouani, structual change, skills demand and job qualityEconomic Research Forum
This document discusses structural changes in labor demand and skills mismatches in the Middle East and North Africa region. It explores how the expansion of less knowledge-intensive industries has led to weak demand for educated labor compared to a lack of skill-biased technical change. The dynamics of skilled versus unskilled labor demand, empirical measures of these concepts, and the impact on inequality are examined. Education to job mismatches and overeducation are also discussed, along with their determinants and effects on wages and job satisfaction.
This document discusses bridging micro and macro approaches to understanding labor market outcomes. At the micro level, surveys and censuses are used to characterize behaviors and distributions. Meso analysis uses sector-wide data. Macro hypotheses about forces affecting equilibria are difficult to show causality from to micro observations. To bridge micro and macro, identification techniques like event studies and instrumental variables are needed. Examples from the MENA region show politically connected sectors associate with less job creation. Future research avenues include examining the impacts of cronyism, education quality and access, technical change, gender norms, and rentierism on labor markets. Causally linking micro behaviors to macro phenomena remains a challenge.
This document provides a framework for a World Bank report on economic transformation, job creation, and market contestability in the Middle East and North Africa region. The report will focus on how to spur job creation through increasing demand in the private sector. It will explore how technology and digital adoption can create new jobs and drive structural transformation away from traditional sectors. The report aims to establish facts about these issues, generate new data, and highlight case studies of successful reforms to inform policy discussions.
The document summarizes insights from Sudan on labor market data availability. It discusses structural problems in Sudan's labor market like inconsistent sector distribution, low participation rates, and gender disparities. It then evaluates Sudan's ability to calculate various labor market measures according to international definitions. Many measures like unemployment rates, earnings, social protection coverage, and occupational safety cannot be accurately calculated due to limited data availability. The document concludes there is a need for more updated labor market data and a new comprehensive labor force survey to provide indicators and learn from other countries' experiences.
This document outlines the availability of data in Egypt for measuring labor market outcomes according to 6 categories: 1) labor underutilization, 2) type of employment, 3) regularity of employment and working time, 4) earnings and non-wage benefits, 5) social protection, and 6) safety and health at work. It finds that most indicators can be measured using Egypt's Labor Force Surveys or Labor Market Panel Surveys, but some data like fatal occupational injuries are not available. It concludes by identifying ways to improve data collection, such as making the LFS more consistent over time and collecting additional information on earnings, benefits, and union membership.
This document discusses using administrative and survey data from Algeria to measure labor market outcomes based on an expert group meeting questionnaire. It analyzes the ability to calculate various labor market measures using available Algerian data sources. For many measures, the labor force survey and household surveys can provide data to calculate definitions. However, some measures would require adding new questions to collect additional information, such as on earnings, occupational injuries, collective bargaining, and union membership. Administrative records from social security and unemployment insurance organizations also provide some supplemental data.
According to the document:
- Nearly half of Tunisia's working age population is inactive, with 28% working in informal employment, 16% in formal sector jobs, and 7% unemployed.
- Unemployment rates are highest among youth, women, those with a secondary education or less, and those with technical or social science degrees.
- Long-term unemployment is the most prevalent, and the employed population is dominated by informal wage work and self-employment.
- Labor market transitions for youth aged 15-34 are inefficient, and prior to the 2010 revolution most new jobs were created in low-productivity sectors.
This document discusses the need to move beyond just measuring unemployment rates when assessing labor market outcomes in North Africa. It proposes measuring seven additional indicators: 1) labor underutilization, 2) type of employment, 3) regularity of employment, 4) earnings and benefits, 5) social protection, 6) safety and health, and 7) industrial relations. These provide a more comprehensive view of the challenges faced by different groups. Stylized facts about North African labor markets show very low female participation rates, declining participation for both men and women, high unemployment, and a large increase in youth unemployment after the Arab Spring.
The document discusses an expert group meeting on jobs and growth in North Africa. It notes that while unemployment rates decreased and growth indicators were positive in the decade before the Arab Spring, this growth did not necessarily improve access to jobs or working conditions. The group aims to better understand how economies can reach their full potential and make good use of their workforce. Key questions are discussed around the role of the state, impact of public and private investment, education systems, and financing of productive projects. A proposed 4-year work plan includes annual regional reports on jobs and growth, calls for research papers on selected issues, and conferences to discuss findings and define future research agendas.
Aly Rashed - Economic Research Forum
ERF 25th Annual Conference
Knowledge, Research Networks & Development Policy
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The Future of Jobs is Facing the Biggest Policy Induced Price Distortion in H...Economic Research Forum
The document discusses how barriers to low-skilled labor mobility between countries create one of the largest price distortions in history. This motivates innovation that displaces low-skilled labor through technology. It shows data that the wage gains from mobility into rich countries for low-skilled workers from places like Yemen and Nigeria would be over 1000%. Border barriers to labor are two orders of magnitude higher than any tariffs. Technological change is often biased toward replacing low-skilled jobs. Developing countries face challenges employing youth and generating exports with very low-skilled labor forces against these trends.
Massoud Karshenas - University of London
ERF 25th Annual Conference
Knowledge, Research Networks & Development Policy
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Kuwait City, Kuwait
Rediscovering Industrial Policy for the 21st Century: Where to Start?Economic Research Forum
Rohinton P. Medhora - Centre for International Governance & Innovation
ERF 25th Annual Conference
Knowledge, Research Networks & Development Policy
10-12 March, 2019
Kuwait City, Kuwait
Rana Hendy - Doha Institute
Mahmoud Mohieldin - World Bank
ERF 25th Annual Conference
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Ibrahim Elbadawi - Economic Research Forum
ERF 25th Annual Conference
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How To Cultivate Community Affinity Throughout The Generosity JourneyAggregage
This session will dive into how to create rich generosity experiences that foster long-lasting relationships. You’ll walk away with actionable insights to redefine how you engage with your supporters — emphasizing trust, engagement, and community!
Presentation by Rebecca Sachs and Joshua Varcie, analysts in CBO’s Health Analysis Division, at the 13th Annual Conference of the American Society of Health Economists.
karnataka housing board schemes . all schemesnarinav14
The Karnataka government, along with the central government’s Pradhan Mantri Awas Yojana (PMAY), offers various housing schemes to cater to the diverse needs of citizens across the state. This article provides a comprehensive overview of the major housing schemes available in the Karnataka housing board for both urban and rural areas in 2024.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Presentation by Julie Topoleski, CBO’s Director of Labor, Income Security, and Long-Term Analysis, at the 16th Annual Meeting of the OECD Working Party of Parliamentary Budget Officials and Independent Fiscal Institutions.
Bharat Mata - History of Indian culture.pdfBharat Mata
Bharat Mata Channel is an initiative towards keeping the culture of this country alive. Our effort is to spread the knowledge of Indian history, culture, religion and Vedas to the masses.
Correspondence Studies on Gender, Ethnicity and Religiosity Discrimination in Turkey
1. CORRESPONDENCE STUDIES ON
GENDER, ETHNICITY AND RELIGIOSITY
DISCRIMINATION IN TURKEY
Binnur Balkan
Bilkent University
Seyit Mümin Cilasun
Atılım University
Haluk Levent
Istanbul Kemerburgaz
University
2. Introduction
• Discrimination is one of the important sources of
inefficiency in different markets.
• We could observe discrimination in labor market,
product markets, housing markets among the
others and there could be multiple steps to
discrimination in these markets.
• For example in the labor market, discrimination
could be observed in
– hiring
– wage setting
– or promotion stages
3. Introduction
• Additionally, people might be discriminated in the
labor market by their
– Age
– Gender
– Race / Ethnicity
– Religion
– Sexual orientation
– or appearance in the labor market and it is possible to
find studies examining all these types of
discrimination in the literature.
4. Introduction
• In this study, we will try to identify hiring stage
labor market discrimination in Turkey
– under gender, ethnicity and religiosity aspects
– by employing a novel approach of correspondence
audits
– through online job application portals, which are
widely used by employers and employees in
Turkey.
5. Correspondence Audits
• In a labor market correspondence audit,
seemingly similar fictional resumes are sent out
to real job openings as pairs.
• After the application process, interview requests
or callbacks from prospective employers are
recorded for the each applicant in the pair.
• The fictitious applicants are very similar except a
single trait, which is the focus of correspondence
audit study.
6. Contribution
• We aim to contribute existing literature in several aspects
with this study.
• Not much ethnicity studies on the natives of the countries,
this study will be one of the very first
• No gender discrimination study in a Muslim country, where
labor market dynamics for women could be quite different
• One of the few study to create a discrimination measure on
the level of religiousness
• Methodological Contribution: In this type of studies, it is
hard to achieve enough observations. We are planning to
solve this problem by monitoring online job application
portal activity.
7. Literature – Gender I
• There is a growing literature on hiring discrimination in terms of gender,
employing correspondence testing method.
• Riach and Rich (2006) -UK
– used a matched pair of applicants and applied to vacancies for engineers,
computer analyst programmers, secretaries and accounting positons
– net discrimination in favor of women in vacancies for computer analyst
programmers, secretaries and accounting positons and in favor of men in
engineering jobs.
• Petit (2007) - France
– prepared separate resumes for males and females, with or without children,
of age 25 or 37.
– sent matched pair applicants to each vacancy for high and five low skill
occupations in administrative and commercial areas often in the financial
sector
– discrimination against young women in high skilled administrative jobs.
8. Literature – Gender II
• Booth and Leigh (2010) - Austria
– focused on female-dominated professions (waitstaff, data-entry, customer service, and sales
jobs)
– a call-back of 1.28 in favor of women.
• Carlsson (2011) - Sweden
– sent matched paired applications for positions of construction workers, sales assistants, IT
professionals, high school teachers, restaurant workers, drivers, accountants, nurses, pre-
school teachers and cleaners.
– female applicants have slightly higher probability to receive a call back compared to men for
the pooled sample for all occupations,
– in male dominated professions male applicants have a slight (insignificant) advantage.
• Zhou et al. (2013) - China,
– sent CVs to accounting, IT, marketing and secretary positions
– statistically significant discrimination in all the jobs
– the level of discrimination is 9% in favor of men for accounting applications
– 20% and 40.2% in favor of women in marketing and secretary applications, respectively.
9. Literature – Ethnicity I
• Most of the ethnicity studies mainly compare the immigrants and non-immigrants in order to
analyze the discrimination in hiring stage.
• Carlsson and Rooth (2007) – Country: Sweden – Minority: Middle Eastern
– sent matched paired applications for positions of construction workers, sales assistants,
IT professionals, high school teachers, restaurant workers, drivers, accountants, nurses,
cleaners and teachers in different branches
– They found that 29 percent of all employers are discriminated against the male with
Arabic sounding names and discrimination is more common in lower level of
occupations
• Drydakis and Vlassis (2010) – Greece – Albenian
– the probability for Albanians to receive an interview is lower than for Greeks by 21.4
percentage points.
• Kaas and Manger (2011) –Germany - Turks
– sent two similar applications, one with a Turkish-sounding and one with a German-
sounding name to each of 528 advertisements for student internships.
– the call back probability for German names is 14 percent higher for all firms
– when the sample is restricted to small firms, probability rises to 24 percent.
10. Literature – Ethnicity II
• Baert et al. (2011) - Belgium – Turks
– compared to natives, applicants with Turkish sounding name are equally often
invited to a job interview if they apply for occupations for which vacancies are
difficult to fill,
– but they have to send twice as many applications for occupations for which
labour market tightness is low.
• McGinnity and Lunn (2011) – Ireland – African, Asian, German
– applicants with Irish names are over twice as likely to be called to interview as
are candidates with an African, Asian or German name
– discrimination rate does not vary between these minority groups.
• Booth et al. (2012) – Australia – Indigenous, Italian, Chinese and Middle Eastern
– ethnic minority applicants need to apply for more jobs in order to receive the
same number of interviews.
– Italians (a more established migrant group) discriminated less than Chinese
and Middle Easterners (who have arrived more recently).
11. Literature – Ethnicity III
• Midtbøen (2016) – Norway - Pakistani
– second generation of immigrants
– applicants with Norwegian names on average are 25 percent more likely to receive
a call back for a job interview than applicants with Pakistani names.
– the effect of ethnic background on employment probabilities is larger among men
than women and larger in the private sector than in the public sector.
• Arai et al. (2016) – Sweeden – Arabic
– contrary to what is often assumed about the interaction of gender and ethnicity,
Arabic men face stronger discrimination than Arabic women.
• Maurer-Fazio (2012) – China - Mongolian, Tibetan, and Uighur (different than the
aforementioned studies, not immigrants)
– found significant differences in the callback rates by ethnicity and
– these differences vary systematically across ethnic groups.
– state-owned firms are significantly discriminates less than privately-owned firms.
12. Literature – Religion
• The effect of religion on hiring discrimination is hard to study since most of the time religion and
ethnicity are intertwined.
• Banerjee et al. (2009) - India
– the role of caste and religion in India’s software and call-center sectors.
– sent 3160 fictitious résumés in response to 371 job openings.
– no discrimination against Muslims.
• Wright et al. (2013) - New England, US
– applicant from any religion received about one-quarter fewer callbacks compared to the control
group (had no religious identification in his/her résumé)
– discrimination is more evident for Muslims. They received one-third fewer callbacks compared to
control group
– discrimination is also evident for atheists, Catholics and pagans.
• Wallace et al. (2013) - American South
– applicants who expressed a religious identity were 26 percent less likely to receive a callback.
– While, Muslims, pagans, and atheists suffered the highest levels of discrimination, Catholics
experienced moderate levels, evangelical Christians encountered little and Jews received no
significant discrimination.
13. Turkey: Lordoğlu & Aslan
• “While making the job contract and speaking about date of
start, I told that I would like to use my off-days on
weekdays. When asked for its reason, I told that I wanted to
pay visits to my brother who is a political prisoner on these
off-days. They told me that they would contact me back.
But after a while I realized that it wouldn’t be possible to
start working”.
• “On my CV, I stated English and Russian as my foreign
languages. When the manager who had learned that I
speak these languages was about to hire me, I told him that
I also speak Kurdish as a third language if it is accepted by
them. He folded the job application form; gave it back to
me and told me that they had nothing to do with Kurds”.
14. Turkey: Lordoğlu & Aslan
• “I applied for a job to work as a security personnel. We
were five in total. We were interviewed individually.
The questions I was asked were about whether I pray,
fast, smoke or drink alcohol. I told them that I don’t
smoke or drink alcohol but as I am an Alevit, I don’t
perform the namaz or fast. Later I learned that the
other four applicants were all hired. I wasn’t. The fact
that I was from Tunceli made them question me on
these issues. The deputy governer who was helping me
to get a job stated the situation exactly like this. I don’t
apply to such positions anymore…”
15. Methodology
Correspondence Audits Again
• In a labor market correspondence audit,
seemingly similar fictional resumes are sent out
to real job openings as pairs.
• After the application process, interview requests
or callbacks from prospective employers are
recorded for the each applicant in the pair.
• The fictitious applicants are very similar except a
single trait, which is the focus of correspondence
audit study.
16. Methodology
Correspondence Audits
• Our pairs will be
– Turkish man vs. Turkish woman for gender study
– Turkish man vs. Kurdish man for ethnicity study
– Turkish man vs. religious Turkish man for religiosity
study
• In order to produce different measures, we will
send group of four resumes to chosen job
openings
– Turkish man, Turkish woman, Kurdish man and
Kurdish woman
18. Methodology
Correspondence Audits
• Name and surname selection
• Occupation/position selection
• Resume qualities selection
• Creating online applicant accounts
• Composing fictional resumes
• Sending resumes to chosen vacancies
• Recording callbacks from prospective
employees
19. Methodology
Step 1: Name / Surname Selection
• The name of the applicants is the main source of
variation in correspondence audits.
• In order to identify source of the discrimination
correctly, names should reflect an affiliation to
the group of interest but nothing more than that
to potential recruiters.
• At this point, we designed a survey in the name
selection stage to ensure that we are signaling
the affiliation, which we aim to signal.
20. Methodology
Step 1: Name / Surname Selection
• We gathered commonly used female and male names
for
– Turks
– Kurds
– Religious people
• Then we surveyed people and ask them to assign traits
to our names, which could be religious, ethnic or
gender.
• After the survey, we collected the names, which are
identified with a single group and identified by
majority of our subjects as belonging that single group.
21. Methodology
Step 1: Name / Surname Selection
• For the surnames, we have chosen some of the
heavily used surnames in Turkey.
• That common surnames do not signal any
geographical, ethnic or religious affiliation since
they are commonly used by the different groups
of society.
• Another benefit of using commonly used
surnames, it makes harder for recruiters to search
candidates online if they have such intentions.
22. Methodology
Step 1: Name / Surname Selection
• Finally, we randomly matched surnames and
names to create fictional applicant identities.
• In that way, we could use any name and
surname more than once
• and we were able to choose the strongest
names in each category in terms of their
identity signaling power.
23. Methodology
Step 2: Occupation /Position Selection
• In order to achieve desired number of
applications, we choose the occupations and
positions according to number of vacancies.
• We focus on entry level jobs, which does not
require much of experience or references
from the previous employers.
• We focus on two different type of positions,
one is for high school graduates and the other
one is for college graduates.
24. Methodology
Step 3: Resume Qualities Selection
• Gender discrimination related component
• Ethnicity discrimination related component
• Birth place supporting component
• Education
• Address
• School
• Age
• Prior work experience
Common
Components
26. Methodology
Step 4: Creating online applicant accounts
• Online applicant accounts are created in one of the
Turkey’s heavily used job search sites.
• First, a name – surname combination is assigned to a
phone number – email account. To do that, email
accounts are created for all the fictitious surname –
name combinations.
• Resumes and email information are person specific in
order to avoid detection of fictitious accounts.
• However, given the job first sites do not have any
detection mechanism for phone numbers, every ten
applicant from the same group share a mobile number
in our study.
27. Methodology
Step 5: Composing Fictional Resumes
• Fictional resumes are formed with the
randomly assigned names and resume
characteristic on our job application portal.
• Since it is important to assign comparable
characteristics to all matched pairs, we
randomly assign everything in each resume.
• The only ground rules were ethnicity – birth
place compatibility and age – education
compatibility in our resume creation step.
28. Methodology
Step 6: Sending resumes to chosen vacancies
• At this stage of the project, online job search portals
will be browsed regularly and a matched pairs of
resumes will be sent to chosen vacancies. Vacancy
choice will depend on occupation – position selection.
• At the first stage, one resume from each of the
following group will be sent out to job openings:
– Turkish man
– Kurdish man
– Turkish woman
– Kurdish woman
• The following step will focus on religiosity.
29. Methodology
Step 7: Recording callbacks from prospective employers
• Assigned phones and mails will be monitored
regularly.
• Moreover, job search sites will be monitored
and any activity on the applications will be
recorded. This step will also constitute our
methodological contribution.
• In the end, the employers will be notified that
the applicant is interested in other jobs at the
moment.