Figures 42 and 43 Percentage of employees related to their employer by city and

Figures 42 and 43 percentage of employees related to

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Figures 42 and 43 – Percentage of employees related to their employer (by city and business size) Female employees: Overall, employers in the survey have 28% of female employees at their place of work. While there is no major difference between regions, Garowe stands out as the city with the largest proportion of female employees in our sample. Females are noticeably more likely to be present in the public sector than in the private sector, at 34.2% in the public sector vs. 21.9% in the private. Women are better off in Garowe in both sectors, but the difference in the public sector is particularly stark. Figures 44 and 45 – Percentage of female employees (by city and sector) 42 To estimate the size of the surveyed companies, the median was favoured, as it gives a better picture of the reality in both Somaliland and Puntland, while minimising the importance of outliers. In our survey, the minima were 1 (S and P) and maxima 423 (S) and 513 (P); the respective means were 55 (S) and 39 (P).
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70 IOM Somalia - Research on Youth, Employment and Migration However, a clear preference for male employees was noted in the qualitative work. This may explain why young women are as likely if not more to wish to migrate: Yes, I think women are less likely to be hired because the first priorities go to men. The main reason they give for this, is that men are the bread winners of the family and their income will benefit the family as a whole, while a girl’s income may go to her husband and children.” (Female case study respondent, Garowe) “In the case of a male vs. female, the man will be hired because culturally men are seen to carry the responsibility of working outside the home for the family.” (Male case study respondent, Garowe) “My ideal job is to work as a medical doctor. […] The jobs are available, but you must be qualified. Usually it is the men that get those jobs.” (Female case study respondent, Burao) Youth: The percentage of youth (aged 15-24) employed in the places of work of the employer respondents stands at 28%. ! Youth are more likely to be employed in Puntland (32%) than in Somaliland (24%). ! The private sector is more likely to hire youth than the public sector, at 34% vs. 22%. ! A considerable difference exists between regions in the private sector: In Puntland, 40% of private sector employees are youth vs. only 27% of public sector employees in Somaliland. Although this is clearly related to the fact that a lot more private companies are small, youth’s chances of being employed by a large private company (over 100 employees) are just as small as their chances of being employed by a large public company. Only 15% of the employees of large private companies are youth, similar to their share of the workforce in large and medium-sized public companies. Figures 46 and 47 – Percentage of youth employees (by city and sector) Figure 48 – Percentage of youth employees (by business size)
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71 IOM Somalia - Research on Youth, Employment and Migration Employees’ origins: Employers in Somaliland are more likely to have employees from the same city than employers in Puntland, with an average share of local workers of 75% vs. 53%. This is
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  • Fall '17
  • IOM, Human migration, Somaliland

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