Ahmed Bajoaim – Women in Development and Peace
In a world witnessing remarkable social and cultural transformations, discussions regarding gender equality and women’s rights in Yemen are intensifying. The gender gap has recently widened due to the ongoing armed conflict between the concerned parties. United Nations reports indicate that Yemen ranks 155th out of 156 as the country with the largest gender gap in the world. Despite their progress in various fields, women face numerous challenges when it comes to accessing prestigious or ordinary government positions. Men appear to be more prevalent, and the conflict and the involved parties have imposed stricter restrictions on women.
There are also other factors related to social customs and traditions in some regions and rural areas of Yemen, which have limited women’s opportunities to secure government positions compared to men. This raises several questions, the most prominent being: what factors determine the selection of one gender over the other in government recruitment processes? Is there a deeply rooted gender bias influencing this matter, or are there other motives and factors playing a key role in these decisions? Despite the presence of women with the required experience and skills in various fields, and despite the increasing number of female university graduates who excel academically, these challenges persist.
Employment Rate
Mubarak Nasir, Director General of the Civil Service and Insurance Ministry in Coastal Hadhramaut, highlighted the gender imbalance in government employment in the region. He stated that the total number of employees in the local authority of Coastal Hadhramaut’s directorates is 16,508, distributed across all government offices and facilities. The number of job seekers registered at the Civil Service Ministry office is 8,556, while the number of contract workers employed by the local authority (meaning the local authority pays their salaries) is 18,600 across all government departments and sectors in Coastal Hadhramaut. Women represent approximately 30% or less of these figures.
Women in Development and Peace newspaper obtained recent statistics on the employment rate of women compared to men at the Ministry of Social Affairs and Labor office in Coastal Hadhramaut. These statistics reveal that out of the total employed individuals, which includes both permanent employees and contract workers, there are 100 women compared to 274 men. This means that the employment rate for men is about 70%, compared to less than 30% for women, highlighting a significant gap in gender representation.
Women and Decision-Making
Engineer Najwa Anis Zaydan, Director General of the General Authority for Environmental Protection in Coastal Hadhramaut, and a prominent example of women assuming leadership positions in Hadhramaut highlighted the increasing recognition of women’s role in decision-making, government work, and sustainable development on a global, regional, and local level. She emphasized the importance of strengthening their participation, which contributes to achieving fair governance and economic growth for the country.
Najwa asserted that experiences and research have demonstrated that women’s presence in leadership positions strengthens focus on crucial issues such as human development, public services, and women’s own concerns.
She added that, from a future perspective, women’s presence in government institutions is showing significant progress. Women have secured high-ranking positions in various departments, and this ongoing support is expected to increase with time and development. Moreover, the rise in the number of girls enrolling in universities and higher education increases their chances of securing leadership roles within both government and private institutions.
Najwa elaborated that to further enhance women’s role in government work, it is essential to strengthen supportive policies and provide more opportunities. This can be achieved through supporting awareness and training programs to empower women with skills and prepare them for work and leadership. Creating a supportive work environment will enable them to drive meaningful change within their respective fields and contribute to achieving desired goals and successes.
The Contract System in Yemen
The government contract system in Yemen is a prevalent employment model across various institutions and ministries. However, it raises questions about its effectiveness and sustainability, particularly regarding its impact on work efficiency and the achievement of sustainable development.
Asma Kalshat, a contract teacher at Mahra University, points out that government contracts provide employment opportunities for a large number of people, contributing to the reduction of unemployment. These contracts allow government institutions to hire skilled experts for specific periods, utilizing their expertise in projects defined by the government and the Ministry of Civil Service and Pensions. These contracts can be renewed or terminated, meaning they are not permanent.
Kalshat highlights the issue of meager salaries and wages provided to contract workers. A contract teacher at the university receives around 70,000 Yemeni riyals (approximately $42 at the current exchange rate in the south), which falls short of meeting their basic needs. She emphasizes the urgent need for training programs to encourage professional practice, enhance confidence in application processes, and pave the way for formal employment opportunities, empowering women within government institutions.
Samira Yaslam, a contract worker in the Moral Guidance Department of Security and Police in Coastal Hadhramaut, Yemen, believes that women are the cornerstone and vital pillar of successful government institutions. She argues that if women are supported and encouraged, government institutions will flourish and achieve progress and development in the future. Women are not merely filling a quota, as some people think. Success hinges on giving women their rightful place, aligning with their abilities and practical and academic expertise. Unfortunately, she observes that women in government institutions face continuous struggles.
Samira recounts her own experience as a contract worker since 2018, finding no glimmer of hope for permanent employment despite her consistent service and adherence to professional ethics. She lives with the constant anxiety of being replaced at any moment, along with her fellow contract workers. Despite this, she perseveres in her work, receiving no incentives or transportation allowances for external assignments.
She emphasizes the immense opportunities available for women in government institutions, opportunities that should be leveraged according to their expertise, skills, and practical and academic capabilities. She points to numerous examples of developed and successful countries that have empowered women in parliament, government leadership, and the country’s institutions as a whole. Past experiences should inspire women to seize opportunities for advancement, progress, and change. She also notes that several Arab countries have begun to provide women with significant opportunities in government institutions, encouraging them in fields previously inaccessible to them. This positive movement empowers women and equips them to achieve great success in their careers within these institutions.
Challenges and Difficulties
Kalshat highlighted several challenges faced by contractors in government institutions, including ambiguity for employees in certain areas, especially regarding contract terms that sometimes don’t match the work, and being burdened with responsibilities beyond their contractual obligations. Another issue is the lack of sufficient government funding, leading to significantly low monthly salaries that don’t even cover basic needs. This forces many contractors, particularly women, to leave government contracts and seek alternative work in the private sector that offers better financial returns. The lack of professional training and development provided by government institutions for contractors is also a major concern.
She, drawing on her own experience as a contractor, advocates for improving the situation of employees and contractors in government institutions and for implementing performance evaluations that identify both strengths and weaknesses to help employees improve in the future. She also emphasized that working in government institutions is vastly different from working in the private sector in terms of funding and skill development opportunities.
Samira believes that one of the most significant challenges faced by female contract workers is the frequent change in management. Some managers hold the belief that contract workers should be minimized or given lower salaries. This leads to a reduction in the number of contract workers, especially women. Some managers might reduce the number of female contract workers without proper work arrangements, while others marginalize them within the office or department, relying primarily on permanent employees. Furthermore, there is often a lack of adherence to labor laws and regulations regarding wages and working conditions when it comes to both employees and contract workers.
Another significant challenge she highlights is the stalled hiring system. Contract workers can spend over 10 years in an institution without any hope of permanent employment, especially in light of the ongoing changes within the country. This can lead to frustration and demoralization for contract workers. Additionally, the low salaries contribute to a lack of motivation and diligence in performing work duties.
Solutions
Asma Kalshat proposed several suggestions and recommendations to improve the situation of contracted women in government institutions. These include increasing government funding and compensation for contractors, raising wages and salaries, and improving their financial status. It is also essential for contracts to be stable, and years of contract work should count toward employment years to enable annual bonuses and promotions. Particularly for female contractors in universities, supporting their pursuit of higher education through master’s and doctoral programs, as well as country-funded scholarships for studying abroad, can enhance their academic achievements and provide valuable experiences that can be applied in our contemporary context for work development and enhancement.
In the same context, the contracted employee Samira Yaslam mentioned a set of recommendations, including:
Supporting women, whether employees or contractors and ensuring they receive their rightful place according to laws and regulations. Empowering them for decision-making leadership positions and providing economic and political opportunities within the country’s institutions.
Also, implementing programs that enhance women’s capabilities and expand their knowledge and skills in empowerment. In addition to updating laws to align with global advancements in various fields and developing specific strategies for women. Avoiding confining women to managing only their specific departments but giving them broader roles within institutions.
In conclusion, we emphasize that the employment rate of women compared to men remains very low, and the gender gap persists. The ongoing conflict between conflicting parties is the primary reason for the underrepresentation of women in government institutions. This issue exists alongside cultural traditions and other factors. Addressing this requires intensified joint community efforts and involvement from relevant authorities to narrow the gender gap and ensure women’s rightful representation in government sectors.