Endnotes 1. IMF, 2023. 2. Kose, et al., 2023. 3. IMF, 2022b. 4. ILO, 2023a. 5. Authors’ calculations based on ILO modelled estimates on labour-force participation rate (accessed 31 March 2023). 6. ILO, 2022. 7. Ibid. 8. ILO, 2023b. 9. Ibid. 10. ILO, 2023c. 11. See also Lara, et al., 2023. 12. ILO, 2023b. 13. LinkedIn categorizes a Director-level individual as one who is an experienced manager with direct reports and leadership responsibilities for multiple groups of individuals. 14. LinkedIn categorizes a Vice-President-level individual as someone who has direct reports and leadership responsibilities for a major portion of a business function. 15. LinkedIn categorizes a C-Suite-level individual as someone who has direct reports and leadership responsibilities for the entire business function. 16. Baird, Ghalawat, et al. (2023) presents the methodology for classifying STEM. Baird, Ko, et al (2023) present measurements for the United States and discussion around some of the metrics presented in this report. 17. The “AI talent concentration” metric is determined by comparing the number of AI professionals to the total number of LinkedIn members worldwide. An individual is considered AI talent if they have explicitly listed AI skills on their pro昀椀le and/ or works in a job classi昀椀ed as an AI occupation. The concentration of AI talent is then calculated by taking the ratio of the number of AI talent by the number of LinkedIn members in that industry. 18. Goldin, 2022. 19. ILO, 2018. 20. For example, see UNESCO CONFINTEA VII Marrakech Framework for Action: Harnessing the transformational power of Adult Learning and Education, 2022, https://www.uil.unesco.org/sites/default/昀椀les/medias/昀椀chiers/2022/06/FINAL%20 MarrakechFrameworkForActionEN_06_21_22_0.pdf 21. Plan International, 2023. 22. The level of progress toward gender parity (the parity score) is calculated as the ratio of the value of each indicator for women to the value for men. A parity score of 100% indicates full parity. 23. The gender gap is the distance from full parity. 24. World Economic Forum, 2023b. 25. EIGE, 2017. 26. Fialho, et al., 2019. 27. World Economic Forum, 2023b. 28. UN Women, 2022a. 29. UN Women, 2022b. 30. Ibid. 31. Care.com, 2023. 32. World Economic Forum, 2023a. 33. World Economic Forum, 2022. 34. IMF, 2022a. Global Gender Gap Report 2023 59