Result of Service

The consultant is expected to examine existing literature and methodologies to estimate the gender wage gap and prepare a detailed technical paper on equal pay for work of equal value and gender wage gap in the Arab region. The paper should include key recommendations including some at the regional level and some at the country level. The consultant will need to provide all the programming codes used in the econometric analysis (*do files and *dta files), prepared during the course of the assignment.

Outputs and Deliverables

The consultant is expected to commence work upon signing the contract and will be responsible for delivering the following:

• A detailed work plan for developing the technical paper;
• An inception report outlining the conceptual framework for measuring gender wage gap, scoping of data and review of literature;
• A draft paper on the outcomes of the research and detailed analysis;
• Amend and finalize the paper based on the feedback of ESCWA and submit the final paper.

Work Location

Remotely

Expected duration

4 Months

Duties and Responsibilities

The 2030 Agenda for Sustainable Development places great importance on inclusivity and prioritizes gender equality and empowerment of women and girls as essential to its achievement. Goal 5 specifically focuses on attaining gender equality and empowerment for women and girls. However, despite these commitments, gender-based inequalities persist, and the Arab region has yet to meet the targets of Sustainable Development Goal 5 (SDG5). The Arab region has been identified in the 2023 Global Gender Gap Report as having one of the highest gender disparities worldwide. Overcoming the multiple underlying causes of gender inequality remains a significant challenge for the region. Consequently, Arab women continue to face many challenges, including limited access to decent work opportunities, inadequate skills and training, and unequal earnings.

The realization of women’s empowerment is intricately linked to ensuring decent work for all individuals. The 2030 Agenda recognizes this and sets an ambitious goal of achieving decent work for all women and men, as well as equal pay for work of equal value, by 2030. However, the persistent gender wage gap poses a significant and undeniable challenge, hindering women’s economic empowerment and impeding gender equality not only in the Arab region but also globally.

The Gender wage gap is a significant issue that refers to the differences in pay between women and men for work of equal value and is a key indicator of pay discrimination faced by working women. Evidence indicates that women and men tend to dominate different sectors, with feminized sectors often offering lower wages compared to male-dominated sectors. This disparity is evident in sectors such as education, health, domestic work, childcare, elderly care, garment manufacturing, and other service sector jobs. Even within the same sector or company, women are often concentrated in lower-valued, lower-paid occupations, as well as part-time and temporary employment. Factors contributing to this wage gap include gender and regressive social norms, limited representation in collective bargaining, and historical and institutionalized undervaluation of women’s work. Additionally, the “motherhood penalty” plays a role, as research shows that married women with children experience a wider wage gap, higher occupational segregation, and lower wage growth compared to unmarried women without children.

The concept of ‘Equal pay for work of equal value’ advocates for equal compensation for work that is of comparable value or worth, regardless of gender, religion, race or other individual characteristics. This concept is rooted in the principle of pay equity, which asserts that individuals performing similar or comparable jobs, requiring similar skill, effort, and responsibility should receive equal compensation, irrespective of their personal attributes. The principle thereby promotes fairness and contribute to combating discrimination in the workplace. Although many countries around the world have enacted legislation to promote pay equity, women still face wage disparities and discrimination in the workplace.
Gender wage gaps are prevalent in the region, as evidenced by various studies. In Lebanon, women earn 16 per cent less than their male counterparts, even after controlling for factors such as education, experience, and job category. Moreover, men have higher promotion opportunities as they advance in their careers compared to women (ILO, 2019). In Egypt, women earn 8.7 per cent less than men, with the gender wage gap being more pronounced in the private sector compared to the public sector (Khairy, 2015). Empirical evidence from Morocco and Tunisia also reveals significant gender wage gaps, with Morocco having a gap of 49.5 per cent and Tunisia having a gap of 19 per cent. Discrimination against women and undervaluation of women’s abilities in the labor market are identified as key factors contributing to these gaps (Ziroili & Guennouni, 2023; Jeddi & Malouche, 2015).

Considering this backdrop, it is crucial to unpack the gender pay gap and examine the various factors that perpetuate discrimination in compensation based on gender or other personal characteristics. Additionally, assessing how occupational segregation, discrimination, and unconscious bias contribute to the gender pay disparity is important, as well as understanding the overall impact of these factors and gender wage disparities on women’s labor force participation. Furthermore, analyzing the effectiveness of existing legal frameworks and laws in promoting pay equity in the region is essential. In this regard, documenting promising practices from the Arab region and other parts of the world can provide valuable insights for addressing pay disparities and fostering equal compensation in a comprehensive manner.

Against the above-described context, Economic and Social Commission for Western Asia (UN-ESCWA) is seeking to engage a consultant to undertake a piece of research that investigates the issue of pay disparity for Arab women and analyze gender wage gaps from the perspective of ‘Equal pay for work of equal value’ concept and pay equity principle. The research should be submitted as a detailed stand-alone technical paper, clearly outlining the scale of the problem, its root causes, and its implications on women’s economic empowerment in the region. Based on empirical research, the consultant should also incorporate policy prescriptions for Arab States to address the issue of gender wage gap in its entirety and promote pay parity and decent work for Arab women.

Qualifications/special skills

A PhD in economics, econometrics, demography, statistics and/or women’s/gender studies, with experience in measuring gender inequality or related area is required.
At least 7 years of work experience in economic research and in conducting quantitative research using analytical tools, namely STATA is required.
Familiarity with the literature on gender wage gap and knowledge of the economics of gender inequality is required.
Demonstrated experience in gender analysis and understanding of concepts related to gender and labor economics is desirable.

Languages

English and French are the working languages of the United Nations Secretariat; and Arabic is a working language of ESCWA.

For this position, fluency in English is required, and knowledge of Arabic is desirable.

Note: “Fluency” equals a rating of ‘fluent’ in all four areas (speak, read, write, and understand) and “Knowledge of” equals a rating of ‘confident’ in two of the four areas.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.