i When looking at employment data in public health institutions, there is a clear numerical superiority of female employees in the sector. According to 2017 reference data, 8,405 of 14,061 personnel are women. This rate of approximately 60% shows how central the role of women is in Kosovo's health care production. The fact that there are 2,383 male employees compared to 4,350 female employees (64.6% female rate) at the Pristina University Clinical Center (QKUK), where especially severe cases are treated and is the epicenter of inpatient services, proves the professional importance of women in patient care and clinic management.
r This data creates a great advantage in the specific investment lines we analyze as the Kosovo Investment Joint Venture team. It is relatively easy to access experienced female nurses and specialist staff who will provide high-quality services in areas such as elderly care centers (geriatrics), home care services, rehabilitation clinics, gynecology and pediatrics centers. New investments with foreign or local capital have the potential to attract this qualified workforce to the private sector by offering modern working conditions. However, demographic adaptation alone is not sufficient for successful HR management. In health investments, proper management of female employee rights (maternity leave, shift working conditions, professional development rights) within the framework of the Kosovo Labor Law is the most important legal and administrative strategy that will reduce personnel turnover.