A recent report by Investing in Women Australia sheds light on the persistent challenges faced by women in Asia and the Pacific in joining the workforce, despite advancements in education and healthcare. The average labor force participation rate for women globally remains slightly above 50%, and in Asia, women are on average 70% less likely than men to be in the labor force, with significant country-to-country variations. The disparity is influenced by social norms emphasizing domestic responsibilities for women, limiting their mobility and opportunities for wage growth. Closing the gender gap is projected to bring a 30% increase in per capita income in the region. To address this, policies should focus on specific barriers, promote family-friendly workplaces, enhance female worker security, and provide access to property and credit.

Women in Male-Dominated Industries and Occupations

The latest data highlighted by Catalyst.org, the persistent challenges faced by women in male-dominated industries globally. In Canada, only 5% of those in skilled trades are women, while in Europe, just 8% of working women are in male-dominated industries. In the United States, only 6.5% of women working full-time were in such industries in 2020. Despite recent gains, women still face significant underrepresentation, with leadership roles in traditionally male-dominated sectors like energy, manufacturing, and infrastructure showing the slowest growth globally. While there has been substantial growth in jobs for women in Europe over the past two decades, these opportunities have predominantly been in women-dominated sectors, emphasizing the ongoing gender disparity in male-dominated fields.

Occupational Segregation Contributes to the Gender Gap

Occupational segregation, rooted in societal biases and policy design, continues to fuel the gender and racial wage gap, as highlighted in the latest DE&I news by Catalyst.org. In the United States, the disparity is evident across various sectors, with jobs paying more disproportionately held by White men, exacerbating the wage gap for women, especially women of color. The wage gap persists across the board, affecting 94% of occupations, including those traditionally dominated by women. This underscores the pervasive nature of gender and racial disparities in income, emphasizing the need for comprehensive measures to address occupational segregation and promote equitable wages across all industries.

Women are seeking more flexibility and making career choices accordingly

The latest DE&I news revealed by Deloitte Touche Tohmatsu Limited is a significant trend among women, emphasizing the pivotal role of flexibility in shaping career decisions. A survey indicates that lack of flexibility in working hours is a key driver prompting women to leave their current employers, with less than a quarter reporting high flexibility over when and where they work. For those contemplating a job change, insufficient flexibility around working hours is the most cited reason, surpassing considerations related to location. The research highlights a positive correlation between flexibility and employee retention, indicating that women with higher flexibility are more likely to stay longer with their employers. Despite the demand for flexible working, concerns persist, with a majority of women expressing apprehensions about its impact on promotion opportunities and workload adjustments. The pursuit of a positive work/life balance emerges as a top priority for women, yet many feel unsupported by their employers in achieving this balance.