让工作平台为女性服务：从业者和研究人员指南

A guide for practitionersand researchers Making jobplatforms workfor women A guide for practitionersand researchers Table of Contents Acknowledgements4Executive Summary5Key Recommendations for platforms6Introduction9Methodology11Recommendation 1: Bridge the Gendered Digital Divide throughAccessible Design12Recommendation 2: Balance Screening for Interest with Jobseeker EffortRequired to Sign Up and Apply for Jobs19Recommendation 3: Robustly Address Privacy and Safety Concerns forJobseekers24Recommendation 4: Prompt Employers to Specify Information ThatMatters for Women in Job Postings28Recommendation 5: Leverage Platform Access to Encourage Employers toConsider Female Jobseekers31Recommendation 6: Provide Reliable Big-Picture Information about theMarket on the Platform to Manage Jobseekers’ Expectations34Recommendation 7: Use Matching Algorithms to Help Jobseekers andEmployers Find Good Matches, but Examine and Address Potential Bias40Recommendation 8: Offer Skills Training Opportunities, LeveragingPlatform Data on What Skills Are in Demand45Recommendation 9: Offer Skill Signaling and Certification48References53Appendix58A.1.1: Platforms and Policy Practitioners Interviewed59A.1.2: Academics Interviewed59A.1.3: Additional Details on Interventions60 Acknowledgments This report was prepared by a team of authors from the SouthAsia Gender Innovation Lab (SAR GIL), led by Kate Vyborny andNikita Kohli, with major contributions from Pulkit Aggarwal. Theteam appreciates additional contributions from Hijab Waheed andOsama Safeer. The authors would like to thank Christian Meyerand Sumana Husain for detailed feedback on the draft. The teamthanks the Document Editing Service team for editing and VitoRaimondi for the design of the report. The team is grateful to thejobs platform practitioners and researchers who participated ininterviews and in the 2024 workshop on Inclusive Jobs Platformsorganized by SAR GIL. We gratefully acknowledge the support fromthe Umbrella Facility for Gender Equality, in partnership with theGates Foundation. ExecutiveSummary This report examines how job platformscan create better work opportunitiesfor women and other underrepresentedgroups. It focuses on the main barriers theyface, how platforms operate, and practicalsteps to make platforms more inclusive. Thefindings draw on interviews with platformleaders and researchers, academic studies,and real-world examples, highlightingconcrete strategies to improve women’sengagement and success on platforms.Based on this evidence, the report outlinesnine recommendations for platforms tobetter engage women and marginalizedjobseekers and expand their access to workopportunities. Key Recommendationsfor platforms Bridge the gendered digital dividethrough accessible design Gender gaps in access to technology and digital literacy persist.Platforms can leverage alternative ways of reaching jobseekers,including lower-tech interfaces such as Unstructured SupplementaryService Data (USSD) or Interactive Voice Recording-based phonecalls to reach jobseekers who do not have smartphone access.Platforms that combine digital tools with in-person engagement, suchas partnering with Technical and Vocational Education and Training(TVET) institutes or leveraging jobseekers’ social networks, are moreeffective in reaching women and low-socioeconomic status jobseekers. Balance screeningfor interest withjobseeker effortrequired to sign upand apply for jobs Long forms and high digital literacydemands can exclude women andmarginalized jobseekers who mayhave lower digital access and literacy.Platforms can reduce these barriers byauto-generating CVs, using chatbotsfor step-by-step guidance, or lettingjobseekers signal interest quickly witha button or short message while stillfiltering for serious candidates. Robustly addressprivacy and safetyconcerns forjobseekers Concerns about data privacyand safety deter women fromengaging with platforms. Allowingcontrol over personal informationand establishing transparentcommunication about data use canfoster trust. Prompt employers tospecify informationthat matters forwomen in job postings Women are more likely to applywhen job ads clearly state wages,hours, and workplace conditions.Key features like flexibility or remotework, parental leave or childcare,and safe transport are of particularinterest to many female jobseekers.Platforms can encourage employersto post this information and enablefiltering of job postings based onthese criteria, helping women findrelevant job opportunities. Requiringemployers to post these features mayeven encourage some to consideroffering them, thus making their jobsmore female-friendly. Leverage platformaccess to encourageemployers toconsider femalejobseekers Platforms can work with employersto ensure female applicants areconsidered and job ads promoteequal opportunity—for instance, bydiscouraging gender-based criteria. Provide reliable big-picture informationabout the market on the platform