Given all the competing priorities arising from the current pandemic, there is a significant risk that inclusion and diversity may recede as strategic priorities for organizations as companies focus on recovery. If women make these transitions, they could find more productive, better-paid work; if they don’t, they could face a growing wage gap or leave the labor market altogether. It is also about the qualitative aspects, ensuring that the knowledge and experience of both men and women are used to promote progress in all aspects of society. National governments can enable change on a broader front using the law. Follow us on Facebook at facebook.com/clintonfoundation, and on Twitter at twitter.com/clintonfdn. In contrast, in some geographies, economic growth could help advance gender inequality in five regional impact zones where certain aspects of gender inequality are most prominent. collaboration with select social media and trusted analytics partners Two-thirds of all children denied school are girls, and 75 per cent of the world’s 876 million illiterate adults are women; Women hold only 21 per cent of the world’s parliamentary seats, and only 8 percent of the world’s cabinet ministers are women. In their personal lives, they can explore their own biases, both conscious and unconscious. Companies can also use their supply chains and procurement practices to support women-owned businesses and hold suppliers accountable to diversity and inclusion targets. Only 22.8 per cent of all national parliamentarians were women as of June 2016, a slow increase from 11.3 per cent in 1995 [].At the current pace, it will take another 40 years to reach equal representation. Gender equality implies not only equal distribution between men and women in all domains of society. The importance of reducing the gender gap in who takes responsibility for caregiving cannot be overstated, and governments can play an important role here. In the United States, for example, women receive 57 percent of college degrees, according to the National Center for Education Statistics, and have higher overall average GPAs (but still lag behind men in STEM graduation rates). Although the early evidence suggests that the COVID-19 infection has been more deadly for men than women—the death rate for men in countries like China, Italy, and South Korea has been almost double the rate for women—women’s economic prospects have been hit the hardest. Gender inequality facts from the U.N. tell us that men are paid more in both urban and rural areas. And, if a woman does have the same job as a man, she is paid less. These outcomes are mirrored in the day-to-day experiences of women of color in the workforce—56 percent of black women say they and their peers have equal opportunity for growth, compared with 69 percent of white women. Five years after the introduction of the Sustainable Development Goals, progress on gender equality has been modest at best, and now the effort to narrow gender gaps faces new challenges in the form of automation trends and the regressive impact of the COVID-19 pandemic. our use of cookies, and As one of many examples around the world, the “double shift” is a fact of life for millions of women in China, who go out to work but then do the lion’s share of work in the home as well. McKinsey research on Diversity Matters (2015), on Delivering through Diversity (2018), and most recently in May 2020 on Diversity Wins examined whether companies with higher levels of both gender and ethnic diversity have greater economic performance. For many of these impact zones, economic growth can increase the provision of services that could help improve outcomes. If you would like information about this content we will be happy to work with you. Something went wrong. Growing automation adoption adds to the challenges that women face in the workplace. Please try again later. Around the world, women do three times as much unpaid care work as men. As world leaders at the UN General Assembly assess progress, look ahead to recovery, and commemorate the 25th anniversary of the Fourth World Conference on Women and the Beijing declaration, we offer our perspectives on the ten things everyone should know about gender equality. Thus, it concerns matters that can be counted and measured using gendered statistics. Our flagship business publication has been defining and informing the senior-management agenda since 1964. In this period, female part-time employment increased by 2.3 percentage points, versus a 0.7-percentage-point increase in full-time employment for women. Starting in the late 1970s, there was a substantial increase in women’s relative earnings, with women coming to earn about 80% of what men earned. About gender equality in Australia Women and girls make up just over half (50.7 per cent) of the Australian population. Downgrading diversity could well be a mistake, compromising performance and thwarting efforts to strengthen recovery over time. Please click "Accept" to help us improve its usefulness with additional cookies. On employment, our research has found that women’s jobs globally are 1.8 times as vulnerable to this crisis as men’s jobs. In the past five years, progress has been marginal. Allegations about sexual misconduct by prominent men in politics, entertainment, media and other industries have reverberated across the United States in recent months, drawing attention to issues of gender equality in the workplace and in broader American society. Without gender equality, women and girls face barriers that hold us all back. Gender equality in society and gender equality in work are correlated based on MGI’s analysis of 125 countries. Unleash their potential. Representation of women in the C-suite in North America has increased to 21 percent, from 17 percent in 2015. Moreover, in rural areas, women are more likely than men to have seasonal, part-time, and low-wage jobs. The research found that in a best-in-region scenario in which all countries match the performance of the country in their region that has made the most progress toward gender equality, $12 trillion a year could be added to GDP in 2025. Over the years, our research with LeanIn.Org has found some progress in the advancement of women through the corporate pipeline in North America. They are low labor-force participation in quality jobs (in South Asia, the Middle East and North Africa, and sub-Saharan Africa), low maternal and reproductive health (in sub-Saharan Africa), unequal education levels (in South Asia and sub-Saharan Africa), financial and digital exclusion (in South Asia, the Middle East and North Africa, and sub-Saharan Africa), and girl-child vulnerability (in China and South Asia). Facts and figures Young women’s leadership. Between 2000 and 2018, women accounted for two-thirds of 45 million jobs created in 22 OECD countries, but many of these jobs were part-time or independent work that were less secure and offered lower pay and fewer benefits. Gender equality, also known as sexual equality or equality of the sexes, is the state of equal ease of access to resources and opportunities regardless of gender, including economic participation and decision-making; and the state of valuing different behaviors, aspirations and needs equally, regardless of gender. McKinsey has conducted research on gender diversity in North American companies in partnership with LeanIn.Org on since 2015. Figure 7: Gender equality in education versus labor force participation. In many ways, women are actually superior to men when it comes to business. Gender Inequality Statistics 1. This International Women’s Day — know and share the facts about gender equality in the United States and around the globe. Gender equality, also called gender egalitarianism, sex equality, or sexual equality, condition of parity regardless of an individual’s gender.Gender equality addresses the tendency to ascribe, in various settings across societies, different roles and status to individuals on the basis of gender. The biggest obstacle to women on the corporate ladder is a “broken rung” in the first step up to the manager level. Gender Pay Gaps Throughout much of the 20th century, the average woman earned about 60% of what the average man earned. Five years later, large gender gaps remain across the world, and the early evidence suggests that the COVID-19 pandemic has had a regressive effect on gender equality. Women of color also experience more workplace “microaggressions.” For example, 40 percent of black women and 30 percent of Asian women say they needed to provide more evidence of their competence than others, compared with 28 percent of white women and 14 percent of men. 60% of the world’s chronically hungry are women and girls. Source: Jakiela and Ozier, 2019. Globally, part of the reason is that women are disproportionately represented in industries that are expected to decline the most in 2020 due to COVID-19 (Exhibit 3). Data from No Ceilings: The Full Participation Report (2015) shows that more must be done to achieve the full and equal participation of girls and women worldwide. The next normal arrives: Trends that will define 2021—and beyond. We explore gender equality in the public sector by looking at 5 key facts from the WWBI data. The highest-performing companies on both profitability and diversity had more women in line roles (that is, owning a line of business) than in staff roles on their executive teams. For instance, they can remove legal barriers against women working (such as regulations prohibiting women from working night shifts) and can enforce laws protecting women from violence. Harnessing the power of data for girls: Taking stock and looking ahead to 2030. In these impact zones, economic growth alone is insufficient to guarantee progress; sustained and proactive interventions will be needed. MGI research found that the share of women whose jobs are replaced by machines and will likely need to make job transitions due to automation is roughly the same as for men: up to one in four over the next decade may have to shift to a different occupation. In developed countries, women are now outperforming men academically on many dimensions. As we note in item number 6, the COVID-19 pandemic has added new urgency—and new risks—to achieving the economic benefits of gender parity. The full-time average weekly ordinary earnings[6] for women are 14.0% less than for men [7]. Companies can use this moment to design and put in place policies and practices that can support women in the long term. That hit to growth could be even larger if increased childcare responsibilities, a slower recovery, and reduced public and private spending on services such as education and childcare force women to leave the labor market permanently. While absolute scores on equality in society tend to be higher than those of equality in work for most countries, we found virtually no countries with high equality on social indicators and low equality in employment and labor markets. Global annual results report 2019: Gender equality. Qualitative gender equality work focuses on the situation of women and men, respectively. The policy tool kit is wide-ranging, from financial support for women such as cash transfers, to tax regulations, childcare programs, and ensuring that public infrastructure is built and designed with gender in mind. However, as these numbers show, women are underrepresented at all levels of organizations, and the pipeline is leaky between the entry level and the C-suite. In the 2019 Women in the Workplace report, we found that, of entry-level workers, 48 percent were women, compared with 45 percent in 2015. All is not doom and gloom—there are significant bright spots to celebrate. hereLearn more about cookies, Opens in new After this initial degree of drop-off, it is very difficult for women to make up the ground lost. A middle path—taking action only after the crisis has subsided rather than now—would reduce the potential opportunity by more than $5 trillion. Follow along with the Clinton Foundation throughout Women’s History Month to learn more about our data and our efforts to advance full participation for girls and women worldwide. They may also face financial constraints in doing so. Others have accelerated gender equality through incentives for women’s education, entrepreneurship, and business lending, for instance. The particular challenge for women is that long-standing barriers make it harder for them to adapt to the future of work. 05/14/2017 08:47 am ET Updated May 15, 2017 Bloomberg via Getty Images The question posed above is a disturbing one and it refers to gender parity. Practical resources to help leaders navigate to the next normal: guides, tools, checklists, interviews and more. What do the statistics prove? Gender equality is an area in which the Nordic Region has a particularly high profile. At work, too, most countries are making slow and steady progress in equality. In some countries in East Asia, there are only 12 to 20 women leaders for every 100 men. Asian women make 85 cents to the dollar, white … Gender Inequality Facts Infographics Gender inequality is associated with stereotyped social and cultural roles. Even if policy makers and companies manage to craft a robust economic recovery from the COVID-19 crisis, there is no guarantee that a resumption of economic growth will help revive progress toward gender equality. Leaders need to champion gender diversity, ensuring that hiring and promotions are fair and fostering an inclusive and respectful culture. Companies in the top quartile of ethnic and cultural diversity were 36 percent more likely to outperform on profitability. Gender Economic Inequality Men dominate the top of the economic summit while women are saddled with debt and poverty. Some governments have enacted quotas to ensure a minimum level of women in leadership roles. 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