Changes for page Public Project Description

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  {{box cssClass="floatinginfobox" title="**Contents**"}}
--{{toc start="3"/}}
++{{toc start=2 /}}
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--=== 1. Project Information ===
++1. Project Information
++**1.1 Project Title:**
  {{info}}
--==== 1.1 Project Title ====
--**Innovative approaches to applied computations and software development for gender equality regulation on labour market**
++Innovative approaches to applied computations and software development for gender equality regulation on labour market
  {{/info}}
--{{info}}
--==== 1.2 Project Science and Technology Areas: ====
--|(% width="15%" %)**Primary:**     | Industrial Technologies
--|(% width="15%" %)**Secondary:**   | Environmental and Non-Nuclear Energy Research
--{{/info}}
--==== 1.3 Project Manager: ====
++**1.2 Project Science and Technology Areas:**
--|(% width="15%" %)**Name:**        | Colesnicova Tatiana Vladimir (PhD, Associate Professor)
--|(% width="15%" %)**Phone:**       | (+373.22) 501104
--|(% width="15%" %)**Fax:**         | (+373.22) 743794
--|(% width="15%" %)**E-mail:**      | ctania@gmail.com
--==== 1.4 Coordinating Institution: ====
--|(% width="15%" %)**Name:**        | National Institute for Economic Research of Ministry of Education, Culture and Research of the Republic of  of Moldova
--|(% width="15%" %)**Address:**     | MD-2064, 45, Ion Creanga, Сhisinau, Moldova
++**Primary:**        Industrial Technologies
--==== 1.5 Participating institution manager: ====
++**Secondary:**    Environmental and Non-Nuclear Energy Research
--|(% width="15%" %)**Name:**        | Colesnicov Alexandru Eugeniu (PhD, Associate Professor)
--|(% width="15%" %)**Phone:**       | (+373.22) 738073
--|(% width="15%" %)**Fax:**         | (+373.22) 738027
--|(% width="15%" %)**E-mail:**      | acolesnicov@gmx.com
--==== 1.6 Participating Institution: ====
++**1.3 Project Manager:**
--|(% width="15%" %)**Name:**       | Institute of Mathematics and Computer Science  of Ministry of Education, Culture and Research of the Republic of  of Moldova
--|(% width="15%" %)**Address:**    | MD-2028, Academy, 5, Chisinau, Moldova
--==== 1.7 Foreign Collaborators: ====
++**Name:**            Colesnicova Tatiana Vladimir (PhD, Associate Professor)
--|(% width="15%" %)**Person:**      |     Vasa Laszlo
--|(% width="15%" %)**Country:**     |   Hungary
--|(% width="15%" %)**Organization:**|Institute For Foreign Affairs And Trade
--|(% width="15%" %)**Phone:**       |     (+36.1) 2795702
--|(% width="15%" %)**Fax:**         |       (+36.1) 2795701
--|(% width="15%" %)**E-mail:**      |     laszlo.vasa@ifat.hu
++**Phone:**            (+373.22) 501104
--|(% width="15%" %)**Person:**        |Ghinararu Catalin-Corneliu
--|(% width="15%" %)**Country:**       |Romania
--|(% width="15%" %)**Organization:**  |National Scientific Research Institute for Labour and Social Protection
--|(% width="15%" %)**Phone:**         |(+40.21) 3124069
--|(% width="15%" %)**Fax:**           |(+40.21) 3117595
--|(% width="15%" %)**E-mail:**        |catalin.ghinararu@gmail.com
++**Fax:**                (+373.22) 743794
--|(% width="15%" %)**Person:**      | Forascu Corina
--|(% width="15%" %)**Country:**     | Romania
--|(% width="15%" %)**Organization:**| Alexandru Ioan Cuza University of Iasi
--|(% width="15%" %)**Phone:**       | (+40.232) 201090
--|(% width="15%" %)**Fax:**         | (+40.232) 201490
--|(% width="15%" %)**E-mail:**      | corina.forascu@gmail.com
++**E-mail:**           ctania@gmail.com
--|(% width="15%" %)**Person:**      | Ciobanu Ghenadie
--|(% width="15%" %)**Country:**     | Romania
--|(% width="15%" %)**Organization:**| National Scientific Research Institute for Labour and Social Protection
--|(% width="15%" %)**Phone:**       | (+40.213) 124069
--|(% width="15%" %)**Fax:**         | (+40.213) 117595
--|(% width="15%" %)**E-mail:**      | ghenadc@gmail.com
--|(% width="15%" %)**Person:**      | Verlan Serghei
--|(% width="15%" %)**Country:**     | France
--|(% width="15%" %)**Organization:**| Universite Paris Est Creteil, LACL, Departement Informatique
--|(% width="15%" %)**Phone:**       | (+33.0) 145176600
--|(% width="15%" %)**Fax:**         | (+33.0) 145176600
--|(% width="15%" %)**E-mail:**      | verlan@u-pec.fr
++**1.4 Coordinating Institution:**
--==== 1.8 Project location and facilities: ====
++**Name:**            National Institute for Economic Research of Ministry of Education, Culture and Research of the Republic of  of Moldova
++**Address:**        MD-2064, 45, Ion Creanga, Сhisinau, Moldova
++
++
++**1.5 Participating institution manager:**
++
++
++
++**Name:**            Colesnicov Alexandru Eugeniu (PhD, Associate Professor)
++
++**Phone:**            (+373.22) 738073
++
++**Fax:**                (+373.22) 738027
++
++**E-mail:**           acolesnicov@gmx.com
++
++
++**1.6 Participating Institution:**
++
++
++
++**Name:**            Institute of Mathematics and Computer Science  of Ministry of Education, Culture and Research of the Republic of  of Moldova
++
++**Address:**        MD-2028, Academy, 5, Chisinau, Moldova
++
++
++**1.7 Foreign Collaborators:**
++
++
++
++**Person:**           Vasa Laszlo
++
++**Country:**        Hungary
++
++**Organization:**Institute For Foreign Affairs And Trade
++
++**Phone:**            (+36.1) 2795702
++
++**Fax:**                (+36.1) 2795701
++
++**E-mail:**           laszlo.vasa@ifat.hu
++
++
++
++**Person:**           Ghinararu Catalin-Corneliu
++
++**Country:**        Romania
++
++**Organization:**National Scientific Research Institute for Labour and Social Protection
++
++**Phone:**            (+40.21) 3124069
++
++**Fax:**                (+40.21) 3117595
++
++**E-mail:**           catalin.ghinararu@gmail.com
++
++
++
++**Person:**           Forascu Corina
++
++**Country:**        Romania
++
++**Organization:**Alexandru Ioan Cuza University of Iasi
++
++**Phone:**            (+40.232) 201090
++
++**Fax:**                (+40.232) 201490
++
++**E-mail:**           corina.forascu@gmail.com
++
++
++
++**Person:**           Ciobanu Ghenadie
++
++**Country:**        Romania
++
++**Organization:**National Scientific Research Institute for Labour and Social Protection
++
++**Phone:**            (+40.213) 124069
++
++**Fax:**                (+40.213) 117595
++
++**E-mail:**           ghenadc@gmail.com
++
++
++
++**Person:**           Verlan Serghei
++
++**Country:**        France
++
++**Organization:**Universite Paris Est Creteil, LACL, Departement Informatique
++
++**Phone:**            (+33.0) 145176600
++
++**Fax:**                (+33.0) 145176600
++
++**E-mail:**           verlan@u-pec.fr
++
++
++
++**1.8 Project location and facilities:**
++
++
  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.
  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.
@@ -92,12
          +92,20 @@
  The research team from both institutes has the necessary computer resources (six PCs are available) and capabilities for successful realization of the project.
--=== 2.  Detailed Description of Work Plan ===
--==== 2.1 Introduction ====
--**//What is the problem?//**
++**2          Detailed Description of Work Plan**
++
++
++**2.1       Introduction**
++
++
++== What is the problem? ==
++
++//Describe the current state of the problem, the area of research, and why this problem is important.//
++
++
  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].
  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.
@@ -115,12
          +115,18 @@
  * Trade unions: associate and represent workers, provide collective protection, and advance interests of workers before employers and the state.
  * Society: forms customs and traditions that establish mentality in the country.
--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.
++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.
--==== 2.1 Literature Search ====
--**//What are other people doing?//**
++**2.1       Literature Search**
++
++
++== What are other people doing? ==
++
++//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.//
++
++
  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.
  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.
@@ -129,7
          +129,7 @@
  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.
--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.
++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.
  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.
@@ -151,8
          +151,12 @@
  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].
--**//How are their results being applied?//**
++**How are their results being applied?**
++
++//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.//
++
++
  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.
  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.
@@ -160,7
          +160,7 @@
  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.
--**//References//**
++**References**
 . 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
@@ -183,9
          +183,12 @@
 . 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]]
 . 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.
--==== 2.3 Purpose and Objective ====
++// //
++**2.3       Purpose and Objective**
++
++
  == What are we are going to do? ==
  //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.//
@@ -245,7
          +245,7 @@
  **2.5              Organization, Qualification and Staffing**
--== Who are we? ==
++== Who are we?  ==
  //Briefly describe the institutions and participants of your project, their qualification with references to previous significant results and what they will do in the project. Please highlight, in addition to technical qualifications, any market or social science research skills, or business training the participants may possess.  Please note any foreign language capabilities of team members.//
@@ -269,6
          +269,7 @@
 . **Elvira Naval**, PhD in Computer Sciences, Associate Professor in Computer Science, Leading scientific researcher – IMCS;
 . **Ludmila Malahov**, MSc degree in Computer Science, scientific researcher – IMCS.**  **
++
  **//Tatiana Colesnicova.// **//Ph.D.// in Economic Science from NIER, 2011. Associate Professor in Economy and Management (in social sphere), 2013. From 2015 she is the Head of the NIER Department “Social Researches and Standards of Living”. She is a member of the NIER Methodical Commission, Profile Scientific Seminar. During 2011-2018 she has participated in 26 national and international Scientific Conferences and symposiums. She was reporter on the 7 roundtables. Her main research interests include different social economic problems, gender equality regulation on the labour marker, labour economics, econometric modeling. She has more than 100 publications in these areas. She is author of the monograph “Gender equality regulation in the sphere of employment in the Republic of Moldova” (in English), ed. by NIER, 2012. She participated at several international projects. Participant in creating quarterly edition NIER with the support of EUHLPAM, financed by the European Union and implemented by UNDP Moldova //"Moldovan Economic Trends"/"Tendinţe în Economia Moldovei"** **//(in Romanian and English) during the years 2011 – 2018 (No.1-28) - responsible of the chapter that evaluates the main trends of the Moldovan social sphere. Participant in elaboration Strategies for Moldovan regional socio-economic development: Călăraşi, Rezina, Ialoveni, Leova, Orhei, Straseni.
@@ -322,6
          +322,7 @@
 . COLESNICOVA T., SAVCENCO S. Analiza de gen a cadrelor științifice din activitatea de cercetare-dezvoltare a Moldovei. In: Economic growth in conditions of internationalization=Creşterea economică în condiţiile internaţionalizării: Conferinţa VIII ştiinţifico-practică internaţională din 17-18 octombrie 2013. Ch.: INCE, 2013, vol. II, -384 p. ISBN 978-9975-4185-2-2, p.247-251
 . COLESNICOVA T. Tendințe în sfera ocupării forței de muncă a Republicii Moldova prin prisma egalității de gen. In: Culegere după materialele Conferinţei științifice naționale din 01 noiembrie 2013 „Probleme actuale a sectorului social și căile de soluționare a acestora în Republica Moldova” organizată de Asociația Oamenilor de Știință din Moldova „N. Milescu Spătaru” AȘM. Ch.: INCE, 2014, - 80 p., ISBN 978-9975-4185-8-4, p.45-61.
++
  The results of the project will be a good base to continue our work with cooperation with our European partners in the EU Framework Programme for Research and Innovation Horizon 2020, which will move our team closer to financial stability.
@@ -462,6
          +462,7 @@
++
  **2.8     Technical Methodology**
@@ -501,6
          +501,7 @@
  * The method //for estimation of horizontal and vertical gender segregation on the enterprises// will be the Duncan index of dissimilarity (ID). Usually, the gender segregation indexes (include and Duncan index of dissimilarity) applied on the macroeconomic level, but in our case we will apply this instrument on the micro-economic level. ID is the most common standard method used to assess the extent of segregation by the type of professions and posts. Typically, ID is calculated as half from the amount of differences (with positive sign) between the proportion of men and women of certain professions or engaged in a particular type of posts. Generally, the formula of calculating the Duncan index of dissimilarity can be presented as (Formula 1):
++
  [[image:file:///C:\Users\INT04~~1.INT\AppData\Local\Temp\msohtmlclip1\01\clip_image002.gif]]           (1)
@@ -573,6
          +573,7 @@
  * Enterprises, companies interested in realization the gender analysis at the own enterprise. In this case, the company by himself carries out a gender audit using the elaborated software and further optionally can be ordered in the portal services of auditors-specialists who will make the recommendations for the company based on the results of software and may conduct additional studies (questionnaires, interviews, etc.).
  * International, national, non-governmental organizations realizing a gender analysis on enterprises. In this case, the representative of such organization (auditor) uses the software as a way of obtaining the necessary indicators, which it operates in the future in the framework of its work for the analysis and preparing the recommendations for the investigated companies.
++
  //Note: It is also possible other variant, in which international, governmental or non-governmental organizations order online realization the gender analysis for the concrete set of enterprises (including the preparation of recommendations), for example, within the grant framework or state program.//
@@ -591,6
          +591,7 @@
  * Software procedures for calculating the resulting indicators and possible data verification, separately, will be connected .dll or library, written in one of the high-level programming languages (C ++, Pascal, Java)
  * The rest of the functionality and interface of the software will be created using the tools provided and available by the selected CMS.
++
  **Stage 5**. Elaboration of software. Q4-Q5
  On this stage we will elaborate the innovative software. The elaboration of software will include the following substages:
@@ -666,6
          +666,7 @@
  * In accordance with this, the module must be capable to do the appendix to the report with the calculated indicators of additional information provided in the form of files containing the recommendations, the results of surveys, interviews, etc.
  * The visualization results module should also allow comparing the results of the enterprise in case when the enterprise realized the several audits, which will present the gender equality on the enterprises in dynamics.// //
++
  **Stage 6**. Debugging, testing and integration of elaborated software. Q6
@@ -758,6
          +758,7 @@
++
  **3. Work schedule**
  Definite stages of the project implementation are represented in matrix diagram in Table 1.

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