Based on key provisions of the OECD Recommendation on Gender Equality in Public Life, this section presents indicators that capture various dimensions of public governance, such as participation of women in politics at different levels. In doing so, it highlights the role of stronger governance and accountability for equality of men and women and highlights policy actions to support their economic participation as well as participation in public life.
OECD Dashboard on Gender Gaps
An international comparison focused on gender equality challenges, outcomes, and policies
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Women in politics
This indicator presents the share of parliamentarians and of cabinet ministerial positions who are women.
Public employment
This indicator presents the share of public employees and public senior managers who are women.
Share of aid targeting gender equality
In their reporting to the Development Assistance Committee (DAC) Creditor Reporting System (CRS), donors are requested to indicate for each activity whether or not it targets gender equality as one of its policy objectives. To qualify as “gender equality focussed,” an activity must explicitly promote gender equality and women’s empowerment.
ODA to end violence against women and girls
Gender-based violence is a human rights violation and has profound economic and social implications. Sexual exploitation abuse and harassment (SEAH) also continues to be perpetuated globally in a systemic way. Support to end violence against women and girls is tracked through a dedicated purpose code, which is in place since 2016.
Discrimination against women in social institutions
The Social Institutions and Gender Index (SIGI) measures discrimination against women in social institutions. By taking into account laws, social norms and practices that restrict women’s and girls’ rights and access to empowerment opportunities and resources, the SIGI captures the underlying drivers of gender inequality.
Public social spending on family benefits
Public spending on family benefits includes financial support provided in cash or in kind that is exclusively for families and children, as either child-related cash transfers to families with children or spending on services for families with children. Spending recorded in other social policy areas such as health and housing may also assist families, but not exclusively, and is not included here.
Leave entitlements around childbirth
This indicator presents some leave entitlements around childbirth; ie.
Paid maternity leave: employment-protected leaves (paid) for mothers to be used around the time of childbirth.
Total (unpaid + paid) maternity leave: employment-protected leaves (unpaid or paid) for mothers to be used around the time of childbirth.
Total paid leave for the mother: The sum of paid maternity leave, and paid parental and homecare leave, which refers to paid employment-protected leave of absence for employed parents, which is often supplementary to specific maternity and paternity leave periods, and frequently, but not in all countries, follows the period of maternity leave.
Total paid leave earmarked for the father: Employment-protected leaves reserved for the exclusive use of the father. This includes paternity leave, individual entitlements to parental leave and any weeks of sharable parental leave that are reserved for use by the father only, plus any weeks of sharable leave that are effectively ‘reserved’ because they must be used by the father in order for the family to qualify for ‘bonus’ weeks of leave.
Net childcare costs
Net childcare costs are equal to gross childcare costs less childcare benefits, plus any resulting impact in taxes and other benefits following the use of childcare. Calculations are for families with two children aged 2 and 3. Parents are aged 40.
Participation tax rate
This indicator presents the percentage of earnings lost due to higher taxes and lower benefits when a partner (within a couple with 2 children aged 3 and 2 years old) moves from social assistance to a paid job at 67% of average wage, with main earner at 100% of average wage, with and without use of formal childcare.
Pay transparency
As of July/August 2025, over half of OECD countries (21 of 38) require designated private sector employers to report on gender pay gaps. Affected employers must provide pre-defined gender-disaggregated pay information to at least some stakeholders, such as workers, workers’ representatives, the government, and/or the public.