世界银行-解决妇女参与交通运输的障碍_全球_非洲经委会和中东和北非地区的观点（英）-2025_74页_4mb

Global Overview:
Women make up 12% of the global transport workforce, with significant variations across subsectors (5% land transport, 21% warehousing, 38% aviation). They are underrepresented in senior roles and technical positions, facing barriers such as gender stereotypes, safety concerns, and policy gaps.

Key Challenges:

• Attraction & Recruitment: Sterotypes discourage women from STEM/transport careers; few female role models; lack of targeted outreach.
• HR Policies & Practices: Insufficient family-friendly policies; inadequate safety measures, including sanitation and security; gender bias in workplace culture.
• Retention & Career Progression: Limited access to mentorship and leadership training; career declines with seniority.
• Legal & Policy Frameworks: Regulatory restrictions in 12 countries; 98 countries lack robust equal pay legislation; poor enforcement of anti-harassment laws.
• Data & Research: Inconsistent gender-disaggregated data; lack of evidence on effective interventions.

Recommendations:

• Policy Makers: Adopt targets for women’s representation; reform laws on caregiving, maternity/paternity leave, and harassment; promote women’s entrepreneurship.
• Employers: Implement flexible work arrangements; eliminate gender bias in recruitment; enhance workplace safety.
• Education & CSOs: Strengthen STEM outreach for women; foster partnerships with employers; disseminate best practices.
• All Stakeholders: Collect comprehensive gender statistics; establish a repository of effective interventions to scale successful solutions.

Regional Insights:

• ECA (Europe & Central Asia): Women constitute 21% of transport workers, but face similar challenges, with some countries (e.g., Georgia, Azerbaijan) showing progress through policy changes.
• MENA (Middle East & North Africa): Only 3% of transport workers are women, hindered by strict regulations and cultural barriers, but initiatives like Nafith Logistics and Estarta Solutions demonstrate positive change.

Conclusions:
Addressing barriers to women’s transport employment—through policy, workplace culture, and targeted interventions—enhances economic outcomes, safety, and inclusivity, offering a viable path to equitable and sustainable transport development.