The global labor force has long been marked by gender disparities, with women facing structural barriers, unequal pay, and underrepresentation in leadership roles. The COVID-19 pandemic has further widened these gaps, disproportionately impacting women’s employment and increasing their unpaid caregiving responsibilities. This article explores the challenges women face in the workforce, from participation and leadership to the pay gap and the future of work, highlighting the urgent need for systemic changes to achieve gender equity.
Labor Force Participation
Global Disruption of Women’s Labor Force Participation
The COVID-19 pandemic has severely impacted women’s participation in the worldwide labor force. Studies show that women are 24% more likely to lose their jobs permanently compared to men. Even before the pandemic, the labor force participation rate declined for both genders, but women were consistently less likely to participate than men.
Key statistics:
46.9% of women participated in the labor force, down from 51.0% in 1990.
74.0% of men participated, down from 80.2% in 1990.
Women made up 38.8% of the global labor force.
Structural barriers, cultural norms, and unpaid caregiving responsibilities contribute to this gender gap. Even among highly educated individuals, women often have lower employment rates than men.
Women and Unpaid Labor
Women disproportionately shoulder unpaid caregiving and housework responsibilities:
21.7% of women globally provide unpaid care full-time, compared to only 1.5% of men.
Women spend an average of 4 hours and 22 minutes daily on unpaid labor, compared to just 2 hours and 15 minutes for men.
The pandemic has exacerbated this disparity, with women now spending an additional 15 hours per week on unpaid labor compared to men.
Importance of Family Support Policies
Family support policies are critical to increasing women’s labor force participation:
The United States is the only OECD country without mandatory paid family leave.
Globally, maternity leave is available in 184 economies, with a median of 98 days.
Paternity leave is available in 105 economies, with a median of only 5 days.
Leadership
The Gender Gap in Leadership
Despite progress, women remain underrepresented in senior leadership roles:
Only 2.6% of CEOs in Fortune Global 500 companies are women, and all are White.
Representation of women decreases at higher levels in organizations:
Executives: 23%
Senior managers: 29%
Managers: 37%
Professionals: 42%
Support staff: 47%
Increasing Representation on Corporate Boards
Women held 20.6% of board director seats globally in 2020, up slightly from 20.0% in 2019. Countries like France, Germany, India, and Norway have implemented quotas to increase women’s board representation.
The Pay Gap
Worsening Wage Inequality
The pandemic has exacerbated the global pay gap:
Across OECD countries, women earned 12.9% less than men in 2018.
In Europe, women experienced wage losses of 8.1%, compared to 5.4% for men during the pandemic.
Women are overrepresented in industries severely affected by the pandemic, such as hospitality and retail, and in informal employment sectors where wages are lower.
Key wage disparities:
Women in informal employment earn 47% of men in formal employment.
Women in formal employment earn 79% of what men in formal jobs earn.
The Future of Work
Upskilling and Industry Transitions
To adapt to the future of work, women may need to transition to higher-skilled roles:
By 2030, 40–160 million women may need to transition into roles requiring higher education or upskilling.
Women are underrepresented in high-skilled fields like STEM, making up only 35% of STEM students globally and 29.3% of workers in R&D.
Women possess transferable skills suited for high-growth industries, but targeted efforts are needed to address their underrepresentation in these fields and prepare them for automation-resistant roles.
Conclusion
The COVID-19 pandemic has amplified inequalities in women’s labor force participation, leadership roles, and wages. Structural barriers, unpaid caregiving responsibilities, and underrepresentation in high-growth sectors contribute to the persistent gender gap. Addressing these challenges requires targeted policy measures, such as family support policies, pay equity initiatives, and investments in education and upskilling. Governments and organizations can unlock the potential of half the world’s workforce by empowering women and creating equitable opportunities.
