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14	14
15	15	{{info}}
16	16	==== 1.1 Project Title ====
17		-Innovative approaches to applied computations and software development for gender equality regulation on labour market
	17	+**Innovative approaches to applied computations and software development for gender equality regulation on labour market**
18	18	{{/info}}
19	19
	20	+{{info}}
20	20	==== 1.2 Project Science and Technology Areas: ====
	22	+|(% width="15%" %)**Primary:**    | Industrial Technologies
	23	+|(% width="15%" %)**Secondary:**  | Environmental and Non-Nuclear Energy Research
	24	+{{/info}}
21	21
22		-**Primary:**      Industrial Technologies
23		-**Secondary:**    Environmental and Non-Nuclear Energy Research
24	24
	27	+==== 1.3 Project Manager: ====
25	25
26		-**1.3 Project Manager:**
	29	+|(% width="15%" %)**Name:**        | Colesnicova Tatiana Vladimir (PhD, Associate Professor)
	30	+|(% width="15%" %)**Phone:**       | (+373.22) 501104
	31	+|(% width="15%" %)**Fax:**         | (+373.22) 743794
	32	+|(% width="15%" %)**E-mail:**      | ctania@gmail.com
27	27
	34	+==== 1.4 Coordinating Institution: ====
	35	+|(% width="15%" %)**Name:**        | National Institute for Economic Research of Ministry of Education, Culture and Research of the Republic of  of Moldova
	36	+|(% width="15%" %)**Address:**     | MD-2064, 45, Ion Creanga, Сhisinau, Moldova
28	28
29		-**Name:**            Colesnicova Tatiana Vladimir (PhD, Associate Professor)
	38	+==== 1.5 Participating institution manager: ====
30	30
31		-**Phone:**            (+373.22) 501104
	40	+|(% width="15%" %)**Name:**        | Colesnicov Alexandru Eugeniu (PhD, Associate Professor)
	41	+|(% width="15%" %)**Phone:**       | (+373.22) 738073
	42	+|(% width="15%" %)**Fax:**         | (+373.22) 738027
	43	+|(% width="15%" %)**E-mail:**      | acolesnicov@gmx.com
32	32
33		-**Fax:**                (+373.22) 743794
	45	+==== 1.6 Participating Institution: ====
34	34
35		-**E-mail:**           ctania@gmail.com
	47	+|(% width="15%" %)**Name:**       | Institute of Mathematics and Computer Science  of Ministry of Education, Culture and Research of the Republic of  of Moldova
	48	+|(% width="15%" %)**Address:**    | MD-2028, Academy, 5, Chisinau, Moldova
36	36
	50	+==== 1.7 Foreign Collaborators: ====
37	37
38		-**1.4 Coordinating Institution:**
	52	+|(% width="15%" %)**Person:**      |     Vasa Laszlo
	53	+|(% width="15%" %)**Country:**     |   Hungary
	54	+|(% width="15%" %)**Organization:**|Institute For Foreign Affairs And Trade
	55	+|(% width="15%" %)**Phone:**       |     (+36.1) 2795702
	56	+|(% width="15%" %)**Fax:**         |       (+36.1) 2795701
	57	+|(% width="15%" %)**E-mail:**      |     laszlo.vasa@ifat.hu
39	39
40		-**Name:**            National Institute for Economic Research of Ministry of Education, Culture and Research of the Republic of  of Moldova
	59	+|(% width="15%" %)**Person:**        |Ghinararu Catalin-Corneliu
	60	+|(% width="15%" %)**Country:**       |Romania
	61	+|(% width="15%" %)**Organization:** |National Scientific Research Institute for Labour and Social Protection
	62	+|(% width="15%" %)**Phone:**         |(+40.21) 3124069
	63	+|(% width="15%" %)**Fax:**           |(+40.21) 3117595
	64	+|(% width="15%" %)**E-mail:**        |catalin.ghinararu@gmail.com
41	41
42		-**Address:**        MD-2064, 45, Ion Creanga, Сhisinau, Moldova
	66	+|(% width="15%" %)**Person:**      | Forascu Corina
	67	+|(% width="15%" %)**Country:**     | Romania
	68	+|(% width="15%" %)**Organization:**| Alexandru Ioan Cuza University of Iasi
	69	+|(% width="15%" %)**Phone:**       | (+40.232) 201090
	70	+|(% width="15%" %)**Fax:**         | (+40.232) 201490
	71	+|(% width="15%" %)**E-mail:**      | corina.forascu@gmail.com
43	43
	73	+|(% width="15%" %)**Person:**      | Ciobanu Ghenadie
	74	+|(% width="15%" %)**Country:**     | Romania
	75	+|(% width="15%" %)**Organization:**| National Scientific Research Institute for Labour and Social Protection
	76	+|(% width="15%" %)**Phone:**       | (+40.213) 124069
	77	+|(% width="15%" %)**Fax:**         | (+40.213) 117595
	78	+|(% width="15%" %)**E-mail:**      | ghenadc@gmail.com
44	44
45		-**1.5 Participating institution manager:**
	80	+|(% width="15%" %)**Person:**      | Verlan Serghei
	81	+|(% width="15%" %)**Country:**     | France
	82	+|(% width="15%" %)**Organization:**| Universite Paris Est Creteil, LACL, Departement Informatique
	83	+|(% width="15%" %)**Phone:**       | (+33.0) 145176600
	84	+|(% width="15%" %)**Fax:**         | (+33.0) 145176600
	85	+|(% width="15%" %)**E-mail:**      | verlan@u-pec.fr
46	46
	87	+==== 1.8 Project location and facilities: ====
47	47
48		-
49		-**Name:**            Colesnicov Alexandru Eugeniu (PhD, Associate Professor)
50		-
51		-**Phone:**            (+373.22) 738073
52		-
53		-**Fax:**                (+373.22) 738027
54		-
55		-**E-mail:**           acolesnicov@gmx.com
56		-
57		-
58		-**1.6 Participating Institution:**
59		-
60		-
61		-
62		-**Name:**            Institute of Mathematics and Computer Science  of Ministry of Education, Culture and Research of the Republic of  of Moldova
63		-
64		-**Address:**        MD-2028, Academy, 5, Chisinau, Moldova
65		-
66		-
67		-**1.7 Foreign Collaborators:**
68		-
69		-
70		-
71		-**Person:**           Vasa Laszlo
72		-
73		-**Country:**        Hungary
74		-
75		-**Organization:**Institute For Foreign Affairs And Trade
76		-
77		-**Phone:**            (+36.1) 2795702
78		-
79		-**Fax:**                (+36.1) 2795701
80		-
81		-**E-mail:**           laszlo.vasa@ifat.hu
82		-
83		-
84		-
85		-**Person:**           Ghinararu Catalin-Corneliu
86		-
87		-**Country:**        Romania
88		-
89		-**Organization:**National Scientific Research Institute for Labour and Social Protection
90		-
91		-**Phone:**            (+40.21) 3124069
92		-
93		-**Fax:**                (+40.21) 3117595
94		-
95		-**E-mail:**           catalin.ghinararu@gmail.com
96		-
97		-
98		-
99		-**Person:**           Forascu Corina
100		-
101		-**Country:**        Romania
102		-
103		-**Organization:**Alexandru Ioan Cuza University of Iasi
104		-
105		-**Phone:**            (+40.232) 201090
106		-
107		-**Fax:**                (+40.232) 201490
108		-
109		-**E-mail:**           corina.forascu@gmail.com
110		-
111		-
112		-
113		-**Person:**           Ciobanu Ghenadie
114		-
115		-**Country:**        Romania
116		-
117		-**Organization:**National Scientific Research Institute for Labour and Social Protection
118		-
119		-**Phone:**            (+40.213) 124069
120		-
121		-**Fax:**                (+40.213) 117595
122		-
123		-**E-mail:**           ghenadc@gmail.com
124		-
125		-
126		-
127		-**Person:**           Verlan Serghei
128		-
129		-**Country:**        France
130		-
131		-**Organization:**Universite Paris Est Creteil, LACL, Departement Informatique
132		-
133		-**Phone:**            (+33.0) 145176600
134		-
135		-**Fax:**                (+33.0) 145176600
136		-
137		-**E-mail:**           verlan@u-pec.fr
138		-
139		-
140		-
141		-**1.8 Project location and facilities:**
142		-
143		-
144	144	The National Institute for Economic Research is located in Chisinau, Ion Creanga str., 45. It has 60 rooms. The project team members (3 persons) from this institute are working in 2 of them: 307, 302. The Institute possesses the necessary infrastructure for research in economic science: own library, a network of 85 computers connected to Internet, printers, scanners, Xerox, fax.
145	145
146	146	The Institute of Mathematics and Computer Science is located in Chisinau, Academiei str., 5. It has 50 rooms. The project team members (3 persons) from this institute are working in 2 of them: 308, 318. The Institute possesses the necessary infrastructure for research in computer science: own library, a network of 80 computers connected to Internet, printers, scanners, Xerox, fax.
...	...	@@ -147,20 +147,12 @@
147	147
148	148	The research team from both institutes has the necessary computer resources (six PCs are available) and capabilities for successful realization of the project.
149	149
	95	+=== 2.  Detailed Description of Work Plan ===
150	150
	97	+==== 2.1 Introduction ====
151	151
	99	+**//What is the problem?//**
152	152
153		-**2          Detailed Description of Work Plan**
154		-
155		-
156		-**2.1 Introduction**
157		-
158		-
159		-== What is the problem? ==
160		-
161		-//Describe the current state of the problem, the area of research, and why this problem is important.//
162		-
163		-
164	164	Women represent one half of the global population. They deserve equal access to health, education, decent work, workplaces free from discrimination and political representation. According to the //Klaus Schwab// - Founder and Executive Chairman of the World Economic Forum: “People and their talents are two of the core drivers of sustainable, long-term economic growth. If half of these talents are underdeveloped or underutilized, the economy will never grow as it could. Multiple studies have shown that healthy and educated women are more likely to have healthier and more educated children, creating a positive, virtuous cycle for the broader population. … Governments have an important role to play in creating policies that provide women and men with equal access to opportunities, companies must also create workplaces where the best talent can flourish” [1, preface].
165	165
166	166	The problem of gender equality is significant at the international level, which is reflected in a lot of international acts. Several documents regulating the ensuring of equality between men and women in society were adopted by the General Assembly of the United Nations. In particular, the problems of equality of rights and possibilities for men and women are separated as an independent theme in the United Nations act “//The Convention on the Elimination of all Forms of Discrimination against Women//” (CEDAW, 1979). This Convention emphasizes that the discrimination of women, namely, distinction, exclusion, or limitation on the gender base, takes place, and admits that “the change in the traditional role of men as well as the role of women in society and in the family is needed to achieve full equality between men and women..., and the social significance of maternity and the role of both parents in the family and in the upbringing of children, and aware that the role of women in procreation should not be a basis for discrimination but that the upbringing of children requires a sharing of responsibility between men and women and society as a whole” [2, preamble]. Also, the member states of the UN identified this topic as one of the eight Millennium Development Goals.
...	...	@@ -178,18 +178,12 @@
178	178	* Trade unions: associate and represent workers, provide collective protection, and advance interests of workers before employers and the state.
179	179	* Society: forms customs and traditions that establish mentality in the country.
180	180
181		-The influence** **of**// //**//employers// on gender equality in employment is really great. It is important to pass the gender-oriented laws, to create gender institutions in the states, but it is also important to solve problems on the micro-economic level. All practical mechanisms of realization of any gender policy at the micro-economic level are closely related with the enterprises of different ownership, sizes, and kinds of activity. Implementation of real practical measures to insure gender equality in employment is reasonable and effective on the level of enterprises. The complexity is that each sep­arate enterprise has its individual system of internal management. The results of gender actions within the framework of such internal control system of the company can be maximal because men and women work at these enterprises daily facing those internal features of the management and rules. Would these practical mechanisms of perfection of gender equality be closely coordinated as a component of internal management of the enterprises, the results from those mechanisms will make positive impact on the particular workers of the particular enterprises.
	118	+The influenc eof employers on gender equality in employment is really great. It is important to pass the gender-oriented laws, to create gender institutions in the states, but it is also important to solve problems on the micro-economic level. All practical mechanisms of realization of any gender policy at the micro-economic level are closely related with the enterprises of different ownership, sizes, and kinds of activity. Implementation of real practical measures to insure gender equality in employment is reasonable and effective on the level of enterprises. The complexity is that each sep­arate enterprise has its individual system of internal management. The results of gender actions within the framework of such internal control system of the company can be maximal because men and women work at these enterprises daily facing those internal features of the management and rules. Would these practical mechanisms of perfection of gender equality be closely coordinated as a component of internal management of the enterprises, the results from those mechanisms will make positive impact on the particular workers of the particular enterprises.
182	182
	120	+==== 2.1 Literature Search ====
183	183
	122	+**//What are other people doing?//**
184	184
185		-**2.1       Literature Search**
186		-
187		-
188		-== What are other people doing? ==
189		-
190		-//Describe the main achievements and weak points in this field in the world and in your own country.    List the leading scientists and other specialists in this field. Be sure to look beyond the Commonwealth of Independent States, to include the other major scientific and industrial nations, when compiling this list.//
191		-
192		-
193	193	The gender inequality problems were discussed in 60-70th years of ХХ-th century by American scientists in the //neo-classical theory//, particularly, by G. Becker, L. Thurow, T. Schultz, etc. Till now the neo-classical direction is the most developed. The economic reasons of men and women inequality and their consequences were researched by the following scientists: P. Doeringer and M. Piore, E. Phelps, D. Aigner and G. Cain, etc. The elaboration of the instruments for the gender equality evaluation in the sphere of employment was reflected in works of the following scientists: R. Anker, O. Duncan, J. Mincer, R. Oaxaca, A. Blinder, etc.
194	194
195	195	On the basis of "human capital" concept, J. Mincer invented the econometric model, which has established dependence between person’s earnings and educational level, experience, and other factors characterizing the human capital accumulated by the worker [3]. Further, other indicators were included in Mincer's equation, for example, socially-demographic characteristics, such as gender, residence, marital status, enterprise sector (state or private), number of employees at the enterprise, number of subordinates, full/part work time, etc.
...	...	@@ -198,7 +198,7 @@
198	198
199	199	To explain existing discrimination in the sphere of employment, neo-classic economists offered three different approaches: discrimination, as consequence of employer preferences, consumer preferences, or work’s collaborator preferences; statistical discrimination; discrimination based on segmentation of labour market and caused by its monopoly structure.
200	200
201		-It is necessary to mention the papers of the American scientists: R. Oaxaca “Male-female wage differentials in urban labor markets” [5], and A. Blinder “Wage discrimination: reduced form and structural estimates” [6],**// //**which have been appeared concurrently in 1973. In that research they went further than J. Mincer. With the invention of gender decomposition in wages, they have actually offered a method which allows to estimate the gender gap and discrimination in wages.
	132	+It is necessary to mention the papers of the American scientists: R. Oaxaca “Male-female wage differentials in urban labor markets” [5], and A. Blinder “Wage discrimination: reduced form and structural estimates” [6], which have been appeared concurrently in 1973. In that research they went further than J. Mincer. With the invention of gender decomposition in wages, they have actually offered a method which allows to estimate the gender gap and discrimination in wages.
202	202
203	203	The theory of propensity to discrimination on the level of preferences or biases from employer, consumer, and worker’s collaborators was introduced by G. Becker in 1957 in his work “The economics of discrimination” [7]. G. Becker set up the assumption that a part of employers preferred recruiting the certain worker’s group, including on the sex basis. For this preference, they are ready to bear additional costs paying bigger salary for those workers groups, which are more preferable for him.
204	204
...	...	@@ -220,12 +220,8 @@
220	220
221	221	The report of the Moldovan researchers group “Revelation of the gender discrimination phenomenon in the labour market of the Republic of Moldova” (rus.: «Выявление феномена дискриминации по полу на рынке труда в Республике Молдова») is dedicated the problems of discrimination on a labour market of Moldova. The results of this research were elaborated within the limits of the project 2005-2006 “Combating gender  discrimination on a labour market and revealing the possibilities to reduction of this phenomenon in the Republic of Moldova” (rus.: «Борьба с дискриминацией по полу на рынке труда и выявление возможностей сокращения этого феномена в Республике Молдова») [12]. By the results of the research “the majority of interviewed persons (80.9%) consider that gender discrimination on the labour market today is a serious problem” and that “basically women are subject to gender discrimination” [12, p. 20]. Generalizing the opinions of interviewed persons, researchers come to the conclusion that: “Gender discrimination on a labour market, which referees to women, takes place at all stages of labour activity: recruiting; payments; promotions on "//career// ladder"; ensuring maternity leave assistance; dismissals; seek-live assistance; ensuring of vocation; training at the enterprise” [12, p. 30]. Three principal kinds of women’s discrimination are especially maintained: at the recruiting on labour, at the promotions on "//career// //ladder//", at the payment [12, p. 29].
222	222
	154	+**//How are their results being applied?//**
223	223
224		-**How are their results being applied?**
225		-
226		-//Indicate any current technical, commercial, industrial or other practical applications of research in this field.  To the extent possible list the leading firms, laboratories, and university centers whose scientific activities (commercial, fundamental, or both) depend upon advancements in your field.  When developing this list, be sure to look beyond the Commonwealth of Independent States, to include the other major scientific and industrial nations.//
227		-
228		-
229	229	The calculations based on extended Mincer’s equation, Duncan index of dissimilarity, the standard Oaxaca-Blinder decomposition were present in many development countries by different scientists. For example, the foreign researchers as: T. Riim, E. Kallaste (2004) in Estonia [15]; A. Galego, J. Pereira (2006) in Portugal [16]; M. Johansson, K. Katz (2006) in Sweden [17]; Y. Guo (2004) in Guatemala [18]; Le Grand C. (1991) in Sweden [19] and scientists from other countries - were applied the method of estimation the difference in wages offered by R. Oaxaca [5] and A. Blinder [6]. This method allows to separate explainable (i.e. caused by personal properties and characteristics of workplaces) differences in wages from unexplainable differences, which are treated as discrimination. But, all these calculations were executed on macroeconomic level as some examples without detailed analyzing of separate enterprises.
230	230
231	231	In 2000 the analysis of working conditions and gender inequality was performed by ILO together with leaders and trade union organizations on the basis of the sociological method of interviewing employees in Russian Federation at three pilot plants [13]: Moscow Tire Plant, “Moscow Bearing” plant, “The Paris Commune” enterprise.
...	...	@@ -233,7 +233,7 @@
233	233	In 2007 the ILO published “A manual for gender audit facilitators: The ILO parti­cipatory gender audit methodology” [14].  The methodology of gender audits offered by the ILO is based on the principle of active parti­cipation and uses the sociological methods of analysis. This kind of audit is classified as qualitative. The qualitative analysis performed on the basis of active participation (usually some surveys or questionnaires to all employees or only for some of their categories) brings the risk of subjectivity and data twisting in responses (in one's mind the situation is better or worse than it actually is). In­deed, it is possible to perform a lot of different case studies, examining certain gender aspects of the labor market, but they all show the common picture. In addition, the evidence of gender segregation and pay discrimination are in the economic field, not in sociology. Therefore, it is unlikely to obtain the exhaustive explanation by extremely simple surveys and questionnaires based on the sociological reports.
234	234
235	235
236		-**References**
	163	+**//References//**
237	237
238	238
239	239	1. Global Gender Gap Report 2014. The World Economic Forum, Geneva, Switzerland, 2014//, //[[www3.weforum.org/docs/GGGR14/GGGR_Complete>>url:http://www3.weforum.org/docs/GGGR14/GGGR_Complete]]Report_2014.pdf
...	...	@@ -256,12 +256,12 @@
256	256	1. GUO Y. Male-female wages differentials in Guatemala: 1989-1998. Advisor: Dr. GINDLING T. ECON 699 Paper, 23.04.2004. 15 p., [[http:~~/~~/www.umbc.edu/economics/ grad_699_abstracts/ y_guo_paper.pdf>>url:http://www.umbc.edu/economics/%20grad_699_abstracts/%20y_guo_paper.pdf]]
257	257	1. LE GRAND C. Explaining the male-female wage gap: Job segregation and solidarity wage bargaining in Sweden. Acta Sociologica, 1991, No. 34, p. 261–278.
258	258
259		-// //
	186	+//
	187	+//
260	260
	189	+==== 2.3 Purpose and Objective ====
261	261
262		-**2.3       Purpose and Objective**
263	263
264		-
265	265	== What are we are going to do? ==
266	266
267	267	//Explain how your project will help to solve this problem. Describe your proposed investigation. Provide, as appropriate, graphs, pictures or diagram to illustrate your explanation.  Please be sure your description  covers the main points of your project.//