Key Findings and Actions to Take Based on the Global Gender Gap Report 2023

The Global Gender Gap Report by the World Economic Forum evaluates and measures gender equality worldwide. The report assesses how well countries are dividing their resources and opportunities among their male and female populations. The report raises awareness about gender disparities and initiates dialogue on how to address these issues.

The 2023 Global Gender Gap Report benchmarks gender parity across 146 countries. It uses the Global Gender Gap Index to measure gender parity. The Index measures scores on a 0 to 100 scale. The score can be interpreted as the distance covered towards parity. In this blog, we will delve into the key findings of the report regarding gender gaps in organizations. We will also outline a few actionable steps that can be taken to address the gaps highlighted in the findings.

Labor-Force Participation: Key Findings of the Global Gender Gap Report 2023

The participation of women in the workforce is pivotal to gender equality and economic development. As more and more organizations strive to create inclusive work environments, the spotlight falls on women’s participation in the labor force.

Examining the global workforce also forms a core component of the Global Gender Gap Report. Here are some key highlights from the report regarding women’s labor-force participation.

• The parity in the labour-force participation rate increased from 63% in 2022 to 64% in 2023. However, the parity is still at the second-lowest point since the first edition of the index in 2006. It is also significantly below its 2009 peak of 69%.
• Women continue to face higher unemployment rates than men, with a global unemployment rate of around 4.5% for women and 4.3% for men.
• Women also lack access to existing opportunities due to disproportionate care responsibilities and discouragement to search for opportunities.
• Women often face substandard working conditions as out of every five jobs for women, four are within the informal economy.

Strategies to Combat the Lack of Women or Gender Gap in the Workforce

To address the gender gap in the labor force, organizations need an approach that encompasses both work culture and practices. These practices include promoting an inclusive culture, providing work flexibility, ensuring equal pay, and supporting Employee Resource Groups. Let’s take a look at these strategies in detail.

• Promote a Gender-Inclusive Culture: To promote a gender-inclusive culture, an organization should establish a zero-tolerance policy for discrimination or harassment. It should clearly outline the consequences of violations and provide a safe reporting mechanism. Furthermore, it should foster an atmosphere where employees feel comfortable discussing gender issues openly.
• Implement Flexible Work Arrangements: Flexible work arrangements include policies like flexible work hours, remote work arrangements, and compressed work weeks. An organization should also offer gender-neutral parental leave policies to both male and female employees to care for their children.
• Actively Recruit Women, Especially in Leadership Positions: This step involves recruitment strategies specifically designed to seek out qualified women candidates. Organizations can establish formal mentorship programs for female employees aspiring to advance their careers. It can also offer training programs tailored to address the gender gap.
• Ensure Equal Pay for all Employees: Organizations can ensure equal pay for all employees through regular pay equity assessments. These assessments identify and rectify any gender-based pay disparities. Reviewing policies like salary structures and promotions can ensure fairness and transparency.
• Employee Resource Groups (ERGs) Focused on Gender Diversity:  Gender-focused ERGs offer safe spaces for women to connect. They can share experiences and collaborate on gender equity initiatives. ERGs can also organize networking events, workshops, and mentorship programs to support the professional growth of women in the workplace.
  

Representation of Women in Senior Leadership: Key Findings of the Global Gender Gap Report 2023

Organizations are experiencing a shift towards greater gender diversity at the highest levels of leadership. As the business landscape evolves, there is a growing recognition of the unique perspectives, skills, and contributions that women bring to senior leadership positions. 

The Global Gender Gap Report 2023 sheds light on the progress made on this front and the challenges that persist. Here are some key highlights regarding women in senior leadership positions.

• Women account for only 32.2% of senior leadership positions.
• On average, across industries, a significant gap is seen when comparing the share of women in senior contributor positions (44.0%) to that of women in Manager (35.5%) or Director roles (36.8%).
• The disproportionate share of men holding top positions is even starker among higher-ranked positions, where men account for 71.7% of Vice-President roles and 74.6% of C-suite positions on average.
• The sectors where gender diversity in senior leadership is more present are Education, Consumer Services, Government and Public Sector, Retail, Entertainment Providers, Administrative and Support Services, and Accommodation and Food.
• Women continue to be outnumbered by men in senior leadership positions across industries like Manufacturing, Agriculture, Supply Chain and Transportation, Oil, Gas and Mining, and Infrastructure.

Gender Gap in the Skills of the Future: Key Findings of the Global Gender Gap Report 2023

The rapid advancement of digitalization and technology means that combating gender gap in these skills is more important than ever. Women face unique challenges in securing an equal footing in domains like AI and big data due to persistent disparities in access.

The Global Gender Gap Report uncovers the growth and challenges faced by women in the ever-evolving landscape of technology and innovation. Here are some key highlights regarding the gap in skills of the future between men and women.

• Women and men currently do not have equal opportunities and access to online platforms.
• Data suggests that, except for teaching and mentoring courses, there is a disparity in enrolment in every skill category.
• Enrolment in courses on cognitive skills such as creative thinking, analytical thinking, and systems thinking, which are projected to become increasingly crucial in the next five years, gender gaps remain persistent.
• There is less than 50% parity in technological literacy, AI, and big data, which are among the top 10 skills projected to grow.
• However, when women do enrol, they tend to attain the most proficiency levels across skill categories studied in less time compared to men.

Strategies to Combat the Gaps in the Skills of the Future

Combating the gender gaps in avenues such as access to online platforms and technological literacy is essential for organizations.

Organizations can address these gaps through measures like providing access to online platforms and organizing technological literacy and AI training workshops. Other strategies include encouraging the development of cognitive skills and collaborating with institutes that address gender inequality. Let’s look at these strategies in detail.

• Promote Equal Access to Online Platforms: Organizations need to invest in online learning platforms that prioritize user-friendliness and the elimination of gender biases. It is essential to ensure that online resources are readily available to all employees, regardless of gender. Additionally, the organization can conduct policy reviews to identify and eliminate any unintentional barriers that may disproportionately affect women.
• Enhance Technological Literacy: To enhance technological literacy, organizations need to develop educational programs catering to the unique needs of women. These programs can be on AI, Big Data and other skills. Furthermore, organizations can establish mentorship programs with women in tech leadership roles to guide aspiring female talents. In addition, encouraging female role models to share their success stories provides inspiration and guidance to others.
• Foster the Development of Cognitive Skills: This measure includes incorporating training sessions on cognitive skill development, with particular emphasis on gender-inclusive approaches. These trainings should focus on creative, analytical, and systems thinking. To ensure the effectiveness of these initiatives, organizations can solicit feedback from female employees regarding their impact. 
• Forge Collaborative Partnerships as a Strategic Initiative: To actively address the gender gap in skills, organizations can engage in collaborative efforts with institutions and industry groups dedicated to addressing the gender gap in skills. Sharing best practices and resources among partners allows for leveraging collective expertise and resources to enhance gender diversity efforts.

DEI Programmes: A Pathway to Closing Workplace Gender Gaps

The Global Gender Gap Report 2023 lists Diversity, Equity and Inclusion (DEI) programmes as effective pathways to close gender gaps.

According to The World Economic Forum’s 2023 Future of Jobs Survey, more than two-thirds of the organizations surveyed have implemented a DEI programme. The majority (79%) of companies surveyed are implementing DEI programmes with a focus on women.

DEI programmes can include mentoring, sponsorship, leadership training, specific policies for caregivers or increased flexibility of working arrangements. It can also encompass action around gender parity, racial and ethnic equity, LGBTQ+ inclusion and inclusion of people with disabilities.

When it comes to overcoming the gender gap, DEI programs actively dismantle systemic barriers and biases. They ensure equal access to opportunities for all employees, regardless of gender. By addressing unconscious bias and promoting fair decision-making processes, DEI initiatives level the playing field for women.

Conclusion

The Global Gender Gap Report 2023 offers valuable insights both into the progress made and the challenges that persist in the pursuit of gender parity. As we reflect on these findings, it becomes abundantly clear that concerted actions are required for a more equitable future. Increasing women’s economic participation and achieving gender parity in leadership are two key levers for addressing gender gaps in organizations. Implementing policies that promote equal opportunities, breaking down systemic barriers, and fostering inclusive environments also help the cause. Lastly, as organizations continue to embrace DEI initiatives, we can anticipate a future where the gender gap steadily closes and women start to thrive in all roles across an organization.

If you’re inspired by the findings of the Global Gender Gap Report and want to close gender gaps in your organization, consider leveraging our DEI courses regarding women in the workplace. Our courses are tailored to address and take actionable steps based on the key findings of the Global Gender Gap Report 2023.

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