As of February 2025, approximately 75 percent of women in Great Britain thought that more should be done to achieve gender equality in relation to household responsibilities.

The research aim was to explore how to promote gender equality using Information and Communication Technologies (ICTs). The researcher conducted semi-structured interviews with a total of 19 respondents, both men and women. The researcher used the information that was collected from interviews and document analysis to evaluate the facts and findings of the study. The researcher used SPSS Version 21 to analyse the data in Section A for the respondents’ biographical data and perceived use of ICTs. The researcher then used NVIVO to transcribe and code data and then used Microsoft Excel to present the data set from which themes were generated to analyse data in Section B and C in order to answer the research questions.

As of August 2025, approximately 81 percent of women in Great Britain thought that more should be done to address and openly discuss sexual misconduct, compared with 14 percent who thought that it had been achieved.

In 2025, Mexico scored 0.52 in the area of political empowerment, which shows a gender gap of approximately 48 percent (women are 48 percent less likely than men to have equal opportunities in political participation). With such score, Mexico ranked in the 9th position in the Global Gender Gap in the political empowerment category, the area with the worst score and the second best position. The best position was achieved in the health and survival area, where Mexico ranked 1st among a total of 148 countries.

Achieve gender equality and empower all women and girls : The region has made progress in achieving gender equality and empowering women and girls, particularly in education and health and to a lesser extent women’s participation in formal employment and national policy making. This is attributed to growing awareness of the need to address gender inequalities; While almost all countries in the Pacific have adopted specific gender policies and strategies, the resources for integrating and implementing these priorities are limited. Budgets for national women’s offices are less than one percent of national appropriations; Gender inequality is highlighted by the high prevalence rates of violence against women (more than 60 percent in Melanesia, and more than 40 percent in Polynesia and Micronesia). Sexual and reproductive health and rights issues also remain substantial challenges to be addressed under Goal 5. Fertility rates, especially teenage fertility, remain high in some.

Find more Pacific data on PDH.stat.

The OECD Gender Data Portal, www.oecd.org/gender/data, includes 40+ selected indicators shedding light on gender inequalities in education, employment and entrepreneurship. Data and metadata for all the indicators are easily and freely accessible and displayed through interactive visualizations. The Gender Data Portal is one of the main outputs of the OECD Gender Initiative, launched in 2010 to improve policies and promote gender equality in the economy in both OECD and non-OECD countries. The Portal is part of the new OECD Gender Equality website www.oecd.org/gender, which also features Closing the Gender Gap: Act Now, a publication that presents new analysis of the productivity losses caused by gender inequality and proposes policy solutions to close the gender gaps. While much progress has been accomplished in recent years, there are still relevant dimensions of gender inequalities that are poorly monitored and measured. The OECD Gender Portal is thus a work in progress, that aims at progressively filling these gaps through new indicators. The last data release, for Women's Day 2013, includes new gender-sensitive indicators of job quality, timely indicators of labor market participation, indicators on top and low-achieving students in different subjects and on entrepreneurial culture. The data cover OECD member countries, as well as Russia, Brazil, China, India, Indonesia, and South Africa.

According to the Gender Inequality Index (GII), Denmark and Norway were the most gender equal countries in the world in 2023, reporting an index of ***** and *****, respectively. The Gender Inequality Index measures inequality between women and men in three dimensions: reproductive health, empowerment, and the labor market. A low GII value indicates low inequality between women and men and vice versa. Yemen was considered the least gender equal country that same year. Gender inequality in the workplace The most prominent source of gender inequality is the workplace, often captured by the gender pay gap. In 2023, women still earned one percent less than their male counterparts with the same qualification and the same job. Women are less represented in senior roles and top management positions, with only one third percent of companies worldwide having a woman in leadership positions. The same situation can be observed in government roles - only 17 out of 195 countries worldwide have ever had a woman in the highest position of executive power. Future outlook Numbers on how long it will take to close gender gaps highly differ between regions. In Europe, it is estimated that it will take around 67 years to achieve equality between the genders. In East Asia and the Pacific, on the other hand, it is projected to take 189 years. New data shows that the COVID-19 pandemic has increased female poverty worldwide and widened the gender poverty gap even further. Heightened female poverty will also negatively impact the Gender Inequality Index (GII).

India's performance on UNDP's Gender Inequality Index - score, rank, expert analysis and comparison with global peers.

LivWell is a global longitudinal database which provides a range of key indicators related to women’s socioeconomic status, health and well-being, access to basic services, and demographic outcomes. Data are available at the sub-national level for 52 countries and 447 regions. A total of 134 indicators are based on 199 Demographic and Health Surveys for the period 1990-2019, supplemented by extensive information on socioeconomic and climatic conditions in the respective regions for a total of 190 indicators. The resulting data offer various opportunities for policy-relevant research on gender inequality, inclusive development, and demographic trends at the sub-national level.

For a full description, please refer to the article describing the database here: (link to come)

The companion repository livwelldata allows to easily use the database in R. The R package can be downloaded following the instructions on the following git repository: https://gitlab.pik-potsdam.de/belmin/livwelldata. The version of the database in the package is the same as in this repository.

Do women elected officials contribute to the creation of public sector workforces that are more representative of the populations they serve? A more representative bureaucracy is expected to produce better outcomes, and thus understanding the role that elected leadership plays in diversifying the bureaucracy is important. Using data from over 5000 Brazilian municipalities from 2001 to 2012, we examine whether the election of women mayors leads to the formation of municipal executive bureaucracies that are more representative in terms of gender. In addition, we test whether the presence of a woman mayor leads to increased wages for women bureaucrats and smaller wage gaps between men and women bureaucrats. We find that while women mayors do not increase women’s numerical representation in the municipal executive bureaucracy, they do contribute to the creation of bureaucracies with fewer gender inequalities. Electing a woman mayor increases the average wages of women bureaucrats and decreases the gender wage gap in the bureaucracy. These findings suggest that women mayors advocate for the promotion of women to leadership positions and reduce the gap between men’s and women’s ranks in the bureaucracy since the salaries of Brazilian civil servants are linked to their positions.

In 2023, Ukraine and Qatar topped the Gender Development Index (GDI) with index scores over 1.04. On the other hand, Yemen reported the lowest index, with only 0.41. The higher the value, the smaller the gap between women and men. The Gender Development Index (GDI) is basically a ratio of Human Development Index calculated separately for women and men.

Annual gender pay gap estimates for UK employees by age, occupation, industry, full-time and part-time, region and other geographies, and public and private sector. Compiled from the Annual Survey of Hours and Earnings.

Presented here is a dataset containing all known executions of women carried out under civil authority. Many studies that mention gender use a dataset that estimates that about 365 women were executed in the U.S. between 1608 and 2002. The number of women executed in the U.S. since the 1600s is, in fact, higher than 700. The goal is to produce a dataset that encompasses experiences most relevant to women (e.g., histories of trauma, parenthood) in addition to providing variables that will allow for evidence-based quantitative research.

Until I have completed my application with zenodo, please refer to the larger project in which the data are housed: The women's executions project.

To study the political mobilization of underrepresented groups, this paper examines the effect of electoral systems on gender equality in voting. Theoretically, I argue that replacing a plurality electoral system with proportional representation (PR) gives party elites greater incentives to mobilize women to vote in all but the most competitive districts under plurality rule. Yet, they need to tap into women's networks to succeed with such mobilizing efforts. Empirically, I isolate the causal effect of PR by studying an imposed shift from plurality to PR in Norwegian municipalities. Using a difference-in-differences design, I estimate that the move from plurality to PR substantially decreased gender inequality in voting. The effect is most pronounced in previously uncompetitive municipalities and where women's networks are present. This study thus demonstrates how the social environment conditions the effect of democratic institutions on the political participation of marginalized groups.

Bipartite graph of directors and companies. Generated from information on the Financial Times website (https://markets.ft.com/data/equities/results), retrieved on 17 September 2016.

Blank fields are used for missing data.

comp_nodes.csv:

• id: unique identifier
• ft_country: name of the country
• ft_sector: segment of the economy in which a company operates
• ft_industry: specific business (i.e., subset of sector) in which a company operates
• ft_employees_num: number of company's employees. "NA" if the vertex represents a person or if the company's number of employees is unknown.

comp_people_edges.csv:

• person_id:
• comp_id: company identifier. It matches the identifier in comp_nodes.csv

people_one_mode_edges.csv:

Edges in the one-mode projection, in which two directors are connected if and only if they sit together on at least one board. Numbers correspond to the identifiers in unique_people_nodes.csv.

unique_people_nodes.csv:

• ID: unique identifier
• age: years of age
• gender_base: "Male" or "Female"

United Nations Development Programme - Human Development Reports on Gender Inequality

Using Danish administrative data, we study the impacts of children on gender inequality in the labor market. The arrival of children creates a long-run gender gap in earnings of around 20 percent driven by hours worked, participation, and wage rates. We identify mechanisms driving these "child penalties" in terms of occupation, sector, and firm choices. We find that the fraction of gender inequality caused by child penalties has featured a dramatic increase over the last three to four decades. Finally, we show that child penalties are transmitted through generations, from parents to daughters, suggesting an influence of childhood environment on gender identity.

Gender Inequality Index (GII) The GII is an inequality index. It measures gender inequalities in three important aspects of human development—reproductive health, measured by maternal mortality ratio and adolescent birth rates; empowerment, measured by proportion of parliamentary seats occupied by females and proportion of adult females and males aged 25 years and older with at least some secondary education; and economic status, expressed as labour market participation and measured by labour force participation rate of female and male populations aged 15 years and older. The GII is built on the same framework as the IHDI—to better expose differences in the distribution of achievements between women and men. It measures the human development costs of gender inequality. Thus the higher the GII value the more disparities between females and males and the more loss to human development. The GII sheds new light on the position of women in 162 countries; it yields insights in gender gaps in major areas of human development. The component indicators highlight areas in need of critical policy intervention and it stimulates proactive thinking and public policy to overcome systematic disadvantages of women.A composite measure reflecting inequality in achievement between women and men in three dimensions: reproductive health, empowerment and the labour market. See Technical note 4 at http://hdr.undp.org/sites/default/files/hdr2020_technical_notes.pdf for details on how the Gender Inequality Index is calculated.

The data and programs replicate tables and figures from "Sexual Harassment and Gender Inequality in the Labor Market", by Folke and Rickne. Please see the README file for additional details.

This profile further explores health inequalities between men and women in Camden looking at the differences in demographics, life style risk factors and burden of ill health due to long term conditions (LTCs). The aim of this analysis is to provide a better understanding of the health needs of men and women, gaps in their care management, preventative interventions around key modifiable life risk factors, and LTCs.