Hardwiring Gender Parity in the Future of Work

A Winning Strategy for Women in the New World of Work

The Hardwiring Gender Parity in the Future of Work is a Business Commitment Framework that offers a demand-driven approach to embed gender equality in emerging roles and ensure that the new world of work is inclusive. The framework is designed to create momentum to accelerate gender parity through a future-readiness lens.

The Challenge: Shifts in Labour Demand

Labour markets are undergoing fundamental transformations as technological breakthroughs shift the frontier between the work done by humans and by machines. While these breakthroughs hold the promise of more rather than less work for humans, a significant portion of the 75 million roles that are likely to be displaced are currently performed by women. In their place we see 133 million new roles such as data scientists, software developers and AI specialists coming to the fore. The challenge is that there are significant gender gaps already evident in many of these growing fields. 

Hardwiring Gender Paritiy in the Future of Work uses the current flux in labour markets to build parity into the growing roles of the future. While many efforts have focused on the supply side of future-skills for girls and women, there have been few demand side efforts to create incentives for women and girls to enter STEM and other high-growth roles. As labour markets go through a period of intense change there is a unique opportunity to embed parity into the future by balancing efforts between the demand side of growing jobs and the supply side of future-ready skills.

The Objective: A Gender Equality Strategy for the Future

Fifty pioneering companies from the World Economic Forum’s members and partners will commit to hardwiring gender parity in emerging jobs that are strategic for their future growth with a rapid two-year timeline, starting in March 2020. The Business Commitment Framework ensures that women are equally represented in all phases of the talent pipeline in emerging roles by asking companies to:


  • Identify their top five emerging high-growth roles, including high-volume roles and leadership roles

  • Recruit 50% female talent into their top five emerging high-growth roles by 2022, across all seniority levels

  • Develop a strong gender-equal reward system by 2022 that addresses unconscious bias and includes equal pay and equal opportunities

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