WORLD Policy Analysis Center

Equality within Our Lifetimes: Tables

These tables are a machine-readable companion to the open-access book Equality within Our Lifetimes: How Laws and Policies Can Close—or Widen—Gender Gaps in Economies Worldwide (Jody Heymann, Aleta Sprague, and Amy Raub; University of California Press, 2023), and include data updates.

Table 1: Legal prohibitions of gender discrimination at work, by country income level

	Low-income countries	Middle-income countries	High-income countries
*Do countries prohibit gender discrimination in all aspects of work?*
No explicit prohibition	3 (11%)	7 (6%)	4 (7%)
No broad prohibition and only prohibits some aspects	1 (4%)	14 (13%)	7 (12%)
Broad prohibition, but does not specifically prohibit all aspects	12 (44%)	41 (38%)	13 (22%)
Prohibits all aspects, but not indirect discrimination	7 (26%)	14 (13%)	3 (5%)
Prohibits all aspects and indirect discrimination	4 (15%)	32 (30%)	31 (53%)
*Is positive action considered gender discrimination?*
No prohibition of gender discrimination	3 (11%)	7 (6%)	4 (7%)
Gender discrimination prohibited; positive action not addressed	15 (56%)	49 (45%)	16 (28%)
Positive action is not gender discrimination or specific mandates for positive action	9 (33%)	52 (48%)	38 (66%)

Table 2: Legal prohibitions of multiple sources of gender discrimination at work, by country income level

	Low-income countries	Middle-income countries	High-income countries
*Is there at least some prohibition of discrimination at work based on race/ethnicity and gender?*
No explicit prohibition	3 (11%)	7 (6%)	4 (7%)
Prohibition based on race/ethnicity or gender	1 (4%)	9 (8%)	11 (19%)
Prohibition based on race/ethnicity and gender	23 (85%)	92 (85%)	43 (74%)
*Is there at least some prohibition of discrimination at work based on social class and gender?*
No explicit prohibition	3 (11%)	7 (6%)	4 (7%)
Prohibition based on social class or gender	6 (22%)	18 (17%)	31 (53%)
Prohibition based on social class and gender	18 (67%)	83 (77%)	23 (40%)
*Is there at least some prohibition of discrimination at work based on religion and gender?*
No explicit prohibition	3 (11%)	7 (6%)	4 (7%)
Prohibition based on religion or gender	1 (4%)	10 (9%)	8 (14%)
Prohibition based on religion and gender	23 (85%)	91 (84%)	46 (79%)
*Is there at least some prohibition of discrimination at work based on migration status and gender?*
No explicit prohibition	3 (11%)	7 (6%)	4 (7%)
Prohibition based on migration status or gender	9 (33%)	52 (48%)	28 (48%)
Prohibition based on migration status and gender	15 (56%)	49 (45%)	26 (45%)
*Is there at least some prohibition of discrimination at work based on foreign national origin and gender?*
No explicit prohibition	3 (11%)	7 (6%)	4 (7%)
Prohibition based on foreign national origin or gender	9 (33%)	53 (49%)	25 (43%)
Prohibition based on foreign national origin and gender	15 (56%)	48 (44%)	29 (50%)
*Is there at least some prohibition of discrimination at work based on sexual orientation?*
No prohibition	3 (11%)	7 (6%)	4 (7%)
Prohibition based on gender	22 (81%)	71 (66%)	18 (31%)
Prohibition based on sexual orientation	2 (7%)	30 (28%)	36 (62%)
*Is there at least some prohibition of discrimination at work based on gender identity?*
No prohibition	3 (11%)	7 (6%)	4 (7%)
Prohibition based on gender	23 (85%)	90 (83%)	33 (57%)
Prohibition based on gender identity	1 (4%)	11 (10%)	21 (36%)
*Is there at least some prohibition of discrimination at work based on disability status and gender?*
No explicit prohibition	2 (7%)	3 (3%)	3 (5%)
Prohibition based on disability status or gender	7 (26%)	18 (17%)	5 (9%)
Prohibition based on disability status and gender	18 (67%)	87 (81%)	50 (86%)
*Is there at least some prohibition of discrimination at work based on age and gender?*
No explicit prohibition	3 (11%)	7 (6%)	3 (5%)
Prohibition based on age or gender	6 (22%)	36 (33%)	12 (21%)
Prohibition based on age and gender	18 (67%)	65 (60%)	43 (74%)

Table 3: Comprehensiveness of legal prohibitions of sexual harassment at work, by country income level

	Low-income countries	Middle-income countries	High-income countries
*Are both sexual behavior-based and sex-based harassment explicitly prohibited in the workplace?*
No prohibition	8 (31%)	27 (25%)	8 (14%)
No prohibition, but at least some protection	0 (0%)	2 (2%)	2 (3%)
Only sexual behavior-based harassment prohibited	14 (54%)	35 (32%)	9 (16%)
Only sex-based harassment prohibited	0 (0%)	0 (0%)	3 (5%)
Both sexual behavior-based and sex-based harassment prohibited	4 (15%)	44 (41%)	36 (62%)
*What sexual behaviors are legally defined as sexual harassment?*
No prohibition	8 (31%)	29 (27%)	13 (22%)
Only narrowly defined	1 (4%)	1 (1%)	0 (0%)
Quid pro quo or unwanted sexual advances only	3 (12%)	15 (14%)	3 (5%)
Quid pro quo and conduct that creates a hostile work environment	13 (50%)	50 (46%)	41 (71%)
Sexual harassment is not defined	1 (4%)	13 (12%)	1 (2%)
*Does legislation explicitly prohibit work-related sexual harassment that happens outside the workplace?*
No explicit prohibition of sexual harassment at work	8 (31%)	29 (27%)	13 (22%)
Only workplace sexual harassment explicitly covered	4 (15%)	14 (13%)	8 (14%)
Explicitly covers harassment outside the workplace	1 (4%)	14 (13%)	4 (7%)
Place not specified	13 (50%)	51 (47%)	33 (57%)
*Do sexual harassment prohibitions cover job seekers?*
No explicit prohibition of sexual harassment at work	8 (31%)	29 (27%)	13 (22%)
Covers employees or other specific groups only	12 (46%)	35 (32%)	15 (26%)
Yes, explicitly covered	1 (4%)	26 (24%)	25 (43%)
Coverage not specified	5 (19%)	18 (17%)	5 (9%)
*Do sexual harassment prohibitions cover interns, apprentices, or employees in training?*
No explicit prohibition of sexual harassment at work	8 (31%)	29 (27%)	13 (22%)
Covers employees or other specific groups only	10 (38%)	44 (41%)	21 (36%)
Yes, explicitly covered	3 (12%)	17 (16%)	19 (33%)
Coverage not specified	5 (19%)	18 (17%)	5 (9%)
*Is there a prohibition of workplace sexual harassment based on sexual orientation?*
Sexual harassment not explicitly prohibited	8 (31%)	29 (27%)	13 (22%)
No prohibition explicit to sexual orientation and sexual harassment prohibition covers women only	1 (4%)	6 (6%)	0 (0%)
Prohibition extends to both genders, but no prohibition explicit to sexual orientation	15 (58%)	59 (55%)	23 (39%)
Prohibition explicit to sexual orientation or same sex sexual harassment	2 (8%)	14 (13%)	23 (39%)
*Is there a prohibition of workplace sexual harassment based on gender identity?*
Sexual harassment not explicitly prohibited	8 (31%)	29 (27%)	13 (22%)
No prohibition explicit to gender identity and sexual harassment prohibition covers women only	1 (4%)	6 (6%)	0 (0%)
Prohibition extends to both genders, but no prohibition explicit to gender identity	16 (62%)	66 (61%)	30 (51%)
Prohibition explicit to gender identity	1 (4%)	7 (6%)	16 (27%)

Table 4: Legal approaches to access to justice for workplace gender discrimination and sexual harassment, by country income level

	Low-income countries	Middle-income countries	High-income countries
*Are there independent monitoring bodies that handle complaints of workplace gender discrimination, sexual harassment, and inability to use paid parental leave?*
No complaint mechanism	6 (22%)	12 (11%)	9 (16%)
Only for one area	1 (4%)	7 (6%)	1 (2%)
Only for two areas	7 (26%)	33 (31%)	12 (21%)
Yes, for all three areas	13 (48%)	56 (52%)	36 (62%)
*What remedies are available through the independent body for individuals who experience workplace sexual harassment?*
No prohibition of workplace sexual harassment	8 (32%)	27 (25%)	11 (19%)
No independent complaint mechanism for individuals	5 (20%)	21 (19%)	15 (26%)
No explicit remedies	8 (32%)	28 (26%)	5 (9%)
Re-employment only	0 (0%)	1 (1%)	0 (0%)
Some form of monetary compensation	4 (16%)	31 (29%)	27 (47%)
*What remedies are available through the independent body for individuals who experience workplace gender discrimination?*
No prohibition of workplace gender discrimination	3 (12%)	7 (7%)	4 (7%)
No independent complaint mechanism for individuals	5 (19%)	13 (12%)	10 (17%)
No explicit remedies	7 (27%)	37 (35%)	12 (21%)
Re-employment only	1 (4%)	0 (0%)	1 (2%)
Some form of monetary compensation	10 (38%)	50 (47%)	31 (53%)
*Can the independent body impose penalties in workplace sexual harassment settlements?*
No prohibition of workplace sexual harassment	8 (32%)	27 (25%)	11 (19%)
No independent complaint mechanism for individuals	5 (20%)	21 (20%)	15 (26%)
No explicit penalties	6 (24%)	22 (21%)	11 (19%)
Explicit penalties	6 (24%)	37 (35%)	21 (36%)
*Can the independent body impose penalties in workplace gender discrimination settlements?*
No prohibition of workplace gender discrimination	3 (12%)	7 (7%)	4 (7%)
No independent complaint mechanism for individuals	5 (20%)	13 (12%)	10 (17%)
No explicit penalties	5 (20%)	36 (34%)	13 (22%)
Explicit penalties	12 (48%)	50 (47%)	31 (53%)
*What types of retaliation are prohibited for reporting gender discrimination at work?*
No explicit prohibition of gender discrimination at work	2 (7%)	7 (6%)	4 (7%)
No prohibition of retaliation	11 (41%)	36 (33%)	8 (14%)
Only dismissal	9 (33%)	14 (13%)	4 (7%)
Harassment or disciplinary action	1 (4%)	9 (8%)	0 (0%)
Any adverse action	4 (15%)	42 (39%)	42 (72%)
*Is retaliation prohibited for participating in workplace investigations of gender discrimination?*
No explicit prohibition of gender discrimination at work	2 (7%)	7 (6%)	4 (7%)
No prohibition of retaliation	11 (41%)	36 (33%)	8 (14%)
Only individuals who report	3 (11%)	26 (24%)	10 (17%)
Explicit coverage for workers participating in investigation	10 (37%)	39 (36%)	35 (60%)
Coverage not specified	1 (4%)	0 (0%)	1 (2%)
*Is retaliation prohibited for participating in workplace investigations of sexual harassment?*
No explicit prohibition of sexual harassment at work	8 (31%)	29 (27%)	13 (22%)
No prohibition of retaliation	5 (19%)	30 (28%)	4 (7%)
Only individuals who report	3 (12%)	17 (16%)	7 (12%)
Explicit coverage for workers participating in investigation	9 (35%)	32 (30%)	33 (57%)
Coverage not specified	1 (4%)	0 (0%)	1 (2%)
*What types of retaliation are prohibited for reporting sexual harassment at work?*
No explicit prohibition of sexual harassment at work	8 (32%)	29 (27%)	13 (22%)
No prohibition of retaliation	4 (16%)	30 (28%)	4 (7%)
Only dismissal	4 (16%)	4 (4%)	2 (3%)
Harassment or disciplinary action	1 (4%)	5 (5%)	1 (2%)
Any adverse action	8 (32%)	40 (37%)	38 (66%)
*Are employers required to take steps to prevent sexual harassment in the workplace?*
Sexual harassment not prohibited	8 (31%)	29 (27%)	13 (22%)
No requirements	11 (42%)	39 (36%)	14 (24%)
General requirement, but no specific measures	3 (12%)	13 (12%)	8 (14%)
Employers required to take one or more of the specific measures	4 (15%)	27 (25%)	23 (40%)
*Can employers be held legally responsible for sexual harassment at work?*
No explicit prohibition of sexual harassment at work	8 (32%)	29 (27%)	13 (22%)
No explicit legal responsibility	16 (64%)	38 (35%)	18 (31%)
Employers can be held legally responsible	1 (4%)	41 (38%)	27 (47%)
*Are employers required to take steps to prevent gender discrimination in the workplace?*
No explicit prohibition of gender discrimination at work	2 (7%)	7 (6%)	4 (7%)
No explicit requirements	24 (89%)	74 (69%)	33 (57%)
General requirement, but no specific measures	1 (4%)	6 (6%)	3 (5%)
Employers required to take one or more of the specific measures	0 (0%)	21 (19%)	18 (31%)

Table 5: Legal approaches to paid leave during early childhood, by country income level

	Low-income countries	Middle-income countries	High-income countries
*How much paid leave is available to mothers of infants?*
No paid leave	0 (0%)	4 (4%)	3 (5%)
Less than 14 weeks	12 (44%)	43 (40%)	11 (19%)
14–25.9 weeks	13 (48%)	38 (35%)	14 (24%)
26–51.9 weeks	2 (7%)	7 (6%)	13 (22%)
52 weeks or more	0 (0%)	16 (15%)	17 (29%)
*How much paid leave is available to fathers of infants?*
No paid leave	13 (48%)	45 (42%)	13 (22%)
Less than 3 weeks	14 (52%)	47 (44%)	10 (17%)
3–13.9 weeks	0 (0%)	1 (1%)	5 (9%)
14–25.9 weeks	0 (0%)	0 (0%)	4 (7%)
26 weeks or more	0 (0%)	15 (14%)	26 (45%)
*How much paid leave is reserved for mothers of infants?*
No paid leave	0 (0%)	4 (4%)	3 (5%)
Less than 14 weeks	12 (44%)	43 (40%)	11 (19%)
14–25.9 weeks	13 (48%)	50 (46%)	28 (48%)
26–51.9 weeks	2 (7%)	6 (6%)	14 (24%)
52 weeks or more	0 (0%)	5 (5%)	2 (3%)
*How much paid leave is reserved for fathers of infants?*
No paid leave	13 (48%)	53 (50%)	18 (31%)
Less than 3 weeks	14 (52%)	54 (50%)	20 (34%)
3–13.9 weeks	0 (0%)	0 (0%)	7 (12%)
14–25.9 weeks	0 (0%)	0 (0%)	6 (10%)
26 weeks or more	0 (0%)	0 (0%)	7 (12%)
*How much shared parental leave is available?*
No paid leave	27 (100%)	95 (88%)	41 (71%)
Less than 14 weeks	0 (0%)	1 (1%)	1 (2%)
14–25.9 weeks	0 (0%)	0 (0%)	2 (3%)
26–51.9 weeks	0 (0%)	3 (3%)	5 (9%)
52 weeks or more	0 (0%)	9 (8%)	9 (16%)
*What is the lowest wage replacement rate of paid leave reserved for mothers with one year of tenure?*
No paid leave	0 (0%)	5 (5%)	3 (5%)
Flat rate or adjusted flat rate	0 (0%)	1 (1%)	8 (14%)
20%–65%	3 (11%)	11 (10%)	5 (9%)
66%–79%	0 (0%)	11 (10%)	6 (10%)
80%–100%	24 (89%)	80 (74%)	36 (62%)
*What is the lowest wage replacement rate of paid leave reserved for fathers with one year of tenure?*
No paid leave	13 (48%)	53 (49%)	18 (31%)
Flat rate or adjusted flat rate	0 (0%)	0 (0%)	7 (12%)
20%–65%	0 (0%)	1 (1%)	2 (3%)
66%–79%	0 (0%)	2 (2%)	6 (10%)
80%–100%	14 (52%)	52 (48%)	25 (43%)
*What is the lowest wage replacement rate of shared paid parental leave with one year of tenure?*
No paid leave	27 (100%)	95 (88%)	41 (72%)
Flat rate or adjusted flat rate	0 (0%)	6 (6%)	5 (9%)
20%–65%	0 (0%)	3 (3%)	7 (12%)
66%–79%	0 (0%)	0 (0%)	1 (2%)
80%–100%	0 (0%)	4 (4%)	3 (5%)
*Is job protection guaranteed throughout paid leave reserved for mothers?*
No paid maternity leave	0 (0%)	4 (4%)	3 (5%)
No explicit job protection	4 (15%)	7 (6%)	2 (3%)
Job protection only guaranteed for a portion of leave	0 (0%)	0 (0%)	0 (0%)
Job protection guaranteed throughout	23 (85%)	97 (90%)	53 (91%)
*Is job protection guaranteed throughout paid leave reserved for fathers?*
No paid paternity leave	13 (48%)	53 (50%)	18 (31%)
No explicit job protection	9 (33%)	36 (34%)	16 (28%)
Job protection only guaranteed for a portion of leave	0 (0%)	0 (0%)	0 (0%)
Job protection guaranteed throughout	5 (19%)	18 (17%)	24 (41%)
*Is job protection guaranteed throughout shared paid parental leave?*
No paid parental leave	27 (100%)	95 (88%)	41 (71%)
No explicit job protection	0 (0%)	2 (2%)	0 (0%)
Job protection only guaranteed for a portion of leave	0 (0%)	0 (0%)	1 (2%)
Job protection guaranteed throughout	0 (0%)	11 (10%)	16 (28%)
*Are mothers of infants guaranteed breastfeeding breaks at work?*
Not guaranteed	7 (27%)	23 (21%)	18 (31%)
Yes, until child is 1–5.9 months old	0 (0%)	2 (2%)	0 (0%)
Yes, at least 6 months unpaid	0 (0%)	0 (0%)	3 (5%)
Yes, at least 6 months paid	19 (73%)	83 (77%)	37 (64%)
*Do adoptive families have access to as much paid parental leave as birth families?*
No paid parental leave	0 (0%)	4 (4%)	3 (5%)
No paid leave for adoptive families	27 (100%)	61 (56%)	15 (26%)
Adoptive families have less leave than birth families	0 (0%)	22 (20%)	14 (24%)
Equal duration of leave for adoptive families	0 (0%)	21 (19%)	26 (45%)
*Is there gender equality in the duration of paid leave for adoption?*
No paid leave for adoption	27 (100%)	65 (60%)	18 (31%)
Only women can take paid leave for adoption in two parent families	0 (0%)	13 (12%)	1 (2%)
Men can take paid adoption leave, but for a shorter period than women	0 (0%)	4 (4%)	3 (5%)
Gender equality in duration of paid adoption leave	0 (0%)	26 (24%)	36 (62%)
*Are working parents guaranteed leave that can be used for their children’s everyday health needs?*
No, no leave	17 (63%)	63 (58%)	17 (29%)
Leave only available to mothers	2 (7%)	1 (1%)	0 (0%)
Unpaid leave only for parents	0 (0%)	8 (7%)	14 (24%)
Yes, paid leave for parents	8 (30%)	36 (33%)	27 (47%)
*What is the lowest wage replacement rate of paid leave available for children’s everyday health needs?*
No paid leave	19 (70%)	72 (67%)	31 (53%)
25%–59%	0 (0%)	1 (1%)	3 (5%)
60%–79%	0 (0%)	8 (7%)	7 (12%)
80%–100%	8 (30%)	27 (25%)	17 (29%)

Table 6: Legal approaches to paid leave to meet family health needs across the life course, by country income level

	Low-income countries	Middle-income countries	High-income countries
*How much paid leave is available to meet the everyday and disability-specific health needs of a two-year-old child?*
No paid leave	19 (70%)	66 (61%)	26 (45%)
Less than a week	1 (4%)	5 (5%)	3 (5%)
1 - 1.9 weeks	1 (4%)	7 (6%)	1 (2%)
2 - 3.9 weeks	5 (19%)	15 (14%)	7 (12%)
4 weeks or leave available as needed	1 (4%)	15 (14%)	21 (36%)
*How much paid leave is available to meet the everyday and disability-specific health needs of a five-year-old child?*
No paid leave	19 (70%)	68 (63%)	26 (45%)
Less than a week	1 (4%)	6 (6%)	3 (5%)
1 - 1.9 weeks	1 (4%)	7 (6%)	1 (2%)
2 - 3.9 weeks	5 (19%)	15 (14%)	7 (12%)
4 weeks or leave available as needed	1 (4%)	12 (11%)	21 (36%)
*How much paid leave is available to meet the everyday and disability-specific health needs of an eight-year-old child?*
No paid leave	19 (70%)	70 (65%)	27 (47%)
Less than a week	1 (4%)	5 (5%)	2 (3%)
1 - 1.9 weeks	1 (4%)	7 (6%)	1 (2%)
2 - 3.9 weeks	5 (19%)	14 (13%)	7 (12%)
4 weeks or leave available as needed	1 (4%)	12 (11%)	21 (36%)
*How much paid leave is available to meet the everyday and disability-specific health needs of a fifteen-year-old child?*
No paid leave	19 (70%)	71 (66%)	31 (53%)
Less than a week	1 (4%)	6 (6%)	2 (3%)
1 - 1.9 weeks	1 (4%)	8 (7%)	3 (5%)
2 - 3.9 weeks	5 (19%)	12 (11%)	6 (10%)
4 weeks or leave available as needed	1 (4%)	11 (10%)	16 (28%)
*What is the lowest wage replacement rate of paid leave available for children’s serious health need?*
No paid leave	15 (56%)	54 (50%)	18 (31%)
Flat rate, adjusted flat rate, or percent of unemployment benefits	0 (0%)	1 (1%)	5 (9%)
25%–59%	0 (0%)	3 (3%)	5 (9%)
60%–79%	1 (4%)	10 (9%)	9 (16%)
80%–100%	11 (41%)	40 (37%)	21 (36%)
*How much paid leave could be used for spouses’ health needs?*
No paid leave	17 (63%)	69 (65%)	26 (45%)
Less than a week	1 (4%)	5 (5%)	4 (7%)
1 - 1.9 weeks	2 (7%)	15 (14%)	5 (9%)
2 - 5.9 weeks	7 (26%)	16 (15%)	11 (19%)
6 weeks or more	0 (0%)	1 (1%)	12 (21%)
*How much paid leave could be used for elderly parents’ health needs?*
No paid leave	18 (67%)	70 (66%)	29 (50%)
Less than a week	0 (0%)	4 (4%)	4 (7%)
1 - 1.9 weeks	2 (7%)	15 (14%)	7 (12%)
2 - 5.9 weeks	7 (26%)	16 (15%)	7 (12%)
6 weeks or more	0 (0%)	1 (1%)	11 (19%)
*How much paid leave could be used for grandparents’ health needs?*
No paid leave	18 (67%)	86 (81%)	40 (69%)
Less than a week	0 (0%)	2 (2%)	2 (3%)
1 - 1.9 weeks	2 (7%)	5 (5%)	4 (7%)
2 - 5.9 weeks	7 (26%)	12 (11%)	5 (9%)
6 weeks or more	0 (0%)	1 (1%)	7 (12%)
*How much paid leave could be used for adult children’s health needs?*
No paid leave	17 (63%)	70 (66%)	29 (50%)
Less than a week	1 (4%)	5 (5%)	4 (7%)
1 - 1.9 weeks	2 (7%)	14 (13%)	5 (9%)
2 - 5.9 weeks	7 (26%)	16 (15%)	9 (16%)
6 weeks or more	0 (0%)	1 (1%)	11 (19%)
*How much paid leave could be used for partners’ health needs?*
No paid leave	26 (96%)	103 (95%)	44 (76%)
Less than a week	0 (0%)	1 (1%)	0 (0%)
1 - 1.9 weeks	1 (4%)	2 (2%)	1 (2%)
2 - 5.9 weeks	0 (0%)	1 (1%)	6 (10%)
6 weeks or more	0 (0%)	1 (1%)	7 (12%)
*How much paid leave could be used for siblings’ health needs?*
No paid leave	18 (67%)	83 (78%)	38 (66%)
Less than a week	0 (0%)	4 (4%)	3 (5%)
1 - 1.9 weeks	2 (7%)	8 (8%)	4 (7%)
2 - 5.9 weeks	7 (26%)	10 (9%)	5 (9%)
6 weeks or more	0 (0%)	1 (1%)	8 (14%)
*How much paid leave could be used for parents-in-law’ health needs?*
No paid leave	19 (70%)	90 (85%)	41 (71%)
Less than a week	0 (0%)	1 (1%)	0 (0%)
1 - 1.9 weeks	1 (4%)	4 (4%)	4 (7%)
2 - 5.9 weeks	7 (26%)	10 (9%)	5 (9%)
6 weeks or more	0 (0%)	1 (1%)	8 (14%)
*What is the lowest wage replacement rate during paid leave for adult family members?*
No paid leave	25 (93%)	84 (78%)	27 (47%)
Flat rate or adjusted flat rate	0 (0%)	1 (1%)	3 (5%)
40%–59%	0 (0%)	2 (2%)	4 (7%)
60%–79%	0 (0%)	5 (5%)	5 (9%)
80%–100%	2 (7%)	16 (15%)	19 (33%)

Table 7: Legal approaches to supporting girls’ education, by country income level

	Low-income countries	Middle-income countries	High-income countries
*Is primary education tuition-free?*
No tuition-free guarantee	0 (0%)	4 (4%)	1 (2%)
Subject to progressive realization	0 (0%)	1 (1%)	0 (0%)
Policy guarantee	4 (15%)	10 (9%)	3 (5%)
Legislative or constitutional guarantee	22 (85%)	93 (86%)	54 (93%)
*Is beginning secondary education tuition-free?*
No tuition-free guarantee	6 (23%)	15 (14%)	2 (4%)
Subject to progressive realization	3 (12%)	4 (4%)	0 (0%)
Policy guarantee	2 (8%)	7 (6%)	7 (12%)
Legislative or constitutional guarantee	15 (58%)	82 (76%)	48 (84%)
*Is completing secondary education tuition-free?*
No tuition-free guarantee	12 (46%)	34 (31%)	7 (12%)
Subject to progressive realization	4 (15%)	5 (5%)	0 (0%)
Policy guarantee	1 (4%)	6 (6%)	10 (18%)
Legislative or constitutional guarantee	9 (35%)	63 (58%)	40 (70%)
*Is primary education compulsory?*
Not compulsory guarantee	2 (7%)	4 (4%)	0 (0%)
Subject to progressive realization	0 (0%)	0 (0%)	0 (0%)
Policy guarantee	2 (7%)	2 (2%)	0 (0%)
Legislative or constitutional guarantee	23 (85%)	101 (94%)	58 (100%)
*Is beginning secondary education compulsory?*
Not compulsory guarantee	8 (32%)	20 (19%)	0 (0%)
Subject to progressive realization	0 (0%)	2 (2%)	0 (0%)
Policy guarantee	2 (8%)	3 (3%)	0 (0%)
Legislative or constitutional guarantee	15 (60%)	81 (76%)	57 (100%)
*Is completing secondary education compulsory?*
Not compulsory guarantee	23 (88%)	67 (63%)	41 (72%)
Subject to progressive realization	1 (4%)	5 (5%)	0 (0%)
Policy guarantee	0 (0%)	3 (3%)	0 (0%)
Legislative or constitutional guarantee	2 (8%)	32 (30%)	16 (28%)
*Is gender-based discrimination prohibited in primary education?*
No prohibition of gender-based discrimination	1 (4%)	3 (3%)	6 (10%)
Gender-based discrimination broadly prohibited, not specific to education	7 (26%)	22 (20%)	12 (21%)
Gender-based discrimination prohibited in admissions or access to education	3 (11%)	10 (9%)	3 (5%)
Gender-based discrimination broadly prohibited in education	16 (59%)	73 (68%)	37 (64%)
*Is sexual harassment explicitly prohibited in education?*
No prohibition	4 (15%)	21 (19%)	10 (17%)
Not explicit, but sex discrimination prohibited	2 (7%)	18 (17%)	8 (14%)
Prohibited against girls only broadly or specifically in education	2 (7%)	9 (8%)	3 (5%)
Broadly prohibited, not specific to education	5 (19%)	14 (13%)	7 (12%)
Prohibited	14 (52%)	46 (43%)	30 (52%)
*Are both sexual-based behaviors and sex-based harassment prohibited in education?*
Sexual violence prohibited, but not explicitly harassment	4 (15%)	20 (19%)	10 (17%)
Gender discrimination in education and sexual violence prohibited, but not explicitly harassment	2 (7%)	18 (17%)	8 (14%)
Sexual-based behaviors only	20 (74%)	55 (51%)	16 (28%)
Sexual-based behaviors and sex-based harassment	1 (4%)	14 (13%)	24 (41%)
*What sexual-based behaviors are legally defined as sexual harassment in education?*
Sexual violence prohibited, but not explicitly harassment	4 (15%)	20 (19%)	10 (17%)
Gender discrimination in education and sexual violence prohibited, but not explicitly harassment	2 (7%)	18 (17%)	8 (14%)
Sexual advances or quid pro quo	11 (41%)	27 (26%)	9 (16%)
Quid pro quo and conduct that creates a hostile environment	7 (26%)	32 (30%)	30 (52%)
Sexual harassment not defined	3 (11%)	8 (8%)	1 (2%)
*What is the minimum age of marriage for girls?*
13 years old or younger	2 (7%)	4 (4%)	1 (2%)
14 – 15 years old	0 (0%)	0 (0%)	1 (2%)
16 – 17 years old	3 (11%)	2 (2%)	4 (7%)
18 years old or older	22 (81%)	102 (94%)	52 (90%)
*When loophole exceptions are taken into account, what is the minimum age of marriage for girls?*
Unknown minimum age set by religious or customary law	4 (16%)	10 (10%)	3 (5%)
14 – 15 years old	6 (24%)	16 (15%)	5 (9%)
16 – 17 years old	0 (0%)	10 (10%)	4 (7%)
18 years old or older	4 (16%)	21 (20%)	13 (22%)
*Is there a gender disparity in the minimum age of marriage with parental consent?*
No specific minimum age for girls	2 (7%)	2 (3%)	1 (2%)
Girls can be married 3 years younger than boys	4 (15%)	10 (9%)	1 (2%)
Girls can be married 1 to 2 years younger than boys	3 (11%)	17 (16%)	5 (9%)
No difference in minimum age	18 (67%)	78 (72%)	51 (88%)