The number of women in paid employment has risen significantly over the past 40 years. In developed countries especially, there are increasing numbers of women reaching top positions in different fields of work. And new research shows how girls are doing far better than boys educationally across the world.
For all this good news for gender equality, however, some of the latest reviews of women and work across the globe reveals that on virtually every measure available, women suffer greater economic exclusion than men. Women’s earnings are significantly less than men’s – on average between 10% and 30% less globally and the jobs available to women across the world remain segregated.
Glass Walls
In many countries there are obvious limits to what work women are allowed to do – for example places where women require permission from their husbands to work and/ or where they are concentrated in poor quality jobs. Women are concentrated in certain roles and limited to specific management functions in a way that is indicative of the “glass walls” phenomenon, which is occupational segregation by gender.
When examining differences in workplace opportunity, management roles are useful indicators of equality. Becoming a manager or senior executive offers the largest chance to achieve economic equality and to influence access for other women in the labour market.
To be selected for top management jobs, it is necessary to have diverse experience across different company areas. As long as women are boxed into certain roles, this will not happen – hence the need to break down glass walls before women can break through the glass ceiling to top management.
A Closer Look at the Numbers
A recent ILO report reveals women hold 50% of middle management positions. But that is as far as equality extends, as less than 5% of CEOs of publicly listed companies in OECD countries are women and just 2.8% in the European Union. The UK’s Chartered Management Institute reveals a gendered pyramid that is mirrored worldwide, with women holding positions as 60% of junior managers, 40% of middle managers, 20% at senior levels and single digits at CEO.
There is also some obfuscation around women on senior boards, with women on boards reaching just over 20% in Northern European countries and less than 5% in the Middle East, Southern Europe, and Russia. But there is a lack of clarity on whether women hold executive or non-executive roles.
