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India falls two spots on 2025 Global Gender Gap index to 131
India has fallen two spots to rank 131 out of 148 countries on the World Economic Forum's 2025 Global Gender Gap index. In 2024, India had ranked at the 129th place out of 146 countries on the index, while it was at 127 in 2023. In 2020, India had ranked 112 among 153 countries. The countries are ranked based on scores across four main subindices – economic participation and opportunity, educational attainment, health and survival, and political empowerment. In its report released on Wednesday, the World Economic Forum stated that India had an overall parity score of 64.1%, making it one of the lowest-ranked countries in South Asia. The country saw a relative drop in rankings compared to the previous year due to the performance of other economies, it added. However, India's overall performance improved in absolute terms by +0.3 points, the report said. 'One of the dimensions where India increases parity is in economic participation and opportunity, where its score improves by +.9 percentage points to 40.7%,' the World Economic Forum added. The report said that while most indicator values remained the same, parity in estimated earned income rose from 28.6% to 29.9%, which positively impacted the subindex score. Scores in the labour-force participation rate remained the same at 45.9%, duplicating India's highest level achieved to date, the report said. 'In educational attainment, India scores 97.1%, reflecting positive shifts in female shares for literacy and tertiary education enrolment, which result in positive score improvements for the subindex as a whole,' the World Economic Forum stated. 'India also records higher parity in health and survival, driven by improved scores in sex ratio at birth and in healthy life expectancy,' it added. 'However, similar to other countries, parity in the latter is obtained despite an overall reduction in men's and women's life expectancy.' The report said that female representation in Parliament fell from 14.7% last year to 13.8% in 2025, and that the share of women in ministerial positions fell from 6.5% to 5.6%. In June 2024, India had elected 74 MPs to the 18th Lok Sabha, which was marginally lower than in 2019 when 78 women became members of the Lower House of Parliament. As per the index, Bangladesh emerged as the best performer in South Asia, jumping 75 spots to rank 24 overall due to notable gains in political empowerment and economic participation. Nepal ranked 125, Sri Lanka at 130, Bhutan at 119, Maldives at 138 and Pakistan at 148. Globally, Iceland leads the rankings for the 16th year in a row. This was followed by Finland, Norway, the United Kingdom and New Zealand. However, the report noted that full parity remained 123 years away at current rates.
Associated Press
26-03-2025
- Business
- Associated Press
ON Partners' 2025 Women's Report Reveals the Pay Gap Between Executive Men and Women Continues to Narrow
CLEVELAND, March 26, 2025 (GLOBE NEWSWIRE) -- ON Partners, a pure-play retained executive search firm building diverse C-level and board leadership teams, has released its 2025 Women's Report in honor of Women's History Month. The report, which analyzes over 1,000 senior-level executive searches over the last few years within ON Partners' proprietary database, shows the gap between executive men and executive women's compensation is narrowing and women are gaining ground in senior leadership (SVP) roles. The World Economic Forum's June 2024 Global Gender Gap research study found that in North America, it will take 106 years for women to achieve economic parity with men. ON Partners' research shows a better outlook in the executive suite. The Report revealed that the average total compensation for executive women was $457k compared to executive men's average of $486k. The $29k difference comes in lower than last year's difference of $36k. In addition, compensation for both men and women increased in 2024, with women's compensation increasing at a higher rate than men's. A notable finding is that while the compensation gap continues to narrow, women come in lower than men on total compensation often due to lower bonuses and sign-on bonuses. 'It is important for women to evaluate their total compensation package, not just their guaranteed base salaries,' said Tara Flickinger, partner at ON Partners. 'Companies are unlikely to offer a sign-on bonus unless there is an ask from the candidate in the negotiation process and the same is true on bonus potential. The latter is crucial because asking for an increase in performance-based compensation signals a candidate is betting on herself, which is music to hiring managers' ears.' The top senior-level placements of CEO and COO still have a wide disparity with women appointments coming in at 8.1% and 9.1%, respectively. However, a positive trend is that senior leadership roles (SVP level), which are often a pipeline to the C-Suite, show women getting about 25% of the placements with total compensation being slightly higher than their male counterparts. 'The trendline of more women in pipeline roles is not at all surprising,' said Bryan Buck, managing partner at ON Partners. 'The investment in talent development over the last decade is continuing to show exponential returns – not just with more women in positions of leadership today, but in the path they're creating for the next generation that's having a compounding effect. Women today aren't just leading by example, they're bringing it to life for those who are up next.' Other findings include: The CFO role is one in which women are making strides in compensation. Women are just above 20% of CFO placements, and their total compensation is higher with an average of $450k vs. $440k. Women are making strides in tech roles, which have traditionally favored male executives. Among the CTO and CITO positions ON Partners has placed over the past two years, the top earners have been female executives. Chief Product Officer (CPO) compensation is also very comparable between men and women. 'The CIO and CTO functions have historically been highly technical, requiring deep engineering expertise, but these roles have evolved,' said Nina McMaster, partner at ON Partners. 'Today, these leaders are viewed not just through a technical lens, but as business-critical positions requiring leadership, strategy, communication, and the ability to collaborate across departments. Companies are recognizing that a diverse leadership team brings better decision-making and business outcomes. The result is more negotiating power for women when moving into these positions.' About ON Partners Established in 2006, ON Partners is the only pure-play executive search firm building diverse C-level and board leadership teams. We rebuilt the institution of executive search for the way you work, with an approach that includes present partners who engage with clients from the first brief to the final decision, individually crafted solutions unique to each client, and an easier experience overall. Named by Forbes as one of America's Best Executive Recruiting Firms and to the Inc. 500/5000 List nine times, ON Partners is consistently ranked among the top 20 retained executive search firms in the U.S. Media Contact Jennifer Greene
Khaleej Times
13-03-2025
- Politics
- Khaleej Times
Pair sues Japanese university over 'no married couples' rule
A couple who both worked at a Japanese university have sued the institution, a court said on Thursday, for reportedly allowing only the husband to keep an academic position after they were married. Despite its highly educated female population, Japan is ranked 118th out of 146 in the 2024 World Economic Forum's Global Gender Gap report and women leaders remain rare in Japanese business and politics. The husband, a law professor, informed the dean at Miyazaki Sangyo-keiei University in southern Japan when they married in July, the Asahi Shimbun and other local media outlets said Wednesday. However, the dean "expressed discomfort and told him that the woman's job contract would be suspended at the end of March", the Asahi said, citing the unidentified couple's lawyer. The university said there was an unwritten rule that two spouses should not work there because it was a small institution, public broadcaster NHK said. Miyazaki District Court confirmed the lawsuit was filed against the university and the dean last month. A spokesman for the university told AFP that there had been "a grave violation of the rules" by the couple but declined to comment further, citing privacy concerns. The couple even chose to file for divorce in an attempt to keep their jobs in the university's law faculty, according to local broadcaster UMK. Even then the man was demoted to associate professor while the woman, an assistant professor, was made a clerical official, UMK reported. "I felt I had been demanded to choose between marriage and career," the woman said in television footage that did not show her face. "I'm very sad and quite indignant that the only university in this region that has a law faculty, and that touts recruitment of female students and their career support, can unfairly deprive a female teacher of her job and sense of fulfilment," she said. The couple are seeking the reinstatement of their former positions.
Khaleej Times
08-03-2025
- Business
- Khaleej Times
Women of the UAE: Masters of Balance, Leaders of Change
There's a quiet revolution unfolding in the UAE - not in the streets, but in boardrooms, bustling offices, and the determined strides of women who are redefining the nation's socio-economic landscape. They are entrepreneurs, CEOs, innovators, and visionaries. They are mothers, mentors, and role models. They are balancing acts of brilliance - navigating careers, businesses, and personal lives with a grace that transforms challenges into opportunities. This International Women's Day, we celebrate these women; we recognise their journey, leadership, and the crucial balance they maintain between ambition and life itself. Entrepreneurs of the Future: Women at the Helm In the vibrant business hubs of Dubai, Abu Dhabi, and Sharjah, an unmistakable presence is felt - women building, creating, and leading. The UAE has become a fertile ground for female entrepreneurs, where ideas transform into enterprises, and businesses flourish under dynamic female leadership. Women constitute about 70 per cent of the UAE's university graduates and 44 per cent of the total workforce, underscoring their pivotal role in the nation's economic future. The UAE government has recognised the power of women in business. Organisations like the Dubai Business Women Council and the Emirates Business Women Council provide funding, mentorship, and networking opportunities, ensuring that every woman with a vision has the tools to bring it to life. Redefining Leadership: Women in the Workplace Leadership in the UAE is no longer a male-dominated sphere. Women today are taking on influential roles in government, finance, media, technology, and beyond. They are not just employees or executives; they are decision-makers, shaping industries and policies with their expertise. The UAE is ranked as the leading country in gender parity in the Arab world, according to the World Economic Forum's 2023 Global Gender Gap report. Corporate giants have realised the value of diversity. Companies are actively hiring, promoting, and investing in female leaders, knowing that businesses thrive when they embrace different perspectives. A survey indicated that 80 per cent of women in the UAE workforce consider the opportunity to progress to top leadership positions crucial, and 73 per cent feel they have opportunities to lead at their workplace. But leadership isn't just about holding high positions. It's about the courage to challenge norms, the confidence to lead teams, and the ability to inspire the next generation. Emirati and expatriate women alike are mentoring young professionals, advocating for workplace equality, and proving that leadership is defined by capability, not gender. Work, Life, and Everything In Between One of the most remarkable feats of women is how they balance it all. They are professionals by day, entrepreneurs by passion, and nurturers around the clock. This balance isn't just about managing time - it's about shattering the myth that women must choose between success and family. The UAE has embraced this reality, introducing progressive maternity leave policies, childcare support, and flexible work arrangements that allow women to thrive in both professional and personal roles. Technology has played its part, too. With remote work, hybrid models, and co-working spaces becoming the norm, women have more flexibility than ever before. The modern workplace isn't about being present from 9 to 5, it's about results, innovation, and efficiency, areas where women excel. Perhaps the most significant shift is in mindsets. Work-life balance is no longer seen as a 'woman's issue' - it's a necessity for everyone. Corporations recognise that supporting women means supporting families, and supporting families means building a stronger, happier workforce. Why Women's Leadership Matters More Than Ever Encouraging women to lead is not just about equality - it's about progress, innovation, and economic growth. Research shows that companies with gender-diverse leadership are more likely to achieve higher profitability and sustainable growth. Women lead with: Empathy and Emotional Intelligence: Creating workplaces that nurture talent and collaboration. Resilience and Adaptability: Navigating challenges with agility and strategic foresight. Innovation and Problem-solving: Driving creative solutions in an evolving business landscape. Beyond the boardroom, women are also shaping communities, social movements, and education. They are inspiring the next generation of girls to grow up believing in limitless possibilities, reinforcing that success is defined by determination, not gender. A Future Shaped by Women The UAE's vision for female empowerment is not just a policy - it's a movement. The UAE Centennial 2071 Vision places gender equality at its core, aiming to establish the country as a global leader in innovation, business, and sustainable development. The country's commitment is reflected in: Global Recognition: The UAE consistently ranks among the top nations for gender equality in the Arab world. National Initiatives: Programmes like the UAE Gender Balance Council continue to promote policies that drive women's economic participation. Industry-specific Advancements: STEM, finance, and entrepreneurship sectors are witnessing an increasing influx of female leaders shaping the future. But the journey is far from over. There are still glass ceilings to shatter, industries to disrupt, and biases to overcome. Achieving true equality requires continued efforts from governments, businesses, and individuals alike. Beyond Celebration: The Call to Action This International Women's Day, let's not just celebrate women - let's invest in them. Mentor & Support: Senior professionals must actively mentor young female talent, opening doors for future leaders. Promote Equal Opportunities: Businesses must create pathways for women to thrive in leadership roles. Because when women rise, societies thrive. In the UAE, the rise has only just begun.
