USAID Morocoo Gender Analysis 2018

USAID/MOROCCO
GENDER ANALYSIS
(FINAL)
2018
Contract No.: AID-OAA-I-14-00050/0AA-T0-15-00051
March 26, 2018

This publication was produced for review by the United States Agency for International Development. It was
prepared by Banyan Global.
This publication was produced for the United States Agency for International Development,
USAID Contract Number AID-OAA-I-14-00050/0AA-T0-15-00051. It was prepared by Banyan
Global under the authorship of Stephanie Willman Bordat and Saida Kouzzi through the
Advancing the Agenda of Gender Equality (ADVANTAGE) indefinite delivery, indefinite quantity
(IDIQ) contract.
Implemented by:
Banyan Global
1120 20th Street NW, Suite 950
Washington, DC 20036
Phone: +1 202-684-9367
Fax: +1 202-697-5020
Disclaimer: The authors’ views expressed in this publication do not necessarily reflect those of the
United States Agency for International Development or the United States Government.
Recommended Citation: Bordat, Stephanie Willman and Saida Kouzzi. USAID/Morocco Gender
Analysis. Prepared by Banyan Global. 2018.

USAID/MOROCCO GENDER
ANALYSIS
FINAL REPORT
2018
CONTRACT NO.: OAA-TO-15-00051
CONTENTS
LIST OF TABLES ...................................................................................................................... 5
ACRONYMS.............................................................................................................................. 6
ACKNOWLEDGEMENTS........................................................................................................ 7
EXECUTIVE SUMMARY .......................................................................................................... 8
I. INTRODUCTION ............................................................................................................ 13
2. METHODOLOGY ............................................................................................................ 14
3. GENERAL OVERVIEW OF GENDER EQUALITY IN MOROCCO .............................. 19
3.1 Laws, Policies, Regulations and Institutional Practices ................................................................ 19
3.2 Patterns of Power and Decision-making ........................................................................................ 23
3.3 Gender Roles, Responsibilities, and Time Use .............................................................................. 25
3.4 Access to and Control over Assets and Resources ....................................................................... 26
3.5 Gender-based Violence ..................................................................................................................... 28
4. SECTOR-LEVEL FINDINGS AND RECOMMENDATIONS ......................................... 32

4.1 POLITICAL INCLUSION FINDINGS AND RECOMMENDATIONS....................................... 32
4.2 ECONOMIC INCLUSION FINDINGS AND RECOMMENDATIONS...................................... 44
4.3 COUNTERING VIOLENT EXTREMISM FINDINGS AND RECOMMENDATIONS ............. 63
5. GENERAL RECOMMENDATIONS ................................................................................ 74
CONCLUDING OBSERVATIONS ........................................................................................ 80
ANNEX A: STATEMENT OF WORK ................................................................................... 81
ANNEX B: BIBLIOGRAPHY OF SOURCES CONSULTED ................................................ 87
ANNEX C: DATA COLLECTION TOOLS ......................................................................... 112
LIST OF TABLES
Table 1. Political Inclusion Key Findings and Recommendations 9
Table 2. Economic Inclusion Key Findings and Recommendations 10
Table 3. Countering Violent Extremism Key Findings and Recommendations 11
Table 4. General Findings and Recommendations 12
Table 5. Stakeholders Consulted 16
Table 6. Gender Equality and Women’s Empowerment in Selected National Policies 19
Table 7. Gender Equality and Women’s Empowerment in US Government and GOM Policies Related to
Political Inclusion 32
Table 8. Women’s Representation in Local Elected Bodies 35
Table 9. Gender Equality and Women’s Empowerment in US Government and GOM Policies Related to
Economic Inclusion 44
Table 10. Gender Equality and Women’s Empowerment in US Government and GOM Policies Related
to CVE 63
ACRONYMS
ADS Agence de développement social
ANAPEC Agence Nationale de Promotion des Emplois et des Compétences
APALD Autorité pour la Parité et la Lutte contre la Discrimination
CDCS Country Development Cooperation Strategy
CE-BSG Centre de l'Excellence pour la Budgétisation Sensible au Genre
CEDAW Convention on the Elimination of all Forms of Discrimination Against Women
CNSS Caisse Nationale de Sécurité Sociale
COPA Community-oriented Policing Activity
CSO Civil Society Organization
CTC Countering Terrorism Center
CVE Countering Violent Extremism
DGCL Direction Générale des Collectivités Locales
DH Moroccan Dirham (approximately 10 cents)
DOL Department of Labor
DOS Department of State
EMF Espace Multifonctionnel dédié aux Femmes
EU European Union
FHH Female Heads of Household
FORSATY Favorable Opportunities to Reinforce Self-Advancement for Today’s Youth
FTPs Financial and Technical Partners
GBV Gender-based Violence
GOM Government of Morocco
GSB Gender-sensitive Budgeting
INGO International Non-governmental Organization
MCC Millennium Challenge Corporation
MEL Monitoring, Evaluation and Learning
MENA Middle East and North Africa
MEPI Middle East Partnership Initiative
MFSEDS Ministère de la Famille, de la Solidarité, de l’Égalité et du Développement Social
NGO Non-governmental Organization
ODCO Office de Développement de la Coopération
OSC Office of Security Cooperation
PAD Project Appraisal Design
PGE Plan Gouvernemental de l’Égalité
PWD Persons with Disabilities
USAID United States Agency for International Development
VAW Violence Against Women
ACKNOWLEDGEMENTS
The authors of the report would like to express our most sincere thanks to all of the United States
Government, Government of Morocco, financial and technical, academic, international non-governmental,
and civil society stakeholders that we reached out to for this gender analysis. We are grateful to all of
them for their generosity in sharing their resources, information, time, ideas, and contacts. We are
particularly appreciative to those who provided us with their internal documents, invited us to attend
their activities, and facilitated connections to other key stakeholders. All of these contributions were
critical to this analysis.
Warm thanks go to the team at USAID/Morocco for their support and enthusiasm for this analysis, in
particular to Nadia Amrani, Riad Berdayi, and Alae Eddin Serrar. Special thanks to Soufiane Moutassamim
for his dedicated and efficient logistical coordination and support.
Hind Adam assumed the crucial role of managing and coordinating stakeholder outreach for this analysis,
reaching out to all actors, scheduling meetings, collecting resources, and organizing the authors’ schedules.
We are grateful for her rigorous follow-up, efficiency, and dedication to the cause.
Sincere appreciation is due to Youssef Ihoudiguene and Karima El Hajoui for all of their administrative and
logistical support, and for all that they do to make our office an efficient and enjoyable work environment.
We also appreciate the operational and logistics support of India Scriber and Lindsey Spanner at Banyan
Global, and the technical support from Victoria Rames, Senior Associate - Gender Practice.
Finally, the authors would like to express our gratitude to our husbands and recognize their critical role
in producing this analysis. Although during normal times they always assume their equal share of household
tasks, this analysis would not have been possible in the very short time frame allocated had they not taken
over the entirety of responsibilities for our children and domestic work. They are truly models of gender
inclusion.
EXECUTIVE SUMMARY
Purpose, Methodology, and Structure of the Report
The United States Agency for International Development (USAID)/Morocco commissioned Banyan Global
to conduct a gender analysis in Morocco from January to March 2018. The goal of this country-level
analysis is to identify key gender issues, inequalities, constraints and opportunities, and to offer conclusions
and specific recommendations on how USAID can achieve greater gender integration in its strategic
planning and activities in Morocco.
The analysis concentrates on two development objectives and two cross-cutting themes in the
USAID/Morocco portfolio: political inclusion and economic inclusion; and gender-based violence (GBV)
and countering violent extremism (CVE). It focuses on activities seeking to enhance economic and political
inclusion, while also addressing cross-cutting GBV and CVE, in three identified excluded regions: Beni-
Mellal in the Béni Mellal-Khénifra region; and Ouarzazate, Zagora, and Errachidia in the Drâa-Tafilalet
region.
The multifaceted research consists of an extensive literature review, as well as a series of in-person, in-
depth consultations in Rabat with 42 representatives from the United States Government, government of
Morocco (GOM), international non-governmental organizations (INGOs), financial and technical partners
(FTPs), and civil society organizations (CSOs). It is also comprised of phone interviews with 26 CSO
representatives, women entrepreneurs, and local elected representatives outside of the three identified
target regions; in-person, individual consultations with 12 CSO representatives, women entrepreneurs,
GOM officials, and local elected representatives from the three target areas; in-person group meetings
and workshops with 34 CSO and local elected representatives from the three target areas; and a town
hall group meeting with 60 women “beneficiaries” of a women’s center in one of the three target areas.
General Overview of Gender Equality in Morocco
Despite recent efforts made on the legislative front to promote gender equality, Morocco places 136 out
of 144 countries on the Global Gender Gap rankings, and 12 out of the 17 Middle East and North Africa
(MENA) region countries. Though gender gaps in educational attainment and health and survival have
closed or remained stable since 2006,1 the gender gap has actually grown in economic participation and
opportunity and remains significant in political empowerment.2 Morocco is classified in the bottom tercile
in the 2016 Women, Peace and Security Index, ranked 113 out of 152 countries based on inclusion, justice
and security indicators.3
Recent reforms to laws, policies, strategies and action plans address key issues related to gender equality
in Morocco. These include the 2011 Constitution and subsequent organic laws4 to implement its
1
From .848 to .920 and .968 to 965 respectively. World Economic Forum. The Global Gender Gap Report, 2017.
2
Ibid. from .461 to .391 and from .053 to .117 respectively.
3
Women, Peace and Security Index and indicators, 2016.
4
Organic laws are a type of legislation in civil law systems to implement constitutional provisions.
provisions; two Government Plans for Equality (Ikram 1 and 2) coordinated by the Ministère de la Famille,
de la Solidarité, de l’Egalité et du Développement Social (Ministry of Solidarity, Equality, and Social
Development) (MFSEDS); and gender-sensitive budgeting processes (GSB) led by the Ministry of Finance.
Despite these efforts on the legislative front, discriminatory provisions in the Family and Penal codes and
in social norms continue to perpetuate gender inequality. Asymmetrical power relations and unequal
decision-making prevail within the family. Responsibilities and time use are based on stereotyped gender
roles, and women’s economic security and independence is hindered by gendered and unequal access to
and control over resources. The newly enacted Law 103-13 on violence against women fails to effectively
address the high prevalence of gender-based violence in Morocco.
Key Findings and Recommendations: Political Inclusion
Women in Morocco are underrepresented in national and local elected bodies, as well as in high level
appointed or civil service positions. Within the public administration, they are concentrated in
traditionally “female” sectors such as the Family and Education Ministries. Civic participation rates among
women are quite low.
Organic laws and other legislation provide for non-discrimination and aim to promote women’s political
participation at the national and local levels primarily through quota systems. Efforts by the GOM, FTPs
CSOs to promote the political inclusion of women have primarily focused on increasing the number of
women running for elected office and capacity building for women candidates and elected representatives.
Increased numerical participation by women in decision-making bodies has not translated into full and
effective participation of women or into concrete changes in the substance of laws and policies affecting
women.
The report lays out six specific findings and recommendations to assist the USAID/Morocco Mission to
promote the effective political inclusion of women in Morocco (see table).
Table 1. Political Inclusion Key Findings and Recommendations
GOAL MECHANISM
Foster changes in the dominant political culture of • Support mandatory and enforceable rules and
favoritism in Morocco that excludes women. regulations within political parties and decision-
making bodies that prevent gender biases.
Create optimal conditions within decision-making • Support enforceable internal procedures and clear
bodies to ensure women’s full and meaningful behavioral benchmarks within decision-making
participation. bodies that provide for equal treatment.
Improve relationships between elected • Put in place networking efforts that focus on a
representatives. concrete agenda for action on specific issues.
Address potential conflicts between CSOs and elected • Support clear and enforceable policies separating
representatives. political party and CSO affiliations.
Strengthen mechanisms for state response to citizen • Support feedback loops and evaluations related to
concerns. gender inclusion in preparation for the 2021
elections.
Enhance delivery mechanisms in capacity building for • Put in place opportunities for hands-on, real
political inclusion. world application of learning by doing.
Key Findings and Recommendations: Economic Inclusion
Morocco has a very low and declining official female labor force participation rate. Substantial gender gaps
prevail in unemployment rates, wages, employment status, social benefits, and access to finance services.
Gender-based horizontal segmentation5 by sector and vertical segregation within workplaces further
contributes to women’s economic exclusion and vulnerability.
Efforts by the GOM, FTPs and CSOs to promote the economic inclusion of women, including the USAID
Career Centers, have primarily focused on labor market insertion through vocational training and
supporting income generation activities and small-scale entrepreneurship.
Progress in closing the gender gap in vocational/technical education has not translated into increased and
sustained employment opportunities or economic independence for women. Despite the labor laws
favorable to women’s rights in the workplace, these are not applied or enforced, and non-compliance is
the norm rather than the exception. Income-generation activities are often undermined by unfavorable
external market conditions and persisting stereotyped and unequal roles within the family.
This report presents nine findings and recommendations to assist the USAID/Morocco Mission to
promote the effective economic inclusion of women in Morocco (see table).
Table 2. Economic Inclusion Key Findings and Recommendations
GOAL MECHANISM
Improve workplace conditions for women. • Address women’s attrition from the labor force.
• Support the leveraging and application of newly
enacted legislation on sexual harassment in the
workplace and for domestic workers.
• Require specific non-discrimination policies within
workplaces, and gender inclusive stipulations and
conditions in trade and labor relations
agreements.
• Strengthen the labor inspection system to be
more gender inclusive.
Enhance conditions for women’s economic • Promote legal and administrative measures to
participation. protect small local enterprises and resources.
• Develop economic inclusion activities that will
save women time rather than add to existing
demands.
Diversify the sectoral participation of women in the • Support the integration of women into non-
workforce for improved public services. traditional public-sector fields where women’s
presence could have a positive impact on service
delivery, such as in law enforcement and labor
inspection.
Diversify income generation activities for women to • Support the development and creation of holistic
address development needs. programs that generate income for women,
5
The concentration of women in certain labor markets sectors.
10

address environmental concerns, create a

business or service that does not yet exist, and
free up women’s time.
Consolidate and share gender inclusive employability • Share with and encourage the adoption of existing
efforts. gender inclusion tools, policies and procedures
with other relevant private and public actors.
Key Findings and Recommendations: Countering Violent Extremism
There is limited data on CVE in Morocco generally, and a particular dearth of information on the
intersection of gender and CVE. Available descriptions of drivers, motivations, conditions, processes, and
“at risk” areas in Morocco are primarily anecdotal and tentative. Presumed drivers for violent extremism
in general around which the GOM, FTP and CSO actors have developed strategies include religious,
political, economic, cultural and social factors. Projects have primarily focused on preventing radicalization
by promoting alternative visions of religion and offering economic opportunities for marginalized youth.
The report presents four specific findings and recommendations to assist the USAID/Morocco Mission in
developing a future CVE strategy in Morocco (see table).
Table 3. Countering Violent Extremism Key Findings and Recommendations
GOAL MECHANISM
Generate detailed information on CVE and gender. • Conduct a thorough mapping and analysis on CVE
and gender in Morocco using a holistic approach.
Take into account the sensitivities associated with • Obtain buy-in from appropriate religious and state
addressing CVE. actors.
• Assess the risk of labeling a program directly as
CVE.
Avoid gender stereotypes in CVE efforts. • Avoid focusing on women solely as mothers and
wives in CVE efforts.
Consider the complex extra-territorial characteristics • Pay attention to the intersectionality between
of violent extremism. gender, migration abroad, and violent extremism.
General Findings and Recommendations
Key challenges to gender inclusion in Morocco include the limited implementation of laws and policies; a
view that gender inclusion is voluntary rather than mandatory; insufficient institutionalization of efforts for
sustainability; a lack of exchange and sharing for uniform country-wide development based on good
practices; and an absence of long-term assessments on the impact of projects on the conditions of people’s
lives. Additionally, the prevailing theory of change related to gender inclusion in Morocco has focused
primarily on building the personal capacities of individual women, on the faulty assumption that this will
lead to larger community- and systems-level change.
The report presents 30 key findings and recommendations applicable to gender inclusion efforts in
Morocco that USAID/Morocco may wish to consider for its political, social, and economic inclusion
efforts. These findings and recommendations are organized around seven main themes (see table).
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Table 4. General Findings and Recommendations
GOAL MECHANISM
Integrate men as targets of change in gender inclusion • Ensure that projects include an understanding that
efforts. gender inclusion requires specific behavior
changes from men.
• Support research that focuses on identifying and
describing concrete discriminatory behaviors.
Ensure the implementation of laws through improved • Identify and address obstacles to effective
advocacy and accountability. implementation of laws.
• Support efforts to institutionalize laws and
policies.
• Promote gender inclusion measures that are
mandatory, with effective monitoring mechanisms
and applied sanctions for non-compliance.
• Support CSO monitoring and documentation of
state institutions and public services.
• Ensure accountability and transparency of state
institutions and public services.
Promote sustainability and coherency in gender • Build in necessary systems and resources for long-
inclusion efforts. term institutional appropriation of tools and
mechanisms.
• Develop new and innovative mechanisms for
sharing and meaningful exchanges of gender
inclusion efforts.
Encourage a systems approach to gender inclusion • Complement existing entry-level inclusion efforts
efforts. that focus on women entering the workforce with
initiatives that strengthen and improve the
conditions under which women are then present
in politics, workplaces and the economy, to
support their sustained and effective participation.
Foster local efforts to promote gender inclusion. • Support new areas of intervention by
decentralized actors in the local public
administrations based on emerging roles and
responsibilities from decentralization.
• Foster effective relationships between local state
actors and CSOs for gender inclusion planning
and programming efforts.
Enhance monitoring, evaluation and learning. • Develop indicators to assess changes in gender
inclusion efforts: (i) among male participants; (ii)
at levels broader than the individual, such as the
family, community and institution; and (iii) in
changes in behaviors and conditions in people’s
lives.
Enhance the quality of information available to inform • Examine and assess the state’s response and
gender inclusion efforts. delivery of public services to men and women
fairly and equally.
Promote access, sharing and effective use of • Support more systematic translation, sharing and
information. dissemination of gender inclusion efforts
documentation in more innovative and youth-
friendly manners, e.g., including social media
avenues and in-person exchanges.
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I. INTRODUCTION
1.1 Gender Analysis Background and Objectives
The goal of USAID/Morocco’s country level gender analysis is to identify key gender issues, inequalities,
constraints, and opportunities, as well as offer conclusions and specific recommendations on how USAID
can achieve greater gender integration in its strategic planning and activities. This targeted analysis focuses
on education and livelihoods; access to local government services; and economic, social and political
inclusivity among excluded populations in Beni-Mellal in the Béni Mellal-Khénifra region and Ouarzazate,
Zagora, and Errachidia in the Drâa-Tafilalet region.
The analysis focuses on activities seeking to enhance economic inclusion, namely by connecting excluded
populations with the information, skills, and other resources they need to access livelihoods, and
strengthening regional-level planning and networks to improve economic opportunities in economically
excluded regions. It also includes analysis of activities seeking to enhance political inclusion by improving
meaningful representation and participation in local government. This report presents gender analysis
findings and recommendations to guide USAID/Morocco’s integration of gender throughout its strategic
planning and the General Development Office Project Appraisal Design (PAD), as well as the design of
upcoming cross-cutting democracy and governance and economic growth activities.
13

2. METHODOLOGY
2.1 Research Strategy
This USAID/Morocco gender analysis was based on a multi-pronged approach combining secondary
sources obtained through a literature review with primary sources gathered through a series of in-depth
interviews and group discussions with diverse key stakeholders, participant observation in relevant
activities, a town hall meeting, and convening workshops.
The literature review, stakeholder consultations, and report writing took place concurrently from January
8, 2018 – March 8, 2018. The consultant team implemented a multi-step methodology, detailed below,
to conduct the analysis:
Literature Review: The writers conducted a literature review of diverse Arabic, English and French
language sources. Documentation for the literature review was obtained through research as well as
systematic requests from all of the stakeholders listed in Table One: Stakeholders Consulted, below.
Sources considered include: international indices, including on human rights and gender equality; Moroccan
laws, policies, and data on gender equality; literature on political and economic inclusion, GBV, CVE, and
gender equality; USAID/Morocco project and activity documents, including quarterly reports and
evaluations; and USAID and United States Government gender equality, youth and CVE strategies, policies
and best practices.
Work Plan: The team developed detailed, semi-structured Arabic and French interview and group
discussion question guides and other data collection instruments, and a list of potential stakeholders.
Data Collection: The data collection through stakeholder consultations took place in multiple stages.
Based on the approved work plan, the consultant team:
• Elaborated an initial list of diverse key stakeholders working or potentially working in one capacity
or another on political and economic inclusion, CVE, gender and related issues in Morocco. This
initial list was developed based on the consultant team’s 18 years of in-country presence and
existing GOM, FTP and CSO contact lists; recommendations for stakeholders to consult provided
by USAID/Morocco; stakeholders suggested by the literature review and research; and additional
contacts provided by stakeholders interviewed in a snowball effect. It was designed to target a
host of public and private actors and to respond to the Statement of Work parameters.
• Prioritized the initial list into tier 1 stakeholders for in-person meetings, tier 2 stakeholders for
phone meetings, and tier 3 stakeholders for email communication and documentation requests
only.
• Sent official request letters to all identified stakeholders via fax and e-mail, as well as in hard copy
when necessary, followed up by phone calls to assess the level of involvement of each stakeholder
in relevant issues, request relevant documentation, assess the need and relevance of in-person
14

meetings, identify the appropriate people for in-person interviews, and schedule meetings.
In total, the consultant team initially reached out by phone and email to request meetings and information
from over 20 Moroccan government institutions, 20 donors, 12 academics, 15 international non-
governmental organizations, 30 local elected representatives, and 130 local civil society organizations.
Based on responses received, the final series of stakeholder consultations was comprised of the following:
• Designed and facilitated a Gender Analysis Convening Workshop at USAID for ten
representatives from USAID, the Department of State, the Department of Labor, and the Office
of Special Council (see Annex X=D for the guiding questions for this workshop).
• Conducted participant observation at a CVE activity sponsored by Creative Associates.
• Held a series of in-person individual and group meetings in Rabat with 13 United States
Government representatives, 14 GOM officials, seven INGO representatives, three FTP
representatives, three CSO representatives, and two researchers.
• Conducted a series of phone interviews with seven female local elected representatives, six
women entrepreneurs, and 13 NGO representatives in diverse communities across Morocco
outside of, and in addition to, the three areas targeted by this research.
• Conducted a series of phone consultations with three GOM officials (appointed position), one
elected representative (elected through periodic elections), and three CSO representatives in
Beni Mellal.
• Held two group Gender Analysis Convening Workshops for 24 CSO representatives in Errachidia
and Ouarzazate.
• Held three group meetings with communal councilors in Ouarzazate (four counselors), Errachidia
(three councilors), and the rural village of Ferkla Soufla (three councilors).
• Held a large group “town hall meeting” discussion with 60 women program “beneficiaries” of a
women’s center in Ouarzazate.
• Met with five local GOM officials from the Entraide Nationale (National Mutual Aid)6, Fondation
Mohammed V pour la Solidarité, Agence Régionale d’Éxecution des Projets, and the local administrative
authorities in Errachidia and Ouarzazate.
6
The Entraide Nationale’s mission is poverty reduction and social development.
15

Table 5. Stakeholders Consulted
Stakeholders Consulted
USAID/Morocco, US USAID sector specialists in economic growth and development, and democracy and
Embassy/Morocco staff governance; Middle East Partnership Initiative (MEPI) representatives; US Consulate
/ Department of Labor (DOL) representatives; Department of State (DOS) political
affairs section representatives; DOS public affairs section representatives; Office of
Security Cooperation (OSC) representatives; Millennium Challenge Corporation
(MCC) representatives.
INGOs FHI360, Counterpart International, American Bar Association, Management Systems
International, International Republican Institute, Quartiers du Monde, Creative
Associates, Solidarity Center, Women’s World Banking, Oxfam Morocco, Favorable
Opportunities to Reinforce Self-Advancement for Today's Youth (FORSATY),
AMEX International.
Government of Representatives of the Ministry of Economy and Finance, Fondation Mohammed V
Morocco pour la Solidarité, Entraide Nationale, Agence de Développement Social, Ministry of
Employment and Professional Insertion, and Agence Régionale d’Éxecution des
Projets. GOM representatives consulted were from both the central level in Rabat
as well as the local levels in Errachidia and Ouarzazate.
Financial and UN Women, the Delegation of the European Union, the Royal Norwegian Embassy,
Technical Partners the Royal Belgian Embassy, the Danish Embassy, and the Spanish International
Development Cooperation Agency.
Moroccan CSO Local Moroccan CSOs working in diverse cities, towns and villages across Morocco
representatives on gender inclusion and economic development, with a particular focus on those in
Errachidia, Ouarzazate and Beni Mellal.
Moroccan elected Local elected representatives at the communal level in diverse cities, towns and
representatives villages with a particular focus on those in Errachidia, Ouarzazate and Beni Mellal.
Women Women members of economic cooperatives or very small business owners in
entrepreneurs diverse cities, towns and villages with a particular focus on those in Errachidia,
Ouarzazate and Beni Mellal.
Project participants Women participants in literacy and vocational training classes at a local women’s
(“beneficiaries”) center in Ouarzazate.
Academics Ten Moroccan and international professors and researchers specializing in gender
issues in Morocco.
2.2 Interview Themes and Approach

The consultant team’s literature review and stakeholder consultations considered the following factors:
1. Significant gender issues at the macro level in Morocco, including a snapshot of the gendered social
and political economy.
2. The policy environment and state capacity to address gender gaps at the national and sub-national
levels.
3. INGO, FTP and CSO efforts to promote gender equality and opportunities for collaboration.
4. Significant gender issues that need to be addressed at the strategic and project levels for a broad
range of USAID technical areas, including democracy and governance, economic growth, CVE,
and peace and security, and identifying possible entry points for the incorporation of gender
16

considerations into ongoing and future activities.
5. Gender-based constraints to and opportunities for equitable participation and access of both men
and women to development initiatives.
6. Successful strategies, approaches, and lessons learned that USAID/Morocco can use to enhance
accessibility and equitability of its programs to improve the wellbeing of women, men, girls and
boys.
7. Recommendations that identify and prioritize how the mission can better integrate gender
considerations into current and future programs at the country development strategy level, and
recommendations on how to incorporate gender into monitoring and evaluation systems.
Stakeholder interviews and group meetings were conducted in Arabic, French or English. The team
developed and used a detailed, semi-structured Conversation Framework7 consisting of open-ended
questions to use as prompts and probes. The consultant team adapted the substance of questions to be
tailored to each specific stakeholder’s thematic area of work and their affiliation. In some instances, the
team sent an external version of the framework in advance to allow stakeholders to prepare for the
meetings. The basic Conversation Framework for stakeholder interviews was adapted to serve as an
agenda for small group discussions during the three Convening Workshops with United States
Government personnel and CSOs.
Methodologically, the frameworks were based on two tools:
1. Appreciative Inquiry (AI) methods, seeking to explore interviewee perspectives on successes of their
efforts, the conditions that facilitated them, and opportunities for building on them.
2. Start, Stop and Continue Retrospective Model Chart, to solicit interviewee perspectives on new
strategies that should be tested, previous efforts that did not bear fruit, and successful experiences
that should be continued.
Thematically, questions explored:
• Stakeholder activities and strategies related to political and economic inclusion and CVE.
• Specific themes within political and economic inclusion and CVE addressed in their work.
• Assessments of the successes and challenges of their approach.
• Monitoring, evaluation and learning methods used.
• Changes and impact that they have noticed resulting from their work.
• Sustainability issues.
• Relationships among and between state actors, CSOs, donors, and program participants.
• Priorities for future efforts.
7
The Conversation Framework used for Stakeholder interviews and as adapted as a program agenda for group
workshops, may be found in Annex D.
17

Stakeholder responses were compiled uniformly into French and hand-coded according to the above
eight thematic categories. Information was separated out by specific type of actor and geographic
location, and frequency of responses noted.
2.3 Limitations to Analysis

Sufficient time allocated for this gender analysis would have permitted more thorough fieldwork with
richer and more representative findings related to the political and economic inclusion of women, men,
girls and boys and their roles in CVE. Time constraints prevented the consultant team from scheduling
meetings with several key GOM, CSO and FTP actors identified in the original work plan. On several
instances, including at the Ministry of Employment in particular, an entire delegation attended our meeting
with the expectation and desire to hold individual follow-up meetings to provide more in-depth and
detailed information from each ministerial department; we deeply regret that the time constraints did not
allow us to follow up on their generous offer.
Additional time would also have permitted the consultant team to develop individual, targeted
questionnaires for each of the different stakeholders consulted in order to direct particular questions for
clarification and obtain more details specific to their work. A more scientifically rigorous coding of data
would likewise have required sufficient time allocated for this analysis.
Quantitative data for regional comparisons was challenged by the recent regionalization that restructured
administrative territories. Some of the information was only available from the previous territorial
districting.
Furthermore, a substantial portion of the documentation available on efforts to address gender inclusion
is self-reporting, which limits the ability to objectively assess their impact.
The inclusion of CVE as a specific theme to be addressed in this report on an equal basis with political
inclusion and economic inclusion posed several challenges to the overall implementation and success of
this gender analysis.
• First, within the GOM and the FTPs, the departments and persons responsible for CVE are different
from those responsible for gender equality. As such, a thorough analysis would have required
separate meetings with each of the two appropriate teams within each institution.
• Second, given the sensitive nature of the topic, the majority of CSOs consulted were reticent to
speak about CVE. Several even stated that they would refuse to participate in interviews if the
subject was raised and expressed their suspicions that political and economic inclusion was just a
front to hide the fact that CVE was the primary reason for the analysis.
The lack of data and programming on gender equality and CVE efforts made it difficult for the research
team to identify advances and gaps, and to make recommendations in this area. As such, for both political
sensitivities and time considerations, it would be preferable to keep CVE as a separate topic with a
context-specific strategy.
18

3. GENERAL OVERVIEW OF
GENDER EQUALITY IN
MOROCCO
3.1 Laws, Policies, Regulations and Institutional Practices8
Table 6. Gender Equality and Women’s Empowerment in Selected National Policies
GOM policies, Implications for gender equality and women’s empowerment

strategies, and
action plans
Constitutional provisions and House of Representatives laws for implementation

La Constitution The Moroccan Constitution has 18 provisions relating to gender equality and
Marocaine de 20119 women’s rights, including:
• Article 19 provides that men and women are deemed to have equal civil, political,
economic, cultural, social and environmental rights. The state works for parity
between men and women.
• Articles 19 and 164 provide for the creation of an Authority for Gender Equality
and Action Against All Forms of Discrimination.
• Article 22 prohibits all violations of physical and moral integrity and dignity, as
well as all cruel, inhuman and degrading treatment, under any circumstances,
whether committed by state or private actors.
• Article 34 of the Constitution provides that the state must enact and implement
policies responding to persons with specific needs, including certain categories of
women.
• Article 154 provides for equal access of female and male citizens to public
services.
• Articles 32 and 169 provide for the creation of a Consultative Council on the
Family and Childhood.
Loi n ° 14.78 sur le Law No. 14.78 on the Advisory Council for the Family and Childhood is tasked with
Conseil consultatif pour monitoring and observing the situation of the family and childhood in all domains.
la Famille et l'Enfance10 The Council may give opinions, proposals and recommendations, as well as conduct
studies and research. No provisions related to gender are included in articles 4, 5,
11, and 12 of the law related to the selection, composition or functioning of the
Council and its staff.
8
Those specific to political and economic inclusion and / or CVE will be includes in those respective sections of
this report.
9
Royaume du Maroc. Dahir n° 1-11-91 du chaabane 1432 (29 juillet 2011) Portant Promulgation du Texte de la
Constitution, Article Premier (« Constitution », 2011.
10
Royaume du Maroc. Loi n ° 14.78 sur le Conseil Consultatif pour la Famille et l'Enfance, Décret n ° 102.16.1 du
20 juillet 2016 Bulletin Officiel n ° 6496 du 1/9 2016, 2016.
19

Loi Organique Relative à Article 39 of the 2015 Finance Law stipulates that each program under the same
la Loi de Finances11 ministry or a public institution, broken down into projects and actions, should be
associated with defined objectives, as well as quantified indicators to measure the
results achieved, while taking into account the gender dimension.
It also adopts a performance-centered approach by which ministerial departments
attach performance projects to their annual budgets.
Loi n ° 14.79 Relatif à la Law No. 14.79 Relating to the Establishment of the Authority for Parity and the Fight
Création de l'Autorité against All Forms of Discrimination is tasked with monitoring and observing gender
pour la Parité et la Lutte equality, parity and non-discrimination. The Council may also give opinions, proposals
contre Toutes les and recommendations in this domain.
Formes de
Discrimination12
National legislation
Le Code de la Famille de The 2004 Family Code governs marriage, divorce, child custody and guardianship,
200413 parentage, inheritance, and marital property.14 The Family Code is the only law in
Morocco based on religious precepts;15 the last article provides that “for all issues not
addressed by a text in the present code, reference may be made to the Malikite
School of Jurisprudence and to ijtihad.”16 Judges have significant power and discretion
based on their own interpretation of religious texts, in contrast to the positivist
approach used when applying the other, purely civil codes.
Le Code Pénal17 The 1962 Penal Code covers a host of issues related to GBV and so-called “morality
crimes” including rape, prostitution, illicit sexual relations18 and abortion.
Loi n ° 13.97 Relative à The Law No. 13.97 Relating to the Protection of the Rights of Persons with
la Protection des Droits Disabilities
des Personnes en provides for the protection and promotion of the rights of persons with disabilities
Situation de Handicap19 contains only two mentions of women:
• Article 3 establishes equality between men and women with disabilities; and
• Article 13 provides that people with disabilities enjoy on an equal basis with
others the right to protection against all forms of exploitation, violence, ill
treatment and discrimination.
11
Royaume du Maroc Dahir no 1-15-62 du 14 chaabane 1436 (2 juin 2015) Portant Promulgation de la Loi
Organique no. 130-13 Relative à la Loi de Finances, 2015.
12
September 21, 2017.
13
Royaume du Maroc. Dahir n° 1-04-22 du 12 hija 1424 (3 février 2004) Portant Promulgation de la loi n° 70-03
portant Code de la Famille (« Family Code »), 2004.
14
Discussed in greater detail in the relevant sections of this report.
15
All other laws – contracts, commerce, criminal law and procedure, tax law, administrative law, civil procedure
and the like – are based on secular, European style civil codes influenced by the French and Spanish Protectorates.
16
portant Code de la Famille («Family Code »). Article 400, 2004.
17
Royaume du Maroc Dahir n° 1-59-413 du 28 Joumada II 1382 (26 novembre 1962) Portant Approbation du
Texte du Code Pénal, as amended, 2016.
18
Discussed in greater detail in the relevant sections of this report.
19
Royaume du Maroc. Loi-Cadre no. 97-13 Relative à la Protection et à la Promotion des Droits des Personnes en
Situation de Handicap, 12 chaabane 1437, May 19, 2016.
20

Government plans and strategies

Plan Gouvernemental pour The 2012-2016 Government Plan for Equality (PGE) was adopted by the
l’Égalité (PGE or Ikram 1), Government Council in 2013, for the period 2012–2016 and with a budget of 45
2012-201620 million euros. It set out eight spheres of activity, divided into 24 objectives and 156
measures. An Inter-Ministerial Equality Commission was established in 2014 to
monitor and implement the plan. Achievements noted in the government’s final
evaluation of the PGE 1 include:
• Creation of two National Observatories on violence against women (VAW) and
on the image of women in the media.
• Preparation of legislation to implement constitutional provisions, as well as a bill
to combat VAW.
• Creation of Espaces Multifonctionnels Dédiés aux Femmes (EMFs) which are
multi-purpose community centers for women that provide counseling, shelter,
training, and other services.
• Production of reports and studies.
• Awareness-raising campaigns.
Plan Gouvernemental pour Though the political framework for the 2017–2021 PGE 2 exists, the operational
l’Égalité (PGE or Ikram 2), framework has not yet been developed. Observers report that the PGE will have
2017-202121 seven spheres of activity, eliminating the prior focus on fostering a culture of equality
and institutionalization, and emphasizing employability and economic
empowerment.22
Plan National en Matière The National Action Plan for Democracy and Human Rights comprises 430
de Démocratie et de measures in four areas:
Droits de l’Homme, 2018- • Democracy and governance, with five measures related to equality, parity and
2021 (December 2017) equity;
• Economic, social, cultural and environmental rights, with measures related to
equality, equity and non-discrimination at work.
• Protection and promotion of non-discrimination, tolerance and equality.
• Institutional and legislative measures, with 23 measures related to women.
Morocco is party to all nine of the core international human rights conventions,23 and the Constitution’s
preamble provides that duly ratified international conventions have primacy over domestic law. This
supremacy is qualified however, as “within the framework of Constitutional provisions and laws of the
Kingdom, in respect of immutable national identity.” Likewise, the equal rights of men and women are
conditioned on “respect of Constitutional provisions, and permanent characteristics and laws of the
20
Royaume du Maroc. Ministère de la Famille, de la Solidarité, de l’Égalité et du Développement Social. Plan
Gouvernemental for l’Égalité IKRAM 1, 2012-2016.
21
Established in the April 2017 Government Plan at: http://www.cg.gov.ma/fr/DOCs/pg2017.pdf.
22
Telquel. Egalité Femme/Homme: le Plan Icram Jugé "Idéologique et Partisan" par des Feminists, August 17. 2017.
23
The International Covenant on Civil and Political Rights, International Covenant on Economic, Social and
Cultural Rights, International Convention on the Elimination of All Forms of Racial Discrimination, Convention on
the Elimination of All Forms of Discrimination against Women, Convention against Torture and Other Cruel,
Inhuman or Degrading Treatment, Convention on the Rights of the Child, International Convention on the
Protection of the Rights of All Migrant Workers and Members of Their Families, International Convention on the
Rights of Persons with Disabilities, and the International Convention for the Protection of All Persons from
Enforced Disappearances.
21

Kingdom.”24 Articles establishing Islam as the state religion25 and defining the family as the basis of society,
with its unity, stability and preservation guaranteed by the state,26 provide substance for the opt-out
clauses to the broader declarations on international human rights and gender equality. Article 22 of the
Constitution is generally interpreted by observers as including all forms of GBV, including domestic
violence.
MFSEDS is responsible for the preparation, coordination and implementation of government policies
related to the family, women’s rights, equality and gender inclusion. Two entities under the umbrella of
MFSEDS, the Agence du Développement Social (ADS)27 and the Entraide Nationale28 likewise work to
promote women’s status through development projects targeted at poverty reduction and sustainable
economic and social development.
The Ministry of Economy and Finance also plays an active role in promoting gender equality, namely
through GSB. In 2017, 25 percent of ministerial department objectives and 33 percent of indicators were
deemed gender sensitive. Forty to 60 percent of indicators in eight ministerial departments were gender
sensitive,29 and 70 to 100 percent of objectives in four ministries were gender sensitive.30
Different ministerial departments have thus advanced further than others in GSB efforts. It is notable that
the Ministry of Justice is not among the above “top performers”; its 2018 budget comprises just three
gender-sensitive indicators: percentage of enforcement of Family Court judgments, percentage of
beneficiaries of Family Support Fund, and percentage of VAW units established.
Challenges to GSB include the lack of coordination between the Gender Focal Points and the Finance
Directors responsible for the budget in certain ministerial departments. The effectiveness of the gender
focal points varies by ministries; challenges include the fact that they have other job responsibilities, and
that this is an additional workload to their primary jobs. These gender focal points are frequently one
individual person within a ministerial department, working alone rather than as part of a team of people
to advance the gender equality agenda internally.
Ten ministerial departments participated in a prefiguration phase to prepare the 2017 Finance Law, and a
recent Ministerial Circular31 requires all ministerial departments to integrate gender into the prefiguration
phase of preparatory work on the annual budget. Future priorities include the integration of gender into
24
Royaume du Maroc. Dahir n° 1-11-91 du haabane 1432 (29 juillet 2011) Portant Promulgation du Texte de la
Constitution, Article 19 (« Constitution », 2011.
25
Ibid. Article 3.
26
Ibid. Article 32.
27
Royaume du Maroc. Agence de Développement Social. The ADS provides financial and technical support for
CSOs and local authorities in their mission to combat poverty.
28
The Entraide Nationale’s mission is to provide aid and assistance to vulnerable groups.
29
Culture, Youth and Sports, Higher Education, MFSEDS, Public Administration and Civil Service modernization,
Vocational Training, Water and Human Rights.
30
MFSEDS, and the Ministries of Human Rights, Maritime Fishing, and Public Administration and Civil Service
Modernization.
31
Circular issued by Head of Government, No. 7/2017; Interview by authors with the CE-BSG. Also reported at
https://www.finances.gov.ma/fr/pages/bsg/accueil2.aspx?itemId=30&m=Loi%20de%20Finances%20et%20Budget
22

strategic planning in advance of the budget preparation.
3.2 Patterns of Power and Decision-making

Despite recent reform initiatives, discriminatory legal provisions and social norms continue to hinder
women’s autonomy, power, and decision-making. The lack of public services, and of options and
alternatives for women outside of marriage, as described in the political and economic inclusion sections
below, impact negatively on women’s bargaining and decision-making within the family over both personal
and financial issues.
Unequal power relationships and decision-making within the family. Although 2004 reforms to
the Family Code eliminated previous legal provisions designating the man as the head of household and
establishing women’s duty of obedience to her husband,32 the code still maintains unequal and asymmetric
power relations in the family persist.
• While the legal age of marriage for both men and women is 18, the 2004 Family Code allows the
marriage of minors when “justified” and after control by the family affairs judge.33 At approximately
90 percent, the approval rates of petitions to marry a minor are high. In May 2014, the Ministry of
Justice revealed that the number of cases of marriage of minors has nearly doubled in the past 10
years, comprising 10.72 percent of all marriages.34 The persistence of underage marriage affects girls’
ability to pursue education and, given the frequent age gaps between spouses, has implications for
decision-making and power dynamics within the family.
• The 2004 Family Code35 continues to allow polygamy with judicial authorization when the husband
proves that he has an exceptional and objective justification for taking another wife and has sufficient
resources to support both families and guarantee equality in all aspects of life. Although polygamy is
still rare according to official statistics,36 women whose husbands wish to take another wife must
either agree or else seek divorce. The mere threat of polygamy thus provides a source of coercive
control by husbands over their wives.
• Women and men still have unequal access to divorce. Even after the 2004 reforms, men retain their
right to divorce unilaterally and without cause. In contrast, women must either pay compensation to
their husbands to obtain a divorce or seek a judicial divorce by proving one of six specified faults
committed by the husband or by alleging irreconcilable differences.37
32
Royaume du Maroc. Dahir no. 1-57-343 du 22 novembre 1957 (1) portant promulgation du Livre I du Code du
Statut Personnel, (the previous Personal Status Code in effect before the 2004 Family Code), articles 1 and 36(2).
33
portant Code de la Famille («Family Code »), Articles 20 – 21, 2004.
34
Yabiladi. Marriages of Minors in Morocco: 35,152 cases recorded in 2013,” May 29, 2014.
35
Family Code, Articles 40-46.
36
Royaume du Maroc. Ministère de la Justice et des Libertés. Statistiques des Sections de la Justice de la Famille
Année 2011, 2011: Only 0.34% of marriages contracted in 2011 were polygamous.
37
portant Code de la Famille («Family Code »), Articles 78 – 120, 2004.
23

• The code maintains inequality between fathers and mothers in legal guardianship of their children.
Even after divorce, fathers remain legal guardians of their children, controlling all decision-making and
management of affairs relating to children, such as their education, property, and other administrative
issues.38 These also include responsibilities for children’s bank accounts and for receiving insurance
reimbursements for children’s medical expenses, even when the mother has paid. Mothers with
physical custody of their children after divorce face obstacles to remarrying, as well as constraints on
their mobility to travel outside of the country with their children or to relocate within Morocco away
from the father/legal guardian.39
Decision-making about employment and expenditures. Only one-third of Moroccan women

make decisions about employment by themselves; fathers and husbands play a significant role in women’s
decision to work.40 In a series of focus groups held in diverse regions across Morocco to solicit women’s
opinions on ideal clauses to stipulate in the marriage contract, the right to work outside the home was
one of the most frequently cited,41 suggesting that this was not something taken for granted. Forty-five
percent of young urban women currently in school, but not expecting to work afterwards, or having
completed school but not willing to work, cited family opposition from parents or husbands as a reason.
Thirty percent of these young urban women explained their absence from the workforce by saying that
they were “busy at home.”42 Only half of rural women participate in decision-making about use of profits
from agricultural activities.43
Restricted autonomy and decision-making over bodies and sexualities.
• Sexual relations between unmarried persons are illegal in Morocco, with penalties doubled in the
case of adultery.44
• All abortion is criminalized unless it is deemed necessary to protect the mother’s health or life, and
the former situation requires the husband’s consent.45 A bill recently adopted by the Government
Council and currently under review by the House of Representatives would permit abortion in cases
of rape or incest, mental incapacity of the mother, or fetal abnormalities.46
• Marital rape is not considered a crime under the Penal Code. The current Minister of Human Rights
38
Ibid. Articles 231, 236, 238.
39
Ibid. Articles 173, 175 and 178.
40
World Bank. Morocco Mind the Gap: Empowering Women for a More Open, Inclusive, and Prosperous Society,
2015.
41
Global Rights. Conditions, Not Conflict: Promoting Women’s Human Rights in the Maghreb through the Strategic
Use of the Marriage Contract, 2008. Women described how they quit their jobs upon marriage due to their
husbands’ demands, prohibitions, and threats of divorce.
42
Morikawa, Yuko. The Opportunities for Female Labor Force Participation in Morocco. The Brookings Institute
and the Japan International Cooperation Agency, 2015.
43
Food and Agriculture Organization of the United Nations. Gender and Land Rights Database.
44
Royaume du Maroc Dahir n° 1-59-413 du 28 Joumada II 1382 (26 novembre 1962) portant approbation du texte
du Code Pénal, as amended, Articles 490 and 491, 1962.
45
Ibid. Articles 449 -455, 1962.
46
Royaume du Maroc. Projet de loi N°10.16 modifiant et complétant le Code Pénal, no date.
24

(previously the Minister of Justice) opposes criminalizing marital rape47, and the recently enacted law
103-13 on the elimination of violence against women is silent on the issue.
3.3 Gender Roles, Responsibilities, and Time Use48

Contradictory legal provisions on family responsibilities. The 2004 Family Code places the
household under the joint responsibility of both spouses, and provides for consultation in decision making
in family affairs and protection of children.49 These provisions are not entirely consistent with articles later
on in the code that still hold the husband solely responsible for financially supporting his wife and
children.50 It is notable that the former provisions on joint responsibility for the household have been
interpreted and applied as referring solely to women’s financial participation in household expenses
(despite the latter provisions), and not as referring to equal power in decision-making or to men’s
responsibility for domestic work or child care.
Unequal use of time. Men and women in Morocco vary significantly in the time dedicated to
professional work as compared to invisible and unpaid domestic chores. On average, women spend 1
hour and 21 minutes per day on professional work compared to 5 hours and 25 minutes for men, and 5
hours per day on domestic work and caretaking for other household members, compared to 43 minutes
for men. Rural women spend one more hour per day than their urban counterparts on domestic work,
mainly on tasks such as seeking water and wood, and cooking. This is more onerous in rural areas due to
less access to water, electricity and household appliances.51 This gender gap is reflected from a very young
age; among children ages 7 to 14, girls spend an average of 76 minutes per day on domestic and caretaking
chores, while boys on average spend 22 minutes per day on such tasks.52 Women also assume most social
obligations such as attending weddings and funerals and hosting guests.53
Stereotyped gender roles. Social and religious norms still consider it “obligatory” for women to get
married. Women are less likely than men to be single (28.9 percent vs. 40.9 percent) but are more likely
to be divorced (3.4 percent vs. 0.9 percent) or widowed (10 percent vs. 0.8 percent),54 a reality that has
47
Barlamane.com. Mustapha Ramid à Mediapart: Le Maroc n’est ni un Enfer des Droits de l’Homme, ni un
Paradis, March 13, 2016.
48
For a detailed study and analysis of perceptions and opinions of Family Code articles related to gender roles, see:
Royaume du Maroc. Ministère de la Famille, de la Solidarité, de l’Égalité et du Développement Social. 10 Ans
d’Application du Code de la Famille: Quels Changements, dans les Perceptions, les Attitudes et les
Comportements des Marocains et Marocaines, 2016.
49
portant Code de la Famille («Family Code »), Articles 4, 51, 2004.
50
Ibid, Articles 194, 198.
51
Thought 96 percent of rural populations had access to potable water by the end of 2016, the individual
connection rate was only 40 percent. The official rural electrification rate is over 99 percent. Rural accessibility to
roads is 79.3 percent.
52
Ibid. Men also spend slightly more time per day than women on training and education, leisure activities, and
religious practices.
53
2015.
54
Royaume du Maroc. Haut –Commissariat au Plan. Femmes et Hommes en Chiffres, 2016.
25

significant implications for women’s economic inclusion. Thirty-one percent of men ages 15 or higher think
that it is unacceptable for women to work.55 Thirty-nine percent of people surveyed in Morocco agreed
that it would cause problems if a woman earned more than her husband.56 Over 60 percent of the
population believes that men should have priority when jobs are scarce, and 71 percent believe that
children suffer by having a working mother.57
The resurgence of Islamist groups since the 1990s has also generated grassroots level opposition to
women’s participation in the public spheres, especially in employment. In one illustrative example, the
previous head of government from the Islamist party expressed his opposition to women working outside
the home.58
3.4 Access to and Control over Assets and Resources

Numerous provisions in national legislation hinder women’s access to and control over assets and
resources, depriving them of financial security and economic independence.
Unrecognized financial and in-kind contributions to household expenses. The aforementioned

Family Code provisions technically hold the husband solely responsible for financially supporting his wife
and children.59 The reality, however, is quite different. Women workers report that their salary is often
the main source of income for their households or that they contribute equally to household expenses.60
Additionally, Family Code provisions establish separate marital property, whereby each spouse retains
ownership of assets acquired during marriage with no division or sharing of property upon dissolution of
marriage. These provisions are to the detriment of women. Although reforms to the code did create the
option for spouses to conclude a written property agreement setting out an alternative framework for
how they will manage and share assets acquired during the marriage (for example, joint or community
property), these are extremely rare in practice.61 Ownership of titled property is deemed to be in the
name of the person who registered it (usually the husband) even when both spouses contribute to its
purchase.
Limited financial support and awards. After divorce, husbands have no financial obligations, such as
alimony, to their ex-wives beyond housing and maintenance expenses during the limited idda period.62
55
Women, Peace and Security Index, 2016:
56
Agence Française de Développement. Dans Quelles Conditions le Travail des Femmes Devient-il un Facteur
d’Autonomisation? Question de Développement, May 2015.
57
World Bank Group. Morocco Mind the Gap: Empowering Women for a More Open, Inclusive, and Prosperous
Society, 2015,
58
Bladi.net. Polémique: Benkirane Conseille aux Marocaines de s’Occuper de Leurs Foyers, 22 June 2014.
59
portant Code de la Famille («Family Code »), Articles 194, 198, 2004.
60
Promotion de l’égalité entre les femmes et les hommes dans la vie économique, sociale, culturelle et politique.
Les discriminations à l’égard des femmes dans la vie économique : réalités et recommandations, 2014.
61
See e.g.: Global Rights. Conditions, Not Conflict: Promoting Women’s Human Rights in the Maghreb through
the Strategic Use of the Marriage Contract, 2008.
62
portant Code de la Famille («Family Code »), Articles 129 – 137. The length of the idda varies depending on the
26

Although fathers are responsible for financially maintaining their children after divorce and both paying
the custodian child support and guaranteeing the children decent housing,63 award amounts are generally
quite low, and numerous problems arise in serving notice and executing judgments. In 2011, only 60
percent of child support cases received decisions, and only 60 percent of those were enforced.64 Women
thus often bear the costs of raising children alone after divorce. Furthermore, discriminatory inheritance
laws continue to award women lesser shares of inheritance than men.65
Women without legal marriage contracts, such as those concluding verbal marriages and unwed
mothers, have no financial rights from their “husbands” and fathers of their children.66 Despite Family
Code provisions that sought to eliminate the practice of verbal fatiha or orfi marriages, grace periods for
registering marriages through 2019 have contributed to the persistence of such marriages,67 concluded
either by custom, desire to circumvent polygamy or age restrictions, or isolation from public authorities.
Unwed mothers are denied access to social and economic resources, as a result of the aforementioned
Penal Code provisions criminalizing illicit sexual relations, civil status laws68 that make it difficult to
impossible to register a child’s birth or to obtain a Family Booklet when a child is born outside of marriage,
and social marginalization and stigmatization that isolates them from their families and other support
networks.69
Discriminatory land ownership laws and practices. There is no comprehensive land law, with a
complex diversity of types of land and applicable legal frameworks based on national legislation as well as
on Islamic and local customary law. Likewise, a host of different national and local institutions govern and
enforce regulations depending on the land’s status.
Although national and religious laws recognize women’s rights to inheritance, albeit a lesser share than
men, customs and social practices often pressure women to renounce their shares of land to their
brothers. A host of other means exist that allow circumvention of the inheritance laws to men’s
advantage. These complex and discriminatory legal frameworks, the fragmented nature of agricultural
operations, joint ownership, and the lengthy nature of administrative procedures also contribute to gender
circumstances from three menstrual cycles to four months and ten days, or, in the case of pregnant women,
through the end of the pregnancy.
63
Ibid. Articles 167-168, 190-191, 198-199.
64
2015.
65
portant Code de la Famille («Family Code »), Book Six, 2004.
66
Ibid. Articles 142–162 only recognize “legitimate” paternal filiation.
67
Ibid, Article 16.
68
Royaume du Maroc. Dahir n° 1-02-239 du 25 rejeb 1423 Portant promulgation de la Loi n° 37-99 relative à l'État
Civil (B.O. du 7 novembre 2002), 2002.
69
For an in-depth discussion of the situation of unwed mothers, see: Bordat, Stephanie Willman and Saida Kouzzi.
Legal Empowerment of Unwed Mothers: Experiences of Moroccan NGOs. International Development Law
Organization, 2010.
27

differentiated land rights.70
Forty-two percent of land is held collectively by tribes and governed by a variety of customary laws varying
by community, with the right to use and manage collective lands under the supervision of the Ministry of
the Interior and implemented by local community delegates. Exploitation and usufruct rights, until
recently, were only granted to male heads of households.71 However, recent accelerated commoditization
of land led to protest movements in diverse communities across the country by “Soulaliyate” women
deprived of a share of financial compensation from the sale of collective lands. Ministry of Interior circulars
in 2009, 2010 and 2012 directed regional and provincial authorities to ensure that women and men enjoy
equal rights in both land use and in revenue from the cession of land.
As a result, only seven percent of Moroccan women have access to immovable property, and this figure
drops to one percent in rural areas. Women only possess 2.5 percent of utilized agricultural land.72 Farms
operated by women have a smaller average surface area of utilized land (less than three hectares) than
those operated by men.
Gender biases in taxation system. Men may claim deductions for their wives and dependent children;
in contrast wives may only claim such a deduction if they can prove that their husbands and children are
dependent on them.73
Female heads of household. The gender gaps in access to resources, assets, employment and income
generating activities place women in a particularly vulnerable position when they are solely responsible
for supporting a family. 16.2 percent of households are classified as female heads of household (FHHs),
with a higher rate in urban areas (18.5 percent) than in rural areas (11.8 percent). More than half of FHHs
are widows (56 percent) and 14.2 percent are divorced.74 Smaller households are more likely to be FHHs,
and the rate of FHH as compared to male-headed households declines as family size grows. For example,
while the FHH rate is 24.1 percent compared to 11.3 percent for men when the family has only two
members, families with five members are more likely to be headed by a man – 20.6 percent vs. 8.9 percent
of FHH.75
3.5 Gender-based Violence

High prevalence rates. The first national study on the prevalence of violence against women in
70
Food and Agriculture Organization of the United Nations. Gender and Land Rights Database. The database
contains in-depth descriptions of the different national, religious and customary laws governing land ownership.
71
Royaume du Maroc. Dahir du 26 rejeb 1337 (27 avril 1919) Organisant la Tutelle Administrative des Collectivités
Ethniques et Réglementant la Gestion et l'Aliénation des Biens Collectifs ; Circulaires du Ministère de l’Intérieur du
25 octobre 2010.
72
Royaume du Maroc. Conseil Économique Social et Environnemental. Promotion de l’Égalité entre les Femmes et
les Hommes dans la Vie Économique, Sociale, Culturelle et Politique. Les Discriminations à l’Égard des Femmes dans
la Vie Économique : Réalités et Recommandations, 2014.
73
International Monetary Fund. Strategy, Policy, and Review and Research Departments: Middle East and Central
Asia: A Survey of Gender Budgeting Efforts. IMF Working Paper prepared by Lisa Kolovich and Sakina Shibuya, 2016.
74
Royaume du Maroc. Ministère de l’Économie et des Finances, avec le OCP Policy Center. Égalité de Genre,
Politiques Publiques et Croissance Économique au Maroc, 2017.
75
Royaume du Maroc. Haut –Commissariat au Plan. La Femme Marocaine en Chiffres: Tendances d'Évolution des
Caractéristiques Démographiques et Socioprofessionnelles, 2016.
28

Morocco, the 2009 Enquête Nationale sur la Prévalence de la Violence à l’Égard des Femmes (2009 National
Survey on the Prevalence of Violence Against Women) (ENPVEF) found that 62.8 percent of women in
Morocco ages 18 to 64, or nearly 6 million women, had experienced at least one of the six pre-determined
categories of violence in the year preceding the study. Psychological violence was the form most frequently
reported (48 percent), followed by attacks on the exercise of individual liberties (31 percent), violence in
exercising rights under the Family Code (17.3 percent), physical violence (15.2 percent), sexual violence
(8.7 percent) and economic violence (8.2 percent). The study reports a lifetime prevalence of sexual
violence of 23 percent.
Violence was most prevalent in intimate contexts, committed by the survivor’s husband (55 percent),
fiancé or ex-husband (47.4 percent), or other family members (13.5 percent). Women also reported
incidents of violence in public spaces (32.9 percent), followed by educational and training facilities (24
percent), and the workplace (16 percent).76
Legislative advances.
Repeal of provisions hindering shelters for women fleeing violence. In August 2013, Penal Code
Articles 494, 495, and 496 were repealed. These articles had criminalized hiding, harboring, or abducting
a married woman and effectively made shelters for women fleeing violent situations illegal.77
Repeal of provisions allowing the forced marriage of rapists. In February 2014, legislators repealed
the controversial second paragraph of Penal Code article 475,78 which had previously provided that
whoever “abducts or deceives” a minor, without using violence, threat or fraud, can escape prosecution
and imprisonment if: 1. the abductor marries the rape survivor; and 2. those persons who have a right to
request annulment of the marriage do not file a complaint.
Enactment of long-awaited violence against women law. On February 14, 2018, the House of
Representatives passed Law 103-13 on the elimination of violence against women, then published it in the
Bulletin Officiel (Official Gazette) on March 12, 2018.79 This marks the end of the legislative process,
following the House’s initial vote on the law in July 2016 and review and vote on January 30, 2018 by the
House of Councilors.80
Rather than a specific law with both criminal and civil provisions, Law 103-13 is limited to minor reforms
to the Penal Code and the Code of Penal Procedure. These are mainly comprised of making certain
76
Royaume du Maroc. Enquête Nationale sur la Prévalence de la Violence à l’Égard des Femmes (Haut
Commissariat au Plan, 2009. The MFSEDS National Observatory on VAW has published two annual reports in
2015 and 2016, the latest available in Arabic.The reports present data and statistics on the types and numbers of
VAW cases received by the national health, law enforcement and justice system authorities, but it is unclear
whether there is a standardized and coordinated uniform system for the collection and compilation of data.
77
Published in the Arabic version of the Bulletin Officiel number 6177, August 12, 2013.
78
Royaume du Maroc. Dahir n° 1-14-06 du 20rabii II 1435 (20 février 2014) portant Promulgation de la Loi n° 15-
14 Modifiant et Complétant l’article 475 du Code pénal.
79
Royaume du Maroc. Dahir no. 1.18.19 du 5 Jumada II 1439 (22 février 2018) portant promulgation de la loi n°
103.13 sur la lutte contre les violences faites aux femmes.
80
See MRA Women. Draft law # 103-13 (as updated) on the Elimination of Violence Against Women Analysis and
Advocacy Chart, September 7, 2016, for a detailed description of the initial text of the Draft Law. The law will
enter in force six months after its publication.
29

existing crimes applicable to spouses (such as theft, defamation and fraud), and increasing penalties for
existing crimes when the offender is a spouse or brother, or the survivor is disabled. Despite the title of
the law as “Violence Against Women,” its articles do not apply to such violent crimes committed against
women, but as committed “between spouses.”
The law has numerous shortcomings, gaps and deficiencies:
• It does not create duties or procedures for law enforcement and justice system personnel to address
the critical, earlier steps in the law enforcement process, such as the reporting, investigation, and
prosecution phases of violence against women cases. Policies and procedures are currently unclear
for law enforcement, prosecutors and health services. Observers interviewed for this analysis
described how local response to GBV cases depends on the local actors involved. For example, in
one city, it was reported that doctors will not provide women reporting rape with medical certificates
without prior instructions from the prosecutor, something that is practice rather than law. The
recently enacted Law 103-13 does nothing to remedy this situation.
• It does not address the deficiencies in the current rape and sexual assault laws, for example by
criminalizing marital rape or decriminalizing illicit sexual relations.
• It does not provide for any civil protection or temporary restraining orders or other civil remedies,81
or establish any specific services or provide concrete support for women survivors of violence.
• It now mandates that medical professionals give testimony in cases of GBV if and when the court
summons them. Under previous article 446 of the Penal Code, medical professionals were not
required but were allowed to break confidentiality only in cases where they are denouncing abortion,
or abuse of minors, spouse or a woman.
The law does create new Penal Code provisions related to sexual harassment. Currently, article 503-1
(enacted in 2003) is the sole article in the Penal Code related to sexual harassment, and only covers sexual
harassment that takes place as an abuse of authority, in the workplace by a superior and with the purpose
of obtaining sexual favors. Sexual harassment that occurs in other spaces or is committed by someone
else in the workplace not in a higher position is not an offence under article 503-1. Behavior that creates
a hostile work environment would not be defined as sexual harassment under article 503-1.
Law 103-13 adds new provisions to this article providing that “harassment in public spaces or other by
words, acts or signals of a sexual nature for sexual purposes” or “written letters, phone or electronic
messages, records or images of sexual nature for sexual purposes” shall be punished with one to six
months of imprisonment and/or a fine ranging from 2,000 to 10,000 Moroccan dirhams, with the
punishment doubled “if the perpetrator is a work colleague or one of those in charge of order or security
of public places or else.”
Pending bill to address housing for women survivors of violence. The lack of a clear legal status and
81
The Protective Orders in the law are criminal measures, only available after a criminal prosecution has been
launched.
30

framework for shelters for GBV survivors in Morocco creates several obstacles to providing safe housing
and adequate protection for women survivors of violence. In the absence of a specific legal framework
on shelters for women survivors of violence, Law 14-0582 on “Social Protection Establishments” is
considered the applicable law. Law 14-05 pertains to centers providing services and care, including shelter,
to people in “difficult, precarious or indigent situations” but the law is not specific to and does not
appropriately take into account work with women survivors of violence. A draft law currently pending in
the House of Representatives would reinforce and clarify the status and operations of these centers.83
82
Royaume du Maroc. Dahir n° 1-06-154 du 30 chaoual 1427 (22 novembre 2006) Portant Promulgation de la Loi
n° 14-05 Relative aux Conditions d'Ouverture et de Gestion des Établissements de Protection Sociale.
83
The text of the current bill can be found at:
http://www.mcrp.gov.ma/pdf/Lois/Projets/65.15/Conseillers/SP_LEC_1.pdf
31

4. SECTOR-LEVEL FINDINGS AND

RECOMMENDATIONS
4.1 POLITICAL INCLUSION FINDINGS AND
RECOMMENDATIONS
4.1.1. GOM and US Government Institutional Policy and Strategic Framework
Table 7. Gender Equality and Women’s Empowerment in US Government and GOM

Policies Related to Political Inclusion
US government policy Purpose of the policy/strategy
framework
USAID/Morocco Country The CDCS is a focused plan to work side by side with the Moroccan
Development Cooperation government, civil society and the private sector. The goal of this strategy is to
Strategy (CDCS) 2013-2017 advance Moroccan initiatives for peaceful reform vis-à-vis workforce
development practices, enhanced citizen participation, and increased quality of
primary education. Development Objective Two is aimed at increased civic
participation in governance through democracy and governance programs
aimed at supporting women’s rights groups and work with political parties to
increase women’s participation in local and national elections.84
The USAID Gender Equality and This policy aims to improve the lives of citizens around the world by
Female Empowerment Policy advancing equality between females and males, and empowering women and
(March 2012) girls to participate fully in and benefit from the development of their societies.
The policy stipulates that gender equality and female empowerment will be
addressed through the integration of gender equality and female
empowerment throughout the agency’s program cycle and related
processes.85
USAID Automated Directive This policy defines gender analysis and explains how program offices and
System (ADS) 205: Integrating technical teams must incorporate the findings of gender analysis throughout
Gender Equality and Female the program cycle, budgeting and reporting, in country strategies and
Empowerment in USAID’s Program projects.86
Cycle, Full Revision Date
04/27/2017
84
United States Agency for International Development. USAID/Morocco Country Development Cooperation
Strategy 2013 – 2017, 2013.
85
United States Agency for International Development. USAID Gender Equality and Female Empowerment Policy,
2012.
86
United States Agency for International Development. Automated Directive System Chapter 205: Integrating
Gender Equality and Female Empowerment inUSAID’s Program Cycle, Full Revision Date 04/27/2017.
32

GOM policies, strategies, and Empowerment

GOM policies, strategies, and Implications for gender equality and women’s empowerment
action plans
Constitutional provisions and organic laws for implementation
Loi Organique Relative à la The Organic Law on Nominations to Senior Government Posts:
Nomination aux Fonctions • Provides for non-discrimination in the choice of candidates for senior
Supérieures87 government posts, including on the basis of sex, and calls for parity
between men and women (article 4).
• Requires additional implementing legislation.
Loi Organique Relative aux Partis The Organic Law on Political Parties:
Politiques88 • Forbids political parties constituted on the basis of any form of
discrimination (article 4).
• Asserts that political parties must work towards achieving one-third
participation of women in their governing bodies at the national and
regional levels (article 26).
• None of the provisions related to state funding for political party
operations or campaigns is conditioned on the inclusion of women.
Loi Organique n° 28-11 Relative à la The Organic Law on the House of Councilors requires that no list of
Chambre des Conseillers89 candidates have two successive names of two candidates of the same sex
(article 24).
Loi Organique n° 27-11 Relative à la The Organic Law on the House of Representatives stipulates:
Chambre des Représentants90 • 305 members of the House of Representatives are elected through local
district lists, while a national list of 90 seats (article 1) is reserved for 60
women and 30 youth.
• Members who are elected through the national list may not be re-elected
through the national list (article 5).
Loi Organique N° 59-11 Relative à The Organic Law on the Election of Members of Councils of Territorial
l’élection des membres des conseils Collectivités and the Organic Law No. 34-15 Modifying and Supplementing
des collectivités territoriales. Organic Law No. 59-11 stipulate:
• 12 regions, 75 prefectures and provinces (13 and 62 respectively), and
1,503 communes.
• One-third of seats for regional, provincial and prefectural councilors are
reserved for women (article 76).
• The reserved number of seats for women on communal councils varies
depending on the size of the commune (Article128, bis).
87
Royaume du Maroc. Dahir n° 1-12-20 du 27 chaabane 1433 (17 juillet 2012) Portant Promulgation de loi
Organique n° 02-12 Relative à la Nomination aux Fonctions Supérieures en Application des Dispositions des Articles 49
et 92 de la Constitution, 2012.
88
Royaume du Maroc. Dahir n° 1-11-166 du 24 kaada 1432 (22 octobre 2011) Portant Promulgation de la Loi
Organique n° 29-11 Relative aux Partis Politiques, 2011.
89
Royaume du Maroc. Dahir n° 1-11-172 du 24 hija 1432 (21 novembre 2011) Portant Promulgation de la Loi
Organique n° 28-11 Relative à la Chambre des Conseillers, 2011.
90
Royaume du Maroc. Dahir n° 1-11-165 du 16 kaada 1432 (14 octobre 2011) Portant Promulgation de la Loi
Organique n° 27-11 Relative à la Chambre des Représentants, 2011.
33

Statut Général de la Fonction The General Statute on Civil Service provides that men and women can access
Publique91 civil service jobs on equal conditions (Article 1).

Charte De La Réforme du Système The 2013 Charter for Justice System Reform has several focus areas relating to
Judiciaire, 201392 gender equality, including those guaranteeing representation of women
magistrates in the Superior Council of the Judiciary (second sub-objective).
Charte Communal (17.08 The Communal Charter creates an advisory committee on parity and equality of
amendments) opportunity composed of CSO representatives proposed by the chairperson of
the communal council (art. 14). It introduces a gender-based approach to
communal development plans (article 36).
Support Fund to Encourage The Support Fund finances projects submitted by political parties and CSOs to
Women’s Representation strengthen women’s capacities. The majority were awarded to local CSOs. The
fund is limited to awareness-raising activities in a short time frame before the
elections. The fund is on a reimbursement scheme, and at least one CSO
reported problems being reimbursed afterwards.
4.1.2. Relevant Data and Statistics
In political empowerment for women, Morocco ranks 100 out of 144 countries, with a significant gender
gap of .117.93
Low level of representation of women in national legislative bodies. Though a national list
reserves 60 seats for women in the House of Representatives, only seven additional women were elected
in the 2016 national elections through the local electoral district lists, for a total of 67 women
representatives. Women thus comprise only 17 percent of the 395-member House of Representatives
and 12 percent of the 120-member House of Councilors, despite the legal requirement in the latter of a
zipper list alternating men and women on candidate lists. Very few women are in leadership positions in
parliamentary groups or commissions. Likewise, women are significantly underrepresented in local
elected bodies, as the below chart demonstrates.
91
Royaume du Maroc. Dahir n°1.58.008 du 4 chaabane 1377(24 février 1958) Portant Statut Général de la
Fonction Publique.
92
Royaume du Maroc. La Haute Instance du Dialogue National sur la Réforme du Système Judiciaire – Charte de La
Réforme du Système Judiciaire, July 2013.
93
World Economic Forum. The Global Gender Gap Report, 2017. The highest possible score is 1 (parity) and the
lowest possible score is 0 (imparity).
34

Table 8. Women’s Representation in Local Elected Bodies
Level of representation of women in local elected bodies

Men Women
Communal councillors 62% 38%

Provincial and prefectural 96% 4%
councilors94
Regional councilors95 79% 21%
At the local level, only 15 communal presidents and three provincial/prefectural council presidents are
women. The gender disparity for provincial and prefectural councilors may be due in part to the lack of
clarity in the quota provisions related to elections to these councils.
Low level of representation of women in high-level government positions. Women hold only
19 percent of high level appointed positions in the Executive branch and the diplomatic corps.96 In the
current government cabinet of 40 persons, only one minister and nine secretaries of state are women.
Despite legal provisions, as of 2016 only 16 out of 140 new appointments were women, including one
Wali,97 two Governors,98 and a Director of the Caisse de Compensation.99 Only 14.6 percent of ambassadors
are women.100
Low representation of women in executive positions in the public administration. Women are
more than three times as likely as men to work in the public sector.101 The public sector has traditionally
been considered more socially acceptable and preferred as an employment option for women, considered
to provide greater job security, a safer environment, and working hours more compatible with family
obligations.102
Though women comprise 39 percent of civil servants excluding national security and civil protection
personnel,103 very few are in senior management positions. Only 17.4 percent of department heads, 10.24
94
The gender disparity for provincial and prefectural councilors may be due in part to the lack of clarity in the
quota provisions related to elections to these councils.
95
Royaume du Maroc,Ministère de l’Intérieur, Décentralisation en Chiffres 2014-2015, 2015.
96
Politiques Publiques et Croissance Économique au Maroc, 2017. Synthèse de l’Édition 2018 du Rapport sur le Budget
axé sur les Résultats tenant compte de l’aspect Genre.
97
Head of a region.
98
Head of a province.
99
The Compensation Fund is responsible for subsidizing basic commodities.
100
Royaume du Maroc. Ministère de la Famille, de la Solidarité, de l’Égalité et du Développement Social. Women
Empowerment & Sustainable Development. Report of the Kingdom of Morocco, 2016.
101
The International Foundation for Electoral Systems (IFES) & The Institute for Women’s Policy Research (IWPR).
Focus on Morocco: Paid Work and Control of Earnings & Assets Topic Brief, 2010.
102
Women’s Economic Empowerment in Selected MENA countries: The Impact of Legal Frameworks in Algeria,
Egypt, Jordan, Libya, Morocco and Tunisia, Competitiveness and Private Sector Development, 2017.
103
The rate falls to 35 percent when the national security and civil protection personnel are factored in. Royaume
du Maroc. Ministère de la Fonction Publique et de la Modernisation de l’Administration. La Place des Femmes
Fonctionnaires aux Postes de Responsabilité dans l’Administration Publique au Maroc, 2012. Synthèse de l’Édition
2018 du Rapport sur le Budget axé sur les Résultats tenant compte de l’aspect Genre.
35

percent of division managers, 11.3 percent of directors, 0 percent of general directors, and 12.5 percent
of secretary generals are women.104 The gap is even greater in decentralized areas; although women
comprise 26.08 percent of executive positions in the central administration, at the decentralized level they
make up only 10.58 percent of such positions. Fewer public service jobs at the decentralized level and
therefore less employment opportunities may explain this difference in part. The three specific geographic
areas targeted by this analysis are among those with the lowest rates of women in decentralized senior
positions in the public administration.105
Segmented participation of women in the public administration. Women are predominant in

the traditionally “female” ministries, notably the Ministère de la Famille, de la Solidarité, de l’Égalité et du
Développement Social (more than 50 percent), and the Ministry of Education (58 percent women). In
contrast, women only make up 10 percent of the personnel in the Ministry of the Interior.106
Low female civic participation. Very few Moroccan women take part in any activities to express their
views on social and political issues, such as contacting a local official, signing a petition, attending a protest,
or expressing themselves in the media by calling the radio or writing to a newspaper. The majority of
women in Morocco have not taken part in any such activity and are not willing to do so in the future.
Although civic participation is generally low in Morocco, men are four to six times more likely to
participate in such activities. There is also a gender gap in voter participation in elections, with one survey
reporting that 45 percent of women voted in the June 2009 municipal elections, as compared to 57 percent
of men.107
Exacerbated gender gaps for women with disabilities. Though the research team was not able to
locate any gender disaggregated information on the political participation of persons with disabilities
(PWD), given the low participation rate of PWDs generally, it is quite likely that women with disabilities
suffer from exacerbated political exclusion.108 It is worth noting that the two regions specifically targeted
for this research have a higher than national average prevalence rate of PWDs.109
4.1.3. International, National, Civil Society, Financial and Technical Actors
A diversity of actors have supported the political inclusion of women, primarily through efforts to promote
increased numbers of women in elected positions, capacity building for female candidates and
representatives, and advocacy by civil society groups.
UN Women has supported training for women elected at the national level through ministerial
104
Ministère de la Fonction Publique et de la Modernisation de l’Administration. La Place des Femmes
Fonctionnaires aux Postes de Responsabilité dans l’Administration Publique au Maroc, 2012.
105
As measured based on the previous administrative divisions.
106
107
The International Foundation for Electoral Systems (IFES) & The Institute for Women’s Policy Research (IWPR).
Focus on Morocco: Civic and Political Participation Topic Brief, 2010.
108
Royaume du Maroc. Ministère de la Famille, de la Solidarité, de l’Égalité et du Développement Social. Enquête
Nationale sur le Handicap, 2014. Only one-half of PWD vote, 2.7 percent participate in political party or union
activities, and 2 percent have run for elections.
109
Ibid. Under the previous regional divisions of Tadla-Azilal (9.8 percent) and Souss-Massa Drâa (8.8 percent).
36

cooperation. This year, they will launch pilot regional strategies (2017–2020) in the Marrakech-Safi, Fes-
Meknes, and Casablanca-Settat axes in collaboration with La Direction Générale des Collectivites Locales (The
General Direction of Local Authorities) (DGCL) to consolidate and generalize their tools on GSB for local
authority accountability. Previously, in 2014–2017, UN Women helped to establish a gender unit at the
DGCL and worked to provide capacity building on GSB through tools, manuals, and trainings for women
elected officials and civil servants. Likewise, in 2013–2015, UN Women implemented a pilot project in
eight rural communes in Errachidia to develop an information system to gather statistics on the realities
and conditions of families and women at the local level to help communes integrate gender into their
communal development plans.
The Japan International Cooperation Agency has also provided support to the Centre d'Excellence
de la Budgétisation Sensible au Genre du Maroc (Gender-Sensitive Budgeting Center for Excellence in
Morocco) (CE-BSG) and the DGCL to organize a pilot training in November 2017 on BSG for commune
presidents in Errachidia to encourage them to integrate gender into their local budgets.
The Delegation of the European Union (EU) to Morocco is one of the major financial and technical
partners in Morocco, with a 2012–2016 budget of 45 million euros allocated for the promotion of gender
equality in the governance and human rights sectors. The EU provided financial support and technical
assistance to the Moroccan government in the implementation of the PGE and the development of EMFs
around the country.110 Additionally, the EU provides decentralized, technical and financial support to CSOs
in four regions for projects related to gender and youth. New programs are under negotiation to address
GBV, economic inclusion and political inclusion under a 35-million-euro Gender Action Plan. The EU also
convenes a Gender Thematic Working Group uniting all of the member states working on gender issues
in Morocco.111
Other FTPS active in Morocco, such as the British Embassy and European Union, likewise support the
political inclusion of women in Morocco through initiatives to reinforce citizen participation in local
democracy for gender equality and capacity building for women members of parliament.112
The GOM Observatory for Gender in Civil Service was created in 2016 to monitor and collect data
on women in the public administration, conduct studies, evaluate policies, and propose reforms.113
Among the many INGO projects working to strengthen political processes in Morocco,114 the USAID-
supported Counterpart International project supports local CSOs to influence public policies and
legislation and works with national government institutions to be responsive to citizen participation in
decision-making. Gender diagnostics of the partner CSOs have been conducted, and recommendations
were made on their strategies, internal policies and procedures, systematic use of gender analysis in
planning, participation opportunities, and external communications. The project also benefits from the
110
Délégation de l'Union Européenne au Royaume du Maroc – List of Projects, no date.
111
Currently jointly presided by the EU and Spain. A Danish-Arab Partnership Programme (DAPP) through the
Danish Cooperation supports programs to promote inclusive governance, including legislative reforms to promote
gender equality, political participation of women and GBV.
112
The British Embassy; the European Union.
113
For more information, please see: OGFP.MA: http://www.ogfp.ma/page.asp?p=24
114
Including the International Republican Institute (IRI) and the National Democratic Institute (NDI).
37

presence of a gender specialist to review all program documents, and CSO and government partners are
provided tools and training on gender inclusion. A small grants program on gender and social inclusion is
forthcoming. Though gender is a cross-cutting theme in the program, women’s rights are also one of the
five thematic areas around which CSOs are developing advocacy initiatives.
Likewise, the American Bar Association Rule of Law Initiative worked with local CSOs to help
them draft a law on the gender parity-related article 19 of Morocco’s constitution. They also organized
citizen discussions on women’s issues, convening lawyers, parliamentarians, academics, and CSO and
political party representatives to exchange views on these issues. The discussions led to the drafting of 11
position papers on such issues as the marriage of minors, inheritance and women’s political participation.
Diverse local Moroccan CSOs have also implemented a host of activities targeting the political inclusion
of women. These have mainly consisted of awareness-raising to encourage women to join political parties
and training female candidates for elected office.115
4.1.4. Advances, Challenges and Gaps
Relevant laws and action plans are either not implemented or face barriers in their implementation. A
good number of actions encourage voluntary actions based on goodwill, rather than binding obligations
with sanctions for non-compliance.
As the above statistics demonstrate, women in urban areas at the national level have been able to access
elected office to a greater extent than their rural counterparts, due to the quotas and their greater access
to the financial resources to fund a campaign.
Although quotas have accelerated women’s numerical political participation in some bodies, they have not
yet translated into either true political inclusion or concrete changes in laws and policies impacting women.
In contrast to representatives elected on local district lists who are in theory accountable to their
constituents, it is not clear to whom the women representatives on the national list consider themselves
accountable – whether to women nationally or to their political parties. They have also not necessarily
made public institutions more responsive to citizen input.
The recently enacted Law 103-13 on VAW provides one example of this. Despite quotas established in
the House of Representatives and the presence of 67 women among the 395 representatives, only one
quarter of the House was present during the initial vote on the draft law in July 2016. The House of
Councilors then passed the draft law in January 2018 with only one-third of their members present.
Neither House made substantive amendments to the much-criticized government-drafted version of the
law.
CSOs interviewed116 described the difficulties they faced in attempting to conduct advocacy activities with
the national representatives on the VAW law. They were not able to locate any publicly accessible contact
information by which to communicate with the councilors, nor could they obtain information on the
115
Based on review of donor documents on grants to Moroccan CSOs, as well as interviews conducted with local
CSOs in February 2018.
116
Twelve CSOs from diverse areas across the country who conducted legislative advocacy on the VAW law as
part of a national coalition.
38

individual parliamentarian’s presence or absence or nature of their vote. Training CSOs on advocacy in
such a non-responsive environment risks raising expectations and exacerbating existing frustrations and
lack of faith in the political system. Without corresponding efforts to establish accountability among public
institutions, initiatives focusing only on promoting citizen advocacy might aggravate the current situation
rather than improve it.
Persons interviewed described numerous challenges to the effective and sustainable participation of
women in elected office. The list below sets out the most frequently cited obstacles raised by CSOs and
women elected officials themselves.
General political culture based on cronyism and favoritism. A good number of CSOs
interviewed, as well as the women elected officials, described women’s general reticence to enter into
politics and to assume the responsibilities associated with what is perceived as a political culture marked
by bureaucracy and cronyism. A couple of the elected officials interviewed raised concerns with the risks
to their reputation that participating in potentially corrupt activities could entail.
This culture also prevents women from generating support for their candidacies to elected office. Men
reportedly can generate more votes because of their greater economic and social resources, and the
perception that they are thus better able to deliver on their promises.117 Likewise, while men are
considered useful for their “flexibility,” the demands on women to demonstrate their “competence” for
public service pressures them into remaining “serious and objective,” further reducing their access to any
social networks based on exchanges of favors.118
Blatant discriminatory practices. Several female elected officials reported instances of male political
and decentralized administrative authorities refusing to communicate with or meet them.119 Additionally,
the fact that officials can hold several mandates concurrently gives men holding these multiple offices an
even more disproportionate amount of power.120
Dependence on political party structures and resources. Persons interviewed described how
women candidates are more vulnerable and dependent on political party structures and resources than
men.121 Several women elected officials described how their lack of independent resources to fund their
campaigns made them obligated to affiliate themselves with other male candidates in their political party
list who do have the financial resources to fund a campaign.122 This created a situation where the female
candidate found herself dependent on her male counterpart financially and experienced a lack of autonomy
in her campaigning.
Interviewees described how, as a result, political parties also prefer men because men have resources to
117
Interview with a woman elected official, January 2018.
118
This perspective was voiced in over half of the interviews with elected officials.
119
Three women elected officials reported specific instances of this.
120
Interview with an INGO representative, February 2018.
121
The majority of CSOs interviewed that work with women candidates mentioned this point.
122
Three women elected officials from different regions.
39

fund their campaigns.123 This gender gap in access to resources for candidates also partially explains the
instances in which several female elected officials interviewed described switching political party
affiliations124 in order to access necessary resources. To keep their jobs, lower level female civil servants
in the communal administration also reported having to switch political parties to align with that of the
majority party in the commune.125
Unfavorable conditions to effective participation once elected. Interviewees described obstacles

that women, once elected, face in carrying out their functions and participating fully.
Several communal councilors described how they had not really chosen to run for elected office. They
entered politics as part of a “family heritage and tradition” of being in politics, mainly by landowning families
who want to protect their interests through representation on the communal council. Likewise, several
women reported that they had been registered as candidates by male family members and only informed
afterwards. One communal councilor interviewed did not know the political party she was affiliated with.
Some CSOs and communal councilors described how political parties prefer designating “poor, illiterate
and marginalized” women on their electoral lists to maintain control and influence over them, and to keep
them in inferior positions in the party structures.
Female councilors highlight family obstacles to their participation in elected office. Several described how
their male family members refuse to assume their fair share of household responsibilities and still expect
them to carry the burden of domestic work. Others recounted instances where they experienced sexual
harassment in council meetings, as well as gossip and rumors about their reputations spread by male
councilors in the opposition. On such occasions, husbands and families often pressure the women to
renounce their mandates.
A good number of councilors interviewed admitted that they frequently do not attend council meetings,
for a diversity of reasons. For one woman interviewed, the commune president delivers “baskets from
the market” to her, accompanied by a note telling her not to attend the meeting. Several councilors
reported commune presidents not sending them notices of meetings. CSOs and women elected officials
almost unanimously mentioned how the inappropriate times (midnight) and places (cafés) of the council
meetings, as well as the “predominantly male ambiance”, discourage and prevent women from attending.
Insufficient accompaniment and institutional support for female candidates and

representatives. Once elected, women could benefit from institutionalized and on-going support to
guarantee an environment where they can perform their functions. Low levels of education among
recently elected local councilors also pose a challenge at the communal level in particular, where 43
percent of women and 44 percent of men have none or only primary levels of education.126 As a result,
there is a generalized lack of knowledge of laws and legal processes by both men and women communal
123
This viewpoint was expressed in almost all of the interviews with the women elected officials and CSOs
working on the issue.
124
Changing political party affiliation during one’s mandate is no longer permitted.
125
Raised in four of the interviews with CSOs.
126
Royaume du Maroc, Ministère de l’Intérieur, Décentralisation en Chiffres 2014-2015, 2015.
40

councilors. However, since women have only recently entered the political scene, they have less
experience and familiarity with the system than the men, and thus have a huge amount of “catching up to
do.”127 Nonetheless, numerous councilors interviewed reported that the majority of trainings offered for
communal councilors benefit their male counterparts, given that training invitations are addressed to the
political parties, who then designate attendees.
Problematic relationship between CSOs and elected office. Given their relative lack of other
options for public participation and visibility, women often leverage their CSO work to access elected
office. However, the links between politics and CSOs then poses challenges to CSOs’ ability to access
funds. Several CSOs from different regions reported that as soon as one of their members is elected to
the communal council, the CSO can no longer benefit from local grants awarded by the commune out of
conflict of interest provisions, even if their member is in a minority party on the council. Yet, at the same
time, CSOs with the same political affiliation as the majority party in the communal council, but without
any elected members, are reportedly privileged and prioritized in the allocation of local grants.128
Sustainability. Several interviewees129 described projects to provide technical support and capacity
building, as well as practical tools, for the local communes.130 These initiatives were designed to assist
local communes in including gender in their planning processes, as well as to support the creation of
mechanisms for citizen participation. Despite the need for and the innovative nature of these projects,
both interviewees and the supporting literature suggest that permanent adoption and institutionalization
of the tools and skills was lacking.
Reasons for this include the lack of financial and human resources for local appropriation and sustained
local ownership. Necessary funds for continued, future implementation of measures and tools are
frequently not built into the initial project, nor have local public budgets then been able to maintain them
upon project completion. Lack of sufficient, specifically designated staff to ensure continuity is also a
challenge. Several local officials interviewed explained how training on and responsibility for new tools
and systems is tasked to current personnel in addition to and on top of their other responsibilities. This
suggests that (a) skills and tools need to complement and facilitate staff’s existing tasks and responsibilities,
rather than add on to them, or (b) such skills and tools need to be accompanied by increased human
resources and the creation of new and additional posts within institutions.
Monitoring, evaluation and learning of program impact. Across the different implementing
programs to support political inclusion, results described are predominantly at the quantitative activity
and output level. Indicators are frequently limited to the numbers of women participants in capacity
building activities, or of women in elected office. Initiatives frequently limit promoting gender inclusion to
encouraging a larger number of female participants to attend activities. This is an important step forward,
particularly when used to encourage traditionally exclusive public entities to change their ways of
127
Interview with a woman communal councilor, February 2018.
128
Interviews with five CSOs in February and March 2018.
129
Several FTPs and INGOs interviewed who provide technical assistance to local public actors.
130
A commune is the smallest territorial division for administrative purposes. Among these, the aforementioned
UN Women pilot initiative to develop a gender information system, and the previous USAID supported Local
Governance Program.
41

operating. In one significant example, women were four percent of participants in an activity held by the
Ministry of Interior staff, and now the organizer is requesting 40 percent participation of women.131 On
the other hand, among public and private actors across the board there is a lack of representative,
qualitative data on any shifts in practices, policies or behaviors resulting from these increased numbers.
4.1.5. Best Practices and Opportunities
Several recent developments present opportunities to increase the numbers of women in key legal and
administrative positions that could potentially have a positive impact on the nature of critical decisions
made on women’s lives. For example, although currently only 22 percent of judges are women, the 2013
Charter for the Reform of the Justice System aims to increase the number of women in senior judicial
positions. However, in order for increased numbers of women in key positions to then have a substantive
impact on the nature of decision-making itself, there must be appropriate and adequate accompaniment and
institutional conditions that are conductive to women’s full and complete participation.
Likewise, the profession of ‘adoul’132 has just recently been opened to women. Nothing in national
legislation regulating the profession stated that only men could be ‘adoul133; a royal decision announced in
the Council of Ministers in January 2018 received a favorable opinion from the Superior Council of
Oulemas (theologians). Press reports indicate that women will be able to access the profession after two
years, a training, and revision of the legal framework regulating the profession.134
The 2021 elections at the national and local levels present an opportunity and the need for intensified
efforts to improve the political inclusion of women through a host of efforts including campaign reform,
accompaniment and support to women candidates, and the preparation of conducive conditions within
elected bodies for their eventual presence to be meaningful.
Finally, at the communal level, the creation of advisory committees on parity and equality of opportunity
presents opportunities for promoting gender inclusion in the decision-making process. Recent reforms
to the Communal Charter have strengthened these committees such that local buy-in to projects to
support them may have increased since previous efforts made when the committees were first established.
The GSB training at the communal level appears to have generated interest including raising awareness
and expression of interest among the commune presidents. To achieve institutionalization, communes will
need practical tools, human and material resources, and a binding framework. Training will also need to
be generalized to communes across the country, integrating all relevant actors in the commune
responsible for budgeting and its oversight, such as CSOs.
131
Interview with INGO, January 2018.
132
A religious notary with liberal profession status as a court officer tasked with drawing up various contracts,
including marriage contracts.
133
Royaume du Maroc. Dahir n° 1-03-140 du 26 rabii I 1424 (28 mai 2003) Portant Promulgation de la loi n° 03-03
Relative à la Lutte Contre le Terrorisme, 2003.
134
Le Figaro. Les Femmes ne Devraient pas Exercer le Métier d'Adoul avant Deux Ans, 25 January 2018.
42

3.1.6 Political Inclusion Recommendations
Key Finding Priority Programming Recommendations
1. Though networking and coalition • Promote efforts to unite and foster collectives of female
building among female politicians is politicians with a focus on specific political, social or economic
important, previous efforts have had issues and with a concrete agenda for action.
limited success in uniting women across
party lines. Additionally, such events are
still often perceived as part of individual
capacity building efforts, and as such
participation is marked by a focus on
personal development and competition.
1. 2. Capacity building and training is • Support opportunities for hands-on, practical, real world
frequently delivered in a theoretical and application of learning by doing. Gender inclusion in governance
abstract manner, removed from context and decision-making could be fostered through the instauration
and any real-world application. of democratic bodies within selected institutions whereby there
is gender parity among representatives that have real roles and
responsibilities in actual decision-making. Illustrative examples
could include working with the Ministry of Education to do civic
education through class or school councils or the Ministry of
Youth to establish decision-making bodies within the Youth
Center.
2. 3. As noted in General Recommendation • Support initiatives that aim to change the internal culture of
17, access by women to governing bodies political parties and elected bodies through mandatory and
does not necessarily ensure their enforceable rules, regulations, and internal procedures. These
effective participation or that they will be should include clear behavioral benchmarks to be respected.
able to influence decision-making. Particular attention should be given to eliminating the political
culture of cronyism and favoritism that hinders gender inclusion.
3. 4. There is a relative lack of information • Support campaign and election monitoring to identify gender-
on gender inclusion in voting. based obstacles to inclusion in the electoral processes and
propose solutions related to voter registration, election
administration, and polling stations.
4. 5. The line between political participation • Foster the development, implementation and enforcement of
and CSO engagement is blurred. Though clear policies and regulations separating political party affiliations
women in elected office have often and CSO membership.
benefitted from the experience and
visibility gained from their CSO work,
the lack of separation between political
party work and CSOs has a negative
impact on both. CSOs’ credibility and
access to funding is impacted if they are
considered affiliated with a political party,
and their ability to function is impaired if
they get caught up in conflicts between
majority and opposition parties in elected
or administrative bodies.
43

5. 6. There is a lack of feedback • In preparation for the 2021 elections, provide support for the
mechanisms between decision makers government to establish feedback loops with citizens,
and citizens. particularly related to gender inclusion.
• Provide support for evaluations of representatives’ previous
programs related to gender inclusion to hold them accountable
and encourage them to develop new ones.
4.2 ECONOMIC INCLUSION FINDINGS AND

RECOMMENDATIONS

Policies Related to Economic Inclusion
Policy Framework Purpose of the policy/strategy

USAID/Morocco Country The CDCS is a focused plan to work side by side with the GOM, civil
Development Cooperation Strategy society and the private sector. The goal of this strategy is to advance
(CDCS) 2013–2017 Moroccan initiatives for peaceful reform. Development Objective One is
aimed at enhanced employability of target youth, through economic growth
activities aimed to reduce gaps between men and women in the labor
market by identifying and reducing barriers to the successful transition of
women from education to employment.
USAID Global Climate Change and The strategy emphasizes the importance of using gender-sensitive and
Development Strategy 2012–2016 inclusive approaches to climate change adaptation and mitigation to account
for special skills and experiences relevant to climate change that both
women and men possess, the disproportionate vulnerability of women and
girls to the effects of climate change, and the inclusion of women in
technological advancement in this area.135
135
USAID. USAID Climate Change and Development Strategy 2012-2016, 2012.
44

GOM policies, strategies, and action Implications for gender equality and women’s
plans empowerment
Code du Travail136 The 2003 Labor Code contains numerous provisions related to
gender equality, including:
• Prohibits discrimination in employment and occupations
(preamble).
• Prohibits discrimination against employees based on a host
of different factors, including sex and marital status; reaffirms
women’s rights to enter into contracts and to belong to a
labor union (article 9).
• Prohibits discrimination between the sexes in salaries for
equal value work (article 346).
• Considers insults, violence, sexual harassment, or incitation
to debauchery by the part of the employer or company
director towards an employee as gross misconduct. It is
considered unlawful termination when an employee leaves
because of such conduct (article 40).
• Provides for 14 weeks of maternity leave (article 152), and
the possibility of one-year unpaid leave for the mother with
the employer’s agreement (article 156). In contrast, the law
only provides for three days of birth leave for fathers (article
269).
• Prohibits termination of the employment contract during
pregnancy and 14 weeks following birth (article 159).
• Provides for twice daily 30-minute breaks for a year
following birth (article 161).
• Provides that companies with 50 employees or more need
to set aside a designated breast-feeding space (article 162).
• Establishes labor inspectors, their responsibilities and
procedures for workplace inspections and sanctions of
Labor Code violations (articles 530-548).
Décret Fixant les Conditions devant être Mises The 2004 Decree Establishing Conditions to Facilitate Women’s
en Place pour Faciliter le Travail de Nuit des Night Work regulates the conditions necessary for women’s
Femmes137 work at night, including transportation and rest requirements.
Loi n°19.12 Fixant Les Conditions de Travail et Law No. 19.12 Establishing Work Conditions and Employment of
d'Emploi des Travailleurs Domestiques Domestic Workers published in the Official Gazette in October
2017:
• Requires employment contracts (article 3).
• Establishes a minimum age of 18 for domestic workers, with
a five-year transition period during which persons ages 16–
18 can be employed (article 6).
• Establishes a 48-hour maximum work week and provides for
paid leave and holidays (articles 13–18).
• However, the law establishes a minimum wage of no less
than 60 percent of the usual legally guaranteed minimum
wage (article 19).
136
Dahir N° 1-03-194 du14 rejeb1424 (11 septembre 2003) Portant Promulgation de la Loi No 65-99 Relative au
Code de Travail, as amended, 2003.
137
Royaume du Maroc. Décret n° 2-04-568 du 29 décembre 2004 Fixant les Conditions Devant être Mises en
Place pour Faciliter le Travail de Nuit des Femmes. 2004.
45

• Establishes the jurisdiction of labor inspectors for the

monitoring and enforcement of the law and establishes
sanctions for their violation (article 22–25).
However, the law will not go until effect until one year after
publication in the Official Gazette of the decrees necessary for
its application (article 27). Two such decrees were adopted by
the Government Council in August 2017.
Fonds d’Entraide Familiale Conditions et The 2010 Family Mutual Aid Fund – The Conditions and
Procédures pour Bénéficier des Prestations138 Procedures for Receiving Benefits Law establishes conditions for
benefitting from the Family Assistance Fund, which is destined for
divorced, indigent women, and their children (who have a right to
child support).
The Fund applies in cases where enforcement of a court order is

delayed by more than two months or is impossible, or when the
father cannot be located. A bill was recently voted in the House
of Representatives that would expand the scope of indigent
women and children who could benefit from the fund.139 The low
rate to date of people benefitting from the fund is attributed to
the complex administrative and legal procedures to benefit from
it, as well as the high court costs relative to the maximum
amounts that may be advanced from the fund per child and per
family.
Stratégie Nationale pour l’Emploi du Maroc The two main objectives of the 2015–2025 National Moroccan
(2015–2025)140 Employment Strategy are to:
• Ensure the creation of jobs for youth that are sufficient in
number and satisfactory in quality; and
• Reduce gender gaps and regional disparities in employment.
Plan National de Promotion de l’Emploi (2017– The National Plan for the Promotion of Employment is still under
2021) development, but interviewees reported that it will focus on the
employability of women.
In economic inclusion and opportunity for women, Morocco ranks 137 out of 144 countries, with a gender
gap of .39, an increase from .461 from 2006.141
Ten percent of Moroccans in rural areas live below the poverty line; the regions covered by this analysis
138
Royaume du Maroc. Dahir N° 1-10-191 du 7 Moharrem 1432 (13 décembre 2010) Portant Promulgation de la
loi N° 41-10 Fixant les Conditions et Procédures pour Bénéficier des Prestations du Fonds d’Entraide Familiale,
2010.
139
For more information, please see:
http://www.chambredesrepresentants.ma/sites/default/files/loi/rapp_com_lec_1_83.17.pdf
140
Royaume du Maroc. La Stratégie Nationale pour L’emploi Du Royaume du Maroc: Document de Synthèse,
2015.
141
World Economic Forum. The Global Gender Gap Report, 2017. The highest possible score is 1 (parity) and the
lowest possible score is 0 (imparity).
46

– Drâa-Tafilalet and Beni Mellal - Khenifra – are among the regions with a high percentage of rural
inhabitants living in poverty, 14.6 percent and 9.3 percent respectively.142
Regional Snapshots143
Beni Mellal-Khenifra:
• Higher than national average rural population (50.86 percent, as compared to 39.64 percent
nationally).
• Higher than national average population density (88.8 persons per square kilometer as compared
to 47.6 nationally).
• Higher than national average poverty rate (10.4 percent, reaching 20 percent in some rural areas,
as compared to 8.9 percent nationally).
• Higher than national illiteracy rates, with gender gaps (49.4 percent illiterate women vs. 27.4
percent men).
• Primary economic activities are agriculture (cereals), animal husbandry, agricultural processing,
and mining. Low handicraft production.
• Only 17 percent of the Court of Appeals scribes and 4.3 percent of court interpreters and judicial
experts are women.
• One of the regions with the lowest ratio of judges/inhabitants (According to data collected under
the previous territorial divisions for the Tadla-Azilal region).
• One of the regions with the lowest rates of connections to sewage systems (as Tadla-Azilal).
• One of the highest female activity rates due to agriculture (as Tadla-Azilal, 31.8 percent).
• Lower than average percent of women in civil service (as Tadla-Azilal).
Drâa-Tafilalet:
• 88 percent of the surface area is oases.
• 61 percent of the economy based on tertiary sector.
• Pastoral activity higher than agricultural, significant mining.
• Fragile tourism sector, with primarily high-end hotels and number of overnight stays in decline.
• Much higher than national average rural population (65.7 percent, as compared to 39.64 percent
nationally)
• Much lower than national average population density (18.4 persons per square kilometer, as
compared to 47.6 nationally)
• Much higher than national average poverty rate (21.2 percent, reaching 30 percent in some rural
areas, as compared to 8.9percent nationally).
• Higher than national average illiteracy rates, with significant gender gaps (in urban areas 37.5
percent of women vs. 12.2 percent of men; in rural areas 53.1 percent of women vs. 27.5 percent
of men).
• Lower than national average female activity rate (12.1 percent)
• Higher than national average gender gap in activity rates (70 percent male activity rate).
• Gender gap in unemployment: 33.2 percent of women vs. 12.2 percent of men.
• One of the regions with the lowest ratio of judges/inhabitants (as Souss-Massa–Daraâ).
142
Oxfam. Un État des Lieux des Inégalités au Maroc, 2018.
143
Royaume du Maroc, Ministère de l’Intérieur. Les Monographies des Régions de Béni-Mellal-Khénifra and Deraa-
Tafilalet, Caractéristiques Démographiques et Socio-Économiques: Région Drâ Tafilalet ; Caractéristiques
Démographiques de la Région Beni-Mellal-Khénifra, 2014; Royaume du Maroc, Des Inégalités Régionales sous le
Prisme de l'Accès aux Droits Humains: de la Multiplicité à l’Indivisibilité, 2015.
47

• One of the regions with the lowest rates of connections to sewage systems (as Souss-Massa–
Daraâ).
• One of the highest female activity rates due to agriculture (as Souss-Massa–Daraâ, with 36.6
percent).
• Lower than average percent of women in civil service (as Souss-Massa–Daraâ).
• One of the regions with the lowest ratio of judges/inhabitants (as Souss-Massa–Daraâ).
• One of the regions with the lowest rates of connections to sewage systems (as Souss-Massa–
Daraâ).
• One of the highest female activity rates due to agriculture (as Souss-Massa–Daraâ, with 36.6
percent).
• Lower than average percent of women in civil service (as Souss-Massa–Daraâ).
Low female activity rates. Morocco has one of the lowest female labor force participation rates in the
world, ranked 137 out of 144 countries. Additionally, female participation rates have been declining in
the last 20 years, despite higher overall growth in the past decades.144 Only 22.2 percent of women ages
15 and over are considered active, as compared to 64.8 percent of men, with a higher gender gap and
inactivity rate among women in urban areas (82.6 percent) than in rural areas (63.4 percent). The
potentially active female population (ages 15 and over) is predominantly illiterate (52.6 percent) and
without a diploma (67.1 percent).145
Unemployment rates for women are higher for women than for men, in urban areas particularly (29.5
percent of women as compared to 15 percent of men) and among tertiary education graduates (26.8
percent of women compared to 14.8 percent of men).146 Fifty-five percent of unemployed urban women
believe that there are no jobs available, so they are not searching for a job, and 14 percent reported being
tired of looking for a job.147
Regional Snapshot: Female Activity and Unemployment Rates
Béni Mellal- Khénifra Darâa – Tafilalet
Female Activity Rate 24.6% (urban 13.5%, rural 28.2% (9.7% urban, 37.3% rural)
36.6%)
Female Unemployment Rate 8.5% (urban 25.6%, rural 1.7%) 4.2% (27.8% urban, 1.2% rural)
Gender gaps in employment status. Women represent 60.8 percent of family workers, 20.4 percent
of salaried employees, 14.3 percent of independent workers, 8.5 percent of members of cooperatives, 10
144
World Economic Forum. The Global Gender Gap Report, 2017; Royaume du Maroc. Ministère de l’Économie
et des Finances, avec le OCP Policy Center. Égalité de Genre, Politiques Publiques et Croissance Économique au
Maroc, 2017.
145
Ibid. The same is true for men.
146
147
Morikawa, Yuko. The Opportunities for Female Labor Force Participation in Morocco. The Brookings Institute
and the Japan International Cooperation Agency, 2015.
48

percent of apprentices, 7.1 percent of employers, and 62.3 percent of “other” employment status.
Women are more likely than men to work in vulnerable employment148, at 64.6 percent compared to
47.3 percent for men.149
Gender gaps in employment among persons with disabilities. Among the one-half of adult PWD,
only one-third are occupied full-time or occasionally, of which only 11.2 percent are women. Whereas
22 percent of men with disabilities have a job, only 2.7 percent of women with disabilities have one.150
Gender-based horizontal segmentation by sector. Women’s labor force participation is

concentrated in lower productivity sectors, primarily in the agriculture, forestry and fishing sectors (41.4
percent of the workforce and representing 60 percent of all actively employed women), textile and
clothing industry (46.3 percent), personal and domestic services (33 percent), and community social
services (44.9 percent).151
The majority of women employed in manufacturing are in textile and leather industries (49.1 percent),
and agro-industry (24.3 percent). Women are less present in chemical, pharmaceutical, engineering and
metal industries. Likewise, women make up only one percent of the workforce in construction and public
works. In rural areas, over 80 percent of women in the labor force are agricultural and farm workers.152
Gender based vertical segregation: low representation of women in executive positions in

the private sector.153 Women represent seven percent of administrators of the largest public
enterprises and only 11 percent of listed companies. More than half of all enterprises do not have any
women in their governing bodies.
Gender-based wage gaps. Women earn 23 percent less than men; 29 percent less when controlled
for education, age and place of residence.154
Gender gap in compulsory health insurance coverage. Seventy percent of beneficiaries of

compulsory health insurance coverage schemes are men and 30 percent are women.155 Ninety-eight
percent of women employed in rural areas lack medical coverage, compared to 53 percent of women in
148
As defined by the United Nations as one of the Millennium Development Goals indicators, vulnerable
employment is “the sum of the employment status groups of own-account workers and contributing family
workers. They are less likely to have formal work arrangements and are therefore more likely to lack decent
working conditions, adequate social security and ‘voice’ through effective representation by trade unions and
similar organizations. Vulnerable employment is often characterized by inadequate earnings, low productivity and
difficult conditions of work that undermine workers’ fundamental rights.”
149
GIZ. Women’s Economic Empowerment in Selected MENA countries: The Impact of Legal Frameworks in
Algeria, Egypt, Jordan, Libya, Morocco and Tunisia, Competitiveness and Private Sector Development, 2017.
150
Royaume du Maroc. Ministère de la Famille, de la Solidarité, de l’Égalité et du Développement Social. Enquête
Nationale sur le Handicap, 2014.
151
Royaume du Maroc. Haut –Commissariat au Plan.
152
Royaume du Maroc. Haut –Commissariat au Plan.
153
Vertical segmentation in the public sector is addressed in the previous section on political inclusion.
154
Morocco Mind the Gap: Empowering Women for a More Open, Inclusive, and Prosperous Society, 2015.
155
49

urban areas.156 Family allowances for employees with spouses and children are paid only to men.157
Low representation of women in labor union leadership. Only 0.38 percent of union delegates
are women.158
Women’s cooperatives. In recent years, cooperatives have become more and more popular as a way
of organizing income-generating activities, particularly for women. The 2,021 registered women’s
cooperatives comprise 14.6 percent of cooperatives and 7.6 percent of members nationally, differing from
men’s cooperatives in their smaller size (18 members as compared to 41) and lower capitalization (482
Moroccan dirham (DH) per member as compared to 15,390 DH per member). They are predominantly
active in agriculture (36.3 percent), handicrafts (36.1 percent) and argan industries.159 Women in
cooperatives do not make contributions into the Caisse Nationale de Sécurité Sociale (CNSS) and
therefore workers do not qualify for retirement benefits.
Gender gaps in entrepreneurship. Women created/owned businesses in Morocco are primarily small
and medium-sized enterprises in services (37 percent), trade (31 percent), and manufacturing (21 percent),
most of which are primarily textile production.160 Only 10 percent of all firms are owned by women.161
Gender gaps in access to financial institutions and credit. Only 40 percent of women have access
to finance, as compared to 92.5 percent of men.162 Women lack collateral required by banks to access
financing and are more likely to have moveable assets such as jewelry rather than immovable property.163
Twenty-six percent of women have an account in a formal financial institution, as compared to 52 percent
of men, and only 5 percent were using them for business purposes as compared to 23 percent of men.164
Recent efforts have most frequently focused on increasing economic opportunities for women by
promoting their insertion into the labor market through vocational training, establishing income
generation projects, and fostering entrepreneurship.
UN Women’s economic empowerment programs focus on improving production in small farms,
156
OECD. Women’s Economic Empowerment in Selected MENA Countries: The Impact of Legal Frameworks in
157
Society, 2015.
158
CSO interview.
159
160
161
Society, 2015.
162
OECD. Women’s Economic Empowerment in Selected MENA Countries: The Impact of Legal Frameworks in
163
Ibid.
164
Society, 2015.
50

enhancing access to markets, eliminating obstacles to finance, and increasing land security for women.
Taking into account the differential impact that climate change has on women, they place a specific focus
on supporting agro-ecology and organic cultivation to help women face the challenges posed by climate
change. A recently launched program supports rural women’s economic cooperatives in the Essaouira and
Ouarzazate regions, working on medicinal herbs and olive oil production. The initiative takes a holistic
approach by supporting the cooperatives throughout the business cycle, by conducting market studies;
providing equipment, a space and technical and financial capacity building; accompanying women
throughout the production phase; and enhancing marketing and commercialization of the final products.165
The Delegation of the European Union in Morocco and several of the European bilateral
cooperation programs include women’s economic empowerment among their priorities. As part of their
future strategies, the EU anticipates launching a line of credit directly for women entrepreneurs,
accompanied by mentoring. Belgium and Denmark are also particularly active in economic inclusion
initiatives in Morocco.166
Other FTPs in Morocco likewise promote the economic inclusion of women in Morocco by supporting
women’s entrepreneurship through financial products in commercial banks;167 capacity building and
support for rural women’s agricultural cooperatives; 168 capacity building and support for young women
entrepreneurs and cooperatives;169 informal education, training and job orientation for youth; 170 and
support for gender diversity in enterprises.171
The Millennium Challenge Corporation (MCC) and the Kingdom of Morocco signed a $450 million
second compact agreement172 designed to reduce poverty through economic growth by investing in
education, vocational training and land productivity. The MCC employment programs target the
promotion of inclusive employment for disadvantaged women, through technical and financial assistance
to the Agence Nationale de Promotion des Emplois et des Compétences (National Agency for the Promotion of
Jobs and Skills) (ANAPEC), and support for the promotion of gender-equitable workplaces through
technical assistance and institutional capacity building to the Ministry of Labor and private companies to
incentivize private sector companies to adopt gender-equitable practices. The MCC Land Productivity
project will focus on land governance through the elaboration of a national land strategy, converting
ownership of collective irrigable land into individual ownership and revising the marketing of industrial
land in the Gharb region.
The Ministry of Employment and Professional Insertion is responsible for a plethora of laws,
165
Authors’ personal attendance at the UN Women – Coca Cola Programme presentation of first year results,
Rabat, March 9, 2018.
166
A Danish-Arab Partnership Programme (DAPP) through the Danish Cooperation supports programs to
promote improved economic opportunities for women and youth through enterprise development and access to
finance.
167
European Bank for Reconstruction and Development.
168
Agence Espagnole de Coopération Internationale au Développement, in rural villages around Al Hoceima.
169
Agence française de développement.
170
Agence Espagnole de Coopération Internationale au Développement, in northern Morocco.
171
GIZ MENA region ECONOWIN initiative:http://econowin.org/
172
Entry into force in June 2017.
51

policies and initiatives related to women in the workforce:
• Employability efforts include initiatives to collaborate with USAID and the Ministry of National
Education, Vocational Training, Higher Education and Scientific Research to better match supply and
demand in the labor market.
• Initiatives to promote gender equality in the workplace include an annual “Professional Equality
Trophy” prize to reward and recognize enterprises with good practices in promoting gender equality.
The Ministry also collaborated with Management Systems International on the Wad3éyati project that
collaborated with 17 local companies to create an online gender audit tool tailored for Moroccan
companies. The Ministry is eager to sustain the tool and is seeking partners to continue it.173
• Since 2016, the Ministry provides small grants to local CSOs to do advocacy work to improve
women’s rights at work but expressed its concerns with a lack of CSO capacity for advocacy that
would respond to current needs. Interviewees expressed the need for awareness-raising to prepare
people for the entry into force of the new law on domestic service.174
• The creation of an Observatoire Nationale du Marché du Travail (National Labor Market

Observatory) in 2015 to do studies and analyses on labor issues, including on gender inequalities.
• The Ministry also partners on several initiatives to promote women’s entrepreneurship and
employment. These include:
o The Min Ajliki Project 2.0 (2017–2021) aims to improve women's entrepreneurship, and is
implemented in collaboration with a Belgian NGO, the ANAPEC, and local Moroccan
CSOs and microfinance organizations. It involves awareness-raising, training,
accompaniment and mentoring.175
o The Intilaka Project aims to improve employment and self-employment of women and
young people in Morocco.176
As another example of an initiative to promote female entrepreneurship, the Caisse Centrale de Garantie
(Central Guarantee Fund) created a loan guarantee instrument, Ilayki,177 designed to promote the creation
of small women-owned and led enterprises.178
The Initiative Nationale pour le Développement Humain179(National Initiative for Human

Development), the Fondation Mohammed V pour la Solidarité (Mohammed V Foundation for
173
Meeting at Ministry of Employment, February 2018.
174
Meeting at Ministry of Employment, February 2018.
175
A pilot phase of the project was implemented in 2014-16 and the project was renewed for 2017-21 for a budget
of approx. 4.7 Mo €. It is supported by the Belgian Development Cooperation.
176
The project is being finalized and is expected to begin this year. The project budget is around € 3m and is
supported by the Belgian Development Cooperation, with the ANAPEC and the Ministry the main partners.
177
For more information, please see Ilayki website: http://www.ccg.ma/fr/votre-projet/ilayki
178
In 2017 the program was changed to support enterprises with majority (rather than exclusive) female
ownership.
179
The INDH was launched in 2005 to combat poverty, vulnerability and social exclusion.
52

Solidarity),180 the Entraide Nationale and the Agence de Développement Social (Agency for Social
Development) all play a significant role in promoting the economic inclusion of women, particularly at the
decentralized local level. The latter two are under the umbrella of the MFSEDS.
• The Mohammed V Foundation has a presence in 10 regions through the financing and construction of
facilities placed under the management of CSOs working on women, youth, and sports programs.
• The Agency for Social Development has 16 regional coordination offices that collaborate with CSOs
and local public actors to promote social inclusion through economic initiatives. It has a gender
division to assess and participate in the development, implementation and evaluation of all projects.
Types of programs implemented by these four entities include support for:
• Women’s cooperatives, through the construction and provision of spaces, supplying of equipment and
raw materials, and management training. Technical assistance and support is also provided for
organizing women’s cooperatives into Groupements d’Intérêt Économiques (Economic Interest
Groupings) and national associations, with the goals of facilitating access to health insurance,
procurement of raw materials, and the promotion and commercialization of their products.
• Women’s entrepreneurship, through assistance in the creation of very small, and small and medium-
sized businesses including training, mentoring, funding and provision of equipment.
• Vocational training for women, although these frequently are limited to “traditionally female”
embroidery, sewing, cooking, baking and hairdressing courses.
Additionally, the Entraide Nationale is responsible for the EMFs; located across the country these are
intended to provide reception, orientation, and temporary shelter for women in precarious situations.
These 40 planned multi-functional spaces are supposed to be operational in 2018,181 although they have
significant needs in terms of material and human resources. In Draa Tafilalet, 90 percent of their actions
target women and children. In the two months since the multi-functional space in Ouarzazate has been
operational, four women have been provided shelter there and 30 more have received counseling for
violence.182
The USAID Career Center program was designed to assist young people’s transition from education
to employment through creating career centers in selected universities and vocational training institutes
in Casablanca, Marrakesh and Tangiers, providing diverse core career counseling services to students and
fostering networks to engage the private sector. The program is also intended to create a transferable
and sustainable Career Center model. Implemented by FHI360, it takes a unique systems approach by
linking employers, educators and youth for increased youth employability. Activities conducted by the
Career Center have included a gender strategy and awareness-raising on gender equality for students, but
180
The Foundation works to combat poverty through humanitarian aid, as well as social and economic
development projects. Initiatives specifically targeting women and girls include boarding houses for rural girls in
middle and high school, and centers for housing and professional training.
181
Interviews with two GOM officials, February 2018.
182
Interviews with two GOM officials, February 2018.
53

not a specific focus on women’s employment.
Given that most social security schemes exclude the informal sector, the non-profit Women’s World
Banking develops products to provide affordable, inclusive and simplified health microinsurance coverage
for disadvantaged women in six countries around the world, including Morocco.
One of the only projects focused on advocacy for the right to decent work, particularly for young people
and women, is implemented by the INGO Socialist Solidarity. This project aims to strengthen the
capacity of 20 neighborhood associations and social and solidarity economy initiatives in advocacy and
political participation in the Casablanca-Settat region. It is particularly aimed at strengthening the capacity
of these associations to advocate for the extension of social protection for the promotion of the right to
decent work.183
Likewise, a plethora of local CSOs working on women’s empowerment and development implement
diverse social and economic inclusion programs for marginalized groups of women. These most often
involve literacy classes, vocational training, and income generation, with legal rights awareness-raising often
incorporated into activities. The vast majority of vocational training is comprised of hairdressing, cooking,
pastry, and sewing classes. Local CSOs also provide practical assistance for women in the creation of
individual income generation, cooperatives and small enterprises. These often include training on
administrative and financial management, as well as fundraising and market identification.
Demographics pose an on-going challenge to Morocco’s efforts at economic inclusion. Morocco is

already a predominantly young population, with 28 percent of the population under age 15; by 2030 the
country will also have a significant aging population, with persons over 60 expected to account for 15.3
percent of the population up from 9.6 percent in 2014.184
Transportation and mobility. Women are more likely to rely on walking as a means of transport
(85.4 percent) than men (60.7 percent). Obstacles related to transportation, such as harassment and the
lack of safe, affordable, accessible and reliable public transportation options, hinder women’s freedom of
movement, as well as their access to services, infrastructure and employment.
Persistence of a gender gap in literacy rates and low education levels for girls in rural areas
remains a challenge to economic inclusion. Women have a higher incidence than men of illiteracy;
nationwide 37 percent of women as compared to 25 percent of men are illiterate, with a high gap in rural
areas with rates of 60.4 percent and 35.2 percent, respectively.185 Despite significant efforts to close the
gender gap in education, only 26.8 percent of girls in rural areas attain middle school level education, as
opposed to 29.4 percent of boys.186 Reasons for school drop-outs among middle school girls include the
183
Supported by the Belgium Development Cooperation with a budget of approximately 1.3 M euros for the
period 2017-2021.
184
185
186
Royaume du Maroc. Haut –Commissariat au Plan. La Femme Marocaine en Chiffres: Tendances d'Évolution des
54

lack of transportation and housing options in faraway towns where middle schools are located, as well as
the inadequate infrastructure in rural schools and risks of sexual harassment on the way to school.
Progress in closing the gender gap in education187 has not resulted in equivalent gains in
earning opportunity or economic independence for women. Women’s access to employment and
economic resources has not necessarily translated into financial autonomy or social inclusion.
Additionally, women report that their share of household tasks does not change when they start working;
income generating activities thus led to an increase in their overall workload.188 Women in rural Morocco
often still need permission from male relatives to leave the house, go to the market, visit a relative, seek
health care or travel to another village.189
Unequal and gendered power dynamics related to decision-making and control over resources within
families can present obstacles to women’s economic independence even over the income she earns.
Indeed, in some instances women have reported how access to income and credit by women can lead to
greater exploitation and violence by husbands.190 In a case recounted by one CSO, a husband took
advantage of his minor bride’s lack of education and young age to set up a bank account in her name, take
out a loan and write bad checks, and proceed to disappear. The woman is currently being prosecuted.191
Non-application of Labor Code provisions. Nearly nine out of ten women in rural areas (87.5
percent) and more than half of women in urban areas (54.2 percent) who work do not have written
contracts.192 78.9 percent of textile workers reported not benefitting from paid maternity leave provisions;
other studies have demonstrated the extent of Labor Code violations in small workplaces, including
lengthy work days, salaries under minimum wage, non-declaration at the CNSS, no payment of overtime,
and unlawful termination. There is no gender disaggregated information on Labor Code violations.193
One study in 2009 among seasonal berry workers (75–90 percent women) in northwest Morocco found
labor violations including a lack of employment contracts, low rates of registration to social security, verbal
violence and harassment, non-compliance with minimum wage and legal working hours, lack of identity
documents for workers, very difficult transport conditions, and non-compliance with health and safety
Caractéristiques Démographiques et Socioprofessionnelles, 2016.

187
The Gender Gap in Education is .920 according to the 2017 Global Gender Gap Report. World Economic Forum.
The Global Gender Gap Report, 2017.
188
GIZ. Women’s Economic Empowerment in the MENA Region: Rapid Assessment of Household-Level Results,
2016.
189
Aboukhsaiwan, Ola, Measuring the Impact of Income-Generating Projects on Women's Empowerment Outcomes:
Evidence from Rural Morocco, Wharton Research Scholars 106, 2014.
190
2016.
191
Interview with NGO, January 2018.
192
Etat des Lieux de la Parité Homme-Femme au Maroc, 2016
193
Royaume du Maroc. Conseil Économique Social et Environnemental. Promotion de l’Égalité entre les Femmes et
les Hommes dans la Vie Économique, Sociale, Culturelle et Politique. Les Discriminations à l’Égard des Femmes dans
la Vie Économique : Réalités et Recommandations, 2014.
55

standards in the workplace.194
Other reports similarly found that female agricultural workers in the Middle Atlas and Eastern Morocco
were subjected to similar conditions. The seasonality of work and the fact that the female workers migrate
temporarily from other regions in Morocco exacerbate their vulnerable situations. This also leads to the
weakening of labor unions and creates tensions between residents and temporary workers that prevent
any social solidarity.195
Likewise, observers of working conditions in factories have also documented the non-application of labor
laws. The lack of inspectors, collusion between factory owners and political powers, difficult-to-inexistent
access to justice, and low unionization rates make women vulnerable to exploitation and lack of legal
protection. In recent years many factories have closed and relocated, with no compensation to the
workers, who are predominantly women.196
Finally, a study on gender inequality in business practices in the formal sector in urban areas demonstrates
how women face discriminatory practices in recruitment that is conducted subjectively and informally
through family relationships and connections. Women are also disadvantaged by potential employers
taking marital and family status into consideration or else specifically targeting marginalized women from
poor communities who will be dependent on the company. The report also notes challenges with
subjective performance evaluations; fewer opportunities for training; obstacles to promotion; and salaries,
bonuses and social advantages that favor men. Sexual harassment is reported to be ignored.197
Lack of labor inspectors. There are only 400 labor inspectors nationally, with more retiring than being
recruited. The number of women labor inspectors could not be ascertained.198 The labor inspections
being conducted are not necessarily focused on gender equality violations. In 2014, the labor inspectors
intervened in 12,833 companies and formulated a total of 24,910 observations on the application of labor
legislation, of which only 37 involved maternity protection and 54 involved women's night work.199
Workforce attrition. Though significant work has been done to understand and address barriers to
women’s access to the workforce, less has been done on factors that push women to leave the workforce.
Research suggests that women seem to exit the workforce around the age of marriage; the “marital status
gap” in labor force participation is a very high 70 percent in Morocco.200 In urban, but not rural, areas,
marriage and children appear to lead to an exit from the paid workforce. Whether this is due to social
194
Oxfam. Social Protection, Building Dignity! Improving Working Conditions of Women Workers in the Berry
Sector in Morocco, 2014.
195
Houdaïfa, Hicham. Dos de Femme, dos de Mulet: Les oubliées du Maroc Profond. Editions En Toutes Lettres,
2015.
196
Gillot, Gaëlle. L’Empowerment par le Travail? Les Ouvrières du Textile au Maroc. Working Paper 7, 2016.
197
Chicha, Marie-Thérèse. Inégalités de Genre et Pratiques d’Entreprise au Maroc. Bureau International du Travail,
Novembre 2013.
198
Interview with GOM officials, February 2018.
199
Royaume du Maroc. Conseil Économique Social et Environnemental. Les Dimensions Sociales de l’Égalité entre
les Femmes et les Hommes, 2016.
200
2015.
56

and cultural norms, financial disincentives to continue working, the lack of child care options, or other
factors, could not be fruitfully examined. Local CSOs interviewed report the high frequency with which
women experience harassment at work, quit, or are even fired from their jobs.201
Challenges to female entrepreneurship. Women entrepreneurs cite administrative red tape and
land use constraints as obstacles to creating their businesses, as well as social and cultural factors, and
corruption.202 Other obstacles cited include fewer resources to establish businesses, complicated
registration and licensing procedures, less work experience, and lower self-confidence.203 Actors
supporting entrepreneurship noted that funding alone, without continuous and sustained coaching,
mentoring, training, and other forms of technical support pre-and post-creation of the business, are
insufficient to catalyze more female entrepreneurship.
Challenges to women’s cooperatives. Women’s cooperatives are less present in Groupements

d’Intérêt Économique (Economic Interest Groupings) and other merchant networks that could facilitate the
commercialization of their products.204They lack the necessary working capital to function effectively.
Administrative procedures are complicated, time consuming and complex. Conflicts with local authorities,
appropriation of the space and machinery by men in villages for other purposes, disputes and confusion
over land ownership, and husbands’ control over female workers also impact negatively on the functioning
of cooperatives. Male suppliers don’t always provide raw materials at affordable prices, and intermediaries
who sell the products take a substantial portion of the profits.205
Women’s argan cooperatives in southwestern Morocco faced substantial obstacles when large private
companies (national and international) entered the market and used their large size to buy the majority
of the yield. Development projects designed to help women in cooperatives become leaders and
producers and to control the profits from the argan industry had not anticipated this risk. In this instance,
the state failed to protect the women’s cooperatives and/or natural resources so that local populations
could continue to benefit from argan production.206
In Errachidia however, the local Office Régional de Mise en Valeur Agricole (Agricultural Development
Regional Office), reportedly did intervene and prevent multinational companies from obtaining the raw
product in the aromatic and medicinal plants industry to the potential detriment of local women’s
cooperatives.207
Traditional nature of vocational trainings. The majority of vocational training programs for women
201
Interviews with 16 CSOs working on GBV all mentioned the frequency with which women experiencing sexual
harassment at work quit their jobs. This was true across activity sectors, economic status, and geographical areas.
202
Politiques Publiques et Croissance Économique au Maroc, 2017. Interviews conducted with seven women
entrepreneurs, February 2018.
203
GIZ. Women’s Economic Empowerment in Selected MENA countries: The Impact of Legal Frameworks in
Interviews conducted with seven women entrepreneurs, February 2018.
204
Ibid. Interviews conducted with three GOM officials and seven women entrepreneurs, February 2018.
205
Raised unanimously in all interviews with GOM and CSOs supporting women’s cooperatives, as well as by the
seven entrepreneurs.
206
Interview with two GOM officials, February 2018.
207
Interview with GOM official, February 2018.
57

are in traditional female domains such as sewing, cooking, hairdressing and baking. These programs and
similar income-generating activities are often based on gender stereotypes rather than on economic
development needs or market potential. CSO vocational training programs are often implemented in
collaboration with the Entraide Nationale, who administers exams and issues diplomas at the end of the
training, with the objective of increasing women’s chances to then be hired.
Transition to the workforce. Vocational training programs for women then face challenges integrating
their graduates into the workforce. There are a large number of training programs across the country,
but many lack partnerships and systems to offer women jobs once training is completed. Post-employment
programs within CSOs are piecemeal and non-systematic, often comprised of soliciting personal and
community contacts to hire individual women. Other women go on to work in their homes and sell their
products locally. It is not clear how successful the vocational training opportunities are at improving
women’s chances of being hired, of having sustainable employment, or of having a stable income. Several
CSOs reported that even though they accompany their trainees to negotiate employment contracts,
employers then modify the contract unfavorably afterwards. CSOs note that they have no bargaining
power or ability to pressure businesses to respect their initial agreements.208
Institutional challenges. Several observers noted the multitude of programs by different actors on the
economic and social inclusion of women. The overlap and repetition of similar activities, lack of
coordination and information-sharing among the various public and private actors, and even competition
for funding and recognition pose challenges to the effectiveness and efficiency of individual projects, as
well as to the success of inclusion initiatives overall.
Lack of human and financial resources for sustainability. Other challenges are posed when one
entity constructs a building or provides space for an activity such as a women’s center or for an economic
cooperative, and then turns the management of the space and activity over to local CSOs. The local CSOs
managing the centers then have to fundraise to support human and financial resources required to sustain
the building.
Assessing impact of economic inclusion initiatives. As with political inclusion, the majority of
efforts at assessing economic inclusion activities are limited to disaggregated quantitative activity and
output level results, such as the numbers of participants in activities.
Regional Snapshot: Ouarzazate
A significant problem in Ouarzazate is the lack of local employment opportunities. Many hotels in
Ouarzazate and Zagora have closed and tourism, one of the main sectors of the local economy, has
declined. There are no factories in the region and a lack of investment. Neither the film industry nor
the recent Noor Solar Power station contributes significantly to local employment, particularly not for
women. The multinational companies involved in the latter staff the projects with foreign workers.
Production at the local film studio, used by international companies, has declined following the moves
of several foreign film companies to Jordan. One observer noted how local women’s groups had taught
208
This issue was raised by several CSOs doing vocational training programs for women, in urban and rural areas
in different parts of the country.
58

their beneficiaries Italian language classes with the objective of leveraging them positions with a major
Italian film company, who has subsequently relocated filming elsewhere. It was also noted that although
there are spaces set aside to commercialize women’s products, there is a dearth of products to offer.
Several recent legislative developments present new opportunities to enhance women’s inclusion in the
workplace. These include the new VAW law provisions on sexual harassment and the Law on Domestic
Work. These laws will only be implemented and effective, however, if they are accompanied by clear
policies, mechanisms for informing all stakeholders, and adequate mechanisms for reporting and sanctions.
Draft legislation is reported to be pending that will provide social protection such as compulsory health
insurance to liberal professions, independent workers and non-salaried workers. This could benefit
women in particular. Additionally, the Ministry of Employment indicated that the Plan National
d’Inspection (National Inspection Plan) for 2018 under development will focus on women in particular.
The MCC Land Productivity project provides openings for improving land ownership for women,
transforming family relations, and improving the working conditions for female industrial workers.
Several recent programs have taken a systems approach and united different actors in efforts to address
the economic inclusion of women. The UN Women Agro-ecology and Organic Cultivation project has
united cooperatives working on aromatic and medicinal plants in the Tafilalet region into a Groupement
d’Intérêt Économique (GIE). This initiative also involves a partnership with the Faculté des Sciences et
Techniques d’Errachidia (University of Science and Technology of Errachidia) to set up a unit for extracting
essential oils.
Another program implemented by Oxfam Maroc in northwestern Morocco to improve the working
conditions of women agricultural workers took a two-pronged approach by: (a) strengthening the
autonomy and leadership of women workers and civil society and their capacity to organize, and (b)
increasing accountability of all actors involved in berry production, including both the private sector and
government bodies, through citizen monitoring mechanisms. The strategy also included awareness-raising
and dialogue with foreign importing companies. Results of the project included the creation of a women
workers association, a CSO observatory to detect and report cases of labor violations, CSO National
Social Security Fund and Identity Card Units to conduct awareness-raising and accompaniment for women,
and campaigns with the importing companies. To date, thousands of women have received identity cards
and been registered with the CNSS, and a greater percentage of farms respected the minimum wage.209
The newly created regional councils have just recently established Agences Régionales d'Exécution des Projets
(Regional Projects Execution Agencies). These provide a fresh opportunity to integrate women into the
planning process and gender equality into local development initiatives. The regional councils are required
to develop Plans de Développement Régionaux (Regional Development Plans) for five years in the first year
209
Oxfam. Social Protection, Building Dignity! Improving Working Conditions of Women Workers in the Berry
Sector in Morocco, 2014.
59

of their mandate, as well as longer term (25-30 years) development strategies. To date, eight of the twelve
regions have completed their plans, although some of them reportedly do not take gender into account.210
In an interesting example of qualitative monitoring, evaluation and learning in economic inclusion efforts,
international donor GIZ recently completed an assessment of broader impacts on the condition of
people’s lives resulting from several women’s economic empowerment initiatives in Morocco,211 looking
at access to resources and agency to act on them.212 The changes assessed went beyond the usual
individual skills development to include public speaking and self-confidence; conditions in women’s lives
such as decision-making and control over income earned; mobility; changes in family members’ behavior
towards women; and domestic violence.213
210
Interview with GOM official, February 2018.
211
A rural cooperative and an entrepreneurship program.
212
2016.
213
Quartiers du monde is likewise currently conducting action research on the economic empowerment of women
victims of violence that will contain indicators on longer term impact of accompaniment programs.
60

4.2.6. Economic Inclusion Recommendations
Improving Workplace Conditions for Women

1. There is a wealth of data attesting to • Support research into women’s dropout from the workforce to
women’s low labor force participation assess rates and reasons for attrition and develop strategies to
rate. Efforts to address this have address these and maintain women in the workforce.
targeted promoting women’s
employability and entry into the
workforce. Less is known however
about the contribution of women’s
attrition from the workforce to low
activity rates.
2. Newly enacted legislation, in particular • Provide support to public, private and CSO actors to ensure
the sexual harassment provisions in the proper leveraging of these new legal opportunities, paying
Law 103-13 on VAW and the Law on particular attention to the general recommendations sections
Domestic Workers, as well as bills to above related to (a) the inclusion of men as targets of change and
extend social protection to independent (b) the implementation of laws.
workers, will provide new opportunities
to improve conditions in the workplace.
3. Employment laws suffer from a lack of • Encourage laws and policies that require employers to prove that
implementation due to the dearth of they have established specific non-discrimination policies and
mandatory internal policies and procedures to prevent discrimination in recruitment, salaries,
procedures in workplaces. The tendency social benefits, career advancement, and access to training and to
has been to reward and praise, as the professional posts.
exception rather than as the norm, the • Support provisions with favorable gender-inclusive stipulations
“good on gender” employers rather than and conditions, including the percentage of women hired and
sanctioning those that violate labor laws. labor conditions, in the negotiation of trade agreements, and
contracting and procurement mechanisms.
• Support provisions with favorable gender-inclusive stipulations
and conditions in labor relations and negotiations, in collective
bargaining,214 and in company agreements.
4. Employment laws suffer from a lack of • Provide support to strengthen in quantity and quality the labor
implementation due to the lack of human inspections, particularly as related to newly-enacted texts and
and material resources among the labor laws related to gender inclusion and non-discrimination.
inspectors responsible for monitoring • Support gender segregated data and information about gender
and enforcement. discrimination violations in labor inspection reports and make
them available publicly.
Enhancing Conditions for Women’s Economic Participation
5. The success and sustainability of • Encourage and support the national and local authorities to take
women’s income-generating activities is legal and administrative measures to protect small local
threatened by their vulnerable position in enterprises and local resources against competition from larger
the global marketplace and by large outside entities.
national and international companies
posing the threat of unfair competition.
214
The Solidarity Center, for example, has a project promoting gender in collective bargaining in Morocco.
61

6. Economic inclusion activities such as • Take steps to ensure that economic inclusion activities do not
vocational training and income add to the existing high demands on women’s time.
generation often contribute to women’s • Support the development of vocational training for professions
experience of being over-burdened with and services and income generation activities that create products
tasks and responsibilities. that are in demand and save women time.
Diversifying the Sectoral Participation of Women in the Workforce for Improved Public Services
7. Women experience horizontal • Support the integration of women into non-traditional fields in
segmentation in employment and are the public sector that could additionally have an impact on the
underrepresented in several key public delivery of public services for women. Illustrative examples
sectors. Several initiatives to dates have include increasing and improving the inclusion of women in law
encouraged women to enter non- enforcement for a better GBV and CVE response, and in the
traditional fields. labor inspection for improved enforcement of non-discrimination
in the workplace provisions. As per General Recommendations
17 and 18, such integration must be leveraged and managed
properly so as to combine both initial integration into the
professions and to ensure working conditions conducive to
effective participation.
Diversifying Income Generating Activities for Women to Address Development Needs
8. The majority of vocation training • Provide support for the development and creation of
aimed at income generation for women vocational training programs and income generating programs
involves traditionally “female” activities for women that address a gap in existing products or services.
such as baking, cooking, sewing and One illustrative example by some observers is to create trained
hairdressing. It is not clear whether the jobs of new professionals for elder care, either in-home or for
job market demand for these activities eventual retirement centers. The aforementioned Community
can support the supply of trained people, Laundromat project near Errachidia is another example of a
nor whether such activities lead to a multifaceted income generating activity designed to:
decent and stable income for women. • Generate income for women owners, managers and
employees.
• Address an environmental need, by establishing an
alternative to washing clothes in the river.
• Create a business that does not yet exist.
• (d) Provide a service that frees up women from a
domestic chore.
Consolidating and Sharing Gender Inclusive Employability Efforts
9. Several USAID/Morocco initiatives • Support the sharing and adoption of gender inclusion tools,
such as FORSATY and the Career policies and procedures for vocational training, orientation and
Centers currently focus on increasing placement with other relevant public and private actors. Options
employability of youth, and have can include the ANAPEC and local CSOs. Even on a small, micro
developed tools, methods and resources level in communities, components of these programs would be
for gender inclusion in vocational very transferable and helpful. As illustrative examples, communes
training, orientation and placement. could use the local community centers to host talks by mentors,
and the ANAPEC and other employment orientation agencies
could adopt some of the policies and procedures related to
gender inclusion.
62

4.3 COUNTERING VIOLENT EXTREMISM FINDINGS AND

RECOMMENDATIONS
Policies Related to CVE
Policy framework Purpose of the policy/strategy

USAID Policy on Youth in This policy provides guidance on pursuing more innovative and
Development (2012) cost-effective approaches to empowering youth to contribute to
and benefit from their countries’ development efforts. The policy
emphasizes the importance of gender equality as a condition for
broad societal change.215
USAID Policy on The Development Response This policy aims to provide a framework that USAID can use to
to Violent Extremism and Insurgency (2011) improve the effectiveness of its development tools in responding
to violent extremism and insurgency. It considers key engagement
criteria and provides a set of core program principles.
The U.S. National Action Plan on Women, This plan intends to accelerate, institutionalize, and better
Peace, and Security (December 2011) coordinate the US Government’s efforts to advance women’s
inclusion in peace negotiations, peace-building activities, and
conflict prevention; to protect women from sexual violence and
GBV; and to ensure equal access to relief and recovery assistance
in areas of conflict and insecurity.216
GOM policies, strategies, and Implications for gender equality and women’s
action plans empowerment
Loi n° 03.03 Relative à la Lutte contre le Law No. 03.03 Relating to the Fight Against Terrorism (May 28,
Terrorisme (28 mai 2003)217 2003), amended in 2004 and 2015, punishes joining terrorist
groups, participating in training camps, and promoting and inciting
terrorism with a jail sentence of 5 to 15 years and a fine between
50,000 and 500,000 DH.
The Moroccan government has taken a four-pronged approach to CVE, which in addition to national
legislation includes:218
• Security measures. The “Hadar” (vigilance) initiative established joint armed forces and law
enforcement street patrols in key strategic areas. The Bureau Central d’Investigation Judiciaire (Central
215
USAID. USAID Youth in Development Policy: Realizing the Demographic Opportunity, 2012.
216
United States Government. The U.S. National Action Plan on Women, Peace and Security, 2016.
217
Royaume du Maroc. Dahir n° 1-03-140 du 26 rabii I 1424 (28 mai 2003) Portant Promulgation de la loi n° 03-03
Relative à la Lutte Contre le Terrorisme, 2003.
218
UNESCO, Bureau de Rabat. Jeunesse et Extrémisme Violent: Atelier de Réflexion du Système des Nations Unies
et ses Partenaires au Maroc, 2017 ; Houdaïfa, Hicham. Extrémisme Religieux : Plongée dans les Milieux Radicaux au
Maroc. Éditions En Toutes Lettres, 2017.
63

Office of Judicial Investigation), which investigates terrorism and transnational crimes, was established
in 2015.
• Religious supervision and leadership. The Ministry of Habous and Islamic Affairs controls the
management and activities of mosques, as well as the content of sermons and training of imams. Royal
instructions to the Ministry of National Education and the Ministry of Islamic Affairs during a Council
of Ministers in February 2016 established a joint commission between the two ministries to reform
the Islamic education curriculum. GOM efforts focus on promoting an alternative vision of a tolerant
and open version of religion to immunize children against radicalization.
• Socio-economic measures. The aforementioned social and economic inclusion institutions such as
the Initiative Nationale pour le Développement Humain, Entraide Nationale, Agence de
Développement Social, and Fondation Mohammed V have implemented projects designed to promote
the socio-economic development of precarious and vulnerable populations, on the premise that
poverty contributes to radicalization.
There is limited information and data on CVE in Morocco generally, and a particular dearth of information
on the intersection of gender and context specific drivers, motivations, conditions and processes for
integrating violent extremism; as well as a dearth of information on the different roles of women in
preventing, promoting and participating in violent extremism.219 The available information is quite limited
and anecdotal and should thus be treated as tentative.
Profile of participants in violent extremism in Morocco. According to the Bureau Central

d’Investigation Judiciaire, 1,355-1,500 Moroccans have travelled to Syria and Iraq, one-third of whom are
from northern Morocco, particularly the marginalized areas around Tetouan, Tangier, Fnidiq and Nador,
as well as from the marginalized suburbs of Fes, Salé and Casablanca. The Minister of the Interior reported
27 “jihadist” cells dismantled between 2013-2015.220
A 2014 CSO study reported that out of 30 “fighters” interviewed, among whom two were women, 67
percent were under age 25, 74 percent came from marginalized backgrounds, and 90 percent had never
participated in political party or CSO activities.221
One recent study by the Combating Terrorism Center (CTC)222discusses the risk that women might begin
to play a more active role in violent extremism operations in Morocco. Pointing out that although the
Bureau Central d’Investigation Judiciaire does not report the sex of persons arrested for terrorism-related
offenses, the study noted that 30 percent of would-be attackers in their dataset were women. In one
particular instance in October 2016 cited in this study, police arrested members of an allegedly all-female
219
International Crisis Group. How the Islamic State Rose, Fell and Could Rise Again in the Maghreb, 24 July 2017.
This report does not make any mention of women or gender.
220
Ibid.
221
Ibid.
222
Chapin, Ellen, Beyond the Caliphate: Morocco (West Point, NY: Combating Terrorism Center, 2017.
64

cell “with links to jihadis in Syria and Iraq and [who] were recruiting and training women in several parts
of the country.”
Most of the few existing descriptions of radicalization in Morocco have focused on the northwest region,
such as poor neighborhoods in Tangier and the predominantly Moroccan neighborhood of El Principe in
the neighboring Spanish enclave of Ceuta. However, other observers have recently pointed to the rural
mountain villages around Beni Mellal as a place of origin for people going to Libya, Iraq and Syria.223 The
aforementioned CTC study, mapping Islamic State activity (plots and support) in Morocco, confirms the
concentration of such activity in northwestern Morocco around Tangier-Tetouan, and the urban areas
around Casablanca, Fes and Beni Mellal. It also notes increased activity in the northeast around Oujda
and Nador.224
Motivations for integrating violent extremism organizations. Observers in both the literature
review and in-person interviews for this analysis advance a host of possible diverse factors as potential
motivators and mechanisms for Moroccans to integrate extremist groups. It must be noted, however,
that the vast majority of information available to date is second-hand, anecdotal, and, in the Moroccan
context, presumed rather than proven.
• Religious drivers. Some reports describe how recruited youth place more importance on their
religious allegiance than on their Moroccan citizenship.225
• Political drivers. Other reports suggest that state repression is a more prominent push factor
than economics.226 Observers in Morocco describe a general feeling of injustice when faced with
abuse of authority, and the lure of the myth of a just society and ideal state provided by
recruiters.227 Others also suggest that youth suffer from a lack of opportunities for political
expression, as political parties are not sufficiently or effectively providing outlets or coaching for
youth political participation. Violent extremist groups are thus seen as the only outlet for youth
political expression.228
• Economic drivers. Many observers link vulnerability to violent extremism to poverty, economic
exclusion and precariousness.229
223
Interviews with INGO, two local NGOs, February and March 2018; ProgettoMondo Mlal. Etude Psycho-Sociale
sur le Phénomène de la Radicalisation des Jeunes (au Maroc), 2015. Though Beni Mellal has traditionally been a place
of origin for migration to Italy, the European crisis has impacted on people from the region who reportedly are now
going elsewhere, including Syria and Libya.
224
Chapin, Ellen, Beyond the Caliphate: Morocco, 2017.
225
Houdaïfa, Hicham. Extrémisme Religieux : Plongée dans les Milieux Radicaux au Maroc. Editions En Toutes
Lettres, 2017.
226
ABA ROLI. Rule of Law Approaches to Countering Violent Extremism. Nicholas Robinson and Catherine Lena
Kelly, 2017.
227
ProgettoMondo Mlal. Etude Psycho-Sociale sur le Phénomène de la Radicalisation des Jeunes (au Maroc), 2015.
228
Interview with an INGO representative, March 2018.
229
ProgettoMondo Mlal. Etude Psycho-Sociale sur le Phénomène de la Radicalisation des Jeunes (au Maroc), 2015;
Houdaïfa, Hicham. Extrémisme Religieux: Plongée dans les Milieux Radicaux au Maroc. Éditions En Toutes
Lettres, 2017; Interviews with two INGOs and four CSOs, February and March 2018.
65

• Cultural drivers. One observer attributes the radicalization of a village in the High Atlas to the
influence of the urban on the rural, with children educated in cities returning to disapprove of
traditional cultural and folkloric practices of their parents, especially their mothers, such as co-ed
folk music groups.230
• Social drivers. The aforementioned 2014 CSO report indicates that the primary motivation for
the (primarily male recruits) was “glory and adventure” rather than religious reasons. They were
socially excluded, and had been working as drug traffickers, sales assistants, street vendors, or
assistant masons. Likewise, a good number of observers questioned to what extent participants
in violent extremism actually have an ideology, and to what extent they are just delinquents.
Numerous CSO observers commented on the neighborhood level “cohabitation” between drug
dealers and religious extremists. Other academic observers point out how youth buy into the
myth and promises of becoming someone important if they go to Syria or Iraq (“starification”).231
Interestingly, one of the three case studies of young women in another report provides some potential
elements for future studies, as she described her radicalization as part of a desire and a mission to
change society and bring it out of its ignorance by leading others to the right path.232
Half of the youth surveyed in one study reported having looked at “jihadist” websites, the majority out of
“curiosity.” One-fourth believe that news reporting terrorism linked to jihadism is not true, but instead
is “just a conspiracy.” Twenty-two percent believe that violence against people because of their clothing
or intimate behavior is a duty of all Muslims.233
Recruitment methods. The 2014 CSO report notes that while the 40 percent who left Morocco for
the jihad prior to 2012 were recruited by friends, family and Salafist networks, the post-2012 group cited
social networks as the primary form of contact and recruitment.234 Observers note how the official
religious leadership counter-narrative initiatives are faced with very effective indoctrination efforts via
Internet and social media.235
Finally, some media have described incidents of women as targets of violent extremists. These include
reports from the north of morality gangs in marginalized areas stopping women without the headscarf and
harassing them to cover themselves.236
230
Houdaïfa, Hicham. Extrémisme Religieux : Plongée dans les Milieux Radicaux au Maroc. Éditions En Toutes
Lettres, 2017.
231
Lettres, 2017.
232
Though the survey population was equally balanced between men and women, the results are not gender
disaggregated.
233
Ibid.
234
Telquel. Enquête: Pourquoi les Marocains Partent Faire le Jihad en Syrie, November 26, 2014.
235
Interviews with two researchers, February 2018.
236
Lettres, 2017
66

The United Nations Security Council Resolution 2242237 specifically recognizes the need to engage with
women on CVE, and to ensure the participation and leadership of women and women’s groups in
developing strategies to counter incite violent acts, create counter narratives, and address the conditions
conducive to violent extremism.
Although CVE activities in Morocco are few and difficult to identify and locate, a number of projects in
Morocco have addressed CVE either directly or indirectly through theories of change relating to one or
several of the above presumed drivers. Strategies have attempted to reduce public support for religious
extremism, build resilience of local communities, and offer religious, social, economic and cultural
alternatives to youth considered at risk.
The European Union project, Radicalisme, non Merci (Radicalism, No Thanks), was launched in 2015 in
Salé and in the Beni Mellal- Khenifra region. It aims to strengthen educational and civil society
organizations to promote inclusive social development for youth through “innovative services for the
prevention of radicalization and de-radicalization of young people.”238
The Norwegian government provides gender-specific CVE-related support through MENA region-
wide initiatives to bring together existing women’s rights and peace practitioners, organizations, and
networks actively engaged in preventing extremism and promoting peace, rights and pluralism, to enable
their systematic and strategic collaboration.239
Other CVE-related efforts supported by FTPs in Morocco include projects aimed at countering violent
extremism in penitentiary institutions. 240
In 2005, the Moroccan Ministry of Habous and Religious Affairs began certifying female religious
leaders, mourchidates, to promote religious tolerance and moderation; there are currently about 500
mourchidates across the country. They serve as a combination of social worker and religious counselors,
primarily for women, in mosques, neighborhoods, prisons, hospitals and other institutions. Mourchidates
promote a more moderate version of Islam among women in particular, an effort based largely on women
as mothers and “gatekeepers to their families, children and communities.”241
The Rabita Mohamadia des Oulémas, a public interest foundation with five centers in Rabat and 20
more across the country, works to promote an enlightened, moderate and tolerant Islam through scientific
research and public education. Their general CVE efforts are comprised of (a) training for both men and
237
United Nations Security Council Resolution 2242 S/RES/2242, 2015.
238
239
International Civil Society Action Network and ICAN Women’s Alliance for Security Leadership
240
The British Embassy is supporting a study on women in detention and their socio-economic backgrounds, to
identify adequate rehabilitation and reintegration.
241
Couture, Krista London. A Gendered Approach to Countering Violent Extremism: Lessons Learned from Women
in Peacebuilding and Conflict Prevention Applied Successfully in Bangladesh and Morocco. Brookings Institute, 2014.
67

women to implement participatory forum theatre, (b) training of “oulema relais,” youth in Islamic studies,
facilitation and social mobilization techniques to organize debates and discussions on religious perspectives
in social issues in their communities, and (c) social networks, including an interactive website,
http://www.chababe.ma/, designed to counter extremist discourses.242
The Rabita’s CVE efforts specifically involving women include:243
• Capacity building for young women as peer educators for awareness-raising on at-risk behaviors in
vocational training centers and student residency homes;
• Training mothers as peer educators to intervene with other mothers, detect signs of radicalization,
and provide areas of intervention including getting help from others, seeking information, obtaining
counter messages, and reporting behavior to authorities. This was initially targeted to the Tangier-
Tetouan area in northwestern Morocco and is now provided in other areas of the country based on
requests from local actors; and
• Training female peer educators in eight prisons to prevent radicalization among incarcerated women.
The USAID-supported Favorable Opportunities to Reinforce Self-Advancement for Today’s Youth

FORSATY project was designed in 2012 to reach disaffected youth aged 12 to 25 in deprived
neighborhoods of Tangiers and Tétouan in northern Morocco. FORSATY targets youth at risk of
radicalization from economic and social marginalization by addressing social isolation, poverty, coping
skills, and neighborhood quality of life drivers of potential extremist recruitment.
Creative Associates leads a US Department of State CVE project that unites religious and community
leaders in four regions in Morocco. Project components include community assessments, trainings of
facilitators, and development of local action plans. Gender was not an initial focus of the project, and at
first it was necessary to break out of the dominant idea in CVE of women as victims. Subsequent training
and analyses have integrated gender into push and pull factors, including recruitment strategies such as
marriage web sites. In Salé, the team works with mothers in marginalized neighborhoods to train them
on how to detect radicalization among youth, including girls recruited through promises of marriage, and
how to be change agents. The Salé team has convinced two other regional teams to integrate gender into
their approach. 244
Among local CSO initiatives, one community group in the Bir Chifa neighborhood in Tangiers works to
remove local youth from delinquency and religious extremism through a three-pronged approach
combining education and orientation, training and professional integration, and community development.
Activities include arts, sports and vocational training, as well as monthly “town hall” type meetings between
community members, including ex-drug dealers, residents, and police representatives, to discuss problems
242
Interview with two independent researchers, February 2018. The Rabita is also active in efforts to combat GBV,
including through the production of nine short firms on GBV and based on religious research.
243
Interview with two independent researchers, February 2018.
244
Interviews with two INGO staff, February 2018. The project is supported by the Bureau of Conflict and
Stabilization Operations. The four project sites are Salé, Casablanca, Fes, and Beni Mellal.
68

in the neighborhood. The neighborhood also organizes training sessions for parents and teachers to help
them recognize the signs of radicalization.245
Another CSO, based in the Spanish enclave of Ceuta and run by a woman, aims to prevent radicalization
by providing youth of Moroccan origin with a cultural and religious identity, teaching them Arabic, and
holding cultural activities such as song and theatre.246
One local women’s CSO interviewed that provides literacy classes and vocation training for women in
Rabat reported that they integrated religious education into their programs upon demand. Women
beneficiaries had reported extremist proselytizing efforts in public baths and requested that the CSO
provide them with accurate information on religious texts based on tolerance.247
Some observers note that as part of CVE efforts, Islamic women’s activists work through charities to
guarantee crucial services where the state is absent, providing assistance in poor and remote areas.248 An
in-depth assessment would consider whether this is an empowering approach or a Band-Aid that
reinforces the helplessness and dependency that may drive extremism.
Information gaps. There is a quasi-absence of any information on the link between gender and violent
extremism in Morocco in the limited information and data available. One of the few studies on youth
radicalization in Morocco249 cites a 2012 Work Bank study for the proposition that economic exclusion
creates frustration and a sense of failure in young men, who are expected to earn a living to support their
own families as well as their parents, feelings that then contribute to their engaging in risky and delinquent
behavior.
In the same vein, a mid-term evaluation on the FORSATY program notes that while the project has striven
to be equitable in inclusion of male and female staff members and beneficiary youth, this has not always
been possible given the cultural constraints of the neighborhoods where FORSATY works. In particular,
young women comprised an insignificant number of participants in community improvement actions, and
the majority of youth-serving professionals trained were men. The report elaborates by describing how
men are under more pressure to get a job and are thus frustrated when they cannot, explaining their
radicalization.
However, the report then suggests that girls are not as impacted as boys by such exclusion because it is
socially more acceptable for them to stay at home. This analysis could be complemented by recognizing
how girls are under pressure to get married, there are fewer men in the marriage market, and “older”
educated girls are frequently unable to find husbands. These social pressures can drive girls to look
245
Lettres, 2017.
246
Ibid.
247
Interview with a women’s NGO in a large urban area, February 2018.
248
Described in Darhour, Hanane. Islamic Women’s Political Activism in Morocco: A Bulwark Against Extremisms,
in Women and Resistance to Radicalisation. Fatima Sadiqi and Helmut Reifeld, eds. Konrad-Adenauer-Stiftung e.V.,
Bureau du Maroc, 2017.
249
69

elsewhere for husbands and make them vulnerable to marriage recruitment strategies used by religious
extremists through the Internet and other means. One observer noted how the prevalence and popularity
of Turkish250 TV series in Morocco, in which young, handsome, romantic and rich men love their wives
and take care of them, also feed into fantasies of young Moroccan women to flee abroad to escape from
local men considered less handsome, poor and violent.251
There are several methodological challenges to research on CVE in Morocco. Access to accurate and
complete knowledge on violent extremism is one challenge, as states are reluctant to disclose sensitive
security and law enforcement information. Another hurdle is direct access to radicalized and previously
radicalized youth; one of the main CSO studies to date is primarily on perceptions and opinions held by
youth in general about radicalization, and there is a gap in research focusing on radicalized youths
themselves.
State action gaps. Despite the numerous efforts by the GOM to date to combat violent extremism,
some observers suggest that gaps remain in prevention and enforcement under state control and that that
could be filled by additional state action.
Media reports describe high Salafist attendance among both men and women students, at the Islamic
studies department at the Ain Chock Humanities Faculty,252 during lectures given by professors known
for their Salafist preaching. The faculty was also reported to have organized certain classes in the
department separated by gender.253
Others describe how the time frame for revising the Islamic education manuals following the royal
instructions was too tight to produce adequate or quality manuals and note that inflammatory content in
certain Islamic education manuals used in public schools still persists. They also report how Islamic
education and religious messages in schools vary depending on the individual teacher. Finally, principles
of co-education are not always respected, with some teachers/schools separating girls and boys within
classrooms.254
Challenges to women’s participation. Creative Associates noted challenges to integrating women

participants into their project, particularly among the religious leaders. Reasons included obstacles to
married women travelling for project activities.255 Other observers explain the supposed absence of
women in CVE by the fact that many are involved in the invisible work of research rather than activism;
likewise, CVE coverage in the media tends to be centered on the (predominantly male-led) law
enforcement efforts.256
In general, CVE efforts to date on a global level have frequently focused on women as “early warning
250
Turkey is the transit county for travel to Iraq and Syria.
251
Interview with INGO representative, March 2018.
252
University in Casablanca.
253
Houdaïfa, Hicham. Extrémisme Religieux: Plongée dans les Milieux Radicaux au Maroc. Editions En Toutes
Lettres, 2017.
254
Ibid.
255
Interview with two INGO staff, February 2018.
256
Interview with two independent researchers, February 2018.
70

systems” and potential de-radicalizers and peace-builders. This is based on perceptions and stereotypes
of women as family mediators, with emotional influence over their children. Such approaches risk
reinforcing gender stereotypes, instrumentalizing women in a narrow role as mothers and wives and
assigning blame to mothers for the radicalization of their children.257
Challenges due to geopolitics. Potential sources of radicalization that are less within reach of local
and national actors include the existence of significant ungoverned spaces in neighboring Libya and Mali,
as well as the significant number of Moroccans living abroad in those countries and being radicalized
there.258
Additional challenges raised by numerous interviewees include the sensitive nature of the issue of violent
extremism, and the reluctance of certain religious institutions to be publicly affiliated with the current
United States administration on this specific issue.259
Given that research and efforts on gender and CVE in Morocco are nascent and quasi-inexistent, there is
the need to conduct a thorough mapping on the intersection of gender and the context-specific
components of participation and roles in violent extremism and in CVE. There is also a clear need for
appropriate monitoring, evaluation and learning (MEL) systems to assess the impact of current CVE efforts
and develop new ones.
Although specific strategies for addressing gender and CVE would depend on this mapping, initial findings
on violent extremism generally demonstrate the need for taking a multi-faceted approach that would
address gender considerations in the political, economic, social, religious and cultural fields. Given the
youthful nature of participation in violent extremism, factors related specifically to adolescence and youth
exclusion should also be considered, particularly those related to a sense of identity and belonging, and a
desire to effectuate change.
A mapping of potential strategies should also ensure the inclusion of all possible actors in a multi-faceted
and collaborative approach. In one particular instance, a CSO conducted awareness-raising on CVE for
Entraide national participants in a social worker training program. This is just one of several examples of
positive partnerships between the Entraide Nationale and a CSO at the community level.
Though not a CVE activity, the USAID Community-oriented Policing Activity (COPA) suggests some
innovative approaches and experiences that might be usefully expanded and adapted to address the two
cross-cutting themes of CVE and GBV in this analysis. The project aims to improve the participation of
citizens in promoting security and advancing community-oriented policing to develop the capacity of
police, government and community stakeholders to communicate more effectively and work
constructively together to solve problems of mutual concern.
257
Giscard d’Estaing, Sophie. Engaging Women in Countering Violent Extremism: Avoiding Instrumentalisation and
Furthering Agency, Gender & Development, 25:1, 103-118, 2017.
258
Thompson, Eric V. and McCants, Will. Partners Against Terror: Opportunities and Challenges for U.S.-
Moroccan Counterterrorism Cooperation. CNA's Institute for Public Research, 2013.
259
Interviews with INGO, and five CSOs, February 2018,
71

COPA’s work uniting law enforcement, Entraide Nationale, and CSOs, including women’s groups, in efforts
to improve state responsiveness to citizen concerns and rebuild public trust in law enforcement, could
serve as a helpful model of multi-actor collaboration for GBV and CVE initiatives. The project has
successfully included equal numbers of women as participants in its activities, and integrated actions to
address violence that disproportionately affects women and girls such as violence against female factory
workers and cyber-harassment. It has had occasion to successfully address gender-related resistance in
its activities, such as when some schools initially did not allow schoolgirls to visit a police station or play
in a soccer tournament.
4.3.6. Countering Violent Extremism Recommendations
1. There is extremely limited • Conduct a thorough mapping and analysis on CVE and gender
information available on violent in Morocco that would include:
extremism in Morocco generally, • The intersection of gender and context specific
and a quasi-absence of information drivers, motivations, conditions and processes for
on women’s roles in both violent participation in violent extremism, as well as in
extremism and in CVE efforts. reintegration and reinsertion efforts.
• The different roles of women in preventing,
promoting and participating in violent extremism.
• The intersection of gender and targets for violent
extremism.
• The different roles women have played or can play in
efforts to combat violent extremism.
• Specific strategies for addressing both: (a) the
intersections of gender and violent extremism; and
(b) increasing and improving the participation of
women in CVE efforts.
• The mapping and analysis should take a holistic approach by
examining both rule of law and political, economic and social
inclusion issues. It will require a specific strategy that will
necessitate direct, first-hand interviews with radicalized or
previously radicalized youth, as well as support and buy-in
from the Moroccan authorities.
2. CSOs are often reticent to work • Assess the risks of labeling programs directly as CVE
on or speak about CVE because of initiatives.
the sensitive nature of the topic
and its relationship with law
enforcement.
3. CVE efforts generally run the risk • Refrain from focusing solely on women as mothers and wives,
of reinforcing gender stereotypes and instead focus on parents and other adults in youths’ lives.
through strategies that focus on
women’s roles as mothers or on
purportedly natural skills for
“peacemaking”.
4. Media and official sources have • Any CVE efforts must take into consideration the extent of
documented the phenomenon of extra-territorial factors related to the risks of radicalization of
Moroccans living abroad in Europe Moroccans in general and develop strategies to address these.
or Europeans of Moroccan origin Special attention should be paid to the intersectionality
who have been radicalized there. between gender, migration abroad, and violent extremism.
Anecdotal reports also describe
72

Moroccan girls wanting to live the

dream of marrying a European
national or resident, and then
getting pulled into radicalized
groups in Europe via their
husbands.
73

5. GENERAL RECOMMENDATIONS
General Recommendations260
Integrating Men as Targets of Change in Gender Inclusion Efforts

1. The vast majority of gender • Ensure that gender inclusion efforts by all partners are made
inclusion efforts have targeted that target men as in need of change as well as women, and that
women as in need of interventions in are based on an understanding that improvements in women’s
order to change themselves. Even status will require efforts and changes by men as well.
when activities are co-ed and men
are involved as actors and
participants, the focus of efforts is
on developing and changing the
women.
2. A significant portion of co-ed • Complement awareness-raising efforts among all partners with
gender inclusion activities involve concrete and specific examples of behavior changes expected and
awareness-raising on values related required from men for gender inclusion to be practiced in reality.
to women’s rights, equality and
non-discrimination. These tend to
target and assess hoped-for changes
in attitudes and beliefs.261
3. A good proportion of the • Contribute to the body of knowledge informing gender
literature, studies, surveys and inclusion initiatives by supporting research that focuses on male
reports related to gender inclusion behaviors.262 For example, currently national reports in
to date have focused on evaluating, Morocco examine prevalence rates of VAW by surveying
studying and examining women – women about their experiences with violence. A
for example, their beliefs, their complementary and new approach would be to conduct a
activities, the prevalence and types national survey among men on the prevalence of discriminatory
of violence committed against behaviors, to assess the percentage of men for example who
them, etc. have forbidden their sister to go out, harassed women on the
street, or do not contribute to domestic responsibilities. Such
efforts would not only provide valuable information on the
extent and nature of persisting discriminatory behaviors but
would also identify concrete and specific behaviors that could
then be the topic of awareness-raising for needed change.
260
Unless specifically noted otherwise, the findings and recommendations in this section reflect general trends and
patters in gender inclusion efforts among the diversity of actors involved – GOM, USAID, FTPs, international
implementers, and CSOs – and are not intended to single out or target any one type of actor or particular
institution.
261
Additionally, MEL efforts to date tend to assess these based on self-reporting rather than on observation of
changes in behaviors.
262
There have been some studies that examine male beliefs, attitudes and stereotypes, but very few if any that have
examined concrete behaviors.
74

Ensuring the Implementation of Laws through Improved Advocacy and Accountability

4. Implementation of laws and policies • Conduct a thorough mapping on the diverse political,
favorable to gender inclusion and economic, institutional, social, administrative and cultural
women’s rights is quite often obstacles to the effective implementation of laws and propose
lacking. Though many suppositions solutions to remedy them.
for this exist, there is a dearth of
sectoral, institutional and
grassroots level information on the
reasons for and systems dynamics
behind this.
5. Implementation of laws and policies • Support efforts to institutionalize laws and policies so that they
favorable to gender inclusion and can survive staffing changes and be consistently applied and
women’s rights are frequently enforced.
dependent on the individual
person(s) responsible for local
application and enforcement. This
leads to inconsistent application of
laws across jurisdictions and
instability of outcomes with
personnel changes.
6. A good number of hoped-for • Take steps to ensure that measures intended to promote
reforms related to gender inclusion gender inclusion are deemed mandatory in the law.
are presented or understood as • Prioritize supporting the implementation of measures that are
optional best practices rather than already legally mandatory for maximum buy-in and
as mandatory policies that must be appropriation.
applied. This limits buy-in and
appropriation by the relevant
stakeholders responsible for
implementing such measures.
7. Numerous laws and policies create • Ensure that effective and mandatory monitoring mechanisms
clear obligations for state and/or are integrated within laws and policies and institutionalized
private actors but lack the within both public and private institutions.
necessary monitoring mechanisms.
8. Even laws with monitoring • Ensure that clear and enforceable sanctions for noncompliance
mechanisms often lack clear with legal obligations are integrated within laws and policies
sanctions and enforcement of and institutionalized within both public and private institutions.
sanctions for non-compliance.
9. The research and analysis reveal • Support GOM efforts to identify and implement gender
gaps in the GOM application and inclusion strategies in areas within the realm of its prerogatives
institutionalization of gender as the public authority, such as where public funding is
inclusion laws and policies within allocated. For example, public housing subsidies can be made
the realm of its own prerogatives as contingent on registering homes in the names of both spouses,
the public authority. and political party funding dependent on gender inclusion.
10. CSO advocacy often lacks data and • Support CSOs to do monitoring and documentation of public
information on the effectiveness services, recognizing that legislative advocacy is an ongoing
and efficiency of state provision of effort for regular amendments to laws based on the results of
public services. Additionally, assessments of the effectiveness of the laws and remaining gaps.
legislative advocacy is frequently
considered a one-off campaign that
ends when a law is enacted.
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11. Persistent lack of access to • Recognize that advocacy without accountability is ineffective.
information and transparency Take steps to ensure that institutions make available all
among public institutions hinders information necessary for citizens to access and advocate to
CSO capacity to conduct advocacy. representatives. Some examples include contact information
for representatives, as well as records of their attendance and
voting at lawmaking fora.
12. Awareness-raising alone, without • Complement awareness-raising with concrete services to
practical accompaniment to public facilitate registrations and other administrative procedures for
services, is not sufficient for women women.
to access their rights. • Support efforts to advocate for and implement affordable,
simplified administrative procedures on issues related to
gender inclusion.
Promoting Sustainability and Coherence in Gender Inclusion Efforts
13. Numerous creative and innovative • Ensure that systems and resources for long-term institutional
gender inclusion efforts have been appropriation of pilot tools and mechanisms are built in to
tested and implemented on a pilot projects from the very beginning. These should include
basis in communities across the realistic and concrete staffing and funding plans.
country. However, the tools and
mechanisms tend to disappear and
fall out of use once the project
period ends.
14. The creative and innovative gender • Develop fresh (and mandatory) mechanisms for sharing and
inclusion efforts tested and exchanging gender inclusion efforts and distributing tools and
implemented in local communities resources to actors across the country, in order to promote a
have not been consistently shared coherent and egalitarian development across the country.
and “scaled across” to other • Support in-person exchanges through regular events like
communities across the country. professional or economic fairs, with substantive programs, not
This maintains communities in just honorific speeches by dignitaries, which provide
isolation and maintains regional opportunities for meaningful dialogue and exchange of
disparities. Though written online experiences and tools.
reports and print publications are
important, there is a lack of
targeted/widespread distribution of
the publications to people who
could or need to use them (no
distribution or communications
strategy), and written
communications forms are perhaps
not always the most meaningful or
effective.
15. Hierarchical relationships and • Integrate issues of beneficiary relationships into gender audits
communications between service of all partners.
providers, whether institutional or
CSOs, can be disempowering to
women participants in programs.
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16. Role models and examples of • Continue to create opportunities for women to hear success
women who have succeeded in stories from other women, taking care not to encourage a
politics or in business are a crucial culture of VIP “stars”, but to provide sources for positive
part of encouraging other women encouragement.
that it can be done, of providing • Participants in USAID programs should be encouraged and
concrete examples and advice of supported to serve as role models themselves. For example,
how it can be done, and of reducing Career Center participants who have gone on to acquire a job
family and community resistance or could be supported to return to their home communities and
opposition to women’s give a talk to young women, their parents, and local educators
participation in politics, the about their experiences.
economy, or the world of work.
Encouraging a Systems Approach to Gender Inclusion Efforts
17. A good number of efforts to date • Complement such efforts with initiatives that encourage building
appear to have been focused on power through solidarity and collective group advocacy.
capacity building of individual
women, focusing on personal skills
and knowledge.
18. Likewise, a good number of gender • Complement these “entry phase” efforts at inclusion to ensure
inclusion efforts to date have sustained and effective outcomes through initiatives that
focused on providing access to strengthen and improve the conditions under which women
resources and fostering access to integrate politics, workplaces, and the economy.
positions in politics or to • Develop and support measures at the institutional and
professional integration through administrative levels that ensure that once women enter into
employability. However, once the political, professional and economic spheres, there is an
integrated or present, there are no environment conducive to their sustained and effective
institutional measures or participation.
administrative procedures that
guarantee favorable conditions for
an effective participation or the
sustained success of her presence.
Indeed, most observers described
how once women enter political,
economic and professional spheres,
they are often met with hostile
environments.
Fostering Local Efforts to Promote Gender Inclusion
19. Gender inclusion is normally a • Conduct a strategic analysis and mapping to determine the
sectoral approach developed by the precise room for maneuvering at all levels of local authorities
national authorities and then in areas of gender inclusion.
executed locally by decentralized • Make recommendations for specific areas of intervention by
authorities. Additionally, quite a decentralized actors based on newly assigned or emerging
few national laws and policies, such roles and responsibilities.
as the recently enacted VAW law, • Support and foster partnerships between the Entraide Nationale
have gaps and deficiencies. and local CSOs for gender inclusion initiatives at the local level.
However, decentralization efforts
underway provide fresh
opportunities to promote gender
inclusion at the regional, provincial
and communal levels.
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20. Decentralization efforts provide • Ensure that all partners are aware of legal provisions related to
new opportunities for CSO the roles of local authorities and relationships between them
participation in local decision- and the CSOs.
making and community • Support mechanisms for communications and information
development. Some observers exchange between CSOs and local authorities, and effective
report a lack of knowledge of participation of CSOs at local decision-making fora.
mechanisms for these • Review and support changes as necessary to local systems for
opportunities, as well as cronyism awards of public funding to ensure their transparency and
based on political party affiliations objectivity.
in the local grants of public funds to
CSOs.
21. Local authorities do not • Support should be provided to local authorities and CSOs alike
systematically or thoroughly to ensure that women participate in and that gender is included
integrate gender issues or women in the local planning processes.
as participants into their planning
and budgeting processes. They lack
the material, financial and human
resources to conduct gender
impact assessments of programs
and policies.
Enhancing Monitoring, Learning and Evaluation
22. The majority of MEL efforts related • Develop and share indicators to observe and assess changes
to gender to date tend to focus on among male participants in programs and share with all partners,
results among the women targeted in line with the above section on integrating men as targets of
by the project. gender inclusion efforts.
23. MEL efforts tend to focus on • Identify indicators to observe and assess results at broader
results at the level of the individual levels, such as within the family, household, community,
participant. organization, or institution, with all partners.
24. MEL efforts are frequently limited • Support the development and sharing of more qualitative
on the quantitative output level. For indicators at the outcome and impact level to better assess
example, the GOM GSB changes in the conditions of people’s lives as a result of the
performance indicators count the programs.
number of centers built for women
and the number of women
participants in their activities.
25. Qualitative results in MEL on • Ensure that MEL in gender inclusion programs goes beyond
gender inclusion tend to be limited personal development indicators to examine concrete behavioral
to personal changes in individual changes and the impact on the actual conditions for the lives of
women such as an increase in self- women and those around them.
confidence and self-esteem,
technical skills, public speaking
capacities and knowledge about
their rights.
26. Project reporting is often viewed as • Promote a vision of and tools for MEL among all partners that
a promotional tool rather than a supports on-going learning and honest assessments for
learning tool. For example, one necessary project adjustments.
CSO receiving public funding
reported being instructed to
remove all challenges and difficulties
from its project narrative reports
and include only successes.
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Enhancing the Quality of Information Available to Inform Gender Inclusion Efforts

27. While there are a plethora of • Support qualitative research that would examine reasons
studies available on gender inclusion behind social and demographic phenomenon detailed in
issues, these are frequently limited statistical data.
to statistics and numerical
indicators. In contrast, there is a
lack of qualitative research that
would explain the reasons behind
the data. For example, although
there is detailed information
available on women’s labor force
participation rates, there are fewer
studies that explain reasons behind
this phenomenon.
28. The general tendency, in GOM • Encourage research and assessments that focus on state
reports and studies in particular, is response by examining and assessing the efficiency,
to focus on and examine variables effectiveness and citizen satisfaction with laws and public
and phenomenon related to the services.
population. Illustrative examples
include reports on the prevalence
and types of violence committed,
or beliefs and opinions among the
population about gender roles. In
contrast, very little has been
produced by any of the diverse
actors that focuses on the state
itself.
Promoting Access, Sharing and Effective Use of Information
29. Although there have been a wealth • Encourage all partners to produce translations of useful
of documentation and tools documentation and tools into appropriate languages to share
produced by the diverse actors with a broader range of concerned stakeholders.
involved in gender inclusion efforts,
these are not systematically and
consistently made available in the
appropriate language. The lack of
translation hinders the helpfulness
of resources that do exist. Many
GOM studies, strategic plans,
surveys, brochures and the like are
not available or easily accessible
online in Arabic. Likewise,
international actors often limit the
production of potentially helpful
reports and tools to just English
and French.
30. CSOs produce very little • Support CSOs to produce more substantive documentation
documentation on their projects about their gender inclusion efforts. Encourage them to make
aside from reports to their donors. these available online and share with a broader community of
The other types of CSO actors.
publications that do exist are not
shared online or by other methods
with a broader range of CSOs.
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CONCLUDING OBSERVATIONS
This gender analysis has identified several common themes that have characterized gender inclusion efforts
in Morocco to date by the wide diversity of public and private, Moroccan and international actors present
and active in the field. In the authors’ view, these themes must be addressed for meaningful and sustained
progress in gender inclusion efforts in Morocco.
As has been described in this analysis, in order for laws to be implemented they must be accompanied by
mandatory obligations with effective and well-resourced monitoring mechanisms and meaningful, applied
sanctions for non-compliance. Monitoring, evaluation and learning systems must move beyond
quantitative activity and output level indicators at the individual level to examine qualitative impacts at
collective levels in changes in the conditions of peoples’ lives.
Most importantly however, gender inclusion initiatives to date in Morocco have largely placed the
responsibility for change on individual women. The majority of analyses and initiatives are organized
around ideas about what women are lacking on an individual level – self-confidence, skills, capacities,
resources – rather than what institutions are not providing or which individual and collective behaviors
by others are preventing women from participating equally.
Under this view, individual women are deemed to be in need of making more efforts to change themselves,
as in the case of political and economic inclusion. Moreover, they are then deemed responsible for
changing men, as can be the case in CVE efforts.
The prevailing theory of change, by which personal development and individual capacity building for
women will then lead to changes in men and in the larger systems and structures, places an unrealistic
responsibility for and a much too heavy burden on women for creating change personally, culturally and
socially. This approach suggests that if gender inclusion efforts do not work, then it must be the women’s
fault, something that can be remedied through even more capacity building targeted at them. This also
gives the impression that women are still in a preparatory phase of “training,” and therefore not ready or
worthy yet of full participation.
Efforts are thus needed that recognize, reaffirm and integrate the notion that gender inclusion also requires
specific behavioral changes by individual men, as well as concrete shifts in policies, practices and
procedures by public and private institutions.
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ANNEX A: STATEMENT OF WORK

SCOPE OF WORK
USAID/MOROCCO GENDER ANALYSIS
December 28, 2017
1. OBJECTIVE
A gender analysis is the systematic gathering and analysis of information to identify and understand the
roles, divisions of labor, resources, constraints, needs, opportunities/capacities, and interests of men and
women (and girls and boys) at the macro level in a given context. The analysis should also look at other
cross-cutting issues, e.g., gender-based violence and women’s leadership.
The goal of USAID/Morocco’s country level gender analysis is to identify key gender issues, inequalities,
constraints, and opportunities and offer conclusions and specific recommendations on how USAID can
achieve greater gender integration in its strategic planning and activities in Morocco. This targeted analysis
will focus on specific questions relating to education and livelihoods, access to local government services,
economic, social and political inclusivity of key excluded populations, and will analyze comparisons
between two to three excluded regions of Morocco (outside of Casablanca, Rabat, Tangier and
Marrakech) based on socio-economic indicators (such as Beni-Mellal, Errachidia, Ouarzazate-Zagora).
Promoting gender equality and advancing the status of all women and girls around the world is vital to
achieving U.S. foreign policy and development objectives. In 2012, USAID adopted several comprehensive
and interlinked policies and strategies to reduce gender inequality and enable girls and women to realize
their rights, determine their life outcomes, influence decision-making, and become change agents in
households and communities.
The analysis will focus on activities seeking to enhance economic inclusion, namely by connecting
economically excluded populations with the information, skills, and other resources they need to access
livelihoods and to strengthen regional-level planning and networks to improve economic opportunities in
economically excluded regions. It will also include analysis of activities seeking to enhance political inclusion
by improving meaningful representation and participation in local government. The analysis will focus on
reducing inequities based on gender and USAID/Morocco would appreciate the team commenting to the
greatest extent possible so that the mission may assess possible interventions.
The gender analysis findings and recommendations will be used to guide USAID/Morocco’s integration of
gender throughout its strategic planning, including developing a strategic results framework, the Embassy
Rabat Integrated Country Strategy, and the General Development Office Project Appraisal Design (PAD),
as well as to design upcoming cross-cutting, democracy and governance (DG) and economic growth (EG)
activities.
2. BACKGROUND
In sum, the identified local challenges are as follows:
1) Weak Public Service Delivery, Especially in Rural Areas (Education/Health/Water)
2) Unmet Expectations and Low Civic Participation
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3) Lack of Inclusive Economic Development and Secure Livelihoods
4) Rural Exclusion and Marginalization
5) Isolation and susceptibility to Violent Extremist Organizations
Relationship to Other USAID Programs and Other Donors
Promoting gender equality and advancing the status of all women and girls around the world is vital to
achieving U.S. foreign policy and development objectives. In 2012, USAID adopted several comprehensive
and interlinked policies and strategies to reduce gender inequality and enable girls and women to realize
their rights, determine their life outcomes, influence decision-making, and become change agents in
households, communities, and societies. These policies and strategies include: The Gender Equality and
Female Empowerment Policy; the U.S. National Action Plan on Women, Peace and Security; the U.S.
Strategy to Prevent and Respond to Gender-Based Violence Globally; the USAID Vision for Ending Child
Marriage and Meeting the Needs of Married Children; the USAID Disability Policy, the USAID lesbian, gay,
bisexual, trans, and/or intersex Vision for Action and the USAID Counter-Trafficking in Persons Policy.
Together, these policies and strategies provide guidance on pursuing more effective, evidence-based
investments in gender equality and female empowerment and incorporating these efforts into our core
development programming. Automated Directive System (ADS) 205 explains how to implement these
new policies and strategies across USAID’s Program Cycle.
3. RESULTS AND GOALS
The goal of the gender analysis will be to successfully address the following objectives and provide
recommendations:
● Provide a broad overview of the significant gender issues at the macro level in Morocco. This overview
should include:
o A snapshot of the gendered social and political economy in Morocco (including reference to
any international indices such as the World Economic Forum Global Gender Gap or United
Nation Development Program Gender Inequality Index);
o Description of the policy environment and capacity to address gender gaps at the
o national and sub-national levels, including government gender action plan(s) and
o Government’s commitments to international agreements and treaties;
o A snapshot of civil society’s efforts to promote gender equality and how other donors
respond to gender issues; and
o Assess key Government of Morocco (GOM) and other donor gender-related policies, laws,
and programs, and identify opportunities for collaboration and mutual strengthening of
gendered approaches.
● Outline significant gender issues that need to be addressed at the strategic and project levels for a
broad range of USAID technical areas, including democracy and governance, economic growth,
countering violent extremism, and peace and security and identify possible entry points for gender
considerations incorporation into ongoing and future activities
● Identify the gender-based constraints to and opportunities for equitable participation and access of
both men and women to existing and planned USAID programs and services. The analysis should focus
on positive areas of intervention for integrating gender into relevant programs/projects/activities but
will also spotlight strengths in ongoing activities through identification and analysis of both lessons
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learned and promising practices. The emphasis of positive opportunities should be done without
ignoring potential threats that would result from weak interventions.
● Provide recommendations on the following:
• Analyze the potential impacts of USAID/Morocco’s DG/EG proposed activities and strategic
approaches on the status of men and women in Morocco, taking into consideration rural /
urban divide, class, and other key variables in the target regions.
• Identify successful strategies, approaches, and lessons learned that USAID/Morocco can use
to enhance accessibility and equitability of its programs to improve the wellbeing of women,
men, girls, and boys.
• Provide recommendations that identify and prioritize how the mission can better integrate
gender considerations into current and future programs at the country development strategy
level.
• Provide recommendations on how to incorporate gender in monitoring and evaluation
systems.
4. GENERAL ANALYSIS PARAMETERS
The contractor’s approach should include the following:
● Comprehensive literature review of pertinent documents, including studies, assessments, surveys,

and country-level gender analyses conducted by donors, non-governmental organizations
(NGOs), the GOM, academic communities, and USAID, including but not limited to partner annual
reports and gender analyses, situation analyses, sector assessments, evaluations, GOM laws,
regional or sectoral gender analyses, official national- and regional-level data and statistics, periodic
reports to United Nations (UN) human rights committees, and shadow reports and reports by
the UN, regional intergovernmental organizations, and implementers.
● Representative, non-exhaustive discussions and interviews with a wide variety of key stakeholders,
such as intended program beneficiaries, local academic institutions, other donors, civil society
organizations, GOM officials, key USAID/Morocco representatives, U.S. Embassy Rabat staff, and
U.S. Consul General Casablanca staff. The consultants will be expected to develop a list of key
contacts and provide the list to USAID/Morocco.
● Representative, non-exhaustive meetings with USAID implementing partners (contractors,
grantees, private voluntary organizations /Non-Governmental Organizations) and each technical
team. USAID technical teams will assist with identifying the most important partner contacts and
will provide introduction letters for the team to set up those appointments.
● Site visits to project activities, when appropriate.
The Contractor should include all of the domains listed in ADS 205.3 in the gender analyses.
5. ESTIMATED LEVEL OF EFFORT
To perform the work the team will need approximately 30 working days.
Performance Period: Approximately six weeks starting in early January 2018.
6. DELIVERABLES / TASKS REQUIRED
All written documentation for submission by the offeror to USAID/Morocco must be in English. The
Contractor will provide the following deliverables:
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1. Work plan/schedule: The Contractor shall submit a work plan to be approved by the Contracting
Officer’s Representative (COR). The data collection instruments and proposed list of interviewees
shall be submitted no less than three weeks prior to the gender analysis. The USAID/Morocco General
Development Office will provide a list of initial documents and interview suggestions to assist the
Consultant. (See Attachment 1).
2. Field Visits should include the following:

• A kick-off meeting on day one in the field with relevant USAID staff to include an in-brief on the
literature review;
• Visits with key stakeholders, including: key GOM partners; USAID implementing partners;
identified members of civil society, academics, and local leaders; other donors; and identified
members of the U.S. Embassy in Rabat or Consul General in Casablanca.
• Mission-wide out-brief presentation/discussion of the gender analysis, including initial key findings
from stakeholder interviews, site visits and meetings with USAID partners and other donors, as
well as initial conclusions and recommendations for gender integration in USAID/Morocco
programming. Presentation materials will be due one business day before the out-brief.
7. SCHEDULES AND LOGISTICS
The Contractor shall be responsible for the administrative support and logistics required to fulfill this task.
These shall include all travel arrangements, appointment scheduling, secretarial services, report
preparations services, printing, duplicating, and translation services.
USAID will assist the Contractor in obtaining any additional program documents and contacts necessary
to fulfill the task. The COR and/or alternate will provide strategic direction and guidance throughout the
analytical process, including the development of the final work plan, any data collection tools, and gender
analysis report outline, approach, and content. It is expected that many USAID/Morocco staff with
different expertise will be involved with the gender analysis process. The primary focal point for the gender
analysis will be Nadia Amrani as primary contact and Jennifer Nikolaeff as secondary, based at
USAID/Morocco.
8. FINAL REPORT FORMAT
The Gender Analysis final report must not exceed 30 pages, excluding cover page, table of contents, and
annexes/attachments.
The report must be written in English and should include an executive summary, introduction, background
on the local context, the main analytical objectives, the methodology or methodologies, limitations to the
analysis, findings, conclusions, recommendations, and lessons learned (if applicable).
The Report will succinctly describe:
• Key gender issues and gender-based constraints in Morocco related to USAID/Morocco’s current and
future strategic plan and program portfolio and manageable interest.
• An analysis of the most binding constraints to promoting gender equality, including additional analysis
on how these constraints vary within Morocco, with a specific focus on two or three representative
regions of excluded regions in Morocco.
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• Specific and significant gender issues that need to be addressed at the strategic level for
USAID/Morocco technical areas (Democracy and Governance, Economic Growth and Youth
Employability, and Education).
• Specific recommendations on how USAID/Morocco can better address gender-related gaps, relevant
gender norms, and incorporate gender equality and women’s empowerment objectives at the strategic
level, and opportunities for collaboration between USAID and the GOM, other donors, and/or other
relevant actors.
• Up-to-date analysis on other donors’ work on gender equality, and specific recommendations on how
USAID/Morocco can leverage its own comparative advantage to maximize the impact of this collective
work.
• The executive summary should be three to five pages in length and summarize the purpose,
background of the project being evaluated, main analytical questions, methods, findings, conclusions,
and recommendations and lessons learned (if applicable).
• The analytical methodology shall be explained in the report in detail. Limitations to the gender analysis
shall be disclosed in the report, with particular attention to the limitations associated with the
methodology.
• Annexes should include the following information:
• Statement of work;
• A bibliography of sources consulted, including interviews, focus groups, and any other data collection
method;
• Comprehensive annotated bibliography of all documents reviewed;
• List of sites/organizations/institutions visited, and individuals and groups interviewed, including name,
title, organization and contact information;
• All data collection tools, survey instruments, and questionnaires developed for interviews and focus
group discussions; and
• Electronic copy of data sets.
All quantitative data collected by the analytical team must be provided in machine-readable, non-
proprietary formats as required by USAID’s Open Data policy (see ADS 579). The data should be
organized and fully documented for use by those not fully familiar with the analysis. USAID will retain
ownership of all survey and datasets developed. All project data and records will be submitted in full and
should be in electronic form in non-proprietary software and easily readable format, organized and
documented for use by those not fully familiar with the gender analysis, as well as for submission to the
Development Data Library, and will be handed over to USAID, who owns the data.
This country level gender analysis shall comply with ADS Chapter 205 requirements for gender analysis,
which is available through the following link: https://www.usaid.gov/sites/default/files/documents/1870/205
9. SUBMISSION TO THE DEVELOPMENT EXPERIENCE CLEARINGHOUSE (DEC)
The final approved report will be a public document to be submitted to the Development Experience
Clearinghouse (www.dec.org) (DEC) following the required Office of GenDev format (see Annex II). The
contractor will make the final gender analysis report publicly available through the Development
Experience Clearinghouse within 30 calendar days of final approval of the formatted report.
10. TASK ORDER PACKAGING AND MARKING
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Task Order packaging and marking shall be performed in accordance with Section D of the Advancing the
Agenda of Gender Equality (ADVANTAGE) IDIQ No. AID-OAA-I-14-00050
11. BRANDING AND MARKING
The Contractor shall comply with the requirements of the policy directives and required procedures
outlined in USAID Automated Directive System (ADS) 320.3.2 “Branding and Marking in USAID Direct
Contracts” (version from January 8, 2007) at https://www.usaid.gov/ads/policy/300/320; and USAID
"Standard Graphic Manual" available at: http://www.usaid.gov/branding/gsm, or any successor branding
policy.
86

ANNEX B: BIBLIOGRAPHY OF
SOURCES CONSULTED
IN ENGLISH OR FRENCH:
ABA ROLI. Rule of Law Approaches to Countering Violent Extremism. Nicholas Robinson and
Catherine Lena Kelly, 2017.
https://www.americanbar.org/content/dam/aba/directories/roli/misc/rule-of-law-approaches-to-
countering-violent-extremism-2017.authcheckdam.pdf
Aboukhsaiwan, Ola, Measuring the Impact of Income-Generating Projects on Women's Empowerment

Outcomes: Evidence From Rural Morocco, Wharton Research Scholars 106, 2014.
Aboutaieb, R. Étude Analyse sur le Genre et l’Inclusion Sociale. 2016.
Agence Française de Développement. Dans Quelles Conditions le Travail des Femmes Devient-il un
Facteur d’Autonomisation? Question de Développement, May 2015.
Alami Mchichi, Houria. Recherche-Action sur la Participation Politique des Femmes au Niveau Local au
Maroc. UN-INSTRAW and CAWTAR, 2009.
Alexander, Audrey. Women & Violent Extremism: Futures without Violence. Linking Security of
Women & Security of States. Blueprint, 2017.
https://www.futureswithoutviolence.org/wp-content/uploads/FWV_blueprint_Final_web.pdf
Berriane, Yasmine. Reforming Gendered Property Rights: The Case of Collective Land in Morocco. In
Women and Social Change in North Africa: What Counts as Revolutionary? Doris H. Gray and Nadia
Sonneveld, ed. (Cambridge University Press), 2018.
Bladi.net. Polémique: Benkirane Conseille aux Marocaines de s’Occuper de Leurs Foyers, 22 June 2014.
https://www.bladi.net/benkirane-marocaines-foyer.html
Bordat, Stephanie Willman and Saida Kouzzi. Legal Empowerment of Unwed Mothers: Experiences of
Moroccan NGOs. International Development Law Organization, 2010.
http://mrawomen.ma/wp-
content/uploads/doc/Stephanie___Saida_s_IDLO_paper_for_Morocco__April_2010.pdf
Bordat, Stephanie Willman and Susan Schaefer Davis, with Saida Kouzzi. Women as Agents of
Grassroots Change: Illustrating Micro-Empowerment in Morocco,” Journal of Middle East Women’s
Studies Winter 2011 (7:1), 2011.
http://muse.jhu.edu/article/409182
Boyle, Phillip, Ettibari Bouasla and Mhammed Abderebbi. USAID/Morocco Mid-term Evaluation:
Favorable Opportunities to Reinforce Self-Advancement for Today’s Youth (FORSATY). Prepared by
Checchi and Company Consulting, Inc., 2016.
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Carter, B. Women and Violent Extremism. GSDRC Helpdesk Research Report 89. University of
Birmingham, 2013.
http://www.gsdrc.org/docs/open/hdq898.pdf
Castillejo, Clare and Tilley, Helen. The Road to Reform: Women’s Political Voice in Morocco.
Overseas Development Institute, 2015.
https://www.odi.org/publications/9483-road-reform-womens-political-voice-morocco
Chapin, Ellen, Beyond the Caliphate: Morocco, 2017.

https://ctc.usma.edu/app/uploads/2018/01/CTC-Morocco.pdf
Chicha, Marie-Thérèse. Inégalités de Genre et Pratiques d’Entreprise au Maroc. Bureau International du

Travail, Novembre 2013.
http://www.ilo.org/wcmsp5/groups/public/@africa/@ro-addis_ababa/@ilo-
algiers/documents/publication/wcms_242346.pdf
Chourouk Center for Social Development. Final Performance Report to MEPI, 2017.
Counterpart International. Programme de Renforcement de la Société Civile au Maroc. Gender and

social inclusion Mainstreaming in the CSSP, 2017.
Counterpart International. Programme de Renforcement de la Société Civile au Maroc. Rapport de

Diagnostic Organisationnel en Genre et Inclusion Sociale de l’Association Colombe Blanche, 2017.
Counterpart International, Programme de Renforcement de la Société Civile au Maroc. Résumé Exécutif

Analyse Genre et Inclusion Sociale dans les Politiques Publiques Locales. État des lieux, Recommandation
CSSP et Plan d’Action (Temara, Tetouan, Fes, Safi), 2017.
Couture, Krista London. A Gendered Approach to Countering Violent Extremism: Lessons Learned
from Women in Peacebuilding and Conflict Prevention Applied Successfully in Bangladesh and Morocco.
Brookings Institute, 2014.
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FINAL2.pdf
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de l'Accès aux Droits Humains : de la Multiplicité à l’Indivisibilité, 2015.
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Royaume du Maroc. Ministère de la Famille, de la Solidarité, de l’Égalité et du Développement Social.

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les Comportements des Marocains et Marocaines, 2016.
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Enquête Nationale sur le Handicap, 2014.
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Plan Gouvernemental for l’Égalité IKRAM 1, 2012-2016.
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Women's Economic Empowerment In the Changing World of Work. Report of the Kingdom of
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wjAzbXW9_jYAhUEOhQKHRFDCJ0QFgg0MAQ&url=https%3A%2F%2Ffanyv88.com%3A443%2Fhttp%2Fexpertes.ma%2Ffile%2F2016%2F
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98
‫ ‬
‫ ‬
‫‪IN ARABIC:‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪﻟﻈﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.11.91‬ﺻﺎدرﻓﻲ ‪ 29‬ﻳﻮﻟﯿﻮ ‪ 2011‬ﺑﺘﻨﻔﯿﺬﻧﺼﺎﻟﺪﺳﺘﻮر‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%AA%D9%86%D9%81%D9%8A%D‬‬
‫‪8%B0%20%D8%A7%D9%84%D8%AF%D8%B3%D8%AA%D9%88%D8%B1.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.14.139‬ﺻﺎدرﻓﻲ ‪ (13‬أﻏﺴﻄﺲ)‪ 2014‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ‬

‫‪066.13‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﻤﺤﻜﻤﺔاﻟﺪﺳﺘﻮرﻳﺔ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%84%D9%85%D8%AD%D‬‬
‫‪9%83%D9%85%D8%A9%20%D8%A7%D9%84%D8%AF%D8%B3%D8%AA%D9%88%D8%B1%D9%8A%D‬‬
‫‪8%A9.docx‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺮﻗﻢ‪ 70.03‬ﺑﻤﺜﺎﺑﺔﻣﺪوﻧﺔاﻷﺳﺮة‪،‬ﺻﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 25‬ﻳﻨﺎﻳﺮ‪2016‬‬

‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D9%85%D8%AF%D9%88%D9%86%D8‬‬
‫‪%A9%20%D8%A7%D9%84%D8%A3%D8%B3%D8%B1%D8%A9.docx‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.17.47‬ﺻﺎدر ‪ (21‬ﺳﺒﺘﻤﺒﺮ )‪2017‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪14.79‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﮫﯿﺌﺔاﻟﻤﻨﺎﺻﻔﺔوﻣﻜﺎﻓﺤﺔﻛﻸﺷﻜﺎﻻﻟﺘﻤﯿﯿﺰ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D9%87%D9%8A%D8%A6%D8%A9%20‬‬
‫‪%D8%A7%D9%84%D9%85%D9%86%D8%A7%D8%B5%D9%81%D8%A9%20%D9%88%D9%85%D9%83%‬‬
‫‪D8%A7%D9%81%D8%AD%D8%A9%20%D9%83%D9%84%20%D8%A3%D8%B4%D9%83%D8%A7%D9%‬‬
‫‪84%20%D8%A7%D9%84%D8%AA%D9%85%D9%8A%D9%8A%D8%B2.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻷﻣﺎﻧﺔاﻟﻌﺎﻣﺔﻟﻠﺤﻜﻮﻣﺔ‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.16.102‬ﺻﺎدرﻓﻲ ‪ (20‬ﻳﻮﻟﯿﻮ )‪ 2016‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ‬

‫‪78.14‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﻤﺠﻠﺴﺎﻹﺳﺘﺸﺎرﻳﻠﻸﺳﺮةواﻟﻄﻔﻠﻮﻟﺔ‬
‫‪http://www.sgg.gov.ma/Portals/1/lois/Loi_78.14_Ar.pdf?ver=2016-09-16-131703-033‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻒ ‪ 1.17.112‬اﻟﺼﺎدرﻓﻲ ‪ 2‬ﻳﻨﺎﻳﺮ ‪،2018‬اﻟﻘﺎﺿﯿﺒﺘﻨﻔﯿﺬﻗﺎﻧﻮن ‪89.15‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺎﻟﻤﺠﻠﺴﺎﻻﺳﺘﺸﺎرﻳﻠﻠﺸﺒﺎﺑﻮاﻟﻌﻤﻼﻟﺠﻤﻌﻮي‪.‬‬
‫‪http://adala.justice.gov.ma/AR/img_html/pdf.ico‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.10.191‬ﺻﺎدرﻓﻲ ‪ (13‬دﻳﺴﻤﺒﺮ )‪ 2010‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪41.10‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺘﺤﺪﻳﺪﺷﺮوطﻮﻣﺴﺎطﺮاﻻﺳﺘﻔﺎدةﻣﻨﺼﻨﺪوﻗﺎﻟﺘﻜﺎﻓﻼﻟﻌﺎﺋﻠﻲ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%B5%D9%86%D8%AF%D9%88%D9‬‬
‫‪%82%20%D8%A7%D9%84%D8%AA%D9%83%D8%A7%D9%81%D9%84%20%D8%A7%D9%84%D8%B9‬‬
‫‪%D8%A7%D8%A6%D9%84%D9%8A.docx‬‬
‫اﻟﻤﻤﻠﻜﺔ اﻟﻤﻐﺮﺑﯿﺔ‪ ،‬اﻷﻣﺎﻧﺔ اﻟﻌﺎﻣﺔ ﻟﻠﺤﻜﻮﻣﺔ‪ ،‬ظﮫﯿﺮ ﺷﺮﻳﻒ رﻗﻢ ‪، 18.20‬ﺻﺎدر ﻓﻲ ‪ 5‬ﺟﻤﺎدى اﻵﺧﺮة ‪22) 1439‬‬
‫ﻓﺒﺮاﻳﺮ ‪ (2018‬ﺑﺘﻨﻔﯿﺬ اﻟﻘﺎﻧﻮن ‪ 83.17‬ﺑﺘﻐﯿﯿﺮ اﻟﻘﺎﻧﻮن رﻗﻢ ‪ 41.10‬اﻟﻤﺘﻌﻠﻖ ﺑﺘﺤﺪﻳﺪ ﺷﺮوط وﻣﺴﺎطﺮ اﻻﺳﺘﻔﺎدة ﻣﻦ‬
‫ﺻﻨﺪوق اﻟﺘﻜﺎﻓﻞ اﻟﻌﺎﺋﻠﻲ‪ ،‬اﻟﻤﺼﺎدق ﻋﻠﯿﻪ ﻓﻲ ﻣﺠﻠﺲ اﻟﻨﻮاب ﺑﺘﺎرﻳﺦ‪14‬ﻓﺒﺮاﻳﺮ‪2018‬‬
‫‪http://www.chambredesrepresentants.ma/sites/default/files/loi/rapp_com_lec_1_83.17.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﮫﯿﺌﺔاﻟﻌﻠﯿﺎﻟﻠﺤﻮاراﻟﻮطﻨﯿﺤﻮﻹﺻﻼﺣﻤﻨﻈﻮﻣﺔاﻟﻌﺪاﻟﺔ‪،‬ﻣﯿﺜﺎﻗﺈﺻﻼﺣﺎﻟﻌﺪاﻟﺔ‪2013‬‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%AE%D8%B7%D8%A9%20%D8%A7‬‬
‫‪%D9%84%D8%B9%D8%AF%D8%A7%D9%84%D8%A9.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.58.250‬ﺑﺴﻨﻘﺎﻧﻮﻧﺎﻟﺠﻨﺴﯿﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﺻﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 26‬أﻛﺘﻮﺑﺮ‬

‫‪2011‬‬
‫‪99‬‬
‫ ‬
‫ ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/Nationalite.doc‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.02.239‬ﺻﺎدرﻓﻲ ‪ 3‬أﻛﺘﻮﺑﺮ ‪ 2002‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪37.99‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺎﻟﺤﺎﻟﺔاﻟﻤﺪﻧﯿﺔ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%84%D8%AD%D8%A7%D‬‬
‫‪9%84%D8%A9%20%D8%A7%D9%84%D9%85%D8%AF%D9%86%D9%8A%D8%A9.docx‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ﻣﻨﺸﻮرﺣﻮﻟﺘﻌﺰﻳﺰاﻟﺘﻨﺴﯿﻘﻔﯿﻤﺠﺎﻻﻟﺘﻜﻔﻠﺒﺎﻟﻨﺴﺎءواﻷطﻔﺎل‪2010 ،‬‬
‫‪http://adala.justice.gov.ma/AR/DocumentViewer.aspx?id=10740.htm‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪ 65.99‬اﻟﻤﺘﻌﻠﻘﺒﻤﺪوﻧﺔاﻟﺸﻐﻞ‪،‬ﺻﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 26‬أﻛﺘﻮﺑﺮ‪2011‬‬

‫‪%A9%20%D8%A7%D9%84%D8%B4%D8%BA%D9%84.doc‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.58.008‬ﻳﺤﺘﻮﯨﻌﻠﯩﺎﻟﻘﺎﻧﻮﻧﺎﻷﺳﺎﺳﯿﺎﻟﻌﺎﻣﻠﻠﻮظﯿﻔﺔاﻟﻌﻤﻮﻣﯿﺔ‬
‫‪http://adala.justice.gov.ma/production/html/Ar/61811.htm‬‬
‫ﻳﻮﻟﯿﻮ )‪2008‬‬ ‫‪(9‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةإﺻﻼﺣﺎﻹدارةواﻟﻮظﯿﻔﺔاﻟﻌﻤﻮﻣﯿﺔ‪،‬ﻣﺮﺳﻮﻣﺮﻗﻢ ‪ 69-08-2‬ﺻﺎدرﻓﻲ‬

‫ﺑﺸﺄﻧﺎﻟﻨﻈﺎﻣﺎﻷﺳﺎﺳﯿﺎﻟﺨﺎﺻﺒﮫﯿﺌﺔﺗﻔﺘﯿﺸﺎﻟﺸﻐﻞ‪.‬‬
‫‪http://bdj.mmsp.gov.ma/Ar/Document/4421-D%C3%A9cret-n-2-08-69-du-5-rejeb-1429-9-juillet-‬‬
‫=‪2008.aspx?KeyPath‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةإﺻﻼﺣﺎﻹدارةواﻟﻮظﯿﻔﺔاﻟﻌﻤﻮﻣﯿﺔ‪،‬ﻣﺮﺳﻮﻣﺮﻗﻢ ‪ 403-04-2‬ﺻﺎدرﻓﻲ ‪ 2‬دﻳﺴﻤﺒﺮ ‪2005‬‬

‫ﺑﺘﺤﺪﻳﺪﺷﺮوطﺘﺮﻗﯿﻤﻮظﻔﯿﺎﻟﺪوﻟﺔﻓﯿﺎﻟﺪرﺟﺔأواﻹطﺎر‪.‬‬
‫‪http://bdj.mmsp.gov.ma/Ar/Document/2722-D%C3%A9cret.aspx‬‬
‫أﻏﺴﻄﺴﺒﺘﻨﻔﯿﺬﻗﺎﻧﻮﻧﺮﻗﻢ‬ ‫‪10‬‬ ‫‪121-16-1‬ﺻﺎدرﻓﻲ‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ‬

‫‪،19.12‬ﺑﺘﺤﺪﻳﺪﺷﺮوطﺎﻟﺸﻐﻠﻮاﻟﺘﺸﻐﯿﻼﻟﻤﺘﻌﻠﻘﺔﺑﺎﻟﻌﺎﻣﻼﺗﻮاﻟﻌﻤﺎﻻﻟﻤﻨﺰﻟﯿﯿﻦ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%84%D8%B9%D8%A7%D‬‬
‫‪9%85%D9%84%D8%A7%D8%AA%20%D9%88%D8%A7%D9%84%D8%B9%D9%85%D8%A7%D9%84%20‬‬
‫‪%D8%A7%D9%84%D9%85%D9%86%D8%B2%D9%84%D9%8A%D9%8A%D9%86%20%D8%AA%D8%A‬‬
‫‪D%D8%AF%D9%8A%D8%AF%20%D8%B4%D8%B1%D9%88%D8%B7%20%D8%A7%D9%84%D8%B4%D‬‬
‫‪8%BA%D9%84%20%D9%88%D8%A7%D9%84%D8%AA%D8%B4%D8%BA%D9%8A%D9%84.pdf‬‬
‫دﺟﻨﺒﺮ ‪2004‬‬ ‫‪29‬‬ ‫اﻟﺼﺎدرﻓﻲ‬

‫‪2.04.568‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻷﻣﺎﻧﺔاﻟﻌﺎﻣﺔﻟﻠﺤﻜﻮﻣﺔ‪،‬اﻟﻤﺮﺳﻮﻣﺮﻗﻢ‬
‫اﻟﻤﺘﻌﻠﻘﺒﺘﺤﺪﻳﺪاﻟﺸﺮوطﺎﻟﻮاﺟﺒﺘﻮﻓﯿﺮھﺎﻟﺘﺴﮫﯿﻠﺘﺸﻐﯿﻼﻟﻨﺴﺎءﻓﯿﺄﻳﺸﻐﻠﻠﯿﻠﻲ‬
‫‪http://www.sgg.gov.ma/BO/AR/2005/BO_5279_ar.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.12.20‬ﺻﺎدرﻓﻲ ‪ 17‬ﻳﻮﻟﯿﻮ ‪ 2012‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪02.12‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺎﻟﺘﻌﯿﯿﻨﻔﯿﺎﻟﻤﻨﺎﺻﺒﺎﻟﻌﻠﯿﺎﺗﻄﺒﯿﻘﺎﻷﺣﻜﺎﻣﺎﻟﻔﺼﻠﯿﻦ ‪ 49‬و ‪ 92‬ﻣﻨﺎﻟﺪﺳﺘﻮر‬
‫‪23.16‬‬ ‫اﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ‬ ‫وزارةإﺻﻼﺣﺎﻹدارةواﻟﻮظﯿﻔﺔاﻟﻌﻤﻮﻣﯿﺔ‪،‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬‬

‫ﺑﺘﻐﯿﯿﺮوﺗﺘﻤﯿﻤﺎﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪ 02.12‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﺘﻌﯿﯿﻨﻔﯿﺎﻟﻤﻨﺎﺻﺒﺎﻟﻌﻠﯿﺎ)‪(2016‬‬
‫‪https://www.mmsp.gov.ma/uploads/documents/%D8%A7%D9%84%D9%82%D8%A7%D9%86%D9%88%D‬‬
‫‪9%86%20%D8%A7%D9%84%D8%AA%D9%86%D8%B8%D9%8A%D9%85%D9%8A%20%D8%B1%D9%82‬‬
‫‪%D9%85%2023.16%20%D8%A8%D8%AA%D8%BA%D9%8A%D9%8A%D8%B1%20%D9%88%D8%AA%‬‬
‫‪D8%AA%D9%85%D9%8A%D9%85%20%D8%A7%D9%84%D9%82%D8%A7%D9%86%D9%88%D9%86%‬‬
‫‪100‬‬
‫ ‬
‫ ‬
‫‪20%D8%A7%D9%84%D8%AA%D9%86%D8%B8%D9%8A%D9%85%D9%8A%20%D8%B1%D9%82%D9%‬‬
‫‪85%2002.12%20%D8%A7%D9%84%D9%85%D8%AA%D8%B9%D9%84%D9%82%20%D8%A8%D8%A7%‬‬
‫‪D9%84%D8%AA%D8%B9%D9%8A%D9%8A%D9%86%20%D9%81%D9%8A%20%D8%A7%D9%84%D9%‬‬
‫‪85%D9%86%D8%A7%D8%B5%D8%A8%20%D8%A7%D9%84%D8%B9%D9%84%D9%8A%D8%A7.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.16.52‬ﺻﺎدرﻓﻲ ‪ 27‬أﺑﺮﻳﻞ ‪ 2016‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺈطﺎررﻗﻢ ‪97.13‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺤﻤﺎﻳﺔﺣﻘﻮﻗﺎﻷﺷﺨﺎﺻﻔﯿﻮﺿﻌﯿﺔإﻋﺎﻗﺔواﻟﻨﮫﻮﺿﺒﮫﺎ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%AD%D9%85%D8%A7%D9%8A%D‬‬
‫‪8%A9%20%D8%A7%D9%84%D8%A3%D8%B4%D8%AE%D8%A7%D8%B5%20%D9%81%D9%8A%20%D‬‬
‫‪9%88%D8%B6%D8%B9%D9%8A%D8%A9%20%D8%A5%D8%B9%D8%A7%D9%82%D8%A9%20%D9%8‬‬
‫‪8%D8%A7%D9%84%D9%86%D9%87%D9%88%D8%B6%20%D8%A8%D9%87%D8%A7.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ﻣﺮﺳﻮﻣﺮﻗﻢ ‪ 2.71.625‬ﺑﺘﺎرﻳﺦ ‪ 28‬ﻳﺒﺮاﻳﺮ ‪1972‬ﺑﺸﺄﻧﺎﻟﻨﻈﺎﻣﺎﻷﺳﺎﺳﯿﻠﻠﺘﻌﺎوﻧﺎﻟﻮطﻨﻲ‬

‫ﻟﺘﻄﺒﯿﻘﺎﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪12.99‬‬ ‫أﻛﺘﻮﺑﺮ ‪1999‬‬ ‫‪6‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫‪2.99.69‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ﻣﺮﺳﻮﻣﺮﻗﻢ‬

‫اﻟﻘﺎﺿﯿﺒﺈﺣﺪاﺛﻮﻛﺎﻟﺔاﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‬
‫أﻛﺘﻮﺑﺮ ‪2008‬‬ ‫‪23‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫‪394.08.2‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ﻣﺮﺳﻮﻣﺮﻗﻢ‬

‫ﺑﺈﺣﺪاﺛﺎﻟﻤﺮﺻﺪاﻟﻮطﻨﯿﻠﻠﺘﻨﻤﯿﺔاﻟﺒﺸﺮﻳﺔ‪.‬‬
‫‪http://adala.justice.gov.ma/production/html/ar/154001.htm‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﮫﯿﺌﺔاﻟﻌﻠﯿﺎﻟﻠﺤﻮاراﻟﻮطﻨﯿﺤﻮﻹﺻﻼﺣﻤﻨﻈﻮﻣﺔاﻟﻌﺪاﻟﺔ‪،‬ﻣﯿﺜﺎﻗﺈﺻﻼﺣﺎﻟﻌﺪاﻟﺔ‪،‬ﻳﻮﻟﯿﻮز‪2013.‬‬
‫‪http://www.justice.gov.ma/downloading/file/Charte_Reforme_justicear.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.07.165‬ﺻﺎدرﻓﻲ ‪ 30‬ﻧﻮﻓﻤﺒﺮ ‪ 2007‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪03.07‬‬

‫اﻟﺘﺄﻣﯿﻨﺎﻹﺟﺒﺎرﻳﺎﻷﺳﺎﺳﯿﻌﻨﺎﻟﻤﺮﺿﻠﺒﻌﻀﻔﺌﺎﺗﻤﮫﻨﯿﯿﺎﻟﻘﻄﺎﻋﺎﻟﺨﺎﺻﻮاﻟﻘﺎﺿﯿﺒﺘﻐﯿﯿﺮوﺗﺘﻤﯿﻤﺎﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪17.99‬‬
‫اﻟﻤﺘﻌﻠﻘﺒﻤﺪوﻧﺔاﻟﺘﺄﻣﯿﻨﺎت‪,‬‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%84%D8%AA%D8%A3%D‬‬
‫‪9%85%D9%8A%D9%86%20%D8%A7%D9%84%D8%A5%D8%AC%D8%A8%D8%A7%D8%B1%D9%8A%2‬‬
‫‪0%D8%A7%D9%84%D8%A3%D8%B3%D8%A7%D8%B3%D9%8A%20%D8%B9%D9%86%20%D8%A7%D‬‬
‫‪9%84%D9%85%D8%B1%D8%B6%20%D9%84%D8%A8%D8%B9%D8%B6%20%D9%81%D8%A6%D8%A7‬‬
‫‪%D8%AA%20%D8%A7%D9%84%D9%82%D8%B7%D8%A7%D8%B9%20%D8%A7%D9%84%D8%AE%D8‬‬
‫‪%A7%D8%B5.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪ 65.00‬ﺑﻤﺜﺎﺑﺔﻣﺪوﻧﺔاﻟﺘﻐﻄﯿﺔاﻟﺼﺤﯿﺔاﻷﺳﺎﺳﯿﺔﻛﻤﺎﺗﻤﺘﻌﺪﻳﻠﻪ‪2014‬‬
‫‪%A9%20%D8%A7%D9%84%D8%AA%D8%BA%D8%B7%D9%8A%D8%A9%20%D8%A7%D9%84%D8%B‬‬
‫‪5%D8%AD%D9%8A%D8%A9.docx‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪ 95.15‬اﻟﻤﺘﻌﻠﻘﺒﻤﺪوﻧﺔاﻟﺘﺠﺎرةﺻﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 19‬ﺳﺒﺘﻤﺒﺮ‪2016‬‬

‫‪%A9%20%D8%A7%D9%84%D8%AA%D8%AC%D8%A7%D8%B1%D8%A9.doc‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪ 97.18‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﺴﻠﻔﺎﺗﺎﻟﺼﻐﯿﺮةﺻﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 24‬ﻳﻨﺎﻳﺮ‪2013‬‬

‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%84%D8%B3%D9%84%D9‬‬
‫‪%81%D8%A7%D8%AA%20%D8%A7%D9%84%D8%B5%D8%BA%D8%B1%D9%89.pdf‬‬
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‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.15.06‬ﺻﺎدرﻓﻲ ‪ 19‬ﻓﺒﺮاﻳﺮ ‪ 2015‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪114.13‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﻨﻈﺎﻣﺎﻟﻤﻘﺎوﻻﻟﺬاﺗﻲ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%84%D9%85%D9%82%D8‬‬
‫‪%A7%D9%88%D9%84%20%D8%A7%D9%84%D8%B0%D8%A7%D8%AA%D9%8A.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪ 13.97‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﻤﺠﻤﻮﻋﺎﺗﺬاﺗﺎﻟﻨﻔﻌﺎﻻﻗﺘﺼﺎدﻳﺼﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 2‬أﺑﺮﻳﻞ‬

‫‪2015‬‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%84%D9%85%D8%AC%D‬‬
‫‪9%85%D9%88%D8%B9%D8%A7%D8%AA%20%D8%B0%D8%A7%D8%AA%20%D8%A7%D9%84%D9%8‬‬
‫‪6%D9%81%D8%B9%20%D8%A7%D9%84%D8%A7%D9%82%D8%AA%D8%B5%D8%A7%D8%AF%D9%8‬‬
‫‪A.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻷﻣﺎﻧﺔاﻟﻌﺎﻣﺔﻟﻠﺤﻜﻮﻣﺔ‪،‬ﻗﺎﻧﻮﻧﺮﻗﻢ ‪ 74.16‬ﻳﺘﻌﻠﻘﺒﺘﻐﯿﯿﺮاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪ 112.12‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﺘﻌﺎوﻧﯿﺎت‬

‫‪http://www.sgg.gov.ma/BO/Ar/2017/BO_6597_Ar.pdf?ver=2017-08-22-120916-277‬‬
‫ﻧﻮﻧﺒﺮ ‪1962‬‬ ‫‪26‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫‪1.59.413‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ‬

‫ﺑﺎﻟﻤﺼﺎدﻗﺔﻋﻠﯩﻤﺠﻤﻮﻋﺔاﻟﻘﺎﻧﻮﻧﺎﻟﺠﻨﺎﺋﯿﺼﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ‪19‬ﺳﺒﺘﻤﺒﺮ‪2016‬‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D9%85%D8%AC%D9%85%D9%88%D‬‬
‫‪8%B9%D8%A9%20%D8%A7%D9%84%D9%82%D8%A7%D9%86%D9%88%D9%86%20%D8%A7%D9%84‬‬
‫‪%D8%AC%D9%86%D8%A7%D8%A6%D9%8A.docx‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﻣﺠﻠﺴﺎﻟﻨﻮاب‪،‬ﻟﺠﻨﺔاﻟﻌﺪﻟﻮاﻟﺘﺸﺮﻳﻌﻮﺣﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬ﻣﺸﺮوﻋﻘﺎﻧﻮن ‪10.16‬‬
‫ﻳﻘﻀﯿﺒﺘﻐﯿﯿﺮوﺗﺘﻤﯿﻤﻤﺠﻤﻮﻋﺔاﻟﻘﺎﻧﻮﻧﺎﻟﺠﻨﺎﺋﻲ‬
‫‪http://www.chambredesrepresentants.ma/sites/default/files/loi/10.16.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻷﻣﺎﻧﺔاﻟﻌﺎﻣﺔﻟﻠﺤﻜﻮﻣﺔ‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.18.19‬ﺻﺎدرﻓﻲ ‪ 5‬ﺟﻤﺎدﯨﺎﻷﺧﺮة ‪ 22) 1439‬ﻓﺒﺮاﻳﺮ ‪(2018‬‬

‫ﺑﺘﻨﻔﯿﺪﻗﺎﻧﻮﻧﺮﻗﻢ ‪ 103.13‬ﻳﺘﻌﻠﻘﺒﻤﺤﺎرﺑﺔاﻟﻌﻨﻔﻀﺪاﻟﻨﺴﺎء‪.‬‬
‫‪http://www.sgg.gov.ma/Portals/1/BO/2018/BO_6655_Ar.pdf?ver=2018-03-16-133134-870‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻷﻣﺎﻧﺔاﻟﻌﺎﻣﺔﻟﻠﺤﻜﻮﻣﺔﻗﺎﻧﻮﻧﺮﻗﻢ ‪ 31.13‬ﻳﺘﻌﻠﻘﺒﺎﻟﺤﻘﻔﯿﺎﻟﺤﺼﻮﻟﻌﻠﯩﺎﻟﻤﻌﻠﻮﻣﺎت‬
‫‪http://www.sgg.gov.ma/Portals/1/BO/2018/BO_6655_Ar.pdf?ver=2018-03-16-133134-870‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.16.127‬ﺻﺎدرﻓﻲ ‪ 25‬أﻏﺴﻄﺲ ‪ 2016‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪27.14‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﻤﻜﺎﻓﺤﺔاﻻﺗﺠﺎرﺑﺎﻟﺒﺸﺮ‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D9%85%D9%83%D8%A7%D9%81%D8‬‬
‫‪%AD%D8%A9%20%D8%A7%D9%84%D8%A7%D8%AA%D8%AC%D8%A7%D8%B1%20%D8%A8%D8%‬‬
‫‪A7%D9%84%D8%A8%D8%B4%D8%B1.docx‬‬
‫ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ‪03-‬‬ ‫‪2003‬‬ ‫ﻣﺎي‬ ‫‪28‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ‬

‫‪140-03-1‬‬
‫‪03‬اﻟﻤﺘﻌﻠﻘﺒﻤﻜﺎﻓﺤﺔاﻹرھﺎب‪.‬‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/penal/luttecontreleterrorisme.htm‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻮزارةاﻟﻤﻨﺘﺪﺑﺔﻟﺪﯨﺮﺋﯿﺴﺎﻟﺤﻜﻮﻣﺔاﻟﻤﻜﻠﻔﺔﺑﺎﻟﻌﻼﻗﺎﺗﻤﻌﺎﻟﺒﺮﻟﻤﺎﻧﻮاﻟﻤﺠﺘﻤﻌﺎﻟﻤﺪﻧﻲ‪،‬ﻗﺎﻧﻮﻧﺘﻨﻈﯿﻤﯿﺮﻗﻢ‬
‫‪86.15‬ﻳﺘﻌﻠﻘﺒﺘﺤﺪﻳﺪﺷﺮوطﻮإﺟﺮاءاﺗﺎﻟﺪﻓﻌﺒﻌﺪﻣﺪﺳﺘﻮرﻳﺔﻗﺎﻧﻮﻧﺘﺎرﻳﺨﺎﻟﻤﺼﺎدﻗﺔ ‪ 06.02.2018‬ﻟﻤﯿﻨﺸﺮﺑﻌﺪ‬
‫‪http://www.mcrp.gov.ma/pdf/Lois/Projets/86.15/Representants/RAP_COM_1.pdf‬‬
‫دﻳﺴﻤﺒﺮ ‪2017‬‬ ‫‪25‬‬ ‫‪25‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫‪1.17.110‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻹﻗﺘﺼﺎدواﻟﻤﺎﻟﯿﺔ‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ‬

‫ﺑﺘﻨﻔﯿﺬﻗﺎﻧﻮﻧﺎﻟﻤﺎﻟﯿﺔرﻗﻢ ‪ 68.17‬ﻟﻠﺴﻨﺔاﻟﻤﺎﻟﯿﺔ‪2018.‬‬
‫‪http://lof.finances.gov.ma/sites/default/files/budget/files/cl_lf2018_ar.pdf‬‬
‫‪102‬‬
‫ ‬
‫ ‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪ ،‬وزارةاﻻﻗﺘﺼﺎدواﻟﻤﺎﻟﯿﺔ‪ ،‬ﺗﻘﺮﻳﺮاﻟﻤﯿﺰاﻧﯿﺔﻋﻠﯩﺄﺳﺎﺳﺎﻟﻨﺘﺎﺋﺠﻤﻌﺎﻷﺧﺬﺑﻌﯿﻨﺎﻻﻋﺘﺒﺎراﻟﺠﺎﻧﺒﺎﻟﻤﺘﻌﻠﻘﺒﺎﻟﻨﻮع‬

‫‪2017‬‬
‫‪http://www.ogfp.ma/uploads/files/Rapportsurlebudgetaxesurlesresultatstenantcomptedelaspectgenre2017‬‬
‫‪_Ar.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪ ،‬وزارةاﻻﻗﺘﺼﺎدواﻟﻤﺎﻟﯿﺔ‪ ،‬ﻣﻠﺨﺼﺘﻘﺮﻳﺮاﻟﻤﯿﺰاﻧﯿﺔاﻟﻘﺎﺋﻤﺔﻋﻠﯩﺎﻟﻨﺘﺎﺋﺠﻤﻨﻤﻨﻈﻮراﻟﻨﻮﻋﻠﺴﻨﺔ ‪2018‬‬

‫‪https://www.finances.gov.ma/Docs/depp/2018/DEPF_SyntheseRpportGenre2018_AR.pdf‬‬
‫اﻟﺴﯿﺎﺳﺎﺗﺎﻟﻌﻤﻮﻣﯿﺔ‪،‬‬ ‫"اﻟﻤﺴﺎواةﺑﯿﻨﺎﻟﺠﻨﺴﯿﻦ‪،‬‬ ‫ﻣﻠﺨﺼﻜﺘﺎ ب‪:‬‬

‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪ ،‬وزارةاﻻﻗﺘﺼﺎدواﻟﻤﺎﻟﯿﺔ‪،‬‬
‫واﻟﻨﻤﻮاﻻﻗﺘﺼﺎدﻳﻔﯿﺎﻟﻤﻐﺮب"‬
‫‪https://www.finances.gov.ma/Docs/2017/DEPF/Synth%C3%A8se%20Ar%20Livre%20Genre%20et%20croi‬‬
‫‪ssance%20%C3%A9conomique%20au%20Maroc.pdf‬‬
‫ﻳﻨﻮﻳﻮ ‪2015‬‬ ‫‪2‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫‪62-15-1‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻷﻣﺎﻧﺔاﻟﻌﺎﻣﺔﻟﻠﺤﻜﻮﻣﺔ‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ‬

‫ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪ 130.13‬اﻟﻤﺘﻌﻠﻘﺒﻘﺎﻧﻮﻧﺎﻟﻤﺎﻟﯿﺔ‬
‫‪http://www.sgg.gov.ma/LinkClick.aspx?fileticket=0jDWaf0Ux0E%3d&tabid=469&portalid=1&mid=1551‬‬
‫ﻳﻮﻟﯿﻮ ‪2013‬‬ ‫‪4‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫‪2.13.495‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ﻣﺮﺳﻮﻣﺮﻗﻢ‬

‫ﺑﺈﺣﺪاﺛﺎﻟﻠﺠﻨﺔاﻟﻮزارﻳﺔﻟﻠﺨﻄﺔاﻟﺤﻜﻮﻣﯿﺔﻟﻠﻤﺴﺎواة" إﻛﺮام "ﻓﯿﺄﻓﻘﺎﻟﻤﻨﺎﺻﻔﺔ‪2012-2016‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪ 9.97‬اﻟﻤﺘﻌﻠﻘﺒﻤﺪوﻧﺔاﻻﻧﺘﺨﺎﺑﺎﺗﺼﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 6‬أﺑﺮﻳﻞ‪2015‬‬

‫‪%A9%20%D8%A7%D9%84%D8%A7%D9%86%D8%AA%D8%AE%D8%A7%D8%A8%D8%A7%D8%AA.pd‬‬
‫‪f‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬اﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪59.11‬‬
‫اﻟﻤﺘﻌﻠﻘﺒﺎﻧﺘﺨﺎﺑﺄﻋﻀﺎءﻣﺠﺎﻟﺴﺎﻟﺠﻤﺎﻋﺎﺗﺎﻟﺘﺮاﺑﯿﺔﺻﯿﻐﺔﻣﺤﯿﻨﺔﺑﺘﺎرﻳﺦ ‪ 23‬ﻳﻮﻟﯿﻮ ‪2015‬‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D8%A7%D9%86%D8%AA%D8%AE%D‬‬
‫‪8%A7%D8%A8%20%D8%A3%D8%B9%D8%B6%D8%A7%D8%A1%20%D9%85%D8%AC%D8%A7%D9%‬‬
‫‪84%D8%B3%20%D8%A7%D9%84%D8%AC%D9%85%D8%A7%D8%B9%D8%A7%D8%AA%20%D8%A7‬‬
‫‪%D9%84%D8%AA%D8%B1%D8%A7%D8%A8%D9%8A%D8%A9.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪاﺧﻠﯿﺔ‪،‬ﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪ 34.15‬اﻟﻘﺎﺿﯿﺒﺘﻐﯿﯿﺮوﺗﺘﻤﯿﻤﺎﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪59.11‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺎﻧﺘﺨﺎﺑﺄﻋﻀﺎءﻣﺠﺎﻟﺴﺎﻟﺠﻤﺎﻋﺎﺗﺎﻟﺘﺮاﺑﯿﺔاﻟﺼﺎدرﻓﻲ ‪ 16‬ﻳﻮﻟﯿﻮ‪2015.‬‬
‫‪http://www.pncl.gov.ma/EspaceJuridique/DocLib/%D8%B8%D9%87%D9%8A%D8%B1%20%D9%85%D8%‬‬
‫‪AA%D8%B9%D9%84%D9%82%20%D8%A8%D8%A7%D9%86%D8%AA%D8%AE%D8%A7%D8%A8%20‬‬
‫‪%D8%A7%D8%B9%D8%B6%D8%A7%D8%A1%20%D9%85%D8%AC%D8%A7%D9%84%D8%B3%20%D8‬‬
‫‪%A7%D9%84%D8%AC%D9%85%D8%A7%D8%B9%D8%A7%D8%AA%20%D8%A7%D9%84%D8%AA%‬‬
‫‪D8%B1%D8%A7%D8%A8%D9%8A%D8%A9.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪاﺧﻠﯿﺔاﻟﻤﺪﻳﺮﻳﺔاﻟﻌﺎﻣﺔﻟﻠﺠﻤﺎﻋﺎﺗﺎﻟﻤﺤﻠﯿﺔ‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 84.15.1‬ﺻﺎدرﻓﻲ ‪ 7‬ﻳﻮﻟﯿﻮ ‪2015‬‬

‫ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪ 14.112‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﻌﻤﻼﺗﻮاﻷﻗﺎﻟﯿﻢ‪.‬‬
‫‪http://www.pncl.gov.ma/Publication/regle/Documents/%D9%82%20%D8%AA%20%D9%85%D8%AA%D8‬‬
‫‪%B9%D9%84%D9%82%20%D8%A8%D8%A7%D9%84%D8%B9%D9%85%D8%A7%D9%84%D8%A7%D8‬‬
‫‪%AA%20%D9%88%D8%A7%D9%84%D8%A7%D9%82%D8%A7%D9%84%D9%8A%D9%852016.pdf‬‬
‫‪103‬‬
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‫ ‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪاﺧﻠﯿﺔاﻟﻤﺪﻳﺮﻳﺔاﻟﻌﺎﻣﺔﻟﻠﺠﻤﺎﻋﺎﺗﺎﻟﻤﺤﻠﯿﺔ‪،‬ظﮫﺮﻳﺸﺮﻳﻔﺮﻗﻢ ‪ 85.15.1‬ﺻﺎدرﻓﻲ ‪7‬ﻳﻮﻟﯿﻮ ‪2015‬‬

‫)ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪ 14.113‬اﻟﻤﺘﻌﻠﻘﺒﺎﻟﺠﻤﺎﻋﺎت‪.‬‬
‫‪http://www.pncl.gov.ma/Publication/regle/Documents/%D9%82%20%D8%AA%20%D8%A7%D9%84%D9‬‬
‫‪%85%D8%AA%D8%B9%D9%84%D9%82%20%D8%A8%D8%A7%D9%84%D8%AC%D9%85%D8%A7%D‬‬
‫‪8%B9%D8%A7%D8%AA2016.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.11.166‬ﺻﺎدرﻓﻲ ‪ 22‬أﻛﺘﻮﺑﺮﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪29.11‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺎﻷﺣﺰاﺑﺎﻟﺴﯿﺎﺳﯿﺔ‪.‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﻣﺠﻠﺴﺎﻟﻨﻮاب‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.11.165‬ﺻﺎدرﻓﻲ ‪ 14‬أﻛﺘﻮﺑﺮ ‪ 2011‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ‬

‫‪27.11‬اﻟﻤﺘﻌﻠﻘﺒﻤﺠﻠﺴﺎﻟﻨﻮاب‪.‬‬
‫‪http://www.chambredesrepresentants.ma/sites/default/files/loi_organique_27.11.pdf‬‬
‫أﻏﺴﻄﺲ ‪2016‬‬ ‫‪10‬‬ ‫ﺻﺎدرﻓﻲ‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﻣﺠﻠﺴﺎﻟﻨﻮاب‪،‬اﻟﻘﺎﻧﻮﻧﺎﻟﻤﻌﺪﻟﻠﻠﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﻲ ‪20.16‬‬

‫اﻟﻘﺎﺿﯿﺒﺘﻐﯿﯿﺮوﺗﺘﻤﯿﻤﺎﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪ 27.11‬اﻟﻤﺘﻌﻠﻘﺒﻤﺠﻠﺴﺎﻟﻨﻮاب‪.‬‬
‫‪http://www.chambredesrepresentants.ma/sites/default/files/loi-organique_20.16_ar.pdf‬‬
‫ﻧﻮﻓﻤﺒﺮ‬ ‫‪21‬‬ ‫اﻟﺼﺎدرﻓﻲ‬ ‫‪1.11.172‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﻣﺠﻠﺴﺎﻟﻤﺴﺘﺸﺎرﻳﻦ‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ‬

‫‪2011‬ﺑﺘﻨﻔﺬاﻟﻘﺎﻧﻮﻧﺎﻟﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪ 28.11‬اﻟﻤﺘﻌﻠﻘﺒﻤﺠﻠﺴﺎﻟﻤﺴﺘﺸﺎرﻳﻦ‪.‬‬
‫‪http://www.chambredesrepresentants.ma/sites/default/files/lois_institutions_constitutionnelles/loi_28.11‬‬
‫‪_ar.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺒﺮﻟﻤﺎﻧﺎﻟﻤﻐﺮﺑﻲ‪،‬ﻣﺠﻠﺴﺎﻟﻨﻮاب‪،‬ﻗﺎﻧﻮﻧﺘﻨﻈﯿﻤﯿﺮﻗﻢ ‪44.14‬‬
‫ﻣﺘﻌﻠﻘﺒﺘﺤﺪﻳﺪﺷﺮوطﻮﻛﯿﻔﯿﺎﺗﻤﻤﺎرﺳﺔاﻟﺤﻘﻔﯿﺘﻘﺪﻳﻤﺎﻟﻌﺮاﺋﻀﺈﻟﯩﺎﻟﺴﻠﻄﺎﺗﺎﻟﺤﻜﻮﻣﯿﺔاﻟﺼﺎدرﻓﻲ ‪ 28‬ﻳﻮﻟﯿﻮ‪2016‬‬
‫‪http://www.chambredesrepresentants.ma/sites/default/files/loi_organique_n_44.14.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻌﺪل‪،‬ظﮫﯿﺮﺷﺮﻳﻔﺮﻗﻢ ‪ 1.06.154‬ﺻﺎدرﻓﻲ ‪ 22‬ﻧﻮﻓﻤﺒﺮ ‪ 2006‬ﺑﺘﻨﻔﯿﺬاﻟﻘﺎﻧﻮﻧﺮﻗﻢ ‪14.05‬‬

‫اﻟﻤﺘﻌﻠﻘﺒﺸﺮوطﻔﺘﺤﻤﺆﺳﺴﺎﺗﺎﻟﺮﻋﺎﻳﺔاﻻﺟﺘﻤﺎﻋﯿﺔوﺗﺪﺑﯿﺮھﺎ‪.‬‬
‫‪http://adala.justice.gov.ma/production/legislation/ar/Nouveautes/%D9%85%D8%A4%D8%B3%D8%B3%D8‬‬
‫‪%A7%D8%AA%20%D8%A7%D9%84%D8%B1%D8%B9%D8%A7%D9%8A%D8%A9%20%D8%A7%D9%84‬‬
‫‪%D8%A7%D8%AC%D8%AA%D9%85%D8%A7%D8%B9%D9%8A%D8%A9.docx‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﻣﺠﻠﺴﺎﻟﻤﺴﺘﺸﺎرﻳﻦ‪،‬ﻟﺠﻨﺔاﻟﻘﻄﺎﻋﺎﺗﺎﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﻣﺸﺮوﻋﻘﺎﻧﻮﻧﺮﻗﻢ ‪65.15‬‬
‫ﻳﺘﻌﻠﻘﺒﻤﺆﺳﺴﺎﺗﺎﻟﺮﻋﺎﻳﺔاﻻﺟﺘﻤﺎﻋﯿﺔ( ﻛﻤﺎواﻓﻘﻌﻠﯿﮫﻤﺠﻠﺴﺎﻟﻤﺴﺘﺸﺎرﻳﻦ )ﻻزاﻷﻣﺎﻣﻤﺠﻠﺴﺎﻟﻨﻮاب‬
‫‪http://www.mcrp.gov.ma/Etudelois.aspx?IDL=1629‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬رﺋﯿﺴﺎﻟﺤﻜﻮﻣﺔ‪،‬اﻟﺒﺮﻧﺎﻣﺠﺎﻟﺤﻜﻮﻣﻲ ‪ 2016-2021‬ﺑﺘﺎرﻳﺦ‪2017‬‬
‫‪http://www.cg.gov.ma/DOCs/pro_gouv_2016_2021.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻹطﺎراﻹﺳﺘﺮاﺗﯿﺠﯿﻠﻤﺤﺎرﺑﺔاﻟﻌﻨﻔﻀﺪاﻟﻨﺴﺎء‬
‫‪2012-2016‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%A7%D9%84%D8%A5%D8%B7%D8%A7%D8%B1_%D8‬‬
‫‪%A7%D9%84%D8%A5%D8%B3%D8%AA%D8%B1%D8%A7%D8%AA%D9%8A%D8%AC%D9%8A%20%‬‬
‫‪D9%84%D9%85%D8%AD%D8%A7%D8%B1%D8%A8%D8%A9_%D8%A7%D9%84%D8%B9%D9%86%D‬‬
‫‪9%81_%D8%B6%D8%AF%20%D8%A7%D9%84%D9%86%D8%B3%D8%A7%D8%A1.pdf‬‬
‫إﻛﺮام "‪1‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﺨﻄﺔاﻟﺤﻜﻮﻣﯿﺔﻟﻠﻤﺴﺎواة"‬

‫ﻓﯿﺄﻓﻘﺎﻟﻤﻨﺎﺻﻔﺔ‪2012- 2016‬‬
‫‪104‬‬
‫ ‬
‫ ‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%A7%D9%84%D8%AE%D8%B7%D8%A9%20%D8%A7%‬‬
‫‪D9%84%D8%AD%D9%83%D9%88%D9%85%D9%8A%D8%A9%20%D9%84%D9%84%D9%85%D8%B3%‬‬
‫‪D8%A7%D9%88%D8%A7%D8%A9_2.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﺤﺼﯿﻠﺔاﻹﺟﻤﺎﻟﯿﺔاﻟﺨﻄﺔاﻟﺤﻜﻮﻣﯿﺔﻟﻠﻤﺴﺎو‬
‫اة( إﻛﺮام‪1) 2012 – 2016‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%A7%D9%84%D8%AE%D8%B7%D8%A9%20%D8%A7%‬‬
‫‪D9%84%D8%AD%D9%83%D9%88%D9%85%D9%8A%D8%A9%20%D9%84%D9%84%D9%85%D8%B3%‬‬
‫‪D8%A7%D9%88%D8%A7%D8%A9%20.pdf‬‬
‫إﻛﺮام "‪2‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﺨﻄﺔاﻟﺤﻜﻮﻣﯿﺔﻟﻠﻤﺴﺎواة"‬
‫ﻓﯿﺄﻓﻘﺎﻟﻤﻨﺎﺻﻔﺔ‪2017-2021.‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻹﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﻤﺮأةواﻹﻋﻼﻣﻔﯿﻀﻮءاﻟﻤﺘﻐﯿﺮاﺗﺎﻟﺮاھﻨﺔ‪،‬‬
‫أﺷﻐﺎﻻﻟﻤﻨﺘﺪﯨﺎﻟﻌﺮﺑﻲ‪2014‬‬
‫‪http://www.social.gov.ma/sites/default/files/Femme%26%20M%C3%A9dia.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﺘﻘﺮﻳﺮاﻟﺴﻨﻮﻳﺎﻟﺜﺎﻧﯿﺤﻮﻻﻟﻌﻨﻔﻀﺪاﻟﻨﺴﺎءﺑﺎﻟﻢ‬
‫ﻏﺮب‪2016‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%A7%D9%84%D8%AA%D9%82%D8%B1%D9%8A%D8%‬‬
‫‪B1%20%D8%A7%D9%84%D8%B3%D9%86%D9%88%D9%8A%202%20%D8%AD%D9%88%D9%84%20%‬‬
‫‪D8%A7%D9%84%D8%B9%D9%86%D9%81%20%D8%B6%D8%AF%20%D8%A7%D9%84%D9%86%D8%B‬‬
‫‪3%D8%A7%D8%A1%20-%D8%A7%D9%84%D9%85%D8%BA%D8%B1%D8%A8.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻹﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﺘﻘﺮﻳﺮاﻟﺴﻨﻮﻳﺎﻷوﻟﺤﻮﻻﻟﻌﻨﻔﻀﺪاﻟﻨﺴﺎءﺑﺎﻟﻤﻎ‬
‫رب‪2015‬‬
‫‪http://www.social.gov.ma/sites/default/files/AR%20%D8%AA%D9%82%D8%B1%D9%8A%D8%B1%20%D8‬‬
‫‪%A7%D9%84%D9%85%D8%B1%D8%B5%D8%AF%20%D8%A7%D9%84%D9%88%D8%B7%D9%86%D9‬‬
‫‪%8A%20%D9%84%D9%84%D8%B9%D9%86%D9%81%20.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﺗﻤﻜﯿﻨﺎﻟﻤﺮأةواﻟﺘﻨﻤﯿﺔاﻟﻤﺴﺘﺪاﻣﺔ ‪.‬‬
‫ﺗﻘﺮﻳﺮاﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪.‬ﻣﺎرس‪2017‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%AA%D9%85%D9%83%D9%8A%D9%86%20%D8%A7%‬‬
‫‪D9%84%D9%85%D8%B1%D8%A3%D8%A9%20%D9%88%D8%A7%D9%84%D8%AA%D9%86%D9%85%‬‬
‫‪D9%8A%D8%A9%20%D8%A7%D9%84%D9%85%D8%B3%D8%AA%D8%AF%D8%A7%D9%85%D8%A9.‬‬
‫‪pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﺗﻘﺮﻳﺮاﻟﺪوﻟﺔاﻟﻤﻐﺮﺑﯿﺔ ‪:‬‬
‫ﺗﻤﻜﯿﻨﺎﻟﻤﺮأةاﻗﺘﺼﺎدﻳﺎﻓﯿﻌﺎﻟﻤﺎﻟﻌﻤﻼﻟﻤﺘﻐﯿﺮﻣﺎرس‪2017‬‬
‫‪D9%84%D9%85%D8%B1%D8%A7%D9%94%D8%A9%20%D8%A7%D9%82%D8%AA%D8%B5%D8%A7%‬‬
‫‪D8%AF%D9%8A%D8%A7.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪ ،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪ ،‬ﺣﺼﯿﻠﺔﻋﻤﻼﻟﻘﻄﺒﺎﻻﺟﺘﻤﺎﻋﻲ ‪2016-2012‬‬

‫‪http://www.social.gov.ma/sites/default/files/bilan%20global%202012-2016%20.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﻤﺸﺎرﻛﺔاﻟﺴﯿﺎﺳﯿﺔﻟﻠﻨﺴﺎءﻣﻨﺨﻼﻻﻟﮫﯿﺌﺎﺗﺎ‬
‫ﻟﻤﻨﺘﺨﺒﺔﺑﺎﻟﻤﻐﺮب‪-‬ﻧﺒﺬةﻣﻮﺟﺰة‪2015‬‬
‫‪105‬‬
‫ ‬
‫ ‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%A7%D9%84%D9%85%D8%B4%D8%A7%D8%B1%D9%8‬‬
‫‪3%D8%A9%20%D8%A7%D9%84%D8%B3%D9%8A%D8%A7%D8%B3%D9%8A%D8%A9%20%D9%84%D‬‬
‫‪9%84%D9%86%D8%B3%D8%A7%D8%A1.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬دﻟﯿﻼﻟﺨﻼﻳﺎاﻟﻤﺆﺳﺴﺎﺗﯿﺔﻻﺳﺘﻘﺒﺎﻻﻟﻨﺴﺎءوا‬
‫ﻷطﻔﺎﻟﻀﺤﺎﻳﺎاﻟﻌﻨﻒ‪2015‬‬
‫‪http://www.social.gov.ma/sites/default/files/livre%20femme%20%281%29.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﻤﺆﺷﺮاﺗﺎﻟﻮطﻨﯿﺔﻹﻋﻤﺎﻻﻻﺗﻔﺎﻗﯿﺔاﻟﺪوﻟﯿﺔﻟﺢ‬
‫ﻗﻮﻗﺎﻷﺷﺨﺎﺻﺬوﻳﺎﻹﻋﺎﻗﺔ‪2016‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D9%85%D8%A4%D8%B4%D8%B1%D8%A7%D8%AA_%D8‬‬
‫‪%A7%D9%84%D8%A5%D8%B9%D8%A7%D9%82%D8%A9%20.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬دﻟﯿﻼﻟﻮﻗﺎﻳﺔﻣﻨﺎﻹﻋﺎﻗﺔاﻟﻤﺮﺗﺒﻄﺔﺑﻔﺘﺮةاﻟﺤﻤﻠﻮا‬
‫ﻟﻮﻻدة‪2013‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%A7%D9%84%D9%88%D9%82%D8%A7%D9%8A%D8%‬‬
‫‪A9%20%D9%85%D9%86%20%D8%A7%D9%84%D8%A5%D8%B9%D8%A7%D9%82%D8%A9%20%D8%‬‬
‫‪A7%D9%84%D9%85%D8%B1%D8%AA%D8%A8%D8%B7%D8%A9%20%D8%A8%D9%81%D8%AA%D8‬‬
‫‪%B1%D8%A9%20%D8%A7%D9%84%D8%AD%D9%85%D9%84%20%D9%88%D8%A7%D9%84%D9%88‬‬
‫‪%D9%84%D8%A7%D8%AF%D8%A9_3.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﻋﺸﺮﺳﻨﻮاﺗﻌﻠﯩﺘﻄﺒﯿﻘﻤﺪوﻧﺔاﻷﺳﺮةأﻳﺘﻐﯿﺮا‬
‫ﺗﻔﯿﺘﻤﺜﻼﺗﻮﻣﻮاﻗﻔﻮﻣﻤﺎرﺳﺎﺗﺎﻟﻤﻮاطﻨﯿﻨﻮاﻟﻤﻮاطﻨﺎت‪2016‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%B9%D8%B4%D8%B1%20%D8%B3%D9%86%D9%88%D‬‬
‫‪8%A7%D8%AA%20%D8%B9%D9%84%D9%89%20%D8%AA%D8%B7%D8%A8%D9%8A%D9%82%20%D‬‬
‫‪9%85%D8%AF%D9%88%D9%86%D8%A9%20%D8%A7%D9%84%D8%A3%D8%B3%D8%B1%D8%A9%20‬‬
‫‪%D8%A3%D9%8A%20%D8%AA%D8%BA%D9%8A%D8%B1%D8%A7%D8%AA%20%D9%81%D9%8A%2‬‬
‫‪0%D8%AA%D9%85%D8%AB%D9%84%D8%A7%D8%AA%20%D9%88%D9%85%D9%88%D8%A7%D9%8‬‬
‫‪2%D9%81%20%D9%88%D9%85%D9%85%D8%A7%D8%B1%D8%B3%D8%A7%D8%AA%20%D8%A7%D‬‬
‫‪9%84%D9%85%D9%88%D8%A7%D8%B7%D9%86%D9%8A%D9%86%20%D9%88%D8%A7%D9%84%D9‬‬
‫‪%85%D9%88%D8%A7%D8%B7%D9%86%D8%A7%D8%AA2016.pdf‬‬
‫‪+‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﺗﻘﯿﯿﻤﺨﻄﺔﻋﻤﻠﺒﯿﺠﯿﻦ ‪20.‬‬

‫ﺗﻘﺮﻳﺮاﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪2015‬‬
‫‪http://www.social.gov.ma/sites/default/files/Evaluation-Beijin-032015-Ar.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬أھﺪاﻓﺎﻷﻟﻔﯿﺔﻟﻠﺘﻨﻤﯿﺔﻟﺼﺎﻟﺤﺎﻟﻨﺴﺎءواﻟﻔﺘﯿﺎت‪.‬‬
‫اﻟﻤﻜﺘﺴﺒﺎﺗﻮﺗﺤﺪﻳﺎﺗﻤﺎﺑﻌﺪ( ‪ 2015‬ﻣﺎرس)‪2014‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%A7%D9%84%D8%A3%D9%87%D8%AF%D8%A7%D9%‬‬
‫‪81%20%D8%A7%D9%84%D8%A3%D9%84%D9%81%D9%8A%D8%A9%20%D9%84%D9%84%D8%AA%‬‬
‫‪D9%86%D9%85%D9%8A%D8%A9%20%D9%84%D8%B5%D8%A7%D9%84%D8%AD%20%D8%A7%D9%‬‬
‫‪84%D9%86%D8%B3%D8%A7%D8%A1%20%D9%88%D8%A7%D9%84%D9%81%D8%AA%D9%8A%D8%‬‬
‫‪A7%D8%AA_0.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬دﻟﯿﻠﻤﺆﺳﺴﺎﺗﺎﻟﺮﻋﺎﻳﺔاﻻﺟﺘﻤﺎﻋﯿﺔاﻟﻤﺮﺧﺼﺔ‬
‫‪2015‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%AF%D9%84%D9%8A%D9%84%20%D9%85%D8%A4%D‬‬
‫‪8%B3%D8%B3%D8%A7%D8%AA%20%D8%A7%D9%84%D8%B1%D8%B9%D8%A7%D9%8A%D8%A9%2‬‬
‫‪106‬‬
‫ ‬
‫ ‬
‫‪0%D8%A7%D9%84%D8%A7%D8%AC%D8%AA%D9%85%D8%A7%D8%B9%D9%8A%D8%A9%20%D8%‬‬
‫‪A7%D9%84%D9%85%D8%B1%D8%AE%D8%B5%D8%A9.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﺗﻘﺮﻳﺮﺣﻮﻷﻧﺸﻄﺔاﻟﻤﻌﮫﺪاﻟﻮطﻨﯿﻠﻠﻌﻤﻼﻻﺟﺘﻢ‬
‫اﻋﯿﺨﻼﻻﻟﺜﻼﺛﺎﻷﺷﮫﺮاﻷوﻟﯩﻤﻨﺴﻨﺔ)‪2015" (2015‬‬
‫‪http://www.social.gov.ma/sites/default/files/%D8%AA%D9%82%D8%B1%D9%8A%D8%B1%20%D8%A7%‬‬
‫‪D9%84%D8%AB%D9%84%D8%A7%D8%AB%20%D8%A7%D9%84%D8%A3%D8%B4%D9%87%D8%B1%‬‬
‫‪20%D8%A7%D9%84%D8%A3%D9%88%D9%84%D9%89%20%D9%85%D9%86%20%D8%B3%D9%86%D‬‬
‫‪8%A9%202015.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬دراﺳﺔﺣﻮﻟﺤﻘﻮﻗﺎﻟﻤﺮأةاﻹﻧﺴﺎﻧﯿﺔ ‪.‬‬
‫ﻋﻼﻣﺎﺗﻤﻀﯿﺌﺔﻓﯿﺄﺣﻜﺎﻣﺎﻟﻘﻀﺎءاﻟﻌﺮﺑﻲ ‪.‬ﺣﺎﻟﺔاﻟﻤﻐﺮب‪2013‬‬
‫‪http://www.social.gov.ma/sites/default/files/etudes-DF-2013ar.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﺑﺮﻧﺎﻣﺠﺪﻋﻤﺎﻟﺴﯿﺎﺳﺔاﻟﻘﻄﺎﻋﯿﺔﻟﻮزارةاﻟﺘﺾ‬
‫اﻣﻨﻮاﻟﻤﺮأةواﻷﺳﺮةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔﻓﯿﻤﺠﺎﻻﻟﻤﺴﺎواة)‪" ( 2013‬‬
‫‪http://www.social.gov.ma/sites/default/files/Rapport%20situation%20PAPS%20vs%2013%20juillet_0.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬ﺗﻤﻜﯿﻨﺎﻟﻤﺮأةاﻟﺮﻳﻔﯿﺔودورھﺎﻓﯿﺎﻟﻘﻀﺎءﻋﻠﯩﺎﻟﺠﻮ‬
‫ﻋﻮاﻟﻔﻘﺮ‪،‬اﻟﺘﻨﻤﯿﺔواﻟﺘﺤﺪﻳﺎﺗﺎﻟﺮاھﻨﺔ)‪(2012‬‬
‫‪D9%84%D9%85%D8%B1%D8%A3%D8%A9%20%D8%A7%D9%84%D8%B1%D9%8A%D9%81%D9%8A%‬‬
‫‪D8%A9_0.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻷﺳﺮةواﻟﺘﻀﺎﻣﻨﻮاﻟﻤﺴﺎواةواﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬اﻟﺘﻘﺮﻳﺮﻳﻨﺎﻟﻮطﻨﯿﯿﻨﺎﻟﺜﺎﻟﺜﻮاﻟﺮاﺑﻌﺤﻮﻻﺗﻔﺎﻗﯿﺔاﻟﻖ‬
‫ﺿﺎءﻋﻠﯩﺠﻤﯿﻌﺄﺷﻜﺎﻻﻟﺘﻤﯿﯿﺰﺿﺪاﻟﻤﺮأة‪2006‬‬
‫‪http://www.social.gov.ma/sites/default/files/Cedaw.%203%C3%A8me%20et%204%20%C3%A8me%20rapp‬‬
‫‪ort_0.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺸﻐﻠﻮاﻟﺘﻜﻮﻳﻨﺎﻟﻤﮫﻨﻲ‪،‬واﻗﻌﺎﻟﺴﻮﺳﯿﻮ‪-‬اﻗﺘﺼﺎدﻳﻠـﻌﺎﻣﻼﺗﺎﻟﺒﯿﻮﺗﻮظﺮوﻓﻌﻤﻠﮫﻦ ‪.‬ﻣﺎي‪2011.‬‬
‫‪http://www.social.gov.ma/sites/all/libraries/site_externe/Projet%20Genre/elements/docs/Economie/24%2‬‬
‫‪0-%20Travailleuses%20de%20maison%20version%20arabe.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺘﻌﺎوﻧﺎﻟﻮطﻨﻲ‪،‬ﺣﺼﯿﻠﺔاﻟﺘﻌﺎوﻧﺎﻟﻮطﻨﯿﻔﯿﺄرﻗﺎم‪2016‬‬
‫‪https://www.entraide.ma/ar/docs/Statistiques/rapport_2016_AR.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺘﻌﺎوﻧﺎﻟﻮطﻨﻲ‪،‬ﺣﺼﯿﻠﺔاﻟﺘﻌﺎوﻧﺎﻟﻮطﻨﯿﻔﯿﺄرﻗﺎم‪2015‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻮﻛﺎﻟﺔاﻟﺘﻨﻤﯿﺔاﻻﺟﺘﻤﺎﻋﯿﺔ‪،‬أﻧﺸﻄﺔاﻟﻮﻛﺎﻟﺔﺑﺮﺳﻤﺴﻨﺔ ‪ 2014‬وﺑﺮﻧﺎﻣﺠﻌﻤﻠﺴﻨﺔ‪2015‬‬
‫‪http://www.ads.ma/fileadmin/AdsDocutheque/ArDocuments/RA_2014___PA_2015.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪوﻟﺔاﻟﻤﻜﻠﻔﺔﺑﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬اﻟﺘﻘﺮﻳﺮاﻟﻮطﻨﯿﺒﺮﺳﻤﺎﻟﺪورةاﻟﺜﺎﻟﺜﺔﻣﻨﺎﻻﺳﺘﻌﺮاﺿﺎﻟﺪورﻳﺎﻟﺸﺎﻣﻞ‬
‫‪2017‬‬
‫‪http://www.didh.gov.ma/sites/default/files/2017-04/EPU%20AR.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪوﻟﺔاﻟﻤﻜﻠﻔﺔﺑﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬ﺧﻄﺔاﻟﻌﻤﻼﻟﻮطﻨﯿﺔﻓﯿﻤﺠﺎﻻﻟﺪﻳﻤﻘﺮاطﯿﺔوﺣﻘﻮﻗﺎﻹﻧﺴﺎن‬
‫‪(2018-2021).‬‬
‫‪http://www.didh.gov.ma/ar/publications/khtt-alml-alwtnyt-fy-mjal-aldymqratyt-whqwq-alansan-2018-2021‬‬
‫‪107‬‬
‫ ‬
‫ ‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪوﻟﺔاﻟﻤﻜﻠﻔﺔﺑﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬اﻷطﻠﺴﺎﻟﻤﺠﺎﻟﯿﺎﻟﺘﺮاﺑﯿﻠﻠﻔﻮارﻗﻔﯿﺎﻟﺘﺮﺑﯿﺔ‬
‫‪،2017‬ﻟﻠﻤﺠﻠﺴﺎﻷﻋﻠﯩﻠﻠﺘﺮﺑﯿﺔواﻟﺘﻜﻮﻳﻨﻮاﻟﺒﺤﺜﺎﻟﻌﻠﻤﻲ‬
‫‪https://drive.google.com/file/d/0B3U5lh1FO9SzbWZ0S1FjVmNjZGs/view‬‬
‫‪13.2017‬‬ ‫ﻣﻨﺸﻮررﺋﯿﺴﺎﻟﺤﻜﻮﻣﺔرﻗﻢ‬ ‫وزارةإﺻﻼﺣﺎﻹدارةواﻟﻮظﯿﻔﺔاﻟﻌﻤﻮﻣﯿﺔ‪،‬‬ ‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬‬

‫ﺣﻮﻟﺘﺘﺒﻌﻤﺒﺎرﻳﺎﺗﺎﻟﺘﻮظﯿﻔﺎﻟﺨﺎﺻﺔﺑﺎﻷﺷﺨﺎﺻﻔﯿﻮﺿﻌﯿﺔإﻋﺎﻗﺔ‪.‬‬
‫‪https://www.mmsp.gov.ma/uploads/documents/Circulaire_CG_N132017.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪاﺧﻠﯿﺔ‪،‬اﻟﻤﺪﻳﺮﻳﺔاﻟﻌﺎﻣﺔﻟﻠﺠﻤﺎﻋﺎﺗﺎﻟﻤﺤﻠﯿﺔ‪،‬ﻟﻼﻣﺮﻛﺰﻳﺔﻓﯿﺄرﻗﺎم‪2014-2015‬‬
‫‪http://www.pncl.gov.ma/Publication/Statistique/Documents/DGCL%20GUIDE.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪاﺧﻠﯿﺔ– ‪ – 2017‬ﺻﻨﺪوﻗﺎﻟﺪﻋﻤﻠﺘﺸﺠﯿﻌﺘﻤﺜﯿﻠﯿﺔاﻟﻨﺴﺎء‪.‬‬
‫‪http://www.femmes-moucharaka.elections.gov.ma/‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪاﺧﻠﯿﺔ‪ ،‬اﻟﺠﻤﺎﻋﺎﺗﺎﻟﺴﻼﻟﯿﺔواﻷراﺿﯿﺎﻟﺠﻤﺎﻋﯿﺔ‬
‫‪http://www.terrescollectives.ma/accueil-ar.cshtml‬‬
‫)‪ (2008‬اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺪاﺧﻠﯿﺔ‪ ،‬دﻟﯿﻠﻨﺎﺋﺒﺎﻷراﺿﯿﺎﻟﺠﻤﺎﻋﯿﺔ‬

‫‪http://www.terrescollectives.ma/Resources/Docs/Guides/Guide%20Naib.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺸﻐﻠﻮاﻹدﻣﺎﺟﺎﻟﻤﮫﻨﻲ‪،‬ﻣﺬﻛﺮةﺗﺮﻛﯿﺒﯿﺔاﻟﻨﺴﺎءﻓﯿﺴﻮﻗﺎﻟﺸﻐﻠﺒﺎﻟﻤﻐﺮب ‪:‬‬
‫ﻣﺸﺎرﻛﺔﺿﻌﯿﻔﺔوھﺸﺎﺷﺔﻗﻮﻳﺔ‪،‬ﻏﺸﺖ‪2014‬‬
‫‪http://www.emploi.gov.ma/attachments/article/433/PolicyBrief-Femmes_Ar.pdf‬‬
‫‪:‬راﻓﻌﺔﻟﺘﺤﺪﻳﺘﺎﻹدارةاﻟﻌﻤﻮﻣﯿﺔ‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةﺗﺤﺪﻳﺘﺎﻟﻘﻄﺎﻋﺎﺗﺎﻟﻌﺎﻣﺔ‪،‬إدﻣﺎﺟﻤﺒﺪأاﻟﻤﺴﺎواةﺑﯿﻨﺎﻟﺠﻨﺴﯿﻦ‬
‫)‪(2010‬‬
‫‪http://www.mmsp.gov.ma/uploads/documents/egalite_sexes.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﻔﻼﺣﺔواﻟﺼﯿﺪاﻟﺒﺤﺮﻳﻮاﻟﺘﻨﻤﯿﺔاﻟﻘﺮوﻳﺔ‪،‬ﻣﺨﻄﻄﺎﻟﻤﻐﺮﺑﺎﻷﺧﻀﺮ‪.‬‬
‫‪http://www.agriculture.gov.ma/ar/pages/la-strategie‬‬
‫اﻟﻮﻛﺎﻟﺔاﻟﻤﻐﺮﺑﯿﺔﻟﻠﻄﺎﻗﺔاﻟﺸﻤﺴﯿﺔ‪،‬اﻟﻤﺨﻄﻄﺎﻟﻤﻐﺮﺑﯿﻠﻠﻄﺎﻗﺔاﻟﺸﻤﺴﯿﺔ‪.‬‬
‫‪http://www.maroc.ma/ar/content/%D8%A7%D9%84%D9%85%D8%AE%D8%B7%D8%B7-‬‬
‫‪%D8%A7%D9%84%D9%85%D8%BA%D8%B1%D8%A8%D9%8A-‬‬
‫‪%D9%84%D9%84%D8%B7%D8%A7%D9%82%D8%A9-‬‬
‫‪%D8%A7%D9%84%D8%B4%D9%85%D8%B3%D9%8A%D8%A9‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻷﻋﻠﯩﻠﻠﺘﺮﺑﯿﺔواﻟﺘﻜﻮﻳﻨﻮاﻟﺒﺤﺘﺎﻟﻌﻠﻤﻲ‪،‬ﻣﻨﺄﺟﻠﻤﺪرﺳﺔاﻹﻧﺼﺎﻓﻮاﻟﺠﻮدةواﻻرﺗﻘﺎء ‪:‬‬
‫رؤﻳﺔإﺳﺘﺮاﺗﯿﺠﯿﺔ ‪2015-2030‬‬
‫‪http://www.men.gov.ma/Ar/Documents/Vision_strateg_CSEF16004.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﻨﺪوﺑﯿﺔاﻟﺴﺎﻣﯿﺔﻟﻠﺘﺨﻄﯿﻂ‪،‬اﻟﻨﺸﺎطﺎﻟﺸﻐﻠﻮاﻟﺒﻄﺎﻟﺔ‪2014‬‬
‫‪https://www.hcp.ma/file/169851/‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔاﻟﻤﻨﺪوﺑﯿﺔاﻟﺴﺎﻣﯿﺔﻟﻠﺘﺨﻄﯿﻂ‪،‬اﻹﺣﺼﺎءاﻟﻌﺎﻣﻠﻠﺴﻜﺎﻧﻮاﻟﺴﻜﻨﻰ‪2014‬‬
‫‪https://www.hcp.ma/region-drda/attachment/611991/‬‬
‫‪108‬‬
‫ ‬
‫ ‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻻﻗﺘﺼﺎدﻳﻮاﻻﺟﺘﻤﺎﻋﯿﻮاﻟﺒﯿﺌﻲ‪،‬اﻟﻨﮫﻮﺿﺒﺎﻟﻤﺴﺎواةﺑﯿﻨﺎﻟﻨﺴﺎءواﻟﺮﺟﺎﻟﻔﯿﺎﻟﺤﯿﺎةاﻻﻗﺘﺼﺎدﻳﺔوال‬
‫اﺟﺘﻤﺎﻋﯿﺔواﻟﺜﻘﺎﻓﯿﺔواﻟﺴﯿﺎﺳﯿﺔأﺷﻜﺎﻻﻟﺘﻤﯿﯿﺰﺿﺪاﻟﻨﺴﺎءﻓﯿﺎﻟﺤﯿﺎةاﻻﻗﺘﺼﺎدﻳﺔ ‪:‬ﺣﻘﺎﺋﻘﻮﺗﻮﺻﯿﺎت)‪(2014‬‬
‫‪http://www.cese.ma/Documents/PDF/Auto-saisines/AS-18-2014-discriminations-a-l_egard-des-femmes-‬‬
‫‪dans-la-vie-economique/Avis-AS-18-2014-VA.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻻﻗﺘﺼﺎدﻳﻮاﻻﺟﺘﻤﺎﻋﯿﻮاﻟﺒﯿﺌﻲ‪،‬اﻟﺜﺮوةاﻹﺟﻤﺎﻟﯿﺔﻟﻠﻤﻐﺮﺑﻤﺎﺑﯿﻦ ‪ 1999‬و ‪ 2013.‬دﺟﻨﺒﺮ‪2016‬‬

‫‪http://www.cese.ma/Documents/PDF/RGM/Richesse-Globale-du-Maroc-VA.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻻﺳﺘﺸﺎرﻳﻠﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬رأﻳﺎﻟﻤﺠﻠﺴﺎﻟﻮطﻨﯿﻠﺤﻘﻮﻗﺎﻹﻧﺴﺎﻧﺒﺨﺼﻮﺻﻤﺸﺮوﻋﺎﻟﻘﺎﻧﻮﻧﺮﻗﻢ‬
‫‪103-13‬ﻳﺘﻌﻠﻘﺒﻤﺤﺎرﺑﺔاﻟﻌﻨﻔﻀﺪاﻟﻨﺴﺎء‪2016 ،‬‬
‫‪http://www.cndh.ma/sites/default/files/avis_projet_de_loi_103-13_version_arabe_integral.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻹﺳﺘﺸﺎرﻳﻠﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬وﺿﻌﯿﺔاﻟﻤﺴﺎواةواﻟﻤﻨﺎﺻﻔﺔﻓﯿﺎﻟﻤﻐﺮﺑﺼﻮﻧﻐﺎﻳﺎﺗﻮأھﺬاﻓﺎﻟﺪﺳﺘﻮر‬
‫وإﻋﻤﺎﻟﮫﺎ‪2015 ،‬‬
‫‪http://www.cndh.ma/sites/default/files/wdy_lmsw_wlmnsf_blmgrb_lns_lkml.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻹﺳﺘﺸﺎرﻳﻠﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬رأﻳﺎﻟﻤﺠﻠﺴﺎﻟﻮطﻨﯿﻠﺤﻘﻮﻗﺎﻹﻧﺴﺎﻧﺒﺨﺼﻮﺻﻤﺸﺮوﻋﻘﺎﻧﻮن‪79-‬‬
‫‪14‬ﻳﺘﻌﻠﻘﺒﮫﯿﺌﺔاﻟﻤﻨﺎﺻﻔﺔوﻣﻜﺎﻓﺤﺔاﻟﺘﻤﯿﯿﺰ‪2015 ،‬‬
‫‪http://www.cndh.org.ma/sites/default/files/lmjls_lwtny_lhqwq_lnsn_ry_stshry_hwl_hyy_lmnsf.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻻﺳﺘﺸﺎرﻳﻠﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬ﻣﻘﺘﻀﯿﺎﺗﺎﻟﺘﺸﺮﻳﻌﺎﻟﺠﻨﺎﺋﯿﺎﻟﻤﺘﻌﻠﻘﺔﺑﻤﻜﺎﻓﺤﺔاﻹرھﺎﺑﻤﺬﻛﺮة‬
‫)‪(2014‬‬
‫‪http://cndh.ma/sites/default/files/memorandum_code_terror_ar.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎء‪،‬ﻣﻮﻧﯿﺔاﻟﻄﺮاز‪،‬ﻧﺪوةاﻟﻘﻮاﻣﺔواﻟﻮﻻﻳﺔﻧﺤﻮﺗﺼﻮرﺳﻠﯿﻤﻠﻤﺴﺄﻟﺔاﻟﻘﻮاﻣﺔﻣﻔﮫﻮ‬
‫ﻣﺎوﻣﻤﺎرﺳﺔ‪2016 ،‬‬
‫‪http://www.annisae.ma/Article.aspx?C=6058‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎء‪،‬إﻟﯿﺎﺳﺒﻮزﻏﺎﻳﺔ‪،‬ﻣﺪارﺳﺔﻋﻠﻤﯿﺔﺣﻮﻟﺘﻘﺮﻳﺮ‬
‫"اﻟﺪﻳﻨﻮاﻟﻤﺴﺎواةﺑﯿﻨﺎﻟﺠﻨﺴﯿﻦ"‪،‬اﻟﺼﺎدرﻋﻨﮫﯿﺌﺔاﻷﻣﻤﺎﻟﻤﺘﺤﺪة‪2016 ،‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎء‪،‬ﺳﻤﯿﺔﺷﻜﺮوﻧﯿﺪراﺳﺔﻟﻤﺮﻛﺰاﻟﺪراﺳﺎﺗﻮاﻟﺒﺤﻮﺛﻔﯿﺎﻟﻘﻀﺎﻳﺎاﻟﻨﺴﺎﺋﯿﺔﻓﯿﺎل‬
‫إﺳﻼﻣﺤﻮﻟﻤﻘﺎرﺑﺔاﻟﻨﻮﻋﺎﻻﺟﺘﻤﺎﻋﻲ" اﻟﺠﻨﺪر ‪":‬ﺑﯿﻨﺎﻟﻔﮫﻤﻮاﻟﺘﻨﺰﻳﻞ ‪.‬اﻟﻤﻐﺮﺑﻨﻤﻮذﺟﺎ‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎء‪،‬ﺑﺸﺮﯨﻠﻐﺰاﻟﻲ‪،‬دراﺳﺔﻟﻤﺮﻛﺰاﻟﺪراﺳﺎﺗﻮاﻟﺒﺤﻮﺛﻔﯿﺎﻟﻘﻀﺎﻳﺎاﻟﻨﺴﺎﺋﯿﺔﻓﯿﺎﻹس‬
‫ﻻﻣﺤﻮﻻﻟﻌﺪاﻟﺔاﻻﺟﺘﻤﺎﻋﯿﺔﺿﺮورةﻟﺘﺤﻘﯿﻘﺎﻟﻤﺴﺎواة‪2015 ،‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎء‪،‬ﻣﻔﺎھﯿﻤﻨﺒﺬاﻟﻌﻨﻔﻀﺪاﻟﻨﺴﺎءﻓﯿﺎﻟﻘﺮآﻧﺎﻟﻜﺮﻳﻤﻮاﻟﺴﻨﺔاﻟﻤﻄﮫﺮة‪،‬دراﺳﺔﺗﺄص‬
‫ﻳﻠﯿﺔﻓﯿﺎﻟﻮﻗﺎﻳﺔﻣﻨﺎﻟﻌﻨﻔﺎﻟﻤﺒﻨﯿﻌﻠﯩﺎﻟﻨﻮﻋﺎﻻﺟﺘﻤﺎﻋﯿﻤﻨﻤﻨﻈﻮرﺷﺮﻋﻲ‪. (2017).‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎء‪،‬ﻣﺼﻮﻏﺔﺗﻜﻮﻳﻨﺎﻟﻌﻠﻤﺎءاﻟﻮﺳﻄﺎء‪،‬ﻹدﻣﺎﺟﺎﻟﺼﺤﺔاﻹﻧﺠﺎﺑﯿﺔواﻟﻨﻮﻋﺎﻻﺟﺘﻤﺎع‬
‫ﻳﻮﺣﻘﻮﻗﺎﻟﻤﺮأةواﻟﻮﻗﺎﻳﺔﻣﻨﻔﯿﺮوﺳﺎﻟﻌﻮزاﻟﻤﻨﺎﻋﯿﺎﻟﺒﺸﺮي‪/‬اﻟﺴﯿﺪاﻓﯿﺎﻟﺤﻘﻼﻟﺪﻳﻨﻲ( ‪.‬دﺟﻨﺒﺮ)‪2014‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎء‪،‬ﺑﺸﺮﯨﻠﻐﺰاﻟﻲ‪،‬اﻟﺤﺮﻛﺔاﻟﻨﺴﺎﺋﯿﺔاﻹﺳﻼﻣﯿﺔ ‪.‬ﺗﯿﺎرﻧﺴﺎﺋﯿﺈﺳﻼﻣﻲ‪2015 ،‬‬

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‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻤﺠﻠﺴﺎﻻﺳﺘﺸﺎرﻳﻠﺤﻘﻮﻗﺎﻹﻧﺴﺎن‪،‬دراﺳﺔﺣﻮﻟﻤﻮﺿﻮﻋﺎﻻﺗﺠﺎرﺑﺎﻷﺷﺨﺎص‪،‬‬
‫‪http://www.cndh.ma/ar/ldrst/drs-hwl-mwdw-ltjr-fy-lbshr‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬اﻟﻮﻛﺎﻟﺔاﻟﻮطﻨﯿﺔﻟﻤﺤﺎرﺑﺔاﻷﻣﯿﺔ‪،‬اﻹدﻣﺎﺟﺎﻟﻤﻨﮫﺠﯿﻠﻤﻘﺎرﺑـــﺔاﻟﻨﻮﻋﺎﻻﺟﺘﻤﺎﻋﯿﻮاﻟﻤﻮاطﻨﺔﻓﯿﺒﺮاﻣﺠﻤﺤﻮا‬
‫ﻷﻣﯿﺔ‪/‬اﻟﻘﺮاﺋﯿﺔ‬
‫‪http://www.social.gov.ma/sites/all/libraries/site_externe/Projet%20Genre/elements/docs/Culture/26%20-‬‬
‫‪%20Brochure%20Integration%20Alpha%20version%20finale.pdf‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﻣﺮﺻﺪﻣﻘﺎرﺑﺔاﻟﻨﻮﻋﻠﻠﻮظﯿﻔﺔاﻟﻌﻤﻮﻣﯿﺔ‬
‫‪http://www.ogfp.ma/index.asp‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬وزارةاﻟﺼﺤﺔ‪،‬ﻣﺸﺮوﻋﻨﺠﺎﻋﺔاﻷداء‪،‬ﻣﺸﺮوﻋﻘﺎﻧﻮﻧﻤﺎﻟﯿﺔ‪2018.‬‬
‫ﻣﻨﻈﻤﺔاﻟﻌﻔﻮاﻟﺪوﻟﯿﺔ‪،‬دراﺳﺔﺣﻮﻻﻟﺼﻮراﻟﻨﻤﻄﯿﺔاﻟﻘﺎﺋﻤﺔﻋﻠﯩﺄﺳﺎﺳﺎﻟﻨﻮﻋﺄﻹﺟﻤﺎﻋﯿﺎﻟﺴﺎﺋﺪةﺑﺎﻟﻤﻐﺮب‪،‬ﺗﻘﺮﻳﺮﺗﺤﻠﯿﻠﻲ‪(201‬‬
‫)‪3‬‬
‫‪https://www.fichier-pdf.fr/2014/02/08/etude-sur-les-stereotypes-de-genre-repandus-au-maroc/etude-sur-‬‬
‫‪les-stereotypes-de-genre-repandus-au-maroc.pdf‬‬
‫ﻣﻨﻈﻤﺔاﻷﻣﻤﺎﻟﻤﺘﺤﺪةﻟﻠﺘﺮﺑﯿﺔواﻟﻌﻠﻤﻮاﻟﺜﻘﺎﻓﺔ‪،‬دﻟﯿﻼﻟﻤﻌﻠﻤﺤﻮﻟﻤﻨﻌﺎﻟﺘﻄﺮﻓﺎﻟﻌﻨﯿﻒ ‪2016.‬‬
‫‪http://unesdoc.unesco.org/images/0024/002446/244676a.pdf‬‬
‫اﻷﻣﻤﺎﻟﻤﺘﺤﺪة‪،‬اﻷﻣﺎﻧﺔاﻟﻌﺎﻣﺔ‪،‬ﺧﻄﺔﻋﻤﻠﻠﻤﻨﻌﺎﻟﺘﻄﺮﻓﺎﻟﻌﻨﯿﻒ ‪.2015.‬‬
‫‪http://www.un.org/en/ga/search/view_doc.asp?symbol=A/70/674&referer=/english/&Lang=A‬‬
‫اﻟﻠﺠﻨﺔاﻟﺪوﻟﯿﺔﻟﻠﺤﻘﻮﻗﯿﯿﻨﺎﻟﻤﻐﺮب ‪:‬ﺿﻤﺎﻧﻔﻌﺎﻟﯿﺔاﻟﺘﺤﻘﯿﻘﻮاﻟﻤﺘﺎﺑﻌﺔ‪،‬اﻟﺠﻨﺎﺋﯿﺔﻓﯿﺠﺮاﺋﻤﺎﻟﻌﻨﻔﺎﻟﺠﻨﺴﯿﻮاﻟﺠﻨﺪري ‪. 2017‬‬

‫‪https://www.icj.org/wp-content/uploads/2017/12/MOR-Memo-on-SGBV-2017-AR.pdf‬‬
‫اﻹﺗﺤﺎداﻟﻌﺮﺑﯿﻠﻠﻨﻘﺎﺑﺎﺗﺘﺤﻮﻻﺗﺴﻮﻗﺎﻟﻌﻤﻠﻮإﻧﻌﻜﺎﺳﺎﺗﮫﺎﻋﻠﯩﺤﻘﻮﻗﺎﻟﻌﻤﺎل( ﻣﻘﺎرﺑﺔﻗﻄﺎﻋﯿﺔ)‬
‫‪http://cdtmaroc.ma/wp-‬‬
‫‪content/uploads/2017/06/%D8%AA%D8%AD%D9%88%D9%84%D8%A7%D8%AA-‬‬
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‫‪%D8%B9%D9%84%D9%89-%D8%AD%D9%82%D9%88%D9%82-‬‬
‫‪%D8%A7%D9%84%D8%B9%D9%85%D8%A7%D9%84.pdf‬‬
‫اﻟﻜﻨﻔﺪراﻟﯿﺔاﻟﺪﻳﻤﻘﺮاطﯿﺔﻟﻠﺸﻐﻞ‪،‬داﺋﺮةاﻟﻤﺮأةاﻟﻜﻨﻔﺪراﻟﯿﺔﻣﺬﻛﺮة‪،‬اﻟﻌﻤﻠﺤﻘﯿﻤﻌﻀﻤﺎﻧﺎﺗﺎﻟﻜﺮاﻣﺔواﻟﻤﺴﺎواة‬
‫ﺟﻤﻌﯿﺔﻓﻀﺎءاﻟﻤﺴﺘﻘﺒﻞ‪،‬ﻣﻨﺎھﻀﺔاﻟﺘﺤﺮﺷﺎﻟﺠﻨﺴﯿﻔﯿﺎﻟﻘﻄﺎﻋﺎﻟﻌﺎﻣﺪﻟﯿﻼﻹﻋﻼﻣﻮاﻟﺘﺤﺴﯿﺲ ‪2014.‬‬
‫‪http://www.social.gov.ma/sites/all/libraries/site_externe/Projet%20Genre/elements/docs/Culture/27%20-‬‬
‫‪%20Guide%20harcelement%20sexuel%20AR.pdf‬‬
‫اﻷﺳﺘﺎذةرﺣﻤﺔﺑﻮرﻗﯿﺔ ‪:‬ﻧﺪوةوطﻨﯿﺔﺣﻮﻻﻹﺻﻼﺣﻤﻨﻈﻮﻣﺔاﻟﻌﺪاﻟﺔ ‪ 2012‬اﻟﺴﯿﺎﺳﺔاﻟﺠﻨﺎﺋﯿﺔوﻣﻘﺎرﺑﺔاﻟﻨﻮع)‪(2012‬‬

‫‪http://www.ism.ma/basic/web/pdf/hiwar/5/11.pdf‬‬
‫أﺣﻤﺪاﻟﺨﺮاز‪،‬دراﺳﺔﻧﻘﺪﻳﺔﻟﻤﺴﺄﻟﺔاﻟﻌﻨﻔﺎﻟﻘﺎﺋﻤﻌﻠﯩﺎﻟﻨﻮﻋﺎﻻﺟﺘﻤﺎﻋﯿﺒﺎﻟﻤﻐﺮﺑﻌﻠﯩﻀﻮءﻣﺸﺮوﻋﺎﻟﻘﺎﻧﻮﻧﺎﻟﻤﺘﻌﻠﻘﺒﻤﺤﺎرﺑﺔاﻟﻌﻦ‬
‫ﻓﻀﺪاﻟﻨﺴﺎء‪(2016) ،‬‬
‫‪http://www.ahewar.org/debat/show.art.asp?aid=406794‬‬
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‫اﻷﺳﺘﺎذةأﻣﺎﻟﺴﺮﻳﺒﺔ‪،‬ﺧﻼﻳﺎاﻟﺘﻜﻔﻠﺒﺎﻟﻨﺴﺎءواﻷطﻔﺎﻟﻜﺂﻟﯿﺔوطﻨﯿﺔﻟﻠﺘﻜﻔﻠﺒﺎﻟﻌﻨﻔﺎﻟﻤﺒﻨﯿﻌﻠﯩﺎﻟﻨﻮﻋﺎﻹﺟﺘﻤﺎﻋﯿﺎﻟﻤﻮﺟﮫﻀﺪاﻟﻤﺮأ‬
‫ة‪2014 ،‬‬
‫‪http://www.marocdroit.com/%D8%AE%D9%84%D8%A7%D9%8A%D8%A7-‬‬
‫‪%D8%A7%D9%84%D8%AA%D9%83%D9%81%D9%84-‬‬
‫ﻣﺠﻠﺔزﻧﻘﺔ ‪،20‬أﺑﺮزاﻟﺨﻄﻮطﺎﻟﻌﺮﻳﻀﺔﻟﺨﻄﺔ‘ إﻛﺮام ’اﻟﺘﯿﺼﺎدﻗﺘﻌﻠﯿﮫﺎاﻟﺤﻜﻮﻣﺔﻟﻠﻤﺴﺎواة‪ 03‬أﻏﺴﻄﺲ‪2017‬‬

‫‪https://www.rue20.com/%D9%87%D8%B0%D9%87-%D8%A3%D8%A8%D8%B1%D8%B2-‬‬
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‫أﺑﺮﻳﻞ‬ ‫‪20‬‬ ‫ﺑﺮﻧﺎﻣﺠﻤﻮاطﻨﺎﻟﯿﻮم‬ ‫ﺗﯿﻔﻲ‪،‬‬ ‫‪1‬‬ ‫اﻟﻘﻨﺎةاﻟﺘﻠﻔﺰﻳﺔﻣﯿﺪي‬

‫‪2017‬ﺣﻠﻘﺔﺧﺎﺻﺔﺗﻨﺎﻗﺸﺪوراﻟﻮﻛﺎﻟﺔاﻟﻮطﻨﯿﺔﻹﻧﻌﺎﺷﺎﻟﺘﺸﻐﯿﻠﻮاﻟﻜﻔﺎءاﺗﻮﻣﺴﺎھﻤﺘﮫﺎﻓﯿﺘﺸﻐﯿﻼﻟﺸﺒﺎب‪.‬‬
‫‪https://youtu.be/aIaC720QPr8‬‬
‫اﻟﻘﻨﺎةاﻟﺘﻠﻔﺰﻳﺔﻣﯿﺪي ‪ 1‬ﺗﯿﻔﯿﺘﺴﺠﯿﻠﺤﻮﻟﺨﻠﯿﺔاﻟﻌﻨﻔﻤﻨﺪاﺧﻠﻤﺮﻛﺰاﻟﺸﺮطﺔﺑﻤﺮاﻛﺸﺤﻮﻟﻄﺮﻳﻘﺔﻋﻤﻠﮫﺎواﻹﺟﺮاءات‪2014‬‬
‫‪https://www.youtube.com/watch?v=MwDG2vG3pfY‬‬
‫اﻟﻘﻨﺎةاﻟﺘﻠﻔﺰﻳﺔﻣﯿﺪي ‪ 1‬ﺗﯿﻔﻲ‪،‬ﺑﺮﻧﺎﻣﺠﺒﺪوﻧﺤﺮج ‪:‬اﻻﻋﺘﺪاءاﺗﺎﻟﺠﻨﺴﯿﺔأواﻟﺒﯿﺪوﻓﯿﻠﯿﺎ‪2014 ،‬‬

‫‪https://www.youtube.com/watch?v=BRCduNiQx4s‬‬
‫ﺟﺮﻳﺪةطﻨﺠﺔ ‪،24‬اﺳﺘﻄﻼﻋﺤﻮﻟﺴﻮﻗﺎﻟﺪﻋﺎرة ''ﻓﯿﻄﻨﺠﺔ ‪ .‬ﻋﺮﺿﻤﺘﻨﻮﻋﻮاﺳﺘﻔﺤﺎﻟﻔﯿﺘﺰاﻳﺪ‪ 13 ،‬ﻳﻮﻟﯿﻮز‪2016‬‬

‫‪http://www.tanja24.com/news19994.html‬‬
‫ﻧﺠﺪةإﺳﻤﺎﻋﯿﻸﻧﺰور‪،‬ﻣﺨﺮﺟﺴﯿﻨﻤﺎﺋﻲ‪،‬ﻗﺼﺔواﻗﻌﯿﺔﻟﻺرھﺎﺑﺈﻳﻤﺎﻧﻮﺳﻨﺎءﻟﻐﺮﻳﺴﺎﻟﻤﻐﺮﺑﯿﺘﺎن‪. 2011‬‬
‫‪https://www.youtube.com/watch?time_continue=4&v=qhBrFQi73sY‬‬
‫اﻟﺪﻛﺘﻮرﻣﺤﻤﺪاﻟﻤﻌﺰوز‪،‬اﻟﺘﻄﺮﻓﺎﻟﻌﻨﯿﻔﻮاﻟﺨﻄﺎﺑﺎﻟﺠﮫﺎدﻳﺒﺎﻟﻤﻐﺮب)‪. (2017‬‬
‫‪https://www.youtube.com/watch?v=2OHg0hesTss‬‬
‫اﻟﺪﻛﺘﻮرأﺣﻤﺪﻋﺒﺎدي‪،‬‬
‫اﻷﻣﯿﻨﺎﻟﻌﺎﻣﻠﻠﺮاﺑﻄﺔاﻟﻤﺤﻤﺪﻳﺔﻟﻠﻌﻠﻤﺎءإﺻﻼﺣﺎﻟﺸﺄﻧﺎﻟﺪﻳﻨﯿﻔﯿﺎﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔﻛﻮاﺟﮫﺔﻟﻤﻜﺎﻓﺤﺔاﻟﺘﻄﺮف‪(2017).‬‬
‫‪https://www.youtube.com/watch?v=slJCf0-9wPM‬‬
‫اﻟﻤﻤﻠﻜﺔاﻟﻤﻐﺮﺑﯿﺔ‪،‬ﻣﺠﻠﺴﺎﻟﻤﺴﺘﺸﺎرﻳﻦ‪،‬ﻧﺪوةﺣﻮل"ﻣﺤﺎرﺑﺔاﻹرھﺎﺑﻮاﻟﺘﻄﺮﻓﺎﻟﻌﻨﯿﻔﻔﯿﺎﻟﺒﺤﺮاﻷﺑﯿﻀﺎﻟﻤﺘﻮﺳﻂ‪:‬أﻳﺘﻌﺎوﻧﺒﯿﻨﺎل‬
‫ﺿﻔﺘﯿﻦ؟ "اﻟﻤﻐﺮﺑﻨﻤﻮذﺟﺎ"‬
‫‪https://www.youtube.com/watch?v=UoCIMbdUnqI‬‬
‫‪111‬‬

ANNEX C: DATA COLLECTION

TOOLS
The French version of the semi-structured conversation guide and the descriptive invitation to the USAID
Gender Analysis Convening are below.
ANALYSE DE GENRE – USAID/MAROC

CADRE DES CONVERSATIONS
ü A adapter et modifier selon qu’il s’agit d’une ONG, donateur, membre du gouvernement, acteur
public, femmes bénéficiaires, etc.
ü A adapter selon le thème que l’interviewé travaille (inclusion politique ou économique des
femmes, prévention de l'extrémisme violent)
ü Une version modifiée est à envoyer par e-mail à l’avance à certains interviewés.
I. Introductions
Nous vous remercions d’avance d’avoir pris le temps de participer à cette Analyse de genre Nous
apprécions votre temps et vos contributions.
• Expliquer pour qui nous faisons cette Analyse.
L'USAID / Maroc a récemment sollicités Banyan Global pour conduire une analyse de genre afin
d'identifier les principales questions de genre, les inégalités, les contraintes et les opportunités. Cette
analyse ciblée portera sur des questions spécifiques relatives à l'inclusion sociale, politique et
économique des femmes, ainsi que sur l'extrémisme violent (CVE).
Dans le cadre de cette analyse de l’égalité de genre, l'équipe de Consultants, Mme. Stephanie Willman
Bordat et Mme. Saida Kouzzi, mènera une série de consultations, avec un large éventail de dirigeants et
d'intervenants clés auprès du gouvernement marocain, des organisations de la société civile, et des
donateurs (bi – et multilatéraux.)
• Décrire qui nous sommes, indépendance, réponses confidentielles s’ils le souhaitent.

• Présenter les objectifs de cette Analyse et à quoi leurs réponses et leur participation vont être
utiles :
• Identifier une diversité de parties prenantes et concernées et leurs activités relatives à l’inclusion
politique ou économique des femmes, la prévention de l'extrémisme violent
• Actualiser nos connaissances des questions clés relatives au genre, des inégalités, contraintes et
opportunités au Maroc
• Offrir des recommandations spécifiques de comment l’USAID au Maroc puisse promouvoir
davantage l’intégration de la dimension de genre dans son planning stratégique et ses activités au
Maroc
• Décrire la méthodologie et processus par lesquels nous sommes en train de mener cette
consultation
• Demander s’ils ont des questions avant de commencer.
112

II. Questions sur l’acteur interviewé et les activités entreprises dans leur
communauté
Solliciter des descriptions, appréciations, évaluations, opinions
1. Quels sont les thèmes spécifiques sur lesquels vous travaillez ?

Ici nous cherchons à détailler une liste de tous les thèmes sur lesquels votre association
intervient et qui s’intègre dans :
• L’inclusion sociale,
• L’inclusion politique
• L’inclusion économique des femmes
2. Pouvez-vous décrire votre stratégie en ce qui est l’inclusion politique ou économique des femmes /
prévention de l'extrémisme violent? Quelles sont les activités spécifiques en ce sens ?
3. Quels sont les points forts de votre travail sur l’inclusion politique ou économique des
femmes/prévention de l'extrémisme violentque vous souhaitez mettre en valeur, renforcer et
développer dans les prochaines étapes de votre travail?*
• De quoi êtes-vous le plus fier dans le travail de votre organisation? Pouvez-vous nous parler d'un
moment particulier de réussit pour le travail de l’organisation?
• Ici il ne s’agit pas de donner des informations formelles et officielles sur ces points qui se
trouvent déjà dans les brochures et autres documents écrits, mais leur appréciation de ces
points.
4. Quels sont les points à travailler et renforcer, ou des stratégies à mettre à coté car ils n’ont pas
marché en ce qui est efforts pour promouvoir l’inclusion politique ou économique des femmes
prévention de l'extrémisme violent? *
• Ou bien dans votre propre travail, ou bien au sein des autres efforts dans votre
communauté
• Question de visionnement positif : Comment ça devrait être ? A votre avis quelle est la
solution concrète ?
5. Est-ce qu’il y a des pratiques ou expériences réussites ici au niveau local sur l’inclusion politique ou
économique des femmes/ prévention de l'extrémisme violent que ce serait intéressant et important
de répéter ou de partager dans les autres régions ? Lesquelles ? Pourquoi ?
6. Pourriez-vous nous parler d'autres ressources externes partenaires techniques et financiers avec
lesquels vous avez également travaillé sur ces questions? Quel type de soutien a été le plus utile et
le plus efficace? Moins utile? Pouvez-vous nous décrire pourquoi?
7. Comment faites-vous le suivi et l’évaluation ou bilans de votre travail sur l’inclusion politique ou
économique des femmes/ prévention de l'extrémisme violent ? En quoi consistent-elles ? Qu’est-ce
que vous avez découvert ?
• Sur la mise en place des initiatives ? Sur leur impact ? Quels sont les changements que vous
avez constatés? Y a-t-il eu des changements ou un impact négatif pas prévu ?
• Question de visionnement positif : Comment ça devrait être ? A votre avis quelle est la
solution concrète ?
113

8. Quels sont pour vous les défis auxquels votre organisation est confrontée dans votre travail
l’inclusion politique ou économique des femmes/prévention de l'extrémisme violent que vous
souhaitez surmonter? Ceux à l’intérieur à votre organisation? Ceux dans votre environnement?
• Durabilité ?
• Relations avec les acteurs publics ?
9. Quels sont à votre avis les axes prioritaires à cibler dans les prochaines phases d’efforts dans le
travail sur l’inclusion politique ou économique des femmes/ prévention de l'extrémisme
violent Opportunités et priorités émergentes pour l'appui au renforcement des capacités que vous
souhaitez que USAID donne la priorité? Que devrait USAID continuer à faire? Qu'est-ce que
USAID devrait cesser de faire ou éviter? Qu'est-ce que USAID devrait essayer qui soit nouveau?
III. Questions finales
10. Est-ce qu’il y a d’autres personnes avec qui nous devrions parler que vous pouvez suggérer ?
11. Est-ce que vous avez des rapports, des publications et autre documentation que nous devrions
lire que vous pouvez partager? Que ce soit sur la question de l’inclusion politique ou économique
des femmes/prévention de l'extrémisme violent, ou bien sur vos projets en ce sens. (Les assurer que
nous allons les citer dans notre rapport final)
12. Souhaitez-vous dire autre chose dont nous n’avons pas discuté ?
13. Assurer que nous avons toutes leurs informations de contact et qu’ils ont les nôtres.
* Possibles éléments à soulever pour pousser la discussion plus loin:

• Relations avec d’autres acteurs, avec bénéficiaires
• Normes culturelles
• Aménagements structurelles
• Questions géographiques
• Questions juridiques
• Planification, développement, conception et mise en œuvre des projets
• Suivi, apprentissage délibéré, et évaluations d’impact
114

USAID/Morocco Gender Analysis Convening

Background: USAID/Morocco recently solicited Banyan Global to conduct a country-level gender analysis
to identify key gender issues, inequalities, constraints, and opportunities and offer conclusions and specific
recommendations on how USAID can achieve greater gender integration in its strategic planning and
activities in Morocco. This targeted analysis will focus on specific questions relating to the social, political
and economic inclusion of women, as well as on Countering Violent Extremism (CVE).
Within this context, the consultant team, Stephanie Willman Bordat and Saida Kouzzi, are holding a series
of group discussions and interviews with a wide variety of key stakeholders, including key USG
representatives and staff in Morocco.
Please join us for a dynamic, participatory and collective debate and discussion on USG efforts to promote
social, political and economic inclusion of women in Morocco.
Objectives: During this convening, participants will:

• Update the consultants on programs and activities addressing the social political and economic
inclusion of women;
• Share and collectively analyze lessons learned on successes and challenges;
• Brainstorm and identify priority areas and strategies for future programming.
Participants: 15 – 20 representatives of USAID, State Department, MEPI, Millennium Challenge

Corporation, and the US Consulate in Morocco.
Duration: ½ day / one morning from 8:30am – 1 pm.
Topics: Within the broader topics of social, political and economic inclusion of women and CVE, possible
issues to address during the below activities will include but are not limited to legal frameworks, structural
mechanisms, relationships with and among different actors, cultural norms, geographic considerations,
project planning and implementation, and deliberate learning and impact assessments.
Agenda:
1. Warm-up Mapping: Participants share an overview of their activities to date addressing gender
and social, political inclusion, economic inclusion and CVE, including:
a. Specific thematic areas
b. Strategies and tactics
c. Partners and beneficiaries
2. Identifying Successes: Participants work in small groups to describe and analyze successes from
their activities to date addressing gender, and political and economic inclusion, and CVE, using a
guided set of questions based on the Most Significant Change (MSC) and Appreciative Inquiry (AI)
methods. Presentation in plenary of small group work.
3. Overcoming Challenges and Setting Future Priorities: Using a World Café process, participants
circulate among three different small groups to identify and analyze:
a. Aspects of activities to date to reconsider (or Stop);
115

b. Challenges to addressing social, political and economic inclusion of women / CVE in

Morocco (and ways to overcome them);
c. Priorities for future activities: Recommendations for aspects to Start or Continue.
Presentations in plenary.
4. Concluding Thoughts.
116

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USAID/MOROCCO

Contract No.: AID-OAA-I-14-00050/0AA-T0-15-00051

March 26, 2018

4. SECTOR-LEVEL FINDINGS AND RECOMMENDATIONS ......................................... 32

Table 2. Economic Inclusion Key Findings and Recommendations 10

Table 3. Countering Violent Extremism Key Findings and Recommendations 11

Table 4. General Findings and Recommendations 12

Table 5. Stakeholders Consulted 16

Table 6. Gender Equality and Women’s Empowerment in Selected National Policies 19

Table 8. Women’s Representation in Local Elected Bodies 35

General Overview of Gender Equality in Morocco

Key Findings and Recommendations: Political Inclusion

Table 1. Political Inclusion Key Findings and Recommendations

Key Findings and Recommendations: Economic Inclusion

Table 2. Economic Inclusion Key Findings and Recommendations

address environmental concerns, create a

Key Findings and Recommendations: Countering Violent Extremism

Table 3. Countering Violent Extremism Key Findings and Recommendations

General Findings and Recommendations

Table 4. General Findings and Recommendations

• Conducted participant observation at a CVE activity sponsored by Creative Associates.

Table 5. Stakeholders Consulted

2.2 Interview Themes and Approach

considerations into ongoing and future activities.

Methodologically, the frameworks were based on two tools:

Thematically, questions explored:

2.3 Limitations to Analysis

GOM policies, Implications for gender equality and women’s empowerment

Constitutional provisions and House of Representatives laws for implementation

Government plans and strategies

strategic planning in advance of the budget preparation.

3.2 Patterns of Power and Decision-making

Decision-making about employment and expenditures. Only one-third of Moroccan women

Restricted autonomy and decision-making over bodies and sexualities.

3.3 Gender Roles, Responsibilities, and Time Use48

3.4 Access to and Control over Assets and Resources

Unrecognized financial and in-kind contributions to household expenses. The aforementioned

differentiated land rights.70

3.5 Gender-based Violence

The law has numerous shortcomings, gaps and deficiencies:

4. SECTOR-LEVEL FINDINGS AND

4.1.1. GOM and US Government Institutional Policy and Strategic Framework

Table 7. Gender Equality and Women’s Empowerment in US Government and GOM

GOM policies, strategies, and Empowerment

Government plans and strategies

4.1.2. Relevant Data and Statistics

Table 8. Women’s Representation in Local Elected Bodies

Level of representation of women in local elected bodies

Communal councillors 62% 38%

Segmented participation of women in the public administration. Women are predominant in

4.1.3. International, National, Civil Society, Financial and Technical Actors

4.1.4. Advances, Challenges and Gaps

Unfavorable conditions to effective participation once elected. Interviewees described obstacles

Insufficient accompaniment and institutional support for female candidates and

4.1.5. Best Practices and Opportunities

3.1.6 Political Inclusion Recommendations

Key Finding Priority Programming Recommendations

4.2 ECONOMIC INCLUSION FINDINGS AND

Table 9. Gender Equality and Women’s Empowerment in US Government and GOM