Figure 1.  Values for males and females represent the cumulative percentages calculated for both males and females over the sampled periods.  Absolute difference values were calculated by taking the absolute value of the mean percentage of males subtracted by from the mean percentage of females during the corresponding period sampled.

 

     According to the information provided in Figure 1, the annual Jordanian gender trends are relatively stable across time.  Consequently, over the last four years, Jordanian male employees have continued to outnumber Jordanian female employees by an average of 70%.    The majority of Jordanian employees are male.

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Figure 2.  Values represent cumulative percentages for each calendar year calculated for each sector.

 

     According to the information provided in Figure 2, the percentage of Jordanian employees, when examined by sector, didn’t change from 2001-2004.  In 2004, the total number of Jordanian employees working in the private sector is significantly more than those working in the public sector.  Public employees account for slightly more than half of the total number of Jordanian employees working in the private sector.  

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Figure 3.  Values represent the cumulative percentages corresponding to each sector as calculated over the sampling period. 

 

     According to the information provided in Figure 3, in 2004, approximately two-thirds of the Jordanian employees work in the private sector.  In contrast, the public sector employees account for little more than one-third of the Jordanian working population. 

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Figure 4.  Values represent mean percentages calculated for each governorates over the sampled periods.

 

     According to the information provided in Figure 4, the Jordanian employment rates by governorate were fairly stable from 2001-2004.  Throughout the four year period, from 2001-2004, there has been an unequal distribution of employees per governorate.  The governorate of Amman consistently dominated the labor market, accounting for more than 40% of the national employment rates.  The governorate of Tafiela yielded the least amount of national employment, approximately 1%.  Three out of the twelve Jordanian governorates account for nearly 75% of the national labor market: Amman, Irbid, and Zarqa.     

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Figure 5.   Values represent cumulative percentages calculated for each governorate over the sampled periods. 

 

     According to the information provided in Figure 5, in 2004, the governorate of Amman was the most significant contributor towards the Jordanian national employment, accounting for 40% of the national employees.  In 2004, the governorates of Irbid and Zarqa accounted for equal numbers of Jordanian employees, with a cumulative total of 34%.  Clearly, there is an unequal distribution of Jordanian employees per governorate, with nine out of the twelve Jordanian governorates accounting for approximately one-quarter of the total national labor market.

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Figure 6.  Values represent cumulative percentages calculated for all of the males surveyed and their corresponding governorates over the sampled periods.  These values do not reflect their relative weights to the entire Jordanian employed population.   

  

     According to the information provided in Figure 6, in 2004, the largest percentage of Jordanian male employees were working in the governorate of Amman, accounting for 38% of the total number of Jordanian males employed in 2004, slightly less than the national employment percentages for Amman in the corresponding year.  This decline in the national employment percentage of Amman can be explained by the comparable increases in the cumulative percentages of Jordanian male employees of Irbid and Zarqa, 18% respectively.  Clearly, in accordance with the national employment rates of 2004, the distribution of Jordanian male employees is skewed, concentrated in three governorates: Amman, Irbid, and Zarqa. 

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Figure 7.  Values represent cumulative percentages calculated for all of the females surveyed and their corresponding governorates over the sampled periods.  These values do not reflect their relative weights to the entire Jordanian employed population.     

 

     According to the information provided in Figure 7, in 2004, the largest percentage of Jordanian female employees were working in the governorate of Amman, accounting for nearly half of the total number of Jordanian females employed in 2004; this was significantly more than the national employment percentages for Amman in the corresponding year (30%).  This increase in the national employment percentage of Amman can be explained by the comparable decreases in the cumulative percentages of Jordanian female employees of Irbid, Zarqa, Madaba, Ajlon, and Aqaba.  Clearly, in accordance with the national employment rates of 2004, the distribution of Jordanian female employees is skewed, concentrated in three governorates: Amman, Irbid, and Zarqa. 

 

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Figure 8.  Values represent cumulative percentages for each calendar year calculated for each of the corresponding occupational categories.

 

1) Legislators, Senior Officials, and Managers

2) Professionals (lawyers, doctors, etc.)

3) Technicians and Professional Aides

4) Clerks (clerical workers, secretaries, etc.)

5) Servicepersons and  Shop/Market Salespersons

6) Agricultural and Fishing Laborers

7) Handicraft Artisans and Related Trades Persons

8) Plant and Machine Operators and Assemblers

9) Other Occupations

 

  

  According to the information provided in Figure 8, fluctuations of Jordanian occupations over time, from 2001-2004, have been minimal, within one percentage point.  Three different occupational categories accounted for nearly 50% of the total number of Jordanian employees: “Professionals”, “Servicepersons”, and “Handicraft Artisans”.  The least populated Jordanian occupational category, from 2001-2004, was those employed as: “Legislators”, “Senior Officials”, and “Mangers”, accounting for less than or equal to 1%.   

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Figure 9.  Values represent cumulative percentages for each calendar year calculated for all males surveyed in each of the corresponding occupational categories.   These values do not reflect their relative weights to the entire Jordanian employed population.

 

1) Legislators, Senior Officials, and Managers

2) Professionals (lawyers, doctors, etc.)

3) Technicians and Professional Aides

4) Clerks (clerical workers, secretaries, etc.)

5) Servicepersons and  Shop/Market Salespersons

6) Agricultural and Fishing Laborers

7) Handicraft Artisans and Related Trades Persons

8) Plant and Machine Operators and Assemblers

9) Other Occupations

 

     According to the information provided in Figure 9, fluctuations of Jordanian male occupations over time, from 2001-2004, have been minimal, less than three percentage points, which is slightly above the national average.  In congruence with the national distributions, over the corresponding time periods, three different occupational categories accounted for more than 50% of the total number of Jordanian male employees; however, these top three occupational categories differed from those of the national, between 2001-2004, in one occupational category, “Plant Machine Operators and Assemblers” instead of “Professionals”.  The other two top occupational categories for Jordanian male employees were: “Servicepersons”, and “Handicraft Artisans”.  In accordance with the national distribution statistics, over the same time period, the least populated Jordanian male occupational category was those employed as: “Legislators”, “Senior Officials”, and “Mangers”, accounting for less than or equal to 1%.

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Figure 10.  Values represent cumulative percentages for each calendar year calculated for all females surveyed in each of the corresponding occupational categories.   These values do not reflect their relative weights to the entire Jordanian employed population.

 

1) Legislators, Senior Officials, and Managers

2) Professionals (lawyers, doctors, etc.)

3) Technicians and Professional Aides

4) Clerks (clerical workers, secretaries, etc.)

5) Servicepersons and  Shop/Market Salespersons

6) Agricultural and Fishing Laborers

7) Handicraft Artisans and Related Trades Persons

8) Plant and Machine Operators and Assemblers

9) Other Occupations

 

     According to the information provided in Figure 10, fluctuations of Jordanian female occupations over time, from 2001-2004, have been minimal, with the exception of the “Professionals” category, which has experienced a significant increase over time.  Accounting for approximately 34% of the Jordanian female working population in 2001, and nearly 41% of the Jordanian female working population in 2004, Jordanian female “Professionals” have made significant gains during this four year period.  When comparing between the Jordanian female employees and the national distribution of Jordanian employee occupational categories (refer to Figure 8), one can see the significantly higher proportion of female “Technicians” and “Professional Aides”, accounting for 30% of all employed Jordanian females in 2004, which is significantly above that of the national average.  The two primary occupational categories for Jordanian women are “Professionals” and “Technicians and Professional Aides” respectively.  The remaining 30% of female Jordanian employees were relatively equally distributed among the remaining categories, with the exception of those employed as “Legislators”, which accounted for none of those females employed during the course of the sampling period. 

 

 

 

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Figure 11.  Values represent cumulative percentages for each calendar year calculated for each of the corresponding age groups.

 

     According the statistics provided above, the amount of change, from 2001-2004, has been insignificant.  The proportion of Jordanian employees, when ranked by their age categories, has been stable over time; the vast majority of Jordanian employees are between 20-39 years of age, accounting for more than 65% of all Jordanian employees.  In contrast, Jordanians under the age of 20 compromise the smallest proportion of the employed labor force, averaging at only 5%.    

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Figure 12.  Values represent cumulative percentages for each calendar year calculated for all males surveyed in each of the corresponding age groups.  These values do not reflect their relative weights to the entire Jordanian employed population.

 

     According to the information provided, the age of the Jordanian male employee population has been relatively stable over the four-year sampling period.  Due to the facts as provided in Figure 1, the vast majority of Jordanian employees are male.  Therefore, it’s not surprising that the distribution of the Jordanian male employees, when examined by their age group memberships, would mimic that of the national trends.  Thus, we have significant similarities of the distributions of national employees and male employees by their age group.  The majority of employed Jordanian males fall between the ranges of 20-39 years of age, accounting for more than 65%; the minority of the employed Jordanian male population are represented by those aged 20 years or less, accounting for about 5%.

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Figure 13.  Values represent cumulative percentages for each calendar year calculated for all females surveyed in each of the corresponding age groups.   These values do not reflect their relative weights to the entire Jordanian employed population. 

 

 

     According to the statistics provided above, there were some changes between the age group categories over the sampling period, for the employed Jordanian female population; however, the amount of fluctuation was small, averaging less than a 5% change annually.  The major difference between the national age dispersions of employed persons and those of female employees was in the oldest age category, those aged 50 years or more; employed Jordanian females aged 50 years or more comprised less than 5% of the employed female population, whereas the national average for employed persons aged 50 years or more was nearly 15%. 

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Figure 14.  Values represent cumulative percentages for each calendar year calculated for the monthly income level groups .

 

     According to the statistical information provided above, the monthly income levels of Jordanian employees have been relatively stable over time.  The most significant trends over the four year sampling period indicate a slight increase in the general prosperity of the Jordanian employed population.  Employed Jordanians earning a monthly income of 200-299 JD have increased from 18% in 2001, to 23% in 2004; similarly, employed Jordanians earning a monthly income of less than 100 JD a month have decreased from 18% in 2001, to only 11% in 2004.  However, despite these encouraging statistics, the vast majority of employed Jordanians earn between 100-199 JD per month, accounting for approximately 50% of the employed population.  In contrast, the minority of employed Jordanians earn a monthly income of 500 JD or more, accounting for only 4% of the nationally-employed population.

 

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Figure 15.  Male and female values represent cumulative percentages calculated for each gender category and its corresponding monthly income level from the sampled periods.   Absolute difference values were calculated by taking the absolute value of the mean percentage of males subtracted by from the mean percentage of females for each monthly income level during the course of the sampling period.

 

     In general, the effect of gender on the distribution of monthly income levels of employed Jordanians was small, accounting for less than 10% on average.  In 2004, the distributions for both male and female employed Jordanians when compared by their monthly income levels follow those of the national trends.  The majority of employed Jordanians, regardless of the gender, earn between 100-199 JD per month, constituting more than twice the proportion of those represented in the other income levels.  In contrast, those earning 500 JD or more per month constitute the smallest proportion of employed Jordanians, less than or equal to five percent, regardless of their gender.  The effect of gender on the income level of employed Jordanians has a somewhat controversial effect; in the two extreme income levels, the effect is more apparent.  In 2004, the proportion of employed Jordanians earning less than 100 JD per month were one and a half times more likely to be female, as opposed to those earning 500 JD or more per month were one a half times less likely to be female.  The largest disparity between the monthly incomes of the two genders occurred between the employed Jordanians earning 100-199 JD per month, with an 8% difference.

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Figure 16.  Values represent cumulative percentages calculated for all of the males surveyed and their corresponding monthly income levels over the course of the sampling period. These values do not reflect their relative weights to the entire Jordanian employed population.      

 

     According to these statistics, more than half Jordanian male employees earned a monthly income of 100-199 JD.  In 2004, 75% of employed Jordanian men had a monthly income level of 100-299 JD; in contrast, only 5% of the employed Jordanian male population earned a monthly income of 500 JD or more, in 2004.  As to be expected, according to the information provided in Figure 1, with the proportion of the employed Jordanians being overly represented by males, when comparing these statistics to the national distributions, over the corresponding sampling period, the results are virtually identical, with only a cumulative change of 3% in the following three income levels: 100-199 JD, 200-299 JD, and 400-499 JD.

 

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Figure 17.  Values represent cumulative percentages calculated for all of the females surveyed and their corresponding monthly income level over  the course of the sampling period.  These values do not reflect their relative weights to the entire Jordanian employed population.        

 

     According to the statistical information provided above, clearly the majority of employed Jordanian females earn 100-199 JD per month, characterizing the status of 44% of the employed females in 2004.  When comparing these results with those of the national distributions of the corresponding sampling period, the disparities mirror that of those evidenced by Figure 15.  At the lowest monthly income level, women are overly represented; comprising 17% of all employed Jordanian females in 2004, as opposed to representing only 11% of the total employed Jordanians.  Interestingly, the proportion of employed Jordanian women earning 200-299 JD per month was 26% in 2004; this was 4% above that of employed men in the same income category, and 3% above the national average in 2004.

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Figure 18.  Values represent cumulative percentages for each calendar year calculated for all five of the marital status options.

 

    

     According to the statistical information provided above, the amount of change between the marital statuses of Jordanian employees, from 2001-2004, was insignificant.  What is significant, however, is the unequal distribution of marital status among Jordanian employees, throughout the sampling period; employees are either “married” or “never been married”; the remaining three marital status categories compromised less than 1% of employed Jordanians.  Clearly, the majority of Jordanian employees are married, accounting for approximately 60% of Jordanian employees; the remaining 40% have “never been married”.

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Figure 19.  Values represent cumulative percentages calculated for all of the females surveyed and their corresponding marital status over the sampling periods.  These values do not reflect their relative weights to the entire Jordanian employed population.        

     

 

       According to the statistic provided above, in 2004, the vast majority of employed Jordanian males are “married”, 62% of them.  In correspondence with the national distributions, evidenced by Figure 18, the marital statuses of employed Jordanian males differ by an insignificant amount, by a cumulative total of only 4%.  The similarity between the two distributions can be explained by the statistics provided in Figure 1, which demonstrates the high proportion of employed males in the Jordanian labor market. 

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Figure 22.  Values represent cumulative percentages calculated for all of the males and females surveyed and their corresponding family relationship status over the sampling periods.  

 

     According to the statistics provided above, the amounts of fluctuation of the Jordanian employees’ family relationship statuses have been insignificant; between 2001 and 2004, the family relationship statuses of Jordanian employees have been stable.  The majority of Jordanian employees, approximately 50% or more, have the family relationship status of “household head”.  The second most frequent family relationship status of employed Jordanians, compromising approximately 40% of those surveyed, are “sons/daughters”.  When combined, the remaining two family relationship categories: “husband/wife” and “brother/sister” account for less than 10% of the Jordanian employees surveyed.          

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Figure 25.  Male and female values reflect the relative weights of the cumulative percentages calculated for each gender of the Jordanian employed population and their corresponding age groups over the 2004 sampling periods.  Absolute difference values were calculated by taking the absolute value of the percentage of males subtracted by the percentage of females for each corresponding age group in 2004.

 

     According to the information provided above, in 2004, gender had a significant impact on all five age groups, ranging from 69.9%-91.8%.  The gender discrepancy was most pronounced by those Jordanian employees aged less than 20 and those aged 50 or more (evidenced by more than 90% absolute differenced values for both categories); however, according to Figure 11, those aged less than 20 represent only 5% of the Jordanian employees, which significantly reduces its’ overall impact on age of employed Jordanians.  Similarly, those aged 50 or more constitute less than 15% of employed Jordanians (see Figure 11), which significantly reduces the scope and effect of gender on age of Jordanian employees.  In 2004, gender had the least effect on Jordanian employees aged between 20-49 (see Figure 25); however, since 80% of employed Jordanians fall between the ages of 20 and 49 years old (see Figure 11), and the proportion of Jordanian employees when examined by gender for the corresponding age groups have a discrepancy of more than 65% (see Figure 25) gender remains to be a significant factor on the distribution of Jordanian employees.

          

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