The Global Gender Gap Report 2009 is published by the World Economic Forum. It introduces the Global Gender Gap Index, which benchmarks gender-based gaps in countries across economic, political, education, and health criteria. The Index focuses on measuring gaps rather than levels, and gaps in outcomes rather than means or inputs. It ranks countries based on gender equality rather than women's empowerment alone. The Index covers four pillars: economic participation, educational attainment, political empowerment, and health and survival.
This document provides information about the International Council of Psychologists (ICP), including its leadership, activities, and upcoming events. The ICP Board of Directors for 2014-2017 is listed, along with regional representatives and committee chairs. Reports from the President, Past President, President-Elect, and Treasurer discuss initiatives to expand ICP's global mission such as reducing membership fees, reorganizing regional structures, and attracting new members. Upcoming events include the 74th annual ICP convention in Toronto in August 2015 and the 75th annual meeting in Japan in 2016 prior to the International Congress of Psychology.
RES FORUM REPORT 2016, Executive Summary GLOBAL, SINGLEKenneth Scott
This executive summary provides an overview of the key findings from the RES Forum Annual Report 2016. It discusses trends related to increasing gender diversity in global mobility, integrating global talent management and global mobility, centralized program management and compliance, and evolving reward package design. Some of the main points covered include the benefits of international assignments for female employees but lack of women in these roles, the importance of integrating global talent management and mobility, trends towards outsourcing compliance activities, and companies tailoring packages based on assignment type and individual needs.
COVID-19: Redefining The Role of Leadership in Your OrganizationMarianne Harness
Leadership during COVID-19 is challenging situation. Read this blog to find out how you can maneuver through the crisis safely and emerge as resilient.
The Future of Youth Employment report offers an in-depth look at the changing nature of work in the United States—from microwork, to new coordination and automation technologies, and beyond. It explores challenges and opportunities these changes present for poor and vulnerable youth, and suggests policies and actions corporations, governments, and nonprofits can take to ensure positive futures for them.
some debate shit about women being leaders 1Alex Bong
The document discusses arguments for why women make better leaders than men. It provides examples of successful female leaders like Angela Merkel and Hillary Clinton who have high approval ratings. Research is cited showing that companies with more women in senior management and on their boards tend to be more profitable and outperform competitors. Characteristics common to talented female leaders are also outlined, including being comfortable with diversity, drawing on personal experiences, questioning hierarchies, and asking big picture questions. The document argues that the feminist movement is still needed to advocate for more equal representation of women in politics, business, and to address issues like lack of paternity leave. In conclusion, it maintains the position that science poses a threat to humanity if it crosses moral boundaries.
10 toxic distractions that undermine your leadershipCoralie Sawruk
The first step in learning to manage distractions is to spot them as they appear! See how you can improve your leadership by creating space to respond with a meaningful action, and focus your mind in a positive way to lead.
For more, visite www.coraliesawruk.com/fresh-ideas
This document contains a profile for Dr. Leahcim Semaj, an international keynote speaker and motivational speaker from the Caribbean. It also contains excerpts from several of Dr. Semaj's presentations on topics like careers, career planning, entrepreneurship, and youth development. The presentations provide thoughts, quotes, and frameworks to help people think about their career paths and how to create opportunities.
This document provides information about the International Council of Psychologists (ICP), including its leadership, activities, and upcoming events. The ICP Board of Directors for 2014-2017 is listed, along with regional representatives and committee chairs. Reports from the President, Past President, President-Elect, and Treasurer discuss initiatives to expand ICP's global mission such as reducing membership fees, reorganizing regional structures, and attracting new members. Upcoming events include the 74th annual ICP convention in Toronto in August 2015 and the 75th annual meeting in Japan in 2016 prior to the International Congress of Psychology.
RES FORUM REPORT 2016, Executive Summary GLOBAL, SINGLEKenneth Scott
This executive summary provides an overview of the key findings from the RES Forum Annual Report 2016. It discusses trends related to increasing gender diversity in global mobility, integrating global talent management and global mobility, centralized program management and compliance, and evolving reward package design. Some of the main points covered include the benefits of international assignments for female employees but lack of women in these roles, the importance of integrating global talent management and mobility, trends towards outsourcing compliance activities, and companies tailoring packages based on assignment type and individual needs.
COVID-19: Redefining The Role of Leadership in Your OrganizationMarianne Harness
Leadership during COVID-19 is challenging situation. Read this blog to find out how you can maneuver through the crisis safely and emerge as resilient.
The Future of Youth Employment report offers an in-depth look at the changing nature of work in the United States—from microwork, to new coordination and automation technologies, and beyond. It explores challenges and opportunities these changes present for poor and vulnerable youth, and suggests policies and actions corporations, governments, and nonprofits can take to ensure positive futures for them.
some debate shit about women being leaders 1Alex Bong
The document discusses arguments for why women make better leaders than men. It provides examples of successful female leaders like Angela Merkel and Hillary Clinton who have high approval ratings. Research is cited showing that companies with more women in senior management and on their boards tend to be more profitable and outperform competitors. Characteristics common to talented female leaders are also outlined, including being comfortable with diversity, drawing on personal experiences, questioning hierarchies, and asking big picture questions. The document argues that the feminist movement is still needed to advocate for more equal representation of women in politics, business, and to address issues like lack of paternity leave. In conclusion, it maintains the position that science poses a threat to humanity if it crosses moral boundaries.
10 toxic distractions that undermine your leadershipCoralie Sawruk
The first step in learning to manage distractions is to spot them as they appear! See how you can improve your leadership by creating space to respond with a meaningful action, and focus your mind in a positive way to lead.
For more, visite www.coraliesawruk.com/fresh-ideas
This document contains a profile for Dr. Leahcim Semaj, an international keynote speaker and motivational speaker from the Caribbean. It also contains excerpts from several of Dr. Semaj's presentations on topics like careers, career planning, entrepreneurship, and youth development. The presentations provide thoughts, quotes, and frameworks to help people think about their career paths and how to create opportunities.
Managing today's multigenerational workforce presents unique challenges as four generations - Silent, Baby Boomer, Gen X, and Gen Y - now work together. Understanding differences in each generation's attitudes, styles, and expectations is critical for effective communication and collaboration. As Baby Boomers delay retirement and Gen Y enters the workforce, companies must prepare for potential leadership and talent deficits. Creating a workplace where all staff works in harmony despite generational differences will strengthen organizations.
The document describes the Global Women's Leadership Network (GWLN) and its efforts to empower women and girls through leadership development and economic opportunities. Specifically:
1) GWLN addresses the challenges women face in economic participation and leadership roles. It provides training programs to develop women's leadership skills and supports their social entrepreneurship projects.
2) GWLN's flagship program is Women Leaders for the World, which brings together international women leaders annually to expand their leadership capabilities. It has graduated over 100 women from 29 countries.
3) GWLN sustains its work through strategic partnerships, high-quality training, efforts to scale successful projects, and developing a pool of local trainers through its Training of Trainers program.
The document summarizes discussions from a workshop of 45 CEOs and senior executives who debated actions to advance women in the workplace. Key ideas included:
1) Establishing gender diversity as a top strategic priority, with CEOs personally committed to monitoring progress.
2) Developing metrics like a Gender Diversity Index to measure performance and hold companies accountable.
3) Implementing programs that support women's advancement, such as mentorship, training, and addressing biases in leadership models.
This document describes three projects in Washington County, Maine that worked collaboratively to provide opportunities for young adults: Passamaquoddy Pride, PASSAGES, and My Past is Not So Hot - My Future's Looking Bright. The projects focused on innovation, collaboration between agencies, and serving clients through multiple delivery systems. They addressed challenges in the region like lack of transportation and higher rates of poverty and unemployment. Common themes across the projects included raising aspirations, building trust, leveraging diverse resources, combining customized services, and evolving the projects through experimentation.
We've known for a long time that clusters matter to economic growth and productivity. But how do they form? It turns out that a pattern emerges when we look deeper.
The document discusses the International Young Professionals Foundation (IYPF) and its activities. It announces that IYPF has been selected as a Global Youth Service Day 2013 Regional Partner for South America and North Africa Middle East regions. As a Regional Partner, IYPF will coordinate Global Youth Service Day celebrations in these regions, engage at least 10,000 youth volunteers, and promote the event through media and public officials. The document also provides information on other IYPF initiatives like the Humanitarian Technology Implementation Program and Sustainable Cities 2030 program.
- Women's participation in education has greatly increased globally over recent decades, especially in developing economies, with females now enrolling in tertiary education at higher rates than males in many countries. However, this progress is not reflected in business graduate intakes or senior management roles.
- On average, just 21% of business graduate hires globally are women, and the proportion of women in senior management has stagnated at 24% despite greater numbers of educated women.
- There are significant variations between regions and industries, with women comprising over half of senior roles only in education and social services but far fewer in industries like technology. This suggests businesses may be missing out on talent that could boost their growth.
Applying Brp And Technology To The Un Global Compact 10 Principles And Un Md ...jblairgolf
This document discusses how World Exchange Group (WEG) is using Barely Repeatable Business Processes (BRP) to align with the UN Global Compact Ten Principles and UN Millennium Development Goals. WEG's UnitedNeeds platform aims to provide technology infrastructure to enable efficient application of UN principles and goals to resolve global needs through human collaboration in a BRP framework. The document also outlines that BRP processes account for 60-64% of global economic activity and discusses how BRP differs from Easily Repeatable Processes that make up the remaining 30-32%.
An overview of NSPA’s signature award, The Pacemaker, with examples from the 2010-11 finalists and winners, presented at the JEA/NSPA National High School Journalism Convention in Minneapolis, November 2011
Dokumen ini memberikan tips untuk hidup bebas hutang, termasuk mencatat butiran hutang, membayar hutang yang paling kecil terlebih dahulu, menghentikan tabiat boros, serta menghindari pembelian secara kredit. Ia juga menyarankan untuk membuat bajet dan menabung, serta mengingatkan bahaya hutang dan kad kredit.
The document discusses leadership role models and how to cope with uncertainty. It argues that children make good role models as they are creative, absorb new stimuli, accept different ways of learning with no single right answer, and easily adapt to changing situations. The key lessons highlighted are creativity, absorbing new information, flexibility in problem solving, lifelong learning, and adaptability to uncertainty. The conclusion is that organizations should leverage these childlike qualities to better cope with an uncertain world.
2010 Infiniti of Lisle FX35 Brochure. Infiniti of Lisle is the Midwest Largest Infiniti Dealer. We stock FX35, FX45 and FX50 models. The FX35 was introduced in 2003 and has 2004, 2005, 2006, 2007, and 2008 model years before a redesigned version was introduced. Infiniti of lisle has the largest selection of 2009 and 2010 Infiniti FX35 and FX50 models.
President Obama's 2008 campaign successfully utilized social media and new web technologies to engage voters, raise funds, and win the election. Chris Hughes, a co-founder of Facebook, helped develop Obama's online strategy and architecture. After the election, the Obama administration continued innovating how government engages with citizens through initiatives like Change.gov, Whitehouse.gov and opening up government data. This new approach, known as "Gov 2.0," aims to make government more transparent, participatory and collaborative by leveraging new technologies and social media platforms. Many cities and governments are now exploring how to adopt these new models of civic engagement.
2015 Infiniti Q40 full color brochure including features, specifications, option packages and accessories. Provided by Infiniti of Naperville located at 1550 W. Ogden Ave. Naperville, IL 60540
2013 Infiniti QX56 full color brochure including features, specifications, option packages and accessories. Provided by Infiniti of Naperville located at 1550 W. Ogden Ave. Naperville, IL 60540
The document discusses how journalists can use social media like Facebook in their work. It provides details on how journalists use Facebook for distribution, crowdsourcing, and gathering story ideas and sources. The document also gives statistics on Facebook usage and tips for journalists on using Facebook pages and features like questions and crowdsourcing.
The document discusses the growing use and impact of social media and networks. It touches on how platforms like Twitter are being used by politicians, celebrities and organizations for marketing and communication. Examples are given around how social filters may change how information spreads online in the future. The role of personal identity and privacy on social networks is also mentioned. Overall, the document takes a positive view of social media's potential while also acknowledging challenges around its use.
This document promotes buying products from a shop by claiming customers will be happy and not regret their purchase, while also suggesting it is better to be rich than poor and warning customers to buy before they die.
This presentation discusses the Pacemaker Award, which recognizes excellence in student media. It provides examples of past Pacemaker winners and outlines what the judges look for, including strong content coverage of student life, quality writing and editing, visually appealing layout and design, compelling photography and graphics, in-depth reporting, and a clear overall theme or concept. The presentation offers suggestions for how publications can improve, such as focusing on meaningful local stories, paying attention to visual design details, and strengthening the editorial voice.
Este documento presenta conceptos básicos de contabilidad para emprendedores rurales. Explica definiciones clave como costos fijos, costos variables, utilidad, balance general y estado de resultados. También incluye ejemplos prácticos de cómo registrar transacciones en una hoja de control de entradas y salidas y calcular el margen de contribución de productos. El objetivo es enseñar herramientas contables básicas para administrar pequeños negocios rurales de manera efectiva.
Managing today's multigenerational workforce presents unique challenges as four generations - Silent, Baby Boomer, Gen X, and Gen Y - now work together. Understanding differences in each generation's attitudes, styles, and expectations is critical for effective communication and collaboration. As Baby Boomers delay retirement and Gen Y enters the workforce, companies must prepare for potential leadership and talent deficits. Creating a workplace where all staff works in harmony despite generational differences will strengthen organizations.
The document describes the Global Women's Leadership Network (GWLN) and its efforts to empower women and girls through leadership development and economic opportunities. Specifically:
1) GWLN addresses the challenges women face in economic participation and leadership roles. It provides training programs to develop women's leadership skills and supports their social entrepreneurship projects.
2) GWLN's flagship program is Women Leaders for the World, which brings together international women leaders annually to expand their leadership capabilities. It has graduated over 100 women from 29 countries.
3) GWLN sustains its work through strategic partnerships, high-quality training, efforts to scale successful projects, and developing a pool of local trainers through its Training of Trainers program.
The document summarizes discussions from a workshop of 45 CEOs and senior executives who debated actions to advance women in the workplace. Key ideas included:
1) Establishing gender diversity as a top strategic priority, with CEOs personally committed to monitoring progress.
2) Developing metrics like a Gender Diversity Index to measure performance and hold companies accountable.
3) Implementing programs that support women's advancement, such as mentorship, training, and addressing biases in leadership models.
This document describes three projects in Washington County, Maine that worked collaboratively to provide opportunities for young adults: Passamaquoddy Pride, PASSAGES, and My Past is Not So Hot - My Future's Looking Bright. The projects focused on innovation, collaboration between agencies, and serving clients through multiple delivery systems. They addressed challenges in the region like lack of transportation and higher rates of poverty and unemployment. Common themes across the projects included raising aspirations, building trust, leveraging diverse resources, combining customized services, and evolving the projects through experimentation.
We've known for a long time that clusters matter to economic growth and productivity. But how do they form? It turns out that a pattern emerges when we look deeper.
The document discusses the International Young Professionals Foundation (IYPF) and its activities. It announces that IYPF has been selected as a Global Youth Service Day 2013 Regional Partner for South America and North Africa Middle East regions. As a Regional Partner, IYPF will coordinate Global Youth Service Day celebrations in these regions, engage at least 10,000 youth volunteers, and promote the event through media and public officials. The document also provides information on other IYPF initiatives like the Humanitarian Technology Implementation Program and Sustainable Cities 2030 program.
- Women's participation in education has greatly increased globally over recent decades, especially in developing economies, with females now enrolling in tertiary education at higher rates than males in many countries. However, this progress is not reflected in business graduate intakes or senior management roles.
- On average, just 21% of business graduate hires globally are women, and the proportion of women in senior management has stagnated at 24% despite greater numbers of educated women.
- There are significant variations between regions and industries, with women comprising over half of senior roles only in education and social services but far fewer in industries like technology. This suggests businesses may be missing out on talent that could boost their growth.
Applying Brp And Technology To The Un Global Compact 10 Principles And Un Md ...jblairgolf
This document discusses how World Exchange Group (WEG) is using Barely Repeatable Business Processes (BRP) to align with the UN Global Compact Ten Principles and UN Millennium Development Goals. WEG's UnitedNeeds platform aims to provide technology infrastructure to enable efficient application of UN principles and goals to resolve global needs through human collaboration in a BRP framework. The document also outlines that BRP processes account for 60-64% of global economic activity and discusses how BRP differs from Easily Repeatable Processes that make up the remaining 30-32%.
An overview of NSPA’s signature award, The Pacemaker, with examples from the 2010-11 finalists and winners, presented at the JEA/NSPA National High School Journalism Convention in Minneapolis, November 2011
Dokumen ini memberikan tips untuk hidup bebas hutang, termasuk mencatat butiran hutang, membayar hutang yang paling kecil terlebih dahulu, menghentikan tabiat boros, serta menghindari pembelian secara kredit. Ia juga menyarankan untuk membuat bajet dan menabung, serta mengingatkan bahaya hutang dan kad kredit.
The document discusses leadership role models and how to cope with uncertainty. It argues that children make good role models as they are creative, absorb new stimuli, accept different ways of learning with no single right answer, and easily adapt to changing situations. The key lessons highlighted are creativity, absorbing new information, flexibility in problem solving, lifelong learning, and adaptability to uncertainty. The conclusion is that organizations should leverage these childlike qualities to better cope with an uncertain world.
2010 Infiniti of Lisle FX35 Brochure. Infiniti of Lisle is the Midwest Largest Infiniti Dealer. We stock FX35, FX45 and FX50 models. The FX35 was introduced in 2003 and has 2004, 2005, 2006, 2007, and 2008 model years before a redesigned version was introduced. Infiniti of lisle has the largest selection of 2009 and 2010 Infiniti FX35 and FX50 models.
President Obama's 2008 campaign successfully utilized social media and new web technologies to engage voters, raise funds, and win the election. Chris Hughes, a co-founder of Facebook, helped develop Obama's online strategy and architecture. After the election, the Obama administration continued innovating how government engages with citizens through initiatives like Change.gov, Whitehouse.gov and opening up government data. This new approach, known as "Gov 2.0," aims to make government more transparent, participatory and collaborative by leveraging new technologies and social media platforms. Many cities and governments are now exploring how to adopt these new models of civic engagement.
2015 Infiniti Q40 full color brochure including features, specifications, option packages and accessories. Provided by Infiniti of Naperville located at 1550 W. Ogden Ave. Naperville, IL 60540
2013 Infiniti QX56 full color brochure including features, specifications, option packages and accessories. Provided by Infiniti of Naperville located at 1550 W. Ogden Ave. Naperville, IL 60540
The document discusses how journalists can use social media like Facebook in their work. It provides details on how journalists use Facebook for distribution, crowdsourcing, and gathering story ideas and sources. The document also gives statistics on Facebook usage and tips for journalists on using Facebook pages and features like questions and crowdsourcing.
The document discusses the growing use and impact of social media and networks. It touches on how platforms like Twitter are being used by politicians, celebrities and organizations for marketing and communication. Examples are given around how social filters may change how information spreads online in the future. The role of personal identity and privacy on social networks is also mentioned. Overall, the document takes a positive view of social media's potential while also acknowledging challenges around its use.
This document promotes buying products from a shop by claiming customers will be happy and not regret their purchase, while also suggesting it is better to be rich than poor and warning customers to buy before they die.
This presentation discusses the Pacemaker Award, which recognizes excellence in student media. It provides examples of past Pacemaker winners and outlines what the judges look for, including strong content coverage of student life, quality writing and editing, visually appealing layout and design, compelling photography and graphics, in-depth reporting, and a clear overall theme or concept. The presentation offers suggestions for how publications can improve, such as focusing on meaningful local stories, paying attention to visual design details, and strengthening the editorial voice.
Este documento presenta conceptos básicos de contabilidad para emprendedores rurales. Explica definiciones clave como costos fijos, costos variables, utilidad, balance general y estado de resultados. También incluye ejemplos prácticos de cómo registrar transacciones en una hoja de control de entradas y salidas y calcular el margen de contribución de productos. El objetivo es enseñar herramientas contables básicas para administrar pequeños negocios rurales de manera efectiva.
About the professional paul mulzoff’s short bio v2Paul Mulzoff
Paul Mulzoff is an IT professional and MBA graduate who has skills in communication, management, and leadership. He has experience as an IT professional, project manager, and marketer. As a communicator, manager, and leader, he is able to understand different perspectives, resolve complex problems, lead diverse teams, and drive performance and innovation.
Optimizing HANS Color Separation: Meet the CMY MetamersPeter Morovic
This document discusses optimizing color separation for printing using HANS (Halftone Analog Neugebauer Separation). It begins with an overview of trichromatic color reproduction and how HANS works. It then discusses how to optimize color separation by finding metamers - different combinations of Neugebauer primaries that produce the same color. The document shows examples of metamers for mid-gray and how two metamers can be halftoned. It also analyzes ink usage results when applying this process to a CMY color gamut and finds a 12.66% range in ink usage is possible to produce the same content. The conclusions are that HANS provides much more choice in color separation compared
An overview of the website category of NSPA’s signature award, The Pacemaker, with examples from the 2012 finalists and winners, presented at the JEA/NSPA National High School Journalism Convention in Seattle, April 14, 2012.
An overview of ACP’s signature award, The Pacemaker, with examples from the 2009-10 finalists and winners, presented at the ACP/CMA National College Media Convention in Louisville, Ky., October 2010.
Los valores más importantes de una persona incluyen la honestidad, la compasión y el respeto por los demás. Estos valores ayudan a construir relaciones significativas basadas en la confianza y el apoyo mutuo. Promover valores positivos crea una sociedad más justa, pacífica y próspera para todos.
The document summarizes the Global Gender Gap Report 2011 published by the World Economic Forum. It was the result of collaboration between the World Economic Forum and faculty from Harvard University and the University of California, Berkeley. The report measures gender gaps in economic, political, education and health outcomes in countries around the world and provides rankings to track progress in closing these gaps over time. It aims to increase awareness of gender disparities and opportunities to address them.
In nine years of measuring the global gender gap, the world has seen only a small improvement in equality for women in the workplace. According to the Global Gender Gap Report 2014, launched today, the gender gap for economic participation and opportunity now stands at 60% worldwide, having closed by 4% from 56% in 2006 when the Forum first started measuring it. Based on this trajectory, with all else remaining equal, it will take 81 years for the world to close this gap completely.
The ninth edition of the report finds that, among the 142 countries measured, the gender gap is narrowest in terms of health and survival. This gap stands at 96% globally, with 35 countries having closed the gap entirely. This includes three countries that have closed the gap in the past 12 months. The educational attainment gap is the next narrowest, standing at 94% globally. Here, 25 countries have closed the gap entirely. While the gender gap for economic participation and opportunity lags stubbornly behind, the gap for political empowerment, the fourth pillar measured, remains wider still, standing at just 21%, although this area has seen the most improvement since 2006.
With no one country having closed its overall gender gap, Nordic nations remain the most gender-equal societies in the world. Last year’s leading four nations – Iceland (1), Finland (2), Norway (3) and Sweden (4) – are joined by Denmark, which climbs from eighth place to fifth. Elsewhere in the top 10 there is considerable movement, with Nicaragua climbing four places to sixth, Rwanda entering the index for the first time at seventh, Ireland falling to eighth, the Philippines declining four places to ninth and Belgium climbing one place to tenth.
Further up the index, the United States climbs three places to 20 in 2014, after narrowing its wage gap and improving the number of women in parliamentary and ministerial level positions. Among the BRICS grouping, the highest-placed nation is South Africa (18), supported by strong scores on political participation. Brazil is next at 71, followed by Russia (75), China (87) and India (114).
WEF Gender Gap Report 2013, Godišnji izveštaj o položaju žena u odnosu na muškarce u raznim državama sveta, ekonomski, politički, zdravstveni, pravni, obrazovni, statusni
The Global Gender Gap Index 2013, published by the World Economic Forum, benchmarks gender-based disparities across 136 countries in economic, political, education, and health criteria. Iceland, Finland, Norway, and Sweden ranked as the top four countries with the smallest gender gaps. The report finds that reducing gender gaps correlates with improved competitiveness and economic growth at the country level. Trend analysis since 2006 shows progress in closing gender gaps, though many disparities persist globally.
The Global Gender Gap Index 2013, published by the World Economic Forum, measures gender-based gaps in access to resources and opportunities between women and men in four key areas: economic participation and opportunity, educational attainment, health and survival, and political empowerment. The Index ranks 142 countries based on how close they are to gender equality, regardless of their overall development level. It finds that while progress has been made in closing gender gaps over the past decade, significant disparities still remain across countries and regions.
Rapporto Global Gender Gap del World Economic ForumAgi
The Global Gender Gap Report 2016 measures gender-based gaps rather than levels of resources or opportunities across countries. It examines gaps in economic participation and opportunity, educational attainment, health and survival, and political empowerment based on outcome variables. The report introduces an updated methodology for measuring gender parity in estimated earned income.
The Global Gender Gap Index featured in the 2015 Report ranks over 140 economies according to how well they are leveraging their female talent pool, based on economic, educational, health-based and political indicators.
The Global Gender Gap Index 2015 ranks 145 economies according to how well they are leveraging their female talent pool, based on economic, educational, health-based and political indicators. With a decade of data, this edition of the Global Gender Gap Report – first published in 2006 – shows that while the world has made progress overall, stubborn inequalities remain.
This document outlines the business case for inclusionary leadership and engaging men as allies in gender diversity efforts. It discusses how a lack of gender diversity, especially in leadership, negatively impacts businesses. Research shows companies with gender-diverse leadership earn higher profits and revenues. The document advocates for making gender partnership a priority and provides solutions like workshops and training programs to educate men and help them become allies. It presents a roadmap for organizations to establish an inclusive culture through leadership commitment, communication, and ensuring sustainability over multiple years.
This document is a report from the 51st United Nations Graduate Study Programme held in Geneva from July 1-14, 2013 on the theme of "Gender equality and the empowerment of women". It includes introductory remarks, the programme agenda, and five working papers produced by participants assigned to groups moderated by various UN agencies. The papers address topics related to gender perspectives on youth employment, rights of migrant domestic workers, gender equality in the HIV response, women in the fisheries sector in Gambia, and reducing gender-based violence in Haiti. In his closing remarks, the Chef de Cabinet emphasizes the importance of gender equality and women's empowerment as UN priorities, highlights some recent progress and ongoing challenges, and areas the
Achieving gender equality and women's empowerment in the post 2015 frameworkDr Lendy Spires
This document discusses why gender equality and women's empowerment should be central to developing a post-2015 development framework. It argues that a twin-track approach is needed, with both a standalone goal on gender equality and women's empowerment as well as mainstreaming gender across all goals. A standalone goal is necessary to address the structural causes of gender inequality and give dedicated focus and resources to women's rights issues. Mainstreaming gender targets across other goals can help tackle barriers women face in achieving those goals. The document examines lessons from the MDGs and makes recommendations for how a new gender goal and gender targets/indicators could be designed to truly transform the unequal power relations that underlie women's poverty and marginalization.
The World Economic Forums Annual Report published 7th Sept 2016. "Our World is an interconnected system, straining under the burden of its own complexity.... " Klaus Schwab. (Founder and Exec Chairman. What do you think?
Policy in Focus 15 2018 Furthering Womens empowerment through force particip...BibliotecaAlfonso
This document summarizes an article that discusses women's economic empowerment through participation in business and the labor force. It finds that while women's labor participation has increased globally, they remain underrepresented in well-paid, secure employment and face significant wage gaps. Barriers include unequal distribution of unpaid domestic work and care responsibilities. The article outlines policies that could help address these gaps, such as legislation to promote gender equality in the workplace, skills training programs tailored to market demands, voluntary regulation of global supply chains, social protection programs, and policies to promote more equal sharing of unpaid domestic work.
Changing patterns in the work of the worldHenry Appiah
This document provides a summary of the Director-General's report on changing patterns in the world of work. Some of the key points made in the summary include:
- The world of work is diverse but work remains a central part of people's lives and a shared point of reference.
- Globalization and advances in technology are driving changes in the world of work at a rapid pace, creating both opportunities and uncertainties.
- Decent work needs to be a global goal and national priority to address issues like inadequate job creation, poor working conditions, and the exclusion of many from the benefits of globalization.
This report provides a global overview of women in business and management positions. It finds that while women have increased access to education and employment opportunities, they still face obstacles in advancing to higher levels of leadership. Specifically, women make up only 5% of CEOs of large global corporations and face "glass ceilings" and "glass walls" that prevent them from strategic management roles. The report highlights both the challenges women face as well as the business case for promoting gender diversity in management. It provides data and recommendations for improving women's representation in business leadership positions.
The document provides an overview of the Independent Accountability Panel's (IAP) conceptual framework and role in reviewing progress on the Global Strategy for Women's, Children's and Adolescents' Health. The IAP was created by the UN Secretary-General to annually review and report on implementation of the Global Strategy. The IAP sees its role as comprehensively reviewing progress, identifying deficiencies, and recommending remedies to accelerate progress towards the goals of the Global Strategy and Sustainable Development Goals. The conceptual framework is based on human rights principles and emphasizes the need for monitoring, review, and actions/remedies to address inequalities and transform underlying conditions impacting health outcomes.
In July 2014, experts from public, private and research sectors met at the Rockefeller Foundation's "Securing Livelihoods" summit to explore the challenges and opportunities for livelihoods.
The document discusses gender equality at the global and national levels. At the global level, inequality persists in developing countries across sectors like education and health. The UAE has made progress through initiatives like the Gender Balance Council and increased women's representation in government. However, more remains to be done to provide equal opportunities and curb social inequalities across Arab nations. Reflecting on experiences in the UAE, promoting gender equality opens new doors for women and society while reducing poverty and violence.
The document provides an overview of Gender Parity Taskforces launched in Mexico, Turkey, Japan, and South Korea to promote gender parity and women's economic participation. The taskforces bring together government and business leaders to share best practices, set targets, and monitor progress. They aim to close the gender gap in these countries by 10% over three years by increasing women's representation in the workforce, promotions, and wages. The collaboration model and initial progress of taskforces in each country are described.
L'empremta laboral de les dones del casc antic de Barcelonatribunavirtual
Este documento describe un recorrido por el casco antiguo de Barcelona que destaca la contribución de las mujeres al mercado laboral y la sociedad a lo largo del tiempo. El recorrido incluye 15 paradas que resaltan los diversos trabajos e industrias en los que participaron las mujeres, como fábricas, lavanderías, comercio y educación superior. El objetivo es reconocer y valorar la participación laboral de las mujeres en la historia de Barcelona.
Conclusiones de la Jornada “GESTIÓN DE LA DIVERSIDAD: ESTRATEGIA DE MEJORA DE...tribunavirtual
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1. The
Global Gender
Gap Report
2009
Ricardo Hausmann, Harvard University
Laura D. Tyson, University of California, Berkeley
Saadia Zahidi, World Economic Forum
2.
3. World Economic Forum
Geneva, Switzerland 2009
The Global Gender Gap
Report 2009
Ricardo Hausmann, Harvard University
Laura D. Tyson, University of California, Berkeley
Saadia Zahidi, World Economic Forum
5. Contents
Preface.........................................................................................................v
by Klaus Schwab
PART 1: MEASURING THE GLOBAL GENDER GAP 1
The Global Gender Gap Index 2009......................................3
by Ricardo Hausmann, Harvard University
Laura D. Tyson, University of California, Berkeley
Saadia Zahidi, World Economic Forum
Appendix A: A Historical Perspective ...............................................32
Appendix B: Regional Classifications ...............................................34
Appendix C: Dynamics of the Gender Gap........................................35
Appendix D: Girls and Education ........................................................39
Appendix E: Maternal Health and Mortality.....................................47
PART 2: COUNTRY PROFILES 51
List of Countries .....................................................................53
User’s Guide: How Country Profiles Work........................55
by Damaris Papoutsakis
Country Profiles......................................................................58
About the Authors .................................................................................193
Acknowledgements..............................................................................195
6.
7. Preface
KLAUS SCHWAB
Founder and Executive Chairman, World Economic Forum
Over the last year, the world has seen the biggest recession in providing a comprehensive framework for benchmarking
almost a century. It is clear that recovery will require, among global gender gaps, the Report reveals those countries that
other things, the best of talent, ideas and innovation. It is are role models in dividing resources equitably between
therefore more important now than ever before for coun- women and men, regardless of their level of resources.
tries and companies to pay heed to one of the fundamental The World Economic Forum places a strong emphasis on
cornerstones of economic growth available to them—the a multi-stakeholder approach in order to engage leaders
skills and talent of their female human resource pool. As to design the most effective measures for tackling global
consumers, voters, employees and employers, women will challenges. In 2008, we launched our Global Gender
be integral to global economic recovery. However, it is not Parity Group and Regional Gender Parity Groups in
only the financial and economic system that is in need of Latin America, the Middle East, Africa and Asia.To date,
rethinking, redesigning and rebuilding. Global challenges these multi-stakeholder communities of highly influential
such as climate change, food security, conflict, education leaders—50% women and 50% men—from business, poli-
and health require our immediate, collective efforts to find tics, academia, media and civil society have jointly identi-
solutions and will, in fact, be intimately linked to our fied the biggest gaps in each region, based in part on the
long-term global economic recovery. Girls and women findings of this Report, and have collectively committed to
make up one half of the world’s population—without strategies to improve the use of female talent. In addition,
their engagement, empowerment and contribution, we our Global Agenda Council on the Gender Gap, an expert
cannot hope to effectively meet these challenges nor council, is using the findings of this Report as one of the
achieve rapid economic recovery. inputs for developing proposals to address gaps in interna-
And yet, there is still much work to be done in tional cooperation towards gender equality. Each of the
education, health, the workplace, legislation and politics individuals and organizations represented in these commu-
before women around the globe enjoy the same opportu- nities work collectively towards empowering women,
nities as men.There are still millions of “missing” women developing globally replicable frameworks and bringing
each year because of the preference for sons in some parts the world ever closer to achieving gender parity.
of the world.There are too many female infants who do We would like to express our deep appreciation to
not receive adequate access to healthcare because of the Ricardo Hausmann, Director, Center for International
lower value placed on girls, adding to the global burden Development, Harvard University; Laura D.Tyson, Professor
of infant mortality. Girls are still missing out on primary of Business Administration and Economics, University of
and secondary education in far greater numbers than boys, California, Berkeley, USA; and Saadia Zahidi, Director,
thus depriving entire families, communities and economies Constituents, for their invaluable contribution to this
of the proven and positive multiplier effects generated by Report. We would also like to thank Damaris Papoutsakis
girls’ education and instead aggravating poverty, the spread and Yasmina Bekhouche for their excellent research assis-
of HIV/AIDS, and maternal and infant mortality. In those tance on this project at the World Economic Forum.
countries where women do indeed receive the benefits From a values and social justice perspective, empower-
of health and education, far too many are then unable to ing women and providing them with equal rights and
contribute fully and productively to the economy because opportunities for fulfilling their potential is long overdue.
of barriers to their entry into the workforce or barriers From a business, economic and competitiveness viewpoint,
to accessing positions of leadership. Finally, women still targeting gender parity is a necessary condition for
remain vastly under-represented in political leadership progress.The aim is thus to achieve parity of participation
and decision-making.The combined impact of these gaps and opportunity while facilitating diversity of thoughts,
entails colossal losses to the global society and economy. opinions and approaches. It is our hope that this Report will
Measuring the size of the problem is a prerequisite for serve to highlight the countries that have made continued,
identifying the best solutions.Through the Global Gender often remarkable, progress over the last year in closing the
Gap Reports, for the past four years, the World Economic distance to parity and will act as an urgent call for action
Forum has been quantifying the magnitude of gender- towards the work that still needs to be done elsewhere to
based disparities and tracking their progress over time. By fully harness the skills and talents of one half of humanity.
Global Gender Gap Report 2009 Preface v
11. The Global Gender Gap Index 2009
RICARDO HAUSMANN, Harvard University
LAURA D. TYSON, University of California, Berkeley
SAADIA ZAHIDI, World Economic Forum
The Global Gender Gap Index,1 introduced by the World Measuring the global gender gap
Economic Forum in 2006, is a framework for capturing
the magnitude and scope of gender-based disparities and Three underlying concepts
tracking their progress.The Index benchmarks national There are three basic concepts underlying the Global
gender gaps on economic, political, education- and health- Gender Gap Index. First, it focuses on measuring gaps
based criteria, and provides country rankings that allow for rather than levels. Second, it captures gaps in outcome
effective comparisons across regions and income groups, variables rather than gaps in means or input variables.
and over time.The rankings are designed to create greater Third, it ranks countries according to gender equality
awareness among a global audience of the challenges rather than women’s empowerment.These three concepts
posed by gender gaps and the opportunities created by are briefly outlined below. For a description of how these
reducing them.The straightforward methodology and concepts are captured by the construction techniques used
quantitative analysis behind the rankings are intended to in the creation of the Index, please see the section below
serve as a base for designing effective measures for reducing on the Construction of the Index.
gender gaps.
The first part of this chapter reviews the underlying Gaps vs. levels
concepts employed in creating the Global Gender Gap The Index is designed to measure gender-based gaps in
Index and outlines the methods used to calculate the access to resources and opportunities in individual coun-
Index.The second part of this chapter presents the 2009 tries rather than the actual levels of the available resources
rankings, global patterns and regional performance and and opportunities in those countries.We do this in order
calls attention to notable country cases. Next, we provide to make the Global Gender Gap Index independent of
an overview of the links between gender gaps and the the level of development. In other words, the Index is
economic performance of countries. In the fourth part of constructed to rank countries on their gender gaps not
this chapter, we have also provided information on the on their development level. Rich countries have more
trends revealed by the Index in the four years that we have education and health opportunities for all members of
been producing it. In a special section, Ricardo Hausmann society and measures of levels thus mainly reflect this
and his colleagues provide an analysis of the dynamics of well-known fact, although it is quite independent of the
the gender gap based on census data. Finally, we include gender-related issues faced by each country at their own
new appendixes this year that are focused on two impor- level of income.The Global Gender Gap Index, however,
tant development goals: girls’ education (Appendix D) and rewards countries for smaller gaps in access to these
maternal health (Appendix E). resources, regardless of the overall level of resources. For
The Country Profiles contained in Part 2 of this example, the Index penalizes or rewards countries based
Report give a more detailed picture of the relative strengths on the size of the gap between male and female enrolment
and weaknesses of each country’s performance compared rates, but not for the overall levels of education in the
with that of other nations. Each profile contains detailed country.
information on over 30 gender-related variables, presenting
both the original data used to create the Index and other Outcomes vs. means
variables that reflect some of the legal and social factors The second basic concept underlying the Global Gender
that affect gender disparity in each country. Gap Index is that it evaluates countries based on outcome
variables rather than input measures. Our aim is to provide
a snapshot of where men and women stand with regard to
some fundamental outcome variables related to basic rights
such as health, education, economic participation and
The Global Gender Gap Index, co-authored by Fiona Greig, Ricardo Hausmann, Laura D.Tyson and Saadia Zahidi, was first introduced in the World
Economic Forum’s Global Gender Gap Report 2006. The authors are deeply grateful to Damaris Papoutsakis and Yasmina Bekhouche for their excellent
research assistance. Box 1 is authored by Ricardo Hausmann, Ina Ganguli and Martina Viarengo of Harvard University.
Global Gender Gap Report 2009 Measuring the Global Gender Gap 3
12. political empowerment.Variables related to country-specific Political empowerment
policies, culture or customs—factors that we consider to This category includes mainly measures of the gap between
be “input” or “means” variables—are not included in the men and women in political decision-making at the high-
Index, but they are displayed in the Country Profiles. For est levels.This concept is captured through the ratio of
example, the Index includes a variable comparing the gap women to men in minister-level positions and the ratio
between men and women in high-skilled jobs such as leg- of women to men in parliamentary positions. In addition,
islators, senior officials and managers (an outcome variable) we include the ratio of women to men in terms of years
but does not include data on length of maternity leave (a in executive office (prime minister or president) in the last
policy variable). 50 years. A clear drawback in this category is the absence
of any variables capturing differences between the partici-
Gender equality vs. women’s empowerment pation of women and men at local levels of government.
The third distinguishing feature of the Global Gender Gap Should such data become available at a global level in
Index is that it ranks countries according to their proximity future years, they will be considered for inclusion in the
to gender equality rather than to women’s empowerment. Global Gender Gap Index.
Our aim is to focus on whether the gap between women
and men in the chosen variables has declined, rather than Health and survival
whether women are “winning” the “battle of the sexes”. This category attempts to provide an overview of the dif-
Hence, the Index rewards countries that reach the point ferences between women and men’s health.To do this, we
where outcomes for women equal those for men, but it use two variables. First, we use the gap between women
neither rewards nor penalizes cases in which women are and men’s healthy life expectancy, calculated by the World
outperforming men in particular variables. Health Organization.This measure provides an estimate of
the number of years that women and men can expect to
The four pillars live in good health, by taking into account the years lost
The Global Gender Gap Index examines the gap between to violence, disease, malnutrition or other relevant factors.
men and women in four fundamental categories: economic The second variable included in this subindex is the sex
participation and opportunity, educational attainment, political ratio at birth.This variable aims specifically to capture the
empowerment and health and survival. Table 1 displays all four phenomenon of “missing women” prevalent in many
of these subindexes and the 14 different indicators that countries with strong son preference.
form part of them.
Construction of the Index
Economic participation and opportunity The Global Gender Gap Index is constructed using a
This area is captured through three concepts: the partici- four-step process, outlined below.
pation gap, the remuneration gap and the advancement
gap.The participation gap is captured through the differ- Convert to ratios
ence in labour force participation rates.The remuneration First, all data are converted to female/male ratios. For
gap is captured through a hard data indicator (ratio of esti- example, a country with 20% of women in ministerial
mated female-to-male earned income) and a qualitative positions is assigned a ratio of 20 women / 80 men =
variable calculated through the World Economic Forum’s 0.25 on this variable.This is to ensure that the Index is
Executive Opinion Survey (wage equality for similar work). capturing gaps between women and men’s attainment
Finally, the gap between the advancement of women and levels rather than the levels themselves.
men is captured through two hard data statistics (the ratio
of women to men among legislators, senior officials and Truncate data at equality benchmark
managers, and the ratio of women to men among technical As a second step, these ratios are truncated at the “equality
and professional workers). benchmark”. On all variables, except the two health
variables, this equality benchmark is considered to be 1,
Educational attainment meaning equal numbers of women and men. In the case
In this category, the gap between women and men’s cur- of the sex ratio at birth, the equality benchmark is set to
rent access to education is captured through ratios of be 0.944,2 and the healthy life expectancy benchmark is
women to men in primary-, secondary- and tertiary-level set to be 1.06.3 Truncating the data at the equality bench-
education. A longer-term view of the country’s ability to marks for each variable translates to assigning the same
educate women and men in equal numbers is captured score to a country that has reached parity between women
through the ratio of the female literacy rate to the male and men and one where women have surpassed men.
literacy rate. The type of scale chosen determines whether the
Index is rewarding “women’s empowerment” or “gender
equality”.4 To capture “gender equality”, two possible
scales were considered. One was a negative-positive scale
4 Measuring the Global Gender Gap Global Gender Gap Report 2009
13. Table 1: Structure of the Global Gender Gap Index
Subindex Variable Source
Economic Participation Ratio: Female labour force participation over male value International Labour Organization, Key Indicators of
and Opportunity the Labour Market, 2007
Wage equality between women and men for similar World Economic Forum, Executive Opinion Survey 2009
work (converted to female-over-male ratio)
Ratio: Estimated female earned income over male value United Nations Development Programme, Human
Development Index 2008 Update and Human
Development Report 2007/2008, 2005 or latest data
available
Ratio: Female legislators, senior officials and International Labour Organization, LABORSTA Internet,
managers over male value online database, 2007 or latest data available; United
Nations Development Programme, Human Development
Index 2008 Update, Human Development Report
2007/2008, 2005 or latest data available
Ratio: Female professional and technical International Labour Organization, LABORSTA Internet,
workers over male value online database, 2007 or latest data available; United
Nations Development Programme, Human Development
Index 2008 Update and Human Development Report
2007/2008, 2005 or latest data available
Educational Attainment Ratio: Female literacy rate over male value United Nations Development Programme, Human
Development Index 2008 Update and Human
Development Report 2007/2008, 2005 or latest data
available; UNESCO Institute for Statistics, Education
Indicators, 2007 or latest data available; World Bank’s
World Development Indicators, Online Database,
2007 or latest available data
Ratio: Female net primary level enrolment over UNESCO Institute for Statistics, Education
male value Indicators, 2008 or latest data available; World Bank’s
World Development Indicators, Online Database,
2008 or latest available data
Ratio: Female net secondary level enrolment over UNESCO Institute for Statistics, Education
male value Indicators, 2008 or latest data available; World Bank’s
World Development Indicators, Online Database, 2008
or latest available data
Ratio: Female gross tertiary level enrolment over UNESCO Institute for Statistics, Education
male value Indicators, 2008 or latest data available; World Bank’s
World Development Indicators, Online Database,
2008 or latest available data
Health and Survival Ratio: Female healthy life expectancy over male value World Health Organization, Online Database (WHOSIS),
data from 2003
Sex ratio at birth (converted to female-over-male ratio) Central Intelligence Agency, The CIA World
Factbook, 2008 Edition
Political Empowerment Ratio: Women with seats in parliament over male value Inter-Parliamentary Union – National Women in
Parliaments, July 2009 update or latest data available;
United Nations Development Programme, Human
Development Index 2008 Update or latest data available
Ratio: Women at ministerial level over male value Inter-Parliamentary Union, E-Parliament Report,
2008
Ratio: Number of years with a female head of state or Own calculations, as of June 2009
government (last 50 years) over male value
Global Gender Gap Report 2009 Measuring the Global Gender Gap 5
14. Table 2: Calculation of weights within each subindex
Standard Standard deviation
Economic Participation and Opportunity Subindex deviation per 1% point change Weight
Ratio: Female labour force participation over male value 0.160 0.063 0.199
Wage equality between women and men for similar work (converted to female-over-male ratio) 0.103 0.097 0.310
Ratio: Estimated female earned income over male value 0.144 0.069 0.221
Ratio: Female legislators, senior officials and managers over male value 0.214 0.047 0.149
Ratio: Female professional and technical workers over male value 0.262 0.038 0.121
TOTAL ................................................................................................................................................................................................................................1
Standard Standard deviation
Educational Attainment Subindex deviation per 1% point change Weight
Ratio: Female literacy rate over male value 0.145 0.069 0.191
Ratio: Female net primary level enrolment over male value 0.060 0.166 0.459
Ratio: Female net secondary level enrolment over male value 0.120 0.083 0.230
Ratio: Female gross tertiary enrolment over male value 0.228 0.044 0.121
TOTAL ................................................................................................................................................................................................................................1
Standard Standard deviation
Health and Survival Subindex deviation per 1% point change Weight
Ratio: Female healthy life expectancy over male value 0.023 0.441 0.307
Sex ratio at birth (converted to female over male ratio) 0.010 0.998 0.693
TOTAL ................................................................................................................................................................................................................................1
Standard Standard deviation
Political Empowerment Subindex deviation per 1% point change Weight
Ratio: Women with seats in parliament over male value 0.166 0.060 0.310
Ratio: Women at ministerial level over male value 0.208 0.048 0.247
Ratio: Number of years of a female head of state (last 50 years) over male value 0.116 0.086 0.443
TOTAL ................................................................................................................................................................................................................................1
capturing the size and direction of the gender gap.This used as weights to calculate the weighted average of the
scale essentially penalizes either men’s advantage over four variables.This way of weighting variables essentially
women or women’s advantage over men, and gives the allows us to make sure that each variable has the same rel-
highest points to absolute equality.The second was a ative impact on the subindex. For example, a variable with
“one-sided” scale that measures how close women are to a small variability or standard deviation, such as primary
reaching parity with men but does not reward or penalize enrolment rate, gets a larger weight within the educational
countries for having a gender gap in the other direction. attainment subindex than a variable with a larger variability,
Thus it does not reward countries for having exceeded the such as tertiary enrolment rate.Therefore a country with a
parity benchmark.We find the one-sided scale more large gender gap on primary education (a variable where
appropriate for our purposes. most countries have achieved near-parity between women
and men) will be more heavily penalized. Similarly, within
Calculate subindex scores the health subindex, in the case of the sex ratio variable,
The third step in the process involves calculating the where most countries have a very high sex ratio and the
weighted average of the variables within each subindex to spread of the data is small, the larger weight will penalize
create the subindex scores. Averaging the different vari- more heavily those countries that deviate from this value.
ables would implicitly give more weight to the measure Table 2 displays the values of the weights used in the
that exhibits the largest variability or standard deviation. Global Gender Gap Index 2006.5
We therefore first normalize the variables in terms of
equalizing their standard deviations. For example, within Calculate final scores
the educational attainment subindex, standard deviations In the case of all subindexes, the highest possible score is
for each of the four variables are calculated.Then we 1 (equality) and the lowest possible score is 0 (inequality),
determine what a 1% point change would translate to in thus binding the scores between inequality and equality
terms of standard deviations by dividing 0.01 by the stan- benchmarks.6 An un-weighted average of each subindex
dard deviation for each variable.These four values are then score is taken to create the overall Global Gender Gap
6 Measuring the Global Gender Gap Global Gender Gap Report 2009
15. Index score. As in the case of the subindexes, this final were included: Albania, Angola, Bahamas, Belarus, Gambia,
value is bound between 1 (equality) and 0 (inequality), Guatemala, Guyana, Kenya, Kuwait, Moldova, Mozambique,
thus allowing for comparisons relative to ideal standards Nigeria, Senegal,Tajikistan and Uzbekistan.
of equality in addition to relative country rankings.7 The We were able to continue to report on the full set of
equality and inequality benchmarks remain fixed across 130 countries that were included in the 2008 edition. In
time, allowing the reader to track individual country addition, in 2009, we were able to include four new coun-
progress in relation to an ideal standard of equality. tries in the analysis: Bahamas, Fiji, Guyana and Senegal.
Furthermore, we hope that the option of roughly inter- This has increased our country coverage to a total of 134
preting the final Index scores as a percentage value that countries this year.
reveals how much of the gender gap a country has closed
makes the Index more intuitively appealing to readers.8 Global patterns
The detailed rankings from this year’s Index are shown in
Tables 3 through 5.
The Global Gender Gap Index 2009 rankings Table 3a displays the 2009 rankings and provides
comparisons with rankings in 2008, 2007 and 2006.Table
Country coverage 3b displays the complete 2009 rankings, including four
We aim to include a maximum number of countries in subindex scores and ranks.Table 3c provides the year-to-
the Report, within the constraints posed by data availability. year score changes over the last four years. Out of the 115
In 2009, over 200 countries were considered for inclusion. countries that have been covered in 2006, 2007, 2008 and
To be included in the Report, a country must have data 2009, 97 countries—over 80%—have improved their per-
available for a minimum of 12 indicators out of the 14 formance over the last four years, while 18 have shown
that enter the Index.There were 26 countries that had widening gaps.
one data point missing but were included: Belize, Benin, Figure 1 shows a global snapshot of the gender gap
Bolivia, Brunei Darussalam, Cameroon, Chad, Cuba, on the four subindexes. It shows that the 134 countries
Egypt, Fiji, Ghana, Honduras, India, Iran, Jordan, Korea, covered in the Report, representing over 90% of the
Luxembourg, Malawi, Maldives, Mali, Singapore, Sri world’s population, have closed over 96% of the gap on
Lanka, Syria,Tunisia,Vietnam,Yemen and Zimbabwe. health outcomes between women and men and almost
Another 15 countries had two data points missing but 93% of the gap on educational attainment. However, the
Figure 1: Global patterns 2009
Economy
1.00
0.80
0.60
0.40
0.20
Health 0.00 Education
Politics
Sample average (0.00 = inequality, 1.00 = equality)
Source: Global Gender Gap Index 2009; scores are weighted by population.
Global Gender Gap Report 2009 Measuring the Global Gender Gap 7