• http://dx.doi.org/10.18235/0012986

Urquidi, Manuel, et al. (2024). Bolivia Labor Market Survey: Diversity and Inclusion Policies in Formal Companies 2023 (Aggregated Data). IDB Open Data. https://doi.org/10.60966/dmwway90

1. Spanish

What is the 2023 Bolivia Labor Market survey about?

It’s an employer survey designed to understand Bolivia recruitment policies, hiring channels, and workplace practices related to diversity and inclusion. It captures how firms recruit, whether they maintain formal DEI policies, and the presence and roles of workers from specific demographic groups.

Who was surveyed and where?

Formal-sector establishments across major metropolitan areas (La Paz, El Alto, Cochabamba, Santa Cruz). The questionnaire captures sector, legal form, and firm size, enabling analysis by industry and company characteristics.

What topics does the dataset cover?

• Recruitment & hiring: channels used (social networks, job boards, firm website, university boards, press), internal postings, and reported recruitment difficulties
• Policies & protocols: existence of formal diversity recruitment policies, whether they’re documented, included in induction, and which groups are explicitly covered
• Work environment: anti-discrimination/harassment policies, reporting processes, whether complaints were received (2022–2023), and the types of incidents addressed
• Workforce composition: presence of workers from specified groups, their education levels, job categories, and salary bands
• Perceptions & attitudes: Likert-scale responses on inclusion, disclosure, and the link between diversity and productivity

Which groups are tracked in the survey?

Mothers during pregnancy/post-partum; single parents; persons with disabilities; LGTBIQ+; Indigenous, Afro-descendant, and other ethnic groups; internal migrants; foreign migrants; youth (<25); adults 50+. These groups are referenced across recruitment, policy coverage, and workforce composition modules.

What are the key variables for Bolivia recruitment policies?

• Presence of a diversity-promotion policy in hiring (yes/no/in process)
• Whether the policy is written (protocol/manual/regulation)
• Whether it’s presented during onboarding
• Covered groups in the policy
• Recruitment channels used and difficulties encountered (e.g., under-/over-qualification, lack of experience, candidates declining offers)

What can I do with this dataset?

• Benchmark the adoption of DEI recruitment policies across sectors and firm sizes
• Identify recruitment bottlenecks for under-represented groups
• Map workforce composition of priority groups by job level, education, and wage bands
• Track policy-to-practice alignment (e.g., whether written policies coincide with complaint handling capacity)

How does this relate to other IDB labor datasets?

It complements employer-side demand surveys and supply-side training data. Together, they allow you to connect Bolivia employment data 2022–2023 with institutional policies and on-the-ground hiring outcomes.

What are the dataset’s limitations?

• Urban/formal-sector focus: results may not generalize to rural or informal firms
• Self-reporting bias: policy existence and incidents are self-reported
• Point-in-time measures: cross-sectional responses limit causal inference; compare cautiously to earlier/later waves
• Coverage variability: not all firms respond to all modules; some indicators may have missing values

What’s included in the documentation?

A complete questionnaire outlining modules, response options, and definitions—useful for constructing reproducible indicators and understanding how each variable is captured (recruitment, policies, workforce composition, perceptions).

How do I align this with the 2022 series?

If you’re combining 2023 with Bolivia employment data 2022, harmonize sector codes, firm size bands, and policy definitions. Note any questionnaire changes before trend analysis.

What policy decisions can this dataset inform?

• Design/scale DEI recruitment policies: identify sectors with low adoption and target awareness or incentives
• Targeted intermediation: align job-matching and training for groups facing recruitment barriers (e.g., lack of experience, credential gaps)
• Compliance & safeguards: encourage written anti-harassment protocols and complaint channels; monitor uptake by firm size/sector
• Impact tracking: use recurring waves to monitor progress in Bolivia recruitment policies and workplace inclusion outcomes

What were the main findings of Bolivia's 2023 labor market survey on diversity?

The survey found that many formal companies in La Paz, El Alto, Cochabamba, and Santa Cruz have begun adopting diversity policies, but implementation varies. While some firms have written protocols against discrimination, others rely on informal practices. Employers reported challenges in recruiting candidates from vulnerable groups, often citing skill mismatches or a lack of experience.

How do Bolivia’s diversity and inclusion policies address the recruitment of indigenous and Afro-descendant populations?

According to the 2023 survey, several companies include indigenous and Afro-descendant groups in their diversity policies. However, firms noted barriers, including limited candidate availability and gaps in formal qualifications. Policies are more common in larger firms with structured HR departments.

How do labor unions influence recruitment and hiring in Bolivia?

The dataset shows that union presence intersects with diversity policies, particularly in larger companies. Where unions exist, they often advocate for anti-discrimination measures and inclusion of vulnerable groups, reinforcing employer compliance with labor law.

What are Bolivia's national recruitment policies and legal requirements for employers?

The survey highlights employer awareness of mandatory anti-discrimination provisions. Many firms reported having internal policies against harassment and discrimination, though not all are codified in official documents. Compliance is stronger in medium and large enterprises.

Why does Bolivia implement affirmative hiring measures or quotas (if any), and how do they impact recruitment?

The 2023 diversity survey indicates that while formal quotas are not widespread, some companies voluntarily adopt inclusion policies for groups such as women, youth, and indigenous populations. These measures are seen as improving workplace equity, but can pose recruitment challenges when candidate pools are limited.