# data[].attributes.body
- work more closely with government to encourage financial support and continue labour compliance
- increase union capacity to advocate for workers through long-term continuous mechanisms
- continue surveying factories and identifying non-compliance
- improve and deepen relationships with brands and continue encouraging responsible sourcing

# data[].attributes.body
- no expansion, or indication of goal for expansion to other countries where similar issues occur
-

# data[].attributes.body
- encouraged vaccine uptakes
- began doing factory inspections
- established trade agreements to simplify 'rules of origin' with EU, and reduced duty rates and quota-free access to USA
- facilitated agreements and regulation changes in regards to pay, sick leave, travel, communication and accommodation during COVID 19
- close relationship with government
- encouraged skills advancements and participation in higher-level roles
- integrated training and support for trade unions
- close, direct communication with workers themselves
- mental well-being surveys and support

# data[].attributes.body
- helped build the capacity of national stakeholders
- stakeholders report a change in mentality and working methods
- claim to be more orientated to worker’s wellbeing
- decrease in complaints and work injuries. As well as a decrease in reports of disputes

# data[].attributes.body
- They aim to impact 65,000 families
- Lifts them out of poverty and into work
- Aim to empower women to contribute more to economic growth
-

# data[].attributes.body
- created in 2009
- partnership between International Labour Organisation and International Finance Corporation
- engages with workers, employers and governments to improve working conditions etc
- ending in 2022
- latest funding = USD 2,250,000 (2020)
- lowest funding year = 2014 = USD 700,000
- 2 tired approach = factory level and institutional/ policy level

# data[].attributes.body
- 10 weeks paid maternity leave
- 3 days paid paternity leave
- 2019 law that employers have to provide childcare facilities for women if they have at least 15 women with children under 5
- women hold fewer positions in trade union governing bodies with no female president ever
- married men with children receive monthly allowance, only widows or carer women given allowance
- some forms of workplace harassment are illegal
- cost of registering business is disproportional to average income

# data[].attributes.body
- unlikely to be lack of education as 67% have higher than secondary education qualifications
- likely to stem from difficulty in labour market transitions
- mismatch between skills and labour market demands (11%)
- childcare and household responsibilities (20-28%)
- family objections to women working (16%)
- perceived lack of opportunity (20%) in terms of in the local area, and because of gender
- horizontal and vertical segregation in labour market
- need for flexibility and part-time work due to familial responsibilities
- hiring and wage discrimination based on gender and refugee status
- lack of adequate public transportation
- rural womens participation in agriculture has declined due to lack of training programmes and participation incentive
- paradoxal as women are very highly educated in Jordan, but labour market participation is very low

# data[].attributes.body
- ranks 138th out of 153 in Gender Gap Index
- ranks 81st out of 153 in educational attainment gap
- ranks 145th out of 153 in economic participation and opportunity, with large gaps in labour force
- female unemployment is 23.3%
- female: male ratio in labour force is 22.6%, lower than global averages
- women earn 12.3% less than men on average
- larger gender pay gap in private sector (17%, compared to 11% in public)
- in elementary occupations, women earn 16% more than men
- only 19% women in Jordan are employed
- Mens labour force participation is 87%, womens is 22%
- 57% of women who are unemployed want to work
- 94% of Syrian refugee women not working compared to 80% of Jordan nationals
- 17% of Syrian refugee women reported they worked in Syria prior to conflict
- 60% of employed women have degree or higher
- 31% unemployed women have no higher qualifications than primary education

# data[].attributes.body
- globally 80% garment workers are women
- participation in employment is suggested to improve the social skills, mental wellbeing and self-perceptions of women
- mixing of women from different backgrounds and countries in the workplace can improve their skill set, such as languages
- generally many rural workers work in garment factories as their distance from capitals limits their opportunities

# data[].attributes.body
- men perceived as ultimate decision makers
- 90% women say their husbands or fathers view on employment is important
- women said 35% partners disapprove of them working in mixed-gender employment
- 60% men disprove of wife working in mixed gender work
- 42% women think partner will disprove of returning home after 5pm
- 70% men disprove of women returning home after 5pm
- 80% of population think when jobs are scarce, men should have more right to jobs than women
- 70% population believe men make better business executives
- it is  younger generations that view the roles of women differently, rather than older generations

# data[].attributes.body
- 2/3 of inhabitants are nationals
- other 1/3 are immigrant factory workers or refugees
- 1.4m Syrian refugees
- most refugees are in host communities not refugee camps, impacting access to resources and opportunities
- 10% of Jordan nationals are expatriated, mostly high-skilled men

# data[].attributes.body
- small country with population of ~10 million
- mild Mediterranean climate
- mostly desert, scarce rainfall
- high urban density
- almost completely landlocked, slight access to Gulf of Aqaba