Average percentage of women and men in management positions, by North American Industry Classification System (NAICS), business employment size, type of business, business activity and majority ownership, first quarter of 2025.

Data Series: Proportion of women in senior and middle management positions Indicator: IV.3 - Proportion of women in managerial positions Source year: 2024 This dataset is part of the Minimum Gender Dataset compiled by the United Nations Statistics Division. Domain: Public life and decision-making

Series Name: Proportion of women in senior and middle management positions (percent)Series Code: IC_GEN_MGTNRelease Version: 2021.Q2.G.03 This dataset is part of the Global SDG Indicator Database compiled through the UN System in preparation for the Secretary-General's annual report on Progress towards the Sustainable Development Goals.Indicator 5.5.2: Proportion of women in managerial positionsTarget 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public lifeGoal 5: Achieve gender equality and empower all women and girlsFor more information on the compilation methodology of this dataset, see https://unstats.un.org/sdgs/metadata/

Series Name: Proportion of women in managerial positions (percent)Series Code: IC_GEN_MGTLRelease Version: 2020.Q2.G.03 This dataset is the part of the Global SDG Indicator Database compiled through the UN System in preparation for the Secretary-General's annual report on Progress towards the Sustainable Development Goals.Indicator 5.5.2: Proportion of women in managerial positionsTarget 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public lifeGoal 5: Achieve gender equality and empower all women and girlsFor more information on the compilation methodology of this dataset, see https://unstats.un.org/sdgs/metadata/

This dataset contains the State-wise Ratio of female workers to male workers in usual status (ps+ss) working as Legislators, Senior officials and Managers

Thailand TH: Share of Female Employment in Senior and Middle Management data was reported at 29.530 % in 2016. This records a decrease from the previous number of 29.830 % for 2015. Thailand TH: Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 28.235 % from Dec 2011 (Median) to 2016, with 6 observations. The data reached an all-time high of 29.830 % in 2015 and a record low of 22.120 % in 2011. Thailand TH: Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Thailand – Table TH.World Bank: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.; ; International Labour Organization, ILOSTAT database. Data retrieved in November 2017.; ;

Sudan Share of Female Employment in Senior and Middle Management data was reported at 13.063 % in 2022. Sudan Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 13.063 % from Dec 2022 (Median) to 2022, with 1 observations. The data reached an all-time high of 13.063 % in 2022 and a record low of 13.063 % in 2022. Sudan Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Sudan – Table SD.World Bank.WDI: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.;International Labour Organization. “Labour Market-related SDG Indicators database (ILOSDG)” ILOSTAT. Accessed January 07, 2025. https://ilostat.ilo.org/data/.;;

The female share of employment in senior and middle management conveys the number of women in management as a percentage of employment in management. Employment in management is defined based on the International Standard Classification of Occupations. This series refers to senior and middle management only, thus excluding junior management (category 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 and minus category 13 in ISCO-88).

United States US: Share of Female Employment in Senior and Middle Management data was reported at 40.420 % in 2017. This records an increase from the previous number of 39.710 % for 2016. United States US: Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 38.075 % from Dec 2000 (Median) to 2017, with 18 observations. The data reached an all-time high of 40.420 % in 2017 and a record low of 35.500 % in 2000. United States US: Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s USA – Table US.World Bank: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.; ; International Labour Organization, ILOSTAT database. Data retrieved in September 2018.; ;

Abstract:

Gender equality, percentage of women in management, percentage of women in management.

Consolidation by full integration:

Only the affiliates over which EDF has control are consolidated. In this financial approach, subsidiaries are consolidated at 100%, regardless of their ownership rate. Entities over which EDF does not have control are therefore not consolidated at all.

Malaysia Share of Female Employment in Senior and Middle Management data was reported at 20.800 % in 2016. This records a decrease from the previous number of 22.650 % for 2015. Malaysia Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 21.795 % from Dec 2009 (Median) to 2016, with 8 observations. The data reached an all-time high of 29.400 % in 2010 and a record low of 20.760 % in 2012. Malaysia Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Malaysia – Table MY.World Bank: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.; ; International Labour Organization, ILOSTAT database. Data retrieved in November 2017.; ;

Cambodia KH: Share of Female Employment in Senior and Middle Management data was reported at 24.619 % in 2021. This records an increase from the previous number of 24.532 % for 2020. Cambodia KH: Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 18.695 % from Dec 2000 (Median) to 2021, with 17 observations. The data reached an all-time high of 33.142 % in 2016 and a record low of 10.556 % in 2001. Cambodia KH: Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Cambodia – Table KH.World Bank.WDI: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.;International Labour Organization. “Labour Market-related SDG Indicators database (ILOSDG)” ILOSTAT. Accessed January 07, 2025. https://ilostat.ilo.org/data/.;;

The 2006 Second Edition TIGER/Line files are an extract of selected geographic and cartographic information from the Census TIGER database. The geographic coverage for a single TIGER/Line file is a county or statistical equivalent entity, with the coverage area based on the latest available governmental unit boundaries. The Census TIGER database represents a seamless national file with no overlaps or gaps between parts. However, each county-based TIGER/Line file is designed to stand alone as an independent data set or the files can be combined to cover the whole Nation. The 2006 Second Edition TIGER/Line files consist of line segments representing physical features and governmental and statistical boundaries. This shapefile represents the current State House Districts for New Mexico as posted on the Census Bureau website for 2006.

The 2006 Second Edition TIGER/Line files are an extract of selected geographic and cartographic information from the Census TIGER database. The geographic coverage for a single TIGER/Line file is a county or statistical equivalent entity, with the coverage area based on the latest available governmental unit boundaries. The Census TIGER database represents a seamless national file with no overlaps or gaps between parts. However, each county-based TIGER/Line file is designed to stand alone as an independent data set or the files can be combined to cover the whole Nation. The 2006 Second Edition TIGER/Line files consist of line segments representing physical features and governmental and statistical boundaries. This shapefile represents the current State House Districts for New Mexico as posted on the Census Bureau website for 2006.

An influential body of work has identified a ‘welfare-state paradox’: work–family policies that bring women into the workforce also undermine women’s access to the top jobs. Missing from this literature is a consideration of how welfare-state interventions impact on women’s representation at the board-level specifically, rather than managerial and lucrative positions more generally. This database includes data that contribute to addressing this ‘gap’. It compiles existing secondary data from various sources into a single dataset. Both the raw and 'fuzzy' data used in a fuzzy-set Qualitative Comparative Analysis of 22 industrialised countries are available. Based on these data, analyses reveal how welfare-state interventions combine with gender boardroom quotas and targets in (not) bringing a ‘critical mass’ of women onto private-sector corporate boards. Overall, there is limited evidence in support of a welfare-state paradox; in fact, countries are unlikely to achieve a critical mass of women on boards in the absence of adequate childcare services. Furthermore, ‘hard’, mandatory gender boardroom quotas do not appear necessary for achieving more women on boards; ‘soft’, voluntary recommendations can also work under certain family policy constellations. The deposit additionally includes other data from the project that provide more context on work-family policy constellations, as they show how countries performance across multiple gendered employment outcomes spanning segregation and inequalities in employment participation, intensity and pay, with further differences by class.

While policymakers in the UK and elsewhere have sought to increase women's employment rates by expanding childcare services and other work/family policies, research suggests these measures have the unintentional consequence of reinforcing the segregation of men and women into different 'types' of jobs and sectors (Mandel & Semyonov, 2006). Studies have shown that generous family policies lead employers to discriminate against women when it comes to hiring, training, and promotions, as employers assume that women are more likely to make use of statutory leaves and flexible working. Furthermore, state provision of health, education, and care draws women into stereotypically female service jobs in the public sector and away from (better-paid) jobs in the private sector. Accordingly, research suggests that the more 'women-friendly' a welfare state is, the harder it will be for women - especially if they are highly skilled - to break into male-dominated jobs and sectors, including the most lucrative managerial positions (Mandel, 2012).

Yet, more recent evidence indicates that women's disadvantaged access to better jobs is not inevitable under generous welfare policies. For instance, women's share of senior management positions in Sweden, where women-friendly policies are most developed, now stands at 36%; this compares to a figure of 28% in the UK, where gender employment segregation has historically been lower (Eurostat, 2018). Thus, the aim of this project is to provide a clearer and fuller understanding of how welfare states impact on gender employment segregation by using innovative methods and approaches that have not been used to examine this research puzzle before.

To this aim, the project is organised into three 'work packages' (WPs). WP1 examines how conditions at the country-level mediate the relationship between welfare states and gender segregation in employment across 21 advanced economies. This includes Central and Eastern European countries, which prior research has tended to overlook. The country-level conditions included are cultural norms, regulations regarding women's representation on corporate boards, and labour-market characteristics. Data will be compiled from the International Social Survey Programme, OECD, Eurostat, the Global Media Monitoring Project, the World Bank, and Deloitte's Women in the Boardroom project. WP2 then investigates how the impact of welfare-state policies on a woman's career progression varies according to her socioeconomic position and the specific economic and social context in which she lives, using regional and individual-level data from the European Social Survey. Subsequently, WP3 carries out systematic comparative case studies to explore in depth the underlying mechanisms that explain why certain welfare states and regions exhibit high levels of gender inequality but low levels of class inequality, while in other places, the opposite is true. Data are drawn from the same sources as for WP1 and WP2, as well as academic literature and other relevant sources (e.g. government websites).

The project is important because its findings will inform policymakers about how their policies affect different groups of women and how to overcome the 'inclusion-inequality' dilemma (Pettit & Hook, 2009), i.e. bring more women into the workforce by providing adequate family policies and...

Costa Rica CR: Share of Female Employment in Senior and Middle Management data was reported at 47.158 % in 2023. This records an increase from the previous number of 45.882 % for 2022. Costa Rica CR: Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 33.716 % from Dec 2001 (Median) to 2023, with 14 observations. The data reached an all-time high of 62.090 % in 2020 and a record low of 24.875 % in 2005. Costa Rica CR: Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Costa Rica – Table CR.World Bank.WDI: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.;International Labour Organization. “Labour Market-related SDG Indicators database (ILOSDG)” ILOSTAT. Accessed January 07, 2025. https://ilostat.ilo.org/data/.;;

Japan JP: Share of Female Employment in Senior and Middle Management data was reported at 13.190 % in 2017. This records an increase from the previous number of 13.010 % for 2016. Japan JP: Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 11.270 % from Dec 2009 (Median) to 2017, with 9 observations. The data reached an all-time high of 13.190 % in 2017 and a record low of 10.560 % in 2010. Japan JP: Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Japan – Table JP.World Bank.WDI: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.; ; International Labour Organization, ILOSTAT database. Data retrieved in November 2018.; ;

The 2006 Second Edition TIGER/Line files are an extract of selected geographic and cartographic information from the Census TIGER database. The geographic coverage for a single TIGER/Line file is a county or statistical equivalent entity, with the coverage area based on the latest available governmental unit boundaries. The Census TIGER database represents a seamless national file with no overlaps or gaps between parts. However, each county-based TIGER/Line file is designed to stand alone as an independent data set or the files can be combined to cover the whole Nation. The 2006 Second Edition TIGER/Line files consist of line segments representing physical features and governmental and statistical boundaries. This shapefile represents the current State House Districts for New Mexico as posted on the Census Bureau website for 2006.

Bahamas BS: Share of Female Employment in Senior and Middle Management data was reported at 51.640 % in 2011. This records an increase from the previous number of 44.410 % for 2009. Bahamas BS: Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 43.020 % from Dec 2001 (Median) to 2011, with 10 observations. The data reached an all-time high of 51.640 % in 2011 and a record low of 39.940 % in 2001. Bahamas BS: Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Bahamas – Table BS.World Bank.WDI: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.; ; International Labour Organization, ILOSTAT database. Data retrieved in November 2018.; ;

Dominican Republic DO: Share of Female Employment in Senior and Middle Management data was reported at 47.440 % in 2016. This records a decrease from the previous number of 48.920 % for 2015. Dominican Republic DO: Share of Female Employment in Senior and Middle Management data is updated yearly, averaging 47.215 % from Dec 2007 (Median) to 2016, with 10 observations. The data reached an all-time high of 53.360 % in 2012 and a record low of 9.580 % in 2011. Dominican Republic DO: Share of Female Employment in Senior and Middle Management data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s Dominican Republic – Table DO.World Bank: Employment and Unemployment. The proportion of females in total employment in senior and middle management. It corresponds to major group 1 in both ISCO-08 and ISCO-88 minus category 14 in ISCO-08 (hospitality, retail and other services managers) and minus category 13 in ISCO-88 (general managers), since these comprise mainly managers of small enterprises.; ; International Labour Organization, ILOSTAT database. Data retrieved in November 2017.; ;