Factors found to be important in this study are similar to those from earlier studies in rural areas. While the data indicate that financial incentives are the most commonly discussed factor regarding CHW retention in urban slums, the results also suggest other avenues that could be strengthened to improve their retention.

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The debate about the empowerment potential of women's access to labour market opportunities is a long-standing one but it has taken on fresh lease of life with the increased feminization of paid work in the context of economic liberalization. Contradictory viewpoints reflect differences in how empowerment itself is understood as well as variations in the cultural meanings and social acceptability of different kinds of paid work. Research on this issue in the Bangladesh context has not been able to address these questions because it tends to use very restricted definitions of work and narrow conceptualizations of empowerment. This paper uses a combination of quantitative and qualitative data from Bangladesh to explore this debate, distinguishing between different categories of work and using measures of women's empowerment which have been explicitly designed to capture the specificities of local patriarchal constraints.

The system of reserved seats with direct elections to local government bodies has been in place for women since 1997. This article investigates how perceptions have changed about the role of women representatives in local government. By exploring the accounts of women's views, experiences and how they negotiate various structural and attitudinal obstacles, and the changes in the wider sociopolitical context, the article shows that women representatives have gained greater voice and social legitimacy in representing specific types of 'women's issues.' These gains were partly a result of the supportive policy directives and mechanisms created by the state. Despite these gains, the centralised and andocentric nature of Bangladeshi government and politics may limit the transformatory potential of these changes.

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BackgroundBRAC, a large Bangladeshi NGO, recently has been using female volunteer community health workers (CHWs) in Dhaka urban slums to provide maternal and child health services. Due to erratic performance-based income and higher opportunity cost the urban CHWs lose motivation which contributes to high dropout and poor performance. This results challenges for the cost effectiveness and sustainability of the urban health program. CHWs also consider their performance-based income very low compare to their work load. So, CHWs raise their voice for a fixed income. In order to understand this problem we explored fixed income for CHWs and the correlates that influence it. We surveyed a sample of 542 current CHWs. We used bidding game approach to derive the equilibrium reservation wage for CHWs for providing full-time services. Then, we performed ordered logit models with bootstrap simulation to identify the determinants of reservation wage.ResultsThe average reservation wage of CHWs to continue their work as full-time CHWs rather than volunteer CHWs was US$24.11 which was three times higher than their current performance-based average income of US$ 8.03. Those CHWs received additional health training outside BRAC were 72% and those who joined with an expectation of income were 62% more likely to ask for higher reservation wage. On the contrary, CHWs who were burdened with household loan were 65% and CHWs who had alternative income generating scope were 47% less likely to ask for higher reservation wage. Other important factors we identified were BRAC village organization membership, competition with other health services providers, performance as a CHW, and current and past monthly CHW income.ConclusionsThe findings of this study are relevant to certain developing countries such as Bangladesh and Tanzania which commonly use volunteer CHWs, and where poor retention and performance is a common issue due to erratic and performance-based income. So, the study has implications in improving retention of health workers as well as their level of performance. The study also suggests that the financial incentives provided to CHWs should be clearly based on their qualifications and opportunity cost to ensure a high performing and motivated health workforce.

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