[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-109111-en":3,"doc-seo-109111-105":30,"detail-sidebar-cat-0-en-105":92},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":4,"category_id":11,"category_name":12,"doc_title":13,"doc_description":14,"doc_content":15,"file_id":16,"file_url":17,"file_type":18,"file_size":19,"view_count":20,"is_deleted":4,"is_public":21,"is_downloadable":21,"audit_status":21,"page_count":22,"language":23,"language_code":24,"site_id":25,"html_lang":24,"table_of_contents":26,"faqs":27,"seo_title":13,"seo_description":14,"update_tm":28,"read_time":29},109111,1099513958762,"Logic","https://ap-avatar.wpscdn.com/avatar/1000023916a998db790?x-image-process=image/resize,m_fixed,w_180,h_180&k=1784791008015729253",8,"Research & Report","Georgia CCDR Background Note - Bridging Gender and Skills Gaps","Georgia’s CCDR background note examines how gender shapes access to employment in digital transformation and building retrofitting sectors. It highlights significant disparities in high digital skill occupations, where men dominate high-skill roles and women are more concentrated in medium-skill work, despite similar training rates. The note also shows strong gender segregation and limited occupational mobility, with women and older workers clustered in lower-paid, low-skill jobs. It concludes that closing these gaps is essential for inclusive and efficient digital transformation and workforce readiness.","isclosure Authorized P bli i lu c sc osure Authorized Public Disclosure Authorized  \n© 2026 The World Bank Group  \nPublic  \n1818 H Street NW, Washington, DC 20433  \nTelephone: 202-473-1000; [Internet: ](Internet: www.worldbank.org)[www.worldbank.org](Internet: www.worldbank.org)  \nThis work is a product of the staff of the International Bank for Reconstruction and Development (IBRD), the International Development Association (IDA), the International Finance Corporation (IFC), and the Multilateral Investment Guarantee Agency (MIGA), collectively known as The World Bank Group, with external contributors.  \nThe World Bank Group does not guarantee the accuracy, reliability or completeness of the content included in this work, or the conclusions or judgments described herein, and accepts no responsibility or liability for any omissions or errors (including, without limitation, typographical errors and technical errors) in the content whatsoever or for reliance thereon. The boundaries, colors, denominations, links/footnotes and other information shown in this work do not imply any judgment on the part of any of the organizations of The World Bank Group concerning the legal status of any territory or the endorsement or acceptance of such boundaries. The citation of works authored by others does not mean The World Bank Group endorses the views expressed by those authors or the content of their works. The findings, interpretations, and conclusions expressed in this volume do not necessarily reflect the views of IBRD/IDA, IFC and MIGA, their respective Boards of Executive Directors, and the governments they represent.  \nThe contents of this work are intended for general informational purposes only and are not intended to constitute legal, securities, or investment advice, an opinion regarding the appropriateness of any investment, or a solicitation of any type. Some of the organizations of The World Bank Group or their affiliates may have an investment in, provide other advice or services to, or otherwise have a financial interest in, certain of the companies and parties named herein.  \nNothing herein shall constitute or be construed or considered to be a limitation upon or waiver of the privileges and immunities of any of IBRD/IDA, IFC and MIGA, all of which are specifically reserved.  \nRights and Permissions  \nThe material in this work is subject to copyright. Because the World Bank Group encourages dissemination of its knowledge, this work may be reproduced, in whole or in part, for noncommercial purposes as long as full attribution to this work is given and all further permissions that may be required for such use (as noted herein) are acquired. The World Bank Group does not warrant that the content contained in this work will not infringe on the rights of third parties and accepts no responsibility or liability in this regard. All queries on rights and licenses should be addressed to World Bank Publications, The World Bank, 1818 H Street NW, Washington, DC 20433, USA; e-mail: [pubrights@worldbank.org](pubrights@worldbank.org).  \nKey Messages  \nDIGITAL TRANSFORMATION  \nSIGNIFICANT GENDER DISPARITIES IN HIGH DIGITAL SKILL OCCUPATIONS: High digital skill jobs in Georgia’s labor market are predominantly held by men (72%), while women are more represented in medium digital skill roles (59%) . Although men and women both trained for high digital skill professions in similar numbers, only 24% of men and just 5% of women with a high digital skill profession currently work in a corresponding occupation. This indicates untapped potential, especially for women, and highlights the gender gap in translating skills into employment.  \nGENDER SEGREGATION AND LIMITED OCCUPATIONAL MOBILITY: More than half of occupations in Georgia are dominated by one gender, with a quarter being extremely skewed (over 90% male or female) . Occupational mobility networks reveal that workers tend to move within gender-segregated clusters, with women and older workers","cbCaib85mM1t5cE8","https://ap.wps.com/l/cbCaib85mM1t5cE8","pdf",6098109,7,1,16,"English","en",105,"# Key Messages\n## Digital Transformation\n## Building Retrofitting\n## Policy Implications","[{\"question\":\"How do gender disparities show up in Georgia’s high digital skill occupations?\",\"answer\":\"Men predominate in high digital skill roles (72%), while women are more represented in medium digital skill roles (59%). Despite similar training numbers, only 24% of men and 5% of women with high digital skills work in corresponding occupations.\"},{\"question\":\"What does the note say about gender segregation and occupational mobility?\",\"answer\":\"More than half of occupations in Georgia are dominated by one gender, including some extremely skewed cases. Mobility networks show workers moving within gender-segregated clusters, leaving women and older workers concentrated in lower-paid, low digital skill jobs.\"},{\"question\":\"Why does closing gender gaps matter for workforce needs and climate-related transitions?\",\"answer\":\"The note argues that addressing gender gaps supports economic efficiency and helps meet workforce demand as digital transformation and retrofit skills grow. For retrofitting, women’s participation is minimal (97% of workers are men), and targeted interventions are needed to prevent worsening inequalities.\"}]",1784476750,40,{"code":4,"msg":31,"data":32},"ok",{"site_id":25,"language":24,"slug":33,"title":13,"keywords":34,"description":14,"schema_data":35,"social_meta":87,"head_meta":89,"extra_data":91,"updated_unix":28},"georgia-ccdr-background-note-bridging-gender-and-skills-gaps","",{"@graph":36,"@context":86},[37,54,69],{"@type":38,"itemListElement":39},"BreadcrumbList",[40,44,48,51],{"item":41,"name":42,"@type":43,"position":21},"https://docshare.wps.com","Home","ListItem",{"item":45,"name":46,"@type":43,"position":47},"https://docshare.wps.com/document/","Document",2,{"item":49,"name":12,"@type":43,"position":50},"https://docshare.wps.com/document/research-report/",3,{"item":52,"name":13,"@type":43,"position":53},"https://docshare.wps.com/document/georgia-ccdr-background-note-bridging-gender-and-skills-gaps/109111/",4,{"url":52,"name":13,"@type":55,"author":56,"headline":13,"publisher":58,"fileFormat":61,"inLanguage":24,"description":14,"dateModified":62,"datePublished":63,"encodingFormat":61,"isAccessibleForFree":64,"interactionStatistic":65},"DigitalDocument",{"name":9,"@type":57},"Person",{"url":41,"name":59,"@type":60},"DocShare","Organization","application/pdf","2026-07-31","2026-07-19",true,{"@type":66,"interactionType":67,"userInteractionCount":20},"InteractionCounter",{"@type":68},"ViewAction",{"@type":70,"mainEntity":71},"FAQPage",[72,78,82],{"name":73,"@type":74,"acceptedAnswer":75},"How do gender disparities show up in Georgia’s high digital skill occupations?","Question",{"text":76,"@type":77},"Men predominate in high digital skill roles (72%), while women are more represented in medium digital skill roles (59%). Despite similar training numbers, only 24% of men and 5% of women with high digital skills work in corresponding occupations.","Answer",{"name":79,"@type":74,"acceptedAnswer":80},"What does the note say about gender segregation and occupational mobility?",{"text":81,"@type":77},"More than half of occupations in Georgia are dominated by one gender, including some extremely skewed cases. Mobility networks show workers moving within gender-segregated clusters, leaving women and older workers concentrated in lower-paid, low digital skill jobs.",{"name":83,"@type":74,"acceptedAnswer":84},"Why does closing gender gaps matter for workforce needs and climate-related transitions?",{"text":85,"@type":77},"The note argues that addressing gender gaps supports economic efficiency and helps meet workforce demand as digital transformation and retrofit skills grow. For retrofitting, women’s participation is minimal (97% of workers are men), and targeted interventions are needed to prevent worsening inequalities.","https://schema.org",{"og:url":52,"og:type":88,"og:title":13,"og:site_name":59,"og:description":14},"article",{"robots":90,"canonical":52},"index,follow",{"doc_id":7,"site_id":25},{"code":4,"msg":5,"data":93},[94,98,102,106,111,116,119,122,127,130,134],{"id":21,"doc_module":4,"doc_module_name":46,"category_name":95,"show_sort_weight":96,"slug":97},"Story & Novel",90,"story-novel",{"id":47,"doc_module":4,"doc_module_name":46,"category_name":99,"show_sort_weight":100,"slug":101},"Literature",80,"literature",{"id":53,"doc_module":4,"doc_module_name":46,"category_name":103,"show_sort_weight":104,"slug":105},"Exam",70,"exam",{"id":107,"doc_module":4,"doc_module_name":46,"category_name":108,"show_sort_weight":109,"slug":110},5,"Comic",60,"comic",{"id":112,"doc_module":4,"doc_module_name":46,"category_name":113,"show_sort_weight":114,"slug":115},6,"Technology",50,"technology",{"id":20,"doc_module":4,"doc_module_name":46,"category_name":117,"show_sort_weight":29,"slug":118},"Healthcare","healthcare",{"id":11,"doc_module":4,"doc_module_name":46,"category_name":12,"show_sort_weight":120,"slug":121},30,"research-report",{"id":123,"doc_module":4,"doc_module_name":46,"category_name":124,"show_sort_weight":125,"slug":126},9,"Religion & Spirituality",20,"religion-spirituality",{"id":125,"doc_module":4,"doc_module_name":46,"category_name":128,"show_sort_weight":125,"slug":129},"World Cup","world-cup",{"id":131,"doc_module":4,"doc_module_name":46,"category_name":132,"show_sort_weight":131,"slug":133},10,"Lifestyle","lifestyle",{"id":135,"doc_module":4,"doc_module_name":46,"category_name":136,"show_sort_weight":107,"slug":137},19,"General","general"]