Market Study In Saida: Identifying Creative Entry Points Into The Job Market For Women At Risk
By Ibtikar Research & Consulting, s.a.l. Sonya Knox, Leila Zakharia, Ilina Srour September 8, 2012
Executive Summary
The “Market Study in Saida: Creative entry points to the job market” presents findings triangulated from a comprehensive literature review of all available data, a quantitative market survey of 47 institutions in Saida assessing market demand, and qualitative research with 78 women (Palestinian and Iraqi refugees and Lebanese women at risk) and key stakeholders assessing market supply.
The literature review brings together data and analysis from UN and governmental agencies and international and local NGOs. Where possible, findings were disaggregated by gender (for both Lebanese and Palestinian women), and localized to the city-level of Saida. Standard sources of statistical information on Lebanon, including UNDP and Fafo, are cited throughout the literature review, bolstered by the findings of local organizations. However, and uniquely to this report, original statistical analysis was also undertaken on national-level data sets: Unique data on Lebanese women, both at the governorate level and for Saida explicitly, were obtained from the National Household Living Conditions Survey of 2004, published by the UNDP, Ministry of Social Affairs (MOSA) and the Central Administration for Statistics (CAS) (UNDP et al, 2006); and unique data on Palestinian women, nationally and at the Saida-level, were obtained by the Survey of the Socio-economic Conditions of Palestinian Refugees in Lebanon, commissioned by UNRWA and conducted by the American University of Beirut (Chaaban et al, 2010).
The literature review begins with a demographic profile of women in Saida, and shows Lebanese and Palestinian women’s age distribution, marital status and education, all in terms of their employment. Lebanese and Palestinian women’s employment status in Saida is then reviewed, as are findings related to women entrepreneurs in South Lebanon. Finally, the different factors which place women at risk are explored, including vulnerability, exploitation and gender-based violence.
The quantitative Markey Survey includes findings from 47 institutions located in and around Saida. The institutions were selected following a process of convenience sampling undertaken by field workers familiar with the area, with a focus on including a wide range of sector of activity, as well as a wide range in the size of employment. Following statistical descriptions of the institutions, (including gender disaggregation of employees and types of employment), the paths to employment and current vacancies are reviewed, and employers’ stated preferences for characteristics of employees, required skills and views of women in the workplace are discussed.
Of the 1,239 women employed by the surveyed institutions, a plurality (23%) is employed in services and sales; with an equal percentage (12%) working as managers and in elementary occupations. The largest number of women are employed in the health sector; management positions for women are mostly within the NGO sector (at 36%); and professionals are almost evenly distributed between trade, health and NGOs. The majority of clerical positions, and the vast majority of services and sales workers, are within the trade sector. Only a small percentage of surveyed institutions had Palestinian employees, 30% of surveyed institutions placed a high importance on potential employees having Lebanese citizenship, however 56% placed no importance on nationality. Employers do not seem to recognize vocational training as providing any added value, and do not consider vocational training degrees as equivalent to advanced education. Additionally, although computer and language skills are always needed, they were not given as high an importance as expected; rather, skills related to professional behavior at the workplace were given the highest ranking.
A variety of themes emerged from the focus groups, with participants articulating a wide range of views, sometimes contradictory, always passionately. Participants discussed the motivations behind their will to work, including goals like: securing their livelihoods, gaining independence, gaining social status and equality, increased self-satisfaction and benefiting society. They described the social and professional support available to job-seekers, and the process for looking for and applying to employment, including locating vacancies and preparing for interviews. Not surprisingly, given the nature of the study itself, participants cited a litany of obstacles to gaining employment, including: the lack of job opportunities, the influence of wasta, insufficient skillsets or competencies, discrimination (due to nationality, gender, the veil, politics), societal obstructions (like traditional attitudes and parental or spousal objections), safety concerns and the role of motherhood. Once working, many participants listed working conditions or incidents which increased their vulnerability, including: poor pay, long hours, exploitation and sexual harassment. But the same participants also listed proudly their resilience techniques and compensation strategies they use to gain and maintain employment: accept any job, be realistic, have standards and self-confidence, pursue education and training opportunities, gain multiple specializations and continue education and gain on-the-job experience. Finally, focus group participants explored problem solving solutions and made suggestions for external interventions to help improve the employability of women: increased institutional support, combat wasta and nepotism, protecting workers’ rights and promoting the right to work and changing employers’ awareness.
Recommendations
Focus on providing training for women in transversal skills, and not for a specific type of job, thereby increasing their competitiveness.
Given that 63% of all employees of the surveyed institutions are women, and that 159 of these women (12%) are in managerial positions, vocational trainings should not be limited to clerical and secretarial work; rather, they should encourage women to “aim high” and provide commensurate training as their male counterparts.
Promote the exploring of new fields of study and work.
The skillsets most sought for both skilled and unskilled positions, as cited by employers, are those that fall within the rubric of “professionalism” and “life skills,” with a focus on teamwork, conflict management and communication skills. Additionally, vocational training courses should include entrepreneurial training, including business management skills, marketing techniques and project management.
Provide career counseling for all job seekers, including CV writing and interviewing skills, and offer training in how to approach potential employers, including communication, presentation and self-promotion. These should be provided by all vocational training and employment services centers.
Provide training that reinforces and builds women job-seekers’ self-confidence
Explore the sectors of health and education for skilled and unskilled workers.
Hold vocational training courses in:
Industrial sewing
Training for medical secretary/assistant work
Training in caregiving/medical support
Computerized accounting
Insurance (particularly for women with university degrees)
High quality computer skills
Entrepreneurial skills
Do not engage in hairdressers, beauticians and food-caterers as the market is over-saturated. However, for areas of high interest, such as hair-dressing, supplementary classes (but not a field of specialization) can be added to vocational training curriculums to provide opportunities for the generation occasional income.
Promote the safest, the most just and the most empowering employment options.
Raise employers’ awareness about the professionalism and advanced skillsets gained through a technical degree as provided by quality training institutions, particularly as many poor women cannot afford a university education.
Project partners should also provide awareness-raising to empower women to recognize and address gender stereotyping in the workplace and on reducing behaviors of victimization.
Project partners are encouraged to network with other vocational training and employment services centers and to proactively engage with each other, devising processes to better link job-seekers to employment opportunities. Particular attention should be given to all fresh graduates, regardless from where they have graduated, enabling them to access any available support and employment services.
Ensure job placement services and vocational training courses include informational “workers’ rights” lessons and that participants are made aware of legal support services already in existence to counter any corrupt employer practices.
