This document summarizes an experiment that examined the relationship between grit and labor outcomes. The experiment was conducted online with 627 university students. It measured grit using a 12-point scale and collected data on reservation wages, productivity, and duration for a one-hour task. Regression analysis found no significant differences in outcomes between gritty and non-gritty students. However, grittier academic faculties had significantly higher reservation wages. The study contributes to understanding how non-cognitive skills impact labor market performance.
Simulation models and corporate financial planning of banks in bayelsa state,...Alexander Decker
This document discusses simulation models and their application in corporate financial planning for banks in Bayelsa State, Nigeria. It reviews literature on different types of simulation models like agent-based models and system dynamic models. The paper examines how a survey was conducted of 112 bank officials in Bayelsa State to understand how simulation models relate to shareholders' satisfaction, customer service and return on capital employed. The analysis found simulation models are significantly related to these factors. It concludes that simulation models can provide reliable information to help organizations achieve their short, medium and long term objectives.
GENDER A DETERMINANT OF EMPLOYEE ABSENTEEISM IN TRANSNZOIA COUNTYpaperpublications3
Abstract: Employee absenteeism is a persistent problem in many countries; it tends to reduce the quality of education and results in poor performance of students. Despite the extensive research on the subject of Gender as personal characteristic and absenteeism, little research has be done in schools in spite of its importance. The purpose of this study was todetermine the influence of Gender on employee absenteeism in Transnzoia County. The specific objectives of the study was: to determine the relationship between gender and employee absenteeism. Social exchange theorygrounded the study. A survey research design was used for this study. The institutions studied was selected using stratified random sampling technique. The two strata consideredwere public and private secondary schools with a sample size of 168. A linear regression model was constructedto establish the relationship between employee absenteeism and Gender from each institution that was sampled, the respondents was the employee of the schools that included both teaching and non-teaching. The Gender wasidentified as the independent variable, while absenteeism as the dependent variable Data was analyzed statistically using SPSS version 19. Both descriptive and inferential statistics was used to test the hypotheses. The study found thatgender had no significant effect on absenteeism, The results of the study form the basis for better management of institutions The finding of this study will help the managers of school in endorsing the validity of incorporating personal factors in interventions in recruitment, selection, training and staff development processes. The study suggests that future research can make use of longitudinal design to adequately examine the causal status of personal factors on absenteeism.
The document discusses concepts of performance measurement and management in public sector organizations. It explores tensions between objective, measurable approaches to performance versus more subjective approaches. It also examines the rationales of control used in public agencies and whether performance is managed through formal rules and procedures or more informal, socially constructed means. Key points discussed include:
- Performance concepts have become dominated by economic rationales emphasizing objectivity, rationality, and control, though some question this instrumental approach.
- Managers rely on both objective, measurable information as well as more subjective judgements based on shared understandings.
- Tensions exist between standardization for accountability versus local knowledge in decision making.
- Both formal rules/proced
This document discusses Porter's value chain model and provides examples of value chains for Walmart and Tata Motors. It explains that Porter's generic value chain model identifies primary and support activities that create value for customers. The document then analyzes Walmart's value chain activities like logistics, operations, and human resource management. It also maps out Tata Motor's value chain and value system, highlighting key partners and activities in areas like procurement, operations, marketing and service.
The document analyzes the groundnut value chain in Mali. It aims to identify critical points for monitoring aflatoxin levels and policy/institutional hindrances. The methodology includes focus groups with stakeholders in the enabling environment, value chain actors, and service providers. The analysis maps the value chain from producers to exporters and identifies the roles of various actors, quality standards, and issues with quality control and aflatoxin knowledge. In conclusions, it finds that informal aflatoxin standards do not exist, storage quality is poor, and knowledge of aflatoxin is limited.
The document discusses using quantitative tools to measure gender differences within value chains. It provides examples of tools that can be used to analyze gender wage gaps, time use differences, occupational segregation, and inequalities in working conditions and access to employment. The tools are based on strategies from gender and labor economics literature and include methods like Oaxaca-Blinder decomposition for wage gaps, t-tests for time use analysis, Duncan Index for occupational segregation, and an index adapted from the Global Gender Gap Index to measure equality in working conditions and employment access. The goal is to identify gender imbalances and inform policies and interventions to promote greater equality and women's participation in value chains.
“Job Quality, Labour Market Performance and Well-Being”_Hijzen_extending the ...StatsCommunications
The document discusses future work by the OECD on measuring job quality. It will include expanding the job quality framework to emerging economies, shifting the focus from jobs to worker careers, and improving data collection. Specific areas of future work are assessing job quality in informal employment contexts and analyzing career outcomes using a lifetime perspective. The OECD also plans to develop an inventory of international job quality indicators and fill gaps in measurement.
This document summarizes an experiment that examined the relationship between grit and labor outcomes. The experiment was conducted online with 627 university students. It measured grit using a 12-point scale and collected data on reservation wages, productivity, and duration for a one-hour task. Regression analysis found no significant differences in outcomes between gritty and non-gritty students. However, grittier academic faculties had significantly higher reservation wages. The study contributes to understanding how non-cognitive skills impact labor market performance.
Simulation models and corporate financial planning of banks in bayelsa state,...Alexander Decker
This document discusses simulation models and their application in corporate financial planning for banks in Bayelsa State, Nigeria. It reviews literature on different types of simulation models like agent-based models and system dynamic models. The paper examines how a survey was conducted of 112 bank officials in Bayelsa State to understand how simulation models relate to shareholders' satisfaction, customer service and return on capital employed. The analysis found simulation models are significantly related to these factors. It concludes that simulation models can provide reliable information to help organizations achieve their short, medium and long term objectives.
GENDER A DETERMINANT OF EMPLOYEE ABSENTEEISM IN TRANSNZOIA COUNTYpaperpublications3
Abstract: Employee absenteeism is a persistent problem in many countries; it tends to reduce the quality of education and results in poor performance of students. Despite the extensive research on the subject of Gender as personal characteristic and absenteeism, little research has be done in schools in spite of its importance. The purpose of this study was todetermine the influence of Gender on employee absenteeism in Transnzoia County. The specific objectives of the study was: to determine the relationship between gender and employee absenteeism. Social exchange theorygrounded the study. A survey research design was used for this study. The institutions studied was selected using stratified random sampling technique. The two strata consideredwere public and private secondary schools with a sample size of 168. A linear regression model was constructedto establish the relationship between employee absenteeism and Gender from each institution that was sampled, the respondents was the employee of the schools that included both teaching and non-teaching. The Gender wasidentified as the independent variable, while absenteeism as the dependent variable Data was analyzed statistically using SPSS version 19. Both descriptive and inferential statistics was used to test the hypotheses. The study found thatgender had no significant effect on absenteeism, The results of the study form the basis for better management of institutions The finding of this study will help the managers of school in endorsing the validity of incorporating personal factors in interventions in recruitment, selection, training and staff development processes. The study suggests that future research can make use of longitudinal design to adequately examine the causal status of personal factors on absenteeism.
The document discusses concepts of performance measurement and management in public sector organizations. It explores tensions between objective, measurable approaches to performance versus more subjective approaches. It also examines the rationales of control used in public agencies and whether performance is managed through formal rules and procedures or more informal, socially constructed means. Key points discussed include:
- Performance concepts have become dominated by economic rationales emphasizing objectivity, rationality, and control, though some question this instrumental approach.
- Managers rely on both objective, measurable information as well as more subjective judgements based on shared understandings.
- Tensions exist between standardization for accountability versus local knowledge in decision making.
- Both formal rules/proced
This document discusses Porter's value chain model and provides examples of value chains for Walmart and Tata Motors. It explains that Porter's generic value chain model identifies primary and support activities that create value for customers. The document then analyzes Walmart's value chain activities like logistics, operations, and human resource management. It also maps out Tata Motor's value chain and value system, highlighting key partners and activities in areas like procurement, operations, marketing and service.
The document analyzes the groundnut value chain in Mali. It aims to identify critical points for monitoring aflatoxin levels and policy/institutional hindrances. The methodology includes focus groups with stakeholders in the enabling environment, value chain actors, and service providers. The analysis maps the value chain from producers to exporters and identifies the roles of various actors, quality standards, and issues with quality control and aflatoxin knowledge. In conclusions, it finds that informal aflatoxin standards do not exist, storage quality is poor, and knowledge of aflatoxin is limited.
The document discusses using quantitative tools to measure gender differences within value chains. It provides examples of tools that can be used to analyze gender wage gaps, time use differences, occupational segregation, and inequalities in working conditions and access to employment. The tools are based on strategies from gender and labor economics literature and include methods like Oaxaca-Blinder decomposition for wage gaps, t-tests for time use analysis, Duncan Index for occupational segregation, and an index adapted from the Global Gender Gap Index to measure equality in working conditions and employment access. The goal is to identify gender imbalances and inform policies and interventions to promote greater equality and women's participation in value chains.
“Job Quality, Labour Market Performance and Well-Being”_Hijzen_extending the ...StatsCommunications
The document discusses future work by the OECD on measuring job quality. It will include expanding the job quality framework to emerging economies, shifting the focus from jobs to worker careers, and improving data collection. Specific areas of future work are assessing job quality in informal employment contexts and analyzing career outcomes using a lifetime perspective. The OECD also plans to develop an inventory of international job quality indicators and fill gaps in measurement.
This document discusses using machine learning algorithms to predict household poverty levels. The goals are to build classification models to predict a household's poverty level as either "poor" or "non-poor" based on household attributes. Linear regression is proposed as the modeling algorithm. The document outlines collecting and preprocessing a household dataset, feature selection, model training and evaluation using metrics like MSE, RMSE and R-squared. References are provided on related work applying machine learning to poverty prediction using household surveys and satellite imagery.
This document discusses three "holy grails" of improving social impact: 1) defining outcomes, 2) measuring and transparently reporting outcomes to change resourcing decisions, and 3) collaborative and participative approaches. It argues that without clear outcomes, effective measurement, and collaboration across sectors, the social impact system will not be able to meet future challenges. Measurement is valuable for focusing organizations on outcomes and allowing funders to reallocate resources, but barriers include costs, timeframes, and lack of agreement on methods. The document advocates for defining shared outcomes, shared measurement, open data, long-term collaborative approaches, and a learning system oriented toward community outcomes rather than individual programs.
Webinar - How to Prepare for a Pay Equity Analysis Series Ep 2 DiagnosePayScale, Inc.
This document outlines steps for conducting a pay equity analysis, including defining the scope and methodology, grouping employees, determining compensable factors, and running the analysis. It discusses measuring both the controlled and uncontrolled pay gap, using regression analysis to test if pay gaps reduce after considering legally defensible compensable factors. Key considerations include data quality, validating models, and recognizing the analysis is only one tool and not a complete picture. The next steps discussed are taking action on the results and accessing more pay equity resources.
Evaluating the impact of trade liberalization on poverty with CGE/Micro-Simulation: a review of literature and an illustration with MIRAGE_HH (MIRAGE-Households)
Sara Hajikazemi 'Gender Equality Interventions In Project based Organisations...PMIUKChapter
What kinds of interventions are utilized in PBOs
to deal with gender inequality?
• What kinds of interventions are effective and
which are not, in dealing with gender inequality
in PBOs and why?
This document summarizes research on work ability and age discrimination. It discusses the development of a work ability model and index by Finnish researchers. Current Australian research is examining a revised work ability survey of 3,200 workers to better understand the relationship between work ability factors and demographics. Preliminary results show older workers (65+) report less advancement discrimination than younger groups, and some differences in reported discrimination by age. Next steps are to complete analysis of the survey data and track changes in work ability over time.
This document provides an outline for a research proposal that will examine the labor market effects of mandatory benefit regulations for maids in Ecuador. The researcher will use a difference-in-difference methodology to analyze how mandatory social security enrollment for maids has impacted their labor market outcomes and coverage rates. They will also examine how the increased costs of maid services have impacted work decisions of female heads of households. The study will use employment survey data from Ecuador and may include a qualitative survey of maids. The expected results could provide insights into how social security policies impact vulnerable labor groups and lessons for the design of labor and social protection policies in developing countries.
Informal employment: concepts, measure and prevalencesophieproject
This document summarizes a study on informal employment. It defines informal employment as employment that is not regulated by legislation and lacks social protections. It discusses different theories for conceptualizing informal employment. The study aimed to characterize informal employment, measure its prevalence in EU countries from 2005-2010, analyze its social distribution, and association with poor work-related health. It finds that informal employment definitions vary between high and low income countries. Household surveys are best to measure the health impacts of informal employment. The study found decreases in informal employment during economic downturns in most EU countries, but informal workers did not report worse health. It recommends standardizing informal employment definitions and improving how surveys measure it and health inequalities.
Exploring the behavioral intention to use e-government services: Validating t...Mark Anthony Camilleri
This study explores the online users’ behavioral intention to utilize the governments’ websites and their electronic services. The research methodology validates the measuring items from the unified theory of acceptance and use of technology (UTAUT) to better understand the participants’ attitudes toward their performance expectancy, effort expectancy, social norms, facilitating condition and behavioral intention to use the electronic government (e-gov) services. The findings from the structural equations modeling approach reported a satisfactory fit for this study’s research model. The results suggest that there were highly significant, direct effects from the UTAUT constructs, where the utilitarian motives predicted the online users’ behavioral intentions to use e-gov. Moreover, there were significant moderating influences from the demographic variables, including age, gender and experiences that effected the individuals’ usage of the governments’ online services. In conclusion, this contribution identifies its limitations and suggests possible research avenues to academia.
Labor Policy Analysis for Jobs Expansion and DevelopmentFEF Philippines
Study conducted and presented by FEF Fellow Vicente Paqueo, Aniceto Orbeta, Leonardo Lanzona and Dean Dulay for the PIDS Economic Policy Monitor Seminar, April 3, 2014. The study concludes that minimum wages and labor security have negative effects for poverty alleviation and income growth.
This document summarizes research on the effects of labor market regulations including minimum wages and employment protection legislation. Regarding minimum wages, studies find modest or no negative impacts on aggregate employment but negative effects for youth and low-skilled groups. Wages rise and wage inequality falls. Effects of employment protection legislation on employment are mixed but it reduces labor market flows and mobility. Impacts on productivity are unclear. Both policies can positively impact social cohesion by signaling fairness but also risk worsening insider-outsider divides.
Slideware from a seminar given by Professor Kirsten Sehnbruck at the Institute of Development Studies (IDS) on 10 February 2015. The seminar discussed quality of employment, and looked at the importance of developing appropriate data and methodologies to establish indicators of the quality of employment that can be used across a broad range of countries, the need for systematic and synthetic measurement of the quality of employment, and the advantages and disadvantages of different methodologies.
You can also listen to the seminar at: https://www.mixcloud.com/ids/professor-kirsten-sehnbruch-speaks-on-monitoring-the-quality-of-employment-february-2015/
Cross-national variations in the prevalence of health-related employment- and...sophieproject
This document summarizes the results of a working paper that studied quality of work across 14 EU member states using data from 2004-2010. It found:
1) Variations in intrinsic job characteristics like skill discretion and job control across countries.
2) Differences between countries in employment quality measures like rates of part-time/involuntary part-time work.
3) Unequal distribution of quality work factors by population groups and some changes over time, possibly linked to economic crisis.
4) The study had some limitations but also strengths in its cross-national comparisons that have implications for policies around flexicurity and labor market segmentation.
Construction of composite index: process & methodsgopichandbalusu
The document discusses the steps involved in constructing a composite index. It begins with developing a theoretical framework to define the phenomenon and relevant dimensions/indicators. Next, appropriate data is selected and missing data is imputed. Variables are then normalized to make them comparable. Weighting and aggregation methods are used to combine the normalized indicators into a composite index. Uncertainty and sensitivity analysis ensure robustness. The final index is interpreted in relation to the original data and framework.
Business Research Project Part 2 Literature ReviewArl.docxhumphrieskalyn
Business Research Project Part 2: Literature Review
Arlene Romero-Cruz, David Coleman, Felicia Clemons, Nicole Dulimba, Marchelle Lee and Matthew O'Leary
QNT 561
April 6, 2015
Kenneth Le Cour
Running head: BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW
1
BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW
4
Business Research Project Part 2: Literature Review
TTA is one of the leading telecommunications companies in the nation. The organization employs tens of thousands of employees and prides itself on recognition as one of the top 100 companies to work for in the United States. TTA wants all of its employees, from executive leaders to call center reps, to feel satisfied in their job and TTA takes an active role to ensure that this is the case.
The human resource management team at TTA is concerned about the level of job satisfaction between day shift employees and back shift employees. In an effort to address this potential problem, the team will look at the relationship between the dependent variable of job satisfaction and if it correlates to the independent variable of the employee shift.
Research Question - Revised
Are second shift (IV) employees less satisfied (DV) than first shift employees?
The human resource team conducted research relative to employee shift and job satisfaction. Peter Finn notes a couple of benefits to shift work which include flexibility in finding a job as well as increased income due to shift premiums. He also notes several drawbacks which include health concerns due to changes in sleep quality, less time spent with family, and a negative impact on social life (Finn, 1981). Additionally, according to Werling (2008), "compensation/pay, benefits, job security, flexibility to balance work/life issues and communication between employees and senior management were the top five contributors to job satisfaction, according to employees" (para 2). This detail will help guide the management team to determine overall job satisfaction for second shift employees at TTA.
Hypothesis Statements
1. There is no relationship between worker satisfaction (DV) and certain shifts (IV).
Employee dissatisfaction stems from a disconnection between ideals and work activities. Mundane and monotonous activities account for employee dissatisfaction. The dissatisfaction eventually affects an employee’s work ethic and production levels.
2. There is a relationship between worker satisfaction (DV) and certain shifts (IV).
Content employees are necessary for business representation. Offering alternative work schedules is helpful. Creative shift-schedule options and management-employee scheduling consensus coincide to address business needs, worker preferences and efficiently productive employees with work and home-life balance.
Conclusion
The human resources team can conclude that by using the formula f(x) the independent variable are the shifts because that is what can be changed to affect the dependent variable. The dependent v ...
This document discusses challenges and opportunities in combining data from the European Company Survey (ECS) and the European Working Conditions Survey (EWCS). While statistical matching is not possible due to different target populations, the paper explores integrating aggregate-level estimates from one survey into a micro-dataset from the other. Key variables like sector, size, and country allow combined analysis after ensuring sufficiently populated cells. An example analysis finds relationships between employee representation and earnings at establishment, sector and country levels. Further research is suggested to better integrate survey design and estimation techniques.
The Gender Pay GapDescription of TopicThe issue of the g.docxoreo10
The Gender Pay Gap
Description of Topic
The issue of the gender pay gap has been looked into for an extended period but remains an area in which active and innovative research has laid interest. The gender pay gap relates to “Gender and Society” in that it looks into aspects of why some particular gender has better pay than the other does in the current settings. For example, the traditional labor division within the family is believed that women accumulate less work in the market than males. The situation translates to minimal experience for females on activities. Equally important, women tend to anticipate for discontinuous and shorter work lives and possess lower incentives to invest in on-the-job training as well as market-oriented formal education. At the end of it all, these differences in the ability to invest results to lower earnings compared to that of the male gender.
The wage structure is not related to the issue of gender, but nonetheless, affects gender gap in pay. Recently, it was recognized that the models of discrimination, as well as the human capital model, have implied the role played by the structure of the wages in explaining the gender pay gap. For instance, the human capital model insinuates that men have more experience than women do and this explains for the gender pay gap. In addressing the topic on gender pay gap, wage regressions will be estimated and emphasis put on how payments relate to productivity-related attributes for both gender. The gender pay gap will be analyzed based on two components: one due to discrimination issues and the other one due to gender difference characteristics.
Outline
1. The background, current, and future issues related to your topic
a. Explain the background/history of the topic. What events, laws, policies, etc. have been related to the topic?
Traditionally, gender roles have influenced the gender pay gap in the society. For instance, these factors affect the educational paths assumed by young men and women. Decisions on where to work as well as the extent one can further their studies have been influenced by and also affected by traditional assumptions on different working patterns. In this section, I will carry out research that will reflect the events, background, and laws created to address the issue of gender pay gap. Some of the policies that will be looked into include the European Pact for Gender Equality. Leaders of the EU adopted the pact in the year 2011. Secondly, the policy, which seeks the frameworks of deeds on gender equality brought forward by the European social partners, will also be reviewed.
b. How do these factors describe why your topic is an important social issue today?
The policies proposed describe the topic of gender pay gap as a significant social issue today since they bring forth recommendations on how the society can be improved. Additionally, the same policies prohibit malpractices in the business environment by laying out rules ...
Women's participation in the labour market is dependent on a number of factors. The policies and the budget has to be gender sensitive to create an enabling environment for the women workers. We need to shift from the gender neutral approach to the gender sensitive approach.by asking the right questions during budget preparation.
Gender equality interventions in project-based organisations – What works and what doesn’t? webinar
Monday 13 February 2023
APM Women in Project Management Specific Interest Group
Presented by the research co authors:
Dr Sara Hajikazemi and Giorgio Locatelli
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/gender-equality-interventions-in-project-based-organisations-what-works-and-what-doesn-t-webinar/
Content description:
Gender equality interventions and their effectiveness for project-based organisations; a literature review
Even though the number of women working in project-based professions is increasing, gender bias is still present and impacts women in various areas such as salary, access to jobs, promotions, and power. Different interventions are in place for addressing gender inequality and sexism in workplaces however, there is no systematic analysis of which intervention works and which does not.
In this webinar, the initial findings of an APM-funded research, led by Dr Sara Hajikazemi and Professor Giorgio Locatelli, on effectiveness of gender equality interventions in project-based organisations were presented. Using the CIMO logic and focusing on project organisations, they identified six different categories of interventions and explored their effectiveness. The audience shared their real-life experience with effectiveness of such measures in their workplace.
For more information on the research and to participate: https://www.apm.org.uk/resources/research/research-opportunities/
This presentation by Margaret Miller was made at the High-level Global Symposium on Financial Education: Promoting Long-term Savings and Investments in Korea which explored policies and good practices for supporting long-term savings and investments through financial education and financial consumer protection. Find out more at http://www.oecd.org/daf/fin/financial-education/globalsymposiumonfinancialeducationforlong-termsavingsandinvestments.htm
- The document provides tips and advice for implementing the pro-WEAI (Women's Empowerment in Agriculture Index) in the field.
- It answers 10 common questions received from pro-WEAI users, covering design questions, implementation challenges, and interpretation of results.
- Key recommendations include collecting additional household data alongside pro-WEAI to allow analysis of relationships between empowerment and other outcomes. It also advises using qualitative research to help understand unexpected pro-WEAI results.
Este documento presenta una introducción al Índice de Empoderamiento Femenino en la Agricultura (WEAI, por sus siglas en inglés), incluyendo una breve historia del índice, las diferencias entre las versiones A-WEAI y Pro-WEAI, y ejemplos de su aplicación. El WEAI mide el empoderamiento de las mujeres en cinco dominios clave relacionados con la agricultura, mientras que el Pro-WEAI se enfoca específicamente en medir la agencia de las mujeres a través de diez indicadores. El documento también disc
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This document discusses three "holy grails" of improving social impact: 1) defining outcomes, 2) measuring and transparently reporting outcomes to change resourcing decisions, and 3) collaborative and participative approaches. It argues that without clear outcomes, effective measurement, and collaboration across sectors, the social impact system will not be able to meet future challenges. Measurement is valuable for focusing organizations on outcomes and allowing funders to reallocate resources, but barriers include costs, timeframes, and lack of agreement on methods. The document advocates for defining shared outcomes, shared measurement, open data, long-term collaborative approaches, and a learning system oriented toward community outcomes rather than individual programs.
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Evaluating the impact of trade liberalization on poverty with CGE/Micro-Simulation: a review of literature and an illustration with MIRAGE_HH (MIRAGE-Households)
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to deal with gender inequality?
• What kinds of interventions are effective and
which are not, in dealing with gender inequality
in PBOs and why?
This document summarizes research on work ability and age discrimination. It discusses the development of a work ability model and index by Finnish researchers. Current Australian research is examining a revised work ability survey of 3,200 workers to better understand the relationship between work ability factors and demographics. Preliminary results show older workers (65+) report less advancement discrimination than younger groups, and some differences in reported discrimination by age. Next steps are to complete analysis of the survey data and track changes in work ability over time.
This document provides an outline for a research proposal that will examine the labor market effects of mandatory benefit regulations for maids in Ecuador. The researcher will use a difference-in-difference methodology to analyze how mandatory social security enrollment for maids has impacted their labor market outcomes and coverage rates. They will also examine how the increased costs of maid services have impacted work decisions of female heads of households. The study will use employment survey data from Ecuador and may include a qualitative survey of maids. The expected results could provide insights into how social security policies impact vulnerable labor groups and lessons for the design of labor and social protection policies in developing countries.
Informal employment: concepts, measure and prevalencesophieproject
This document summarizes a study on informal employment. It defines informal employment as employment that is not regulated by legislation and lacks social protections. It discusses different theories for conceptualizing informal employment. The study aimed to characterize informal employment, measure its prevalence in EU countries from 2005-2010, analyze its social distribution, and association with poor work-related health. It finds that informal employment definitions vary between high and low income countries. Household surveys are best to measure the health impacts of informal employment. The study found decreases in informal employment during economic downturns in most EU countries, but informal workers did not report worse health. It recommends standardizing informal employment definitions and improving how surveys measure it and health inequalities.
Exploring the behavioral intention to use e-government services: Validating t...Mark Anthony Camilleri
This study explores the online users’ behavioral intention to utilize the governments’ websites and their electronic services. The research methodology validates the measuring items from the unified theory of acceptance and use of technology (UTAUT) to better understand the participants’ attitudes toward their performance expectancy, effort expectancy, social norms, facilitating condition and behavioral intention to use the electronic government (e-gov) services. The findings from the structural equations modeling approach reported a satisfactory fit for this study’s research model. The results suggest that there were highly significant, direct effects from the UTAUT constructs, where the utilitarian motives predicted the online users’ behavioral intentions to use e-gov. Moreover, there were significant moderating influences from the demographic variables, including age, gender and experiences that effected the individuals’ usage of the governments’ online services. In conclusion, this contribution identifies its limitations and suggests possible research avenues to academia.
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This document summarizes research on the effects of labor market regulations including minimum wages and employment protection legislation. Regarding minimum wages, studies find modest or no negative impacts on aggregate employment but negative effects for youth and low-skilled groups. Wages rise and wage inequality falls. Effects of employment protection legislation on employment are mixed but it reduces labor market flows and mobility. Impacts on productivity are unclear. Both policies can positively impact social cohesion by signaling fairness but also risk worsening insider-outsider divides.
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You can also listen to the seminar at: https://www.mixcloud.com/ids/professor-kirsten-sehnbruch-speaks-on-monitoring-the-quality-of-employment-february-2015/
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1) Variations in intrinsic job characteristics like skill discretion and job control across countries.
2) Differences between countries in employment quality measures like rates of part-time/involuntary part-time work.
3) Unequal distribution of quality work factors by population groups and some changes over time, possibly linked to economic crisis.
4) The study had some limitations but also strengths in its cross-national comparisons that have implications for policies around flexicurity and labor market segmentation.
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The document discusses the steps involved in constructing a composite index. It begins with developing a theoretical framework to define the phenomenon and relevant dimensions/indicators. Next, appropriate data is selected and missing data is imputed. Variables are then normalized to make them comparable. Weighting and aggregation methods are used to combine the normalized indicators into a composite index. Uncertainty and sensitivity analysis ensure robustness. The final index is interpreted in relation to the original data and framework.
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Business Research Project Part 2: Literature Review
Arlene Romero-Cruz, David Coleman, Felicia Clemons, Nicole Dulimba, Marchelle Lee and Matthew O'Leary
QNT 561
April 6, 2015
Kenneth Le Cour
Running head: BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW
1
BUSINESS RESEARCH PROJECT PART 2: LITERATURE REVIEW
4
Business Research Project Part 2: Literature Review
TTA is one of the leading telecommunications companies in the nation. The organization employs tens of thousands of employees and prides itself on recognition as one of the top 100 companies to work for in the United States. TTA wants all of its employees, from executive leaders to call center reps, to feel satisfied in their job and TTA takes an active role to ensure that this is the case.
The human resource management team at TTA is concerned about the level of job satisfaction between day shift employees and back shift employees. In an effort to address this potential problem, the team will look at the relationship between the dependent variable of job satisfaction and if it correlates to the independent variable of the employee shift.
Research Question - Revised
Are second shift (IV) employees less satisfied (DV) than first shift employees?
The human resource team conducted research relative to employee shift and job satisfaction. Peter Finn notes a couple of benefits to shift work which include flexibility in finding a job as well as increased income due to shift premiums. He also notes several drawbacks which include health concerns due to changes in sleep quality, less time spent with family, and a negative impact on social life (Finn, 1981). Additionally, according to Werling (2008), "compensation/pay, benefits, job security, flexibility to balance work/life issues and communication between employees and senior management were the top five contributors to job satisfaction, according to employees" (para 2). This detail will help guide the management team to determine overall job satisfaction for second shift employees at TTA.
Hypothesis Statements
1. There is no relationship between worker satisfaction (DV) and certain shifts (IV).
Employee dissatisfaction stems from a disconnection between ideals and work activities. Mundane and monotonous activities account for employee dissatisfaction. The dissatisfaction eventually affects an employee’s work ethic and production levels.
2. There is a relationship between worker satisfaction (DV) and certain shifts (IV).
Content employees are necessary for business representation. Offering alternative work schedules is helpful. Creative shift-schedule options and management-employee scheduling consensus coincide to address business needs, worker preferences and efficiently productive employees with work and home-life balance.
Conclusion
The human resources team can conclude that by using the formula f(x) the independent variable are the shifts because that is what can be changed to affect the dependent variable. The dependent v ...
This document discusses challenges and opportunities in combining data from the European Company Survey (ECS) and the European Working Conditions Survey (EWCS). While statistical matching is not possible due to different target populations, the paper explores integrating aggregate-level estimates from one survey into a micro-dataset from the other. Key variables like sector, size, and country allow combined analysis after ensuring sufficiently populated cells. An example analysis finds relationships between employee representation and earnings at establishment, sector and country levels. Further research is suggested to better integrate survey design and estimation techniques.
The Gender Pay GapDescription of TopicThe issue of the g.docxoreo10
The Gender Pay Gap
Description of Topic
The issue of the gender pay gap has been looked into for an extended period but remains an area in which active and innovative research has laid interest. The gender pay gap relates to “Gender and Society” in that it looks into aspects of why some particular gender has better pay than the other does in the current settings. For example, the traditional labor division within the family is believed that women accumulate less work in the market than males. The situation translates to minimal experience for females on activities. Equally important, women tend to anticipate for discontinuous and shorter work lives and possess lower incentives to invest in on-the-job training as well as market-oriented formal education. At the end of it all, these differences in the ability to invest results to lower earnings compared to that of the male gender.
The wage structure is not related to the issue of gender, but nonetheless, affects gender gap in pay. Recently, it was recognized that the models of discrimination, as well as the human capital model, have implied the role played by the structure of the wages in explaining the gender pay gap. For instance, the human capital model insinuates that men have more experience than women do and this explains for the gender pay gap. In addressing the topic on gender pay gap, wage regressions will be estimated and emphasis put on how payments relate to productivity-related attributes for both gender. The gender pay gap will be analyzed based on two components: one due to discrimination issues and the other one due to gender difference characteristics.
Outline
1. The background, current, and future issues related to your topic
a. Explain the background/history of the topic. What events, laws, policies, etc. have been related to the topic?
Traditionally, gender roles have influenced the gender pay gap in the society. For instance, these factors affect the educational paths assumed by young men and women. Decisions on where to work as well as the extent one can further their studies have been influenced by and also affected by traditional assumptions on different working patterns. In this section, I will carry out research that will reflect the events, background, and laws created to address the issue of gender pay gap. Some of the policies that will be looked into include the European Pact for Gender Equality. Leaders of the EU adopted the pact in the year 2011. Secondly, the policy, which seeks the frameworks of deeds on gender equality brought forward by the European social partners, will also be reviewed.
b. How do these factors describe why your topic is an important social issue today?
The policies proposed describe the topic of gender pay gap as a significant social issue today since they bring forth recommendations on how the society can be improved. Additionally, the same policies prohibit malpractices in the business environment by laying out rules ...
Women's participation in the labour market is dependent on a number of factors. The policies and the budget has to be gender sensitive to create an enabling environment for the women workers. We need to shift from the gender neutral approach to the gender sensitive approach.by asking the right questions during budget preparation.
Gender equality interventions in project-based organisations – What works and what doesn’t? webinar
Monday 13 February 2023
APM Women in Project Management Specific Interest Group
Presented by the research co authors:
Dr Sara Hajikazemi and Giorgio Locatelli
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/gender-equality-interventions-in-project-based-organisations-what-works-and-what-doesn-t-webinar/
Content description:
Gender equality interventions and their effectiveness for project-based organisations; a literature review
Even though the number of women working in project-based professions is increasing, gender bias is still present and impacts women in various areas such as salary, access to jobs, promotions, and power. Different interventions are in place for addressing gender inequality and sexism in workplaces however, there is no systematic analysis of which intervention works and which does not.
In this webinar, the initial findings of an APM-funded research, led by Dr Sara Hajikazemi and Professor Giorgio Locatelli, on effectiveness of gender equality interventions in project-based organisations were presented. Using the CIMO logic and focusing on project organisations, they identified six different categories of interventions and explored their effectiveness. The audience shared their real-life experience with effectiveness of such measures in their workplace.
For more information on the research and to participate: https://www.apm.org.uk/resources/research/research-opportunities/
This presentation by Margaret Miller was made at the High-level Global Symposium on Financial Education: Promoting Long-term Savings and Investments in Korea which explored policies and good practices for supporting long-term savings and investments through financial education and financial consumer protection. Find out more at http://www.oecd.org/daf/fin/financial-education/globalsymposiumonfinancialeducationforlong-termsavingsandinvestments.htm
Similar to Gender and Value Chains - IFPRI Gender Methods Seminar (20)
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- It answers 10 common questions received from pro-WEAI users, covering design questions, implementation challenges, and interpretation of results.
- Key recommendations include collecting additional household data alongside pro-WEAI to allow analysis of relationships between empowerment and other outcomes. It also advises using qualitative research to help understand unexpected pro-WEAI results.
Este documento presenta una introducción al Índice de Empoderamiento Femenino en la Agricultura (WEAI, por sus siglas en inglés), incluyendo una breve historia del índice, las diferencias entre las versiones A-WEAI y Pro-WEAI, y ejemplos de su aplicación. El WEAI mide el empoderamiento de las mujeres en cinco dominios clave relacionados con la agricultura, mientras que el Pro-WEAI se enfoca específicamente en medir la agencia de las mujeres a través de diez indicadores. El documento también disc
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Monitoring progress toward women’s empowerment requires tools that reflect the underlying concepts that we aim to measure. Cognitive interviewing is a qualitative approach for identifying sources of error in how respondents interpret and formulate responses to surveys. This study aims to identify sources of error in new and existing survey modules included in the WEAI4VC survey to inform survey development. Of the ten modules cognitively interviewed, comprehension errors were found in nine modules, response errors were found in two, and judgement errors in one. Revisions to the questions and survey modules will help better capture respondent’s lived experiences and realities.
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This document provides an overview of key concepts and tools for conducting gender analysis in agricultural research and development projects. It defines common gender terminology and explains why gender differences are important to consider. The document outlines different levels of gender analysis from the individual to household to plot levels. It also discusses objectives for gender-sensitive programs, strategies to measure women's empowerment, and resources for further gender analysis.
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Understanding Empowerment among Retailers in the Informal Milk Sector in Peri...IFPRI Gender
Developing measures of empowerment is critical for monitoring progress toward gender equality and women’s empowerment. We used formative qualitative research to understand empowerment among traders in the informal milk sector in peri-urban Nairobi and adapt the project-level Women’s Empowerment in Agriculture Index (pro-WEAI). We conducted 6 single-sex focus group discussions, 48 in-depth individual interviews, 4 key informant interviews with current and former milk traders. Interviews were translated, transcribed, and thematically coded using deductive and inductive codes. Emic perceptions of empowerment among milk trader emphasized business success and supporting families and communities. Gender-specific markers of empowerment often aligned with traditional gender norms. Only low-value assets are needed to enter the sector, though a lack of large assets limits business growth, especially for women. Obtaining government licenses is sometimes challenging, and licenses help vendors maintain control over assets as authorities may seize them when vendors are found selling without a license. Small-scale credit is common, but access to large-scale credit is difficult to obtain for women, limiting the growth of women’s milk businesses. Business and household incomes are maintained separately, which helps women maintain control of their income. Married women (compared to single women) face more difficulty maintaining control of their income. Participation in savings and credit groups is common and facilitates acquisition of low-value assets. Membership in dairy trader groups, however, is uncommon especially among women, and low involvement in these groups may limit traders’ potential for collective action. We discuss how we use these findings to adapt the pro-WEAI.
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In this webinar, CARE and WorldFish Center jointly present a literature review of promising indicators and tools for measuring gender-transformative change in agriculture, along with some practical case studies and the implications of applying such approaches in practice.
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Abstract:
This paper analyzes implications of cash constraints for collective marketing, using the case of the Kenyan dairy sector. Collective marketing through for instance cooperatives can improve smallholder farmer income but relies on informal, non-enforceable agreements to sell outputs collectively. Sideselling of output in the local market occurs frequently and is typically attributed to price differences between the market and cooperative. This paper provides an alternative explanation, namely that farmers sell in the local market when they are cash-constrained, since cooperatives defer payments while buyers in local markets pay cash immediately. Building on semi-parametric estimation techniques for panel data, we find robust evidence of this theory. High-frequency high-detail panel data show that farmers sell more in the local market, in particular to buyers who pay cash immediately, in weeks with low cash at hand. Moreover, households cope with health shocks by selling more milk in the local market and less to the cooperative, but only in weeks they are not covered by health insurance. Effects are concentrated among female dairy farmers. For them, increased flexibility in payment and the provision of insurance through agricultural cooperatives can potentially reduce side-selling and improve the performance of collective marketing arrangements.
Screencast available here:
https://www.dropbox.com/s/d48bte3yzsd5iwz/2016-12-13%2012.03%2012_13%2C%207AB%2C%2012-1pm%2C%20Gender%20Methods%20Seminar%20with%20Berber%20Kramer%20.wmv?dl=0
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For more information about IFPRI's Gender Research, please see our research topic page: http://www.ifpri.org/topic/gender
Stay up to date on happenings in gender and agriculture: http://gender.ifpri.info
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Abstract:
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Presenter’s Bio:
Fleur joined IFPRI in September 2007. She holds a PhD in Development Economics from Wageningen University, the Netherlands. Her research mainly takes a micro-economic approach and focuses on households in rural West Africa. She has worked extensively on empirically linking migration and agricultural production. As a postdoctoral fellow in IFPRI's West and Central Africa Office she has given analytical support on a per-country basis for the implementation of CAADP (Comprehensive Africa Agriculture Development Program). As a research fellow, she has worked on analyzing the linkages between agriculture, health and education to identify priorities for public investment in rural areas of Burkina Faso. Fleur is currently based in IFPRI’s Kampala office and mainly working on smallholder value chain integration through rural producer organizations.
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2) Top constraints to women's empowerment varied between countries and irrigation status, but generally included input into productive decisions, autonomy in production, and control over use of income.
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Contributi dei parlamentari del PD - Contributi L. 3/2019Partito democratico
DI SEGUITO SONO PUBBLICATI, AI SENSI DELL'ART. 11 DELLA LEGGE N. 3/2019, GLI IMPORTI RICEVUTI DALL'ENTRATA IN VIGORE DELLA SUDDETTA NORMA (31/01/2019) E FINO AL MESE SOLARE ANTECEDENTE QUELLO DELLA PUBBLICAZIONE SUL PRESENTE SITO
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The best available, up-to-date information on all fishing and related vessels that appear on the illegal, unregulated, and unreported (IUU) fishing vessel lists published by Regional Fisheries Management Organisations (RFMOs) and related organisations. The aim of the site is to improve the effectiveness of the original IUU lists as a tool for a wide variety of stakeholders to better understand and combat illegal fishing and broader fisheries crime.
To date, the following regional organisations maintain or share lists of vessels that have been found to carry out or support IUU fishing within their own or adjacent convention areas and/or species of competence:
Commission for the Conservation of Antarctic Marine Living Resources (CCAMLR)
Commission for the Conservation of Southern Bluefin Tuna (CCSBT)
General Fisheries Commission for the Mediterranean (GFCM)
Inter-American Tropical Tuna Commission (IATTC)
International Commission for the Conservation of Atlantic Tunas (ICCAT)
Indian Ocean Tuna Commission (IOTC)
Northwest Atlantic Fisheries Organisation (NAFO)
North East Atlantic Fisheries Commission (NEAFC)
North Pacific Fisheries Commission (NPFC)
South East Atlantic Fisheries Organisation (SEAFO)
South Pacific Regional Fisheries Management Organisation (SPRFMO)
Southern Indian Ocean Fisheries Agreement (SIOFA)
Western and Central Pacific Fisheries Commission (WCPFC)
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Unlike the IUU lists published on individual RFMO websites, which may update vessel details infrequently or not at all, the Combined IUU Fishing Vessel List is kept up to date with the best available information regarding changes to vessel identity, flag state, ownership, location, and operations.
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
Food safety, prepare for the unexpected - So what can be done in order to be ready to address food safety, food Consumers, food producers and manufacturers, food transporters, food businesses, food retailers can ...
Gender and Value Chains - IFPRI Gender Methods Seminar
1. Using Quantitative Tools to Measure Gender Differences within Value Chains
Lucia Madrigal
Maximo Torero
MTID
IFPRI
August 27th, 2013
2. 1. Value chain overview
•Value chains are defined as a linked set of activities* that bring a product through the process of conception, production, delivery to final consumers
•However, multiple barriers affect people’s ability to participate and benefit
•The study of value chains is useful to identify bottlenecks that limit growth and in this way, support poverty reduction.
Map of Simple Value Chain
* Also can be called nodes or segments.
3. 2. Why focus on gender?
•Evidence of significant gender inequalities in access to assets, land, labor, credit, etc. (Deere and Leon, 2003; Doss 2005 among others).
•Also, gender discrimination in wages and employment conditions in rural markets (Maertens and Swinnen, 2012)
•FAO (2011) pointed out that reducing gender inequalities in access to productive resources and services could increase yields on women’s farms, which could result in an increase of agricultural output.
4. •Women and men cluster in different segments of the chain and have clearly gender-defined tasks, roles and responsibilities
•Wage differentials: Women earn between 70-80% of men’s wages
•Women are disproportionately temporary or casual workers: 70% of all temporary workers in processing
Source: USAID
3. Example in Bangladesh
5. 4. Example in Peru
Source: USAID
•Women make up 51 percent of employment along the chain
•Women and men cluster in different occupations
•Women are employed for specific tasks: peeling, cutting and de-leafing
6. 5. Goal
•Identifying key role of gender in value chains through quantitative tools
•Identifying gender imbalances
•Improving the design of policies and interventions that will lead to more equality and women’s participation in value chains
7. 6. Gender in Value Chains Toolkit
•Preliminary quantitative toolkit to answer gender-relevant questions, based on widely known strategies in gender and labor economics literature.
i)Gender wage gap;
ii)Time Use Analysis;
iii)Occupational segregation (Duncan Index); and
iv)Working conditions/access to work equality index.
8. 6.1. Tool: Gender wage gap
How is remuneration different for men and women?
How much of that difference is due to observable characteristics? And to unobservable characteristics?
Method of Non-parametric Oaxaca-Blinder (BO)decomposition
“Traditional method”
•The goal of BO decomposition is to estimate differences in mean wages, across two groups (males and females).
•Creates a counterfactual “What would the earnings for a male (female) with average individual characteristics be, in the case that he (she) is rewarded for his (her) characteristics in the same way as the average female (male) is rewarded?”
•Difference is divided in two components: one attributable to differences in the average observable characteristics of the individuals, and the other to differences in the average rewards that these observable characteristics have .
9. 6.1. Tool: Gender wage gap (Cont)
“Extension”
•Here use an extension of the BO decomposition that uses a non-parametric matching approach which :
1) Does not restrict analysis to comparable individuals.
Females and males are matched when showing exactly the same combination of characteristics.
2) Does not make assumption of linearity.
10. 6.1. Tool: Gender wage gap (cont)
Equation:
Implementation: Create groups by gender:
(i)one of males whose observable characteristics cannot be matched to those of any female (ΔM),
(ii)one of females whose observable characteristics cannot be matched to those of any male (ΔF), and
(iii)one of matched characteristics of males and females (ΔX)
Δ = (ΔX +ΔM + ΔF) + Δ0
ΔX +ΔM + ΔF differences in observable characteristics;
Δ0 cannot be explained by those characteristics and could be attributable to differences in unobservable characteristics, possibly discrimination.
Nopo 2008. The Review of Economics and Statistics, May 2008, 90(2): 290–299
11. -15%
-10%
-5%
0%
5%
10%
15%
20%
25%
30%
35%
Δ
Δ0
ΔM
ΔF
ΔX
Gender Wage Gap Decompositions
6.1. Example: Gender wage gap
•Gender gap is 11%
Δ can be decomposed in 4 elements:
•Δ 0 – Unexplained by the model. Only for the fact of being male wage increased in 30%.
•Δ X - Explained by observables (common support). The distribution of age for women and men that lies in the common support is such that reduces the gender gap by Δ X .
•Δ M – Existence of men with ages that cannot be matched by any women reduces gender wage gap by Δ M .
•Δ F – Existence of women with unmatched age with men reduces gender wage gap by Δ F.
Improve: Include variables such as job characteristics and ethnicity and consider selection bias
Gender gap is 11%
12. 6.2. Tool: Time Use Analysis
How do men’s and women’s time expenditures differ throughout the value chain, especially for the major tasks in each node?
How does women’s burden in terms of time compare to men’s? How the time use has changed?
Method: t-test of difference of means, or linear regression
•Time use data is a useful instrument to provide a detailed account of the time devoted to different activities and tasks during a particular period of time, usually a day.
•This instrument not only describes the time that females and males dedicate to productive and unproductive activities, but also shows differences in job activities.
•Customized to each value chain that is being analyzed
13. 6.2. Example: Time Use Analysis
5.03
20.24
15.21
5.63
7.69
0.76
1.03
5.26
20.42
15.15
0.82
7.25
1.23
4.42
Males
Females
Significant differences in hours worked (typically outside the household) and household chores typically performed by women. Implies that women allocate a larger share of their time to activities not directly generating income than men.
t-test of difference of means, or linear regression
Formula:
Improve: include time allocation within value chain, tasks, occupations
14. 6.3. Tool: Occupation segregation: Duncan Index
How does participation (by occupation) differ between men and women?
Method: Duncan Index for occupational segregation
•Where Mi is the percent of males on total males in the value chain in occupation i (or node of the value chain); Fi is the percent of females on total females in the value chain in occupation i (or node of the value chain).
•The values range from 0 to 100 and measure the relative separation or integration of gender across occupations (or nodes) in the value chain.
•If the value equals 0% it means the occupations are distributed evenly between male and female. If the value is 100% it means the occupations are completely segregated.
•Formula:
=
-
=
n
i
i
i
F
F
M
M
D
1
2
1
15. 6.3. Example: Duncan Index
Node
Duncan Index
Production
0.98
Commercialization
0.85
•Implies very high occupational segregation, so very few women.
•98% of the male workers would have to be replaced for female workers in order to have an equal distribution.
Note: Benchmark is 25.86%
16. Is there unequal access to employment for males and females? Do working conditions differ by gender?
Method: Hausmann Global Gender Gap, 2012
•The index final value is bound between 0 (inequality) and 1 (equality) to facilitate comparisons and interpretation. It has two variable categories: 1) variables that characterize working conditions and 2) variables that describe access to work.
•This index follows the empirical methodology used by Hausmann et al. 2012 to calculate the Global Gender Gap Index (World Economic Forum).
Methodology in 4 steps:
•1 step: Calculate ratios by gender for each variable i in each observation.
•2 step: Truncate at equality (1) when necessary.
6.4. Tool: Working conditions/Access to work Equality Index
17. •3 step: Calculate sub-index scores (for each category of variables j=1,2)
–Weight: normalize the variables by equalizing their standard deviations.
•4 step: Calculate final score
•An un-weighted average for each sub-index is taken to create the overall Working conditions/Access to work Equality Index. Sub-indexes are for: i) variables that characterize working conditions, and ii) variables that describe access to work.
6.4. Tool: Working conditions/Access to work Equality Index
18. 6.4. Example: Working conditions/Access to work Equality Index
•Index is 55%, which implies roughly a 45% inequality in working conditions and access to work.
•Comparable over time.
Step 1 and 2 ratio
•1)
•Wage (hourly/weekly) 0.5936624
•2)
•Participation (employment by gender) 0.0282051
•Literacy 0.0333333
Step 3 subindex
•1)
•Wage (hourly/weekly) 0.5936624
•2)
•Participation (employment by gender)
•Literacy
• 0.51639217
Step 4 final score
•0.555027288
•55%
19. 7. Implementation of tools
Three elements needed:
1.Questionnaire modules customized to each value chain; unit identification, an employment and time use module. Two types of modules are recommended: one for the producer node and another for the commercialization node.
2.After data collection is complete, a Stata code is available to construct the desired indicators. Raw data to perform an example can be provided.
3.An excel file that shows a table and a graph (example).
20. 8. Integrating gender to value chains
•Indicators that could be used as a first step in the process to strengthen value chains (e.g. mapping gender roles)
•Also to track changes and performance, for example women’s and men’s shares in chain employment and income
Value chain analysis phases
21. 9. Relevance in practice
Gender-based Constraints
•Laws or customs that restrict women’s land ownership
•Bank policies that do not allow a married woman to obtain a loan without her husband’s signature
•Social norms limit women’s networking abilities
•Inequitable distribution of harvest income
Possible solutions
•Joint titling of land or concessions
•Promote joint accounts or accounts in women’s names and Increase women’s participation in producer associations
•Use multiple mediums for communicating price and marketing information (e.g. cell phones and radio)
•Create innovative payment incentives to ensure married women producers receive returns from their labor
22. 10. Value Chain Clearinghouse
•It is an initiative led by PIM CGIAR Research Program [IFPRI, CIAT, ILRI, IITA, World Agroforestry Centre, ICRISAT, Bioversity, and CIP].
•The purpose is to provide a comprehensive, easily accessible repository of research methods and best practices surrounding value chain performance that can be used by all the consortium research programs and partners.
24. Minimum
Desirable to further analysis
Hourly Wage (daily/weekly)
Age
Level of education or Literacy
Gender
Religion
Ethnicity (minority groups)
Marital status
Number of Children, children ages, health of children, gender of first born children
Registered employment (contract)
Payment in cash/kind
Benefits
Type of job (specific to the value chain)
Occupation (specific to the value chain)
Temporary work
Wage gap
Minimum
Desirable to further analysis
Relationship with head of the household
Gender
Occupation
Time wake up
Time goes to sleep
Activities: preparing food, transportation, working, leisure, and other activities specific to the tasks in the value chain.
Age
Ethnicity (minority groups)
Religion
Marital status
Household size
Time use
Data needed
25. Data needed (2)
Minimum
Desirable to further analysis
Employment total
Employment by gender
Occupation (specific to the value chain)
Type of job (specific to the value chain)
Duncan Index
Minimum
Desirable to further analysis
1) Working conditions
Wage (hourly/weekly)
2) Access to work
Participation (employment by gender)
Literacy or education level
1) Working conditions
Occupation (job activity)
Category (owner, worker, family worker)
Tenure
Temporary/Permanent
Contract
Physical Safety/risk of task performed
2) Access to work
Education level
Skilled, semi-skilled, non-skilled
Requirements for job (experience, abilities, etc)
Job-training
Working conditions/Access to work Equality Index