![]() Data from Coursera suggests that as of 2022, except for teaching and mentoring courses, there is disparity in enrolment in every skill category. Even when they do use these platforms, there are gender gaps in skilling, especially those skills that are projected to grow in importance and demand. ![]() However, women and men currently do not have equal opportunties and access to these online platforms, given the persistent digital divide. Gender gaps in the skills of the future: Online learning offers flexibility, accessibility and customization, enabling learners to acquire knowledge in a manner that suits their specific needs and circumstances. The percentage of women working in AI today is approximately 30%, roughly 4 percentage points higher than it was in 2016. When it comes to artificial intelligence (AI) specifically, talent availability overall has surged, increasing six times between 20, yet female representation in AI is progressing very slowly. Women currently account for 29.4% of entry-level workers yet for high-level leadership roles such as VP and C-suite, representation drops to 17.8% and 12.4%, respectively. While the percentage of female STEM graduates entering into STEM employment is increasing with every cohort, the numbers on the integration of STEM university graduates into the labour market show that the retention of women in STEM even one year after graduating sees a significant drop. ![]() Women make up almost half (49.3%) of total employment across non-STEM occupations, but just 29.2% of all STEM workers. Linkedin data on members’ job profiles show that women remain significantly underrepresented in the STEM workforce. Gender gaps in the labour markets of the future: Science, technology, engineering and mathematics (STEM) occupations are an important set of jobs that are well remunerated and expected to grow in significance and scope in the future. However, this trend shows a clear reversal starting in 2022, which brings the 2023 rate back to 2021 levels. For the past eight years, the proportion of women hired into leadership positions has been steadily increasing by about 1% per year globally. Construction, Financial Services, and Real Estate present the toughest conditions for aspiring female leaders, with a ratio of C-Suite to entry-level representation of less than 50%. Women fare relatively better in industries such as Consumer Services, Retail, and Education, which register ratios of C-suite vs entry level representation between 64% and 68%. Different industries display different intensities and patterns when it comes to this “drop to the top”. Women’s representation drops to 25% in C-Suite positions on average, which is just more than half of the representation in entry-level positions, at 46%. ![]() In LinkedIn’s sample, which covers 163 countries, women account for 41.9% of the workforce in 2023, yet the share of women in senior leadership positions (Director, Vice-President (VP) or C-Suite) is at 32.2% in 2023, nearly 10 percentage points lower. Workforce representation across industries: Global data provided by LinkedIn shows persistent skewing in women’s representation in the workforce and leadership across industries. ![]()
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