According to the World Economic Forum the new Global Gender Gap Report 2025 has been published, and Austria ranks 56th out of 148 countries.
It’s a position in the upper midfield. But is that really something to celebrate? 

To be honest, I’m not sure. Perhaps it depends on whether you see the glass as half full or half empty.

Here are the most important findings at a glance

The report compares gender parity in 148 economies and reveals how far we are from achieving true equality worldwide:

• no country in the world has yet achieved complete equality.
• Iceland remains the frontrunner having closed 92.6% of its gap gab – for the 16th consecutive year!
• the top 10 countries have all closed more than 80% of their gender gaps.
• High-income countries (such as Austria) average 74.3%.
• the greatest progress has been made in terms of economic and political participation – but there is still much to be done.

Click here for thefull report

What does this mean for Austria – and for businesses?

Austria is in the top third. But is that enough?

I don’t think so.

Equality doesn’t happen by itself. It requires a change of  attitude, courage and concrete measures – especially within companies.

Here are 5 tips on how companies can actively reduce the gender pay gap

Transparent salaries create trust

Salary transparency is a key way of uncovering unconscious or systemic inequalities. Companies that disclose salary bands or regularly conduct salary analyses not only create trust and fairness.

When employees know that performance, not gender, determines their salary, it boosts motivation and a sense of belonging.

Example: An annual equal pay check can help to highlight gender-specific differences – and enable targeted countermeasures to be taken.

It is particularly worthwhile to start preparing in view of the new EU Pay Transparency Directive, which will be enshrined in Austrian law by June 2026. Among other things, the directive stipulates:

• mandatory salary information already in the application process,
• annual disclosure requirements for employers,
• and a reversal of the burden of proof in favour of employees in cases of discrimination.

We are actively opening up career paths for everyone

Equal opportunities mean more than the theoretical possibility of moving up the career ladder – they also mean active support in doing so.

Measures include mentoring programmes, talent pools for underrepresented groups, transparent promotion criteria and targeted training opportunities.

Women and marginalised groups often encounter invisible barriers (the „glass ceiling“). Active promotion helps to break down these barriers and unlock potential.

Embrace flexible working models

Working from home, flexitime and job sharing are only effective if they are culturally accepted – for all genders.

Managers who work flexibly themselves send a strong signal!

Flexible working promotes work-life balance – and makes companies more attractive to diverse talent.

Visible diversity in leadership

„You can’t be what you can’t see.“ Having visible role models in leadership positions shows that leadership can have many faces – regardless of gender, origin or lifestyle.

Measures: Diversity targets for management levels, targeted development of leadership talent, visibility of role models in internal and external channels.

Diversity in leadership promotes innovation and better decision-making, and inspires the next generation.

Recognising and reducing unconscious bias

Unconscious biases influence decisions – often without us even noticing.

Measures: Training, reflection formats, structured selection processes (e.g. anonymous applications) and a culture of feedback.

Those who recognise bias can also change it. This creates space for genuine equal opportunities – and better decisions.