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By Michael Christopher

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Standard Labor Market Discrimination Does Not Explain Low Participation . . Analysis of standard measures of labor market discrimination, such as wage gaps and job segregation, points to differential treatment of women. However, this differential treatment is by and large in line with the experience of other regions, which have significantly higher rates of female participation in the labor force. Nor do wage discrimination and job segregation explain the difference in the age distribution of the female labor force when compared with that of other regions.

The gender gaps in primary and secondary education are likely to be eliminated as early as 2005 in all MENA countries. Closing those gaps, however, will be more difficult than it has been in the past. Against the background of decreasing public sector budgets— coupled with continuing growth in the school-age population and in rural and nomadic populations, who are harder to reach—that closure will require efficiency gains, as well as educational strategies that include new priorities and approaches.

The new gender agenda could consist of four broad policy areas for addressing gender disparities: 1. Review of the legislative environment to provide consistency between women’s constitutional rights and ordinary legislation. 6 Policy Framework for a Comprehensive Gender Policy in Support of MENA’s New Development Model Principle Efficiency and equity Inclusiveness: Equal minimum Women’s rights for advocacy men and women through greater voice and agency Laws Education Policy lever Labor market Infrastructure Accountability: Institutions that State advance leadership gender equality Equal access to opportunity and security Goal Source: Authors.

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