What is preventing women from conquering the labor market in Kosovo?

Brikena Hoxha

Economic equality between women and men in Kosovo remains a challenge, as women's participation in the labor market is still at worrying levels. Women in Kosovo represent a tremendous potential for economic and social development, but over 75.8% of women were not economically active, compared to 42.2% of men (ASK, 2024). Of the active participation of women in the labor market of 24.2%, only 19.8% are employed compared to 53.4% ​​of men. This is a figure that places Kosovo among the countries with the lowest percentage of women's participation in the labor market in the region and beyond.

According to Tansel, barriers such as culture, social norms, employer preferences, and domestic responsibilities limit women's participation in the workforce (Tansel, 2011). And, Kosovo seems to remain the country that for these reasons has such a low participation of women in the labor market. A very big challenge for Kosovar women remains the burden of family responsibilities; women in Kosovo spend an average of four to five hours a day on unpaid work, such as caring for children and the elderly (IKS, 2021). This commitment limits their ability to pursue careers and meet professional needs. Furthermore, the public infrastructure for family support remains weak. In 2024, Kosovo still has only 44 public kindergartens for preschool care of children – a figure that is very low compared to the demand. Some municipalities, such as Dragashi and Deçani, do not have any public gardens, making it impossible for many women to balance work and family life.

As a result, the Kosovar woman, in addition to difficulties in access, faces difficulties in professional advancement as well as gender discrimination related to position and salary. The latest data from reports on the labor market show that the gender gap in wages remains over 15% in the private sector (ABGJ, 2020)). Thus, women, even when they hold equal positions with men, continue to earn less and have fewer opportunities for career advancement. This is also evident in the technology and financial services sector, where even though the participation of women is lower than in traditionally feminized sectors such as education or public administration, there tends to be more balanced competitiveness among the workforce.

Despite the fact that women dominate in education, this advantage does not translate into equal representation in the labor market. According to the theory of women in development, gender discrimination, physical limitations and low education are the main reasons for the exclusion of women from the labor market (Pampel and Tanaka, 1986). However, this does not seem to be the case in Kosovo since in the 2023-24 academic year, 58% of students enrolled in bachelor's programs were women, while in master's programs this percentage reached 62%. However, only a small part of them manage to find work in the professions for which they are qualified. In 2024, 24% of women with a university degree are unemployed, a figure that reflects a lack of coordination between the education system and the demands of the labor market or that highlights that, even though women are getting educated, they still remain unemployed. Unemployment and workplace challenges are closely related to cultural norms and hidden discrimination.

The COVID-19 pandemic has had an aggravating effect on women in the labor market. According to the report "Being a woman in the labor market" (IKS, 2021), many women have lost their jobs in the service and trade sectors, where they are more represented. In 2024, the economic recovery brought some improvements, but women remain behind in this process. For example, only 27% of new jobs created during the year went to women, indicating the need for more targeted policies for employment equality.

The family aspect also remains a limitation due to the lack of paid leave for maternity leave and support for new parents. In the private sector, 11% of women surveyed report not taking their maternity leave in 2023 (IKS, 2024), making it difficult for them to balance family and professional responsibilities. Thus, even after more than a decade with this labor law and many addressing directives from the European Union for intervention, childcare and the lack of supportive policies for women during the maternity period is one of the main reasons that many women leave the market of work.

Addressing these challenges requires a comprehensive approach that supports women's economic empowerment and the creation of a more equitable labor market. Policies aimed at work-life balance are essential. Establishing flexible hours, the possibility of working from home and a fairer division of family responsibilities between men and women are some of the necessary steps. Also, investment in public infrastructure for childcare and elderly care should be increased to ease the burden on women.

The private sector must also take concrete steps to create more family-friendly working environments, and there are many ways to encourage this change. Fiscal incentives for companies that respect gender equality and promote responsible work practices are one of the alternatives. Moreover, this would transform the work culture in Kosovo, where practices from other countries can help, such as: certificates for companies that offer flexible hours, childcare support and equal opportunities for advancement. Above all, it is essential that the government strengthen the implementation of existing laws on gender equality and establish mechanisms to monitor progress. Using gender quotas in recruitment and promotions can be a way to accelerate equality in the public and private sectors.

Building an inclusive labor market in Kosovo requires a coordinated effort by the government, the private sector and civil society. Investing in gender equality in the labor market is not only a matter of social justice, but also an economic necessity. Women represent an important force for the economic and social development of the country, and their empowerment means a fairer and more successful Kosovo for all.

The author is the Executive Director of the Kosovo Initiative for Stability

The project is implemented by the Riinvest Institute – Women's Economic Forum, supported by the United Nations Population Fund (UNFPA) and financed by the Austrian Development Agency (ADA).