Geographic differences persist. For example, as shown in Table 4.1, companies headquartered in the Middle East and Northern Africa are less likely to engage in pay equity reviews (23%), while those in Latin America and the Caribbean are more inclined to implement anti-harassment protocols (54%). In Northern America, a significantly higher share (42%) of employers anticipates setting up ERGs. In terms of employee demographics, women are considered the highest priority group for surveyed employers’ diversity, equity and inclusion programmes worldwide, with 76% of respondents anticipating a focus of their measures on this group (Figure 4.9). Workers with disabilities (56%) and ‘Gen Z’ youth (those under the age of 25) (52%) are the second- and third most considered groups. Older workers (those over the age of 55) and those identifying as LGBTQI+ are anticipated to be a focus for 42% and 33% of surveyed employers, respectively. Finally, 27% of respondents anticipate a focus on individuals from disadvantaged religious, ethnic, or racial backgrounds. This represents a decline from the report’s 2023 edition, when nearly two-fifths of employers expected to be focusing on individuals from these groups. Workers from low-income backgrounds (24%) and migrants, refugees and displaced workers (21%) are the least commonly mentioned groups. Central Asia Eastern Asia EuropeLatin America and the CaribbeanMiddle East and Northern AfricaNorthern AmericaSouth-eastern AsiaSouthern AsiaSub-Saharan AfricaPlanned implementation of diversity, equity and inclusion measures, 2025-2030, by region TABLE 4.1 50 100 75 25 0Share of employers surveyed (%) Source World Economic Forum, Future of Jobs Survey 2024.Share of employers surveyed headquartered in each region planning to implement the measure. Compr ehensive diversity, equity and inclusion training for managers and staf f Targeted recruitment, retention and progression initiatives Set diversity, equity and inclusion goals, targets or quotas Pay equity r eviews and salary audits Anti-harrasment pr otocols Embed diversity, equity and inclusion goals and solutions across the supply chain Support workers with car egiving r esponsibilities Set up Employee Resource Gr oups (ERGs) Employ a diversity, equity and inclusion of ﬁcer Future of Jobs Report 2025 57