《世界银行-探讨在中亚能源部门增强妇女权能的机会（英）-2024_市场营销策划_2024年市场报告-3.docx》由会员分享，可在线阅读，更多相关《世界银行-探讨在中亚能源部门增强妇女权能的机会（英）-2024_市场营销策划_2024年市场报告-3.docx（47页珍藏版）》请在课桌文档上搜索。
1、THEWOR1.DBANKIBRDIDApzzzOIlnsoosQ-qndPazzo号mso-OSQo=qnd举ESMAPExploringOpportunitiesforWomensEmpowermentintheEnergySectorinCentralAsiaExploringOpportunitiesforWomensEmpowermentintheEnergySectorinCentralAsia2024InternationalBankforReconstructionandDevelopment/TheWorldBank1818HStreetNWWashingtonDC20433
2、Telephone:Internet:www.worldbank.orgThisworkisaproductofthestaffoftheWorldBank,withexternalcontributions.Thefindings,interpretations,andconclusionsexpressedinthisworkdonotnecessarilyreflecttheviewsoftheWorldBank,itsBoardofExecutiveDirectors,orthegovernmentstheyrepresent.TheWorldBankdoesnotguaranteet
3、heaccuracyofthedataincludedinthiswork.Theboundaries,colors,denominations,andotherinformationshownonanymapinthisworkdonotimplyanyjudgmentonthepartoftheWorldBankconcerningthelegalstatusofanyterritoryortheendorsementoracceptanceofsuchboundaries.RightsandPermissionsThematerialinthisworkissubjecttocopyri
4、ght.BecausetheWorldBankencouragesdisseminationofitsknowledge,thisworkmaybereproduced,inwholeorinpart,fornoncommercialpurposesaslongasfullattributiontothisworkisgiven.Anyqueriesonrightsandlicenses,includingsubsidiaryrights,shouldbeaddressedtoWorldBankPublications,TheWorldBankGroup,1818HStreetNWzWashi
5、ngton,DC20433zUSA;fax:202-522-2625;e-mail:pubrightsworldbank.org.Attribution-Pleasecitetheworkasfollows:WorldBank.2024.ExploringOpportunitiesforWomensEmpowermentintheEnergySectorinCentralAsia.Washington,DC:WorldBank.PhotocreditsCover,pp.5,19z29:ZotevaShutterstock;p.v:PornpimonAinkaewShutterstock;p.v
6、iii:SofikoSShutterstock;p.1:kittiratroekburiShutterstock;p.11:WOSUNANShutterstock;p.23:NFstockShutterstockContentsAcknowledgmentsiiExecutiveSummaryiiiKeyFindingsivRecommendationsix1 Introduction1Context2Methodology3StructureoftheReport42 Kazakhstan5TransitionfromEducationtoWork6Recruitment,Retention
7、,andProgression7SafeandInclusiveWorkEnvironments9InstitutionalandPolicyReform103 KyrgyzRepublic11TransitionfromEducationtoWork12Recruitment,Retention,andProgression13SafeandInclusiveWorkEnvironments15InstitutionalandPolicyReform164 Tajikistan18TransitionfromEducationtoWork19Recruitment,Retention,and
8、Progression21SafeandInclusiveWorkEnvironments22InstitutionalandPolicyReform225 Uzbekistan23TransitionfromEducationtoWork24Recruitment,Retention,andProgression25SafeandInclusiveWorkEnvironments27InstitutionalandPolicyReform276 Recommendations29FacilitatetheTransitionfromEducationtoWork30AdvanceRecrui
9、tment,Retention,andProgression32PromoteSafeandInclusiveWorkEnvironments33ReformInstitutionsandPolicies3538ReferencesAcknowledgmentsThisreportwasproducedbyateamledbyJelena1.ukic,SeniorSocialDevelopmentSpecialist,andcomposedofM.ManuelaFaria,SocialDevelopmentSpecialist,andJenniferSolotaroff,SeniorSocia
10、lDevelopmentSpecialist,withthesupportofErgonAssociates(JansMynbayevaandKirstenNewitt)andAlMarConsulting,andundertheoverallguidanceofVaralakshmiVemuru,PracticeManager,andTatianaProskuryakova,CountryDirector.ValuablecommentsandsuggestionswereprovidedbyTamaraBabayan,MarinaElefante,HiwoteTadesse,andSana
11、Zia.1.auraJohnsoneditedanddesignedthereport.Theprojectteamgratefullyacknowledgestheparticipantsofthefocusgroupsdiscussionsandkeyinformantinterviewsforsharingtheirviewstoinformofthisstudy.ThereportwaspreparedwiththetechnicalandfinancialsupportoftheEnergySectorManagementAssistanceProgram(ESMAP).ESMAPi
12、sapartnershipbetweentheWorldBankand19partnerstohelpIow-andmiddle-incomecountriesreducepovertyandboostgrowththroughsustainableenergysolutions.ESMAP,sanalyticalandadvisoryservicesarefullyintegratedintotheWorldBank,scountryfinancingandpolicydialogueintheenergysector.ThroughtheWorldBankGroup,ESAAAPworks
13、toacceleratetheenergytransitionrequiredtoachieveSustainableDevelopmentGoal7toensureaccesstoaffordable,reliable,sustainable,andmodernenergyforall.IthelpstoshapeBankstrategiesandprogramstoachievetheWorldBankGroup,sClimateChangeActionPlantargets.ExecutiveSummary1.Dataontheshareofwomenstudentsenrolledin
14、TVETforenergy-relateddisciplinesinUzbekistanareunavailable.WomenareunderrepresentedintheenergysectoracrossCentralAsia.Thesizeofthegendergapintheenergyworkforcevariesconsiderablybycountry:nationalstatisticaldataindicatethatwomenrepresent29percentoftheindustry,sworkforceinKazakhstan,18percentintheKyrg
15、yzRepublic,15percentinUzbekistan,and11percentinTajikistan.Thispatternisconsistentwithglobalpatternsintheindustry:womenaccountforanestimated16percentofenergysectoremploymentworldwide.NarrowingthesegendergapsiscrucialtosecuringthesustainabledevelopmentoftheenergysectoracrossCentralAsia.Increasingwomen
16、sparticipationinthesectorcanhelpeconomiesaddresslaborandskillsshortages,attractinvestment,boostenergyproduction,andenhanceefficiency-facilitatingthetransitiontolow-carbonenergysourcesoverthelongterm.Thebenefitsofagender-diverseworkforcetocompaniesincludeabroadertalentrecruitmentpool,higherlevelsofin
17、novation,enhancedproblemsolving,andimprovedfinancialperformance.ThisstudyassessesgendergapsintheenergysectorinKazakhstan,theKyrgyzRepublic,Tajikistan,andUzbekistan.Itisbasedonaseriesoffocusgroupdiscussionsandkeyinformantinterviews,accompaniedbyfocusedstatisticalanalysisandareviewofnationalpolicyandl
18、egislativeframeworks.Akeycontributionofthisstudyistheprovisionofnewqualitativeinsightsintothepracticalbarrierstowomen/sincreasedparticipationintheenergysector,reflectingtheviewsofstudentsinenergy-relateddisciplines,academicstaff,andemployeesandcompanyrepresentativesacrossthefourcountries.Finally,tar
19、getedrecommendationsareofferedonhowpolicymakers,companies,andeducationalinstitutionscanreducegendergapsintheenergysectoracrossCentralAsia.KeyFindingsTransitionfromeducationtoworkTherearerelativelyfewwomenenrolledinenergysector-relatedscience,technology,engineering,andmathematics(STEM)courses.Whilewo
20、mentypicallyaccountforabouthalfofallstudentsinhighereducationinCentralAsiancountries,theyrepresentonly15and12percentofengineeringstudentsinKazakhstanandUzbekistan,respectively;and10and4percentofstudentsinenergy-relatedcoursesintheKyrgyzRepublicandTajikistan,respectively.Women/sparticipationratesinte
21、chnicalandvocationaleducationandtraining(TVET)relevanttotheenergysectorareevenlower,representingonly10percentofstudentsenrolledinTVETforthepowerandenergysectorinKazakhstan,only5percentofstudentsenrolledinTVETfortheenergyandengineeringsectorintheKyrgyzRepublic,andonly3percentofstudentsenrolledinTVETf
22、ortheenergysectorinTajikistan.1Widespreadmisperceptionsthattheenergysectordoesnotoffersuitableemploymentforwomendiscouragemanyfrompursuingenergy-relatedtechnicaleducationandcareers.Femalestudentsandenergysectorstaffacrossallfourcountriesreportthewidespreadviewthattheenergysectordoesnotprovidedesirab
23、lecareeropportunitiestowomen,andmanyfemalestudentsandgraduatesoftechnicalstudiesexperiencepressurefromfamilymemberstopursueemploymentinsectorsperceivedtobemore“appropriate“forwomen.However,someyoungwomenhavebeenexposedtomorepositivemessaging.Severalwomenreporthavingfamilymembersworkingtheenergysecto
24、rasakeymotivatingfactorintheirpursuitofatechnicaleducationandcareerintheenergyfield.Interviewssuggestthattacklingpersistentmisconceptionsabouttheenergysectorwillrequirecomprehensiveawareness-raisingeffortsstartingatanearlyagethatfocusonschool-agedgirlsandtheirfamilies.Femalegraduatesaremoreaffectedb
25、ythesectorsemphasisonpracticalexperiencethanaretheirmalecounterparts,makingitchallengingformanytogainafootholdintheindustry.Energysectoremployersoftenrequirecandidatestohavepracticalexperience,yetmanystudentsfeelthattherearelimitedopportunitiesforpracticaltrainingcorrespondingtoindustryneeds.Womenin
26、terviewedforthisstudybelievetheserequirementsaffectwomengraduatesdisproportionatelybecausemanyperceivewomenashavinglesspracticalknowledgethanmen,partlyduetogenderstereotypesbutalsoduetothelackofopportunitiesforwomentogaintherelevantworkexperience.Intervieweessuggestthatteachingstaffareoftenreluctant
27、tosendwomenstudentstowork“inthefield“withtechnicalequipment,insteaddirectingthemtodesk-basedwork.Insomecountries,thereareinitiativestostrengthenwomen,sparticipationinenergy-relatedSTEMeducation.Insomeinstances,theavailabilityoftargetedstatefundingismakingtechnicaleducationmoreaccessibletowomen.InTaj
28、ikistan,forexample,authoritieshaveintroducedquotasonthenumberofuniversityplacementsreservedforfemaleSTEMstudentsonstate-fundedscholarships.Uzbekistanspolicymakershaveincreasedtheavailabilityofgovernment-fundedscholarshipstofacilitateaccesstohighereducationforyoungwomenfromlow-incomefamilies.Somehigh
29、ereducationinstitutionssupportthetransitionfromschooltoworkzpartneringwithenergysectoremployerstoprovidepracticaltraining,workexperience,internshipopportunities,andrecommendationstosupportgraduates/recruitment;however,theseschemesdonottypicallyincludeagenderfocus.Thereisscopetostrengthenthelinksbetw
30、eeneducationalinstitutionsandenergysectoremployerstosupportwomen/sschool-to-worktransition.Studentslearnaboutjobopportunitieslargelythroughfamily,friends,socialmedia,andonlinejobplatforms;afewcompaniesalsodisseminateinformationaboutjobopeningsoradvertiseavailablevacanciesatuniversities.Yetmanywomenl
31、acktheconnectionsnecessarytobreakintoenergysectorjobswhileatthesametimeareactivelydiscouragedfrompursuingemploymentintheindustry.Thesefactorshighlighttheimportanceofensuringthatadvertisementsforenergysectorjobsexpresslyencourageapplicationsfromqualifiedfemalegraduates.Recruitment,retention,andprogre
32、ssionAcrosstheregion,womenworkingintheenergysectorareconcentratedinadministrativeandoffice-basedrolesandarelesslikelytoworkintechnicalorfield-basedroles.Highlevelsofgender-basedoccupationalsegregationmeanthattechnicalandoperationalrolesarepredominantlyheldbymen,whilewomenaremorelikelytobeemployedina
33、dministrativepositionsaslawyers,accountants,andeconomists.Therearereportedlyveryfewwomeninfield-basedoperationalrolesbecausethefewfemalegraduateswhopursueemploymentinthetechnicalengineeringfieldareusuallyengagedinoffice-basedwork,suchasdesignanddocumentation.Interviewssuggestthatgenderstereotypesand
34、assumptionsaboutwomenscareresponsibilitiesposeasignificantobstacletoequalopportunityinrecruitment.Despitethepresenceofnondiscriminationlegislationacrosstheregion,employersarereportedlyreluctanttohirewomenduetoconcernsaboutthepossibilityofwomentakinglengthymaternityleaveorhavinglimitedflexibilityanda
35、vailabilitytoworkovertimeduetofamilyobligations.Respondentsacrossallfourcountriessharedtheviewthatitissignificantlymoredifficultforwomentosecureemploymentintechnicalrolescomparedwithmen.Therearereportsofhiringmanagerssettinginformalrequirementsnottohirewomenofchildbearingagetofillvacancies.Interview
36、eesstatedthatfemalecandidatesforoperationalandfield-basedrolesarefurtherdisadvantagedbysometimesunnecessaryphysicalstrengthrequirementsandbiasedassessmentsofwomenslackofpracticalexperienceorskills.Increasedsupportforemployeescareresponsibilitiescouldbolsterwomen*srecruitmentandretentionintheenergyse
37、ctor,especiallyinfield-basedoperationalroles.Acrosstheregion,prevalentsocioculturalnormsmeanthatwomentypicallybearadisproportionateshareoffamilyresponsibilitiesandhouseholdtasks.Employeesintheenergysectorsuggestthatfamily-friendlypoliciesthatsupportworkingmotherswithflexibleworkinghours,return-to-wo
38、rksupportaftermaternityleave,andchildcaresupportcouldsignificantlyimprovethesector,sretentionrateoffemalestaff.Theperceptionthatfield-basedpositionsareincompatiblewithwomensfamilyobligationsarewidespreadbecausethejobsrequireshiftwork,workingatnight,frequenttraveltosites,overtime,andaround-the-clocka
39、vailabilityintheeventofanaccidentoremergency-demandsthatareparticularlychallengingforwomenwhobeartheprimarychildcareresponsibilities.Formanywomen,theircareresponsibilitiesoutsideofworkmakesitismoredifficultforthemtoadvanceintoleadershiproles.Interviewsindicatethatwomenacrosstheregionareoftenmorerelu
40、ctantthantheirmalecounterpartstoapplyforseniorandmanagerialroles,believingtheextraresponsibilitiesofhigher-rankingpositionswouldlikelyinterferewiththeirchildcareandhouseholdduties.However,whilesomewomenprefertofocusonfamilylife,somewomenarereadyandwillingtotakeontheadditionalresponsibilitiesassociat
41、edwithleadershiproles.Inthesecases,over-protectiveattitudesandmisplacedassumptionsaboutwomensfamilyresponsibilitiessometimesimpedetheiraccesstoprofessionaldevelopmentopportunities.Someintervieweessuggestthatmanagementmaynotassignawomanfortraveltoanoperationalsitebasedonassumptionsaboutherfamily-rela
42、tedresponsibilities,evenifsheexpressesastronginterestintheassignment.1.imitedexperienceinoperationalrolesalsohamperswomen,scareerprogression.InUzbekistanandtheKyrgyzRepublic,forexample,technicaleducationandexperienceinoperationalrolesarerequirementsforpromotiontochiefengineeroramanagerialposition.Ho
43、wever,entry-IeveIoperationsjobsassociatedwithunpredictableschedules,physicaleffort,andzzpracticalskills*arehighlymale-dominated,andinTajikistan,Uzbekistan,andtheKyrgyzRepublicmightnotevenbeaccessibletowomenduetolegislativerestrictionsonwomensemployment.Womentendtobegintheircareersinoffice-basedroles
44、,hinderingtheirabilityforcareeradvancementinthesector.Genderbiasandnegativeperceptionsaboutwomensleadershipabilitiespresentanotherbarriertowomen/sprofessionaldevelopmentandadvancementinthesector.Womenwhoareemployedintechnicalpositionsreportthatmanagementoftenoverlookswomen,sachievementsandcontributi
45、onsandaremuchmorelikelytoofferprofessionaldevelopmentopportunities,additionaltraining,andbusinesstripopportunitiestotheirmalecolleagues.Atsomecompanies,intervieweessuggest,womenarenotbeingconsideredformanagerialpositionsdespiteoutperformingtheirmalecounterparts,reportedlyduetostereotypicalassumption
46、saboutwomenbeingmoreemotionalandlessresilientunderstress,therebynegativelyimpactingwomen,sopportunitiesforpromotiontorolesrequiringdecision-makingandproblemsolvingskillsunderpressure.Thepervasiveviewthatmenarebettersuitedfortechnicalandmanagerialrolesalsoerodeswomen,sconfidenceintheirownabilities,di
47、scouragingqualifiedwomenfromapplyingforthosejobsinthefirstplace.Thepresenceoffemalerolemodelsandmentorsiskeytosupportingwomen,scareerdevelopmentintheenergysector.AcrossCentralAsia,womeninterviewedforthisstudysharedtheviewthathighlightingtheachievementsofwomeninseniortechnicalandleadershiproles,andpr
48、ovidingopportunitiesforthemtosharetheirexperienceandtosupporttheirfemalecolleaguesinthesector,couldofferpositiveexamplesforwomenpursuingcareersintheenergysector.WomensmentoringprogramsandprofessionalnetworksorganizedbyindustryassociationshavehelpedwomenadvanceintheircareersandaccessnewopportunitiesinKazakhstanandintheKyrgyzRepublic.SafeandinclusiveworkenvironmentsCompaniesareprimarilyfocusedoncomplyingwithnationallegislation;fewhavetakenactivestepstoincreasetheshareofwomenintheirworkforcesortobuildinclusiveworkplaces.Accordingtohumanresourcesmanagers,thereissignificantscopetotr
