Breaking Barriers to Women’s Employment in Azerbaijan

Investment Rating - The report does not explicitly provide an investment rating for the industry Core Insights - Women remain underrepresented in key sectors in Azerbaijan, particularly in transport, energy, and construction, with only 16.5% of the workforce in transport being female [12][54] - The report emphasizes the importance of increasing women's participation in the labor market to drive economic growth and diversification, aligning with Azerbaijan's national development priorities [13][14] - The findings highlight significant gender gaps in leadership and technical roles, necessitating coordinated efforts from policymakers and companies to support women's employment [25][36] Summary by Sections 1. Introduction - The report explores women's employment in Azerbaijan, focusing on barriers in male-dominated sectors, particularly transport [36] - It aims to provide recommendations for increasing women's participation and leadership in these sectors [14] 2. Women's Employment in Azerbaijan - Women's labor force participation is 62%, compared to 75% for men, with significant disparities in sector representation [12][54] - Women are concentrated in lower-paying sectors, with only 16.5% in transport and storage, 10.7% in energy, and 7.5% in construction [54][56] 3. Increasing Women's Participation in the Transport Sector - Gender assessments of Azerbaijan Railways and Port of Baku reveal that women account for only 17% and 8% of the workforce, respectively [18][19] - Both companies are committed to increasing female representation, with Port of Baku aiming for 20% by 2030 [20][21] 4. Best Practices on Equal Opportunity - The report presents examples of companies implementing gender equality initiatives, such as technical skills training and inclusive workplace policies [4][8] 5. Recommendations - Recommendations for policymakers include promoting women's participation in STEM fields and strengthening legislation for equal pay [28][29] - Companies are encouraged to implement strategies for gender equality, including targeted recruitment and leadership development initiatives for women [31][32][33]