The determinants in the choice of labor force participation in colombia, female participation; and a comparison with the female labor force participation in belgium

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The determinants in the choice of labor force participation in Colombia,
female participation;
And a comparison with the female labor force participation in Belgium

The objective of this research is to identify variables or criteria taken into account when deciding labor participation in Colombia. For this we will take the ECH 2006, so with that
acquired data it can be made aneconometric model that reflects the Colombian labor market reality and show us in what criteria’s the individuals base to make their decisions to participate in the labor market (we will based on microeconomic impacts that determines individuals participation.) In contrast to theoretical and statistical summary
that already exists.
Importantly, it will have a comparison between a countrydeveloping Colombia and a developed country (Belgium). For Belgium we will use graphs and data presented in existing studies.

The labor supply is determined by the decision to participate in the
labor market. That’s why it is important to understand the job offer or the demand in order to understand the unemployment rate; this also depends on labor supply, ie the number of people thathave the appropriate working age who are willing to participate in the labor market by finding or exercise of a paid occupation.

Recently we have seen that the rate of participation of second members (women) of families continues to rise. Colombia, apparently faster than other Latin American societies and even the world. Colombia is experiencing an inevitable process of incorporating women intothe external environment of work, in fact, according to World Bank's comparative statistics, is the country with the strongest growth in percentage of women in the labor force to move from a participation rate of 26% in 1980 to 38% in 1997, with a net gain of 12 points. [Banco Mundial. Informe sobre el desarrollo mundial 1998/99: el conocimiento al servicio del desarrollo. Mundiprensa, 1999. P.194.].

In Colombia (1995), in the seven major metropolitan areas there are two and a half million women employed corresponding to 43% of the country's total employees país [Cecilia López Montaño. Mercado laboral colombiano y género. En: Macroeconomía, Género y Estado. Departamento Nacional de Planeación, Santafé de Bogotá, tercer Mundo editores, 1998. P. 130.].

The participation of women inmanagement positions, both public and private sector has grown in a major way. In Colombia, for example, 27.2% of executive positions are held by women in the proportion surpassing developed countries such as Germany, France or Denmark. [Empresas vs. Familia . En: Revista Gerente, Santafé de Bogotá, julio de 1998. P. 10.].
In addition, women hold 42% of professional and technical positions in thelabor market, a level also higher than in many countries. 
The researchers reported that in this segment, also elite women executives persists inequity not only in wages but in certain prejudices, which are not publicly express, but which are important when deciding whether to hire a man or a woman derived from the inherent constraints associated with being female, as the difficulty to travelwith some frequency, the drawback to work late, the absence of calamities of the children, motherhood and disadvantages to settle in another city. 

And for what reasons has been the increase in female participation, this is what we want to identify via the econometric model, but in many cases this participation is given by a stagnation in household incomes (additional worker theory), a highereducation, a decline in the fertility rate per household, the phenomenon of urbanization, changing cultural patterns. But on the other hand, the incorporation of women into the world of work allows most households can cope with the actual reduction in income during the crisis. However, the contributions of women to productive activity is not yet appreciated at its true and create inequities. ...
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