- **_1) Employment generation_** . In lieu of the currently low labor force participation rates, it will be essential to create more jobs for both men and women (e.g. through improvement of the regulatory regime, attraction of FDI and improvement of infrastructure). It will be particularly important to develop more off-farm livelihood opportunities in rural areas where the difference in men’s and women’s employment and remuneration rates is most pronounced. Studies from other countries e.g. Bangladesh garments or Ecuador flower industry show that a greater availability of paid jobs for women helps reduce the impact of stereotypes about gender roles and increase the number of women in the labor force. It is equally important to improve access to affordable childcare, introduce parental leave options for men and develop flexible work arrangements to increase women’s activity and employment rates.

- **_2) Enhancement of education outcomes_** . Given that people with upper secondary and higher education levels have better chances of finding a job, it will be crucial to raise the educational attainment of population and to encourage women to continue their education to higher levels. It will also be important to improve the quality and relevance of education as well as to promote internship opportunities for students. As mentioned earlier, the highest unemployment rate (39.8% for men and 45.9% for women) is observed in the 15-24 age category, so such measures will be vital for helping the youth obtain valuable work experience, smooth the transition from educational institutions to the professional environment and increase the employment rates of young people.

- **_3) Improvement of the regulatory environment and support to women’s business and political careers._** Improvement of business regulations, reduction of corruption and enhancement of access to credit will improve entrepreneurship among both men and women. It will also be important to increase asset ownership among women by ensuring that land registration and inheritance practices follow legal norms rather than traditional practices. Further research is needed to explain the differences in perception of the regulatory environment between men and women. In the meantime, attracting more female employees into the government regulatory bodies may improve the situation.

Traditional views on the position of men and women in society may restrict women’s aspirations for prominent roles in business and politics. Highlighting women’s success stories in the media, e.g. through annual Business Women awards can improve the visibility of women’s achievements and provide a positive example for other aspiring female entrepreneurs. Similarly, public awareness campaigns and legislative reforms (e.g. introduction of quotas for women in parliament) can enhance women’s participation in the decision making processes.

- **_4) Promotion of transparent performance evaluation and wage setting mechanisms_** can bring more women to leadership positions, reduce the gender-based wage gap and improve the performance of public and private institutions by bringing more deserving people to leadership positions. The public sector can set an example of implementation of merit-based promotion schemes. Likewise, industry associations, chambers of commerce and other private sector associations can be mobilized to spread gender-sensitive corporate practices and promote the equal treatment of men and women at the workplace.

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