CULTIVATING Change for the Future 2019 Results in Egypt - ILO
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CULTIVATING Change for the Future 2019 Results in Egypt
8 Director’s Foreword
Copyright © International Labour Organization 2020
First published 2020 10 ILO Cairo Staff
Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be
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Libraries, institutions and other users registered with a reproduction rights organization may make copies in accordance with the licences issued to them for this purpose. 16 The Egyptian Labour Market in 2019
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19 Overview of ILO Work on Job Promotion in Egypt
Cultivating Change for the Future: 2019 Results in Egypt
ISBN: 9789220335635 (Web PDF) 20 Section 1: Jobs
Also available in Arabic: Title in Arabic to be added
ISBN: 9789220335642 (Web PDF)
1.a) Employability and Skills and Inclusive Education
1.b) Private Sector and Enterprise Development
The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression
of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning 26 Section 2: Social Protection
the delimitation of its frontiers.
The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an
2.a) Social Security
endorsement by the International Labour Office of the opinions expressed in them.
Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a
2.b) People with Disabilities
particular firm, commercial product or process is not a sign of disapproval.
2.c) Child Labour
Information on ILO publications and digital products can be found at: www.ilo.org/publns. 32 Section 3: Cross-Cutting Themes
For ILO publications in Cairo:
3.a) Employers and Workers
9 Dr. Taha Hussein St., Zamalek, Cairo, Egypt
Tel: (+202) 27350123
3.b) Gender Equality and Women’s Empowerment
Visit our website: www.ilo.org/cairo
37 Partners
Printed in Egypt
38 Projects Portfolio
40 Acronyms used in this report
42 Photo Gallery
DECENT WORK SOCIAL EMPOWERS JUSTICE SOCIAL SECURES PEACE JUSTICE
OPPORTUNITY, EQUALITY & SECURITY improve the business climate
Coming together is a BEGINNING, Staying together is PROGRESS, And working together is SUCCESS
• Establishing our first public-private have formed with Egypt and its people.
partnership to support job creation The ILO Cairo staff and I are grateful for
and youth employment, together the opportunities to be part of the story of
We are living in a time of with Methanex Egypt. a country that is reshaping its future with
unprecedented change and exceptional vision and determination.
• Building the capacity of MSMEs
challenges in the world of work.
to compete and grow through
understanding value chains. As I write this foreword, the world is
These words described conditions in coming to terms with perhaps the most
1919, when the International Labour • Expanding our portfolio addressing
difficult challenge of our lifetimes: the
Organization was founded, and the structural causes of inequalities
COVID-19 pandemic. ILO and the Cairo
they remain an apt description of that keep women from enjoying
office have been and will continue to be
circumstances a century later. equal opportunities for decent work
deeply involved in supporting responses
and equal pay.
that mitigate the damage to lives and
Since 1919, the ILO has brought together • Supporting targeted action by a wide livelihoods.
workers, employers and government array of stakeholders to eliminate
to advance policies and programmes child labour in the cotton value chain. In doing so, we will join forces, as we
that encourage decent employment • Empowering University Centers for have for more than a century, with our
opportunities, enhance social protection Career Development to gather and constituents (government, employers
and strengthen dialogue on work-related integrate labour market information and workers’ organizations), partners
issues. In discerning and articulating how into educational and career and donors, as well as our ILO colleagues
interests intersect, change that benefits counseling, which will help to reduce in Geneva and Abidjan. To each of our
all becomes possible. the gap between graduate knowledge collaborators, I extend heartfelt thanks for
and skill sets and employer needs. your insights, support and contributions.
DIRECTOR’S
Our mission is consistent and enduring. To Our collaborations to advance the cause
• Launching the second phase of the
be effective stewards of change, though, of social justice have given birth to
Egyptian Business and Disability
FOREWORD
our methods must adapt and evolve in innumerable advances over the years,
Network, which provides a forum for
response to the specific challenges we and will keep us in good stead in the
corporate employers to exchange
seek to address. Our 2019 activities and future, no matter how testing the times.
learning and engage in advocacy
results, described in this report, reflect
for the employment and inclusion of
innovative new ways of thinking about
persons with disabilities. Eric Oechslin
and formulating responses to challenges,
both globally and in Egypt. I am optimistic that these programmes, Director, ILO Cairo Office and Decent
along with numerous other existing Work Team for North Africa
Examples of some impactful new initiatives that bore fruit in the past year,
initiatives include: will have lasting impacts on the world of
work in Egypt.
• Cultivating new opportunities
for youth employment with a
multi-prong strategy addressing 2019 was ILO’s Centenary year and
employment readiness, fair working ILO Cairo, under the auspices of H.E.
conditions, entrepreneurship and President Abdel-Fattah El-Sisi, celebrated
rural development; this milestone with events highlighting
the treasured friendship and deep ties we
8 9
ILO CAIRO:
WHO WE ARE
Director: Eric Oechslin INTERNATIONAL SPECIALISTS FOR INTERNATIONAL SPECIALISTS FOR Amir Obeid: Improving prospects for Janika Simon: Better Work Pilot Mohamed Abdelhamid: Promoting
Director Office: Mona Kamel, Haguar NORTH AFRICA NORTH AFRICA RESIDENT IN ALGIERS forcibly displaced persons and host Programme, Egypt Productive Employment and Decent Work
Makboul communities (PROSPECTS) Leonardo Menchini: Advancing the for Women in Egypt, Jordan and Palestine
Programming: Sarah Sabri, Sarah International Labour Standards Specialist: Occupational Safety and Health Specialist: Basma Nafady: Jobs and Skills for Decent Work Agenda in North Africa Nashwa Belal: Egyptian Youth
Ahmed Coen Kompier Halim Hamzaoui persons with disabilities with focus on ICT (ADWA) Employment (EYE): Jobs and Private Sector
Communication: Asmaa Rezk Senior Employers Specialist: Farid Labour Migration and Mobility based solutions Lina Nabarawy: Egyptian Youth Development in Rural Egypt and Working
Human Resources: Sara Bayoumi Hegazy Specialist for North Africa: Aurelia Heba Shehata: Support the Employment (EYE): providing a reason to Together in Qalyoubia and Menoufia
Administration and Finance: Somaya Aly, Employment Specialist: Luca Fedi Segatti operationalization of the newly created stay Yasmine el Essawy: Business
Nancy Botros, Iman El Bakry, Ahmed Enterprise Development Specialist: SME Unit of the Federation of Egyptian Marwa Salah: Accelerating Action for Development Services for Growth: Support
Amin, Ahmed Nasser Miguel Solana CHIEF TECHNICAL ADVISORS AND Industries the Elimination of Child Labour in Supply the Micro, Small and Medium Enterprise
Skills Development Specialist: Laura PROJECT MANAGERS Heba Rashed: University Centers for Chains in Africa Development Agency and affiliates
Schmid Career Development Mohamed Mostafa: Promoting
Social Dialogue and Wages Specialist: Azza Kandil: Decent Jobs for Egypt’s Ines Ayari: The Way Forward After the Financial Literacy among Vulnerable
Sevane Ananian Young People: Tackling the Challenge Revolution- Decent Work for Women in Populations in Egypt
Social Protection Specialist: Pascal Together. Egypt and Tunisia;
Annycke Decent Work for Egypt’s Young People in Promoting Gender Responsive Workplaces
Workers Specialist: Wafaa Osama Damietta. in Egypt
10 11
HISTORY ILO MISSION
OF THE AND VISION
ILO Reflecting these ideas, the Preamble of The International Labour Organization Unmatched Expertise and Knowledge to help countries put these
The Constitution of the ILO was drafted the ILO Constitution states: (ILO) is devoted to promoting social about the World of Work policies into practice in an effective
in early 1919 by the Labour Commission, justice and internationally recognized manner; and
chaired by Samuel Gompers, Head of • Whereas universal and lasting peace human and labour rights, pursuing its In support of its goals, the ILO offers • Training, education and research
the American Federation of Labour (AFL) can be established only if it is based founding mission that social justice is unmatched expertise and knowledge activities to help advance all of these
in the United States. It was composed upon social justice; essential to universal and lasting peace. about the world of work, acquired over efforts.
of representatives from nine countries: • And whereas conditions of labour exist almost 100 years of responding to the
As the ILO celebrates its 100th anniversary Belgium, Cuba, Czechoslovakia, France, involving such injustice, hardship and The only tripartite U.N. agency, the ILO needs of people everywhere for decent
in 2019, it is timely to reflect on the many Italy, Japan, Poland, the United Kingdom privation to large numbers of people brings together governments, employers work, livelihoods and dignity. It serves its
life-changing events that are linked to the and the United States. as to produce unrest so great that the and workers representatives of 187 member tripartite constituents - and society as a
ten decades of ILO history. peace and harmony of the world are States to set labour standards, develop whole - in a variety of ways, including:
The process resulted in a tripartite imperilled; and an improvement of policies and devise programmes promoting
The Organization has played a role organization, the only one of its kind, those conditions is urgently required; decent work for all women and men. • Formulation of international policies
at key historical junctures – the Great bringing together representatives of and programmes to promote basic
• Whereas also the failure of any
Depression, decolonization, the creation governments, employers and workers in Today, the ILO’s Decent Work agenda human rights, improve working
nation to adopt humane conditions
of Solidarność in Poland, the victory over its executive bodies. helps advance the economic and working and living conditions, and enhance
of labour is an obstacle in the way
apartheid in South Africa – and today in conditions that give all workers, employers employment opportunities;
of other nations which desire to
the building of an ethical and productive The driving forces for the ILO's creation and governments a stake in lasting peace, • Creation of international labour
improve the conditions in their own
framework for a fair globalization. arose from security, humanitarian, prosperity and progress. standards backed by a unique system
countries.
political and economic considerations. to supervise their application;
It was created in 1919, as part of the Treaty The founders of the ILO recognized
The areas of improvement listed in • An extensive programme of
of Versailles [PDF 837KB] that ended World the importance of social justice in
the Preamble remain relevant today, international technical cooperation
War I, to reflect the belief that universal securing peace, against a background
including the regulation of working formulated and implemented in an
and lasting peace can be accomplished of the exploitation of workers in the
time and labour supply, the prevention active partnership with constituents,
only if it is based on social justice. industrializing nations of that time. There
of unemployment and the provision
was also increasing understanding of
of an adequate living wage, social
the world's economic interdependence
protection of workers, children, young
and the need for cooperation to obtain
persons and women. The Preamble also
similarity of working conditions in
recognizes a number of key principles, for
countries competing for markets.
example equal remuneration for work of
equal value and freedom of association,
and highlights, among others, the
importance of vocational and technical
education.
https://www.ilo.org/global/about-the-
ilo/history/lang--en/index.htm
12 13
In 2019, in partnership with Egypt and its
people, we marked the 100th anniversary
WHAT
of the founding of the International
Labour Organization. This Centenary
coincided with the 60th anniversary of the
WE DID:
establishment of ILO’s Cairo office, making
2019 a particularly meaningful milestone.
To Celebrate the The Centenary celebration launched in
March 2019 with a press conference at
celebration in the shadow of the Pyramids,
as a key element of a 24-hour series of ILO
ILO Centenary in the ILO office in Cairo chaired by Mr.
Mohamed Saafan, Minister of Manpower
Centenary events on four continents. The
celebration was inaugurated on behalf of
Egypt and Mr. Eric Oechslin, ILO Cairo
Director. To welcome the public into the
Egypt’s President H.E. Abdel-Fattah El-Sisi
by Prime Minister H.E. Mostafa Madbouli,
celebration, a fleet of feluccas bearing who hailed the ILO as “a safety valve for
the ILO Centenary logo on their sails was workers’ rights all over the world and a
launched on the Nile river. unique example that brings together, on as an opportunity to reflect on the past in
an equal basis, governments, employers order to prepare for the future.
As a fitting symbol of the strength and and workers in one context.”
growth of the friendship between Egypt Also in attendance from the government
and the ILO, the ILO presented a gift of Other high-profile keynote speakers also were the Ministers of Justice, Local
100 trees to be planted at the new Grand lauded the long and productive history of Development, and Migration and Egyptian
Egyptian Museum. the ILO, both worldwide and in Egypt. Mr. Expatriates’ Affairs, and a number of
Mohamed Saafan, Minister of Manpower Governors. Representatives of ILO’s
The ceremony offering and planting the praised the “great support” that ILO constituents, UN agencies, international
trees was attended by Mr. Mohamed provides to Egypt on labour and workers’ agencies and donors, NGOs, the private
Saafan, Minister of Manpower; Dr. Khaled issues, while Mr. Moussa Oumarou, sector, academics and the media rounded
al-Anany, Minister of Antiquities; Mr. ILO Deputy Director-General for Field out the well-attended event, which also
Eric Oechslin, ILO Cairo Director; Major Operations and Partnerships thanked featured musical performances by the
General Atef Moftah, General Supervisor His Excellency President El-Sisi for his Egypt Children Choir of former child
of the Grand Egyptian Museum project; patronage, which was an important signal labourers under the direction of Maestro
and a group of university and school for us. which was an important signal for Seleem Sehab, and by Egyptian actress
students and children with disabilities. us. From his side, Mr. Eric Oechslin, ILO and singer Bushra, as well as a dramatic
On April 11, 2019, ILO Cairo hosted a mega- Cairo Director emphasized the celebration performance by Isis Theater.
14 15
THE
EGYPTIAN
LABOUR
MARKET IN
These are heartening results. However, other indicators confirm that significant opportunities remain to make lasting progress
towards inclusion and equality in the workplace. First, the trend in the employment rate, which measures the percentage of the
2019
working-age population that actually works, has not shown signs of improvement yet. Reduction in unemployment is thus largely
a factor of people withdrawing from the labour market. Egypt’s employment rate of 39% is quite low compared its middle-income
peers, which average 57%. Low employment rates are chiefly due to a very low participation of women in the labour market, which
has continued to deteriorate in recent years. Females are also three times as likely to be unemployed as males.
In 2019, the Egyptian economy demonstrated continued improvement in several domains. GDP growth was 5.5%, up from 5.3% in
2018. The overall unemployment rate continued to decline for the fifth consecutive year, falling to 8.6%, i.e. finally returning to pre- Precarious employment rate
2008 levels. Inflation also showed a marked deceleration, falling from 20.9% in 2018 to 13.9% in 2019.
65.0 59.8
57.9
60.0 56.8 55.2
55.0 49.5 51.8
Real GDP Growth and inflation annual percent change 50.0 55.6 55.2 54.0
53.9
45.0
23.5 20.9 40.0 45.4 33.8
42.4
35.0 29.2
13.9 27.2 26.5
30.0 24.1 23.1
11.7 11.1 10.1 11 10.2 25.0
8.6 6.9 24.5
20.0 24.6 21.8 21.8
15.0 18.9 19.5
5.5
5.1 5.3 2014 2015 2016 2017 2018 2019
4.4 4.3 4.2
1.8 2.2 3.3 2.9
Without pension (social insurance) Without health insurance
2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
Without contract Temporary contracts
Self-employed + contributing family workers
Inflation rate, average consumer prices (Annual percent change)
Real GDP Growth rate
Unemployment rate
Source: IMF DataMapper. Available at: https://www.imf.org/external/datamapper/NGDP_RPCH@WEO/OEMDC/ADVEC/EGY 34.5 35.3
28.1 28.4
Employment rate 25.6 26.7
24.9
21.8
24.7 20.7 24.3
24.2
21.4 21.7
40.2 40.2 40.4 40.0 25.6
39.0 38.7 15.1
12.7
15.6
13.2 12.8 12.6 11.8
20.2 9.9
16.4 7.9
16.1 16.0
14.4
12.3 2019 MICs average: 5.9
2014 2015 2016 2017 2018 2019 2014 2015 2016 2017 2018 2019
Total Employment Rate Total unemployment Rate Youth unemployment Rate (20-24)
Females Employment Rate Females unemployment Rate Youth unemployment (15-19)
Source: CAPMAS, Labour Force Survey. Source: CAPMAS, Labour Force Survey.
16 17OVERVIEW
OF ILO WORK
ON JOB
PROMOTION
IN EGYPT
Another alarming indicator is unemployment among tertiary graduates. Graduate unemployment stands 12 points higher than in The ILO works closely with the Ministries of Manpower, Planning, Finance and Education and other key stakeholders in Egypt
2016. This is consistent with observed shrinking of higher-pay, professional-level jobs observed since then. Graduates of technical to promote job-rich growth. The socio-economic model needs to make the best possible use of Egypt’s key resource: its rapidly
education also experience high unemployment; to some degree this is also a factor of their higher pay and working conditions growing and youthful labour force. This involves work on a variety of fronts, as further described below. Our key areas of support
requirements. It is also, however, indicative of a misalignment between technical education and the needs of Egyptian employers. to the GoE include:
Although unemployment has declined, economic security in the labour market has deteriorated since 2014. The proportion of • Improving the quality of key labour market statistics, including household and enterprise surveys, in alignment with international
workers in informal and precarious employment has increased steeply. Between 2014 and 2017, the share of workers employed labour statistical standards and by leveraging new technologies;
without a contract or health insurance rose by 20 percentage points, and has not posted a meaningful decline in 2018-2019 . Over • Strengthening macroeconomic analysis capabilities, particularly in order to improve the impact of public investments on job
half of those employed are working without a contract, pension or health insurance. A marked increase in temporary contracts at creations;
the expense of more durable work relations has also been observed in the last few years.
• Strengthening organizations delivering employment services across the public and civil society space and advocating for a
stronger public role in not just passive but also active social policies; and
• Informing educational policies on better alignment with labour market requirements, and the use of labour market data for
career guidance.
Distribution of unemployment by education
51.0
44.0 44.9
42.7
46.8
41.0 43.9
40.5
34.4 34.6
31.0
31.6 31.7
21.0
11.0
1.0
2015 2016 2017 2018 2019
Illiterate Read and write Genal/azhari secondary
Technical secondary Above intermediate Univi & higher
18 191. JOBS
1.b) Private
1.a) Employment Sector and
and Skills Enterprise
Development
Egypt is suffering from a significant of interventions whilst at the same time two Disability Equality Trainings Demog raphic dynamics, technological six strategic pillars that address the most private partnerships. The materials can be
skills mismatch, which means that skills supporting the development of a more for 44 staff from nine universities progr ess, and climate change are relevant challenges and concerns faced by adapted to multiple target audiences and
available among the workforce cannot inclusive skills system that takes into across the country. These trainings resha ping the landscape for private entrepreneurs and enterprises in Egypt: delivery methods; the initial pilot groups
meet the fast-changing demands of the account the needs of women, disabled focused on changing attitudes secto r development. Enterprise involve women, migrants and vulnerable
economy. This creates a major barrier to people and migrants. and practices towards greater devel opment interventions need to 1. Legal and regulatory environment populations. A certification model was
growth and development at the national inclusion of people with disabilities adapt to these changes and create the 2. Access to finance designed to engage the first group of
level, but also at the individual level. The main results areas the ILO tackled to in mainstream services and enabling environment that can support trainers that will further disseminate the
3. Entrepreneurship promotion
Based on a 2019 ILO survey, the average address skills mismatch focused on: activities. The trainings were highly improvements in decent work conditions, content within their organizations and
over-qualification rate is 24% and the successful and widely covered in productivity growth, and a more cohesive 4. Integration into value chains and beyond.
average under-qualification rate is 17%. a. Supporting youth to acquire job national news and social media. socie ty. export
Over-qualification is more dominant in search skills and enabling public Moreover, the ILO supported 10 5. Business development services • Linkages between the education
Egypt, imposing significant wage costs on sector staff to better support youth UCCDs to develop action plans for In Egypt, 60% of employment is created 6. Technology system and entrepreneurship
affected individuals and lowering levels of in developing job search skills. enhancing inclusion of PwDs in throu gh micro, small and medium initiatives
life and job satisfaction. To do so, the ILO trained 11 new UCCD services. To better support enterprises (MSMEs).1 Micro or very In partnership with UNIDO, USAID, GIZ,
The office has established partnerships
facilitators (four females and seven the accessibility of the UCCDs small enterprises represent more than and TVET Egypt, the ILO integrated the
with diverse national stakeholders to
There are various reasons for the skills males) from the Ministry of Youth themselves, the ILO preparing a 90% of the total number of enterprises, entrepreneurship awareness and skills
advance the implementation of these
mismatch in Egypt. The key issues are lack and Sports (MoYS) to implement guideline for physical assessment so their employment contribution may materials for students denominated
directions. Our partners include national
of demand orientation of the education Job Search Clubs (JSCs). to allow UCCDs to identify and be considerably larger than previously “Innovation & Entrepreneurship” into the
institutions like the Micro, Small and
system; high fragmentation of the TVET b. Supporting the provision of more modify potential barriers. reported given the lack of information curricula of schools across Egypt. TVET
Medium Enterprises Development
system; lack of integration of core skills evidence-based career guidance d. D e v e l o p r e s e a r c h a n d h o s t on the informal economy.2 Therefore, institutions in Damietta were trained to
Agency (MSMEDA), the Central Bank
and transformative skills in education; to advise young people on careers knowledge sharing events on key suppo rting small economic units is a the deliver the new curriculum, which
of Egypt (CBE), Federation of Egyptian
absence of continuous education in need in the labour market. topics such as a study on life long central part of the economic and social provided 2,000 students with weekly
Industries (FEI), the National Council for
opportunities; lack of career guidance The ILO trained UCCD staff in learning and continuous education development strategy of the ILO in Egypt. lessons on entrepreneurship and
Women (NCW), the Egyptian Banking
and functioning school-to-work transition using statistical data in shaping in Egypt, as well as a knowledge innovation.
Institute (EBI), and the Ministry of Youth
services; and a lack of future orientation their career guidance as well as sharing with ober 50 public and Under standing and responding to the
and Sports, as well as other development
(digital skills, etc.) of the education in supporting the collaboration private sector partners event on what reali ty faced by small economic units In collaboration with Horus University
partners like UNIDO, WFP, USAID, GIZ,
system. Additionally, Egypt’s education between CAPMAS, the Labour works in youth employment and skills has b ecome key to addressing the in Damietta, the ILO has facilitated
TVET Egypt, the Egyptian Microfinance
system lacks inclusivity especially for Market Observatory of the Ministry particularly, looking at training for fundamental challenges of employment the cultivation of an entrepreneurship
Federation and MCSBE.
people with disabilities (PwDs). of Higher Education (MoHE LMO), employment and job matching. creation and job quality improvement. In ecosystem that targets the student
UCCD staff and the American 2019, we implemented a multi-dimensional community to support the launching
Additionally, the ILO has supported the
Overcoming this skills mismatch and University in Cairo to conduct tracer approach to support for private sector of start-ups. Some of the main
drafting of the new SMEs Law, which
equipping young people with knowledge studies and gain more knowledge and enterprise development: interventions involve the designation of
Job Search Clubs (JSCs) are a 10- has been submitted to the House
and skills that enhance their employability about graduate employment an Entrepreneurship Day, and support to
day participatory activity that teach of Representatives for enactment.
is a major focus of the Egyptian trajectories. Additionally, the ILO • Enabling environment establish an Entrepreneurship Club that will
participants how to find suitable jobs
Government, evidenced by Egypt’s Vision supported the establishment of The ILO has provided technical support in lead the entrepreneurship activities within
by providing training in networking, • Access to finance and financial
2030, its commitment to achieve SDG 8 industry-university networks to formulating the MSMEs and Entrepreneurship the institutions. This initiative provides the
communication skills and identifying education
and the new education reform initiative support a better alignment of career National Strategic Directions, which encompass basis for future models of engagement
personal strengths and weaknesses. A set of financial education materials
(Education 2.0). The ILO is supporting guidance with industry needs. with higher education institutions following
Overall, 157 young people in Qalyoubia, 1. Subrahmanyam, Gita (2016). “Addressing informality in adapted to the Egyptian context has been
the Government of Egypt to address the Egypt.” African Development Bank. international experiences.
c. Supported a more inclusive Menoufia and Damietta attended JSCs in developed and validated to be delivered
skills mismatch through a systematic set
education system by conducting 2019 and increased their employability 2. ILO (2019). “Small Matters: Global evidence on the
through a combination of public and
contribution to employment by the self-employed, micro-
and employment chances. enterprises and SMEs.”
20 21• Enterprise creation • Improving the productivity of
OVER 30 Skills built of
OVER More than 3,246
Enterprise creation results Nilepreneurs
250
enterprises
The ILO has continued to consolidate its ENTERPRISES WORKERS EMPLOYEES
platform to scale up and broaden the In cooperation with the FEI and the trained across Egypt ANDMANAGERS benefited from
enterprise improvements
implementation of entrepreneurship In Damietta, 103 young women and Business development services training Chamber of Chemical and Engineering
skills to diverse groups of beneficiaries men participated in Start and Improve Industries, the ILO implemented the
like youth, rural populations, and women. Your Business trainings. Following 28 BDS Hubs now staffed with Sustainable Competitive and Responsible
the training, more than 60% of the 129 trained BDS advisors, serving Enterprises (SCORE) training. This up to
In Egypt, the ILO implements two participants established a business. 5,201 MSME clients, delivering programme improves productivity and 57% 90%
main tools for entrepreneurship skills Ten of the new businesses have begun 10,031 services through 2019 working conditions at SMEs through the of enterprises of enterprises
INCREASED BETTER WORKPLACE COST REDUCTIONS
development: the flagship Start and their business formalization process implementation of trainings that combine PRODUCTIVITY COOPERATION
Improve Your Business (SIYB) program and three of them have become formal. practical classroom training with in-
and the Get Ahead package for women’s The newly established businesses have factory counseling.
economic empowerment. With regard to the potential to create 131 new jobs.
SIYB, 23 new trainers were certified and 75 SCORE’s approach of including workers,
trainers participated in a refresher course And through partnership with the WFP, supervisors and managers together in
83 Get Ahead workshops were held in
83%
to update their programme knowledge, the training creates greater engagement. of enterprises
ensure consistency in the training five governorates, providing 2,318 rural The training includes the set up of an LESS WASTE FEWER DELAYS DEFECT REDUCTION
delivery and share lessons learned. and Bedouin women with training for ‘improvement team’ in different divisions
The implementation of SIYB has grown economic empowerment. of the enterprises to ensure the spread
thanks to the partnership with MSMEDA, and continual work of the training content
the Small Enterprise Development at different levels as a genuine part of the
Association (SEDA) and the Chamber of In partnership with the CBE and the policy of every company.
40% 40%
Furniture of Damietta. With regard to EBI, the ILO developed a training toolkit of enterprises of enterprises
Get Ahead, 52 trainers have been certified for Business Development Services Upon the conclusion of the SCORE ENERGY SAVINGS BETTER WORKING SAFTER WORKING
ENVIRONMENT ENVIRONMENT
and the initiative has been rolled out in (BDS), in collaboration with ITCILO. The programme, 90% of participating
collaboration with the NCW. materials were designed to address the enterprises reported cost savings, 57%
priorities and needs of Egyptian MSMEs. witnessed an increase in their productivity,
• Support services for enterprises The development of the BDS training and 83% noticed a decrease in the rate
The ILO has collaborated with MSMEDA toolkit comes in the framework of the of product defects. Moreover, 80% of
to develop a Business Development Ser- CBE’s Nilepreneurs initiative to establish the companies experienced a decrease 60%
of enterprises
80%
of enterprises
13%
of enterprises
vices (BDS) market facilitation strategy, a number of BDS local offices, called in workers’ complaints, while 57% saw a REDUCTION IN REDUCTION INCREASE IN
which serves as a strategic roadmap for Hubs. The initiative involved training decrease in absenteeism. All participating MATERIALS USAGE IN WORKER WAGES
COMPLAINTS
MSMEDA to become a facilitator in the BDS advisors that effectively run the BDS enterprises have implemented notice
BDS market, ensuring that all MSMEs Hubs. Eight national trainers were trained boards for communication between
across the country have access to quality, to deliver the training toolkit that further management and workers, delivering
relevant and sustainable BDS services. set up the final service delivery model. important information in a clear and
A BDS market facilitation manual has timely manner, and 93% now organize 57%
of enterprises
40
been developed, and 15 MSMEDA focal daily meetings between workers and REDUCTION REDUCED JOBS CREATED
IN LABOUR ABSENTEEISM (55% MALE AND
points have been trained to engage in management. The programme has also TURNOVER 45% FEMALE)
the market facilitation for better support created 40 new positions across the
services for MSMEs. participating enterprises.
22 23Implementing SCORE training led to The results of SCORE training are
(VCA/D) training programme to build
capacity of national stakeholders
Success story
stronger employees commitment, which tangible in the workspaces of one to carry out such analysis. Twenty-
spurred remarkable productivity gains factory that specializes in producing eight participants from MSMEDA and
at an industrial company with more fuel tanks. Many of its 200 employees other entities received training, and
than 30 employees and technicians. The had been injured while dealing with were coached to conduct value chain
staff turnover rate in the participating hazardous materials and equipment development research as part of a
enterprises dropped drastically after in the past, so the company and its certification process.
participating in SCORE. workforce had an opportunity to apply
the lessons from SCORE training. The ILO has worked in implementing this
“When the satisfaction of the employees value chain development approach in the
with their work environment increased, To organize the factory floor, workers agrifood and tourism sectors in the Minya
their productivity increased, and the applied the 5S system, which defines five and Luxor governorates, respectively. I am Hanan Mustafa from Damietta Then I heard about the ILO project
number of mistakes decreased,” key principles: Sort, Set in Order, Shine Two market system analyses identified Governorate. I am 30 years old, a mother “Decent Jobs for Egypt’s Young People”
company CEO Mohamed El-Sayed (clean up), Standardize and Sustain. market failures faced by MSMEs to tap of two children. My journey started at the in Damietta, funded by Methanex
explains. “After implementing SCORE This method creates a streamlined on growth opportunities, and designed beginning of learning crochet through the Egypt, which has its plant in Damietta.
training, there was a clear and and efficient environment, placing intervention models to overcome these internet, because I wanted to do the best The purpose of the project is to support
highly effective scientific method for needed items at hand and reducing challenges. These studies will serve as clothes for my baby daughter at that time. Damietta’s community and job creation
addressing, containing, and resolving clutter and neglected spare parts. The reference models for future interventions My cousin helped me to hold the needle for the governorate’s youth. I joined a
problems.” El-Sayed reports that application of the 5S method increased to integrate enterprises to value chains and I started learning and doing clothes training programme called “Start Your
productivity increased by nearly 70% occupational safety significantly, which and export markets. for my daughter for three months. Business” and this was exactly what I
due to reduced time spent searching in turn boosted productivity. needed. I learned about planning my
for tools, better staff coordination and The ILO supported the participation After that I came across a new art to business, studying the market, calculating
higher morale. “By applying the 5S method, our work of eight MSMEs in Food Africa, an me, “Amigurumi”, which is the art of my cost, pricing the dolls and launching
environment became more organized, international trade exhibition for food making dolls by crochet. I joined one of my product in the market. I started
which led to a lower rate of accidents and beverages. This allowed the MSMEs the workshops that teaches this art with thinking about my business and worked
and injuries. Subsequently, fewer and NGOs in the selected value chains— a friend and I learned how to do a doll out my business plan.
injuries meant fewer delays. The factory dairy and greenhouses— to meet new using simple techniques. This was very
became more capable of meeting its prospective buyers and suppliers, exciting for me, so I started developing Now I have a complete marketing
delivery deadlines, which increased present their products in a specialized my crochet skills and convinced one of my plan, which included that I need to
clients’ satisfaction,” expressed Khaled forum, collect market feedback on their friends to join me in doing crochet dolls. start approaching kindergartens and
Youssef, Occupational Safety, Health products, and discover new food industry My friend and I learned quickly and then nurseries. I succeeded to have a little
and Environment Department Manager. trends and technologies. we decided to give free workshops and exhibition of dolls in a reputable nursery
patrons to other interested friends. This in Damietta. Being close to kids and the
MSMEDA, in its facilitative capacity and was all done through improvising and market changed a bit my thinking and
• Value chain development under the auspices of the President of I found lots of pleasure in learning and my designs to respond to demand. I
Policymakers and BDS providers require a Egypt, organized the week-long Torathna teaching others what I learned. started to do dolls of various sizes and
clear understanding of market dynamics Handicraft Exhibition, which gathered representing various personalities. Now
and value chains, in order to support more than 500 exhibitors of hand-crafted I started giving courses and taught more I sell in various kindergartens as well as
the growth opportunities of MSMEs in items from governorates across Egypt. The people. I learned about their happiness online. I engage two of my friends to help
economic sectors with high potential exhibition provided different marketing in this world. I also developed a Facebook me when demand increases. I plan to
to create or improve jobs and income opportunities that are expected to contribute page (Bambino Hand Made) and used it expand into other nurseries and facilities
generating activities. The ILO introduced to the expansion and sustainability of the to market and sell my work. Nevertheless, for kids. I am hoping to have my own
a Value Chain Analysis/Development participating exhibitors. I was often confused about pricing the shop and my own brand name for my
dolls. My business was also very limited dolls, hopefully soon.
and I wanted to sell more. I worked
without planning and did not know much
about business principles.
24 252. SOCIAL PROTECTION
Social protection is a human right that gives individuals and families security and dignity.
2.a)Social
Security
Reform of the social insurance and pension systems, as well as the non-contributory Egyptian Social Protection Floor Initiative
system in Egypt has been a longstanding social assistance schemes, and capacity- chaired by the MoSS, the ILO has led
issue in the national political debate. Since building activities in social protection. research on the costing of the extension
2014, ILO has offered technical advice on of non-contributory social protection
social protection to the Government of Based on this ILO technical work, Law schemes, with two dimensions:
Egypt (legal, actuarial, capacity building, 148/2019 reforming the national social
etc.) during the preparatory period of insurance pension system has been • extending the number of beneficiaries
the pension reform. A series of actuarial adopted in August 2019 by the Egyptian of Takaful and Karama, but also
studi es corresponding to different Parliament, contributing to enhancement maternity benefits; and
scena rios of reforms of the pension of the coverage, the governance and the • increasing the benefit level in relation
system have been done with the Ministry financial sustainability of the system. to poverty thresholds (e.g. indexation
of Social Solidarity and the Ministry of of benefits on inflation).
Finance, intending to guarantee the long- Since the adoption of the law, the ILO has
term sustainability of the current defined supported the MoSS in drafting different The results of this study were presented
benefit system via parametric reform. parts of the Executive Regulations, during a research workshop co-organized
actuarial components, investment with FES and chaired by Deputy Minister
Cost and
In 2019, the ILO has renewed its support to
the Government of Egypt in social protection
policy, human resources, financial and
accounting reporting methods related to
Nivine El Kabbag to discuss the findings of
the research on social protection extension. impact
illustrated by a new four-year Protocol of the merging of the two social insurance analysis
Cooperation signed with the Ministry of and pension funds, the Public and All the scenarios of social protection
Social Solidarity in February 2019. Private Social Insurance Funds (PSIF) extension have direct poverty impact
with the Government Social Insurance and a significant number of beneficiaries
The ILO Egypt actively advocates for Funds (GSIF). The full implementation of are moving out of poverty. The statistical Technical
the extension of social protection policy the law is expected to take three years, study also confirms that extending social Advice
and provides technical assistance to during which the ILO plans to continue to protection in Egypt would reduce income
help extend adequate levels of social
protection to all members of society.
support the Government of Egypt. inequality.
TAKAFUL
Embedded into the ILO systemic social In addition to the support for the ILO will continue to support the
AND
KARAMA Actuarial
protection approach, cooperation contributory schemes, the ILO has also implementation of the social protection
with the MoSS concerned both the supported the non-contributory social programmes in upcoming years.
contributory social insurance and pension protection schemes. As part of the Studies
26 272.b)People STAFF
with Disabilities TRAINED
Suppo rting the inclusion of people with • Supporting the development of
from
disabilities through the employment cycle, accessibility reports for 15 University
from education to career guidance to Centers for Career Development
recruitment to job retention and promotion, (UCCDs), to ensure that individuals
is essential for equality. When all workers with disabilities are able to obtain
enjoy access to employment from all entry career guidance and job search
points, businesses have an expanded pool services. After the reports were
of labour from which to recruit and can prepared, a consulting workshop
benefit from workers’ full professional was held to present findings and
potential. ILO Cairo is committed to suggested solutions. PARTICIPATING
working with employers and employment-
adjacent organizations to identify and
• Enabling facilitated focus group
discussions with UCCD staff to create
UNIVERSITIES
address barriers to workplace inclusion.
Activities undertaken in 2019 included:
action plans for enhancing inclusion on attitudes and practies that
of the disabled in UCCD services
across the full spectrum of their
foster greater inclusion of persons
• Launching the second phase of the work, including internal practices. with disabilities in mainstream
Egyptian Business and Disability Ten UCCDs now have action plans. services and activities
Network (EBDN), in partnership with
• Following on from the UCCD reports, ACCESSIBILITY
REPORTS
the Corporate Social Responsibility
preparing a guideline for early
(CSR) Unit of the Federation of
assessment of physical accessibility
Egyptian Industries. The EBDN
is a business-led partnership to
so that new UCCDs can identify and completed to improve
modify potential barriers.
promote employment and inclusion access to career
• Conducting two Disability Equality
of persons with disabilities, and
Trainings for 44 staff from nine counseling
includes a range of national and
multi-national enterprises, as well universities across the country.
as non-corporate members such as These trainings focused on changing
the Ministry of Communication and attitudes and practices towards
Ataa, a large charitable investment greater inclusion of people with
disabilities in mainstream services and
ACTION PLANS
fund. Member companies exchange
learning and best practices, promote activities, and were widely covered in CREATED
national news and social media.
change and engage in advocacy to improve access
regarding employment of persons
with disabilities.
to career counseling
for persons with
disabilities
28 292.c)Child Labour
Council for Childhood and Motherhood slogan “Children should not work in technical education trainer “change
to provide the necessary support. fields but on dreams.” agents” and national consultants have
enhanced capacities in Occupational
4. For the first time, an Egyptian delegation a. On June 12, 2019, in cooperation
Safety and Health to provide advisory
participated in the Strategic Meeting of with MOSS, MOM and NCCM,
services to 500 intercompany trainers
the Alliance 8.7 Supply Chains Action an official celebration brought
in 220 enterprises that provide
Group organized by the ILO Regional together 50 children from MOSS
opportunities to 3000 apprentices in
Office in Africa in Cote d'Ivoire to Child Labour Center who were
collaboration with GIZ Enhancement
contribute to the formulation of the either involved in child labour or
of Egyptian Dual System project.
global and regional networks to at risk of educational drop-out, as
Accor ding to the 2012 ILO/CAPMAS the I LO Cairo office is supporting the support the implementation of SDG well as ILO’s tripartite constituents.
National Child Labour Survey in Egypt, Egypt ian Government in the effective Minister of Manpower: Target 8.7. With the objective to promote and
1.6 million Egyptian children—9.3% of all imple mentation of the NAP. In Egypt, Mohamed Sa’afan 5. Egypt endorsed the African Union raise awareness on eliminating Amal Abd El Mawgoud,
children between the ages of 5 and 17— efforts focus on improving policy, legal Ten Year Action Plan to Eradicate child labour, children performed Foreign Affairs
were engaged in child labour. and institutional frameworks to address “Egyptian laws were developed in Child Labour, Forced Labour, Human their own play and puppet show as Undersecretary, MOM
child labour and institutionalizing compliance with ratified international Trafficking and Modern Slavery (2020- well as a painting exhibition.
Child labour not only threatens innovative and evidence-based solutions labour standards pertaining child 2030). The ILO facilitated tripartite b. On July 2, 2019, in coordination What I learned in the International
child ren’s rights, health and welfare, that address the root causes of child labour. To put conventions’ provisions consultation in Egypt on the proposed with the IOM and Al-Ahly Sporting Labour Standards and Reporting
but a lso has negative socio-economic labour in the cotton supply chain, which into practice; the Egyptian Government plan that was adopted on December 6, Club, ILO organized a tournament Obligations Training was an eye
effec ts and complicates international has historically employed thousands of in collaboration with ILO launched the 2019 on the sideline of the ILO regional in which more than 60 migrant opener to better international labour
trade relationships. Accordingly, the children each year. NAP to coordinate national efforts to meeting in Cote d'Ivoire. children participated in football standards reporting on child labour.
Gover nment of Egypt has expressed eliminate child labour. matches followed by a health
6. Fifty-seven national stakeholders,
stron g political will in combating child Main Results in 2019 awareness session for their whole I realized many concepts that I had
partners and cotton supply chain actors
labou r, building on advancements in In pa rtnership with the ILO tripartite, We need to redouble and integrate families. The children were overlooked and I had a greater ability
were sensitized on issues pertaining to
recent years targeting children’s welfare natio nal and development partners, these efforts to address the negative accompanied by their community to organize and improve my work
eliminating child labour.
and their protection from child labour. The ILO a chieved the following key effects of child labour on the leaders and families, gathering from a procedural point of view in
7. Thirty-five representatives from
Gover nment has developed, endorsed accom plishments in 2019: society. Therefore, the Ministry of together more than 200 participants responding to binding report.
MOSS and NCCM were supported to
and launched the National Action Plan Manpower works hard to complete from different countries,
develop action plans to enhance their
(NAP) for Combating the Worst Forms 1. Nine representatives from 17 national the digitalization of labour inspection
implementation of the NAP through 10. T h r o u g h p a r t i c i p a t i o n i n t h e
of Child Labour and Supporting Family entities, development partners, and across Egypt”.
two workshops on Activating the Role “Enhancing Access to Education and
in Egypt (2018-2025). The NAP aims to employers’ and workers’ organizations
of National Stakeholders to Actively Combating Child Labour’’ series of
provi de timelines and identify roles of reached agreement on priority
Implement the NAP. workshops, in collaboration with
the governmental agencies responsible coordinated actions for 2020.
WFP, 118 MOM labour inspectors
for assisting children engaged in child 3. Building on the Ministry of Manpower’s 8. To enhance Egypt’s reporting to the
2. The minimum age for employment have increased capacities to protect
labou r. It is aligned with Egypt Vision digitalized inspection mechanism ILO international labour standards
was increased from 14 to 15 years in children in employment through
2030, the Egyptian Constitution, SDGs developed by the ILO in 2017, a trail pertaining to child labour, MOM
line with the Minimum Age Convention gaining knowledge on effective labour
Target 8.7 and ILO Conventions No. 138 referral mechanism on child labour representatives were trained on
C138 and in accordance with the inspection with emphasis on child
on Minimum Age and No. 182 on Worst was developed by ILO in cooperation international labour standards and
Egyptian Constitution. This increase in labour/working children-relevant
Forms of Child Labour. with the World Food Programme. The reporting obligations at the ILO ITC.
the minimum age for employment will legislationandprotectionmechanisms.
be reflected in the new Labour Code, purpose of the referral mechanism is 9. World Day Against Child Labour
Since assisting countries in eliminating to report incidences of child labour 11. Twenty-six regional units of Dual
which is under consideration by the (WDACL) was uniquely celebrated in
child labour is one of ILO’s core mandates, as identified by MOM to the National Education System representatives,
Egyptian Parliament. Egypt in 2019 the under the global
30 313. CROSS-CUTTING
THEMES
3.a) Employers
400 5
and Workers
YOUNG WOMEN DAYS OF
Many employers find it challenging to Mariam Shaaban. “This structured training for Your Business. The feedback from
AND MEN TRAINING
build a workforce of motivated employees. is of major benefit to my confidence, the programme participants was very
Many job seekers say it’s not easy to presentation and communication skills. It positive.
find a good job with an employment included excellent group interaction from
contract. Finding ways to bridge the gap the beginning, and real-life experiences. Finally, the Advancing Decent Work
between these perspectives and build Agenda in North Africa (ADWA) project
employee-employer trust and effective Supervisors also reported that the reached an agreement that will contribute
communication was the focus of the programme laid a solid foundation for to the creation of a positive safety 11 WORKPLACES
Egypt Youth Employment (EYE): Working worker-employer relations and gave them culture in the private sector through the
Together in Qalyoubia and Menoufia tools to bring out the best in employees. finalization of an MOU with Ericsson.
project, funded by the Norwegian Ministry “When workers attend lectures on rights This partnership will enhance awareness
of Foreign Affairs. and duties from day one, they get a of occupational safety and health and
feeling of safety and trust as well as decent working conditions, and put
In 2019, EYE designed and implemented loyalty to the place,” said Raouf Awad, relevant measures into place within the
a Training for Employment programme the Administrative Manager at a Sadat Egyptian telecommunications sector.
that was praised by both employers and City garment factory. Both supervisors
workers. Working with AMIDEAST and and workers cited better workplace
Nahdet El Mahrousa, EYE identified 11
BETTER WORKING
cooperation and communication, and Wafaa Saeed had several previous
workplaces offering fair wages, contracts, reduced conflict, as a result of the training. seamstress jobs, but employers
legal guarantees and that also had
current job openings, and advertised the The Decent Jobs for Egypt’s Young
didn’t formalize the positions with RELATIONS
contracts whose terms matched
vacancies at job fairs and on Facebook. People (DJEP): Tackling the Challenge what was advertised. Thanks to the
Four hundred young men and women, in Damietta project broke new ground Training for Employment programme,
including people with disabilities, as well, as it constitutes the ILO’s first she found a position at a garment
responded and participated in a five- public-private partnership in Egypt. factory in Sadat City in which all the WORKPLACE
day training on workplace skills, rights
EFFECTIVENESS
ILO has collaborated with Methanex aspects advertised—salary, benefits,
and responsibilities, as did their future Egypt to support job creation and youth transportation and daily meal—were
supervisors. employment in Damietta. Under the actually delivered.
umbrella of this project, DJEP collaborated
While the skills covered in Training for with the Chamber of Furniture to launch
Employment are essential, many workers the ILO programme “Improve your
had never been given the opportunity to Business” in Damietta’s furniture sector.
learn them. “I have worked for 10 years in Fourteen enterprise owners participated
many factories, and this was the first time in the pilot programme, which consists
I’ve been offered training on workplace of four modules: Marketing, Costing,
rights and duties,” said seamstress People and Productivity and Planning
32 333.b) Gender Equality
and Women’s
Empowerment
Aligned with the Global Agenda for to work are unemployed.3 This gender for tangible actions to support small the ILO Cairo Office provided Get Ahead
Sustainable Development, specifically gap is particularly pronounced for the enterprise development, employment Training to more than 200 young women,
Goals 5 and 8, which call for promoting younger population.4 Various factors at creation, gender equality and women’s more than half of whom have actually
gender equality and decent work for the macro, meso and micro levels explain empowerment. The launch was part started micro-enterprises and currently
all, the ILO’s Centenary Declaration was the low economic participation of women of a multi-stakeholder consultation on reflect a good potential to sustain their
an opportunity to emphasize gender in Egypt, including challenges related to strategies for encouraging women’s new businesses.
equality as a crosscutting policy driver legal regulatory frameworks, access to entrepreneurship and was attended
in all of ILO’s work, and to recall ILO’s skills training, and working conditions. legislation draft, with a special focus on for Women participated in “Gender by more than 200 participants from
objective to “achieve gender equality at These challenges are more accentuated the articles related to women’s economic Academy and Value Chain Development: government, the private sector, academia, Gender equality is a key policy driver
work through a transformative agenda, in the informal sector where 52 percent empowerment, such as ensuring equal pay, Moving from Analysis to Action” at international organization and donors. and crosscutting issue in all ILO’s work.
which ensures equal opportunities, equal of the Egyptian female labour force, leave entitlements and child care at work. the ILO International Training Center. However, increasing gender equality-
participation and equal treatment…for especially in rural areas, is concentrated. 5 The Office advocated for ratification of the Additionally, representatives from the Moreover, the ILO Cairo Office extended focused funding and designing
women and men.”1 “Violence and Harassment Convention” ILO’s tripartite constituencies in Egypt its support to workers’ organizations to gender equality-specific projects is
In close collaboration with the (C190) by conducting information sessions participated in the Sub-regional Gender promote gender equality in trade unions. crucial to reflect the strategic weight
In contributing to the achievement of Government of Egypt and workers’ and with key stakeholders, including the Experts Meeting, gathering with their ILO published the “Study on Women in and importance of the issue. In this
this objective, driven by the expertise of employers’ organizations, the ILO Cairo Ministry of Manpower and the National Tunisian counterparts and Finnish Trade Unions,” recommending specific context, the ILO Cairo Office expanded
its Decent Work Team for North Africa Office continued in 2019 to address Council for Women. experts to establish a knowledge-sharing ways to enhance women’s involvement its gender portfolio in 2019.
and Development Cooperation projects, obstacles to women’s active labour network of gender experts and build skills and capacity. Following from the Study’s
the ILO Cairo Office continued to design participation. This happened through a Furthermore, representatives from ILO’s necessary to develop gender-responsive recommendations, three different Today, the portfolio contains three
targeted, gender-responsive and comprehensive approach that also works three constituencies participated in the capacity-building trainings for their trade unions adopted action plans gender-focused projects, two of which
context-specific interventions in 2019. at the macro, meso and micro levels, and regional symposium on the Equal Pay respective organizations. for promoting gender equality in the started in 2019, with a total funding of
that tackles at the same time access to International Coalition (EPIC), committing workplace and within the union structure. approximatively $4 million. These are
The Egyptian context is characterized employment, entrepreneurship, decent their organizations to work to promote On the meso level, in collaboration with the Finland-funded Decent Work for
by important gender gaps in the labour work conditions and social dialogue. equal pay between men and women. the Federation of Egyptian Industries On the micro level, following the Women in Egypt and Tunisia project
market.2 The female unemployment The government of Egypt, through the (FEI), the ILO conducted the third round recommendation of the aforementioned (2018-2021), the SIDA-funded Joint
rate is 23.6 percent, and as many as On the macro level, the ILO provided Ministry of Manpower, became the first of the “Human Resources and Gender Study, the ILO conducted a Training for Programme for Promoting Productive
seven out of 10 young women available technical feedback on the new labor Arab country to pledge membership in Academy,” held for the first time in Trainers for 20 trade unionists, based on Employment and Decent Work for
the Coalition. Alexandria. Twenty-three participants ILO’s “Training Manual on Strengthening Women in Egypt, Jordan and Palestine
1. ILO Centenary Declaration (2019): https://www.ilo.org/ 3. World Bank (2019): https://data.worldbank.org/
wcmsp5/groups/public/@ed_norm/@relconf/documents/ indicator/SL.TLF.TOTL.FE.ZS?locations=EG
from 21 companies graduated from Trade Unions Role in Promoting Gender (2019-2023); and the Netherlands-
meetingdocument/wcms_711674.pdf The ILO Cairo Office also supported the third round. The Academy helped Equality in the workplace” who in turn will funded Phase II of Promoting Gender-
4. 34.9 per cent for men compared to 7.3 per cent for
2. The male employment-to-population ratio is more than women. Source: Women at Work Trends 2016: https:// building national partners’ capacity on companies develop and adjust HR policies deliver workshops to various trade unions Responsive Workplaces in Egypt
three times higher than that for women (69.8 per cent www.ilo.org/wcmsp5/groups/public/---dgreports/--- their priorities pertaining to gender and practices to enhance gender equality. throughout Egypt on gender equality. project (2019-2021).
for men compared to 17.1 per cent for women). Source: dcomm/---publ/documents/publication/wcms_457317.pdf
Women at Work Trends (2016): https://www.ilo.org/ and employment. Accordingly, four Additionally, the ILO supported launch Also, in collaboration with the National
5. Economic Research Forum (2015): https://erf.org.eg/
wcmsp5/groups/public/---dgreports/---dcomm/---publ/
wp-content/uploads/2015/12/910.pdf representatives from the Ministry of the FEI’s “Position Paper on Women Council for Women, with the objective
documents/publication/wcms_457317.pdf
Manpower and the National Council Entrepreneurship Development,” calling to enhance women entrepreneurship,
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