WEF_Future_of_Jobs_2023

Women

Youth from Gen Z (under 25)

Older workers (over 55)

Those from a disadvantaged religious,Those with disabilities

ethnic or racial background

Those who identify as LGBTQI+

Those from a low-income background

79.0%

36.1%

50.7%

67.7%

39.3%

35.0%

32.8%

0 20 100

Share of organizations surveyed (%)

40 60 80

FIGURE 5.7 Diversity, equity and inclusion (DEI) priority groups, 2023-2027

Source
World Economic Forum, Future of Jobs Survey 2023.

Top 3 economies

Republic of Korea

Latvia

Saudi Arabia

Netherlands

South Africa

Republic of Korea

Pakistan

Share of organizations surveyed which will prioritize these groups in DEI programmes in the next five years. Top three economies with the highest share of organizations that identify the group as the focus of the DEI programme

Colombia Italy

Canada

Viet Nam

Egypt

Israel

Malaysia

Georgia

Malaysia

Indonesia

Türkiye

Republic of Korea

Taiwan, China

Malaysia

DEI programmes to this particular group.

Responses return differences when it comes to DEI-programme priorities across regions. Three of

the five economies where women are reported to be the highest priority group for DEI programmes

are in Europe, including the Netherlands where all respondents identify them as a priority. Middle

Eastern and North African countries focus predominantly more on young workers. More than

80% of organizations in Saudia Arabia, Egypt, Bahrain and the United Arab Emirates prioritize the

young labour force. East Asia and Pacific countries are strongly represented in LGBTQI+ inclusion; this

focus is strongly present in organizations in the Republic of Korea, Malaysia and Taiwan, China.

Public policies to enhance

access to talent

Businesses see funding for skills training as the most effective governmental intervention for

connecting talent to employment (Figure 5.8). Funding for reskilling and upskilling ranks first

among public policies with the potential to improve talent availability for all company sizes, regions

Flexibility on hiring and firing practicesFunding for reskilling and upskilling

Tax and other incentives for companies to improve wagesImprovements to school systems

Changes to immigration laws on foreign talent

Changes to labour laws relating to remote work across bordersFlexibility on setting wages

Changes to labour laws relating to remote work in the same countryChanges to labour laws relating to occupational licensing

Childcare availability for working parentsQuality or access of transport services

0 20 100

Share of organizations surveyed (%)

40 60 80

33.3% 45.0%

32.9%

27.6%30.5%

19.1%24.2%

17.6%

13.6%15.2%

10.2%

FIGURE 5.8 Public policies to increase talent availability

Source
World Economic Forum, Future of Jobs Survey 2023.

Share of organizations surveyed that identify these public policies as promising ways to increase talent availability in the next five years

Future of Jobs Report 2023 56