Bosnia and Herzegovina

The domain "Income and living conditions" covers four topics: people at risk of poverty or social exclusion, income distribution and monetary poverty, living conditions and material deprivation, which are again structured into collections of indicators on specific topics. The collection "People at risk of poverty or social exclusion" houses main indicator on risk of poverty or social inclusion included in the Europe 2020 strategy as well as the intersections between sub-populations of all Europe 2020 indicators on poverty and social exclusion. The collection "Income distribution and monetary poverty" houses collections of indicators relating to poverty risk, poverty risk of working individuals as well as the distribution of income. The collection "Living conditions" hosts indicators relating to characteristics and living conditions of households, characteristics of the population according to different breakdowns, health and labour conditions, housing conditions as well as childcare related indicators. The collection "Material deprivation" covers indicators relating to economic strain, durables, housing deprivation and environment of the dwelling.

The indicator is defined as the absolute difference between males and females in the aggregate replacement ratio. The aggregate replacement ratio is defined as the ratio of the median individual gross pensions of 65-74 age category relative to median individual gross earnings of 50-59 age category, excluding other social benefits.

The indicator is defined as the absolute difference between males and females in the at-risk-of-poverty rate for single-person households.

The indicator is defined as the absolute difference between males and females in the relative income of elderly people (65 and more) for single-person households.

The indicator is defined as the absolute difference between males and females in the relative income ratio which is the ratio between the median equivalised disposable income of persons aged 60 (resp. 75) or over and the median equivalised disposable income of persons aged between 0 and 59 (resp. 74).

The gender employment gap is defined as the difference between the employment rates of men and women aged 20-64. The employment rate is calculated by dividing the number of persons aged 20 to 64 in employment by the total population of the same age group. The indicator is based on the EU Labour Force Survey.

The gender overall earnings gap is a synthetic indicator. It measures the impact of the three combined factors, namely: (1) the average hourly earnings, (2) the monthly average of the number of hours paid (before any adjustment for part-time work) and (3) the employment rate, on the average earnings of all women of working age - whether employed or not employed - compared to men.

The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The population consists of all paid employees in enterprises with 10 employees or more in NACE Rev. 2 aggregate B to S (excluding O). The GPG indicator is calculated within the framework of the data collected according to the methodology of the Structure of Earnings Survey.

The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. All employees working in firms with ten or more employees, without restrictions for age and hours worked, are included.

The unadjusted gender pay gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The GPG is calculated on the basis of: - the four-yearly Structure of Earnings Survey (SES) 2002, 2006, 2010, etc., and with the scope as required by the SES regulation,  - national estimates based on national sources for the years between the SES years, from reference year 2007 onwards, with the same coverage as the SES. Data are broken down by economic activity (Statistical Classification of Economic Activities in the European Community - NACE), economic control (public/private) of the enterprise as well as working time (full-time/part-time) and age (six age groups) of employees. Data are released in February/March on the basis of information provided by national statistical institutes.

Eurostat Dataset Id:earn_gr_gpgr2wt The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. From reference year 2006 onwards, the new GPG data is based on the methodology of the Structure of Earnings Survey (COUNCIL REGULATION EC No 530/1999 of 9 March 1999 concerning structural statistics on earnings and on labour costs) which is carried out every four years. The most recent available data refers to reference years 2002, 2006 and 2010. Whereas the GPG figures for 2006 and 2010 are directly computed from the 4-yearly SES, for the intermediate years countries provide annual estimates which every 4 years are revised, benchmarked on the SES results in the two respective years. Some countries calculate the annual GPG on a yearly SES and hence their data needs no further adjustment or revisions as the majority of the others. Data are broken down by economic activity (NACE: Statistical Classification of Economic Activities in the European Community), form of economic and financial control (public/private) of the enterprise, working profile (full-time / part-time) and age classes (six age groups) of employees.

The unadjusted gender pay gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The GPG is calculated on the basis of: - the four-yearly Structure of Earnings Survey (SES) 2002, 2006, 2010, etc., and with the scope as required by the SES regulation,  - national estimates based on national sources for the years between the SES years, from reference year 2007 onwards, with the same coverage as the SES. Data are broken down by economic activity (Statistical Classification of Economic Activities in the European Community - NACE), economic control (public/private) of the enterprise as well as working time (full-time/part-time) and age (six age groups) of employees. Data are released in February/March on the basis of information provided by national statistical institutes.

Eurostat Dataset Id:earn_gr_hgpg The gender pay gap is given as the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The gender pay gap is based on several data sources, including the European Community Household Panel (ECHP), the EU Survey on Income and Living Conditions (EU-SILC) and national sources.

Data cited at: The World Bank https://datacatalog.worldbank.org/ Topic: Gender Statistics Publication: https://datacatalog.worldbank.org/dataset/gender-statistics License: http://creativecommons.org/licenses/by/4.0/

The GID-DB is a database providing researchers and policymakers with key data on gender-based discrimination in social institutions. This data helps analyse women’s empowerment and understand gender gaps in other key areas of development.Covering 180 countries and territories, the GID-DB contains comprehensive information on legal, cultural and traditional practices that discriminate against women and girls.

Data cited at: The World Economic Forum https://www.weforum.org/ Topic: Global Gender Gap Report 2023 Publication URL: https://www.weforum.org/reports/global-gender-gap-report-2023 License: https://creativecommons.org/licenses/by-nc-nd/4.0/legalcode   The Global Gender Gap Index annually benchmarks the current state and evolution of gender parity across four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment). It is the longest-standing index tracking the progress of numerous countries’ efforts towards closing these gaps over time since its inception in 2006. This year, the 17th edition of the Global Gender Gap Index benchmarks gender parity across 146 countries, providing a basis for robust cross country analysis.

Data cited at: The World Bank https://datacatalog.worldbank.org/ Topic: Millennium Development Goals Publication: https://datacatalog.worldbank.org/dataset/millennium-development-goals License: http://creativecommons.org/licenses/by/4.0/   Relevant indicators drawn from the World Development Indicators, reorganized according to the goals and targets of the Millennium Development Goals (MDGs). The MDGs focus the efforts of the world community on achieving significant, measurable improvements in people's lives by the year 2015: they establish targets and yardsticks for measuring development results. Gender Parity Index (GPI)= Value of indicator for Girls/ Value of indicator for Boys. For e.g GPI=School enrolment for Girls/School enrolment for Boys. A value of less than one indicates differences in favor of boys, whereas a value near one (1) indicates that parity has been more or less achieved. The greater the deviation from 1 greater the disparity is.

The indicator measures the share of female board members in the largest publicly listed companies. Publicly listed means that the shares of the company are traded on the stock exchange. The ‘largest’ companies are taken to be the members (max. 50) of the primary blue-chip index, which is an index maintained by the stock exchange and covers the largest companies by market capitalisation and/or market trades. Only companies which are registered in the country concerned are counted. Board members cover all members of the highest decision-making body in each company (i.e. chairperson, non-executive directors, senior executives and employee representatives, where present). The highest decision-making body is usually termed the supervisory board (in case of a two-tier governance system) or the board of directors (in a unitary system). Executives refer to senior executives in the two highest decision-making bodies of the largest (max. 50) nationally registered companies listed on the national stock exchange. The two highest decision-making bodies are usually referred to as the supervisory board and the management board (in case of a two-tier governance system) and the board of directors and executive/management committee (in a unitary system).

This indicator presents the percentage of women among all students in tertiary education irrespective of field of education and among all students in the fields of mathematics, science and computing and in the fields of engineering, manufacturing and construction. The levels and fields of education and training used, follow the 1997 version of the International Standard Classification of Education (ISCED97) and the Eurostat manual of fields of education and training (1999).

Researchers are professionals engaged in the conception or creation of new knowledge, products, processes, methods and systems, and in the management of the projects concerned. FTE (Full-time equivalent) corresponds to one year's work by one person (for example, a person who devotes 40 % of his time to R&D) is counted as 0.4 FTE. The share of women researchers among total researchers in FTE in all sectors of performance is shown.

Researchers are professionals engaged in the conception or creation of new knowledge, products, processes, methods and systems, and in the management of the projects concerned. The share of women researchers among total researchers in head count in all institutional sectors is shown.

The SIGI is built on 27 innovative variables measuring discriminatory social institutions, which are grouped into 4 dimensions: discrimination in the family, restricted physical integrity, restricted access to productive and financial resources, and restricted civil liberties.Lower values indicate lower levels of discrimination in social institutions: the SIGI ranges from 0% for no discrimination to 100% for very high discrimination.

The ratio of the number of women compared to the number of men, multiplied by 100.

The primary World Bank collection of development indicators, compiled from officially-recognized international sources. It presents the most current and accurate global development data available, and includes national, regional and global estimates

World's Women 2020: Trends and Statistics. Themes: Economic Empowerment 

World's Women 2020: Trends and Statistics. Themes: Power and decision making: Power in the private sector

World's Women 2020: Trends and Statistics. Themes: Violence against women and girl children