2023-05-05-世界银行-奎达劳动力中的妇女_奎达城市家庭调查结果-巴基斯坦性别和社会包容平台以及贫困与公平方案（英）_35页_1mb

报告摘要

1. Summary and Key Findings

FLFP in Urban Quetta: The female labor force participation rate (FLFP) in urban Quetta is 16.1%, significantly higher than the 6.5% reported in the latest Labor Force Survey (LFS), indicating substantial undercounting of women's employment in traditional surveys.
Employment Profile: Most working women are involved in low-value-added activities, primarily manufacturing (garments, handicrafts), and are predominantly engaged in own-account, informal, and home-based work. Over 78% of employed women are home-based workers.
Constraints: Key barriers include patriarchal norms, restricted mobility, safety concerns, low human capital (especially among women), and limited access to information about labor market opportunities.
Occupational Segregation: Female employment is highly segregated, with women concentrated in traditional roles aligned with social norms, leading to limited upward mobility and low-quality jobs.

2.3. Labor Market Comparison by Gender

FLFP: 16.1% for women vs. 58.5% for men.
Employment Status: Women are mostly own-account workers (69.4% employed), while men are predominantly paid employees (65.7% employed). Among highly educated women, paid employment is more common (65.6%), compared to 58.5% of all employed women.
Hours and Quality: Women employability decreases with household welfare, reflecting necessity-driven employment in informal, home-based jobs. Highly educated women are more likely to work full-time outside the home.

4. Challenges to Women's Work

Human Capital Endowment: Only 50.1% of working-age women are literate compared to 81.5% of men. Educational attainment is a major barrier to employment, with 45% of women having less than primary education.
Limited Agency: Women lack autonomy in decisions regarding work, with only a small percentage able to decide independently whether to work. Patriarchal norms also discourage girls' education, perpetuating low employment rates.
Unpaid Work: Women spend an average of 7.7 hours per day on unpaid care and household work, compared to 9.6 hours for men, inhibiting their ability to work full-time or in higher-paying jobs.
Safety and Mobility: High levels of safety concerns and purdah restrictions limit women's ability to work outside the home. Insecurity in public spaces and fear of harassment further restrict mobility.

5. Gender Gaps

Earnings: The gender earnings gap is largely explained by observable factors such as education, employment status, and occupation, with minimal unexplained bias.
FLFP: The disparity in FLFP (16.1% vs. 58.5%) is attributed to education levels and job quality.

6. Policy Recommendations

Improve Measurement: Enhance labor surveys to capture all forms of employment, including home-based work, to avoid undercounting.
Enhance Education: Address barriers to girls' education through targeted interventions, early childhood education, and sensitivity to gender norms.
Job Training: Promote skills-based interventions with a gender focus, incorporating mentorship, vocational training, and access to markets, with awareness campaigns highlighting female role models.
ICT Access: Improve access to information and communication technologies (ICT) to expand job opportunities and support remote work in informal sectors.
Policy Measures: Implement provincial laws recognizing and formalizing home-based workers' rights, providing social security and protection. Invest in childcare and safe public spaces to reduce unpaid care burdens.

7. Impact of COVID-19

Job Losses: Female-dominated sectors (e.g., education) were severely affected by COVID-19, leading to increased joblessness among women.
Increased Unpaid Work: The pandemic worsened gender inequality by increasing women's unpaid responsibilities, straining their capacity to participate in the labor force.

Policy Priority: Steady policy actions targeting social norms, safety, and skill development are essential to boost women's labor force participation and combat poverty.