A/HRC/41/43 of businesses (e.g., informal businesses, small and medium-sized enterprises and multinational corporations) would be useful. Similarly, business enterprises operating in different sectors might benefit from supplementary guidance tailored to the specific challenges that they face. II. Women, business and human rights: challenges 11. Women comprise almost half of the world’s population. Despite non-discrimination provisions in the constitutions and laws of many countries, in practice women continue to experience various forms of discrimination and violence in all spheres of life due to discriminatory social norms, patriarchal power structures and gender stereotypes. For example, the World Bank recently reported that the average global score in the Women, Business and the Law index is 74.71, indicating that a typical economy gives women only three quarters of the legal rights of men in the measured areas.11 As at 1 January 2019, only 24.3 per cent of national parliament members worldwide were women.12 In 2018, only 4.8 per cent of chief executive officers of the Fortune 500 companies were women,13 while women comprised just 8 per cent of directors of Hollywood’s 250 top-grossing films.14 Worldwide, as compared to 72 per cent of men, only 65 per cent of women have bank accounts,15 and women own less than 20 per cent of the world’s land.16 About 21 per cent of women aged 20 to 24 worldwide were married as children,17 while 71 per cent of the estimated number of people in modern slavery are women.18 About 327 million fewer women than men worldwide have a smartphone and can access mobile Internet. 19 12. Women’s contribution to economy is either not recognized (e.g., household work) or is undervalued (e.g., in feminized occupations and industries). Women carry out the majority of care work (e.g., caring for children, elderly and sick persons and persons with disabilities in families), but most do not get paid for this work. Women are overrepresented in informal, casual and part-time work worldwide, as well as in supply chains of numerous industries, where they are more vulnerable to exploitation and abuse. 20 Moreover, women face pregnancy and maternity-related discrimination, are underrepresented in managerial positions and, on average, are paid approximately 20 per cent less than men across the world.21 13. Trade unions could play a key role in protecting women’s rights and fighting against discrimination in the organized work place. However, owing to several factors (e.g., patriarchal values and household responsibilities), many women workers are unable to play an active role in trade unions. Moreover, as women remain marginalized with respect to decision-making positions in most trade unions, their human rights concerns are frequently overlooked or not taken seriously. These factors undermine the potential of trade unions in promoting gender equality at work. 11 12 13 14 15 16 17 18 19 20 21 4 World Bank, Women, Business and the Law 2019: A Decade of Reform (Washington, D.C.), p. 3. Inter-Parliamentary Union, “Women in national parliaments”. Available at http://archive.ipu.org/wmn-e/world.htm. See http://fortune.com/2018/05/21/women-fortune-500-2018/. Martha M. Lauzen, “The celluloid ceiling: behind-the-scenes employment of women on the top 100, 250 and 500 films of 2018” (2019). Available at https://womenintvfilm.sdsu.edu/wpcontent/uploads/2019/01/2018_Celluloid_Ceiling_Report.pdf. See https://globalfindex.worldbank.org/basic-page-overview. See www.weforum.org/agenda/2017/01/women-own-less-than-20-of-the-worlds-land-its-time-togive-them-equal-property-rights/. United Nations Children’s Fund (UNICEF), “Child marriage: latest trends and future prospects” (2018), p. 2. See www.globalslaveryindex.org/2018/findings/highlights/. Organization for Economic Cooperation and Development (OECD), Bridging the Digital Gender Divide: Include, Upskill, Innovate (2018), p. 13. Danish Institute for Human Rights, Women in Business and Human Rights (2018), pp. 14–18. International Labour Organization, Global Wage Report 2018/19: What Lies Behind Gender Pay Gaps (Geneva, 2018), p. 23.