Abstract:

Gender differences in the economic activities are well noted in many developing countries. Marked variations exist in female occupational rates while male labor force participation rates are high. Most often low female labor force rates indicate strong cultural stereotypes about gender roles, which keep women out of the labor force. Efforts to increase female labor market participation rates must take into account gender gaps and concurrently seek more balance in hours spent on reproductive labor by men and women. In general this study reveals the real extent to which women are disadvantaged on the labor market, using data from sample surveys of Albanian public and private sector. In the present study, firstly, are examined some theories on the mechanisms of Gender Differences, like Human Capital approach and Sociological Approaches. The goal of the empirical analysis is to extract the determinants of the gender differences to explain to what extent the differentiation is, for example, related to the gender-specific human capital endowments or to gender-specific segregation on the labor market. Secondly, are analyzed the ways to recognize cultural, social and historical factors that influence unemployment among men and women in policy making. This study proposes some ways to develop job-creation and retraining schemes that address the disparate needs and situations of men and women. In this paper, interesting implications are explored in order to implement some measures to address discrimination in hiring practices and down-sizing. This includes adopting necessary legislation, policies and mechanisms for dealing with complaints, as well as providing information to both job seekers and employers.

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