2014年-世界发展银行全球_Social_Insurance_Reform_in_Jordan___Awareness_and_Perceptions_of_Employment_Opportunities_for_Women_81页_2mb

Summary of Social Insurance Reform in Jordan: Awareness and Perceptions of Employment Opportunities for Women

Core Content

This study examines the awareness and perceptions of the 2010 Jordanian Social Insurance Reform, with a particular focus on its impact on women's employment opportunities. The reform aimed to improve financial sustainability, enhance gender equality, and expand social protection by introducing several key provisions, including maternity insurance, unemployment insurance, and changes to retirement age and early retirement rules.

Main Objectives

• To assess the awareness and knowledge of the new social insurance law among Jordanian women and men, employers, and opinion leaders.
• To explore perceptions of the law's provisions, especially those designed to improve female employment opportunities.
• To identify factors that may influence the law's implementation and effectiveness.

Key Findings

Awareness and Knowledge of the Law

• Low awareness: Despite the government's extensive media campaigns, most participants were unaware of the new law.
• Primary sources of information: Those who were aware gained knowledge mainly through word of mouth.
• Incomplete understanding: Even among those who knew about the law, their understanding was often incomplete or inaccurate.

Perceptions of the Law's Purpose and Benefits

• Positive views: Many participants viewed the changes positively, especially the maternity insurance provision.
• Employer concerns: Employers generally did not perceive the law as cost-neutral, and many were uncertain about how to implement it.
• Stakeholder views: Some employers expressed concerns about the financial impact of the law, while others believed it could reduce bias against hiring women.

Impact on Female Employment

• Maternity insurance: Seen as a positive step towards gender equality, as it ensures continuous coverage for women during maternity leave and reduces excuses for not hiring women.
• Constraints: The law may not be sufficient on its own to increase female employment without addressing external barriers such as lack of childcare, socio-cultural stigma, and inadequate public transportation.

Implementation Challenges

• Lack of consultation: Employers felt that the law was formulated without sufficient consultation, leading to distrust and resistance.
• Distrust in SSC: Some employers had negative experiences with the Social Security Cooperation (SSC), contributing to skepticism about the law's implementation.
• Misconceptions: There were widespread misperceptions about the law, particularly regarding its cost implications and benefits for women.

Key Provisions of the Law

• Extended coverage: The law expanded social insurance to small businesses, self-employed individuals, and non-wage earners.
• Retirement age: Retirement age was increased to 60 for women, five years beyond the previous mandatory retirement age.
• Maternity insurance: Employers are required to pay 0.75% of payroll tax for each employee to cover maternity benefits.
• Unemployment insurance: Introduced to provide financial security in case of job loss.
• Health insurance: Actively demanded by both contributors and pensioners.
• Limited pension indexation: Pensions are indexed to inflation, though not independently financed.

Policy Recommendations

• Enhance civic engagement: Involve diverse stakeholders in policy formulation to build trust and ensure equitable implementation.
• Improve awareness campaigns: Launch evidence-based and targeted media campaigns to change social perceptions and increase understanding of the law.
• Build trust in SSC: The SSC should take steps to improve transparency and trust in its governance and programs.
• Assess economic impact: Conduct an evidence-based evaluation of the economic and opportunity costs to firms to address concerns about implementation.
• Promote diversity at work: Encourage initiatives that support gender diversity and reduce discrimination in the workplace.

Methodology

• Qualitative approach: The study used individual interviews and focus groups to gather in-depth insights.
• Geographic scope: Conducted in Amman and Irbid, covering various categories of participants including employed women, unemployed women, inactive women, and men.
• Sample size: 22 focus groups with 121 women and 27 men, 40 individual interviews with employers, and 5 interviews with key opinion leaders.
• Data collection: Took place over three months, starting in December 2011.
• Analysis: Used an adaptation of the Glaser and Strauss grounded theory method to identify themes and categories from the data.

Conclusion

The 2010 Jordanian Social Insurance Reform aimed to improve women's employment through specific provisions like maternity insurance. However, its effectiveness is hindered by low awareness and understanding among stakeholders, particularly women. While some see the law as a positive step, many employers are skeptical due to perceived costs and lack of consultation. The study emphasizes the need for improved communication, trust-building, and complementary policies to address broader socio-economic barriers to female employment.