Key figures for gender equality in the workplace in 2024

Despite progress made in recent years, women still face various forms of discrimination and obstacles that hinder their access to employment and advancement opportunities in their careers.

Employment access statistics

• 15% of working-age women worldwide desire employment but are unemployed, compared to 10.5% of men.
• This gap widens in low-income countries, where 24.9% of women are unemployed compared to 16.6% of men.

Rights and opportunities

• Women only hold 64% of the legal rights granted to men, limiting their access to work and entrepreneurship opportunities.
• On average, women are paid 20% less than men for equivalent work.
• Only 26% of women worldwide have access to social protection, such as social security benefits.

Entrepreneurship:

• Male-owned businesses outnumber female-owned ones by 32%.
• The gap between men and women aspiring to start a business is 20%.

The informal economy and poverty:

• Nearly 60% of working women globally operate in the informal economy, exceeding 90% in low-income countries.
• One in ten women lives in extreme poverty, and over 340 million women and girls could fall into extreme poverty by 2030.

Transition to a green economy:

• It’s estimated that 80% of new jobs created through the transition away from fossil fuels will be in male-dominated sectors.

Investment required:

• An additional $360 billion per year is needed to achieve key gender equality objectives in developing countries.

Challenges for female entrepreneurs

A central issue highlighted in this editorial is the enduring gender pay gap. Despite legal measures against wage discrimination, women still earn less than men for comparable roles. This global wage disparity, averaging 20%, is particularly glaring for women juggling family responsibilities.

Obstacles to female entrepreneurship

Additionally, women encounter a series of obstacles when attempting to pursue entrepreneurship. They are outnumbered by men in this field, and those who venture into it often face additional challenges. Typically, their businesses are smaller and less lucrative than those owned by men, and they tend to focus on domestic markets rather than expanding internationally.

Recognizing the key role of the care system

Another crucial aspect addressed in the editorial is the essential role of care systems in promoting gender equality. The majority of care work, whether for children, the elderly, or sick family members, is performed by women and girls, often unpaid. This unpaid caregiving limits their ability to fully participate in economic and social life.

Priority action areas

In response to these challenges, UN Women proposes three priority action areas supported by data:

1. Ensuring decent jobs and equitable entrepreneurial opportunities for women
2. Transforming care systems
3. Investing in gender-responsive and just transitions towards more sustainable economies

Conclusion

It is becoming increasingly urgent for governments, businesses, and civil society to work together to eliminate barriers to gender equality in the workplace. By investing in women’s economic empowerment, we can create a more equitable and prosperous future for all.

[Source: Op-ed: Improving women’s access to decent jobs – https://www.unwomen.org/en]

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Last month marked a significant milestone in the promotion of gender equality as Professor Claudia Goldin was awarded the Nobel Prize in Economics, a field traditionally dominated by men. This achievement not only recognizes women’s contributions but also highlights the importance of Goldin’s research, which has “advanced our understanding of labor market outcomes for women”.

While Goldin’s research provides an in-depth perspective on women’s roles and the causes of inequality in the U.S., it’s essential to recognize that narratives can vary globally due to a variety of social and cultural factors.

Gender imbalances in trades and sectors

The ILO’s data sheds light on significant gender imbalances across various industries. Jobs traditionally associated with women, like nursing and childcare, still have a predominantly female workforce, sometimes exceeding 90%. Professions in primary education, early childhood, and roles in kitchens, cleaning, and offices also see a high percentage of women.

Conversely, high-risk occupations such as locomotive driving and heavy machinery operations remain predominantly male. The mining, quarrying and construction sectors also remain heavily male-dominated. There are, however, gender-balanced occupations in sales, management and administration.

Overall, the gender distribution across sectors tends to follow expected patterns, with strong female representation in social services, healthcare, and certain manufacturing industries, notably those related to apparel. On the flip side, sectors such as mining, quarrying and construction remain heavily male-dominated. Retail sectors, however, show a more balanced gender distribution.

Women in care work

Many predominantly female trades and sectors revolve around care work, with significant representation in crucial areas such as childcare, nursing and midwifery. Women account for 67% of the global care workforce, according to the latest global estimates. Notably, domestic workers, predominantly women, are prevalent, with at least four out of five in the care sector originating from countries like Seychelles, Belarus, Slovakia, and Georgia.

Interestingly, care occupations beyond the traditional sector (for example, personal care workers in hospitality) and non-care occupations within the care sector (such as administrative staff in care homes, hospitals or clinics) show a more balanced gender distribution.

The stark gender divide in care professions has serious implications for women’s job opportunities, economic independence and overall gender equality. With a growing demand for care worldwide due to changing family structures, an aging population and the challenges of climate change, it is imperative to implement gender-sensitive care policies to meet these growing needs. Failure to take action risks exacerbating gender inequalities in the labor market and placing additional burden on care workers, particularly in the aftermath of the COVID-19 pandemic. The recent celebration of the UN International Day for Care and Support underlines the importance of investing in care to achieve gender equality and social justice.

Pushing the boundaries for women in STEM

There are signs of progress in the representation of women in STEM. The latest global estimate reveals that two out of every five women now work in these fields, with notable examples being Mongolia, Belarus, and Lesotho where over half of the STEM workforce is female. However, some countries like Pakistan, the United Arab Emirates, Burkina Faso, and Iraq still have a long way to go, with less than a quarter of their STEM workforce being female.

Inclusion of women in STEM professions is crucial for diverse perspectives, addressing historical inequalities, driving economic innovation, inspiring future generations, tackling global challenges, and promoting inclusivity. Despite these positive trends, women continue to be underrepresented, especially in technology and engineering roles, making up only around 10% of civil engineers and software developers. The information and communication technology (ICT) sector also has low female representation, with less than a quarter of women, and a significant gender pay gap persists.

Women’s slow ascent to management positions

Despite progress in women’s employment in STEM, challenges persist in their advancement to senior management roles. Currently, only 36% of senior and middle management positions are held by women, and they are predominantly found in roles associated with traditionally female sectors, like childcare (89%) and elderly care (78%).

In contrast, management positions in sectors such as public relations, human resources, finance, and business services show a more balanced representation, with nearly half occupied by women. Notably, only around a fifth of managing director and CEO roles are held by women, indicating disparities not only in numbers but also in terms of opportunities, empowerment, and perceptions.

Tourism’s potential to empower women in local economies

Tourism stands out as a dynamic sector, offering abundant opportunities for women and young people. Despite its labor-intensive nature, tourism has become a source of optimism for women, with many venturing into entrepreneurship worldwide. Additionally, it acts as a driving force for economic diversification, particularly in rural and remote areas. Notably, the food & beverage and hospitality sectors lead in terms of female employment.

However, jobs in these sectors often come with their own challenges. They often involve self-employment, smaller businesses, higher informality rates, and generally lower wages and productivity.

Conclusion

The global landscape of gender dynamics in the job market showcases both progress and challenges. The recent Nobel Prize awarded to Professor Claudia Goldin underlines the importance of women in the professional realm. A closer examination of sectoral trends exposes domains where women take the lead, are on the rise, or are notably absent. Persistent traditional patterns are evident, whether in STEM professions or managerial roles. To move closer to equity, it is crucial to sustain dialogue, question norms, and commemorate every stride towards parity. Each figure, statistic, and narrative has the potential to inspire change, representing milestones in our shared journey toward equality.

(Source : Where women work: Female-dominated occupations and sectors – ILOSTAT – ilostat.ilo.org )

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Wage inequalities still very much alive

Despite a slight improvement from the previous year, the lingering wage gap remains a cause for concern. The eight years of computations to come up with this symbolic date highlight a troubling stagnation, emphasizing the need for concrete measures to foster gender equality on the job market.

A study by the National Institute of Statistics and Economic Studies

A comprehensive examination of the data conducted by the French National Institute of Statistics and Economic Studies (Insee) reveals a concerning reality: the wage gap between women and men can exceed 25% for equivalent hours worked.

This discrepancy is partly attributed to the high rate of part-time work among women, more than 25%, compared to just 7.5% among men.

Structural hurdles

In some countries, like France, trade unions have expressed disapproval of the lack of progress in addressing the gender pay gap. They highlight structural obstacles, such as the “glass ceiling,” hindering women’s access to management positions. The CFDT stresses that low wages in highly feminized professions contribute significantly to inequalities.While there is some progress, these professions are still often associated with job insecurity, involuntary part-time work, and low pay, contributing to enduring pay disparities between the genders.

How do we overcome these disparities?

In response to these challenges, solutions have been put forth to alleviate disparities. Overhauling paternity and parental leave is suggested as one solution for a more egalitarian approach. Les Glorieuses proposes raising salaries in female-dominated professions and advocates making access to public contracts conditional on equal pay to influence public policy in favor of equity.

Significant progress has been made

Despite persistent challenges, there have been notable advances in terms of pay transparency as women are now allowed to request the pay slips of their male colleagues. A European directive, aimed at ensuring employer transparency in the EU to guarantee pay equality, has also been adopted.

Focus on European Directive 2023/970

A European directive, 2023/970, published on May 17, 2023, in the Official Journal of the European Union, strengthens equal pay for men and women through transparency and reinforced enforcement mechanisms. It exhaustively defines remuneration, introduces the right to transparency before hiring, requires disclosure of remuneration criteria, and mandates reporting obligations on the pay gap. The directive provides for a right to compensation in case of violation, with a reversal of the burden of proof. National equal treatment bodies will be established, and transposition into national law is required by June 7, 2026.

Achieving equal pay requires coordinated efforts to eliminate structural obstacles for women in the labor market. As society evolves, it is crucial to recognize and value women’s work, creating a fair and inclusive labor market for all!

L’article Persistent inequalities for women in the job market est apparu en premier sur C&S Secretarial Services.

Female working population in Mauritius: A look at the data

C&S Secretarial Services analyze data from statistics regularly compiled by Statistics Mauritius. The goal being to provide you with an overview of the evolving participation of women in the Mauritian labor market over the years.

In March 2023, the female labor force in Mauritius had reached 245,300, indicating an increase from the December 2022 figure, 225,900. These statistics are updated quarterly and have shown over the period of March 2004 to March 2023, that on average 219,700 women were actively participating in the Mauritian workforce, based on 77 recorded observations.

The highest point in this statistical data was reached in March 2023, with 245,300 individuals, while the lowest point dates back to December 2004, when it stood at 174,600 individuals.

Government measures to promote equal opportunities

Recognizing the substantial economic contribution of women, the government has recently taken tangible measures, aimed at promoting equal opportunities and career advancement for women. This year’s budget was a clear example of this commitment. This new direction reflects the desire to nurture a more inclusive society and to position women at the forefront of the country’s economic development.

Socio-economic challenges hindering women’s integration

An expert in the field sheds light on the challenges women encounter, especially when it comes to unemployment. She stressed the need to understand and overcome the structural barriers that impede women’s career prospects while highlighting the utmost importance of implementing tangible policies and initiatives aimed at promoting gender equality and creating an environment conducive to the professional fulfillment of women in Mauritius.

What stands between women and managerial positions?

When it comes to women in senior positions, particularly at the board level, experts suggest that the situation differs, as women in board positions are often more experienced and less affected by the challenges of childcare. The critical concern lies in the circumstances of women in middle management roles, especially those with young children. Maintaining a balanced representation of women on boards remains paramount, not only to bolster corporate governance but also to address these broader issues.

Introduction of quotas at board level

The introduction of gender quotas on boards represents a crucial and long-awaited step forward. Research indicates that having a minimum of three women on boards is instrumental in fostering diversity and fueling innovation. This initiative should also serve as a safeguard against corruption within companies. It is imperative to promote a broader spectrum of backgrounds and to raise awareness about the many benefits of this approach.

Reducing the pay gap and looking to the future

On a broader scale, it is imperative to introduce social measures that actively promote gender equality. Factors such as workplace flexibility, financial assistance for home ownership, a guaranteed minimum income, as well as other initiatives, can significantly contribute to women thriving professionally. Retaining local talent is also pivotal to ensuring a sustainable economic future.

Conclusion

Mauritius is making progress towards greater gender equality within its labor market, driven by proactive government measures and expanding awareness. Nevertheless, there are challenges that are yet to be tackled, particularly when it comes to ensuring the representation of women in management positions. The introduction of quotas on boards of directors is a positive step forward, but there is still room for progress in fostering diversity and raising awareness of this issue.

In a nutshell, championing diversity and inclusion stands to benefit the Mauritian economy as a whole, by stimulating innovation and improving overall business performance.

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The international woman day was celebrated on the 8th March and the theme for the year 2020 is “EachforEqual”. We know very well the positive contribution of women and can now see with the downward spiral of events unfolding how our economic and social fate would have been definitely a different outcome had we involved more women in decision making processes and given them responsibilities they should have shouldered.  It is unfortunate that in 2020 we would still need to voice out the need for women to be treated equally and be given equal opportunities as for men based on merits, no preferential treatment.

Unfortunately women still have to strive for gender equality on many aspects but most importantly in leadership roles and a gender equal pay.

It is sad that we have to repeat that chorus every now and then as a reminder…

With the world on the brink of chaos and economic depression, surely we cannot take the same ingredients and start all over again, we have gone down that route before.  Gender equality is about the Yin and the Yang and how they work together and deliver synergies across the board.  This is the holistic picture, we will see in reality what happens on the ground.

Statistical figures

Though the theme for 2020 is “EachforEqual”, is this actually reflected in statistical figures around the world? Contrary to many beliefs, the answer would be that we are not quite there yet.

According to a survey conducted by the International Monetary Fund, only 18% of firms globally are led by women, and to many beliefs, only 22% on average of board members in Organisation for Economic Co-operational Development countries are women. As for emerging countries, there is a even lower representation with only 13% in India and 8% in Brazil.

So the simple question, yet complex, is actually “Where are the women? Why are there few women represented on board levels around the world?”.

Law enforcement

Despite the general low statistical figures around the world, lets have a look on how countries are enforcing new legislations or amending current ones to encourage companies to involve more women in directorships and/or at senior management levels.

The UK code on corporate governance was amended and came into force in 01 January 2019. The revised code now requires companies to actually report on how they have applied diversity in their companies (ranging from board level to across the workforce) and how this is linked to the progress of achieving the companies’ objectives.

There is also an increasing need for female representation on UK boards for FTSE 350 companies whereby, there is a voluntary target of 33% minimum of  women’s representation on FTSE 350 boards by 2020.

Norway took an even more drastic step to address the gender gap at board levels and has since 2008, obliged listed companies to have at least 40% of their director seats for women and failure to comply, the listed companies would be subject to forced dissolution by the authorities.

Following into Norway’s footsteps, other European countries,  such as France, Germany and Italy have adopted similar gender quotas, i.e 30 to 40 % of corporate boards must be made up of women.

As for Mauritius, with the new code of Corporate Governance (2016) which was launched in February 2017, companies are now encouraged companies to have at least one woman who sits on the board. But let’s not forget that the Code has apoted an “apply and explain” approach and should companies fail to abide by this measure, it would have to state in its annual report why the need for female directorship requirement was not fulfilled. There is also no administrative penalty for failure for applying the rule of “1 woman on board”.

Despite Mauritius enforcing the new code, should there not be more legislatures be put in place to encourage women on corporate boards? Should Mauritius take a step further and also implement the 40% quota on women as directors on listed companies just like Norway?

Why have women on in the management hierarchy and boards?

So why have more women in managerial posts and on boards? What are the real benefits?

A small story cut short…in the microfinance space arena it is well known that women are more focused on savings rather than lending as opposed to men.  They have a higher credit worthiness and can be better at managing money in general.  Women are natully more inclined to to take an investment decision whilst looking at other aspects apart from the profitability part and we are talking about social equality, environmental sustainability, and gender diversity. 

Is this what we want when we talk about inclusive and sustained development?  Do we get a sense of what is the missing ingredient was in our economic model?

Ms Tracy Vegro, Executive Director of Strategy and Resources at the Financial Reporting Council, UK, held that “To maintain a competitive edge and success over the long-term, UK companies need to consider how diversity and inclusion is relevant to the markets in which they operate, all their stakeholders and the communities they serve”.

Women now are definitely educated (in some countries have much higher grades up till university level than their male counterparts) and therefore are available in the workforce more than ever before. Having an increasing number of women as directors means having additional role models for other women in general as they are being looked up to. It also shows that companies recognize and value the contribution of women in the workforce and in decision-making.

Appointing women as directors is not just a matter of law enforcement but a global campaign, global education and public awareness and above all a valuable and sustainable contribution.

L’article Including Women on Board of Directors est apparu en premier sur C&S Secretarial Services.