The progress and challenges of women in the workforce

Women's participation in the workforce has seen significant advancements in recent years, reflecting a changing landscape of gender equality and economic empowerment. And yet, as of 2023, women’s labor force participation rate worldwide was 47 percent¹, compared to 72.3 percent for men, according to the International Labour Organization (ILO). While these numbers vary significantly in different countries – according to the US Bureau of Labor Statistics (BLS), 56.1 percent² of all women in the US participate in the workforce – they also vary within countries based on race, ethnicity, and marital status. According to the same BLS report, Black and Hispanic women face higher unemployment rates than White and Asian women, and unmarried mothers are more likely to participate in the labor force than married mothers³.

The projected labor force change for all American women from 2021 to 2031 is expected to increase by 6.1 percent⁴, according to the Bureau of Labor Statistics. And while women’s global labor participation declined in the pandemic at a higher rate than men, they are re-entering the workforce at a higher rate than men, according to the World Economic Forum (WEF)⁵. These upward trends signal a gradual but steady advancement towards greater gender parity in employment opportunities. Disparities do however persist, reflecting broader structural and systemic challenges that inhibit women's full participation and advancement in the workforce.

What are some of the main causes of the gender gap?

Claudia Goldin, a prominent economist, and most recent recipient of the Sveriges Riksbank Prize in Economic Sciences in Memory of Alfred Nobel⁶, was awarded the prize for advancing our understanding of women’s labor market outcomes. Her research not only revealed the causes of the change, but also the main sources of the gender gap on a global scale.

Her work emphasizes the importance of addressing structural barriers such as discriminatory practices, lack of access to childcare facilities, and limited opportunities for career advancement in order to create a more equitable and inclusive work environment for women. Her studies also highlight the significance of policies promoting work-life balance, equal pay initiatives, and opportunities for career advancement across various industries. She argues that the gender pay gap is not solely attributable to discrimination but also reflects differences in career trajectories, work hours, and preferences for flexibility among men and women.

One of the key factors contributing to the persistent gender gap in the workforce is the phenomenon of occupational segregation. Women continue to be overrepresented in lower-paying sectors such as healthcare, education, and administrative support, while men dominate higher-paying fields like engineering, finance, and technology. Women also remain underrepresented in leadership positions and executive roles in corporate settings.

Work-life balance is another concern for women in the workforce, particularly those balancing caregiving responsibilities alongside their careers. The lack of affordable childcare options and paid family leave policies in many countries exacerbates challenges faced by working mothers, often forcing them to make trade-offs between their professional aspirations and family obligations.

What are the areas of progress for women in the workforce?

While men outnumber women in senior leadership positions overall, there are industries where women are taking up between one-third and one-half of senior leadership roles, according to the WEF⁷. For example, women hold 49.5 percent of leadership roles in healthcare, 46 percent in education, 45.9 percent in consumer services, and 40 percent in the government and public sector.

There are also certain countries paving the way for what true gender parity looks like. According to the WEF⁸, Iceland’s gender gap is 91.2 percent closed landing them the top spot – a place they’ve been for 14 consecutive years. Norway’s gender gap is 87.9 percent closed, and Finland’s gap is 86.3 percent closed. New Zealand, fourth on the list with their gender gap 85.6 percent closed, also has 50 percent of its parliament member identifying as women. Namibia, eighth on the list is the only African country on the top 10 list, has closed their gender gap by 80.2 percent. Western countries often touted as the most progressive fall much lower on the list with the UK ranking 15th, Spain 18th, Canada 30th, and the US 43rd.

As countries strive to achieve the Sustainable Development Goals set forth by the United Nations, promoting women's economic empowerment and ensuring their full participation in the workforce are critical components of sustainable development efforts. Addressing the systemic barriers to women's full participation in the workforce requires multifaceted strategies aimed at promoting gender equity and dismantling structural inequalities. Policies promoting pay transparency, flexible work arrangements, and affordable childcare can help mitigate the challenges faced by women in balancing work and family responsibilities. Efforts to challenge gender stereotypes and biases in hiring and promotion processes are also essential to creating inclusive work environments where women have equal opportunities for career advancement. Facing these challenges head on requires concerted efforts from policymakers, employers, and society at large to create a more equitable and inclusive workforce for future generations.

¹ World Employment and Social Outlook Trends 2023, ILO
² Women in the labor force: a databook, US BLS report
³ Women in the labor force: a databook, US BLS report
⁴ Working Women: Data from the Past, Present and Future, US DOL
⁵ Global Gender Gap Report 2023, WEF
⁶ Press release, Nobel Prize
⁷ Global Gender Gap Report 2023, WEF
⁸ Global Gender Gap Report 2023, WEF