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| Youth constitute 23.7 percent of the total labor force (15-64) in Egypt. In 1998, 48.4 percent of youth were engaged in wage work. |
| Percentage of young women (6.4%) in wage work is less than the ratio of young men (40%). |
| Change in youth wage work showed a 1.3 annual growth rate for young men and a 2.1 annual drop for young women over the period 1988-1998, indicating a limitation in the employment opportunity for female youth in particular. |
| One of the very important findings of the previous study is the shrinking employment opportunities for youth over the period 1988-1998 indicating increasing unemployment rates for young graduates. |
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| For Egyptian youth, the private sector is the leading sector in wage employment, one third of all private sector wageworkers are between the age of 15 and 24. |
| Meanwhile, the number of young people working for the government increased by 15 percent, while the number of young people working for public enterprise jobs dropped by almost half. |
| Despite the increase in youth working in the government, the share of youth in government employment dropped by 11 percent during the ten years period. Moreover, the share of youth in private sector wage employment also dropped by 5 percent, in spite of the fact that private sector wage work increased 6 percent for young women during that decade. |
| Youth employment increased in joint-venture companies by almost half, constituting a fifth of wage work in joint-venture companies, however a small share of female youth is absorbed in this sector (Hassan, N. 2000). |
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| Young women are concentrated relatively more in the government as the proportion of young men is less than the proportion of working women (39 and 9 percent for women and men respectively). |
| Surprisingly, the drop in public enterprise employment for young women (86 percent) is four times the drop for young men. |
| Nonetheless, the increase in government and private sector wage work for female youth is not sufficient to offset the decrease in public enterprises. | | To conclude all previous indicators show a general decline in total number of women wageworkers |
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| | The study of female young graduates in the private sector in general reveals interesting results with respect to their working conditions (Hassan, N. 2000). |
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| | Still working females in Egypt prefer to work in the public sector rather than the private sector, as it offers high job security and involves little risk, provides regular working hours, employment guarantees and social and health insurance. |
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| From 1988 to 1998 contractual work has decreased from 9.9 percent to 6.8 percent due to the drop among youth in public sector contractual work and the decrease in the proportion of wage work with contract in the private sector |
| The percentage of young women with contract dropped from 16.3 to 14.8 percent over the same period. |
| Employers are reluctant to formalize work under changing economic conditions as contracts grant female workers their legal rights (related to maternity and annual leave, health, occupational accidents, old age and unemployment benefits). Meanwhile, young women do not show a preference for formality, because they care only to receive a financial reward, knowing that there is a high possibility for staying at home after marriage (Hassan, N. 2000). |
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| Despite the fact that the labor law has stated that no worker may effectively be employed more than eight hours, excluding rest and meal intervals, on average the number of hours per week worked by youth in private wage work increased from 45.4 hours in 1988 to 51.8 hours in 1998. |
| This is more obvious among young female workers in sales activities, as they work during peak seasons until 11-12 p.m, which has negative health and social impact on young girls. |
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| | | The increase in work without contract meant that only 15 % of female wage workers (15-24) in private sector enjoyed social insurance. | | As social insurance means stability at the expense of material reward (14 percent is covered by the worker and reduced from the monthly salary), many girls consider social insurance as a cost, as they do not plan to work after marriage | | In the meantime, without medical insurance girls will be exposed to health injuries without getting any medical treatment costs (Hassan, N, 2000). |
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| Young entrants into the labor market are likely to accept any job offered under any conditions, as they have little notion of prevailing salaries and work conditions. They will accept long working hours, absence of insurance and any salary offered. |
| Moreover, the financial obligations on girls hold them from discussing the hard work conditions or long working hours. Accordingly, their bargain over salary, working hours and social security rights is limited, allowing employers greater advantage over them. |
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| | Young entrants in the labor market are likely to accept any job offered under any conditions, as they have little notion of prevailing salaries and work conditions. They will accept long working hours, absence of insurance and any salary offered. |
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| | According to several research studies, most women in Egypt work out of financial reasons and not for self-independence. This attitude is intensified by the lack of career options for girls in technical fields and the unwillingness to continue to work under the prevailing conditions after marriage due to long working hours, inefficient formal nursing system, as well as conflict in roles. |
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| All types of jobs that require precision and patience and do not involve "heavy" labor are considered appropriate for women, while handling heavy machinery, physically demanding work, repair and maintenance of equipment is preferably done by men. This is due to the widespread belief that physically, women are not able to cope with the hard working conditions in factories and repair workshops. |
| Hence female workers in private industries in Egypt are engaged in assembly line production, and packaging and finishing goods (textile, shoe production, electronics and pharmaceutical industries). |
| For technicians and maintenance staff, employers prefer male technicians, as it is assumed that this kind of operations requires over time or shift work, while women in general prefer occupations, with regular and short working hours and work places close to their homes. (Nassar, H. 2002) | | |
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