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7 7  {{/velocity}}
8 8  
9 9  {{box cssClass="floatinginfobox" title="**Contents**"}}
10 -{{toc start="2"/}}
10 +{{toc start="3"/}}
11 11  {{/box}}
12 12  
13 -== 1. Project Information ==
13 +=== 1. Project Information ===
14 14  
15 -**1.1 Project Title:**
16 -{{info}}Innovative approaches to applied computations and software development for gender equality regulation on labour market{{/info}}
15 +{{info}}
16 +==== 1.1 Project Title ====
17 +**Innovative approaches to applied computations and software development for gender equality regulation on labour market**
18 +{{/info}}
17 17  
20 +{{info}}
21 +==== 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}}
18 18  
19 19  
20 -**1.2 Project Science and Technology Areas:**
27 +==== 1.3 Project Manager: ====
21 21  
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
22 22  
23 -**Primary:**        Industrial Technologies
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
24 24  
25 -**Secondary:**    Environmental and Non-Nuclear Energy Research
38 +==== 1.5 Participating institution manager: ====
26 26  
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
27 27  
28 -**1.3 Project Manager:**
45 +==== 1.6 Participating Institution: ====
29 29  
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
30 30  
31 -**Name:**            Colesnicova Tatiana Vladimir (PhD, Associate Professor)
50 +==== 1.7 Foreign Collaborators: ====
32 32  
33 -**Phone:**            (+373.22) 501104
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
34 34  
35 -**Fax:**                (+373.22) 743794
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
36 36  
37 -**E-mail:**           ctania@gmail.com
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
38 38  
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
39 39  
40 -**1.4 Coordinating Institution:**
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
41 41  
42 -**Name:**            National Institute for Economic Research of Ministry of Education, Culture and Research of the Republic of  of Moldova
87 +==== 1.8 Project location and facilities: ====
43 43  
44 -**Address:**        MD-2064, 45, Ion Creanga, Сhisinau, Moldova
45 -
46 -
47 -**1.5 Participating institution manager:**
48 -
49 -
50 -
51 -**Name:**            Colesnicov Alexandru Eugeniu (PhD, Associate Professor)
52 -
53 -**Phone:**            (+373.22) 738073
54 -
55 -**Fax:**                (+373.22) 738027
56 -
57 -**E-mail:**           acolesnicov@gmx.com
58 -
59 -
60 -**1.6 Participating Institution:**
61 -
62 -
63 -
64 -**Name:**            Institute of Mathematics and Computer Science  of Ministry of Education, Culture and Research of the Republic of  of Moldova
65 -
66 -**Address:**        MD-2028, Academy, 5, Chisinau, Moldova
67 -
68 -
69 -**1.7 Foreign Collaborators:**
70 -
71 -
72 -
73 -**Person:**           Vasa Laszlo
74 -
75 -**Country:**        Hungary
76 -
77 -**Organization:**Institute For Foreign Affairs And Trade
78 -
79 -**Phone:**            (+36.1) 2795702
80 -
81 -**Fax:**                (+36.1) 2795701
82 -
83 -**E-mail:**           laszlo.vasa@ifat.hu
84 -
85 -
86 -
87 -**Person:**           Ghinararu Catalin-Corneliu
88 -
89 -**Country:**        Romania
90 -
91 -**Organization:**National Scientific Research Institute for Labour and Social Protection
92 -
93 -**Phone:**            (+40.21) 3124069
94 -
95 -**Fax:**                (+40.21) 3117595
96 -
97 -**E-mail:**           catalin.ghinararu@gmail.com
98 -
99 -
100 -
101 -**Person:**           Forascu Corina
102 -
103 -**Country:**        Romania
104 -
105 -**Organization:**Alexandru Ioan Cuza University of Iasi
106 -
107 -**Phone:**            (+40.232) 201090
108 -
109 -**Fax:**                (+40.232) 201490
110 -
111 -**E-mail:**           corina.forascu@gmail.com
112 -
113 -
114 -
115 -**Person:**           Ciobanu Ghenadie
116 -
117 -**Country:**        Romania
118 -
119 -**Organization:**National Scientific Research Institute for Labour and Social Protection
120 -
121 -**Phone:**            (+40.213) 124069
122 -
123 -**Fax:**                (+40.213) 117595
124 -
125 -**E-mail:**           ghenadc@gmail.com
126 -
127 -
128 -
129 -**Person:**           Verlan Serghei
130 -
131 -**Country:**        France
132 -
133 -**Organization:**Universite Paris Est Creteil, LACL, Departement Informatique
134 -
135 -**Phone:**            (+33.0) 145176600
136 -
137 -**Fax:**                (+33.0) 145176600
138 -
139 -**E-mail:**           verlan@u-pec.fr
140 -
141 -
142 -
143 -**1.8 Project location and facilities:**
144 -
145 -
146 146  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.
147 147  
148 148  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.
... ... @@ -149,20 +149,12 @@
149 149  
150 150  The research team from both institutes has the necessary computer resources (six PCs are available) and capabilities for successful realization of the project.
151 151  
95 +=== 2.  Detailed Description of Work Plan ===
152 152  
97 +==== 2.1 Introduction ====
153 153  
99 +**//What is the problem?//**
154 154  
155 -**2          Detailed Description of Work Plan**
156 -
157 -
158 -**2.1 Introduction**
159 -
160 -
161 -== What is the problem? ==
162 -
163 -//Describe the current state of the problem, the area of research, and why this problem is important.//
164 -
165 -
166 166  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].
167 167  
168 168  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.
... ... @@ -180,18 +180,12 @@
180 180  * Trade unions: associate and represent workers, provide collective protection, and advance interests of workers before employers and the state.
181 181  * Society: forms customs and traditions that establish mentality in the country.
182 182  
183 -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.
184 184  
120 +==== 2.1 Literature Search ====
185 185  
122 +**//What are other people doing?//**
186 186  
187 -**2.1       Literature Search**
188 -
189 -
190 -== What are other people doing? ==
191 -
192 -//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.//
193 -
194 -
195 195  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.
196 196  
197 197  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.
... ... @@ -200,7 +200,7 @@
200 200  
201 201  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.
202 202  
203 -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.
204 204  
205 205  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.
206 206  
... ... @@ -222,12 +222,8 @@
222 222  
223 223  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].
224 224  
154 +**//How are their results being applied?//**
225 225  
226 -**How are their results being applied?**
227 -
228 -//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.//
229 -
230 -
231 231  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. 
232 232  
233 233  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.
... ... @@ -235,7 +235,7 @@
235 235  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.
236 236  
237 237  
238 -**References**
163 +**//References//**
239 239  
240 240  
241 241  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