GGGR 2023

as a percentage value that reveals how a country has reduced its gender gap should help make the index more intuitively appealing to readers.11 Section C: Update of the labour-force participation rate indicator Past editions (2006-2022) of the Global Gender Gap Report have used modelled estimates for the ‘Labour-force participation rate’ (LFPR) indicator as calculated by the International Labour Organization (ILO). These estimates are based on both nationally reported observations and imputed data for countries with missing data. The ILO has recently issued guidance against the use of modelled estimates in country benchmarking efforts.12 Following consultations with the ILO, the Global Gender Gap Index has responded by adhering to ILO guidance. Consequently, this year’s edition no longer employs modelled estimates for the labour- force participation rate, and instead uses nationally reported labour-force data that complies with ILO standards and has been validated and reported in ILOSTAT . The update has been carried out with a view to maintaining coherence and continuity of the Global Gender Gap Index methodology, ensuring that conceptual proximity, empirical proximity and indicator quality and availability are respected. Section D: Update in the share of women in ministerial positions indicator The representation of women in ministerial positions has been included in the Political Empowerment pillar of the Global Gender Gap Index since its inception in 2006. This indicator is collected on a biennial basis, with the most recent collection occurring in March 2023, at which time the indicator definition was also updated. Prior to 2023, the Inter-Parliamentary Union (IPU) collected the data for this indicator. Beginning in 2023, the data is being collected by UN Women. The update to the definition has been implemented during the 2023 data collection period as part of a deliberate effort to enhance the precision of assessing women’s representation in executive positions. The measurement of women in ministerial positions now focuses solely on Cabinet members who head ministries. Individuals who are not members of the Cabinet and Cabinet members who do not head ministries are excluded from the measurement, starting with this edition. This methodological change allows for a more precise examination of women’s representation in executive positions by concentrating on top political executive roles. These roles possess two key characteristics: (a) the highest individual policy-making power as leaders of specific policy fields, and (b) the highest joint executive power as members of the collective decision-making body, i.e. the Cabinet. By refining the measurement criteria, the updated methodology ensures greater consistency and comparability of data across countries. Section E: Indicator definitions and sources Indicators composing the Global Gender Gap Index Labour-force participation rate, % The labour-force participation rate is the labour force as a percentage of the working-age population. The labour force is the sum of all persons of working age who are employed and those who are actively looking for employment. Period : 2010 or latest year available. Source : International Labour Organization (ILO), ILOSTAT . Wage equality for similar work, 1–7 (best) Response to the World Economic Forum Executive Opinion Survey question, “In your country, for similar work, to what extent are wages for women equal to those of men?” (1 = not at all, significantly below those of men; 7 = fully, equal to those of men). For the past 44 years, the World Economic Forum’s Executive Opinion Survey (referred to as the Survey) has played a vital role in flagship publications of the World Economic Forum, as well as at other organizations and research institutions. It stands as the most comprehensive and enduring survey of its kind, with responses from over 12,000 business leaders across 121 countries in 2022. The Survey delves into assessing crucial factors that drive economic growth and competitiveness, including aspects of diversity, equity and inclusion. The significance of this survey lies in its ability to offer valuable insights when statistical data is unavailable or is extremely difficult to measure on a global scale. It captures the perspectives of business leaders who are best positioned to assess their operating environment. Global Gender Gap Report 2023 66