Is Europe using its workforce effectively, or are there hidden gender issues? We’re looking into how well male and female employees work in Europe. This research focuses on the differences in work whether you’re a man or a woman. We want to know what really affects how well people do their jobs in Europe.
There are clear differences in how much men and women work and how productive they are. For example, men and women might do different types of work. This can be because of the jobs they choose, family duties, or even how they spend their free time. These differences might mean that men and women are not working in the same ways or at the same levels1.
Most top jobs in companies are held by men in Europe. This makes it harder for women to get to the top positions. Since 2005, laws have been made to try to make sure more women work in these high positions. The goal is to have more men and women working together at every level in a company2.
New ways of working, like using the Internet, are becoming more common in Europe. More women than ever are finding work online. The number of young women who mainly work online went up a lot from 2017 to 2018. Online work attracts a wide range of people, including women, people from different ethnic groups, and those who might not have had lots of education3.
By looking closely at these facts, we hope to understand the roles gender, work, and how we work play in Europe. This study is about how differences between men and women can affect the quality of work. Join us to learn more about the efforts to make sure everyone is working at their best.
Key Takeaways
- Significant gender disparities exist in European employment rates and productivity
- Male dominance in top-level corporate positions persists across Europe
- Digital labor platforms are changing the landscape of work, with women making up 38% of platform workers
- Legislative initiatives aim to enhance gender diversity in companies
- Gender roles and care responsibilities impact productivity levels
- The COVID-19 pandemic has disproportionately affected women’s employment
- Analyzing gender diversity at various organizational levels is crucial for understanding its impact on performance
Understanding the European Labor Market Landscape
The European labor market is like a puzzle with lots of pieces. It shows us how people are working and how women’s and men’s work can be different. Our european labor force analysis tells us interesting things about work in EU countries.
Current employment rates across EU countries
By the first quarter of 2024, the number of people working in the EU had gone up. For those aged 20-64, the rate was 75.7%, up from 75.5% before4. This change means there were more job options for people across the EU.
Gender employment gaps in Europe
There’s a 10.2-point gap between men and women working in the EU. This shows more men are working than women5. However, the size of this gap has changed a lot between EU countries. Finland’s difference is the smallest, at just 0.2 points. Yet, in Greece, Italy, and Romania, the gap is much wider, over 19 points5.
Impact of education on employment rates
Getting an education really matters when finding work. It’s interesting to see that more women have finished college than men by 10.9 points5. But this educational success doesn’t mean they’re finding jobs as easily. This shows that fixing the imbalance in work is complicated.
Factor | Gender Gap | Lowest | Highest |
---|---|---|---|
Employment Rate | 10.2 pp | Finland (0.2 pp) | Greece (19.8 pp) |
Tertiary Education Attainment | -10.9 pp | Germany (-2.5 pp) | Estonia (-28.3 pp) |
Hourly Earnings | 14.4% | Luxembourg (1.4%) | Estonia (21.8%) |
When we look at how well men and women work compared to each other, gaps still exist. Europe is working on fixing these gaps. It calls for special plans and a push for fairness and equal chances at work.
The Gender Employment Gap: A Closer Look
The gender employment gap is a big issue in Europe. It shows a difference in how many men and women work. In 2022, the gap was 10.7%. This means 69.3% of women worked, while 80% of men did6. The gap changes in each EU country because of their different situations and beliefs.
Luxembourg does great in gender equality at work. It has a -0.2% gender pay gap. This means women there earn more, on average, than men7. But the UK’s gap is getting a bit bigger. From 2021 to 2022, it went from 14.3% to 14.5%7. This makes women earn less than men, even with the same skills7.
As work years go by, the gender gap in pay becomes wider in Europe. The problem is especially big in East Asia and Latin America. Also, in some European countries, like those around the Mediterranean and German-speaking ones, the gap is significant8. However, Nordic and Eastern European countries have smaller gaps, as do Portugal8.
“If women in the UK no longer faced a gender pay penalty, their potential increase in earnings could reach up to £55bn per year.”
Why is there such a big gap? Women often work in lower-paid jobs like caregiving, health, and teaching6. They also do more unpaid work, which affects their job choices and success6. The gap can also be because of having children and how that affects careers over time8.
Leaders are trying to fix these problems. They want to make it easier for parents to work. They are doing this by improving childcare and making work more flexible. This should help reduce the gap between men’s and women’s work situations in Europe8. Solving these issues can help Europe become more equal and productive.
Age-Related Productivity Trends Between Genders
Age impacts how much men and women work in Europe. Different ages show different work patterns. This helps us see how equal the workplace is and compare work levels between men and women.
Employment rates for young adults
There’s a big difference in work rates for young men and women. In 2023, men 15-24 were working more at 37.3%, compared to women at 33.0%9. This 4.3-point gap shows there’s still a way to go for equal work chances for all.
Productivity patterns for older workers
The work rate difference gets even bigger in older ages. For those 55-64, men were working at 70.1%, but women were at 58.1%9. This is a 12-point difference. It shows that older employees face more gender equality challenges at work.
Changing dynamics across age groups
Work trends for men and women have changed in the last ten years. Women aged 55-64 worked 14.1% more in 2023 than in 2014. Men in this age group increased by 12.5%9. This means progress is happening for older women in the workforce.
Age Group | Male Employment Rate | Female Employment Rate | Gender Gap |
---|---|---|---|
15-24 years | 37.3% | 33.0% | 4.3 pp |
25-54 years | 81.0% | 73.0% | 8.0 pp |
55-64 years | 70.1% | 58.1% | 12.0 pp |
20-64 years | 80.4% | 70.2% | 10.2 pp |
Overall (15-64) | 70.1% | 63.5% | 6.6 pp |
Parents (25-54) | 90.0% (with children) | 72.0% (with children) | 18.0 pp |
No Children (25-54) | 81.0% | 77.0% | 4.0 pp |
These trends in age show that gender at work is complex. Though there’s been improvement, big gaps still exist. This is especially true for older workers. It points to the need for more work on getting fair and equal work environments for everyone in Europe.
Educational Attainment and Its Influence on Productivity
Education is key in changing the European labor market and gender gaps at work. In 2023, the EU found some interesting facts. About 22.9% of people from 25-74 had a low level of education. Meanwhile, 44.5% had an average level and 32.6% had high education (tertiary education)10.
Some countries, such as Lithuania, Czechia, and Poland, showed fewer low-educated people. Yet, Malta and Italy had more. Ireland stood out in tertiary education, with 50.8% having advanced degrees10.
Your education affects how productive you can be. In Belgium, when less-educated workers are changed out for better-educated ones, businesses make more money. This is especially true for young workers and women11.
The gap between men and women’s work outputs links to how much education they have. In 2023, more young women (48.8%) than young men (37.6%) had tertiary degrees in the EU10. Even with this, women find it harder to get work. The number of jobs available to women is about 15% less than for men. This shows there’s work to be done to even the playing field12.
Across Europe, steps are being taken to help those with lower education levels to get work. For example, Belgium spends a lot on programs that help people find jobs11. These efforts look to make workers more productive, lower wage expenses, and close the gap between men and women’s work output.
Male vs Female Employee Productivity Statistics in Europe
European workplaces show interesting differences in productivity between men and women. We look at how male and female workers perform in different jobs and at various ages.
Comparative Analysis of Output Metrics
There are clear differences in how gender impacts work hours. On average, European men work 39.9 hours a week, but women work only 34.7 hours13. This gap calls for a closer look at why productivity varies.
Sector-specific Productivity Variations
Some jobs are heavily skewed towards one gender. For example, 71% of STEM jobs in physics, math, and engineering are filled by men. Male dominance is extreme in sectors like the building trades, driving, and armed forces, where up to 97% are men14.
Trends in Gender-based Performance Indicators
Recent findings shed light on how men and women view remote work and its impact on productivity. More women, 47%, wish they could work from home for part of the week, compared to 43% of men. What’s surprising is that 81% of all surveyed believe they are as productive, or more, working remotely15.
Indicator | Men | Women |
---|---|---|
Average Working Hours (Europe) | 39.9 hours | 34.7 hours |
Part-time Work Due to Care Duties | 11% | 89% |
Desire for Remote Work Days | 43% | 47% |
These stats reveal the intricate differences in productivity between male and female employees in Europe. Knowing and addressing these issues is key to building fair, equal workplaces and upping productivity for all.
The Over-Qualification Phenomenon in European Workplaces
In European workplaces, a trend named the over-qualification phenomenon is emerging. It looks at how efficient employees are, showing that a little over one-fifth of them are over-qualified for their roles. The over-qualification rate is slightly higher for women than for men.
Looking closer at the data, we see big differences between men and women working in the EU. For instance, Luxembourg has very low over-qualification rates, while Spain’s rates are much higher. In most EU countries, women face higher over-qualification rates than men do.
This situation sparks a debate about work productivity and gender differences in Europe. Many ask whether women often find themselves over-qualified. And, does this affect their work performance and chances for promotions? We must consider these questions and the factors affecting workplaces.
Country | Overall Over-Qualification Rate | Male Over-Qualification Rate | Female Over-Qualification Rate |
---|---|---|---|
EU Average | 21.9% | 21.2% | 22.6% |
Luxembourg | 5.4% | 3.1% | 7.9% |
Spain | 35.8% | 34.0% | 37.5% |
Malta | 20.0% | 20.0% | 7.7 pp higher than men |
Slovakia | 25.0% | 23.5% | 7.5 pp higher than men |
Italy | 29.0% | 27.0% | 7.0 pp higher than men |
Greece | 31.4% | 30.0% | 33.0% |
Cyprus | 43.1% | 41.0% | 45.5% |
Portugal | 26.5% | 25.0% | 28.0% |
Ireland | 18.4% | 17.5% | 19.2% |
Netherlands | 22.0% | 20.5% | 23.8% |
Educational levels significantly impact this issue. In EU rural areas, more young women than men have higher education. This educational gap has actually grown over the years. Such differences in education could be one reason for the over-qualification problem, especially for women.
The over-qualification issue is closely linked to job quality. This includes the workplace’s physical and social aspects, and the type of work itself. It also affects the ability to use skills and make decisions, future prospects at the job, and the income16. We must understand these impacts to address the gender productivity gap in Europe.
Solving this requires action from policymakers and employers. They need to ensure that what students learn matches the skills needed in real work. This could lower over-qualification rates and improve how efficient all employees are. It would lead to a more equal work environment17.
Work Hours and Gender: Unraveling the Patterns
We’re looking into how work hours and gender intersect in Europe. This sheds light on differences in how men and women perform at work. Our study shows big variations in how productive men and women are in Europe. These differences are part of bigger issues in society.
Average Working Hours: A Gender Perspective
Back in 2021, we saw a big difference in how many men and women worked. 67.7% of women had jobs, compared to 78.5% of men. This 10.8 percentage points difference leads to a big economic loss. It’s about €370 billion a year.
Part-time Employment Trends
More women work part-time because they often bear the brunt of care work18. This choice has a real impact on the workplace and in women’s career paths. To tackle this, the European Care Strategy is working to level the jobs field18.
Impact of Family Responsibilities
Family life shapes how and when people work. By 2015, a quarter of European workers could choose flexible hours. Out of this, 12% worked from home often19. What’s interesting is that women were more likely to work from home regularly. This could be because of family duties19.
Factor | Men | Women |
---|---|---|
Employment Rate (2021) | 78.5% | 67.7% |
Access to Schedule Control | Slightly higher | Slightly lower |
Regular Work from Home | Less likely | More likely |
Our look into how much men and women work highlights some important things. It shows how family, work hours, and gender roles affect work in Europe. Knowing these details helps us make policies that treat everyone fairly and boost work quality.
Wage Gaps and Productivity: Exploring the Connection
In the European Union, the wage gap between men and women is a big problem. Studies from 53 research works show that gender differences affect wages in European emerging markets20. This deeper disparity points to issues in how we measure employees based on gender.
The connection between gender and productivity in the EU is complex. Even with efforts for gender equality, there were still significant issues in the labor market20. Moving to a market economy changed things for women and how wages are shared between genders20. There are now differences in wage inequality among emerging market nations.
Our study on gender gaps and productivity found a chance for big economic growth. In the EU, by 2050, better gender equality could raise GDP per person by 6.1% to 9.6% and make 10.5 million new jobs21. This shows the big possible benefits of fixing the productivity gap between men and women.
In the United States, the gap between productivity growth and what workers are paid has gotten bigger since 1979. Productivity increased by 64.7%, but hourly pay went up only 14.8%22. This issue adds to economic inequality and slower progress.
We need to make policies that join pay to how well people work and make workers stronger. This can help close the gender wage gap. It also aims to create a fairer and more productive workforce. This change is necessary in Europe and globally.
Cultural Factors Influencing Gender Productivity Disparities
Cultural norms in Europe shape how genders work, influencing productivity. In Italy, Greece, and Romania, traditional roles keep women away from work. This makes gender employment gaps wider there.
Studying productivity by gender shows some interesting facts. Men like working in places where both genders are equally represented. Women prefer workplaces that are either balanced or more male-dominated. This shows how the gender mix at a job affects how productive people feel23.
Different countries show different views on gender and work. In Denmark, there’s an 8% productivity gap between genders. This gap makes up a lot of the remaining pay differences. It’s noted that women without kids work as hard as men but get paid less, hinting at potential unfair treatment24.
“Cultural expectations significantly influence workplace dynamics and productivity across Europe.”
With telework becoming more common due to COVID-19, its effects on men and women are showing. Research says telework hits women harder, causing more stress and imbalance. This shows that cultural effects can influence technology, like telework25.
Factor | Impact on Men | Impact on Women |
---|---|---|
Gender-balanced workplace | Higher job evaluation | Higher job evaluation |
Female-dominated workplace | Lower job evaluation | Lower job evaluation |
Telework | Less negative impact | More negative impact |
Work-life balance | Enhanced productivity | Increased stress without support |
Gender stereotypes | Encourages traditional roles | Limits career advancement |
Childcare responsibilities | Less impact on career growth | A significant hindrance to career growth |
Leadership representation | Reinforces existing norms | Provides role models and mentorship opportunities |
Pay Transparency | Potential for wage increases | Encourages equitable pay |
Cultural norms are very important in how men and women work differently. To create a fair work environment, it’s crucial to understand these cultural aspects. This understanding helps in making workplaces better for everyone and more productive.
Work-Life Balance Policies and Their Effect on Productivity
Work-life balance policies are key in driving productivity in Europe. Our analysis shows how different countries’ approaches vary. Luxembourg is at the top, scoring 85.26 in life-work balance, followed closely by Spain and France who also provide significant support26.
These policies have a big impact on work culture and gender equality. Places with advanced policies show more women working and smaller gender gaps. Nordic countries, with great parental and child support, have more women working and are more productive.
A recent study underlines the increasing importance of balancing work and life. In 2022, 30% of workers felt their jobs kept them from family. This is up from 19% in 202027. It shows the urgent need for policies that help people manage work and home.
These policies also change how diverse workplaces are. A study with over 35,000 workers in Europe found better life-work balance linked to more involvement in work28. This means focusing on work-life balance can boost how happy and productive people are at work.
Also, these policies affect gender pay gaps. Places with strong family support report better work-life balance. This link shows that improving work-life balance could help lessen wage differences between genders28.
Studying Europe’s work environment, it’s obvious that good work-life policies help everyone. They boost productivity and fairness at work, not just for women but for everyone.
Technology Adoption and Gender-Based Productivity Differences
In our digital world, technology is key to being productive at work. But, across Europe, there’s a big gap between men and women in tech jobs. This affects how well they work. Only 22% of all tech jobs in European companies are held by women. This shows a big difference in the number of men and women working in this field29.
Even in education, this gap shows. From when they start school to when they finish university, 18% fewer women choose to study STEM subjects. This leads to differences in how their work is judged, and it can lead to women earning less in jobs that need tech skills.
The problem of women having less access to digital tools is serious. In 2021, Europe’s Gender Digital Divide (GDD) was at 67.7%. This number shows a big gap in how men and women use digital tools and skills30. The reasons are bigger than just access to technology. They are also connected to things like pay differences and fewer women working.
It’s interesting that, among 16 to 24-year-olds, more young women use technology to create and share things online than young men31. But, generally, women feel less sure about new technologies like robots and AI. Only 54% of women have good feelings about these new technologies, while 67% of men do31.
Fixing these problems is very important. If Europe can get the share of women in tech jobs up to 45% by 2027, it could add a lot to the economy. Between €260 billion and €600 billion could be added to the total GDP of Europe. This shows just how big the impact of having more women in tech jobs could be.
The Role of Workplace Diversity in Enhancing Productivity
Workplace diversity is key in making Europe’s businesses more efficient. Diverse gender teams boost both innovation and work performance32. This boost is seen at all stages of creating something new. It shows how crucial diversity is for a company’s triumph.
Benefits of Gender-Balanced Teams
Companies win big with gender equality in teams. One study looked at 1069 firms in 35 European places. It discovered they had more value and earnings when gender diversity was the usual33. This proves that fighting gender bias is essential to make the most of diverse talents.
Initiatives Promoting Workplace Inclusivity
Several EU nations have set rules and quotas to boost company diversity32. The goal is to have more women, especially in top jobs, and close the wage gap. But, progress is slow, which shows there’s still a lot of work to do.
Impact on Overall Organizational Performance
Globally, it’s clear: having more women at work boosts how well the organization does. But, there could be a point where too much diversity might not be good for productivity32. This situation tells us that managing diversity needs smart and careful planning.
It’s interesting how people see diversity in different lights. For example, more women than men see its growth as a good thing. 61% of women like the idea, but only 50% of men do34. This shows how hard it can be to make everyone embrace diversity effectively.
Future Trends in Gender-Based Productivity
In Europe, the way we look at gender productivity is changing. Workplace stats show a coming together. While more women are joining the workforce, progress remains slow. Across the EU, 62% of women work, compared to 75% of men35.
Differences in job hours play a big part in work life. For example, in Europe, 32% of women work part-time, but only 8.2% of men do35. This hour gap deeply affects how far someone can progress in their career.
Looking to the future, we are hopeful for more female leaders in Europe. Currently, women hold just 23% of top executive spots around the world36. Yet, women are earning more master’s degrees, which suggests a changing trend.
The future of work and productivity may likely involve:
- More efforts on balancing work and personal life
- Closing the gender gap in science and tech
- Unlocking the power of technology and AI in the workplace
- Fighting climate change’s effects on jobs
There’s still work to do, though. Women do nearly three times more unpaid work a week than men do35. This eats into their career growth. Fixing this balance is crucial for future success.
Region | Female Labor Force Participation Trend | Key Challenge |
---|---|---|
Latin America and the Caribbean | Dramatic increase | Under representation in top management |
Middle East and North Africa | Limited improvement | Low participation despite education gains |
Europe | Gradual increase | High part-time employment among women |
Moving forward, bridging these gaps and fully using women’s abilities is vital for Europe’s growth37.
Challenges in Measuring Gender-Specific Productivity
Finding out how productive men and women are at work in Europe is tricky. One reason is it’s hard to compare the work output of males and females. This gets even more complicated when we think about work that doesn’t pay, mostly done by women. This skews the numbers when we try to measure how productive they are38.
In some parts of East Asia, women play a big role in making and selling goods to the world. This has pushed those countries ahead in global markets39. It shows that we need careful ways to look at who’s really working hard, especially in different kinds of jobs and places.
Who’s working in Europe makes a big difference in these studies. Women, especially, might be more qualified than what their job really needs. This situation means their skills might not be used to the fullest, which can drop their overall productivity39.
“Understanding gender differences in care work and household responsibilities is crucial for designing labor policies and training programs.”
Working part-time also impacts how productive people seem to be. In Europe, not working full-time because of family or other reasons can cause a big problem for how efficient people are. This is a big deal in places like Southern Europe and Ireland39. It shows we must look at all types of jobs when we check how productive people are.
Challenge | Impact on Productivity Measurement |
---|---|
Unpaid Work | Skews metrics undervalue women’s contributions |
Sector Differences | Requires industry-specific evaluation methods |
Over-qualification | This leads to potential under utilization of skills |
Part-time Work | Complicates comparison with full-time productivity |
We need to be very thorough in solving these problems. We have to look at every kind of work, not just what’s paid. We should also study the different jobs and how they’re done. And, we must consider all work schedules. This is the only way to see the real picture and close the gap between genders at work in Europe.
Policy Implications for Bridging the Productivity Gap
The gender productivity gap in Europe needs quick action. On average, women’s firms are 15.2% less productive than those owned by men40. We need specific plans to boost gender equality at work, spanning all work sectors.
Basics need fixing to tackle why women earn less in the EU. Studies show women earn 16% less than men, and this gap gets wider with career growth41. Important steps include ensuring fair pay and putting more women in leadership positions.
Work-life balance efforts are crucial. In the EU, over 8% of women from 20 to 64 have never worked, compared to 3% of men41. Offering flexible work and equal parental duties can make a big difference. This helps women perform better at work and boosts their presence in the workforce.
Getting more women into STEM jobs is key too. Europe could see a 6% rise in work numbers by closing this gap, and a 15% increase if work hour gaps are narrowed42. To make this happen, we must ensure fair hiring and give extra support to women in fields mostly filled by men.
The EU’s plan, the Gender Equality Strategy 2020-2025, aims for big change. It focuses on fixing education, experience, and financial gaps42. This way, we move toward a workforce in Europe that’s more fair and productive.
Improving the gender output gap is a top priority, both for fairness and the economy. With the right plans and effort, Europe can become a stage for everyone to perform better and be more productive.
Conclusion
In Europe, there’s a big gap between the work women and men do. In 2015, only 64.3% of women were working, compared to 75.9% of men43. This big difference in numbers shows issues in how we see work for both genders. It also means the economy loses out. Due to fewer women working, the EU missed out on EUR 370 billion in 2013 alone. This is bad news for the EU’s overall economic health43.
When companies have both men and women working, they tend to do better. But, this is only true when everyone is treated fairly and equally33. So, it’s not just about hiring men and women for a job, but treating everyone the same once they’re there. Sadly, many common ways to try and fix gender issues at work don’t always work so well. Things like teaching about diversity or setting rules on how many women should be hired don’t always lead to fairer hiring44.
Now, what if we close the work gap between men and women by 2050? Doing this could mean having 3.5 to 6 million more jobs. It could also boost how much money each person makes in the EU by 3.2-5.5%43. This is a big deal for everyone’s future in Europe. It means we have a real chance to make things better by focusing on jobs and making sure everyone is treated equally at work.
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- Women in tech: The best bet to solve Europe’s talent shortage – https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/women-in-tech-the-best-bet-to-solve-europes-talent-shortage
- Gender wage gap, quality of earnings and gender digital divide in the European context – https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9714396/
- Gendered patterns in use of new technologies – https://eige.europa.eu/publications-resources/toolkits-guides/gender-equality-index-2020-report/gendered-patterns-use-new-technologies?language_content_entity=en
- Gender diversity in European firms and the R&D-innovation-productivity nexus – https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10088600/
- Research: When Gender Diversity Makes Firms More Productive – https://hbr.org/2019/02/research-when-gender-diversity-makes-firms-more-productive
- Diversity, Equity and Inclusion in the Workplace – https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace/
- Employment – https://eige.europa.eu/gender-mainstreaming/policy-areas/employment
- PDF – https://www.moodysanalytics.com/-/media/article/2023/Close-the-Gender-Gap-to-Unlock-Productivity-Gains.pdf
- PDF – https://www.worldbank.org/content/dam/Worldbank/document/Gender/GenderAtWork_web.pdf
- Strengthening Gender Statistics – https://www.worldbank.org/en/topic/gender/brief/strengthening-gender-statistics
- Gender Inequality and Growth in Europe – https://www.intereconomics.eu/contents/year/2017/number/1/article/gender-inequality-and-growth-in-europe.html
- World Bank Document – https://www.enterprisesurveys.org/content/dam/enterprisesurveys/documents/research/The Gender Labor Productivity Gap.pdf
- Tackling the gender pay gap: not without a better work-life balance – https://eige.europa.eu/sites/default/files/documents/20190416_mh0119035enn_pdf.pdf
- Unlocking the Potential of Greater Female Employment in Europe – https://www.intereconomics.eu/contents/year/2017/number/1/article/unlocking-the-potential-of-greater-female-employment-in-europe.html
- PDF – https://eige.europa.eu/sites/default/files/documents/2017.2083_mh0217178enn_pdfweb_20171004120738.pdf
- Gender equity in hiring: examining the effectiveness of a personality-based algorithm – https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10466048/