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IWD 2024: It Will Take 50 Years to Close OECD Gender Pay Gap—PwC
By Adedapo Adesanya
A new study from top consultancy firm, PricewaterhouseCoopers (PwC), has shown that it would take more than half a century to close the average gender pay gap across all 33 Organisation for Economic Co-operation and Development (OECD) countries.
To mark International Women’s Day 2024, PwC has released two studies, the Women in Work Index and Inclusion Matters, finding that global progress on achieving gender parity at work continues at a sluggish rate.
Now in its 12th edition, the latest data from the 2024 Women in Work Index (WiW Index) measures progress towards gender equality at work across the OECD, taking in five indicators that frame PwC’s analysis and measure various indicators of gender equality in the workplace, one of which is the gender pay gap.
PwC said that despite some progress over the past decade, this year’s analysis shows there is still a considerable way to go to reach gender parity at work across all five indicators.
Over the last decade, the average Index score increased from 56.3 in 2011 to 68 in 2022. In the latest Index update, the average OECD score improved by approximately two points from a score of 66 in 2021 to 68 in 2022.
Between 2021 and 2022, the majority of the improvement across the OECD was driven by an increase in the female labour force participation rate from 70.8 per cent to 72.1 per cent and a fall in the female unemployment rate from 6.4 power to 5.3 per cent.
However, the average gender pay gap across the OECD widened from 13.2 per cent to 13.5 per cent over this period. This shows that despite greater participation, women remain in a considerably weaker position in terms of labour market returns as compared to men.
Since the inception of the Index in 2011, the gender pay gap has been one of the indicators with the slowest improvement, narrowing only three percentage points between 2011 and 2022 across the OECD.
In terms of country ranking, Luxembourg ranks first on the WiW Index, followed by Iceland and Slovenia. The top five countries on the Index in 2021 continue to rank in the top five in 2022, but the ordering has changed.
Luxembourg’s strong performance was driven by an improvement on all indicators and especially by the fact that the country continues to have the lowest gender pay gap across the OECD. At -0.2 per cent, Luxembourg’s gender pay gap is negative, meaning that on average, the median level of pay is higher for women than men. The Nordic countries, Finland, Norway, Denmark, Sweden and Iceland, all appear in the top 11.
Mexico has scored the lowest on the Index since 2018. Its poor performance in 2022 was mainly driven by a high gender pay gap of 17 per cent along with a low female labour force participation rate of 50 per cent compared to a 14 per cent gender pay gap average across the OECD and a 72 per cent female participation rate.
Australia recorded the biggest improvement in its rank, rising seven places from 17th place in 2021 to 10th place in 2022, with a 6.6-point increase in its Index score. This was driven by an improvement across all five indicators and in particular, the gender pay gap, which fell from 14.2 per cent in 2021 to 9.9 per cent in 2022.
Conversely, the UK experienced the largest fall in the ranking, dropping four places from 13th in 2021 to 17th in 2022. This was largely a relative change despite a 1.1 point increase in the UK’s Index score, implying that the UK is being outpaced by other countries in terms of progress made towards achieving gender equality at work. The UK’s gender pay gap also increased from 14.3 per cent in 2021 to 14.5 per cent in 2022.
PwC’s Inclusion Matters research confirms that disparity in pay is a pain point for women in the workplace. It found that only 39 per cent of women feel they are being fairly rewarded financially for their work.
PwC drew insights from its Global Hopes and Fears Survey 2023, to compile the Inclusion Matters research, sharing fresh gender-focused perspectives from close to 54,000 workers globally, almost 23,000 of whom are women.
The research includes a Workplace Inclusion Indicator Index that measures three key dimensions of inclusion: belonging, fairness, and inclusive decision-making – and found that a statistically significant gender gap in favour of men.
The research found that there is a significant gap between the inclination of men and women to ask for promotions (-9 points) and pay raises (-8 points). However, women with Inclusion Index scores in the top quartile are 1.4 times more likely to ask for a raise, and 1.5 times more likely to ask for a promotion. They are also 2.2 times more likely to recommend their employer as a place to work.
Women’s turnover intentions increased (+8 points) this year with one in four women planning to change employers in the next 12 months, just slightly below the turnover intention rate for men at 27 per cent. Highlighting a further reason why inclusion matters, women with higher inclusion scores are 1.2 times less likely to change employers.
The report also finds that inclusion is positively correlated with self-driven development and women feeling higher levels of inclusion are 1.7 times more likely to be actively seeking out opportunities to learn and develop new skills.
It was also found that inclusion supports greater readiness from women to future-proof their careers which will be critical in driving gender equity gains at work. Women with high inclusion scores foresee greater benefits to their jobs from AI (+6 points), have a clear sense of how the skills their jobs require will change in the next five years (+14 points), and are more confident their employers will support with upskilling on key development skills (+21 points).
Both women and men who have hybrid work patterns – defined as having a mix of in-person and remote working – have the highest inclusion scores when it comes to work patterns. Women with higher inclusion scores are also less likely to be feeling the impact of overwork and 1.4 times less likely to say their workloads are frequently unmanageable.
It was also confirmed that job level matters as women in senior executive and management positions felt significantly higher levels of workplace inclusion than women in non-management positions (+9 points).
Millennial women feel the highest level of inclusion in the workplace, followed by Gen Z. However, Gen Z is the only generation where women feel similarly included to men.
Women working in the technology industry had the highest Inclusion Index score across all 26 industries included in the research and were one of only four industries for which women had slightly higher inclusion scores than men.
Speaking on the result, Ms Olusola Adewole, Partner and Workforce Transformation Leader, West Market Area, PwC, said “At PwC, we truly believe that inclusion matters in driving progress towards gender parity. Our research shows workplace inclusion is an important lever in propelling women’s development and advancement. A workplace where women feel that they belong, are included in decision-making, and are treated equitably is a workplace where they can thrive.”
Search Engine Optimization isn’t what it used to be.
Gone are the days of stuffing keywords, buying random backlinks, and expecting overnight rankings. Today, SEO is a sophisticated blend of technical precision, content authority, brand positioning, and strategic digital PR.
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To help brands grow through ethical, scalable, authority-driven SEO.
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Search engines—especially Google—have become dramatically smarter.
Modern ranking systems analyze:
- Topical authority
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SEO today is no longer about “gaming the algorithm.” It’s about becoming the most trusted answer in your industry.
That’s where RiseGrower comes in.
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📈 The Rise of Performance-Based SEO
The future of SEO isn’t “deliverables.”
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Wholesale marketplaces were created so that business owners could find profitable offers and make deals on B2B platforms worldwide. In addition to buyers and sellers, there are traders, distributors, logisticians, and other professionals on such platforms. Let’s take a closer look at these professions. Traders purchase goods in order to resell them at a higher price; speculation is allowed on B2B marketplaces and is a legal instrument. Distributors are the official representatives of the manufacturer, meaning you can purchase original products at the lowest price. Most often, goods are purchased in China and then transported by sea to European countries or North America. We suggest you try the Globy Platform, where the most reputable Asian distributors are registered. Logisticians can also register on Globy. They provide services for the transportation of goods by sea. The following are the advantages of Globy, which are mentioned most often:
- quick registration on the portal;
- website with simple navigation and management;
- excellent choice of reliable suppliers;
- most relevant products in the catalog;
- free registration;
- no commission.
Some B2B platforms process payments, but Globy allows participants to make money payments outside the platform using one of the secure methods. In addition, Globy does not charge a commission when concluding a purchase deal. To start working on the platform, you need to register in accelerated mode or fill out a form with your company’s details. You can be sure that your banking details, personal, and contact information are protected. Third parties can only see the information that you leave open. When registering, do not forget to enter your company’s contact information (messenger, phone, email) so that new partners can contact you. You can pay attention to the fact that the Globy catalog contains items without specifying a price, but the product profile contains the vendor’s contacts. You can contact the seller to discuss the deal details, determining the price of the product.
Logistics Tool on Globy
There is often a situation when the supplier does not provide transportation services and the buyer has to search for a carrier on their own. In fact, this problem is solved simply. Globy has a special tool that helps you quickly find a charterer. You would open the freight calculator and fill in all the fields in the suggested form. You would specify the sending and destination port, and don’t forget to specify the dates and choose the container size. If you want to place containers in an optimal way, then use the load calculator, which is also available for free on the official website. You can use these tools only after registration. You can log in quickly if you have a Google account or a LinkedIn profile. After entering the data, the freight calculator will process your request and provide a list of prices. You can select a suitable line and contact the charterer to discuss the details of the contract. It is recommended to choose a sea delivery with a minimum number of intermediate stops, in which case the cargo will arrive at the destination port faster.
Receiving Cargo at the Destination Port
Buyers should remember that you can check the cargo when it arrives at the port. If the rules of transportation were violated, there was a long delay, or the goods were damaged, you can refuse the cargo, explaining the reason. You can discuss a price reduction with the supplier if the product has lost its proper appearance or the packaging is damaged. You can evaluate the cargo yourself or with the help of third-party experts. It is best to carefully check the documentation when receiving the goods at the port. All documents must be executed in accordance with international law. You can register on Globy today, find the goods you need, and use the logistics tools for free. More than fifty-five thousand users have already been registered on the platform, which indicates the high authority of Globy. If you have any questions, you can ask them in the Help Center on Globy website.
By Adedapo Adesanya
Shipping giant, Mediterranean Shipping Company (MSC), has signed a 45-year concession agreement with Nigerian maritime company, Nigerdock, to develop, operate and maintain a new container terminal at Snake Island Port in Lagos.
A statement by MSC on Thursday noted that the new container terminal would be completed by 2028 with a 910-meter quay, six Ship-to-Shore (STS) cranes, two ship berths, three barge berths, and up to 18 meters of draft.
The dedicated MSC terminal would be part of the company’s announced $1 billion investment in infrastructure and logistics in Nigeria.
“We are thrilled to take this step forward in our partnership with MSC to develop a world-class container terminal within Snake Island Port.
“This gives the world’s leading shipping line a home in Nigeria and brings significant foreign direct investment into the country to accelerate growth in the maritime and logistics industry,” it said.
Global shipping companies are pushing to secure long-term footholds in emerging markets as supply chains are reconfigured worldwide.
MSC said the terminal, to be built by ITB Nigeria and DEME Group, is expected to be ready by 2028.
It will occupy 30 hectares (74 acres) and feature a 910-metre (3,000 ft) quay capable of handling ship‑to‑shore cranes and mobile harbour cranes, serving both deep-sea vessels and barges.
MSC President, Mr Diego Aponte, said: “Completing this key phase in the development of Snake Island Container Terminal with Nigerdock and our trusted partners demonstrates MSC Group’s commitment to providing excellent service to our customers in Nigeria and throughout Africa.
“The new terminal will open up opportunities, enhance efficiency, and elevate Snake Island Port as a major global shipping centre.
“Together with our Group’s other long-term investments in Nigeria, it will generate many local jobs and significantly increase economic revenue and resilience.”
Snake Island Port is an 85-hectare facility operated by Nigerdock, a maritime and logistics company, and comprises three terminals serving the Lagos port complex.
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