Gender inequalities persist in OECD labour markets. On average, men are more likely than women to: be in paid work, work more hours per week, be in leadership positions and work in more lucrative sectors and occupations so that they generally are better paid. Women on the other hand carry out most of the unpaid (care) work in and around the house. Gender gaps widen with age, as motherhood often has marked negative effects on gender pay gaps and career advancement. Policies such as parental leave, formal childcare, flexible working practices, pay transparency initiatives and gender audits can all help reduce labour market gaps, but their effectiveness depends on design and workplace cultures. This series discusses outcomes, policy trends and provides detailed analysis of the drivers of gender gaps in paid and unpaid work across the OECD. It presents a range of indicators illustrating gender gaps, presents the economic case for greater gender equality and highlights recent policy initiatives, such as pay transparency measures to reduce gender wage gaps and policy reform aimed at fathers taking parental leave. The volumes in this series generally include a set of policy recommendations designed to promote greater gender equality at work.