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

THEWOR1.DBANKIBRDIDApzzzOIl<nsoosQ-qndPazzo号<mso-OSQo=qnd举ESMAPExploringOpportunitiesforWomensEmpowermentintheEnergySectorinCentralAsiaExploringOpportunitiesforWomen'sEmpowermentintheEnergySectorinCentralAsia©2024InternationalBankforReconstructionandDevelopment/TheWorldBank1818HStreetNWWashingtonDC20433Telephone:Internet:www.worldbank.orgThisworkisaproductofthestaffoftheWorldBank,withexternalcontributions.Thefindings,interpretations,andconclusionsexpressedinthisworkdonotnecessarilyreflecttheviewsoftheWorldBank,itsBoardofExecutiveDirectors,orthegovernmentstheyrepresent.TheWorldBankdoesnotguaranteetheaccuracyofthedataincludedinthiswork.Theboundaries,colors,denominations,andotherinformationshownonanymapinthisworkdonotimplyanyjudgmentonthepartoftheWorldBankconcerningthelegalstatusofanyterritoryortheendorsementoracceptanceofsuchboundaries.RightsandPermissionsThematerialinthisworkissubjecttocopyright.BecausetheWorldBankencouragesdisseminationofitsknowledge,thisworkmaybereproduced,inwholeorinpart,fornoncommercialpurposesaslongasfullattributiontothisworkisgiven.Anyqueriesonrightsandlicenses,includingsubsidiaryrights,shouldbeaddressedtoWorldBankPublications,TheWorldBankGroup,1818HStreetNWzWashington,DC20433zUSA;fax:202-522-2625;e-mail:pubrightsworldbank.org.Attribution-Pleasecitetheworkasfollows:WorldBank.2024.ExploringOpportunitiesforWomen'sEmpowermentintheEnergySectorinCentralAsia.Washington,DC:WorldBank.PhotocreditsCover,pp.5,19z29:ZotevaShutterstock;p.v:PornpimonAinkaewShutterstock;p.viii:SofikoSShutterstock;p.1:kittiratroekburiShutterstock;p.11:WOSUNANShutterstock;p.23:NFstockShutterstockContentsAcknowledgmentsiiExecutiveSummaryiiiKeyFindingsivRecommendationsix1 Introduction1Context2Methodology3StructureoftheReport42 Kazakhstan5TransitionfromEducationtoWork6Recruitment,Retention,andProgression7SafeandInclusiveWorkEnvironments9InstitutionalandPolicyReform103 KyrgyzRepublic11TransitionfromEducationtoWork12Recruitment,Retention,andProgression13SafeandInclusiveWorkEnvironments15InstitutionalandPolicyReform164 Tajikistan18TransitionfromEducationtoWork19Recruitment,Retention,andProgression21SafeandInclusiveWorkEnvironments22InstitutionalandPolicyReform225 Uzbekistan23TransitionfromEducationtoWork24Recruitment,Retention,andProgression25SafeandInclusiveWorkEnvironments27InstitutionalandPolicyReform276 Recommendations29FacilitatetheTransitionfromEducationtoWork30AdvanceRecruitment,Retention,andProgression32PromoteSafeandInclusiveWorkEnvironments33ReformInstitutionsandPolicies3538ReferencesAcknowledgmentsThisreportwasproducedbyateamledbyJelena1.ukic,SeniorSocialDevelopmentSpecialist,andcomposedofM.ManuelaFaria,SocialDevelopmentSpecialist,andJenniferSolotaroff,SeniorSocialDevelopmentSpecialist,withthesupportofErgonAssociates(JansMynbayevaandKirstenNewitt)andAlMarConsulting,andundertheoverallguidanceofVaralakshmiVemuru,PracticeManager,andTatianaProskuryakova,CountryDirector.ValuablecommentsandsuggestionswereprovidedbyTamaraBabayan,MarinaElefante,HiwoteTadesse,andSanaZia.1.auraJohnsoneditedanddesignedthereport.Theprojectteamgratefullyacknowledgestheparticipantsofthefocusgroupsdiscussionsandkeyinformantinterviewsforsharingtheirviewstoinformofthisstudy.ThereportwaspreparedwiththetechnicalandfinancialsupportoftheEnergySectorManagementAssistanceProgram(ESMAP).ESMAPisapartnershipbetweentheWorldBankand19partnerstohelpIow-andmiddle-incomecountriesreducepovertyandboostgrowththroughsustainableenergysolutions.ESMAP,sanalyticalandadvisoryservicesarefullyintegratedintotheWorldBank,scountryfinancingandpolicydialogueintheenergysector.ThroughtheWorldBankGroup,ESAAAPworkstoacceleratetheenergytransitionrequiredtoachieveSustainableDevelopmentGoal7toensureaccesstoaffordable,reliable,sustainable,andmodernenergyforall.IthelpstoshapeBankstrategiesandprogramstoachievetheWorldBankGroup,sClimateChangeActionPlantargets.ExecutiveSummary1.DataontheshareofwomenstudentsenrolledinTVETforenergy-relateddisciplinesinUzbekistanareunavailable.WomenareunderrepresentedintheenergysectoracrossCentralAsia.Thesizeofthegendergapintheenergyworkforcevariesconsiderablybycountry:nationalstatisticaldataindicatethatwomenrepresent29percentoftheindustry,sworkforceinKazakhstan,18percentintheKyrgyzRepublic,15percentinUzbekistan,and11percentinTajikistan.Thispatternisconsistentwithglobalpatternsintheindustry:womenaccountforanestimated16percentofenergysectoremploymentworldwide.NarrowingthesegendergapsiscrucialtosecuringthesustainabledevelopmentoftheenergysectoracrossCentralAsia.Increasingwomen'sparticipationinthesectorcanhelpeconomiesaddresslaborandskillsshortages,attractinvestment,boostenergyproduction,andenhanceefficiency-facilitatingthetransitiontolow-carbonenergysourcesoverthelongterm.Thebenefitsofagender-diverseworkforcetocompaniesincludeabroadertalentrecruitmentpool,higherlevelsofinnovation,enhancedproblemsolving,andimprovedfinancialperformance.ThisstudyassessesgendergapsintheenergysectorinKazakhstan,theKyrgyzRepublic,Tajikistan,andUzbekistan.Itisbasedonaseriesoffocusgroupdiscussionsandkeyinformantinterviews,accompaniedbyfocusedstatisticalanalysisandareviewofnationalpolicyandlegislativeframeworks.Akeycontributionofthisstudyistheprovisionofnewqualitativeinsightsintothepracticalbarrierstowomen/sincreasedparticipationintheenergysector,reflectingtheviewsofstudentsinenergy-relateddisciplines,academicstaff,andemployeesandcompanyrepresentativesacrossthefourcountries.Finally,targetedrecommendationsareofferedonhowpolicymakers,companies,andeducationalinstitutionscanreducegendergapsintheenergysectoracrossCentralAsia.KeyFindingsTransitionfromeducationtoworkTherearerelativelyfewwomenenrolledinenergysector-relatedscience,technology,engineering,andmathematics(STEM)courses.WhilewomentypicallyaccountforabouthalfofallstudentsinhighereducationinCentralAsiancountries,theyrepresentonly15and12percentofengineeringstudentsinKazakhstanandUzbekistan,respectively;and10and4percentofstudentsinenergy-relatedcoursesintheKyrgyzRepublicandTajikistan,respectively.Women/sparticipationratesintechnicalandvocationaleducationandtraining(TVET)relevanttotheenergysectorareevenlower,representingonly10percentofstudentsenrolledinTVETforthepowerandenergysectorinKazakhstan,only5percentofstudentsenrolledinTVETfortheenergyandengineeringsectorintheKyrgyzRepublic,andonly3percentofstudentsenrolledinTVETfortheenergysectorinTajikistan.1Widespreadmisperceptionsthattheenergysectordoesnotoffersuitableemploymentforwomendiscouragemanyfrompursuingenergy-relatedtechnicaleducationandcareers.Femalestudentsandenergysectorstaffacrossallfourcountriesreportthewidespreadviewthattheenergysectordoesnotprovidedesirablecareeropportunitiestowomen,andmanyfemalestudentsandgraduatesoftechnicalstudiesexperiencepressurefromfamilymemberstopursueemploymentinsectorsperceivedtobemore“appropriate“forwomen.However,someyoungwomenhavebeenexposedtomorepositivemessaging.Severalwomenreporthavingfamilymembersworkingtheenergysectorasakeymotivatingfactorintheirpursuitofatechnicaleducationandcareerintheenergyfield.Interviewssuggestthattacklingpersistentmisconceptionsabouttheenergysectorwillrequirecomprehensiveawareness-raisingeffortsstartingatanearlyagethatfocusonschool-agedgirlsandtheirfamilies.Femalegraduatesaremoreaffectedbythesectorsemphasisonpracticalexperiencethanaretheirmalecounterparts,makingitchallengingformanytogainafootholdintheindustry.Energysectoremployersoftenrequirecandidatestohavepracticalexperience,yetmanystudentsfeelthattherearelimitedopportunitiesforpracticaltrainingcorrespondingtoindustryneeds.Womeninterviewedforthisstudybelievetheserequirementsaffectwomengraduatesdisproportionatelybecausemanyperceivewomenashavinglesspracticalknowledgethanmen,partlyduetogenderstereotypesbutalsoduetothelackofopportunitiesforwomentogaintherelevantworkexperience.Intervieweessuggestthatteachingstaffareoftenreluctanttosendwomenstudentstowork“inthefield“withtechnicalequipment,insteaddirectingthemtodesk-basedwork.Insomecountries,thereareinitiativestostrengthenwomen,sparticipationinenergy-relatedSTEMeducation.Insomeinstances,theavailabilityoftargetedstatefundingismakingtechnicaleducationmoreaccessibletowomen.InTajikistan,forexample,authoritieshaveintroducedquotasonthenumberofuniversityplacementsreservedforfemaleSTEMstudentsonstate-fundedscholarships.Uzbekistan'spolicymakershaveincreasedtheavailabilityofgovernment-fundedscholarshipstofacilitateaccesstohighereducationforyoungwomenfromlow-incomefamilies.Somehighereducationinstitutionssupportthetransitionfromschooltoworkzpartneringwithenergysectoremployerstoprovidepracticaltraining,workexperience,internshipopportunities,andrecommendationstosupportgraduates/recruitment;however,theseschemesdonottypicallyincludeagenderfocus.Thereisscopetostrengthenthelinksbetweeneducationalinstitutionsandenergysectoremployerstosupportwomen/sschool-to-worktransition.Studentslearnaboutjobopportunitieslargelythroughfamily,friends,socialmedia,andonlinejobplatforms;afewcompaniesalsodisseminateinformationaboutjobopeningsoradvertiseavailablevacanciesatuniversities.Yetmanywomenlacktheconnectionsnecessarytobreakintoenergysectorjobswhileatthesametimeareactivelydiscouragedfrompursuingemploymentintheindustry.Thesefactorshighlighttheimportanceofensuringthatadvertisementsforenergysectorjobsexpresslyencourageapplicationsfromqualifiedfemalegraduates.Recruitment,retention,andprogressionAcrosstheregion,womenworkingintheenergysectorareconcentratedinadministrativeandoffice-basedrolesandarelesslikelytoworkintechnicalorfield-basedroles.Highlevelsofgender-basedoccupationalsegregationmeanthattechnicalandoperationalrolesarepredominantlyheldbymen,whilewomenaremorelikelytobeemployedinadministrativepositionsaslawyers,accountants,andeconomists.Therearereportedlyveryfewwomeninfield-basedoperationalrolesbecausethefewfemalegraduateswhopursueemploymentinthetechnicalengineeringfieldareusuallyengagedinoffice-basedwork,suchasdesignanddocumentation.Interviewssuggestthatgenderstereotypesandassumptionsaboutwomen'scareresponsibilitiesposeasignificantobstacletoequalopportunityinrecruitment.Despitethepresenceofnondiscriminationlegislationacrosstheregion,employersarereportedlyreluctanttohirewomenduetoconcernsaboutthepossibilityofwomentakinglengthymaternityleaveorhavinglimitedflexibilityandavailabilitytoworkovertimeduetofamilyobligations.Respondentsacrossallfourcountriessharedtheviewthatitissignificantlymoredifficultforwomentosecureemploymentintechnicalrolescomparedwithmen.Therearereportsofhiringmanagerssettinginformalrequirementsnottohirewomenofchildbearingagetofillvacancies.Intervieweesstatedthatfemalecandidatesforoperationalandfield-basedrolesarefurtherdisadvantagedbysometimesunnecessaryphysicalstrengthrequirementsandbiasedassessmentsofwomen'slackofpracticalexperienceorskills.Increasedsupportforemployees'careresponsibilitiescouldbolsterwomen*srecruitmentandretentionintheenergysector,especiallyinfield-basedoperationalroles.Acrosstheregion,prevalentsocioculturalnormsmeanthatwomentypicallybearadisproportionateshareoffamilyresponsibilitiesandhouseholdtasks.Employeesintheenergysectorsuggestthatfamily-friendlypoliciesthatsupportworkingmotherswithflexibleworkinghours,return-to-worksupportaftermaternityleave,andchildcaresupportcouldsignificantlyimprovethesector,sretentionrateoffemalestaff.Theperceptionthatfield-basedpositionsareincompatiblewithwomen'sfamilyobligationsarewidespreadbecausethejobsrequireshiftwork,workingatnight,frequenttraveltosites,overtime,andaround-the-clockavailabilityintheeventofanaccidentoremergency-demandsthatareparticularlychallengingforwomenwhobeartheprimarychildcareresponsibilities.Formanywomen,theircareresponsibilitiesoutsideofworkmakesitismoredifficultforthemtoadvanceintoleadershiproles.Interviewsindicatethatwomenacrosstheregionareoftenmorereluctantthantheirmalecounterpartstoapplyforseniorandmanagerialroles,believingtheextraresponsibilitiesofhigher-rankingpositionswouldlikelyinterferewiththeirchildcareandhouseholdduties.However,whilesomewomenprefertofocusonfamilylife,somewomenarereadyandwillingtotakeontheadditionalresponsibilitiesassociatedwithleadershiproles.Inthesecases,over-protectiveattitudesandmisplacedassumptionsaboutwomen'sfamilyresponsibilitiessometimesimpedetheiraccesstoprofessionaldevelopmentopportunities.Someintervieweessuggestthatmanagementmaynotassignawomanfortraveltoanoperationalsitebasedonassumptionsaboutherfamily-relatedresponsibilities,evenifsheexpressesastronginterestintheassignment.1.imitedexperienceinoperationalrolesalsohamperswomen,scareerprogression.InUzbekistanandtheKyrgyzRepublic,forexample,technicaleducationandexperienceinoperationalrolesarerequirementsforpromotiontochiefengineeroramanagerialposition.However,entry-IeveIoperationsjobsassociatedwithunpredictableschedules,physicaleffort,andzzpracticalskills'*arehighlymale-dominated,andinTajikistan,Uzbekistan,andtheKyrgyzRepublicmightnotevenbeaccessibletowomenduetolegislativerestrictionsonwomen'semployment.Womentendtobegintheircareersinoffice-basedroles,hinderingtheirabilityforcareeradvancementinthesector.Genderbiasandnegativeperceptionsaboutwomen'sleadershipabilitiespresentanotherbarriertowomen/sprofessionaldevelopmentandadvancementinthesector.Womenwhoareemployedintechnicalpositionsreportthatmanagementoftenoverlookswomen,sachievementsandcontributionsandaremuchmorelikelytoofferprofessionaldevelopmentopportunities,additionaltraining,andbusinesstripopportunitiestotheirmalecolleagues.Atsomecompanies,intervieweessuggest,womenarenotbeingconsideredformanagerialpositionsdespiteoutperformingtheirmalecounterparts,reportedlyduetostereotypicalassumptionsaboutwomenbeingmoreemotionalandlessresilientunderstress,therebynegativelyimpactingwomen,sopportunitiesforpromotiontorolesrequiringdecision-makingandproblemsolvingskillsunderpressure.Thepervasiveviewthatmenarebettersuitedfortechnicalandmanagerialrolesalsoerodeswomen,sconfidenceintheirownabilities,discouragingqualifiedwomenfromapplyingforthosejobsinthefirstplace.Thepresenceoffemalerolemodelsandmentorsiskeytosupportingwomen,scareerdevelopmentintheenergysector.AcrossCentralAsia,womeninterviewedforthisstudysharedtheviewthathighlightingtheachievementsofwomeninseniortechnicalandleadershiproles,andprovidingopportunitiesforthemtosharetheirexperienceandtosupporttheirfemalecolleaguesinthesector,couldofferpositiveexamplesforwomenpursuingcareersintheenergysector.Women'smentoringprogramsandprofessionalnetworksorganizedbyindustryassociationshavehelpedwomenadvanceintheircareersandaccessnewopportunitiesinKazakhstanandintheKyrgyzRepublic.SafeandinclusiveworkenvironmentsCompaniesareprimarilyfocusedoncomplyingwithnationallegislation;fewhavetakenactivestepstoincreasetheshareofwomenintheirworkforcesortobuildinclusiveworkplaces.Accordingtohumanresourcesmanagers,thereissignificantscopetotr