Ulaanbaatar 2013

Mongolia Compact Gender Summary Report: Best Practices And Lessons Learnedwhere women are likely to gather and advertise jobs there. The vacancies and encouragement ofwomen to apply should also be stressed during the upcoming TIP and road safety awarenessactivities in the soums.2.2. Target group #2 – job seeker women in Ulaanbaatar, the capital city.Although there might be less likelihood for a strong interest among urban women in jobsavailable in rural area, it is still worth disseminating information in particular targeting at girlswho will be graduating from vocational schools in spring of 2013. The following places andvenues are also suggested where jobs could be advertised: vocational schools, publictransportation, social spaces of informal sector where more women tend to be involved such asflea markets, small shopping centers and diners etc. Public spaces in ger districts of whichsubstantial ratio of population tends to be more vulnerable -- unemployed and poor or with lowincome – should be also taken into consideration.3. Using other existing female employees on contract site as recruiters: the employer should drawon its existing female labor force to help advertise and spread word about available jobopportunities to their female friends and acquaintances. They should ask their female employeesto help promote job openings to other women in their community.4. Language of job advertisement: It should be highlighted in the vacancy notice that a companycontracted by MCA-Mongolia for road construction work is promoting female employment andthus, women and girls over 18 years old would be encouraged to apply. The advertisement maynote briefly about the benefits women in particular may receive (if any), while specifyingcharacteristics of the jobs available and overview of accommodation conditions.As per their contractual requirements, both contractors developed TIP Risk Management Plans, whichare based on the TIP guidance for addressing TIP concerns in road construction, developed by MCA-Mongolia. The below table shows the training participation rate of construction workforce in trainingsessions that focused on trafficking in persons, gender-based violence and prevention of HIV/AIDSand STIs for the 2012 construction season. Besides classroom trainings through which 165 workerswere trained, there were e-learning sessions held in the workers‟ camps on October 2012.Topics &ContractorsTable 8. Sex-disaggregated training participation rateJune 2012 October 2012 Total numberTIP, HIV/AIDS & STIs TIP, gender-based violence,of traineesprevention and occupational HIV/AIDS & STIs preventionhealth & safetyMale Female Male FemaleJiangxi 74 18 145 14 251Halla 46 28 68 30 172TOTAL 120 46 213 44 423From Jiangxi‟s pre- and post-training feedback and evaluation results it was learned that knowledgeand understanding of the participants on TIP and prevention from HIV/AIDS and STIs increased from65% to 90%. The trained workers were expected to serve as peer educators among co-workers. Therewas a concern however whether the information indeed reached all workers, whether the training wascomprehensive and easy to understand, or whether the frequency was sufficient. It was thereforerequired to track information dissemination as frequently as possible. Furthermore, it was made clearto the contractors that training was to be repeated when there is a turnover of workers, as is commonin construction.Two sets of trainings also covered local community representatives such as soum governors andsocial workers, secondary schools‟ social workers, medical doctors and nurses, teachers fromvocational schools from Sumber and Shiveegobi soums of Gobisumber aimag and Airag soum ofDornogobi aimag (overall 97 participants; out of which 59 were female and 38 male).50A mechanism for zero tolerance of workplace sexual harassment has become an integral part of theInternal Labour Regulations for construction contractors. Contractors‟ management, MCA-ESA andPage 50 of 80