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As we enter an era of economic uncertainty, the new insights show the demanding systemic situations faced by women in the global labour market. enormous damage caused by the COVID-19 pandemic. The report compares the evolution of gender gaps in 4 areas: participation and economic opportunities; point of education; fitness and survival; and political empowerment. Frighteningly, pandemic disruptions and a weak recovery mean it will now take another 132 years to close the global gender gap.
LinkedIn partners with the WEF in the report: our unique knowledge highlights a number of demanding situations facing running and what we can do to make workplaces and societies more egalitarian. This is what knowledge says.
First, the news.
Obviously, we have noticed during the pandemic that women’s careers are more vulnerable to systemic impacts, and women pay high value in the event of economic turmoil.
During the pandemic, female-dominated service industries, such as retail and hospitality, have been hit hardest by national shutdowns. Meanwhile, many women bore the double burden of painting and caring and were forced to withdraw completely from the place of paintings. meet with them halfway and offer them the flexibility they needed.
LinkedIn data, presented in the Gender Gap Report, also shows that the world is experiencing a gender imbalance in leadership roles in almost every country and sector. leadership positions. There is a small group of female skills that shrinks with seniority.
Equally troubling is that new linkedin data shows that men are far more likely to be promoted to leadership positions than their female colleagues. Comparing the global average of men and women in 2021, men were 33% more likely to get an internal promotion. than women. In countries such as the Netherlands and Spain, men are 69% and 65% more likely to be promoted internally.
It is very transparent that they face situations of systemic demand in the workplace, preventing them from achieving full and equivalent participation in the labor market.
The knowledge in the Gender Gap Report paints a misleading picture of women runners and their ability to succeed at the top, however, there is another trend in LinkedIn knowledge that stood out in particular: an accumulation in the number of female founders.
Women are starting their own businesses at a faster rate than men, with strong construction in 2020. Overall, the percentage of founders building rose to 45% in 2020 for women and 32% for men, until last year, an acceleration of a longer-term trend in the labor market.
Why have so many women selected to start a business, which would usually be quite intimidating, all the uncertainty and instability of a global pandemic?
While some have undoubtedly begun adventures to pursue long-standing passions, many in this era have likely become “entrepreneurs out of necessity. “income, greater flexibility or lack of opportunities at work.
Ultimately, we still don’t know enough to say whether this trend is smart or bad for women. We discovered, in fact, inspiring stories of resilience and entrepreneurship in which women stood out on their own. But we have to deal with the fact that many have probably had their hands forced through unfair work structures. On LinkedIn, we will continue to monitor this trend to better perceive its impact on women and the workforce.
With LinkedIn’s knowledge seeming to indicate that women are 24% more likely than men to apply for positions remotely, we want to make flexible execution the norm for everyone if we want a varied skill pool.
There’s better news: knowledge shows that progress is possible, but it’s slowly slowing down. Women have been hired into leadership positions in increasing numbers since 2016. While progress has stalled the pandemic, with the annual percentage of women hired in leadership positions. State at 35% between 2019 and 2020, has increased to 36% in 2021 and 37% in 2022. While the numbers are moving in the right direction, they start from a weak base and we’re not moving fast enough to make a decision. significant difference.
Knowledge is deeply troubling on many levels. But it also highlights spaces where innovations can be made.
What can we do to address the situations of disproportionate demand faced by women in the workforce and the inequalities that save them altogether in the global economy?
We know that disorders are systemic, which means we want a systemic response. Urgent and targeted action is required to make workplaces fairer and more equitable. Governments and businesses want to go further, faster, to help women overcome the imbalance they face on the ground. There are 3 key spaces where we want to do more: inclusive hiring, internal mobility and flexibility.
We want to look closely at hiring practices, which should be inclusive and fair. Practical measures come with the elimination of prejudices in job descriptions, the inclusion of women in interview forums and the creation of representative lists of candidates.
There deserves to be more for internal mobility and women’s advancement. This means creating specific mentoring and education systems for women, especially at the pre-managerial point, and increasing awareness of subconscious biases within organizations.
And with LinkedIn’s knowledge indicating that women are 24% more likely than men to apply for remote positions, we want to make flexible execution the norm for everyone if we want a varied skill pool. In order for other people to find the task that suits their needs, LinkedIn has brought engaged filters for remote, hybrid, and on-site roles.
An edition of this coin gave the impression at the World Economic Forum.
Suzanne Duke is director of the Global Public Policy and Economic Charts team at LinkedIn. The team’s work aimed to uncover practical insights into gaps, AI and emerging technologies, skills migration, gender parity and education. Prior to joining LinkedIn, Sue worked as a Public Policy Officer for Google Ireland.