In the private sector, the scope of gender parity action by pioneering firms has begun to broaden from a focus on the workforce to whole-of-business approaches encompassing inclusive design, inclusive supply chains and community impact. Led by an overall post-pandemic reconfiguration of the workplace, companies have intensified efforts to provide more flexibility – although the overall impact on outcomes such as career progression is currently an open question. Further, a growing number of employers are boosting employee benefits related to caregiving.31DEI programmes to close gender gaps 2.7legislated gender quotas for local elections, with 66 countries legislating candidate quotas and 19 reserving seats for women.30 However, despite these positive developments, as of January 2020, out of the 6.02 million elected members in local government worldwide, only 2.18 million (36%) are women. Although this is a higher percentage of women’s representation than in national parliaments (25%), achieving gender parity in local governance remains an urgent priority. 0 10 20 30 40 50 Share (%)Manufacturing Accommodation, Food and LeisureInformation Technology and Digital CommunicationsProfessional ServicesEnergy and MaterialsAgriculture and Natural ResourcesNon-governmental and Membership Organizations Supply Chain and Transportation Government and Public SectorAutomotive and AerospaceMedia, Entertainment and SportsInfrastructureFinancial Services Care, Personal Services and Wellbeing Health and Healthcare Retail and Wholesale of Consumer Goods Education and Training Real Estate Source World Economic Forum, Future of Jobs Report 2023.Industry investment in DEI targets and quotas FIGURE 2.21 Share of organizations surveyed that select targets and quotas as the key component of their DEI programme 41.2% 37.3% 31.8% 31.2% 29.4% 28.9% 28.8% 27.3% 26.1% 23.5% 23.5% 21.4% 18% 17.6% 15.0% 15.0% 13.0% 12.5% Global Gender Gap Report 2023 55

GGGR 2023