Is it still necessary, in 2025, to talk about gender inequality in the workplace?
The latest Global Gender Gap Report, published by the World Economic Forum in 2024, gives considerable attention to the issue, revealing that, to date, no country in the world has yet achieved full equality between men and women. According to the document, it will take another 134 years to reach this goal.
So yes, talking about gender inequality in the workplace is necessary. However, despite the alarming data, the same report points out that equality in workforce participation continues to improve globally, suggesting that progress, albeit very slow, is moving in the right direction.
Where are we on the long way to equality in the workplace?
In 2024, women’s representation in the global workforce remained below men’s, constituting about 42% of the total. Furthermore, there is a significant reduction of this number when it comes to high-level leadership positions: only 31.7% of these roles are held by women.
The situation described mirrors the EU one: Eurostat data show that, in 2023, women accounted for almost half of all employees in the Union (46.4%), but remained under-represented among managers (34.8%).
In addition to it, women still face obstacles at the very beginning of their careers. Their chances of being hired for entry-level positions remain lower than those of men, making them under-represented from the outset. And even once hired, they too often encounter further barriers, such as wage gaps: according to UN Women, they earn on average 20% less than men, globally.
Why is gender equality important, not only (and above all) from an ethical point of view, but also in terms of productivity?
First of all, the concept of equal opportunities at work (not only from a gender perspective) refers to a broader ethical and moral concept that today’s society should ideally reflect: freedom to work, to choose a profession, and to do so in a condition of dignity, safety and equality, is an essential aspect of human well-being.
Guaranteeing that women have access to this right is an important end in itself.
Furthermore, research shows a correlation between gender equality and corporate-organisational success, revealing that organisations in the top 25% for gender diversity are 27% more likely to perform better than the national average for their sector in terms of productivity. Correlation does not mean causation, but studies suggest that the consistency of data collected over the last decade indicates that the link between respect for diversity and company performance is not a coincidence.
The reasons for this may be many and varied, depending on the specific context. One of these is linked to the issue of human well-being mentioned before: organisations that adopt inclusive policies report higher staff satisfaction and, therefore, a clear improvement in performance.
Despite the 134 years that separate us from the desirable equality, (slow but significant) progress has been made, which gives us hope.
Thanks to increased awareness and sensitivity on the issue, especially among the younger generations, more and more companies are paying attention to equal opportunity policies. Among these there is also ALDA+, whose commitment has been recognised with the prestigious UNI/PdR 125:2022 certification for the measures adopted to guarantee gender equality in the workplace.
Talking, or rather shouting, to achieve gender equality in the workplace is essential, now more than ever. Equality does not only mean economic and productive advantages. Above all, it means human dignity, a universal value for building, little by little, a more equitable and just world.