Press enter to select and open the results on a new page. Gender inequality facts from the U.N. tell us that men are paid more in both urban and rural areas. The Facts about Gender-Based Violence : Canadian women and girls live with a heightened risk of violence – often at the hands of someone they know. cookies, 25th anniversary of the Fourth World Conference on Women and the Beijing declaration, The Power of Parity: How advancing women’s equality can add $12 trillion to global growth, McKinsey_Website_Accessibility@mckinsey.com, 87 percent of North American companies today report gender diversity is a top priority, far-reaching gains as workers, consumers, and savers, “double shift” is a fact of life for millions of women in China, increased by 1.5 to two hours, according to one study, prevalence of violence against women from an intimate partner may have increased during lockdowns. 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. Most transformations fail. 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. The next normal arrives: Trends that will define 2021—and beyond. We’re #NotThere yet on issues of gender equality. 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. If no action is taken to counter the gender-regressive impacts of COVID-19, we calculate that global GDP growth could be $1 trillion lower in 2030 than it would be if women’s unemployment simply tracked that of men in each sector. GirlForce: Skills, education and training for girls now. collaboration with select social media and trusted analytics partners Our mission is to help leaders in multiple sectors develop a deeper understanding of the global economy. 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. In Europe, women’s median net wealth is 62 percent that of men. 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. Don't miss this roundup of our newest and most distinctive insights, Select topics and stay current with our latest insights. Qualitative gender equality work focuses on the situation of women and men, respectively. Follow us on Facebook at facebook.com/clintonfoundation, and on Twitter at twitter.com/clintonfdn. https://opinionfront.com/shocking-facts-about-gender-inequality All is not doom and gloom—there are significant bright spots to celebrate. The research also found a penalty for bottom-quartile performance on gender diversity: companies in the bottom quartile for both gender and ethnic diversity were 27 percent more likely to underperform the industry average than all other firms. Reclaiming the F word. 60% of the world’s chronically hungry are women and girls. This phenomenon is by no means confined to developing economies; it is a consistent fact that women work a double shift in advanced economies, too. Moreover, in rural areas, women are more likely than men to have seasonal, part-time, and low-wage jobs. Take note of these 6 sobering stats on gender inequality, and let them help you stay woke and inspired this Women's History Month (and beyond!) The 2020 research examined a data set of more than 1,000 large companies in 15 countries and found that companies in the top quartile for gender diversity were 25 percent more likely to have above-average profitability than companies in the fourth quartile. 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. MGI mapped 15 indicators of gender equality in work (how men and women engage in paid work, how they share unpaid work, and their representation in high-productivity and formal jobs, and in leading positions in the economy) and society (essential services and enablers of economic opportunity like digital and financial inclusion, legal protection and political voice, and physical security and autonomy). One study found that while women’s median net wealth is higher overall than it was two decades ago, a large gender gap remains. 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. Gender Inequality Statistics 1. 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. Over the years, our research with LeanIn.Org has found some progress in the advancement of women through the corporate pipeline in North America. What do the statistics prove? And they may not have the professional networks and sponsors that could make it easier for them to navigate job transitions, among other factors. Facts and figures Young women’s leadership. Although women in advanced economies of the Organisation for Economic Co-operation and Development have made far-reaching gains as workers, consumers, and savers over the past two decades, much of this progress has been offset by rising costs and new forms of insecurity that disproportionately affect women. 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. So, rather than reflect greater equality, the lower wage gaps observed in some countries could indicate that only women with certain characteristics – for instance, with no husband or children – are entering the workforce. our use of cookies, and Gender Equality: Facts Or Alternative Facts? Please use UP and DOWN arrow keys to review autocomplete results. Today, for every 100 men in leadership positions globally, there are just 37 women. In the past five years, progress has been marginal. 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. 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. In the COVID-19 era, many companies are exploring family-friendly policies, including flexible and part-time positions, to support workers experiencing an increased childcare burden, as well as rethinking performance reviews and promotions. Gender equality in society and gender equality in work are correlated based on MGI’s analysis of 125 countries. We aggregated the 15 indicators into a Gender Parity Score, or GPS, ranging from zero (no gender equality) to one (full gender equality). The particular challenge for women is that long-standing barriers make it harder for them to adapt to the future of work. 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. Across Asia–Pacific, for instance, there is only one woman in leadership positions for every four men. 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. Women make up 39 percent of global employment but accounted for 54 percent of overall job losses as of May 2020. For gender equality in society, the overall score in 2019 was 0.67, up from 0.66 in 2015. Many governments and NGOs have developed fruitful partnerships with companies to scale new solutions quickly. While women face inequality in the world of work, they also face inequalities in the home. This suggests that solutions need to tackle both. For every 100 men hired or promoted to manager, there are only 72 women—and only 58 black women. … Please email us at: McKinsey Insights - Get our latest thinking on your iPhone, iPad, or Android device. 1) In 2015 there were only 21 female heads of state in the entire world Yes, only 21. 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. Unfortunately, women often face long-established and pervasive structural and societal barriers that could hinder them in all three of these areas. The US is one of only eight countries in the world that does not provide any form of paid maternity leave. That is, the gender pay gaps tend to be smaller where relatively fewer women participate in the labor force. The only way to breathe new life into efforts to meet Sustainable Development Goal 5 is for the main stakeholders to work together on comprehensive solutions to the complex issue of gender inequality. In these impact zones, economic growth alone is insufficient to guarantee progress; sustained and proactive interventions will be needed. We know it is constrained by social norms, insecurity, a lack of access to capital, a lack of reasonable childcare—the list goes on. Companies can act on a number of fronts starting with their own employees, attracting, retaining, and promoting women and understanding where the pinch points in the talent pipeline are greatest. Gender equality in society and gender equality in work are correlated based on MGI’s analysis of 125 countries. National governments can enable change on a broader front using the law. How do you fix a problem if the people in power don’t see a problem? That would be roughly equivalent to the GDP of the United States and China. No Ceilings: The Full Participation Report, 35 unforgettable images that capture Trump’s wild and bitter presidency, Donald Trump Revealed the Truth About White America, Newlywed Bride Pushes Husband Off Cliff 8 Days After Their Wedding, 8 Things I Wish More People Knew in Their 20s, 2021 Really Starts Now: Six Big Predictions for the Post-Trump Era. Australian Human Rights Commission. Thus, it concerns matters that can be counted and measured using gendered statistics. While women comprise roughly 47 per cent of all employees in Australia, they take home on average $251.20 less than men each week (full-time adult ordinary earnings).. 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. 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. 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). Women may have less time to refresh or learn new skills or to search for employment because they spend much more time than men on unpaid care work. Some key facts about gender equality. The research finds that 87 percent of North American companies today report gender diversity is a top priority, compared with 74 percent in 2015, but this reported priority still needs to translate into more decisive action. Finally, stimulus programs can be used to help invest in women and girls. As 2017 comes to a close, here are 10 key findings about gender issues that are in the news today, drawn from Pew Research … Gender equality data. Even before the COVID-19 crisis, global progress in tackling gender gaps—in both work and society—had been marginal since 2015. 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