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 MENA paradox  Progress in HK versus women labor market participation and job preferences  Multiple constraints at work (identified in recent MENA WDR companion paper)  Key gender priority reforms for MENA  Attempts to address constraints  How can DPL help? What are the success factors? 2

Source: Staff calculations based on World Development Indicators,

Source: World Development Indicators (2011) 4

Source: Household Surveys; 1/ Official estimates for national non-immigrant population. 5

YOUTH UNEMPLOYMENT RATES (%) Source: World Development Indicators (2011) 6

SHARE OF EMPLOYED WORKERS IN THE PUBLIC SECTOR (%) Latent participation: When Saudi Arabia’s Ministry of Education opened up a new batch of positions in 2011, applications from women were 4 to 5 times the number of vacancies Source: Household Surveys; 1/ Official estimates for national non-immigrant population. 7

 High unemployment rates and discouragement  Queuing for public sector work  Limited opportunities in the private sector for self- employment  Traditional norms and some laws restrict women’s mobility and choice After their studies, “they stay at home, go apply for companies,get depressed and say why did I waste my time..” “jobs here are only for those who have connections, whoever doesn’t have connections stays at home and doesn’t work.” “Boys move however they want, wherever they want” 8

 Family codes may limit decision-making: head of household laws, permission to work, selecting matrimonial residence, unilateral divorce laws etc.  Low or no legal minimum Age of Marriage Laws for girls may limit decision-making power within the household, with respect to education, work.  Labor laws may limit opportunities: restrictions on industry and hours worked; maternity leave and childcare; legislation that discourages or does not recognize part-time work. 9

 Bolster job creation for all  Close the remaining gender gaps in human development  Foster women’s economic opportunities in the formal labor market and in entrepreneurship  Give women greater voice and legal agency.  Underpinned by careful, evidence-based analysis and policymaking (e.g. Jordan Now) 10

 New gender-disaggregated data: Tunisia Youth Survey, IRAQ IHSES II, YEMEN HBS II  Policy pilots: e.g. Jordan NOW, Morocco CCT, Tunisia youth JSDF pilot (FY13)  Gender-informed and gender-mainstreamed analytical and knowledge products: e.g. Egypt Jobs study, West Bank and Gaza youth, inclusion and conflict policy note  DPLs:  Egypt DPL: women access to finance in Egypt  Upcoming Tunisia DPL: remote social services (women to predominantly benefit) 11

1. Integrate lessons from international experience:  Brazil, Turkey, other experiences 2. Key design factors/ conditions  Underpinning evidence-based analytics crucial ▪ Raise the profile of gender in government agenda ▪ E.g. Estimation of opportunity cost of low participation  Dialogue and ownership needed way before DPL prep. ▪ DPLs most likely harvest low hanging fruits; ▪ In-country champions may need to be empowered first  Programmatic setting often more appropriate; ▪ Gender constraints often of medium-to-long-term nature; ▪ Adopting laws and regulations not enough: change should be real! 12

 Key design factors/ conditions…..  Reform sequencing matters: what are the binding constraints?  Handholding accompanying TA needed in most cases () ▪ Help often needed in multiple fronts (regulatory, institutional, etc.) ▪ DPL pressure may lead to incomplete reforms…  Carefully crafted result framework 13