Empowering Women in Male-Dominated Sectors: A Roadmap for Azerbaijan’s Future

The World Bank and EU report highlights significant gender disparities in Azerbaijan's male-dominated sectors, urging policy reforms, targeted outreach, and workplace inclusivity to empower women and drive economic growth. Improved representation in technical and leadership roles could boost productivity and align with Azerbaijan’s socioeconomic goals.

The World Bank, in collaboration with the European Union’s Azerbaijan Rapid Technical Assistance Facility (AZTAF), has produced an insightful report addressing gender disparities in Azerbaijan’s labor market, focusing on traditionally male-dominated sectors like transportation, energy, and construction. Despite significant legal reforms to promote gender equality, women in Azerbaijan continue to face challenges in accessing these sectors, with only 16.5% of the workforce in transport, 10.7% in energy, and 7.8% in construction. This imbalance not only limits women’s economic opportunities but also hinders Azerbaijan’s ambitions for economic diversification and development, as outlined in its Strategy for Socio-Economic Development 2022-2026. Azerbaijan has implemented laws to remove restrictions on women’s employment in 674 occupations, abolished outdated bans on night work, and introduced broader initiatives to close the gender wage gap. However, traditional gender norms, limited access to technical education, and inadequate workplace support systems for women contribute to persistent underrepresentation in well-paid technical and leadership roles, stifling the nation’s productivity and growth potential.

A Case Study on Gender Disparities in the Transport Sector

The report uses two major state-owned enterprises Azerbaijan Railways (ADY) and the Port of Baku (PoB) as case studies to demonstrate specific barriers to women’s employment in the transport sector. These companies illustrate broader challenges in achieving gender parity in technical roles. Between 2020 and 2022, women made up just 17% of the workforce at ADY and 8% at PoB, with representation dropping even further in technical and leadership roles. At ADY, women accounted for 10.7% of technical positions and held only 7.6% of leadership roles, while at PoB, they represented a mere 2.5% of technical staff and 5% of leadership roles. Furthermore, the companies face difficulties in recruiting women, as fewer than 16% of new hires at ADY and 11% at PoB were women during this period, primarily in administrative or support roles. The recruitment patterns at both SOEs underscore the societal barriers women face in entering technical fields, such as limited access to STEM education, entrenched gender stereotypes about “appropriate” jobs, and workplace cultures that remain largely unwelcoming to female staff.

Balancing Work and Family Remains a Major Challenge

Challenges are compounded by the lack of flexible working arrangements and insufficient support for employees’ caregiving responsibilities, which disproportionately affect women. Technical roles in male-dominated sectors often require night shifts, frequent travel, and overtime, making them difficult for women to balance with family obligations, especially given that women typically shoulder the majority of domestic and caregiving work in Azerbaijan. Although both ADY and PoB offer some family-friendly benefits, such as financial support for childbirth and school supplies, many women still struggle to return to work after maternity leave, citing a lack of flexible hours, limited childcare options, and the absence of structured “return to work” programs. Additionally, physical infrastructure in these workplaces often fails to meet women’s needs, with older facilities lacking adequate changing rooms and bathrooms for female staff, which can deter women from applying for technical roles.

Targeted Policies and Public Outreach Key to Change

While legislative frameworks supporting gender equality have improved, further enhancement is needed to tackle the root causes of gender-based occupational segregation. Recommendations include strengthening laws to mandate equal pay for equal work, introducing comprehensive protections against workplace harassment, and expanding paternity and parental leave to promote a more balanced distribution of caregiving responsibilities. Additionally, the report advocates for specific measures to increase women’s representation in technical fields. These include offering targeted scholarships and mentorship programs in STEM disciplines, particularly for female students, to foster a more diverse talent pipeline and encourage young women to pursue technical careers. Increased public awareness campaigns are also recommended to combat harmful gender stereotypes and showcase successful female professionals in technical sectors, which could serve to reshape public perceptions of women’s suitability for these roles.

Achieving Gender Equality for Economic Growth and Innovation

At the company level, ADY and PoB have begun to address these challenges by implementing gender action plans and setting corporate goals for increased female participation. PoB, for instance, has set a target to achieve a 20% female workforce by 2030. The companies have also initiated outreach efforts to attract women to technical fields, including hosting events to celebrate women’s contributions to the sector and partnering with educational institutions to provide site tours and information sessions. ADY has launched a program to train female locomotive drivers, a historic step following the recent removal of legislative restrictions on women in this role. However, while these initiatives mark progress, they are still in the early stages and have yet to fully transform workplace culture. By strengthening policies, fostering inclusive workplaces, and proactively supporting women’s education and career development, Azerbaijan can tap into its underutilized female workforce and drive substantial economic growth. Research shows that improving women’s access to the labor market has significant macroeconomic benefits; global studies estimate that closing gender gaps in workforce participation could add up to 26% to the world’s annual GDP. For Azerbaijan, empowering women in technical and leadership roles within key industries like transportation could provide a critical boost to national productivity, innovation, and economic resilience. The World Bank and the European Union emphasize that achieving gender equality in Azerbaijan’s workforce will require sustained commitment and cooperation between policymakers, companies, and educational institutions to dismantle long-standing barriers, promote equal opportunities, and foster a more inclusive and diverse workforce.