Croatia vs Singapore: Wage and salaried workers, female (% of female employment)
Croatia
91.5%
in 2025
Singapore
91.7%
in 2025
Croatia rank
28th
Singapore rank
26th
Wage and salaried workers, female (% of female employment) over time
- Croatia
- Singapore
How they compare
Singapore currently reports 91.7% against 91.5% in Croatia, a difference of 0.2%.
Across all 35 years both countries report, Singapore has been ahead every year.
Croatia ranks 28th and Singapore ranks 26th of 187 countries.
Singapore has averaged higher in every one of the 4 decades both report.
Head to head by decade
| Decade | Croatia | Singapore | Difference | Ahead |
|---|---|---|---|---|
| 1990s | 73.6% | 92.2% | 18.7% | Singapore |
| 2000s | 81.9% | 90.3% | 8.5% | Singapore |
| 2010s | 87.1% | 90.6% | 3.4% | Singapore |
| 2020s | 90.6% | 91.5% | 0.9% | Singapore |
Averages of every year both report within each decade.
Frequently asked questions
- Which has higher wage and salaried workers, female (% of female employment), Croatia or Singapore?
- Singapore, at 91.7% against 91.5% in Croatia as of 2025.
- What is the difference in wage and salaried workers, female (% of female employment) between Croatia and Singapore?
- 0.2%, with Singapore ahead.
- How many years of comparable data are there for Croatia and Singapore?
- 35 years are reported by both, from 1991 to 2025.
- How do Croatia and Singapore rank globally for wage and salaried workers, female (% of female employment)?
- Croatia ranks 28th and Singapore ranks 26th of 187 countries.
- Where does this data come from?
- ILO Modelled Estimates database (ILOEST), International Labour Organization (ILO), published as Wage and salaried workers, female (% of female employment) (modeled ILO estimate). Statizoid refreshes it automatically from the source and publishes the full history for both places.
Individual pages
About this data
Wage and salaried workers (employees) are those workers who hold the type of jobs defined as "paid employment jobs," where the incumbents hold explicit (written or oral) or implicit employment contracts that give them a basic remuneration that is not directly dependent upon the revenue of the unit for which they work.