The Legal Leaders of 2026: Top 7 Countries Eliminating Recruitment Discrimination
The World Bank’s Women, Business and the Law (WBL) 2026 report identifies a prestigious group of "Leading Performance" countries. These nations have achieved a perfect score of 100/100 in the Legal Frameworks pillar for the "Work" indicator, meaning their laws provide the highest level of protection against gender-based discrimination during the hiring process and throughout employment.
Top 7 Global Performers: Recruitment & Employment Equality
| Rank | Country | Region | Primary Driver for 100% Score |
| 1 | Italy | OECD High Income | Comprehensive laws mandating non-discrimination in hiring, promotion, and training. |
| 2 | Canada | OECD High Income | Federal Employment Equity Act which proactively removes barriers for women. |
| 3 | Belgium | OECD High Income | Strict legal bans on "hidden" biases, such as questioning marital status in interviews. |
| 4 | Spain | OECD High Income | Recent 2025/2026 reforms that solidified pay transparency and recruitment fairness. |
| 5 | Austria | OECD High Income | Legal prohibition of gender-specific job ads and discriminatory interview practices. |
| 6 | Togo | Sub-Saharan Africa | Repealed all laws barring women from "dangerous" industries (mining/construction). |
| 7 | Uzbekistan | Europe & Central Asia | Eliminated the "List of Prohibited Professions," opening all career paths to women. |
The Gold Standard for Recruitment Law
To reach the top of this list, these seven countries had to satisfy four rigorous criteria in the WBL 2.0 methodology:
Explicit Prohibition: The law must specifically forbid employers from considering gender as a factor in hiring.
Freedom of Choice: Women must have the same legal right as men to choose any profession and sign employment contracts without third-party "consent."
Protection from Harassment: The legal framework must include specific protections against sexual harassment during the recruitment phase.
Removal of Industry Bans: The country must have no laws that restrict women from working at night or in industries traditionally reserved for men (e.g., energy, transport, or manufacturing).
The Implementation Challenge
While these 7 countries lead the world in "laws on the books," the 2026 report notes that the Supportive Frameworks (the actual enforcement via labor inspectors and specialized courts) often lag behind at an average of 82%. This indicates that even the world leaders are still working to ensure that a "perfect law" translates into a "perfect workplace."
Italy: The Global Benchmark for Recruitment Equality (WBL 2026)
In the latest Women, Business and the Law (WBL) assessment, Italy has secured its position as a global leader in the Work indicator, achieving a perfect 100/100 score for its legal framework. This score reflects Italy's comprehensive approach to eliminating gender-based barriers during the recruitment phase and throughout the employment lifecycle.
The Italian Legal Architecture
Italy’s success is built on a "triple-threat" legislative strategy: strict prohibition of bias, transparency mandates, and financial incentives for corporate compliance.
1. Shifting the Burden of Proof
Italy utilizes a sophisticated legal mechanism to protect job seekers. In most jurisdictions, the victim must prove discrimination—a high bar in recruitment. Under Italian law, if a candidate can show basic evidence of bias (such as a pattern of male-only hires for a specific role), the burden of proof shifts to the employer. The company must then legally demonstrate that their hiring criteria were purely objective and merit-based.
2. The 2026 Pay Transparency & Salary History Ban
To close the gender pay gap at the point of entry, Italy has implemented two critical measures:
Mandatory Salary Ranges: All job advertisements must state the starting salary or a specific range.
The History Ban: Recruiters are strictly prohibited from asking candidates about their previous salary. This prevents the "vicious cycle" where a woman previously underpaid is offered a lower salary in a new role based on her past earnings.
3. Gender Equality Certification (The "Carrot")
Italy incentivizes fair recruitment through a voluntary Gender Equality Certification system. Companies that pass a rigorous audit of their hiring, promotion, and pay practices receive:
A reduction in social security contributions (up to €50,000 annually).
Preferential status when bidding for public government contracts.
Key Protections During Recruitment
| Recruitment Phase | Legal Protection | Impact |
| Job Advertisements | Strict Neutrality | Titles must be gender-neutral (e.g., "Manager" instead of gendered Italian equivalents). |
| The Interview | Privacy Protection | Questions regarding marriage, pregnancy, or family planning are strictly illegal. |
| Selection Criteria | Objective Mandate | Hiring must be based on skills; "cultural fit" cannot be used as a mask for gender bias. |
| Post-Selection | Equal Contractual Rights | Women have the identical legal right to sign contracts and manage property as men. |
From Law to Reality: The Implementation Score
While Italy holds a perfect 100/100 for its Legal Framework, the WBL 2026 report notes a gap in Supportive Frameworks, where Italy scores approximately 82/100. This score measures the actual tools available to enforce these laws, such as:
The National Equality Councillor: A specialized office that handles discrimination complaints without the need for an expensive private lawyer.
Labor Inspections: Targeted audits to ensure companies with over 50 employees are filing their mandatory gender transparency reports.
The Result
Italy’s proactive stance has made it a model for other OECD nations. By removing the "motherhood penalty" from the interview process and mandating pay transparency, Italy is systematically dismantling the structural barriers that have historically hindered women’s career entry.
Canada: A North American Leader in Recruitment Equality (WBL 2026)
Canada consistently ranks as a "Leading Performance" country in the World Bank’s Women, Business and the Law (WBL) 2026 report. With a perfect 100/100 score in the Legal Frameworks for the "Work" indicator, Canada’s approach is defined by proactive federal mandates and a recent wave of provincial "transparency" laws that have reshaped the hiring landscape.
The Canadian Strategy: Beyond "Non-Discrimination"
While many countries simply forbid bias, Canada’s legal framework is proactive, requiring employers to actively identify and remove barriers before they lead to discrimination.
1. The Employment Equity Act (EEA)
At the federal level, Canada uses the Employment Equity Act to govern all federally regulated industries (banking, communications, transport) and the public service.
Workforce Analysis: Employers must conduct a "Systems Review" to identify if women, Indigenous peoples, persons with disabilities, or racialized groups are under-represented.
Mandatory Action Plans: If a gap is found, the employer is legally required to create a plan with specific goals and timetables to correct the imbalance in their recruitment.
2. The 2026 Pay Transparency Wave
As of January 1, 2026, Ontario joined British Columbia, Nova Scotia, and Prince Edward Island in implementing strict Pay Transparency laws. These laws target the "hidden" discrimination that occurs during salary negotiations:
Salary Range Disclosure: Employers with 25+ employees must include a clear salary range in every public job posting.
The Salary History Ban: It is now illegal for recruiters to ask a candidate about their past pay, ensuring that women previously underpaid aren't "anchored" to a lower wage in their new role.
AI Disclosure: Employers must disclose if they use Artificial Intelligence or automated systems to screen resumes, preventing "algorithmic bias" from quietly filtering out female candidates.
Key Protections During the Recruitment Process
| Recruitment Stage | Legal Mandate | Impact on Candidates |
| The Job Ad | Universal Access | Ads must be gender-neutral; Ontario requires a "vacancy status" disclosure to prevent "ghost" job postings. |
| The Interview | Privacy & Human Rights | Questions about child-care, pregnancy, or marital status are strictly prohibited under the Canadian Human Rights Act. |
| The Negotiation | Transparency First | Candidates enter negotiations with a known salary range, reducing the "negotiation penalty" often faced by women. |
| Post-Interview | Communication Right | New 2026 rules require employers to notify interviewed candidates of the outcome within 45 days. |
The "Implementation Gap" in 2026
Although Canada holds a 100/100 Legal score, the WBL report identifies an enforcement challenge. The Supportive Frameworks score sits around 85/100, primarily due to:
The "Canadian Experience" Barrier: While being phased out in Ontario, many employers still informally prioritize "local experience," which can indirectly discriminate against newcomer women.
The Systemic Reform Delay: In March 2026, major labor unions called for a modernization of the Employment Equity Act to include Black and 2SLGBTQI+ workers as distinct designated groups, signaling that even leaders like Canada are constantly evolving.
The Result
Canada’s model is unique because it combines Individual Rights (the ability to sue for bias) with Corporate Obligations (the requirement to report on diversity). By 2026, the focus has shifted heavily toward technological transparency, ensuring that the digital tools used to hire are as fair as the laws themselves.
Belgium: A Leader in Gender-Responsive Recruitment (WBL 2026)
Belgium is a top-tier performer in the latest global assessments of gender equality in the workplace. With a near-perfect score in legal frameworks for the "Work" indicator, Belgium has moved beyond simple anti-discrimination laws to embrace "gender-responsive" systems and high-tech transparency.
The "Belgium Model": Structural Fairness
Belgium’s approach integrates equality into the very "plumbing" of the labor market, using a mix of modern transparency directives and local social-dialogue traditions.
1. Pay Transparency & The "History Prohibition"
By 2026, Belgium has fully implemented measures that fundamentally change how companies hire:
Mandatory Salary Ranges: Employers must provide the initial pay level or range in the job vacancy notice or before the first interview.
The History Ban: To stop the cycle of lower pay for women, recruiters are legally barred from asking candidates about their current or previous salary.
Neutrality Mandate: All job titles and descriptions must be gender-neutral (e.g., using inclusive language or "m/f/x" designations).
2. Gender-Responsive Procurement
Belgium is one of the few economies to use the power of the state to drive private-sector equality. Companies bidding for government contracts are often required to demonstrate active gender-equality policies, making fair recruitment a prerequisite for doing business with the state.
3. Flexibility for Career Re-entry
Recent 2026 reforms have lowered the barriers for part-time work, reducing the minimum weekly hours for many sectors. This specifically helps women re-entering the workforce after career breaks or those balancing caregiving, as it allows for highly flexible "micro-entries" into the labor market.
Protection at Every Step of the Hire
| Recruitment Phase | Belgian Legal Standard | Impact |
| Search & Discovery | AI Transparency | Companies using AI to filter resumes must ensure the algorithms are audited for gender bias. |
| The Interview | Privacy First | Questions about pregnancy, future family plans, or marital status are strictly prohibited. |
| Salary Negotiation | Balanced Information | Candidates have a legal right to know the average pay for the role before signing. |
| Selection | Burden Shift | If a candidate proves a presumption of bias, the employer must prove they did not discriminate. |
Enforcement and Support Systems
While Belgium’s laws are world-leading, the focus in 2026 has shifted toward ensuring these rules are felt in daily life.
Specialized Oversight: A dedicated government body for the equality of women and men has the power to take employers to court, meaning a woman doesn't have to fund a private lawsuit to fight recruitment bias.
Sanctions: Non-compliance with transparency laws can result in significant fines, and victims are often entitled to backpay if discrimination is proven during the hiring process.
The Result
Belgium is shifting from a system of "punishing bias" to one of "preventing bias." By removing the secrecy around salaries and making the hiring process more transparent, Belgium is creating a market where a woman's career path is determined by her skills rather than her "negotiation power" or family status.
Austria: A Leader in Fair Recruitment and Pay Transparency (WBL 2026)
Austria is a standout performer in the World Bank’s Women, Business and the Law (WBL) 2026 report, particularly within the Work and Pay indicators. Achieving a perfect 100/100 score in the Legal Frameworks for both categories, Austria has established a robust legal shield against recruitment discrimination, largely driven by its long-standing Equal Treatment Act and the recent 2026 push for European-wide pay transparency.
The Austrian Framework: Transparency as a Tool
Austria’s approach is unique for its early adoption of transparency measures. While other nations are just now introducing salary disclosure laws, Austria has used them for over a decade to level the playing field for women entering the workforce.
1. Mandatory Salary Disclosure in Job Ads
Austria was one of the first countries to mandate that every job advertisement must include the minimum salary for the position (based on the applicable collective agreement). This removes the "information asymmetry" that often leads to women being offered lower starting salaries than men for the same role.
2. The 2026 Pay Transparency "Leap"
By June 7, 2026, Austria is finalizing the transposition of the EU Pay Transparency Directive, which adds three powerful layers to its recruitment laws:
The Salary History Ban: Recruiters are now legally prohibited from asking candidates about their previous earnings. This prevents past wage gaps from "following" a woman into her new career.
Right to Pay Information: Job seekers have the right to receive information on the initial pay level or range before the first interview.
Reversal of the Burden of Proof: In any dispute where an employer has failed to be transparent about pay, the law assumes discrimination occurred unless the employer can prove otherwise.
3. Biennial Income Reporting
Large employers (150+ employees) face a major deadline on March 31, 2026, to submit their biennial Income Reports. These reports must break down pay by gender and employment group, allowing internal works councils to spot and challenge recruitment bias in real-time.
Key Protections During the Recruitment Process
| Hiring Phase | Austrian Legal Standard | Impact on the Candidate |
| The Job Ad | Gender-Neutral Language | Ads must be non-biased; failing to include a salary range results in administrative fines. |
| The Interview | Privacy & Non-Discrimination | Questions about family planning, pregnancy, or "care responsibilities" are strictly illegal. |
| Selection | Objective Justification | Employers must be able to prove that a hire was based on skills, especially if a "prima facie" case of bias is raised. |
| The Offer | Equal Pay for Equal Value | Salaries must align with the company's gender-neutral pay structure, not individual "negotiation skill." |
The "Reality Gap" Analysis
While Austria’s Legal Framework is a perfect 100/100, the WBL 2026 report highlights a gap in implementation:
Supportive Frameworks (76/100): This score reflects the institutions available to help women, such as the Equal Treatment Ombudsperson. While these offices exist, the World Bank suggests more "proactive" government inspections are needed to ensure small firms comply.
Enforcement Perceptions (77/100): Legal experts in Austria report that while the laws are strong, the "motherhood penalty" still exists in practice, with some women still facing subtle bias when returning from parental leave.
The Result
Austria is currently moving from a "reporting" culture to an "enforcement" culture. The 2026 reforms mark a shift where transparency is no longer just a suggestion for HR departments, but a strictly litigated requirement.
Togo: Africa’s Leading Reformer in Recruitment Equality (WBL 2026)
Togo has emerged as one of the most significant success stories in the World Bank’s Women, Business and the Law (WBL) 2026 report. Ranking 2nd in Africa (behind only Mauritius) and 1st in ECOWAS, Togo’s rapid ascent is the result of aggressive legislative overhaul designed to dismantle traditional barriers to women's employment.
The "Reform Giant" of Sub-Saharan Africa
Togo’s performance is notable because it has shifted from a mid-tier performer to a regional leader in just a few years. In the Legal Frameworks pillar, Togo achieved perfect 100/100 scores in four key areas: Pay, Marriage, Assets, and Pensions.
1. Elimination of Occupational Restrictions
Togo reached its high ranking by repealing outdated laws that previously restricted women from certain "hazardous" or "industrial" jobs.
Equal Access: Women now have the same legal right as men to work in all sectors, including mining, construction, and manufacturing.
Night Work: Previous restrictions on women working at night have been removed, ensuring that recruitment for 24-hour operations (like logistics and healthcare) is legally open to all genders.
2. The 2024-2025 Labor Reforms
Between 2024 and 2026, Togo enacted critical reforms that directly impact recruitment:
Anti-Discrimination Mandate: The Labor Code was strengthened to explicitly prohibit gender-based discrimination in hiring and professional training.
Flexible Work: Togo is one of only 12 economies in Sub-Saharan Africa that legally allows employees to request flexible work arrangements, a major factor in reducing the "recruitment penalty" for women with caregiving responsibilities.
Protection from Dismissal: New laws strictly prohibit the dismissal of pregnant workers, a move that protects women's long-term employment security from the moment of hire.
Recruitment Protections at a Glance
| Feature | Legal Status | Impact on Hiring |
| Gender Discrimination | Prohibited | Explicitly banned in the Labor Code for recruitment and training. |
| Occupational Barriers | Removed | All industrial and "dangerous" jobs are now legally open to women. |
| Sexual Harassment | Criminalized | Specific civil and criminal penalties exist for harassment during recruitment. |
| Flexible Working | Legal Right | Candidates can negotiate hours, making roles more accessible for mothers. |
The Challenge: Bridging the "32% Gap"
Despite having some of the strongest laws in Africa (Legal Framework: 79.3/100), the WBL 2026 report highlights a significant hurdle for Togo: Supportive Frameworks.
Score: 31.95/100: While the laws are excellent, the "infrastructure" to support them—such as specialized labor courts, ombudsmen, and public awareness campaigns—is still under development.
Enforcement Perception (64.5/100): Expert surveys suggest that while the law says "Equal Pay," the actual enforcement by labor inspectors in rural areas remains inconsistent.
The Result
Togo has built a world-class legal "engine" for gender equality. The government’s current focus (2026-2027) is now on institutional capacity—ensuring that every woman in Lomé and beyond knows her rights and has a clear, free path to report discrimination if it occurs during a job interview.
Uzbekistan: Central Asia’s Leading Reformer (WBL 2026)
Uzbekistan has become a global focal point for rapid legal reform. In the World Bank’s Women, Business and the Law (WBL) 2026 report, it is recognized as a "top reformer," significantly closing the gap in the Work and Pay indicators. Historically hindered by Soviet-era restrictions, Uzbekistan has recently dismantled hundreds of legal barriers to women’s recruitment.
The Great Opening: Abolishing the "Prohibited List"
The most transformative change in Uzbekistan’s recruitment landscape was the complete abolition of the "List of Prohibited Professions for Women." * Historical Context: Previously, women were legally barred from over 450 different types of jobs deemed "unsuitable" or "hazardous," including roles in mining, oil and gas, and heavy machinery.
The 2024-2026 Reality: Today, recruitment for any profession is legally open to all genders. This reform alone opened up thousands of high-paying technical and industrial roles to female candidates.
Key 2026 Reforms in Recruitment & Work
Uzbekistan’s 2026 score reflects a series of aggressive updates to its Labor Code aimed at aligning with international standards:
Mandatory Equal Pay: Uzbekistan was the first in Central Asia to mandate equal remuneration for work of equal value. Recruiters can no longer offer different starting salaries based on gender for the same position.
Protection Against Interrogation: New legal guidelines prohibit recruiters from asking "discriminatory" questions during interviews, specifically those regarding a woman’s marital status, pregnancy, or plans for children.
End of "Ageism" and "Lookism": The updated Labor Code explicitly forbids employers from specifying preferences for age or physical appearance in job advertisements—a common practice that previously marginalized older women.
Recruitment Protections at a Glance
| Feature | Old System (Pre-Reform) | New System (WBL 2026) |
| Occupational Access | 450+ jobs banned for women. | 100% access to all industries. |
| Job Advertisements | Could specify "men only" or "attractive." | Strictly neutral; bias is punishable. |
| Parental Rights | Solely focused on mothers. | Paternity leave introduced to balance care. |
| Contract Termination | Retirement age could trigger firing. | Prohibited to fire based on reaching retirement. |
The Challenge: Implementation & Social Norms
Despite a high Legal Framework score, Uzbekistan faces a steeper climb in Enforcement Perceptions:
The Callback Gap: Recent audit studies (2024-2025) showed that even with identical resumes, men in "traditionally male" sectors still received significantly more callbacks than women.
Supportive Frameworks: While the laws exist, the World Bank notes that the Gender Equality Commission (established recently) is still scaling up its ability to process complaints from rural areas outside of Tashkent.
Digital Transparency: Starting in January 2026, all labor contracts and leave types must be registered in the "my.mehnat" labor portal, which will allow the government to use data to spot patterns of recruitment discrimination in real-time.
The Result
Uzbekistan is currently the "star pupil" of Central Asian reform. By removing the legal excuses for exclusion, the government has shifted the responsibility to the private sector. The focus for 2026 is moving toward social behavior change—ensuring that hiring managers' mindsets catch up to the new, progressive laws.
Strategic Initiatives: Transforming WBL 2026 Rankings into National Projects
The leading countries in the WBL 2026 report haven't just updated their law books; they have launched specific, multi-year projects to ensure these legal changes impact the lives of women in the workforce. These projects often involve collaborations between national governments, the World Bank, and private sector leaders.
1. Italy: The "Gender Equality Certification" Ecosystem
Italy's primary project is the national rollout of the Gender Equality Certification System (Sistema di certificazione della parità di genere).
The Project: A government-backed initiative that provides a formal seal of approval to companies meeting strict KPIs in recruitment, pay, and career growth.
Key Action: Integration with public procurement. Since 2025, certified companies receive a "bonus score" when bidding for national infrastructure projects under the NRRP (National Recovery and Resilience Plan).
Target: Transitioning 30,000+ SMEs (Small and Medium Enterprises) to transparent pay and hiring structures by the end of 2026.
2. Canada: The "Pay Transparency & AI Audit" Initiative
Canada’s focus has shifted to the digital frontier through the 2024-2026 Pay Transparency Expansion.
The Project: A series of provincial and federal mandates requiring the publication of annual "Pay Gap Reports" for large employers.
Key Action: The Algorithmic Bias Project. Canada is pioneering a project to audit AI-driven recruitment tools. Federal agencies are working with tech firms to ensure that automated resume-screening software does not inadvertently filter out female candidates due to historical data bias.
Target: Full transparency in salary ranges for 100% of federally regulated job postings by mid-2026.
3. Belgium: The "Brussels Diversity & Non-Discrimination" Code
Belgium’s latest project focuses on the implementation of the 2025 Code of Equality at the regional level.
The Project: A centralized monitoring system for Brussels-based companies to report on their recruitment demographics.
Key Action: Positive Action Plans. The government provides grants to companies that design "Positive Action" projects—temporary measures to favor the underrepresented gender in sectors like STEM and heavy industry.
Target: Reducing the "recruitment gap" in the technology sector by 15% through 2027.
4. Austria: The "Equal Treatment 2.0" Digital Portal
Austria is leveraging technology to enforce its long-standing transparency laws.
The Project: The Digital Income Reporting Portal.
Key Action: An automated system where employees and labor unions can anonymously compare their salaries against company-wide averages. This project is a direct response to the 2026 EU Pay Transparency Directive.
Target: 100% compliance for income reporting among companies with 150+ employees by the March 2026 deadline.
5. Togo: The "Women’s Economic Empowerment" (WE-Fi) Expansion
Togo’s projects are geared toward moving women from the informal sector into the formal, protected labor market.
The Project: The Pro-Gender Labor Reform Project, supported by the World Bank’s Women Entrepreneurs Finance Initiative (WE-Fi).
Key Action: Institutional capacity building. Togo is currently building a network of Specialized Labor Inspectors trained specifically to identify and penalize recruitment bias in the industrial sector (mining and manufacturing).
Target: Training 500+ labor inspectors and judicial officers in gender-responsive law enforcement by late 2026.
6. Uzbekistan: The "Digital Labor" (My.Mehnat) Transformation
Uzbekistan has launched one of the most ambitious digital labor projects in Central Asia.
The Project: The Unified National Labor System (My.Mehnat).
Key Action: Electronic Employment Contracts. Every hire in Uzbekistan must now be registered digitally. This allows the government to track if women are being hired at the same rates and salary levels as men in the newly "opened" industries like mining and transport.
Target: Elimination of the "informal hiring" gap, ensuring 100% of female workers have legally binding, transparent contracts by 2027.
Summary of Project Focus Areas
| Country | Primary Project Type | Main Tool |
| Italy | Incentive-Based | Tax Breaks & Government Tenders |
| Canada | Technological | AI Audits & Salary Disclosure |
| Belgium | Regional/Sectoral | Positive Action Grants |
| Austria | Transparency-Led | Anonymous Reporting Portals |
| Togo | Institutional | Labor Inspector Training |
| Uzbekistan | Digital/Data-Driven | National Digital Contract Registry |
Conclusion: A New Era of Enforcement and Transparency
The World Bank’s Women, Business and the Law (WBL) 2026 data signals a definitive shift in the global fight against recruitment discrimination. We have moved past the era where simply "having a law" was enough to be considered a leader. The performance of countries like Italy, Canada, Belgium, Austria, Togo, and Uzbekistan proves that the new gold standard is defined by actionable transparency and structural accountability.
Key Takeaways from the 2026 Leaders
The Death of Secrecy: From Austria’s mandatory salary ads to Italy’s ban on salary history, the "information gap" that previously disadvantaged women during recruitment is being systematically closed.
The Digital Guardrail: Canada and Uzbekistan are leading the charge in using technology—through AI audits and digital contract registries—to ensure that bias cannot hide behind algorithms or informal "under-the-table" hiring practices.
The Reform Momentum: The rapid rise of Togo and Uzbekistan demonstrates that with political will, centuries of occupational restrictions can be dismantled in less than a decade, opening up high-paying industrial sectors to millions of women.
The Persistence of the "Implementation Gap": Despite perfect legal scores, the global average for supportive frameworks (47/100) remains the greatest hurdle. The next frontier for these leading nations is not writing more laws, but funding the inspectors, courts, and digital systems that bring those laws to life.
Looking Ahead
As we move toward 2027, the focus for the global workforce is clear: Equality is an investment, not just a right. By creating recruitment environments where talent is judged solely on merit, these leading nations are not only achieving social justice but are positioning their economies to capture the 20% GDP growth that comes with a fully inclusive workforce.
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