Title
of Research Paper:
Gender
Inequalities in SMEs and Governmental structures in Kazakhstan
Istileulova Elena
International Policy Fellow 2003
Center for Policy Studies, Central European University and Open Society Institute
Equality is a touchstone of justice,
and together they are in essence of liberty
CONTENTS:
I. Introduction
II. Gender aspects of labor market in transition economy
- general trends
- labor market’s features in Kazakhstan
- possible strategies
III. Research process
- how the research is conducted
- Project’s main goal and objectives
- Sample of Questionnaire
IV. Data Results and Analysis
- A. Small business
- B. Governmental jobs
V. Conclusions and recommendations
References
Introduction
Introduction into the field of gender and economics takes place at three different levels. The
first level is that of theory. A second level is the analysis of the different positions of
men and women in the economy, for example, the division of labor within the family, the
position in the labor market, unequal pay, career possibilities within companies and
occupational segregation. The third level has to do with policy analysis. Attention shifts
here towards the directives, recommendations and action programs originating there. The
analysis of the different groups of men and women in small business will be provided in this
research paper. A policy paper will be presented as a separate document that is resulted from
this analysis. The real life and the survey’s results show that it is the right time to seek
both equality between men and women and gender equality and to discuss policy options for
reducing inequality.
According to Ferber and Nelson, gender is the social meaning that is given to biological
differences between the sexes; it refers to cultural constructs rather than to biological givens
(Ferber and Nelson 1993:9-10). This means that biological differences may matter, but we are
abstracting from them . The focus on gender in relation to economics implies studying another
line of economic research. By using the word “gender”, we concentrate on “the system of social
relations that produces distinctions between males and females” (Klamer 1992:323).
Many differences between men and women, such as those in income, life expectancy, educational
attainment, can be seen and measured; and readdressed. Laws and government policies can be
examined to determine whether there is discrimination against men or women. But the term “gender”
in this research refers to the social constructs – the institutions – that greatly influence our
behavior and interactions.
In this Research Paper the factors that influence employment in the private business are
analyzed, the gender inequalities are defined and compared between with the private sector and
governmental structures. This analysis of Kazakhstan gender inequalities will be based primarily
on this survey on Gender inequality conducted in the private businesses and governmental
enterprises that have been funded by IPF program, in-depth interviews with the different
stakeholders in Kazakhstan, the official statistics on employment.
II. Gender Inequalities of Labor Market in Transition Economies
General trends
Men and women have entered the transition process unprepared to face the loss of job security and
massive lay-offs. The situation at the onset of the transition process reflected the past system,
where women played in most cases a role of second-earners employed in less strategic sectors
within the industrialization led by heavy industries. Despite participation in the labor force
women remained responsible for childcare and family. As a result, many working mothers had less
interest in management positions or engaging in related activities, such as trade unions or
professional associations.
The closure of Soviet factories has resulted in increased unemployment for women and men who had
previously been employed in full-time, permanent jobs in the formal sector. While men often have
remained unemployed for extender periods of time during the transition, women have tended to seek
income through the informal economy . The transition to privatization also resulted in the
elimination of free health care provided by the state and in the restructuring of the state
health care and education systems. These changes led to the decreases in state care-giving
services and, consequently, to increases in unemployment in areas, where women constituted the
predominant labor force. Examples of women’s informal work include self-employed, home-based
workers, street and market vendors, small-scale farmers; and day workers and employees of informal
businesses and small and medium size enterprises.
Changes during the 1990s had negative impact on men and women in terms is of the loss of job
security and employment cuts, but until recently, women took over a large share of the adjustment
costs. This could be explained by the horizontal and vertical segregation of women’s jobs, but
also bye their position as secondary earners, inherited pattern of male dominatedlabor market
institutions (trade unions, chamber of commerce) and policies. The latter reflected a traditional
male breadwinner approach to employment despite high levels of women’s participation in the labor
market in the past.
Entrepreneurship is becoming an important source of job creation and new career opportunities.
There is however, a gender asymmetry in using these opportunities, which is also reflected in how
men and women share the costs of adjustments on the labor market to the market conditions.
The number of women entrepreneurs in all transitional countries is much lower than men. National
studies confirm lower levels of women’s entrepreneurial activity and underline the significance
of gender specific barriers starting businesses. The studies of Bulgaria, Hungary and Poland
indicate that most women businesses are small or micro-enterprises and that many women became
self-employed only due to the lack of other job opportunities. Many women are involved in such
activities as cross-border trade, subcontracting work at home or street trade .
In transition economies, the overall gender trends show that :
1) Until recently women absorbed a disproportionally large share of employment cuts.
2) During the last two years, the available data on transition economies show that men were
more affected than women by employment cuts. It probably reflects the pattern of structural
changes and longer protection of men’s job in industry.
3) Data on sectoral changes and self-employment in selected transitional countries show that
they did not benefit as often as men from job opportunities in the private sector and in
the most dynamic branches of the services sector.
4) In many transitional countries lower unemployment rates reflected women’s withdrawal from
the labor market,
especially in the first phase of the transition process.
5) Despite successes of women-entrepreneurs, men start their own businesses usually twice
as often as women. During the 1990s the gap between men and women in entrepreneurial
activities has widened in most of countries for which data are available
6) Women’s share in part-time employment increased, which could indicate the trends towards
feminization of this market segment. The Gender asymmetry should be seen in the context
of significant differences in the economic situation, process in reforms and policies
in countries and sub-regions .
7) For many women self-employment became the only avenue for paid employment and income. At the
same time, gender specific barriers made it more difficult for women to start own business
in the emerging market environment, under the conditions of unstable market institutions
and weak support for entrepreneurial activities. Establishing gender sensitive policies
supporting SMEs development is a priority of economic policies in transition countries .
8) Gender asymmetry can be seen in employment cuts, sectoral changes of employment and access
to jobs in the private sector. The overall trends show that, until recently, women absorbed
a disproportional large share of employment cuts. Data on sectoral changes and self-employment
in selected transitional countries show that they did not benefit as often as men from job
opportunities in the private sector and in the most dynamic branches of the services sector.
Four general major features emerge as essential in the labor markets of CIS: pervasive labor
hoarding, the importance of social assets, mounting wage arrears, and the mobility of some workers.
The first two features can be considered as forces of inertia, the last two as forces of flexibility.
CIS workers face greatly uncertainty associated with leaving the firm than do workers in other
transition or market economies. Uncertainty is greater in CIS because institutions are weaker and
macroeconomic policy fluctuates more than elsewhere.
The additional characteristics that has to be noted in the transitional labor markets is that women’s
share in part-time employment increased, which could indicate the trends towards feminization of this
market segment. The Gender asymmetry should be seen in the context of significant differences in the
economic situation, process in reforms and policies in countries and sub-regions.
Labor market’s Features in Kazakhstan
During the Soviet system an official poverty and unemployment did not exist in Kazakhstan though
there was a narrow circle of low-income people. The break-up of the Soviet Union and transformation
towards the market economy took place in the country after the 90s with the reformation of the
ownership forms and the changes in the social and labor relations. These processes were accompanied
by hyperinflation, closure of many enterprises, and drastic decrease in GDP. Due to the absence of
the appropriate protection system covering all the society groups a new social phenomenon such as
unemployment has occurred. Poverty and unemployment appeared as a multiple-factor phenomenon which
could not be confronted by the society facing the crisis in economy and lacking the efficient
mechanisms of the social policy. Recession has led to the reduction in employment, and women were
a first group of those who lost the jobs.
Other countries’ experience proves that usually women are not integrated into the labor market as
well as men. They generally have less regular and secure jobs and carry more of the burden of care
for children and other dependants, which mean that there are some gender problems in the labor
markets. In Kazakhstan the principle of equal rights and equal opportunities is guaranteed by the
Constitution of the Republic of Kazakhstan. Paragraph 2 of the Article 14 of the Constitution
says: “No one can be subject to any form of discrimination on the basis of origin, social status,
job position or property ownership, gender, race, nationality, language, religious affiliation,
belief, place of residence or any other kind of distinction”. But in a real life, economic and
social turmoil of transition affected Kazakhstan women at most.
Women of Kazakhstan faced the challenges of economic inequality, changing environmental conditions
and domestic violence in the middle of 1990s. Deteriorating social infrastructure, decreasing amount
of pre-school and nursing establishments, absence of child-care facilities in the workplace
negatively affect the social status of women.
In the foreign literature on transitional economy there is a common reference on an existence of
two alternative models of “transitional” labor market: one model exists in the Central and Eastern
European countries, and the second one – in Russia and the other countries of the former USSR
(the Baltic states are considered as the special interim case) .
In terms of unemployment, women became the most vulnerable group in the labor market of Kazakhstan
at middle and the end of 90s. According to the CIS Statistical Committee, out of 10 fired people
in Kazakhstan, 8 of them were women. Because women’s income in the family’s budget accounts for
about 40%, it means that the family is becoming poorer in the case of loosing a job.
Although women account for more than a half of the Kazakh population, their rights suffer more
often than those of men. This could be observed in all spheres of both political and economic life
of our society. This paper is concentrated on economic rights of men and women in the labor
market. Men constituted 48,16% and 48,1 % of the total population in 1989 and 2003 respectively.
Therefore, women’s population in the year of 2003 was registered at the level of 51,9%. Average
monthly nominal salary rate for females to salary rate for males in 1998 year was 75.7%. At the
beginning of the 21st century, economic situation has been improving a lot compare to other Central
Asian countries, but despite Kazakhstan’s higher level of GDP (per capita $1, 506 in 2001) than its
neighbors, salary rate for females has been permanently decreasing, - women receive less than 70
percent of men’s wage. The last provided statistical data for the year of 2003 and beginning of
2004 show that the average salary’s rate of female to male accounted for 60,8%.
Prior to the transition, earnings and benefits were the main source of income and property and
individual ownership were rare. In the past decade, however, the privatization restructuring of
productive resources has transformed the economic landscape, and women in Central Asia are often
the last to benefit, in part because of the traditional customs whereby men de facto own most
property. Another barrier women face in the growing private labor market is the form of access to
credit, where evidence suggests considerable gender differences. Gender specific barriers include
limited access to networks, financing and markets, which reflect a gender biased privatization
process. Women’s businesses are usually small or micro-enterprises, which indicate that many women
became self-employed only due to the lack of other job opportunities.
During the Soviet era, the significance of women as mothers and workers was greatly emphasized by
the government. It is undeniable that great progress was made in many aspects of women's life.
Healthcare, paid ma¬ternity leave and numerous kindergartens, for example, all testify to this.
In a break with tradition and Islamic norms, women gained custody of their children after divorce.
Because of greatly improved healthcare, women made up over half of the population for the first time.
The literacy rate of women in Soviet times was almost 100 per cent. The majority of doctors,
chemists and biologists in Central Asia were women, a feature unusual even in many western countries.
The high level of women's employment was proclaimed as a supreme achievement of developed socialism
although at the same time scarce social bene¬fits for mothers, employment of women in manual and
heavy jobs and poor pro¬gress in social questions led to above average high burdens on women.
Looking at the data with the main indicators of labor market in Kazakhstan in 2003 we can see the
following picture:
under construction
Statistical information provides that the level of unemployment for women is extremely high and
accounts for more than 10% compared to 7,2% of men’s unemployment.
At the same time, looking at the data for employed population by the status of employment, we
can see the gender differences in terms of the governmental and non-governmental jobs and the
differences in preferences for men and women here.
under construction
First, women prefer to be employed in the governmental jobs due to the more secure jobs.
Second, among the self-employed population women belong to the major part of population due to
the employment in the categories of non-paid members of families and self-employed workers.
In the category of self-employed workers women are more often hired as a more hard-working and
the less-paid employees. Third, the attention should be paid to the employers in self-employed
people, because this is a category of the owners of small businesses. It is clear that men account
for 48633 thousand owners in small businesses which is 3 times higher than the number of women
(16397 th. people). The research data will show why exactly it happens.
under construction
From the above statistics, we can see that the level of women’s employment in the small
businesses is still very low, - 34% only from men’s employment, despite the women’s level of
economic activities is very high and accounts for 65% from economically active population.
There are some new features that have appeared in the labor market of Kazakhstan since the
end of 1990s that have to be taken into account under policy’s recommendations:
- the old model of the sole breadwinner having someone at home taking care of his children
and private life is not the norm any more. With the occurrence of a market economy, there
has been a serious shift towards a dual breadwinner model
- women are more involved into a small business due to the high unemployment
(more than 10% in 2003) and become very often a very successful entrepreneurs
- since the social support system in Kazakhstan has been gradually reduced after
its independence (after 1991 year), women started to work on the equal conditions with
men and have family responsibilities combining with their responsibilities in the labor
market.
- The decline in public employment and the growth of a highly unregulated and
informal private market for labor (that provides up to 40% of the total employment in
the labor market)
- The old centralized system of wage setting has been replaced by a more decentralized
system of plant negotiations or collective bargaining.
Therefore, the relevant strategy should exist today in a labor market to achieve the goal of
gender equality, especially in a field of the small businesses in the labor market of Kazakhstan.
Possible strategies
The focus on equality of opportunities in labor market of transitional economies should be focused
on two things:
- first, equality of outcome’s across gender reflects a particular view of gender “equity”
or fairness, and
- second, equity requires men and women to be free to choose different roles and outcomes,
depending on their preferences and their comparative advantage in performing different
activities. Inequality of opportunities and unequal treatment across gender often
refereed to as gender discrimination.
The following overview comprises the main characteristics of three approaches towards gender
equality based on differences in diagnosis, in the attribution of causality, in prognosis and
in the resulting call for action .
Making analysis of these three strategies, we can see that the strategy of equal treatment is
initially assumed that there are some inequalities in laws which are not true. In Kazakhstan
the principle of equal rights and equal opportunities is guaranteed by the Constitution of the
Republic of Kazakhstan. Paragraph 2 of the Article 14 of the Constitution says: “No one can be
subject to any form of discrimination on the basis of origin, social status, job position or
property ownership, gender, race, nationality, language, religious affiliation, belief, place
of residence or any other kind of distinction”. But in a real life, economic and social turmoil
of transition affected Kazakhstan women at most.
Out of these suggested strategies we can be more concentrated either on specific equality
policies or on the gender mainstreaming strategy in Kazakhstan due to the most appropriate
characteristics.
III. How the research is conducted
The project’s objectives. The main goal of the project is to become more familiar with the
microeconomic situation in small-size enterprises in Kazakhstan from gender aspects and
define the main problems and constraints.
This overall goal will include the following specified objectives:
- to examine the influence of market transition reforms on SMEs from gender prospective
- to identify which constraints exist in small business and whether the problems
in small business are different for men and women
- to compare the problems in terms of gender inequalities in the governmental
jobs and in small businesses
- to develop a policy paper on program strategies in the field of gender policy
Research and data’s collection.
All research involves the collection and analysis of data, whether through reading, observation,
measurement, asking questions, or combination of these or other strategies . In general, the
research process boils down to three essential operations – searching, reading, and writing.
All three of these operations demand constant exercise of good judgment as well as competence
in dealing with language .
Most everyday research begins not with finding a topic but with confronting a problem that has
typically found you, a problem that left unresolved means trouble. When faced with a practical
problem whose solution is not immediately obvious, you usually ask yourself a question whose
answer you hope will help you solve the problem. But to find that answer, you must pose and
solve a problem of another kind, a research problem . The research questions in the research
process are designed in the following order:
1) Formulation of the overall question
2) Formulation of specific research questions
3) Formulation of sensitizing on concepts
4) Selection of research groups with which to study the question
5) Selection of appropriate designs and methods
6) Evaluation and reformulation of the specific research questions
7) Collection of data
8) Evaluation and reformulation of the specific research questions
9) Analyzing the data
10) Generalization and evaluation of the analyses
11) Formulation of the findings
General design issues.
Design is concerned with turning research questions into projects. This is a crucial part of
any enquiry.
Manstead and Semin (1988) make the obvious but often neglected point that the strategies and
tactics you select in carrying out a piece of research depend very much on the type of research
question you are trying to answer. They adopt a river-crossing analogy. The task of crossing
the rivers corresponds to the general research focus. Specific research questions are analogues
to asking how many people want to cross the river; the frequency with which they want to crosee;
the current of the river, etc. The choice of research strategy is akin to a choice between
swimming, walking , flying or sailing across. The research tactics (or methods of investigation)
concern the particular type of boat, bridge, aircraft, etc.
Hakim (1987), in one of the few books which focuses on design issues across a range of social
science disciplines, makes a comparison between designers of research projects and architects,
and then goes on to extend this to suggest that those who actually carry out projects are like
builders. In small-scale research the architect-designer and builder-enquirer are typically
one and the same person.
There are three traditional research strategies:
1) Experiment: measuring the effects of manipulating one variable on another variable
2) Survey: collection of information in standardized form from groups of people
3) Case study: development of detailed, intensive knowledge about a single case, or of a
small number of related cases.
There is another particular research approach with the term Field studies, or field research.
For social anthropologists, for example, fieldwork is synonymous with the collection of data
using observational methods. Some social scientists also use the term to refer to the c
ollection of data using a social survey (Moser and Kalton, 1971), although for others it is
much close to case study: the term field research will be used…to incorporate different
theoretical perspectives and to explore the relationship between a variety of different
methods. It covers what is colloquially known as participant observation, instructed
interviews and documentary methods: although depending on the problem at hand other
approaches can be used (Burgess, 1984a, p.4).
Questionnaire. In the practice of actual social research – variables are often operationalized
by asking people questions as a way of getting data for analysis and interpretation. That is
always the case in survey research, and questions are often used in experiments, field
research and other modes of observation.
Questionnaire represents a common and concrete illustration of the operationalization process,
and collection of questions, but an examination of a typical questionnaire will probably
reveal as many statements as questions. This is not without reason. There are two
options: open-ended questions, in which case the respondent is asked to provide his or her
answer to the question. In the other case, closed –ended questions, the respondent is asked
to select an answer from among a list provided by the researcher.
The Questionnaire provided below is used in this given research process for the social
survey. It consists of mainly the closed-ended questions.
Research project. The program of research.
Gender Inequalities in Private Business and Governmental structures in Kazakhstan
Subject of research – economic gender inequalities in the labor market of Kazakhstan
Îbject of research - employees (men and women) of Kazakhstan in small businesses and
government sector. These categories include the owners and employees of small businesses
and employees of the state enterprises.
Purpose of research– identify the current gender inequalities in the labor market o Kazakhstan
and prepare an analysis of the current situation in small business
The project’s goal and objectives. The main goal of the project is to become more familiar
with the microeconomic situation in small-size enterprises in Kazakhstan from gender aspects
and define the main problems and constraints for men and women in small business.
This overall goal will include the following specified objectives:
- to examine the influence of market transition reforms on SMEs from gender prospective
- to identify which constraints exist in small business and whether the problems in small
business are different for men and women
- to compare the problems in terms of gender inequalities in the governmental jobs
and in small businesses
- to develop a policy paper on program strategies in the field of gender policy
The following hypotheses were made:
Hypothesis 1: In the private sector (small business) women have more inequalities than men
Hypothesis 2: In the private sector (small business) women have more inequalities than in the
governmental sector
Hypothesis 3: In small business women and men spend more time (working hours) than in the
governmental jobs
Geography of research and sample survey.
The survey was conducted in several stages:
- the pilot survey was conducted among the employees and owners of small businesses
in the city of Almaty
- after the pilot survey was done and analyze, some questions were corrected, and
the amended questionnaire were distributed in the Exibition on Textile (in the city
of Almaty as well). This special exhibition is conducted with the invitation of all
small businesses where there is a biggest concentration of small businesses from all
regions of Kazakhstan
- the interview and semi-structural interview were conducted in the City Incubator
of small businesses and the City Akimat’s Department of small business
- Questionnaire was distributed among small businesses in the Almaty City incubator.
- The state enterprises were also involved into a survey process. Questionnaire was
mailed and faxed to the remoted regions of Kazakhstan like Karaganda, Uralsk,
Aktubinsk (mainly the enterprises of energy sector). Due to the several trips to
the south of Kazakhstan like Taraz, Chimkent, Astana, the questionnaire was
distributed among the small enterprises and the state energy sector’s enterprises.
- Questionnaire was also distributed during the Congress of Entrepreneurs
(by the special agreement with the City Akimat of Almaty)
Besides the main division in Questionnaire (men and women; small business and the
governmental jobs), there were also the categories of employees and employers of both
small businesses and governmental jobs.
The sample Questionnaire is provided below.
IV. Research process. Sample Questionnaire that was used during the process of Research
in Kazakhstan (during 2003 – 2004 years)
Dear respondents!
A fellow of the Open Society Institute (Hungary) conducts this survey dedicated to the
general estimation of gender inequality problem (inequality between men and women) in
the labor market of Kazakhstan. We would appreciate a lot if you can fill this
Questionnaire and make your contribution into development of this direction. Your
answers will be used for analysis of the gender inequalities on the labor market of
Kazakhstan and be published in the site www.policy.hu.
QUESTIONNAIRE ON ECONOMIC INEQUALITIES IN SMALL BUSINESS AND GOVERNMENTAL SECTORS
Please, mark by “v” the correspondent version of your answer or put your comments in
the written form
Do men and women have the equal opportunities in Kazakhstan’s labor market?
• yes
• no
• not always
• I do not know
Whether you or your relatives became the witnesses of the gender inequalities in
labor relations?
• yes
• no
• I do not know
In your opinion, how are the inequalities in labor relations can be expressed in
terms of gender:
• Different salary’s level is suggested under the employment to the same
position for men and women
• Men and women have the different opportunities under the career’s promotion
• In different opportunities to improve the professional level (access to the
professional re-training program, in the educational opportunities and
participation in training programs, etc)
• In the working conditions
• In additional working load not connected with the direct duties
• In the possible sexual harassment
• Other things _______________________________________________________________________
Your job:
1. Your work collective:
Mainly women’s dominated
Mainly men’s dominated
Mixed
2. In which group you are more comfortable to work:
Predominantly in woman’s environment
Predominantly in men’s environment
Doesn’t matter
3. Do you think that the best Manager is:
• A man
• A woman
• Doesn’t matter
4. Increase of wage in your job take place more for
• Man
• Women
• Doesn’t matter
5. Under the employment opportunities the best chances in your job have
• Men
• Women
• Doesn’t matter
6. Which qualities do you have that are appreciated in your work?
Technical skills (please, put some examples)_______________________________________
Ability to professionally negotiate with people
Education that is necessary in this field
Useful connections
Other (please, clarify)___________________________________________________
7. Your salary level
• Less than $150
• From $151 to 300
• From $301 to 500
• From $500 to 1000
• Higher than $1000
8. How would you estimate your financial conditions for you family?
• Income less than $50 US dollars per each member of your family
• Income from $51 to $100 US dollars per each member of your family
• Income from $101 to 150 US dollars per each member
• Income from $151 to 200 US dollars per each member
• Income from $201 to 300 per each member of your family
• Income from $301 to $500 US dollars per each member
• Income from $501 to $1000 US dollars per each member
• Income higher than $1000 US dollars per each member
9. If you work on a full-time basis, how many hours do you spend in your work
place during a day in average?
• Less than 4 hours
• From 4 to 6 hours
• 8 hours
• From 8 to 10 hours
• From 10 to 12 hours
• More than 12 hours
10. If you are a currently employed person, would you like to start your own business
some time in the future?
• yes
• no
• do not know
11. If yes, what are the barriers?
• No money
• No access to the credit funds
• I am afraid responsibilities
• Racket
• Taxes
• Other things ____________________________________________
12. Do you have an additional job (on a paid basis) ?
• Yes
• No
• From time to time
13. Would you like to get an additional job?
• Yes
• No, one is enough
• I have an additional job
• I have two additional jobs
14. Do you have any trade union or any organisation that is responsible for protection of your
rights as an employee ?
• Yes
• No
• do not know
15. Would you like to have a trade union or any other organization that would protect your
labor rights?
• Yes
• No
• I do not know
16. What do you lack on your work to fell yourself more comfortable?
• Promotion in career
• Improvement of working conditions
• Opportunities to show my individuality
• Other __________________
17. What do you lack to open your own business?
• Desire
• Education
• Useful connections
• Money
• Knowledge of legislation
• Other __________________________________
18. How would you spend your free time during the weekends?
• There is so much work, so I work during weekends
• Family’s responsibilities take all my free time
• I spend it by watching TV
• Active entertainment (restaurants, disco, parties, etc)
• Go to the nature
• Sport
• Reading books
• Looking after children
• Other _________________________________
19. Do you have the opportunities to go to the vacations during a year?
• yes
• yes, but at my own account
• yes, but I am not asked whether I can do it at this time or whether I want it
• no
• Other ___________________________________________
20. How would you spend your vacation time?
• There is no vacations because of the intense working load
• I spend it at home
• Go abroad
• Go to the nature
• I do repairing work and other things at home
• Other ___________________________
Social-demographic parameters of the respondent:
1. your gender:
man
woman
2. Age: ________ (please, put)
3. Nationality : _____________ (Please, put)
4. Family status:
• married
have never been married
• divorced
• I am in civil marriage
Widow/widower
5. Members of family:
____________ people (Please, put it in)
6. Education:
• Average
• Special average
• Not completed higher
• Higher
• Two higher education
• More than two higher educations
7. Form of the property of your enterprise:
State
Private
Mixed
I do not now
8. Your social status:
Owner of enterprise ,
Hired Manager of enterprise
• Co-owner( shareholder)
• Employee
• Other _______________
9. Was it interesting to participate in this survey?
• yes
• no
10. Would you like to add something or make comments on this topic of research?
___________________________________________________________
___________________________________________________________
Many thanks for your time and your input that help us to assess the situation on gender
inequalities!
IV. Data results and analysis
A. MEN AND WOMEN IN SMALL BUSINESS
This social survey was conducted by using the questionnaire provided above. This part of analysis
is related to the small business sector only. The division for the data results is made separately
for men and women. There was the following representation of women (Graph 1): Employees – 90,9%;
women-owners – 9,1%
At the same time the men-owners represent 42,9 % out of a random sample, whereas men-employees
account for 57,1%.
Graph is under construction
From these 2 graphs of random sample it is clear that men-owners dominate in the small businesses
(42,(%) compared to women (9,1%). Women work in small business mainly in the quality of hired
employees.
The Questionnaire starts from the following question: Do men and women have the equal
opportunities in Kazakhstan’s labor market?
The majority of men who work in small business have much more optimistic view on equal
opportunities in the labor market than women. Only 14% of women think that there are equal
opportunities in the labor market in small business compared to men (41%). The other answer
“not always” is more specific and here is more men (32%) and more women (63%) think that
there are not always the opportunities that exist for men and women. Almost the same
proportion of men (24%) and women (23%) think that there are no equal opportunities in
labor market for men and women.
Graph is under construction
The second question Whether you or your relatives became the witnesses of the gender inequalities
in labor relations? show that 32% of women and 26% of men directly faced the real situation of
inequalities in labor relations (see graph 5 and 6).
Graph is under construction
Moving to the specific questions on the economic and other inequalities In your opinion,
how are the inequalities in labor relations can be expressed in terms of gender: with the listed
options for
• Different salary’s level (1)
• career’s promotion (2)
• access to the professional re-training program, etc (3)
• In the working conditions (4)
• In additional working load (5)
• possible sexual harassment (6)
• other (7)
Women consider that they have much less career promotion (1st by hierarchy), working conditions and
possible sexual harassment (every 3rd woman). Men perceive the labor inequalities in inequalities
in career promotion (23%), difference in salary’s level (19%) and in the working conditions (15%).
Graph 8. Graph is under construction
In terms of the gender construction it is mixed almost in all enterprises. But in terms of
preferences In which group you are more comfortable to work: more than 50% answer that it doesn’t
matter for them, whereas on the question who is the best Manager, the majority of men and women
answer that the prefer to have man as a Chief.
The answers on the growth in salary’s level indicate that 28% of women vs. 23% of men think that
it happen more often for men, whereas about 52% of women) to 59 % of men think that it doesn’t matter.
Graph 9. Graph is under construction
Graph 10.Graph is under construction
Under finding the jobs, the majority of respondents think that it doesn’t matter and depends on
individual skills, whereas women think that in their sector of economy they have much better chances,
than men do. At the same time men think the same way.
Graph 11 & 12. Graphs are under construction
Comparing the official level of salary (income) for women, the results show that 51% of women
have the level which is less than $150 US dollars (twice bigger then men) which is lower than
the average income’s level in the republic, only 27% have the level between $151 US to 300 US
dollars; the equal share of women (10%) have the income between $301 to 1000 US dollars,
and only 2% women show that the level of their salary is more than $1000 US dollars.
Graph 13
Graph is under construction
Graph 14 for men’s level of salary show that 26% of men get lower then $150 US dollars,
36% get the range between $151 to 300 US dollars, and at the same time 6% of men received
more than $1000 US dollars’ per months (compared to 2% only for women)
Graph 14.Graph is under construction
Coming to the number of hours spent at work, the suggest range varies from
• Less than 4 hours
• From 4 to 6 hours
• 8 hours
• From 8 to 10 hours
• From 10 to 12 hours
• to More than 12 hours
Graph 15 (women).Graph is under construction
Women show that 41% spent from 8 to 10 hours a day; and 2% work more than 12 hours a day,
whereas 9% of men spend more than 12 hours working in their small businesses and 18 % of men
work from 10 to 12 hours a day.
Graph 16 (men).Graph is under construction
In order to compensate the low salary, men will work an additional hours somewhere else,
26 % of men (7% of women) have the second job and 17 % have some additional work occasionally.
Women have more chances for occasional jobs than men (44%) to compensate their low income.
Graph 17 (men)Graph is under construction
Question on whether women want to have their own business show that 46% from them
(vs. 65% of men) want to have their business (under 34% of those who do not know yet).
Graph 18 (women) & 19 (men).Graph is under construction
and the specific barriers that are listed by women are the following:
Graph 20.Graph is under construction
What do you lack to open your own business?
• Desire (1)
• Education (2)
• Useful connections (3)
• Money (4)
• Knowledge of legislation (5)
• Other
Both men and women mainly have the same barriers, and there are no specific gender-related
inequalities. The first reason is money (46%), in other words the absence of the financial
funds and access to credit resources, knowledge of legislation (17%) and useful connections
and education in this business (12%). Men have the same problems as women do in the labor
market.
Graph 21.Graph is under construction
The interesting fact here is that women in small businesses are more educated than men
(they have 2 higher education and sometimes even 3). Also men and women complain –
(more than 90 %) that they do not have any trade union or other organization that could
protect their rights as employees (despite the fact that there are many Professional
Associations in small business).
B. GOVERNMENTAL JOBS (WOMEN)
For the governmental women employees, it is basically the same structure of answers,
but for the same 1st question it is much less optimistic, which is the indicator that
in government business the situation may be worse in terms of equal opportunities than
in small business in the labor market of Kazakhstan
Graph 22.Graph is under construction
From Graph 22 you can see that the majority of women either say that there is no equal
opportunities (17%) or they not always exist (45%) or simply they do not know.
Graph 23 also proves these opinions, that women know the real-life stories of inequalities
or faced them directly.
Graph 23.Graph is under construction
Graph 24 show that the majority of women (28%) tell that there are different opportunities
of professional growth. Career promotion and an additional work load are equally distributed
(18%). The other inequalities are distributed equally.
Graph 24.Graph is under construction
It should be noted that all women in governmental sector would rather prefer to work under
the man’s supervision (40%) or it doesn’t matter for them (60%).
Graph 25.Graph is under construction
In terms of growth in salary’s level and the hiring governmental employees (Graph 26&27),
80% show that it doesn’t matter (the level in governmental jobs is the lowest in the republic
compare to the private sectors)
Graph 26.Graph is under construction
Graph 27.Graph is under construction
Graph 28.Graph is under construction
This graph show that the education and the useful connections are qualities that are needed
to work in governmental sector. Compare to small business where they indicate that the skills
and the abilities to talk to people are the most important things in small business, it could
indicate that the situation here is different.
Graph 29 This graph show that women spend their normal hours for 8 hours a day or work from 8
to 10 hours (about 30% %). The work here is much less intensive than in small business.
80% of women answered positively that they would like to start their business.
Graph 30.Graph is under construction
The specific barriers for women in governmental sector prevail them from opening of small
business due to the more secure jobs and the second, because of no money and credits available.
The answers are therefore, distributed in the following way:
Graph 31.Graph is under construction
- No money (64%)
- No access to the credit funds
- I am afraid of responsibilities
Graph 32.Graph is under construction
Even in the governmental sector there is no trade unions that could defend the working rights of
employees, except some few cases.
Graph 33.Graph is under construction
The results show that the lack of credit resources and funds is the major factor that prevail
opening the small businesses, but the second reason is due to the absence of desire.
Graph 34 During the weekend the women-employees spend their time by doing:
• Family’s responsibilities take all my free time (2)
• I spend it by watching TV (3)
• Go to the nature (5)
• Active entertainment (restaurants, disco, parties, etc) (4)
The following hypotheses were made at the beginning:
Hypothesis 1: In the private sector (small business) women have more inequalities than men.
Basicly, number of inequalities do exist, but they are specific for women and men. In terms
of salary level and sexual harassment (for women) and in terms of working hours (for men)
Hypothesis 2: In the private sector (small business) women have more inequalities than in the
governmental sector.
The results of the survey suggest that both sectors have inequalities, and it seems that the
number of inequalities in governmental sector even exceed the number of inequalities in the
private sector.
Hypothesis 3: In small business women and men spend more time (working hours) than in the
governmental jobs
The results prove that it is true, that in small business the employees and employers work
more hours.
Recommendations:
1) It is obvious that the small business lacks access to the credit funds and resources.
The program of microcredits or an easy access to the funds should be suggested by the
government
2) The absence of mechanism to protect the rights of employees is negatively reflected in
both small business and governmental sector
3) Since the whole range of listed inequalities exist in both sectors (in small business
and governmental sector), there are some policy recommendations in terms of introduction
of Special EQUAL OPPORTUNITIES programs.
4) Additional Policy Paper is prepared in terms of recommendation for this particular study