Knowledge Series Tourism for Development Women and Tourism: Designing for Inclusion Produced with support from FIAS Development Partners: © 2017 The World Bank Group Rights and Permissions 1818 H Street NW The material in this publication is copyrighted. Copying Washington, DC 20433 and/or transmitting portions or all of this work without Telephone: 202 473 1000 permission may be a violation of applicable law. The World Internet: www.worldbank.org Bank encourages dissemination of its work and will normally grant permission to reproduce portions of the work promptly. This volume is a product of the staff of the World Bank Group. 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Through the FIAS program, the World Bank Group and donor partners facilitate investment climate reforms in developing countries to foster open, productive, and competitive markets and to unlock sustainable private investments in sectors that contribute to growth and poverty reduction. The FIAS program is managed by the World Bank Group global practice. This paper is authored by Louise Twining-Ward and Vera Zhou, and reviewed by Yeganeh Aghazamani, Martine Bakker, Jennifer Bartlett, Carolyn Cain, Lucy Ferguson, Noa Gimelli, Hannah Messerli, Bernard Micallef, Hermione Nevill, Ceci Sager, Talia Salem, Damien Shiels, and Anna Spenceley. 4 WOMEN AND TOURISM: DESIGNING FOR INCLUSION “We cannot all succeed when half of us are held back.” - Malala Yousafzai1 This preparatory World Bank paper on tourism and gender explains the rationale for integrating a gender lens into tourism development projects. It also includes a set of resources designed to help development professionals and project managers get started and find necessary data.* This paper paves the way for more in-depth operational research and data collection on what works for empowering women in the tourism sector. Many advancements have been made in empowerment of women, but women are still far from enjoying the same basic rights, privileges and benefits that men do. Women still earn much less than men, do a disproportionate amount of housework, have fewer rights, less social mobility, and limited access to resources. Research by the World Bank shows that women lag behind men in nearly all measures of economic opportunity in every country in the world.2 These inequalities are even more extreme in low income countries. Achieving greater gender equality is a critical step toward the World Bank Group’s (WBG) goals of ending extreme poverty and boosting shared prosperity, and tourism is one pathway towards achieving these goals. The importance of gender equality and the empowerment of women and girls have been underscored in the 2012 World Development Report3 and the United Nations’ Sustainable Development Goal 5 (SDG 5). In 2015, following the adoption of the SDGs, the WBG published a new Gender Strategy for 2016 to 2030. This strategy focuses on how the WBG can move beyond gender mainstreaming toward greater transparency on the gender-based outcomes of projects in client countries. It outlines four strategic objectives for enhancing women’s economic empowerment: i) improving human development, ii) removing constraints for more and better jobs, iii) removing barriers to women’s ownership of and control over assets, and iv) enhancing women’s voice and agency.4 To operationalize these objectives, the strategy calls for stronger research and evidence about what works for gender equality, and for more private-sector partnerships for effective gender outcomes. * WBG Gender specialists who want more information about working with tourism should refer to the Sustainable Tourism Global Tourism Solutions Group. http://globalpractices.worldbank.org/gsg/SustainableTourism/Pages/en/GSGSolutionHome.aspx 5 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Contents The Current State of Gender Equality 8 Tourism’s Comparative Advantage for Women 10 The Ongoing Challenge for Women in Tourism 12 The Knowledge Gap 14 Preliminary Guidelines for Applying a Gender Lens at Each Project Stage 16 Step One: Analysis 19 Step Two: Actions 22 Step Three: Monitoring & Evaluation 26 Key Takeaways and Next Steps 30 Additional Resources 33 End Notes 34 6 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 7 WOMEN AND TOURISM: DESIGNING FOR INCLUSION The Current State of Gender Equality Inequality persists around the world Gender equality matters because basic human rights should women may not be formalizing their businesses, due to lack be equal for everyone, independent of their sexual identity.5 of access to resources and the complex procedures involved Women around the world are far from being equal to men as that favor those with education, connections and more time. the following research highlights: Women are also disadvantaged because they tend to be time poor - having to combine the demands of their business with Female labor force participation is low around the world: domestic tasks - and have lower literacy levels. Just over half of women of working age are participating in the labor force. This varies from about 30% in South Asia to more Women are over-represented in manual or low than 60% in Sub-Saharan Africa. productivity sectors, such as agriculture, and underrepresented in high-productivity sectors, such as Globally, women earn less than men, earning on average business services. International Labour Organization (ILO) 60 to 75 cents for every one USD of men’s income.6 Women data also show that women are more likely to be in marginal that are working generate on average 37% of the world’s GDP. part-time work.10 In some regions, this contribution is even lower. The share of regional economic output generated by women in India is Women are more likely to seek part-time or flexible only 17% of the national output. In the Middle East North Africa positions. Women are frequently caretakers making it difficult (MENA) region it is 18%. In North America and Oceania, China, for them to work in jobs with rigid work schedules. Therefore, and Europe and Central Asia, women generate 40-41% of the women regularly seek more flexible jobs, which tend to pay GDP.7 less, in order to be available to care for their children, parents, and other members of the family.11 Women are less likely to own their own businesses. Even when women own businesses, it is harder for them to Women are less likely to be promoted to managerial get the necessary financing to expand. International Finance positions. Fewer women end up on a leadership career path. Corporation (IFC) estimates that in developing countries 70% ILO data show that men are almost three times as likely as of women-owned small and medium enterprises are unserved women to hold leadership positions, such as legislators, senior or underserved by financial institutions, resulting in a credit officials, and managers.12 gap of $285 billion USD.8 A 2015 study by McKinsey found that narrowing the gender Women have trouble growing their businesses from gap could double the contribution of women to global GDP micro to small- and medium-sized formal businesses. A between the years 2014 and 2025. They concluded that in a 2009 IFC Gender and Investment Climate Reform Assessment ‘full potential’ scenario in which women participate in the found women own just 16% of formalized businesses despite economy identically to men, $28 trillion USD (26%) could be being 48% of the labor force in East Timor.9 The study found added to annual global GDP by 2025.13 8 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Progress in closing the gender gap in advanced economies is significant. The Economic Case for Gender Parity Progress in closing the gender gap in advanced economies is significant. In the United States, women-owned firms are growing at more than double the rate of all other firms, $28 trillion contributing nearly $3 trillion to the U.S. economy, and are of additional annual GDP in 2025 in directly responsible for 23 million jobs.14 In 2011 in emerging the full-potential scenario of bridging markets, female entrepreneurship is also increasing: there are the gender gap — equivalent to the thought to be 8 to 10 million formal SMEs with at least one combined U.S. and China economies woman owner, up from 5 million in 1997.15 today. Evidence from Nepal, France, Turkey, Uganda, Botswana, $12 trillion Japan, Mauritius, and the United States shows that when could be added in 2025 if all countries women are socially, economically, psychologically, physically, matched their best-in-region country and politically empowered, there can be many positive in progress toward gender parity. impacts that are multiplied at the household and community levels, including:16 Equal to two times the likely contribution of women to global GDP growth in the • Economic independence (sense of freedom from male/ business-as-usual scenario. family control); • Ability to afford permanent housing or property; • Ability to send children and/or siblings to school; • Opportunities for entrepreneurship; • Development of skills; • Increased self-esteem, self-respect, happiness, and self-confidence; • Improved control over their own and/or children’s future; • Increased social status; • Creation of community cohesion; and • Representation in social groups within community. Source: McKinsey, 2015 9 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Tourism’s Comparative Advantage for Women Why travel and tourism offers more benefits Travel and tourism have been proven to provide women with more opportunities for empowerment compared to other industries, giving the sector increased responsibility for the advancement of women. According to the UN Global Report on Women and Tourism 2010 by World Tourism Organization (UNWTO) and UN Women, tourism provides better opportunities for women’s participation in the workforce, women’s entrepreneurship, and women’s leadership than other sectors of the economy.17 Many studies report that women benefit from their interactions with other cultures, which are facilitated by tourism. Women interviewed for a study in Costa Rica, Belize, and Honduras viewed working in tourism very positively, saying that tourism provides them with a much better life than other paid work in the dairy or citrus fruit industries. Younger women also mentioned that it was a great way to earn a living, and an opportunity to meet a diverse array of people and gain more confidence through these interactions.18 According to ILO’s 2010 analysis of developments and challenges in the hospitality and tourism sector, women made up between 60% to 70% of the labor force in the hotel sector.19 In the Philippines, 58% of workers in the accommodation and food industries are women.20 Not only are women employed in tourism, they have more opportunity for advancement. A study in Bulgaria revealed that 71% of managers and administrators in tourism are women compared to just 29% in the country as a whole. This is further reinforced by a 1997 European Union study, which discovered that women held 63% of management positions in tourism.21 10 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Many studies report that women benefit from their interactions with other cultures, which are facilitated by tourism. In some countries, tourism has almost twice as many women It also found that women are more likely to run private sector employers as other sectors, offering significant opportunities associations and lead NGOs on tourism than in other sectors. for women to run their own enterprises. In Indonesia, Malaysia, the Philippines, and Thailand, more than half of tourism A number of private sector travel organizations have helped businesses are run by women. In Latin America, 51% of tourism support these trends. For example, Hilton Worldwide businesses are managed by women, more than double the formalized its Women in Leadership strategy, which helps proportion in other sectors. In Nicaragua and Panama, more build a talent pipeline of next generation women leaders. than 70% of business owners are women, compared to just The Hilton strategy’s key initiatives include a signature over 20% in other sectors.22 women’s leadership development program, an executive committee networking program, a women’s mentoring Explanations for the tendency for women to be more program, and year-round networking opportunities. represented in tourism than in other sectors vary, but it may Women now represent 51% of Hilton’s U.S. employees.24 be due to the following unique characteristics of the tourism Similar programs to enable female leaders and support all sector: female staff are found at other major brands like Marriott • Less emphasis on formal education and training; International, where women comprise 55% of its U.S. workforce and 41% of executive officers. Marriott’s programs • Greater emphasis on personal and hospitality skills; include the Emerging Leader Program, Diversity & Inclusion • Higher prevalence of part-time and work-from-home councils, women’s networking groups, paid maternity and options; parental leaves, adoption assistance, infertility coverage, • Increased options for entrepreneurship that do not new parent coaching, tuition reimbursement, and workplace require heavy start-up financing; and and scheduling flexibility options.25 Individual hotels are also • Opportunities through the sharing economy for women demonstrating leadership in the empowerment of women. through online platforms, such as Airbnb, Uber, and Vacation Rentals by Owner (VRBO). The Alzalaï Grand Hotel in Mali (an IFC-supported property) offers job-specific training and life coaching for women Illustrating this point, it is estimated that more than one through its training academy. In 2014, 55% of interns were million women host on Airbnb, making up 55% of the global women. The hotel also formalized a tripartite partnership Airbnb community, and 59% of the platform’s top hosts agreement between women processors of local products called Superhosts. In 2016, more than 200,000 women hosts and the Centrale d’Achat et de Distribution, which connects worldwide each earned at least USD5,000 from Airbnb. Alzalaï’s four hotels in Bamako and the local market.26, 27 The typical Airbnb annual income for a woman host is Similarly, the share of women working at the Shangri-La hotel USD2,015. In addition to earning income, many women host in the Maldives (also an IFC-supported property) is twice the for the social benefits like friendships and cultural exchange.23 average for the hotel industry. Ten percent of core head-office Women are more likely to have a leadership voice in tourism functions (including managers, supervisors, accountants, governance than in other arenas. The UN Global Report on administrators, and sales and marketing staff) are held by Women and Tourism 2010 found that women are more likely to be Maldivian women, comprising at least 8% of all management government ministers in tourism than ministers in other areas. and supervisory staff, which is twice the national average.*28 *In the Maldives, hotel staff need to live at the resorts where they work because they are generally located on remote islands, but it is not culturally acceptable for women to do so. Shangri-La has access to a local community with a good population base, which makes it easier to hire women. 11 WOMEN AND TOURISM: DESIGNING FOR INCLUSION The Ongoing Challenge for Women in Tourism Room for improving tourism’s empowerment of women Despite advancements for women at Key persistent challenges in the tourism sector include: some destinations and brands, significant • A high degree of gender-role stereotyping with women often to be concentrated in lower-paid spa, clerical, and inequlity persists. cleaning jobs; Women continue to be paid less and are underrepresented • Underrepresentation of women in more lucrative in certain tourism occupations and management levels. professions, such as tour guides, chefs, and land-and The UN report on women in tourism shows significant regional water-transportation positions; variation in pay with women still typically earning 10-15% less • Widespread disparities in women’s access senior technical than their male counterparts.29 and managerial roles; • Discriminatory laws and practices in many countries In the MENA region, a World Bank study found that that prevent women from working on or starting their women are greatly underrepresented in the tourism sector. own businesses; Only 5% of firms have a female managing director and only 4% have female majority ownership. Differences in labor force • Limited or no access to collateral or financing to start or participation rates between women and men in MENA are the grow a business; greatest in the world, estimated at a 53-percentage point gap • Fewer women in decision making roles in tourism than men; on average.30 • Divergence between women’s qualifications and their workplace responsibilities; Research in Iran found that although women were often • Women in tourism are more likely to be undertaking more highly educated than men, they were not allowed to part-time, informal, seasonal, agency, and casual work; take up positions in line with their educational qualifications because of a governmental regulation preventing hotels from • Women are more likely to be victims of sexual exploitation hiring women for senior positions.31 These statistics are further from tourism. reinforced by a ‘culture of shame’ of working in the tourism Understanding the causes of these inequalities is important. industry and the reluctance of women to work outside of the Research suggests that women are more likely than men to home due to societal pressures.32 have childcare and other family care responsibilities, and have less access to information, technology, and finance, as well as fewer assets to serve as collateral. Mobility, cultural and security concerns often prevent women from being employed in remote locations or during night shifts as might be required for some tourism businesses. 12 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 13 WOMEN AND TOURISM: DESIGNING FOR INCLUSION “If these obstacles persist, we will squander the potential of many of our citizens and incur a substantial loss to the productive capacity of our economy.” - Janet Yellen, Chairwoman of the U.S. Federal Reserve33 The Asilia Africa Travel Company, which runs 20 luxury camps The Knowledge Gap and lodges in Kenya, Tanzania, and Zanzibar, gives additional There remains much to be learned about how to take full reasons for the gender imbalance in their work:34 advantage of the opportunities tourism can provide for • Women can be reluctant to seek what are traditionally women, but it is clear that tourism project designs that lack a considered ‘men’s roles’ due to many factors, including gender lens cannot fully leverage the advantage tourism offers distance from home to work, perceived nature of the for women. work, and family reluctance to allow daughters or wives to work in a predominantly male environment far from A 2015 study by Ferguson and Alarcon criticizes international home. organizations for tackling gender in a superficial way, without addressing the fundamental questions about unequal power • Low societal belief in their capabilities and less support relations in the tourism sector. The study finds that even leads women to have lower self-confidence. This also though gender is nearly always considered to be crosscutting, creates greater societal barriers to overcome in pursing it often only appears in monitoring indicators, rather than a this line of work. Beyond these gender norms, many critical precondition for tourism development.36 While women women aren’t actually able to work in tourism because are often identified as beneficiaries, there is often a lack of few of them drive and many camps lack housing for targeted and consistent actions to remove the barriers to full female staff. empowerment for women in tourism. Tourism presents socioeconomic risks for women, particularly for the young, the very poor, and those living in fragile and In addressing this gap, the McKinsey report identifies key conflict states. Risks include: interventions, including: financial incentives and support; technology and infrastructure; capability building; advocacy • Violation of rights: Poverty-trapped households, that and shaping attitudes; and ensuring laws, policies, and may not be able to participate in the tourism value chain, regulations are gender sensitive. The Center for Global are at increased risk for prostitution and child trafficking. Development study Revising what works: Women economic This can occur through tourism or through the empowerment and smart design found that the very construction teams with temporary laborers often poor need ‘bundled interventions’, which are ongoing and attracted by tourism development. multifaceted. Interventions that help women increase their • Unpaid work: Homestays and handicraft activities can autonomy, self-reliance, confidence, and risk taking are likely further burden women who are already overworked to yield better results.37 if there are no safeguards in place to ensure women receive their due income. • Strenuous working conditions: Through service roles like tour guiding and hotel desk agents, tourism puts women in contact with people from all over the world who might not be familiar with their cultural norms. Hotel, catering and other service positions often involve challenging and strenuous work, as well as standing for long periods of time.35 14 WOMEN AND TOURISM: DESIGNING FOR INCLUSION The emergence of the Women Entrepreneur’s Financing Initiative (We-Fi)* in 2017, a USD1 billion fund for women entrepreneurs to be housed at the World Bank, provides opportunities to take this agenda forward at scale. To further this goal, this paper encourages project managers to incorporate a gender lens into all stages of the project cycle. Considerations include: • Analysis that puts greater focus on gender context and systematically includes a breakdown of the client country’s tourism and gender challenges and opportunities prior to intervention plans; • Actions and interventions designed to encourage and enable women to step outside of traditional gender roles and take higher paying jobs in tourism; and • Monitoring and evaluation that focuses on the quality, as well as quantity of jobs held by women. Stages of Gender Consideration in Projects Analysis Identify gaps in outcomes between men and women, and the causes of these in the given sector or project context. Actions Design interventions to address the gaps between women and men. M&E Support mechanisms to measure changes in outcomes between women and men. Source: Adapted from Gender Innovation Lab Workshop, 2017. * Women Entrepreneurs Finance Initiative. http://www.worldbank.org/en/programs/women-entrepreneurs Preliminary Guidelines for Applying a Gender Lens at Each Project Stage A holistic view of gender interventions These guidelines will be of use to those involved in projects, as well as those designing other kinds of tourism projects with a gender component. For IFC and World Bank projects, an organization-wide gender tag process is in place to indicate to project teams when and how gender considerations need to be incorporated into project design. Further advice on the Gender Tag for World Bank staff can be found through Operations, Policies and Country Services (OPCS) platform.* Other development agencies and institutions are likely to have similar arrangements. Information on the World Bank systems can be requested at tourism@worldbankgroup.org. *Gender Tag can be found through Operations, Policies and Country Services (OPCS) platform: http://intranet.worldbank.org/WBSITE/INTRANET/UNITS/INTOPCS/0,,contentMDK:23368343~ pagePK:51455324~piPK:3763353~theSitePK:380832,00.html 16 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 17 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 18 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Step One: Analysis Country Strategy It is imperative that project leaders and specialists have Country-level analysis begins with the National Tourism knowledge of the full tourism and gender context in their Strategy, if available, and a range of more general strategies and destination from the start. This will help analyze the degree reports that will give a sense of the development priorities for to which gender sensitivities should be raised in subsequent the country and the sector.**** Within the World Bank Group sector diagnoses. The following resources may be useful for this begins with the Country Partnership Strategy, which is preliminary desk work into the level of women’s economic, informed by the Strategic Country Diagnostic process in terms social, and political empowerment. A valuable first step would of these two documents: be to review the World Bank Gender Strategy FY16-23* and the • Are gender issues mainstreamed in the Country Partnership Trade & Competitiveness (T&C) Gender Practice Note.** Framework (CPF) through explicit statements on gender Verify if the country is a signatory of the Convention objectives in relation to tourism? on the Elimination of all Forms of Discrimination • Have relevant documents - Systematic Country Diagnostics against Women (CEDAW)***. If so, when did they sign and (SCDs), Country Social Analysis (CSA), and Country Gender what reports on progress have been issued? Assessments - been used to identify gender gaps that might be important for the design of the project? Check ILO’s statistics for labor force participation: ILOSTAT source of labor statistics. Note how women are represented (See additional resources section at the end of this report). in different sectors of the economy (e.g. agriculture, Do any reports on the Economic Sector or Investment Climate services, manufacturing). present empirically based diagnoses and best-practice Use the World Bank Group’s Gender Data Portal to examples of gender issues that are important for economic research additional gender-specific statistics on health, growth and poverty reduction? Reports under this category education, literacy, public agency and more. include Country Economic Memorandums, Development Policy Reviews, Trade Investment Studies, Enterprise Surveys,***** and Review the UNDP’s Gender Development Index (GDI) Public Expenditure Reviews. for social indicators for women (e.g. health, education, life expectancy, leadership positions) as compared to men. Onsite analysis is an opportunity to investigate deeper into issues flagged during the initial desk research. Explore the World Economic Forum (WEF)’s Global Gender Gap Report for additional gaps in the progress of • Take the opportunity to identify relevant gender gaps men and women. in the three focus areas: employment, entrepreneurship, and voice/agency. Examine the incidence of gender-based violence, and • During research and interviews, consider the following access to credit and property for women with this World questions in Table 1. For more detailed analyses refer Bank visualization data tool. to the USAID Gender Toolkit for Tourism’s Gender Analysis Questions.38 • When planning stakeholder meetings, make sure to include a balance of women and men participants whenever possible. For World Bank staff, other related diagnostic tools can be found on the Global Tourism Solutions Group website. These include Tourism Diagnostic Tools and Diagnostic Trade Integration Study tools. *The full World Bank Gender Strategy FY16-23 can be found here: https://openknowledge.worldbank.org/handle/10986/23425. **The Gender Practice Note is available upon request, please contact tourism@worldbankgroup.org *** CEDAW is an international treaty adopted in 1979 by the United Nations General Assembly. Described as an international bill of rights for women, it was instituted on September 3, 1981, and has been ratified by 189 states. **** The Sustainable Tourism Global Solutions Group has a full tourism diagnostic tool in development. Contact tourism@worldbankgroup.org for more details. *****World Bank Enterprise surveys can be found at: http://www.enterprisesurveys.org/ 19 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Table 1: Gender Scoping Checklist for Use in Desktop Research Leadership Are women represented in leadership in NGOs, and the private and public sectors? • Do they have decision-making power? Please list by sector. • Do women participate in professional associations? Do they have leadership roles? • Are women’s roles changing? Do they take leadership positions? Do they sign contracts? What is women’s own perception of change? Did they gain more self-confidence, credibility? • Can these changes be interpreted as empowerment? Employment Do women play an important role or predominate in certain tourism roles? If so, which roles? • Are women underrepresented in accommodations, cultural interpretation, or tour and transport roles? If so, which roles? Please break out by field. • What is share of men and women working in the tourism value chain in each activity (suppliers, construction, financial services, transportation, and entertainment)? • Are women part of the formal or the informal economy? • What are the functional, as well as sexual, divisions of labor and roles within the different segments of the value chain (suppliers, construction, financial services, transportation, entertainment)? • Are there any segments where the presence of women is more important? Are women involved in stages where value-added is generated? Where is actual income earned? What is the visibility and value granted to women’s roles? • What are the perceptions by women themselves, men and the community? • What is the nature of women’s work? • Is it a temporary or casual type of work? • Are women frequently unpaid for their work? If so, please describe. • To what extent is there an awareness of the gender wage gap? • What resources do women employees need to improve their efficiency, productivity and effectiveness? 20 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Entrepreneurship What types of firms do women tend to run? (e.g. large, medium, small or micro; formal/informal; rural/urban; years in operation; management structure, number of employees). Are women entrepreneurs disadvantaged compared to their male counterparts? If so, why? • Do women have equal land and property rights? • What are the sector-specific constraints to business regulation, licensing, and taxation? • What resources do women business owners need to improve their efficiency, productivity, and effectiveness? • How do female business owners most commonly receive information? • Do women have equal access to finance? What are the maximum loan windows for women and men? • Are there skill and capacity differences between women and men? • Do men and women have different access and understand of technology? If so, describe their access to technology, and technological comprehension and training. Culture and Society What are the main constraints faced by women in different segments of the value chain? • What is women’s access to land, water and other resources? • What is women’s access to information on production, organizations and services available? Through what means of communication? Are these adapted to the possibilities of women? How many females are enrolled at principal- and government-tourism training institutions? How has this trended overtime? How does this compare to male enrollment data? How and why are women’s needs different from men’s needs in the tourism sector? • Is there a presence of social norms or mores that prevent women from working alongside men or in roles typically occupied by men? What is the sexual division of labor within the household (socially determined gender roles)? • What are men’s and women’s reproductive roles? What tasks are performed by men and women? • Are women constrained in their ability to travel (locally or internationally), because of domestic responsibilities, cultural or religious factors? 21 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Step Two: Actions If significant gender gaps were identified in Step 1, actions to address them should be considered in Step 2. Table 2 provides examples of common constraints and suggested actions. Table 2: Gender Constraints and Suggested Actions Common Gender Suggested Approaches to Common Constraints to be Alert to Gender Constraints Employment Employment • Wage gaps. • Examine the wage, position, and work • Occupational segregation. segregation between men and women in • Inadequate workplace policies tourism, and collect baseline data and and conditions. design actions to address them. • Inadequate skills. • Examine the underlying causes of the gender • Concentration in lower level patterns observed, e.g. security, mobility, positions. and legal constraints, and design actions to address them. • Lack of upward mobility. • Provide training opportunities for women • Lack of childcare or flexible work employees at convenient times with a schedules options. focus on segments and jobs with fewer • Security/mobility concerns. women, and move women into positions of • Gender related problems, e.g. sexual responsibility and leadership. harassment, sex-related • Provide onsite childcare or guidelines on entertainment. flexible work schedules for mothers. 22 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Provide training opportunities for women employees at convenient times with a focus on segments and jobs with fewer women, and move women into positions of responsibility and leadership. Common Gender Suggested Approaches to Common Constraints to be Alert to Gender Constraints Entrepreneurship Entrepreneurship • Burdensome business regulations • Ensure new policies and strategies are • Limited access to finance, markets, gender aware. and technology. • Support female entrepreneurs in gaining • Cultural and legal constraints. access to finance and information to scale • Lack of access to information. up operations. • Lack of business skills. • Strengthen tourism linkages with agribusiness and retail sectors. • Increase women-led businesses in supply chains and distributors. • Provide business plan and marketing training at times that work with women’s schedules. LeadershIp and Voice LeadershIp and Voice • Limited inclusion in stakeholder • Increase women’s participation in the consultation or Public-Private development of tourism plans and policies Dialogue (PPD).* • Increase female representation in tourist. • Lack of participation and input into boards, destination marketing decision-making. organizations or tourism associations. • Low representation in formal • Take into account women’s participation institutions. in PPD. *There are numerous good resources at www.publicprivatedialogue.org 23 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Projects that include a marketing component should consider gender- sensitive messages and imagery. 24 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 25 WOMEN AND TOURISM: DESIGNING FOR INCLUSION The Female Entrepreneurship Resource Point has additional Step Three: Monitoring & Evaluation recommendations for project design. Additional considerations The World Bank Group has set a goal of incorporating gender- that will be specific to the project components include: disaggregated data in 20% of all new advisory and lending • Projects with a policy or planning component need to projects across the portfolio. Strong gender indicators should consider gender-based implications of any policy or plan track expected tourism results and be SMART: specific, and ensure women are equal partners in their measurable, achievable and attributable, relevant, and time- development. bound. The 21 indicators listed in Table 3 combine Gender indicators and Tourism Gender indicators. For instance, the • Projects with a capacity-building component need to World Bank Group has developed an M&E framework specific consider gender training for all actors and women to tourism that forms a part of a documented Theory of Change trainers, integrating awareness of gender issues in for tourism-related projects. Other institutions may have training materials, ensuring training techniques are similar systems. sensitive to gender issues (e.g. group work), and utilizing gender-neutral language. In general, Tourism Gender Results Framework will include the following areas: • Projects focused on enabling the business environment and SME development will need to • improving the business environment; consider credit availability, factors affecting profitability • expanding trade and market opportunities; of women-owned businesses, and women’s access to • strengthening productivity and opening markets; and information. • increasing voice and agency. • Projects aiming to boost entrepreneurship should review the Female Entrepreneurship Program Guidelines The following indicators are preliminary only. More and Case studies for a comprehensive list of questions for comprehensive resources with indicator definitions, methods, project identification missions. and data sources will be available in early 2018. • Projects that include a marketing component should Key questions to discuss at this stage include: consider gender-sensitive messages and imagery. • Which gender disaggregated information, relevant to the • Projects aimed at investment should consider legal program activities, is already available? status and property rights, and examine the kind of investment that is being attracted and the impacts on • Which indicators should be included in the framework and women.39 which are priorities? • Are the indicators realistic? • Project procurement needs to consider gender- awareness contracting and procurement processes as • Are the identified indicators adequate to measure well as the need for gender safeguards. achievements in terms of promoting gender equality? • How can these indicators be measured? Who will measure them? How frequently? 26 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 27 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Table 3: Preliminary Women in Tourism Indicators for the Sector and Firm Levels Project Output Indicators • Number of women participants in workshops, training events, seminars, conferences, etc. • Number of women who acquired/adopted new skills.* • Number of women consulted in Public-Private Dialogue (PPD) processes. • Number of new direct jobs created for women. • Number of female-owned/led firms participating/generating leads at market events (e.g. trade fairs, meet-the-buyer, and linkage events, etc.).* • Number of women receiving grants and total amount received. • Number of women-owned/led SMEs that benefit from new linkages with large firms. • Number of recommended laws/regulations/amendments/codes enacted or government policies adopted.* • Number of women (business owners or entrepreneurs) with increased access to finance.* • Percentage of total investment provided by women investors. Employment Output Indicators • Percentage of women employed in the tourism sector. • Percentage of women contributing to organizational decision-making.* • Percentage of wage gaps for similar work between females and males. • Percentage of female employees per tourism activity area/job type. • Percentage of women per tourism subsector, e.g. accommodation, transport, guiding. • Percentage of women with access to childcare at work. • Percentage of women with mobility and security concerns related to work. • Percentage of female professional and technical employees. • Measures undertaken to recruit, retain, promote, and develop female employees. • Level of education of female employees versus male employees. • Percentage of women reporting preparedness for sector employment. 28 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Entrepreneurship Outcome Indicators • Number of women adopting new technologies or improved practices. • Number of female-owned/led firms receiving investments.* • Number of female-owned/led firms with increased sales or revenue. • Women-owned/led firms that benefit from reformed licensing/registration requirements.* • Value of women owned businesses. • Number of new women-led firms in under-represented sectors.* • Total employment in women-owned tourism businesses. • Percentage of women entrepreneurs with access to business training, mentors, etc. • Percentage of women business owners/employers in the tourism sector. • Percentage of women as ‘own-account workers’ in tourism. • Percentage of women ‘contributing family workers’ out of all ‘contributing family workers’. Leadership Outcome Indicators • Number of membership/leadership positions held by women in trade industry organizations.* • Number of women CEOs or women chairpersons at tourist boards or tourism associations. • Number of organizations representing women.* • Percentage of women who are participating in civic dialogue. • Percentage of women in tourism who are association members. • Number of women report increased autonomy following this intervention. * Denotes indicators collected by the World Bank Gender team. 29 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Key Takeaways and Next Steps The path forward Countries that capitalize on all their human potential, not just half of it, are more competitive. Countless reports reveal that firms that include women on their boards or as owners, executives, managers, and staff perform better in terms of profitability, creativity, and sustainability. The potential for a gender-equal tourism industry is promising, but there is still much more to do to reduce stereotypes, enable entrepreneurship, and foster leadership by women. Project managers and consultants can make important contributions during project analysis, action, and design monitoring that can improve outcomes for women. Change starts with good data which leads to awareness and innovation. There are still large gaps in knowledge about what works to empower women in tourism and why. Further empirical work is needed to determine the following: why some regions have been more successful than others for women in tourism, how to increase the number of women in formal and well-paid tourism jobs, and why training might increase employment levels but not raise wages.40 In particular, there is a need to examine global case studies, workplace practices, and operational results to further advance this discourse. This preparatory paper was designed as a starting point for critical examination of tourism projects so that all opportunities for the economic and social empowerment of women are realized. Comments, feedback, and suggestions are encouraged and appreciated.* * Send feedback to tourism@worldbankgroup.org 30 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 31 WOMEN AND TOURISM: DESIGNING FOR INCLUSION 32 WOMEN AND TOURISM: DESIGNING FOR INCLUSION Additional Resources WBG Sustainable Tourism Global Tourism Solutions Group. http://globalpractices.worldbank.org/gsg/SustainableTourism/Pages/en/GSGSolutionHome.aspx • Intranet site for World Bank Staff on tourism, news, knowledge, research and operations WGB Gender Data Portal. http://datatopics.worldbank.org/gender/ • Up-to-date, cross-country data useful for benchmarking WGB World Development Indicators. http://data.worldbank.org/products/wdi • The primary World Bank collection of development indicators presenting the most current and accurate global development data available WGB The Little Data Book on Gender. https://openknowledge.worldbank.org/bitstream/handle/10986/23436/9781464805561.pdf • Gender statistics by country and region on education, health, access to economic opportunities, and public life and decision-making WGB Women, Business and the Law 2016. Getting to Equal. http://wbl.worldbank.org/data/visualization • Tracks discriminatory laws against women in labor; property; agency; gender-based violence; and access to credit, justice, and political and judicial representation WGB Global Findex. http://datatopics.worldbank.org/financialinclusion/ • Gender-disaggregated data on account ownership, savings, credit, and payment behavior; up-to-date cross-country data usefulfor benchmarking WBG Female Entrepreneurship Resource Point. http://siteresources.worldbank.org/EXTGENDER/Resources/FemaleEntrepreneurshipResourcePoint041113.pdf • Guidelines on best practices and tools for evaluating and integrating gender dimensions in private sector development and entrepreneurship promotion programs WBG Roadmap for Promoting Women’s Economic Empowerment. http://www.womeneconroadmap.org/ • Provides a comprehensive review of empirical studies evaluating interventions to improve women’s economic outcomes, as well as recommended measures to assess program effectiveness WBG Africa Gender Innovation Lab. http://www.worldbank.org/en/programs/africa-gender-innovation-lab • Evaluations of interventions on gender gap in Sub-Saharan Africa ILO Key Labor Market Indicators. http://www.ilo.org/global/statistics-and-databases/lang--en/index.htm • Robust database on labor statistics CEDAW: The Convention on the Elimination of All Forms of Discrimination Against Women. http://www.un.org/womenwatch/daw/cedaw/states.htm • Information on the participants of CEDAW UNDP Human Development Index. http://hdr.undp.org/en/content/human-development-index-hdi • Tools for assessing the human development of a country UNDP Gender Inequality Index. http://hdr.undp.org/en/content/gender-inequality-index-gii • Provides information on gender inequalities in three key areas: reproductive health, empowerment and economic status SDG 5. http://www.un.org/sustainabledevelopment/gender-equality/ • Homepage for SDG 5: Achieve gender equality and empower all women and girls; provides additional facts, targets and gender resources Harvard Gender Action Portal. http://gap.hks.harvard.edu/ • Additional research and scientific evidence on the impact of policies, strategies and organizational practices aimed at closing gender gaps 33 WOMEN AND TOURISM: DESIGNING FOR INCLUSION End Notes 1 Yousafzai, M. 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