Myanmar

CHAPTER 3. Data analysis
Figure 3.35. Distribution of expenditure, by size of firm
Micro
Small
Medium
Large
0 20 40 60 80 100
Per cent
None
500 kyat or less
501−1 000 kyat
1 001−5 000 kyat
5 001−10 000 kyat 10 001−50 000 kyat
50 001−100 000 kyat 100 001−500 000 kyat
500 001−1 000 000 kyat More than 1 000 000 kyat
Source: ESCAP-OECD-UMFCCI Myanmar Business Survey Database.
Figure 3.36. Days of paid leave per employee
30
30
Per cent
10
0
None
3 days or less
4−6 days
7−10 days
11−15 days
16−20 days
More than 20 days
Source: ESCAP-OECD-UMFCCI Myanmar Business Survey Database.
with a firm size distribution like that in Myanmar. 12 In
contrast, only 2 per cent of the respondents reported
that they provide pension schemes for their employees.
8. Smaller firms have fewer educated employees
Micro and small-sized firms tend to have more
employees with lower levels of education (figure 3.37).
Micro firms reported that, on average, 35 per cent
of their employees had completed high school and
25 per cent had completed undergraduate studies.
Small-sized firms reported employing a slightly higher
number of undergraduates. Medium-sized and large
firms reported employing more postgraduates and
more employees with vocational and technical training,
compared with smaller firms.
9. Women are under-represented at all levels of
management
Although figure 3.38 indicates a relative high female-male
ratio at the worker level, fewer women are employed
at all management levels compared with men, on
average. In top management (e.g., CEO and managing
director) there are half as many women as men, on
average, although this ratio improves slightly for women
in middle and lower management. There are almost as
many women as men in the skilled worker category,
but at the professional level women are once again
under-represented. However, care must be taken when
interpreting these results as a large proportion of the
sample firms did not respond to these questions. Figure
3.38 also lists the sample size for each occupation group.
41