Global Gender Gap Report 202550 2016 2015 20 30 40 50 2017 2018 2019 2020 2021 2022 2023 202439.3%39.6%41.2% 39.9%40.3%40.5% 40.6% 40.9%41.2% 41.3% 26.2% 26.6%28.8% 26.9%27.3%27.6%27.9%28.3%28.6% 28.7% Share of women in the workforce Share of women in top-level management roles Note Average share for 74 economies: Algeria, Argentina, Australia, Austria, Bahamas, Bahrain, Bangladesh, Barbados, Belgium, Bolivia, Brazil, Canada, Chile, Colombia, Costa Rica, Croatia, Cyprus, Cztechia, Denmark, Dominican Republic, Ecuador, Egypt, Estonia, Finland, France, Germany, Ghana, Greece, Guatemala, Hong Kong SAR (China), India, Ireland, Israel, Italy, Jamaica, Jordan, Kenya, Latvia, Lithuania, Luxembourg, Malaysia, Maldives, Malta, Mauritius, Mexico, Morocco, Nepal, Netherlands, New Zealand, Norway, Pakistan, Panama, Peru, Philippines, Poland, Portugal, Puerto Rico, Qatar, Romania, Saudi Arabia, Singapore, South Africa, Spain, Sweden, Switzerland, Trinidad and Tobago, Tunisia, Türkiye, Ukraine, United Arab Emirates, United Kingdom, United States of America, Uruguay and Venezuela.Source LinkedIn Economic Graph Research Institute. Share of women (%)Share of women in the workforce, selected economies, 2015-2024 FIGURE 2.1Over a 10-year period, women’s workforce participation has increased at both workforce and leadership levels, as illustrated by Figure 2.1. As of 2024, for the population covered in the LinkedIn dataset underlying the subsequent analysis, women represented 41.2% of the overall workforce, having increased their presence across nearly every industry – with notable jumps in Infrastructure (+8.9 percentage points) and Government and Public Sector (+6.5 percentage points). However, industry patterns reveal that men and women continue to cluster around specific sectors, with women being highly concentrated in “people-focused” industries. According to 2024 data, women remain overrepresented in Healthcare and Care Services (58.5%) and Education (52.9%) – sectors critical to social infrastructure but that often have lower pay, capital intensity and long-term economic scaling potential (Figure 2.2).

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