【英文】全球人才竞争力指数（314页）

英文研究报告 2023年11月14日 15:35 管理员

As new data became available at a global level, GTCI gave continuous and prominent attention to the gender component of talent inequalities. Altogether, GTCI data from the past ten years have shown signifcant progress in legal and regulatory environments as an increasing number of countries have committed to reduce gender gaps in labour markets. However, such eforts remain insufcient and need to be accelerated. In large parts of the world, women are paid less than men at comparable levels of training and qualifcations. They also have fewer career development opportunities and less access to higher levels of responsibility. In many emerging and poorer economies, the gender divide is stronger still, with girls having fewer opportunities to attend school, not to mention higher education.

GTCI also described and highlighted how COVID strengthened such inequalities, making them irreversible in some cases. These trends can be seen in GTCI’s data on gender parity in high-skilled jobs (see Figure 2). GTCI 2022, which introduced additional data about gender divides, also emphasised how possible options for a post-COVID recovery could, in fact, increase domestic inequalities among various categories of workers. The rapid expansion of new working practices, such as online collaboration, alongside the accelerating adoption of AI in various industries will undoubtedly have an impact on some of the fundamental parameters of the jobs/skills equation. Unqualifed or low-qualifed labour will bear much of the additional pressure, while new categories of workers, some with higher skills, will sufer from stronger competition from algorithms and specialised equipment.

【英文】全球人才竞争力指数（314页）