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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.”
By Adedapo Adesanya
Nigeria’s crisis-response bill seeking to establish a single, toll-free, three-digit emergency number for nationwide use passed for second reading in the Senate this week.
Sponsored by Mr Abdulaziz Musa Yar’adua, the proposed legislation aims to replace the country’s chaotic patchwork of emergency lines with a unified code—112—that citizens can dial for police, fire, medical, rescue and other life-threatening situations.
Lawmakers said the reform is urgently needed to address delays, miscommunication and avoidable deaths linked to Nigeria’s fragmented response system amid rising insecurity.
Leading debate, Mr Yar’adua said Nigeria has outgrown the “operational disorder” caused by multiple emergency numbers in Lagos, Abuja, Ogun and other states for ambulance services, police intervention, fire incidents, domestic violence, child abuse and other crises.
He said, “This bill seeks to provide for a nationwide toll-free emergency number that will aid the implementation of a national system of reporting emergencies.
“The presence of multiple emergency numbers in Nigeria has been identified as an impediment to getting accelerated emergency response.”
Mr Yar’adua noted that the reform would bring Nigeria in line with global best practices, citing the United States, United Kingdom and India, countries where a single emergency line has improved coordination, enhanced location tracking and strengthened first responders’ efficiency.
With an estimated 90 per cent of Nigerians owning mobile phones, he said the unified number would significantly widen public access to emergency services.
Under the bill, all calls and text messages would be routed to the nearest public safety answering point or control room.
He urged the Senate to fast-track the bill’s passage, stressing the need for close collaboration with the Nigerian Communications Commission (NCC), relevant agencies and telecom operators to ensure nationwide coverage.
Senator Ali Ndume described the reform as “timely and very, very important,” warning that the absence of a reliable reporting channel has worsened Nigeria’s security vulnerabilities.
“One of the challenges we are having during this heightened insecurity is lack of proper or effective communication with the affected agencies,” Ndume said.
“If we do this, we are enhancing and contributing to solving the security challenges and other related criminalities we are facing,” he added.
Also speaking in support, Senator Mohammed Tahir Monguno said a centralised emergency number would remove barriers to citizen reporting and strengthen public involvement in security management.
He said, “Our security community is always calling on the general public to report what they see.
“There is a need for government to create an avenue where the public can report what they see without any hindrance. The bill would give strength and muscular expression to national calls for vigilance.”
The bill was referred to the Senate Committee on Communications for further legislative work and is expected to be returned for final consideration within four weeks.
By Modupe Gbadeyanka
The former chief of defence staff (CDS), Mr Christopher Musa, has been sworn-in as the new Minister of Defence.
The retired General of the Nigerian Army took the oath of office for his new position on Thursday in Abuja.
The Special Adviser to the President on Information and Strategy, Mr Bayo Onanuga, confirmed this development in a post shared on X, formerly Twitter, today.
“General Christopher Musa takes oath of office as Nigeria’s new defence minister,” he wrote on the social media platform this afternoon.
Earlier, President Bola Tinubu thanked the Senate for confirming Mr Musa when he was screened for the post on Wednesday.
“Two days ago, I transmitted the name of General Christopher G. Musa, our immediate past Chief of Defence Staff and a fine gentleman, to the Nigerian Senate for confirmation as the Federal Minister of Defence.
“I want to commend the Nigerian Senate for its expedited confirmation of General Musa yesterday. His appointment comes at a critical juncture in our lives as a Nation,” he also posted on his personal page X on Thursday.
The former military officer is taking over from Mr Badaru Abubakar, who resigned on Sunday on health grounds.
By Adedapo Adesanya
The Special Adviser to President Bola Tinubu on Energy, Mrs Olu Verheijen, says Presidential Directives 41 and 42 have emerged as the most transformative policy tools reshaping Nigeria’s oil and gas investment landscape in more than a decade, by helping eliminate bottlenecks.
Mrs Verheijen made this assertion while speaking at the Practical Nigerian Content Forum 2025, noting that the directives issued by her principal in May 2025, are specifically designed to eliminate rent-seeking, slash project timelines, reduce contracting costs, and restore investor confidence in the Nigerian upstream sector.
“These directives are not just policy documents; they are enforceable commitments to make Nigeria competitive again,” she declared.
She noted that before the directives were issued, Nigeria faced chronic delays in contracting cycles, which discouraged capital inflows and stalled major upstream projects.
“For years, investment stagnated because our processes were too slow and too expensive. Presidential Directives 41 and 42 are removing those bottlenecks once and for all,” she said.
According to her, the directives have already begun to shift investor sentiment, unlocking billions of dollars in new commitments from international oil companies.
“We are seeing unprecedented investment inflows. Shell, Chevron and others are returning with confidence because they can now see credible timelines and competitive project economics,” Verheijen said.
Speaking on the link between streamlined contracting and local content development, she stressed that the directives were crafted to reinforce, not weaken, Nigerian participation.
“Local content is not an obstacle; it is a catalyst. It helps us meet national objectives, contain costs, and deliver projects faster when applied correctly,” she explained.
Mrs Verheijen highlighted that the directives complement the government’s data-driven approach to refining local content requirements while ensuring Nigerian talent and enterprises remain central to new investments.
“Our goal is to empower Nigerian companies with opportunities that are commercially sound and globally competitive,” she said.
She pointed to the current spike in industry activity, over 60 active drilling rigs, as evidence that the directives are driving real operational change.
“We have moved from rhetoric to results. These directives have triggered a new cycle of upstream development,” she said.
The energy expert added that the reforms are critical to achieving Nigeria’s production ambition of 3 million barrels of oil and 10 billion standard cubic feet (bscf) of gas per day by 2030.
“To meet these targets, we need speed, efficiency, and collaboration across the value chain. The directives are the foundation for that,” she noted.
She also linked the directives to Nigeria’s broader regional ambitions, including its leadership role in the African Energy Bank.
“With a $100 million facility now launched, we are ensuring that investment translates into jobs, technology transfer, and long-term value for Nigeria,” she said.
Mrs Verheijen concluded by urging the industry to uphold the spirit and letter of the presidential instructions.
“These directives are a collective responsibility. Government, operators, financiers, and host communities must work together to deliver the Nigeria we envision,” she said. “We remain committed to ensuring Nigeria remains Africa’s premier investment destination,” she said.
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