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138                <h1>Analysis</h1><h2 class="font-size-h3">Assessing National Capacities to Develop, Attract, and Retain Talent</h2><p id="report-download-link-hero" class="pt-3"><a href="https://www.globaltalentcompetitivenessindex.org/wp-content/uploads/reports/2025/global-talent-competitiveness-index-2025.pdf" class="btn btn-secondary btn-large" download target="_blank" title="Download Report">Download Report</a></p>            </div>
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144    <section id="preface" class="py-6">
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147				<div class="col-12">
148					<h2>Preface</h2>
149					<hr />
150				</div>
151                <div class="col-12 py-2" data-aos="fade-up">
152                    <p><strong>GTCI 2025, A NEW PHASE</strong></p>
153                    <div class="more-overview">
154                        <p>With this eleventh edition, the Global Talent Competitiveness Index (GTCI) moves beyond its first decade into a more turbulent and demanding phase of the global talent story. When GTCI was launched, its ambition was to provide a clear, evidence-based lens on how countries attract, grow and retain talent, within an enabling environment. GTCI's focus on both vocational expertise-based skills and generalist adaptive skills has proven to be sound. More than a decade afterwards, that mission remains. Yet, stepping into a new chapter also invites thoughtful renewal in how the index is developed and interpreted.</p>
155                    </div>
156                    <div class="more-content">
157                        <br />
158                        <p>In that spirit, this edition also inaugurates a new era of partnership. For the first time, the GTCI is co-produced with the Portulans Institute, whose expertise in digital transformation, innovation metrics and global indices complements INSEAD's long-standing leadership in the talent and human capital space. This collaboration deepens the analytical basis of the Index and strengthens its bridge from measurement to policy and practice as GTCI enters its second decade.</p>
159                        <p>As the foreword provided by Lily Fang—INSEAD's Dean of Research and Innovation—underlines, earlier editions anticipated many of today's pressures such as talent ecosystems that require close collaboration (2013); the vital importance of lifelong learning and vocational education (2014); mobility and brain circulation's effect on innovation (2015-16); the disruptive impact of technology and artificial intelligence (AI) (2017 & 2020); the importance of cognitive diversity for innovation (2018); and the role of entrepreneurial talent in reducing increasing talent inequities (2019 & 2022).</p>
160                        <p>But while GTCI's foundations remain solid, the context has shifted: geopolitical tensions, climate risks and rapid advances in AI have made talent not only a driver of competitiveness, but a cornerstone of societal resilience and transformation.</p>
161                        <p>This new edition builds on that foundation by placing resilience and “bouncing forward” as its annual theme for 2025 and the next year, while preserving what has made GTCI a trusted benchmark: strengthened methodological robustness, independent validation, and continuity that allows meaningful measurement of talent competitiveness in an increasingly complex world.</p>
162                        <p>Special thanks are due to Lily Fang, and to the members of the GTCI Advisory Committee—Javier Gimeno, Maria Guadalupe, Winnie Jiang, and Alexandra Roulet—for their invaluable guidance, feedback, and commitment to the project. We also gratefully acknowledge the continued support of the European Commission's Joint Research Centre (JRC), whose annual audit ensures the robustness and methodological integrity of the GTCI.</p>
163                        <p>As co-editors, we hope this edition will serve as both mirror and compass: a mirror that reflects where countries stand in the race for talent, and a compass that helps policymakers, business leaders, educators, and citizens design more resilient, inclusive and future-ready talent strategies. Our gratitude goes to all those—past and present—who have contributed their time, insight and support to make the GTCI a sustained global public good.</p>
164                    </div>
165                    <p class="more-toggle">
166                        <a href="#" class="btn btn-arrow">
167                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
168                        </a>
169                    </p>
170                </div>
171                <div class="col-12 text-center" data-aos="fade-up">
172                    <div class="row pt-5">
173                        <div class="col-12 col-sm-4">
174                            <img class="m-4 hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/felipe-monteiro.jpg" alt="Felipe Monteiro">
175                            <p><strong>Felipe Monteiro</strong><br />Academic Director of the Global Talent Competitiveness Index;<br />Senior Affiliate Professor of Strategy, INSEAD</p>
176                        </div>
177                        <div class="col-12 col-sm-4">
178                            <img class="m-4 hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/rafael-escalona-reynoso.jpg" alt="Rafael Escalona Reynoso">
179                            <p><strong>Rafael Escalona Reynoso</strong><br />Director & CEO<br />Portulans Institute</p>
180                        </div>
181                        <div class="col-12 col-sm-4">
182                            <img class="m-4 hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/paul-evans.jpg" alt="Paul Evans">
183                            <p><strong>Paul Evans</strong><br />Co-founder of the Global Talent Competitiveness Index<br />Emeritus Professor of Organisational Behaviour, INSEAD</p>
184                        </div>
185                    </div>
186                </div>
187            </div>
188        </div>
189    </section>
190	
191	<hr />
192	<section id="theme" class="py-6 border-bottom-gray">
193		<div class="container">
194            <div class="row align-items-center">
195                <div class="col-12 col-lg-6" data-aos="fade-up">
196                    <h2>GTCI 2025 Theme</h2>
197                </div>
198                <div class="col-12 col-lg-6"></div>
199                <div class="col-12 col-lg-6 col-xl-5 py-3" data-aos="fade-right">
200                    <img class="m-4 hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/theme.png" alt="GTCI 2025 Theme">
201                </div>
202                <div class="col-12 col-lg-6 col-xl-6 offset-xl-1 py-3" data-aos="fade-left">
203                    <h4 class="mb-4"><strong>The 2025 Theme: Resilience Thinking for a World in Disruption</strong></h4>
204                    <div class="more-overview">
205                        <p>Resilience Thinking for a World in Disruption reframes resilience from “bouncing back” to “bouncing forward”—the capacity of people, organizations, and societies to anticipate change, adapt at speed, and transform when shocks arrive.</p>
206                        <p>The theme views systems as dynamic and interconnected, emphasizing a shift from recovery to renewal. It explores resilience across three levels (individual/household, organizational, societal) and highlights enabling capabilities that turn reactive coping into proactive transformation: foresight, reliable public infrastructure, trustworthy and inclusive institutions, vibrant civic engagement with supportive leadership, and effective lateral coordination across sectors.</p>
207                        <p></p>
208                    </div>
209                    <div class="more-content">
210                        <p>Because resilience ultimately rests on people, the report links these capabilities to talent—how education, training, mobility, and soft cooperative skills prepare individuals to face adversity, learn from it, and convert disruption into opportunity. In short, building resilience is less about restoring the old normal and more about designing a better one.</p>
211                    </div>
212                    <p class="more-toggle">
213                        <a href="#" class="btn btn-arrow">
214                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
215                        </a>
216                    </p>
217                </div>
218            </div>
219        </div>
220    </section>
221
222    <section id="key-messages" class="py-6 background-gray-lightest border-bottom-gray">
223        
224<div id="key-messages" class="container key-messages-wrapper">
225    <div class="row">
226        <div class="col-12 pb-3 text-center" data-aos="fade-up">
227            <h2 class="mb-5">Key messages</h2>
228        </div>
229        <div class="col-12">
230            <div class="key-messages">
231                <div class="key-message" data-aos="fade-up">
232                    <h4>Resilience in a disruptive world means learning how to bounce forward</h4>
233                    <div class="key-message-content">
234                        <div class="more-overview">
235                            <p>In our disruptive and volatile world, resilience means learning how to bounce forward as well as bouncing back from the inevitable shocks and crises.</p>
236                        </div>
237                        <div class="more-content">
238                            <p>Look to the Nordic nations for what this implies—priority to active labour market practices to support citizens in bouncing forward from job loss, emphasis in educational systems on helping individuals to learn from adversity, as well as developing organizational agility.</p>
239                        </div>
240                        <p class="more-toggle">
241                            <a href="#" class="btn btn-arrow">
242                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
243                            </a>
244                        </p>
245                    </div>
246                </div>
247                <div class="key-message" data-aos="fade-up">
248                    <h4>Societal Resilience is much more than just resources</h4>
249                    <div class="key-message-content">
250                        <div class="more-overview">
251                            <p>Resilience emerges from feedback across different levels—individual/household up to society.</p>
252                        </div>
253                        <div class="more-content">
254                            <p>Some countries appear to push the responsibility for resilience down to cities, communities, and individuals. At the societal level, high performers succeed because of more than resources—institutional trust, whole-of-society preparedness, and lateral coordination are vital. Five enablers are apparent in frameworks to capture resilience—anticipatory capacity, reliable state infrastructure; trustworthy/inclusive institutions, civic engagement with supportive leadership, and systemic cross-sector coordination—offering levers such as rotational mobility, inter-ministerial task forces, and projectized problem-solving to turn disruption into adaptation.</p>
255                        </div>
256                        <p class="more-toggle">
257                            <a href="#" class="btn btn-arrow">
258                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
259                            </a>
260                        </p>
261                    </div>
262                </div>
263                <div class="key-message" data-aos="fade-up">
264                    <h4>Adaptability is the new driver of competitiveness</h4>
265                    <div class="key-message-content">
266                        <div class="more-overview">
267                            <p>In an era defined by disruption, resilience and competitiveness hinge on the ability to adapt, reimagine, and transform.</p>
268                        </div>
269                        <div class="more-content">
270                            <p>The <i>Generalist Adaptive Skills</i>
270 dimension operationalizes this idea within the talent framework, emphasizing that broad-based, transferable capabilities—spanning soft skills, digital literacy, and innovation-oriented thinking—are now central to national talent outcomes. As Artificial Intelligence (AI) reshapes the nature of work and skill demand, the capacity to integrate AI tools, think critically about their use, and combine technological fluency with human-centric soft skills becomes indispensable. Economies that cultivate adaptable, cross-functional, and AI-literate workforces tend to be better positioned to convert disruption into opportunity and sustain long-term competitiveness in a rapidly evolving global landscape.</p>
271                        </div>
272                        <p class="more-toggle">
273                            <a href="#" class="btn btn-arrow">
274                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
275                            </a>
276                        </p>
277                    </div>
278                </div>
279                <div class="key-message" data-aos="fade-up">
280                    <h4>Soft skills are increasingly enabling economies to upskill their talent and enhance workforce adaptability</h4>
281                    <div class="key-message-content">
282                        <div class="more-overview">
283                            <p>High-income economies dominate the global top ten in soft skills, led by European frontrunners such as Denmark, Iceland, Switzerland, the Netherlands, and Finland, alongside Middle Eastern leaders including Qatar, the United Arab Emirates, Israel, and Saudi Arabia.</p>
284                        </div>
285                        <div class="more-content">
286                            <p>Their strong performance reflects sustained investments in education quality, workplace collaboration, and innovation-oriented cultures that nurture adaptability and interpersonal effectiveness. Notably, the Philippines stands out as the only lower middle-income economy in the soft skills top ten, underscoring that human-centric capabilities—such as communication, teamwork, and adaptability—are increasingly vital drivers of talent competitiveness across all income groups.</p>
287                        </div>
288                        <p class="more-toggle">
289                            <a href="#" class="btn btn-arrow">
290                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
291                            </a>
292                        </p>
293                    </div>
294                </div>
295                <div class="key-message" data-aos="fade-up">
296                    <h4>Financial resilience at the household level is a powerful enabler of national talent competitiveness</h4>
297                    <div class="key-message-content">
298                        <div class="more-overview">
299                            <p>Economies where individuals and families can better absorb shocks are also those that sustain talent development during crises.</p>
300                        </div>
301                        <div class="more-content">
302                            <p>High-income economies—particularly the Nordics—lead in household financial resilience, yet notable examples from low-income groups, such as Malawi and Mozambique, illustrate that resilience is not bound by income level. Instead, it can be cultivated through inclusive financial systems, social protection policies, and community-based mechanisms. Strengthening household financial resilience therefore emerges as a critical enabler of long-term, inclusive talent competitiveness.</p>
303                        </div>
304                        <p class="more-toggle">
305                            <a href="#" class="btn btn-arrow">
306                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
307                            </a>
308                        </p>
309                    </div>
310                </div>
311                <div class="key-message" data-aos="fade-up">
312                    <h4>The absence of upper middle-income movers points to a possible “talent plateau”</h4>
313                    <div class="key-message-content">
314                        <div class="more-overview">
315                            <p>No upper middle-income economy appears among the dynamic movers.</p>
316                        </div>
317                        <div class="more-content">
318                            <p>This absence may indicate that, as countries move from middle to high-income status, institutional and education reforms often lag behind income growth. The resulting gap between economic advancement and talent-system maturity can limit competitiveness gains. While this may not yet represent a confirmed structural pattern, it suggests a transitional phase where stronger coordination between education, labour, and business policy could help sustain upward mobility in talent competitiveness.</p>
319                        </div>
320                        <p class="more-toggle">
321                            <a href="#" class="btn btn-arrow">
322                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
323                            </a>
324                        </p>
325                    </div>
326                </div>
327                <div class="key-message" data-aos="fade-up">
328                    <h4>Outperformance is concentrated at both ends of the income spectrum</h4>
329                    <div class="key-message-content">
330                        <div class="more-overview">
331                            <p>The group of movers shows a dual distribution: high-income European economies on one side, and low-income Sub-Saharan African economies on the other.</p>
332                        </div>
333                        <div class="more-content">
334                            <p>At the top, long-standing strengths in institutional quality, education, and labour-market inclusiveness continue to generate resilience. At the bottom, several smaller economies demonstrate that incremental progress in human capital formation and openness can yield proportionally high returns. These results illustrate that outperformance can emerge from very different development contexts—from the institutional maturity of advanced economies to the adaptive capacity of low-income ones.</p>
335                        </div>
336                        <p class="more-toggle">
337                            <a href="#" class="btn btn-arrow">
338                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
339                            </a>
340                        </p>
341                    </div>
342                </div>
343                <div class="key-message" data-aos="fade-up">
344                    <h4>High-impact talent competitiveness is driven not by the scale of investment, but by the efficiency of converting inputs into outcomes</h4>
345                    <div class="key-message-content">
346                        <div class="more-overview">
347                            <p>The GTCI 2025 results reveals that economies achieving the greatest talent competitiveness are not necessarily those investing the most, but those leveraging their investments most effectively.</p>
348                        </div>
349                        <div class="more-content">
350                            <p>Economies such as Israel, Tajikistan, Sri Lanka, Kenya, and Uzbekistan exemplify how strategic focus and effective talent systems can generate strong results with limited resources—proving that “doing more with less” is a defining feature of successful talent ecosystems. In contrast, mature economies such as <strong>Brazil, Bahrain, France, and the United Kingdom</strong> maintain balanced input-output relationships, reflecting steady and proportionate returns.</p>
351                        </div>
352                        <p class="more-toggle">
353                            <a href="#" class="btn btn-arrow">
354                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
355                            </a>
356                        </p>
357                    </div>
358                </div>
359                <div class="key-message" data-aos="fade-up">
360                    <h4>Regional contrasts highlight diverse pathways to talent competitiveness</h4>
361                    <div class="key-message-content">
362                        <div class="more-overview">
363                            <p>Europe and Sub-Saharan Africa each account for seven dynamic movers, yet for very different reasons: the former through established talent ecosystems, the latter through emerging human-capital momentum.</p>
364                        </div>
365                        <div class="more-content">
366                            <p>Only one mover (Jordan, 74th) represents Northern Africa and Western Asia, and none are found in Latin America and the Caribbean—underscoring continued challenges in translating education and social investment into labour-market outcomes. Meanwhile, several ec
366onomies in Central and Southern Asia and Eastern, Southeastern Asia and Oceania exceed expectations, showing how openness, workforce agility, and targeted skill investments can lift competitiveness even where income remains modest.</p>
367                        </div>
368                        <p class="more-toggle">
369                            <a href="#" class="btn btn-arrow">
370                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
371                            </a>
372                        </p>
373                    </div>
374                </div>
375                <div class="key-message" data-aos="fade-up">
376                    <h4>High-income economies from the Middle East continue to lead globally in attracting talent, underpinned by exceptional levels of external openness</h4>
377                    <div class="key-message-content">
378                        <div class="more-overview">
379                            <p>The United Arab Emirates ranks 3rd worldwide in the Attract pillar—behind only Luxembourg and Singapore—while Qatar (7th) and Kuwait (16th) also feature prominently.</p>
380                        </div>
381                        <div class="more-content">
382                            <p>Notably, five of the top ten economies in External Openness are from the Northern Africa and Western Asia region, underscoring the region’s growing influence as a global hub for international talent mobility and opportunity.</p>
383                        </div>
384                        <p class="more-toggle">
385                            <a href="#" class="btn btn-arrow">
386                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
387                            </a>
388                        </p>
389                    </div>
390                </div>
391                <div class="key-message key-message-last" data-aos="fade-up">
392                    <h4>Singapore claims the top position in the GTCI, marking a defining milestone not only for the country but also for the Eastern, Southeastern Asia and Oceania (ESAO) region in its talent competitiveness journey</h4>
393                    <div class="key-message-content">
394                        <div class="more-overview">
395                            <p>Singapore’s success reflects the strength of its education system, effective governance, and a forward-looking approach to nurturing an adaptive and innovation-driven workforce.</p>
396                        </div>
397                        <div class="more-content">
398                            <p>Across the broader region, performance remains diverse yet promising. Australia (10th) and New Zealand (18th) outperform expectations relative to their income levels, underscoring their strong institutional and skill ecosystems. The Philippines (75th) also performs above expectations and stands among the top 10 economies in the ESAO region this year. Overall, the ESAO region showcases both maturity and dynamism in its talent landscape—where Singapore sets the global benchmark among high-income economies, and the Philippines emerges as a rising success story among lower middle-income economies, reflecting a widening yet forward-moving spectrum of talent competitiveness.</p>
399                        </div>
400                        <p class="more-toggle">
401                            <a href="#" class="btn btn-arrow">
402                                <span>Learn more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
403                            </a>
404                        </p>
405                    </div>
406                </div>
407            </div>
408        </div>
409    </div>
410</div>
411
412<style>
413    article.post .container.key-messages-wrapper {
414        padding-left: 0;
415        padding-right: 0;
416    }
417    .key-messages {
418        display: flex;
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455</style>
456    </section>
457
458    <section id="key-results" class="py-6">
459        <div class="container">
460            <div class="row">
461                <div class="col-12" data-aos="fade-up">
462                    <h2>Key Results</h2>
463                    <hr>
464                </div>
465                <div class="col-12 mb-5" data-aos="fade-up">
466                    <h4><strong>The Top 10</strong></h4>
467                    <div class="more-overview">
468                        <p>For the first time since GTCI’s launch, Singapore has claimed the top position in the Global Talent Competitiveness Index (GTCI), with Switzerland following in second place. Denmark has risen to third, while Finland has advanced to fourth. Sweden has made a notable gain to fifth place, and the Netherlands now ranks sixth. Norway has maintained its seventh-place position, while Luxembourg has re-entered the top 10 for the first time since 2021 in eighth. The United States of America takes the ninth place, and Australia rounds out the top 10 in tenth.
468</p>
469                    </div>
470                    <div class="more-content">
471                        <p>Three key trends emerge from the GTCI Ranking. First, high income economies dominate the top rankings, with European countries—particularly the Nordic region—showing strong and balanced performance across multiple dimensions. Denmark, Finland, and Switzerland consistently rank near the top in enabling and retaining talent. Second, several countries achieve success through a specific focus: the Netherlands leads in growing talent, while Luxembourg excels in attracting talent. Third, the top ten economies consistently demonstrate strong performance in both talent enablement and generalist adaptive skill.</p>
472						<p>Regarding regional representation, Singapore and Australia are the only countries from Eastern, Southeastern Asia and Oceania that make the top ten, while the United States of America is the only nation from either of the Americas. Seven of the top ten countries hail from Europe, highlighting their dominance in global talent competitiveness.</p>
473                    </div>
474                    <p class="more-toggle">
475<span class="custom-arrow custom-arrow-primary"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "/></svg></span></p>
476                    
477<div class="table-responsive">
478    <table class="top-10">
479        <thead>
480            <tr>
481                <th></th>
482                <th></th>
483                <th></th>
484                <th class="background-first" colspan="2" class="text-center">Sub-Index</th>
485                <th class="background-second" colspan="6" class="text-center">Pillars</th>
486            </tr>
487            <tr>
488                <th class="background-first">Country</th>
489                <th class="background-first">GTCI Rank</th>
490                <th class="background-first">GTCI Score</th>
491                <th class="background-first">Input Sub-Index</th>
492                <th class="background-first">Output Sub-Index</th>
493                <th class="background-second">Enable</th>
494                <th class="background-second">Attract</th>
495                <th class="background-second">Grow</th>
496                <th class="background-second">Retain</th>
497                <th class="background-second">Vocational and Technical Skills</th>
498                <th class="background-second">Generalist Adaptive Skills</th>
499            </tr>
500        </thead>
501        <tbody>
502            <tr>
503                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/singapore">Singapore</a></td>
504                <td>1</td>
505                <td>73.29</td>
506                <td>3</td>
507                <td>1</td>
508                <td>4</td>
509                <td>2</td>
510                <td>5</td>
511                <td>31</td>
512                <td>13</td>
513                <td>1</td>
514            </tr>
515            <tr>
516                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/switzerland">Switzerland</a></td>
517                <td>2</td>
518                <td>73.14</td>
519                <td>2</td>
520                <td>3</td>
521                <td>3</td>
522                <td>6</td>
523                <td>6</td>
524                <td>7</td>
525                <td>3</td>
526                <td>5</td>
527            </tr>
528            <tr>
529                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/denmark">Denmark</a></td>
530                <td>3</td>
531                <td>72.05</td>
532                <td>1</td>
533                <td>7</td>
534                <td>1</td>
535                <td>10</td>
536                <td>10</td>
537                <td>3</td>
538                <td>7</td>
539                <td>11</td>
540            </tr>
541            <tr>
542                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/finland">Finland</a></td>
543                <td>4</td>
544                <td>71.06</td>
545                <td>6</td>
546                <td>5</td>
547                <td>2</td>
548                <td>9</td>
549                <td>13</td>
550                <td>4</td>
551                <td>6</td>
552                <td>7</td>
553            </tr>
554            <tr>
555                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/sweden">Sweden</a></td>
556                <td>5</td>
557                <td>70.76</td>
558                <td>9</td>
559                <td>4</td>
560                <td>5</td>
561                <td>12</td>
562                <td>18</td>
563                <td>2</td>
564                <td>10</td>
565                <td>4</td>
566            </tr>
567            <tr>
568                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/netherlands">Netherlands</a></td>
569                <td>6</td>
570                <td>70.26</td>
571                <td>4</td>
572                <td>11</td>
573                <td>8</td>
574                <td>15</td>
575                <td>1</td>
576                <td>8</td>
577                <td>19</td>
578                <td>9</td>
579            </tr>
580            <tr>
581                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/norway">Norway</a></td>
582                <td>7</td>
583                <td>69.84</td>
584                <td>8</td>
585                <td>10</td>
586                <td>6</td>
587                <td>18</td>
588                <td>14</td>
589                <td>1</td>
590                <td>9</td>
591                <td>15</td>
592            </tr>
593            <tr>
594                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/luxembourg">Luxembourg</a></td>
595                <td>8</td>
596                <td>69.84</td>
597                <td>5</td>
598                <td>12</td>
599                <td>11</td>
600                <td>1</td>
601                <td>23</td>
602                <td>10</td>
603                <td>26</td>
604                <td>10</td>
605            </tr>
606            <tr>
607                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/united-states-of-america">United States of America</a></td>
608                <td>9</td>
609                <td>69.41</td>
610                <td>11</td>
611                <td>6</td>
612                <td>7</td>
613                <td>28</td>
614                <td>2</td>
615                <td>14</td>
616                <td>2</td>
617                <td>13</td>
618            </tr>
619            <tr>
620                <td><a href="https://www.globaltalentcompetitivenessindex.org/country/australia">Australia</a></td>
621                <td>10</td>
622                <td>69.27</td>
623                <td>7</td>
624                <td>15</td>
625                <td>9</td>
626                <td>8</td>
627                <td>4</td>
628                <td>12</td>
629                <td>24</td>
630                <td>14</td>
631            </tr>
632        </tbody>
633    </table>
634</div>
635
636<style>
637    table.top-10 th:not(:nth-child(1)), 
638    table.top-10 td:not(:nth-child(1)) { 
639        text-align: center;
640    }
641</style>                </div>
642                <div class="col-12 mb-5" data-aos="fade-up">
643                    <h4><strong>Regional Leaders</strong></h4>
644                    <div class="more-overview">
645                        <p>Across all regions, standout leaders have emerged in talent development, highlighting a strong commitment to cultivating a high-performing and future-ready workforce. The Eastern, Southeastern Asia and Oceania region produced the highest ranked country for talent competitiveness. Singapore leads globally with exceptional performance in enabling and retaining talent, supported by a strong regulatory environment and high standard of living. Australia (10) and New Zealand (18) score higher than Singapore in retaining talent, though they fall behind in overall scoring due to Singapore’s much higher ranking in General Adaptive Skills (GA Skills). Singapore’s advantage reflects a labour force with more high-level skills required by knowledge workers in professional, managerial, and leadership roles. China, who had seen a rapid progression in ranking from 47th to 40th from 2022 to 2023, has now fallen to 53rd in the GTCI 2025 ranking.</p>
646                    </div>
647                    <div class="more-content">
648                        <p>Europe demonstrates the strongest country representation as a region. Switzerland (2), Denmark (3), and Finland (4) closely follow each other in the top ten, suggesting a shared focus on enabling and retaining talent through favourable conditions and access to opportunities. All three countries demonstrate strong performance across all dimensions of talent competitiveness, underscoring the region’s overall dominance in this regard.</p>
649                        <p>The Americas are represented with the strong performance of the U.S. and Canada. They represent the region’s capacity to cultivate and deploy skilled talent across diverse industrial and service sectors. The United States (9) performs particularly well in enabling and growing talent, as well as in vocational and technical (VT) skills and their employability. Despite this, slight declines in the categories of openness and lifelong learning caused the United States to fall from 3rd to 9th in the GTCI 2025, marking the first time the United States has not been listed in the top five since 2013. Canada (14) surpasses the U.S. in attracting talent. However, the region trails Europe in Generalist Adaptive Skills.</p>
650                        <p>In North Africa and Western Asia, Israel leads the region, ranking 23rd globally. The country demonstrates particular strength in retaining talent, as well as in both mid-level and high-level skills, reflecting a workforce equipped for professional, managerial, and leadership roles. The UAE closely follows at 25th, showing the region’s strongest performance in attracting talent and in developing skills, though its scores for high-level skills lag behind. Cyprus ranks 30th, performing strongly in attraction and retention, highlighting the diverse approaches countries in the region take to build and sustain talent ecosystems.</p>
651                        <p>In Latin America and the Caribbean, Chile (39) leads the region, reflecting a strong foundation in mid-level (VT) skills. Costa Rica (44) and Uruguay (42) show comparable strength in attracting, enabling, and growing talent. Uruguay stands out for its high retention score, highlighting the country’s ability to create conditions where talent can remain and thrive. While neither of the two largest economies in the region—Brazil (68) and Mexico (70)—broke the top 50, both improved their ranking from 2023, +1 and +4, respectively.</p>
652                        <p>Sub-Saharan Africa presents a dynamic and varied talent landscape. Mauritius stands out at 49th, achieving high marks in attracting and retaining talent, as well as performing well in enabling environments compared to its neighbours. Seychelles closely follows at 50th, demonstrating solid outcomes in retention and mid-level skills. South Africa (79) performs steadily across the indicators, with relatively stronger results in enabling talent, though it does not lead in any particular area. While the region collectively faces challenge in high-level skills and growth, these leading countries illustrate emerging pockets of talent development and potential.</p>
653                        <p>Central and Southern Asia as a region faces notable challenges, with overall rankings trailing behind Sub-Saharan Africa. Uzbekistan ranks 71st, performing relatively well in retention and mid-level skills but scoring lower in talent growth and high-level skills. Kazakhstan closely follows at 72nd, slightly surpassing Uzbekistan in attracting, growing, and fostering high-level skills. Kyrgyzstan ranks 87th, reflecting the broader regional trend of lower scores in mid- and high-level skills, highlighting opportunities for strengthening talent ecosystems.</p>
654                    </div>
655                    <p class="more-toggle">
656<span class="custom-arrow custom-arrow-primary"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "/></svg></span></p>
657                    
658<div class="table-responsive text-center">
659    <table class="ranking-table">
660        <thead>
661            <tr>
662                <th class="background-first">Central and Southern Asia</th>
663                <th class="background-first">Eastern, Southeastern Asia and Oceania</th>
664                <th class="background-first">Europe</th>
665                <th class="background-first">Latin America and the Caribbean</th>
666                <th class="background-first">Northern Africa and Western Asia</th>
667                <th class="background-first">Northern America</th>
668                <th class="background-first">Sub-Saharan Africa</th>
669            </tr>
670        </thead>
671        <tbody>
672            <tr>
673                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/uzbekistan">Uzbekistan (71)</a></td>
674                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/singapore">Singapore (1)</a></td>
675                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/switzerland">Switzerland (2)</a></td>
676                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/chile">Chile (39)</a></td>
677                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/israel">Israel (23)</a></td>
678                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/united-states-of-america">United States of America (9)</a></td>
679                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/mauritius">Mauritius (49)</a></td>
680            </tr>
681            <tr>
682                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/kazakhstan">Kazakhstan (72)</a></td>
683                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/australia">Australia (10)</a></td>
684                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/denmark">Denmark (3)</a></td>
685                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/uruguay">Uruguay (42)</a></td>
686                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/united-arab-emirates">United Arab Emirates (25)</a></td>
687                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/canada">Canada (14)</a></td>
688                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/seychelles">Seychelles (50)</a></td>
689            </tr>
690            <tr>
691                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/kyrgyzstan">Kyrgyzstan (87)</a></td>
692                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/new-zealand">New Zealand (18)</a></td>
693                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/finland">Finland (4)</a></td>
694                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/costa-rica">Costa Rica (44)</a></td>
695                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/cyprus">Cyprus (30)</a></td>
696                <td>3. <a href="#">--</a></td>
697                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/south-africa">South Africa (79)</a></td>
698            </tr>
699        </tbody>
700    </table>
701</div>
702<p><small>Note: Global ranks in parentheses.</small></p>
703                </div>
704                <div class="col-12" data-aos="fade-up">
705                    <h4><strong>Income Group Leaders</strong></h4>
706                    <div class="more-overview">
707                        <p>The 2025 Global Talent Competitiveness Index reveals a strong correlation between per-capita income levels and talent competitiveness, with high-income eco
707nomies leading the rankings.</p>
708                    </div>
709                    <div class="more-content">
710                        <p>High-income economies Singapore, Switzerland, and Denmark lead globally, ranking first, second, and third respectively. These high-performing economies underscore that strong performance across multiple dimensions, such as education, lifelong learning, and talent retention, is essential for sustaining long-term talent competitiveness and economic resilience.</p>
711                        <p>In the group of upper-middle-income economies, Georgia ranks highest at 45th, followed by Malaysia and Mauritius at 46th and 49th respectively. Their rankings reflect a growing commitment to enabling, attracting, and retaining talent by strengthening education systems, supporting workforce adaptability, and fostering innovation-driven ecosystems that offer meaningful career opportunities and professional growth.</p>
712                        <p>Among lower-middle-income economies, Uzbekistan, Jordan, and the Philippines rank 71st, 74th, and 75th respectively, highlighting the efforts of these countries to enhance their talent ecosystems by investing in skilling, promoting workforce resilience, and creating environments that support innovation and employability.</p>
713                        <p>In the low-income economies, Rwanda (101st), Malawi (108th), and Gambia (110th) demonstrate steady progress in strengthening their talent foundations within their economic contexts. These rankings highlight efforts to expand access to education and skills development, foster inclusive employment opportunities, and build institutional frameworks that support talent growth and mobility. Together, they underscore how even resource-constrained economies are leveraging human capital development as a pathway to greater competitiveness and sustainable growth.</p>
714                    </div>
715                    <p class="more-toggle">
716<span class="custom-arrow custom-arrow-primary"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "/></svg></span></p>
717                    
718<div class="table-responsive text-center">
719    <table class="ranking-table">
720        <thead>
721            <tr>
722                <th style="width:25%;" class="background-first">High Income</th>
723                <th style="width:25%;" class="background-first">Upper-Middle Income</th>
724                <th style="width:25%;" class="background-first">Lower-middle Income</th>
725                <th style="width:25%;" class="background-first">Low Income</th>
726            </tr>
727        </thead>
728        <tbody>
729            <tr>
730                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/singapore">Singapore (1)</a></td>
731                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/georgia">Georgia (45)</a></td>
732                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/uzbekistan">Uzbekistan (71)</a></td>
733                <td>1. <a href="https://www.globaltalentcompetitivenessindex.org/country/rwanda">Rwanda (101)</a></td>
734            </tr>
735            <tr>
736                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/switzerland">Switzerland (2)</a></td>
737                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/malaysia">Malaysia (46)</a></td>
738                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/jordan">Jordan (74)</a></td>
739                <td>2. <a href="https://www.globaltalentcompetitivenessindex.org/country/malawi">Malawi (108)</a></td>
740            </tr>
741            <tr>
742                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/denmark">Denmark (3)</a></td>
743                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/mauritius">Mauritius (49)</a></td>
744                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/philippines">Philippines (75)</a></td>
745                <td>3. <a href="https://www.globaltalentcompetitivenessindex.org/country/gambia">Gambia (110)</a></td>
746            </tr>
747        </tbody>
748    </table>
749</div>
750<p><small>Note: Global ranks in parentheses.</small></p>
751                </div>
752            </div>
753        </div>
754    </section>
755
756    <section id="improvements" class="py-6 border-top-gray">
757        <div class="container">
758            <div class="row pb-3">
759                <div class="col-12 text-center pb-5" data-aos="fade-up">
760                    <h2>Continuing to improve the GTCI model</h2>
761                </div>
762                <div class="col-12 col-lg-10 col-xl-10 offset-lg-1 offset-xl-1 py-3" data-aos="fade-up">
763                    <div class="more-overview">
764                        <p>While the GTCI model has preserved its structural integrity over time, it continues to evolve through incremental refinements aimed at enhancing analytical precision and cross-country comparability. The 2025 framework introduces several methodological updates—both in terms of indicator composition and the computation of composite scores. These refinements incorporate new dimensions that reflect the contemporary drivers of talent competitiveness, most notably artificial intelligence adoption, workforce resilience, and employee wellbeing.</p>
765                    </div>
766                    <div class="more-content">
767                        <p>Following these updates, the GTCI 2025 model comprises 77 indicators across 135 countries, collectively representing over 97% of global GDP and 93% of the world’s population. Each annual iteration of the index undergoes independent statistical audit and sensitivity testing by the Joint Research Centre (JRC) of the European Commission, which has consistently validated the model’s robustness, coherence, and empirical soundness.</p>
768                        <p>The GTCI thus remains a theoretically grounded, empirically tested, and policy-relevant instrument for understanding and benchmarking the global geography of talent.</p>
769                        <p>The GTCI provides an approach to talent competitiveness issues that is comprehensive, action-oriented, analytical, and practical. As noted above, the GTCI is a composite index, which relies on a 
769simple but robust Input-Output model, composed of six pillars, as illustrated in Figure 1. As such, the GTCI generates three main indices that form the most visible focus for analysis, namely:</p>
770						<ol>
771							<li><strong>The Talent Competitiveness Input sub-index,</strong> which is composed of four pillars that describe the policies, resources, and efforts a particular country can harness to foster talent competitiveness. Pillar 1, Enable, reflects the extent to which the regulatory and business environments—including issues about competition, management practices, and the functioning of labour markets—create a favourable climate for talent to develop and thrive. The other three pillars describe the three levers of talent competitiveness, which focus respectively on what countries are doing to Attract (pillar 2), Grow (pillar 3), and Retain (pillar 4) talent. The Input sub-index is the simple arithmetic average of the scores registered on these four pillars.</li>
772							<li><strong>The Talent Competitiveness Output sub-index,</strong> which aims to describe and measure the quality of talent in a country resulting from the above policies, resources, and efforts. It is composed of two pillars describing the current situation of a particular country in terms of Vocational and Technical Skills (pillar 5) and Generalist Adaptive Skills (pillar 6). The Output sub-index is the simple arithmetic average of the scores obtained in these two pillars.</li>
773							<li><strong>The Global Talent Competitiveness Index (GTCI),</strong> which is calculated as the simple arithmetic average of the scores of each of the four Input pillars and two Output pillars outlined above.</li>
774						</ol>
775                    </div>
776                    <p class="more-toggle">
777                        <a href="#" class="btn btn-arrow">
778                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
779                        </a>
780                    </p>
781                </div>
782            </div>
783            <div class="row align-items-center py-4">
784                <div class="col-12 col-lg-6 order-1 order-lg-2" data-aos="fade-left">
785                    <h4 class="btn btn-primary mb-4"><strong class="px-4 py-2 font-size-h4">Enable</strong></h4>
786                    <div class="more-overview">
787                        <p><strong>Enabling</strong> talent reflects the institutional and economic conditions that allow individuals and firms to operate effectively.</p>
788                    </div>
789                    <div class="more-content">
790                        <p>It combines the strength of the regulatory environment, including government effectiveness, rule of law, regulatory quality, and low corruption, with the dynamism of markets such as competition levels, access to credit, innovation clusters, and the availability of digital infrastructure like mobile networks and internet-enabled schools. It also encompasses the business and labour context, indicated by labour rights, labour-employer cooperation, merit-based management, and the alignment between pay and productivity, as well as the adoption of technologies like enterprise software, cloud services, and firm-level digital presence. Together, these elements determine how easily talent can engage productively and whether the broader ecosystem supports innovation and growth.</p>
791                    </div>
792                    <p class="more-toggle">
793                        <a href="#" class="btn btn-arrow">
794                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
795                        </a>
796                    </p>
797                </div>
798                <div class="col-12 col-lg-6 text-center order-2 order-lg-1" data-aos="fade-right">
799                    <div class="m-4 p-4">
800                        <img class="hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/enable.jpg" alt="Enable">
801                    </div>
802                </div>
803            </div>
804            <hr>
805            <div class="row align-items-center py-4">
806                <div class="col-12 col-lg-6 order-1 order-lg-1" data-aos="fade-right">
807                    <h4 class="btn btn-primary mb-4"><strong class="px-4 py-2 font-size-h4">Attract</strong></h4>
808                    <div class="more-overview">
809                        <p><strong>Attracting</strong>
809 talent operates through both external and internal channels that determine who enters a country’s talent pool and under what conditions.</p>
810                    </div>
811                    <div class="more-content">
812                        <p>External openness reflects a nation’s ability to draw in globally valuable resources, captured through indicators such as the openness of FDI regulations, levels of financial globalisation, international student inflows, and the presence of AI-skilled migrants and other high-skilled newcomers. These elements reveal how welcoming a country is to foreign businesses, mobile specialists, and innovation-oriented groups seeking opportunity. Internal openness, by contrast, focuses on how effectively a country expands access for its own people by reducing structural barriers for women, minorities, and individuals from disadvantaged backgrounds. Measures of social mobility, tolerance, gender parity in high-skilled roles, and leadership opportunities for women indicate the degree to which domestic talent can fully participate and progress. Together, these dimensions show whether a country broadens its talent pool both by attracting skills from abroad and by opening pathways for underrepresented populations at home.</p>
813                    </div>
814                    <p class="more-toggle">
815                        <a href="#" class="btn btn-arrow">
816                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
817                        </a>
818                    </p>
819                </div>
820                <div class="col-12 col-lg-6 text-center order-2 order-lg-2" data-aos="fade-left">
821                    <div class="m-4 p-4">
822                        <img class="hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/attract.jpg" alt="Attract">
823                    </div>
824                </div>
825            </div>
826            <hr>
827            <div class="row align-items-center py-4">
828                <div class="col-12 col-lg-6 order-1 order-lg-2" data-aos="fade-left">
829                    <h4 class="btn btn-primary mb-4"><strong class="px-4 py-2 font-size-h4">Grow</strong></h4>
830                    <div class="more-overview">
831                        <p><strong>Growing</strong> talent encompasses the full spectrum of learning and development opportunities that shape individuals’ skills over time.</p>
832                    </div>
833                    <div class="more-content">
834                        <p>Formal education captures the strength of foundational systems through vocational and tertiary enrolment, spending levels, academic performance in core subjects, and the quality of top universities. Lifelong learning extends this by highlighting how firms and institutions support continuous learning, seen in indicators like the prevalence of employee training, participation in advanced business programmes, and overall commitment to workforce development. Access to growth opportunities further reflects how individuals gain experience and responsibility through organisational cultures that delegate authority, include youth in economic life, and enable broad participation in professional and social networks. Together, these elements demonstrate how effectively a country equips people not only with initial qualifications but also with the ongoing learning and exposure required to progress and adapt.</p>
835                    </div>
836                    <p class="more-toggle">
837                        <a href="#" class="btn btn-arrow">
838                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
839                        </a>
840                    </p>
841                </div>
842                <div class="col-12 col-lg-6 text-center order-2 order-lg-1" data-aos="fade-right">
843                    <div class="m-4 p-4">
844                        <img class="hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/grow.jpg" alt="Grow">
845                    </div>
846                </div>
847            </div>
848            <hr>
849            <div class="row align-items-center py-4">
850                <div class="col-12 col-lg-6 order-1 order-lg-1" data-aos="fade-right">
851                    <h4 class="btn btn-primary mb-4"><strong class="px-4 py-2 font-size-h4">Retain</strong></h4>
852                    <div class="more-overview">
853                        <p><strong>Retaining</strong> talent centres on the long-term conditions that make individuals choose to stay and build their futures in a country.</p>
854                    </div>
855                    <div class="more-content">
856                        <p>It includes personal and national sustainability factors such as pension coverage, social protection, environmental performance, household financial resilience, and the ability of the economy to avoid or withstand shocks, each of which contributes to a sense of stability and security. It also incorporates lifestyle elements that shape daily life, including personal rights and safety, access to physicians and sanitation, and overall wellbeing as captured by happiness and life-satisfaction metrics. These combined factors influence whether skilled people feel supported, safe, and fulfilled enough to remain, thereby sustaining a country's long-term talent base.</p>
857                    </div>
858                    <p class="more-toggle">
859                        <a href="#" class="btn btn-arrow">
860                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
861                        </a>
862                    </p>
863                </div>
864                <div class="col-12 col-lg-6 text-center order-2 order-lg-2" data-aos="fade-left">
865                    <div class="m-4 p-4">
866                        <img class="hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/retain.jpg" alt="Retain">
867                    </div>
868                </div>
869            </div>
870            <hr>
871            <div class="row align-items-center py-4">
872                <div class="col-12 col-lg-6 order-1 order-lg-2" data-aos="fade-left">
873                    <h4 class="btn btn-primary mb-4"><strong class="px-4 py-2 font-size-h4">Vocational and Technical Skills</strong></h4>
874                    <div class="more-overview">
875                        <p><strong>Vocational and Technical Skills</strong> (VT Skills), represent the mid-level capabilities that support the operational backbone of an economy and link education directly to employability.</p>
876                    </div>
877                    <div class="more-content">
878                        <p>The mid-level skills dimension captures the depth of the workforce with secondary education, the share of technicians and associate professionals, and the productivity that firms achieve per employee. These indicators show both the supply of technically trained workers and the extent to which their skills translate into effective performance. Employability complements this by assessing whether labour markets can absorb and utilise these workers, reflected in measures such as the ease of finding skilled employees, the relevance of education systems to economic needs, skills matching, and rates of unemployment among the highly educated. Together, these dimensions indicate how well a country develops and deploys vocational talent and whether its systems minimise mismatches between what workers can do and what employers require.</p>
879                    </div>
880                    <p class="more-toggle">
881                        <a href="#" class="btn btn-arrow">
882                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
883                        </a>
884                    </p>
885                </div>
886                <div class="col-12 col-lg-6 text-center order-2 order-lg-1" data-aos="fade-right">
887                    <div class="m-4 p-4">
888                        <img class="hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/vts.jpg" alt="Vocational and Technical Skills">
889                    </div>
890                </div>
891            </div>
892            <hr>
893            <div class="row align-items-center py-4">
894                <div class="col-12 col-lg-6 order-1 order-lg-1" data-aos="fade-right">
895                    <h4 class="btn btn-primary mb-4"><strong class="px-4 py-2 font-size-h4">Generalist Adaptive Skills</strong></h4>
896                    <div class="more-overview">
897                        <p><strong>Generalist Adaptive Skills</strong> (GA Skills), which had previously been known as Global Knowledge Skills, was relabelled in the 2025 edition to better represent the broad-based and collaborative skill sets increasingly demanded by contemporary labour markets.</p>
898                    </div>
899                    <div class="more-content">
900                        <p>This shift underscores the growing importance of adaptability, cognitive flexibility, and interdisciplinary problem-solving—competencies that are central to success in an era defined by digital transformation, automation, and continuous economic change. Such High-level skills, describe the creativity and problem-solving skills required by the workers in professional, managerial, or leadership roles. Their economic impact is evaluated by indicators around innovation, entrepreneurship, and the development of high-value industries.</p>
901                    </div>
902                    <p class="more-toggle">
903                        <a href="#" class="btn btn-arrow">
904                            <span>Read more <span class="custom-arrow custom-arrow-text"><svg version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewBox="0 0 20 8" style="enable-background:new 0 0 20 8;" xml:space="preserve"><polygon points="15.6,0.1 14.9,0.9 17.9,3.5 0,3.5 0,4.5 17.9,4.5 14.9,7.1 15.6,7.9 20,4 "></polygon></svg></span></span>
905                        </a>
906                    </p>
907                </div>
908                <div class="col-12 col-lg-6 text-center order-2 order-lg-2" data-aos="fade-left">
909                    <div class="m-4 p-4">
910                        <img class="hover-animation" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/2025/analysis/gas.jpg" alt="Generalist Adaptive Skills">
911                    </div>
912                </div>
913            </div>
914        </div>
915    </section>
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1092
1093<script id="gtci-scripts-js" src="https://www.globaltalentcompetitivenessindex.org/wp-content/themes/gtci/assets/js/scripts.js?ver=1.2.0"></script>
vendor: 1 bytes, line 1093
1093
1094<script id="underscore-js" src="https://www.globaltalentcompetitivenessindex.org/wp-includes/js/underscore.min.js?ver=1.13.8"></script>
vendor: 1 bytes, line 1094
1094
1095<script id="backbone-js" src="https://www.globaltalentcompetitivenessindex.org/wp-includes/js/backbone.min.js?ver=1.6.1"></script>
vendor: 1 bytes, line 1095
1095
1096<script id="nf-front-end-deps-js" src="https://www.globaltalentcompetitivenessindex.org/wp-content/plugins/ninja-forms/assets/js/min/front-end-deps.js?ver=3.15.4"></script>
vendor: 1 bytes, line 1096
1096
1097<script id="nf-front-end-js-extra">
1098var nfi18n = {"ninjaForms":"Ninja Forms","changeEmailErrorMsg":"Please enter a valid email address!","changeDateErrorMsg":"Please enter a valid date!","confirmFieldErrorMsg":"These fields must match!","fieldNumberNumMinError":"Number Min Error","fieldNumberNumMaxError":"Number Max Error","fieldNumberIncrementBy":"Please increment by ","fieldTextareaRTEInsertLink":"Insert Link","fieldTextareaRTEInsertMedia":"Insert Media","fieldTextareaRTESelectAFile":"Select a file","tableInsertRowAbove":"Insert Row Above","tableInsertRowBelow":"Insert Row Below","tableInsertColumnLeft":"Insert Column Left","tableInsertColumnRight":"Insert Column Right","tableDeleteRow":"Delete Row","tableDeleteColumn":"Delete Column","tableDeleteTable":"Delete Table","tableLegacyNotice":"This content has tables in the old editor format. Custom styles are preserved until converted. Editing will update to the new format.","tableLegacyConvert":"Convert Now","tableInsertTable":"Insert Table","dismiss":"Dismiss","insertLink":"Insert Link","formErrorsCorrectErrors":"Please correct errors before submitting this form.","formHoneypot":"If you are a human seeing this field, please leave it empty.","validateRequiredField":"This is a required field.","honeypotHoneypotError":"Honeypot Error","fileUploadOldCodeFileUploadInProgress":"File Upload in Progress.","fileUploadOldCodeFileUpload":"FILE UPLOAD","currencySymbol":"$","fieldsMarkedRequired":"Fields marked with an \u003Cspan class=\"ninja-forms-req-symbol\"\u003E*\u003C/span\u003E are required","thousands_sep":",","decimal_point":".","siteLocale":"en_US","dateFormat":"m/d/Y","startOfWeek":"1","of":"of","previousMonth":"Previous Month","nextMonth":"Next Month","months":["January","February","March","April","May","June","July","August","September","October","November","December"],"monthsShort":["Jan","Feb","Mar","Apr","May","Jun","Jul","Aug","Sep","Oct","Nov","Dec"],"weekdays":["Sunday","Monday","Tuesday","Wednesday","Thursday","Friday","Saturday"],"weekdaysShort":["Sun","Mon","Tue","Wed","Thu","Fri","Sat"],"weekdaysMin":["Su","Mo","Tu","We","Th","Fr","Sa"],"recaptchaConsentMissing":"reCaptcha validation couldn't load.","recaptchaMissingCookie":"reCaptcha v3 validation couldn't load the cookie needed to submit the form.","recaptchaConsentEvent":"Accept reCaptcha cookies before sending the form.","hourPlaceholder":"Hour","minutePlaceholder":"Minute","am":"AM","pm":"PM"};
1099var nfFrontEnd = {"adminAjax":"https://www.globaltalentcompetitivenessindex.org/wp-admin/admin-ajax.php","ajaxNonce":"6938ef6954","requireBaseUrl":"https://www.globaltalentcompetitivenessindex.org/wp-content/plugins/ninja-forms/assets/js/","use_merge_tags":{"user":{"address":"address","textbox":"textbox","button":"button","checkbox":"checkbox","city":"city","confirm":"confirm","date":"date","email":"email","firstname":"firstname","html":"html","hcaptcha":"hcaptcha","hidden":"hidden","lastname":"lastname","listcheckbox":"listcheckbox","listcountry":"listcountry","listimage":"listimage","listmultiselect":"listmultiselect","listradio":"listradio","listselect":"listselect","liststate":"liststate","note":"note","number":"number","password":"password","passwordconfirm":"passwordconfirm","product":"product","quantity":"quantity","recaptcha":"recaptcha","recaptcha_v3":"recaptcha_v3","repeater":"repeater","shipping":"shipping","signature":"signature","spam":"spam","starrating":"starrating","submit":"submit","terms":"terms","textarea":"textarea","total":"total","turnstile":"turnstile","unknown":"unknown","zip":"zip","hr":"hr"},"post":{"address":"address","textbox":"textbox","button":"button","checkbox":"checkbox","city":"city","confirm":"confirm","date":"date","email":"email","firstname":"firstname","html":"html","hcaptcha":"hcaptcha","hidden":"hidden","lastname":"lastname","listcheckbox":"listcheckbox","listcountry":"listcountry","listimage":"listimage","listmultiselect":"listmultiselect","listradio":"listradio","listselect":"listselect","liststate":"liststate","note":"note","number":"number","password":"password","passwordconfirm":"passwordconfirm","product":"product","quantity":"quantity","re
1099captcha":"recaptcha","recaptcha_v3":"recaptcha_v3","repeater":"repeater","shipping":"shipping","signature":"signature","spam":"spam","starrating":"starrating","submit":"submit","terms":"terms","textarea":"textarea","total":"total","turnstile":"turnstile","unknown":"unknown","zip":"zip","hr":"hr"},"system":{"address":"address","textbox":"textbox","button":"button","checkbox":"checkbox","city":"city","confirm":"confirm","date":"date","email":"email","firstname":"firstname","html":"html","hcaptcha":"hcaptcha","hidden":"hidden","lastname":"lastname","listcheckbox":"listcheckbox","listcountry":"listcountry","listimage":"listimage","listmultiselect":"listmultiselect","listradio":"listradio","listselect":"listselect","liststate":"liststate","note":"note","number":"number","password":"password","passwordconfirm":"passwordconfirm","product":"product","quantity":"quantity","recaptcha":"recaptcha","recaptcha_v3":"recaptcha_v3","repeater":"repeater","shipping":"shipping","signature":"signature","spam":"spam","starrating":"starrating","submit":"submit","terms":"terms","textarea":"textarea","total":"total","turnstile":"turnstile","unknown":"unknown","zip":"zip","hr":"hr"},"fields":{"address":"address","textbox":"textbox","button":"button","checkbox":"checkbox","city":"city","confirm":"confirm","date":"date","email":"email","firstname":"firstname","html":"html","hcaptcha":"hcaptcha","hidden":"hidden","lastname":"lastname","listcheckbox":"listcheckbox","listcountry":"listcountry","listimage":"listimage","listmultiselect":"listmultiselect","listradio":"listradio","listselect":"listselect","liststate":"liststate","note":"note","number":"number","password":"password","passwordconfirm":"passwordconfirm","product":"product","quantity":"quantity","recaptcha":"recaptcha","recaptcha_v3":"recaptcha_v3","repeater":"repeater","shipping":"shipping","signature":"signature","spam":"spam","starrating":"starrating","submit":"submit","terms":"terms","textarea":"textarea","total":"total","turnstile":"turnstile","unknown":"unknown","zip":"zip","hr":"hr"},"calculations":{"html":"html","hidden":"hidden","note":"note","unknown":"unknown"}},"opinionated_styles":"","filter_esc_status":"false","nf_consent_status_response":[]};
1100var nfInlineVars = [];
1101//# sourceURL=nf-front-end-js-extra
1102</script>
vendor: 1 bytes, line 1102
1102
1103<script id="nf-front-end-js" src="https://www.globaltalentcompetitivenessindex.org/wp-content/plugins/ninja-forms/assets/js/min/front-end.js?ver=3.15.4"></script>
vendor: 1 bytes, line 1103
1103
1104<script id="wp-emoji-settings" type="application/json">
1105{"baseUrl":"https://s.w.org/images/core/emoji/17.0.2/72x72/","ext":".png","svgUrl":"https://s.w.org/images/core/emoji/17.0.2/svg/","svgExt":".svg","source":{"concatemoji":"https://www.globaltalentcompetitivenessindex.org/wp-includes/js/wp-emoji-release.min.js?ver=745c6966099e078dd42529d943a8bc03"}}
1106</script>
vendor: 1 bytes, line 1106
1106
1107<script type="module">
1108/*! This file is auto-generated */
1109var e="script#wp-emoji-settings",t=document.querySelector(e);if(!(t instanceof HTMLScriptElement))throw new Error("Element missing: "+e);const r=JSON.parse(t.text),s=(window._wpemojiSettings=r,"wpEmojiSettingsSupports"),o=["flag","emoji"];function i(e){try{var t={supportTests:e,timestamp:(new Date).valueOf()};sessionStorage.setItem(s,JSON.stringify(t))}catch(e){}}function c(e,t,n){e.clearRect(0,0,e.canvas.width,e.canvas.height),e.fillText(t,0,0);t=new Uint32Array(e.getImageData(0,0,e.canvas.width,e.canvas.height).data);e.clearRect(0,0,e.canvas.width,e.canvas.height),e.fillText(n,0,0);const r=new Uint32Array(e.getImageData(0,0,e.canvas.width,e.canvas.height).data);return t.every((e,t)=>e===r[t])}function p(e,t){e.clearRect(0,0,e.canvas.width,e.canvas.height),e.fillText(t,0,0);var n=e.getImageData(16,16,1,1);for(let e=0;e<n.data.length;e++)if(0!==n.data[e])return!1;return!0}function u(e,t,n,r){switch(t){case"flag":return n(e,"\ud83c\udff3\ufe0f\u200d\u26a7\ufe0f","\ud83c\udff3\ufe0f\u200b\u26a7\ufe0f")?!1:!n(e,"\ud83c\udde8\ud83c\uddf6","\ud83c\udde8\u200b\ud83c\uddf6")&&!n(e,"\ud83c\udff4\udb40\udc67\udb40\udc62\udb40\udc65\udb40\udc6e\udb40\udc67\udb40\udc7f","\ud83c\udff4\u200b\udb40\udc67\u200b\udb40\udc62\u200b\udb40\udc65\u200b\udb40\udc6e\u200b\udb40\udc67\u200b\udb40\udc7f");case"emoji":return!r(e,"\ud83e\u1fac8")}return!1}function f(e,t,n,r){let a;const s=(a="undefined"!=typeof WorkerGlobalScope&&self instanceof WorkerGlobalScope?new OffscreenCanvas(300,150):document.createElement("canvas")).getContext("2d",{willReadFrequently:!0}),o=(s.textBaseline="top",s.font="600 32px Arial",{});return e.forEach(e=>{o[e]=t(s,e,n,r)}),o}function a(e){var t=document.createElement("script");t.src=e,t.defer=!0,document.head.appendChild(t)}r.supports={everything:!0,everythingExceptFlag:!0},new Promise(t=>{let n=function(){try{var e=JSON.parse(sessionStorage.getItem(s));if("object"==typeof e&&"number"==typeof e.timestamp&&(new Date).valueOf()<e.timestamp+604800&&"object"==typeof e.supportTests)return e.supportTests}catch(e){}return null}();if(!n){if("undefined"!=typeof Worker&&"undefined"!=typeof OffscreenCanvas&&"undefined"!=typeof URL&&URL.createObjectURL&&"undefined"!=typeof Blob)try{var e="postMessage("+f.toString()+"("+[JSON.stringify(o),u.toString(),c.toString(),p.toString()].join(",")+"));",r=new Blob([e],{type:"text/javascript"});const a=new Worker(URL.createObjectURL(r),{name:"wpTestEmojiSupports"});return void(a.onmessage=e=>{i(n=e.data),a.terminate(),t(n)})}catch(e){}i(n=f(o,u,c,p))}t(n)}).then(e=>{for(const n in e)r.supports[n]=e[n],r.supports.everything=r.supports.everything&&r.supports[n],"flag"!==n&&(r.supports.everythingExceptFlag=r.supports.everythingExceptFlag&&r.supports[n]);var t;r.supports.everythingExceptFlag=r.supports.everythingExceptFlag&&!r.supports.flag,r.supports.everything||((t=r.source||{}).concatemoji?a(t.concatemoji):t.wpemoji&&t.twemoji&&(a(t.twemoji),a(t.wpemoji)))});
1110//# sourceURL=https://www.globaltalentcompetitivenessindex.org/wp-includes/js/wp-emoji-loader.min.js
1111</script>
vendor: 1 bytes, line 1111
1111
1112<script id="tmpl-nf-layout" type="text/template">
1113	<#
1114	var headingLevel = data.settings.form_title_heading_level;
1115	headingLevel = ( typeof headingLevel === 'number' || typeof headingLevel === 'string' ) && /^[1-6]$/.test( headingLevel ) ? headingLevel : 3;
1116	#>
1117	<span id="nf-form-title-{{{ data.id }}}" class="nf-form-title">
1118		{{{ ( 1 == data.settings.show_title ) ? '<h' + headingLevel + '>' + data.settings.title + '</h' + headingLevel + '>' : '' }}}
1119	</span>
1120	<div class="nf-form-wrap ninja-forms-form-wrap">
1121		<div class="nf-response-msg"></div>
1122		<div class="nf-debug-msg"></div>
1123		<div class="nf-before-form"></div>
1124		<div class="nf-form-layout"></div>
1125		<div class="nf-after-form"></div>
1126	</div>
1127</script>
1127
1128
1129<script id="tmpl-nf-empty" type="text/template">
1130
1131</script>
vendor: 1 bytes, line 1131
1131
1132<script id="tmpl-nf-before-form" type="text/template">
1133	{{{ data.beforeForm }}}
1134</script>
1134<script id="tmpl-nf-after-form" type="text/template">
1135	{{{ data.afterForm }}}
1136</script>
1136<script id="tmpl-nf-before-fields" type="text/template">
1137    <div class="nf-form-fields-required">{{{ data.renderFieldsMarkedRequired() }}}</div>
1138    {{{ data.beforeFields }}}
1139</script>
1139<script id="tmpl-nf-after-fields" type="text/template">
1140    {{{ data.afterFields }}}
1141    <div id="nf-form-errors-{{{ data.id }}}" class="nf-form-errors" role="alert"></div>
1142    <div class="nf-form-hp"></div>
1143</script>
vendor: 1 bytes, line 1143
1143
1144<script id="tmpl-nf-before-field" type="text/template">
1145    {{{ data.beforeField }}}
1146</script>
1146<script id="tmpl-nf-after-field" type="text/template">
1147    {{{ data.afterField }}}
1148</script>
1148<script id="tmpl-nf-form-layout" type="text/template">
1149	<form>
1150		<div>
1151			<div class="nf-before-form-content"></div>
1152			<div class="nf-form-content {{{ data.element_class }}}"></div>
1153			<div class="nf-after-form-content"></div>
1154		</div>
1155	</form>
1156</script>
1156<script id="tmpl-nf-form-hp" type="text/template">
1157	<label id="nf-label-field-hp-{{{ data.id }}}" for="nf-field-hp-{{{ data.id }}}" aria-hidden="true">
1158		{{{ nfi18n.formHoneypot }}}
1159		<input id="nf-field-hp-{{{ data.id }}}" name="nf-field-hp" class="nf-element nf-field-hp" type="text" value="" aria-labelledby="nf-label-field-hp-{{{ data.id }}}" />
1160	</label>
1161</script>
vendor: 1 bytes, line 1161
1161
1162<script id="tmpl-nf-field-layout" type="text/template">
1163    <div id="nf-field-{{{ data.id }}}-container" class="nf-field-container {{{ data.type }}}-container {{{ data.renderContainerClass() }}}" data-testid="nf-field-{{{ data.key }}}" data-nf-field-type="{{{ data.type }}}">
1164        <div class="nf-before-field"></div>
1165        <div class="nf-field"></div>
1166        <div class="nf-after-field"></div>
1167    </div>
1168</script>
vendor: 1 bytes, line 1168
1168
1169<script id="tmpl-nf-field-before" type="text/template">
1170    {{{ data.beforeField }}}
1171</script>
1171<script id="tmpl-nf-field-after" type="text/template">
1172    <#
1173    /*
1174     * Render our input limit section if that setting exists.
1175     */
1176    #>
1177    <div class="nf-input-limit"></div>
1178    <#
1179    /*
1180     * Render our error section if we have an error.
1181     */
1182    #>
1183    <div id="nf-error-{{{ data.id }}}" class="nf-error-wrap nf-error" role="alert" aria-live="assertive"></div>
1184    <#
1185    /*
1186     * Render any custom HTML after our field.
1187     */
1188    #>
1189    {{{ data.afterField }}}
1190</script>
vendor: 1 bytes, line 1190
1190
1191<script id="tmpl-nf-field-wrap" type="text/template">
1192	<div id="nf-field-{{{ data.id }}}-wrap" class="{{{ data.renderWrapClass() }}}" data-field-id="{{{ data.id }}}">
1193		<#
1194		/*
1195		 * This is our main field template. It's called for every field type.
1196		 * Note that must have ONE top-level, wrapping element. i.e. a div/span/etc that wraps all of the template.
1197		 */
1198        #>
1199		<#
1200		/*
1201		 * Render our label.
1202		 */
1203        #>
1204		{{{ data.renderLabel() }}}
1205		<#
1206		/*
1207		 * Render our field element. Uses the template for the field being rendered.
1208		 */
1209        #>
1210		<div class="nf-field-element">{{{ data.renderElement() }}}</div>
1211		<#
1212		/*
1213		 * Render our Description Text.
1214		 */
1215        #>
1216		{{{ data.renderDescText() }}}
1217	</div>
1218</script>
vendor: 1 bytes, line 1218
1218
1219<script id="tmpl-nf-field-wrap-no-label" type="text/template">
1220    <div id="nf-field-{{{ data.id }}}-wrap" class="{{{ data.renderWrapClass() }}}" data-field-id="{{{ data.id }}}">
1221        <div class="nf-field-label"></div>
1222        <div class="nf-field-element">{{{ data.renderElement() }}}</div>
1223        <div class="nf-error-wrap"></div>
1224    </div>
1225</script>
vendor: 1 bytes, line 1225
1225
1226<script id="tmpl-nf-field-wrap-no-container" type="text/template">
1227
1228        {{{ data.renderElement() }}}
1229
1230        <div class="nf-error-wrap"></div>
1231</script>
vendor: 1 bytes, line 1231
1231
1232<script id="tmpl-nf-field-label" type="text/template">
1233	<div class="nf-field-label">
1234		<# if ( data.type === "listcheckbox" || data.type === "listradio" || data.type === "listimage" || data.type === "date" || data.type === "starrating" || data.type === "signature" || data.type === "html" || data.type === "hr" ) { #>
1235			<span id="nf-label-field-{{{ data.id }}}"
1236				class="nf-label-span {{{ data.renderLabelClasses() }}}">
1237					{{{ ( data.maybeFilterHTML() === 'true' ) ? _.escape( data.label ) : data.label }}} {{{ ( 'undefined' != typeof data.required && 1 == data.required ) ? '<span class="ninja-forms-req-symbol">*</span>' : '' }}} 
1238					{{{ data.maybeRenderHelp() }}}
1239			</span>
1240		<# } else { #>
1241			<label for="nf-field-{{{ data.id }}}"
1242					id="nf-label-field-{{{ data.id }}}"
1243					class="{{{ data.renderLabelClasses() }}}">
1244						{{{ ( data.maybeFilterHTML() === 'true' ) ? _.escape( data.label ) : data.label }}} {{{ ( 'undefined' != typeof data.required && 1 == data.required ) ? '<span class="ninja-forms-req-symbol">*</span>' : '' }}} 
1245						{{{ data.maybeRenderHelp() }}}
1246			</label>
1247		<# } #>
1248	</div>
1249</script>
vendor: 1 bytes, line 1249
1249
1250<script id="tmpl-nf-field-error" type="text/template">
1251	<div class="nf-error-msg nf-error-{{{ data.id }}}" aria-live="assertive">{{{ data.msg }}}</div>
1252</script>
1252<script id="tmpl-nf-form-error" type="text/template">
1253	<div class="nf-error-msg nf-error-{{{ data.id }}}">{{{ data.msg }}}</div>
1254</script>
1254<script id="tmpl-nf-field-input-limit" type="text/template">
1255    {{{ data.currentCount() }}} {{{ nfi18n.of }}} {{{ data.input_limit }}} {{{ data.input_limit_msg }}}
1256</script>
1256<script id="tmpl-nf-field-null" type="text/template">
1257</script>
1257<script id="tmpl-nf-field-html" type="text/template">
1258    {{{ data.value }}}
1259</script>
1259
1260
1261
1262<script id='tmpl-nf-field-input' type='text/template'>
1263    <input id="nf-field-{{{ data.id }}}" name="nf-field-{{{ data.id }}}" aria-invalid="false" aria-describedby="<# if( data.desc_text ) { #>nf-description-{{{ data.id }}} <# } #>nf-error-{{{ data.id }}}" class="{{{ data.renderClasses() }}} nf-element" type="text" value="{{{ _.escape( data.value ) }}}" {{{ data.renderPlaceholder() }}} {{{ data.maybeDisabled() }}}
1264           aria-labelledby="nf-label-field-{{{ data.id }}}"
1265
1266            {{{ data.maybeRequired() }}}
1267    >
1268</script>
vendor: 1 bytes, line 1268
1268
1269<script id="tmpl-nf-field-textbox" type="text/template">
1270	<input
1271		type="text"
1272		value="{{{ _.escape( data.value ) }}}"
1273		class="{{{ data.renderClasses() }}} nf-element"
1274		{{{ data.renderPlaceholder() }}}
1275		{{{ data.maybeDisabled() }}}
1276		{{{ data.maybeInputLimit() }}}
1277		id="nf-field-{{{ data.id }}}"
1278		name="{{ data.custom_name_attribute || 'nf-field-' + data.id + '-' + data.type }}"
1279		{{{ data.maybeDisableAutocomplete() }}}
1280		aria-invalid="false"
1281		aria-describedby="<# if( data.desc_text ) { #>nf-description-{{{ data.id }}} <# } #>nf-error-{{{ data.id }}}"
1282		aria-labelledby="nf-label-field-{{{ data.id }}}"
1283		{{{ data.maybeRequired() }}}
1284	>
1285</script>
vendor: 1 bytes, line 1285
1285
1286<script id="tmpl-nf-field-email" type="text/template">
1287	<input
1288		type="email"
1289		value="{{{ _.escape( data.value ) }}}"
1290		class="{{{ data.renderClasses() }}} nf-element"
1291		id="nf-field-{{{ data.id }}}"
1292		name="{{ data.custom_name_attribute || 'nf-field-' + data.id + '-' + data.type }}"
1293		{{{data.maybeDisableAutocomplete()}}}
1294		{{{ data.renderPlaceholder() }}}
1295		{{{ data.maybeDisabled() }}}
1296		aria-invalid="false"
1297		aria-describedby="<# if( data.desc_text ) { #>nf-description-{{{ data.id }}} <# } #>nf-error-{{{ data.id }}}"
1298		aria-labelledby="nf-label-field-{{{ data.id }}}"
1299		{{{ data.maybeRequired() }}}
1300	>
1301</script>
vendor: 1 bytes, line 1301
1301
1302<script id="tmpl-nf-field-listradio" type="text/template">
1303    <ul aria-describedby="<# if( data.desc_text ) { #>nf-description-{{{ data.id }}} <# } #>nf-error-{{{ data.id }}}">
1304        {{{ data.renderOptions() }}}
1305    </ul>
1306</script>
1306
1307
1308<script id='tmpl-nf-field-listradio-option' type='text/template'>
1309    <# if ( ! data.visible ) { return '' } #>
1310    <li>
1311        <input type="radio"
1312               id="nf-field-{{{ data.fieldID }}}-{{{ data.index }}}"
1313               name="nf-field-{{{ data.fieldID }}}"
1314               class="{{{ data.classes }}} nf-element {{{ ( data.value == data.currentValue  || 1 == data.selected ) ? 'nf-checked' : '' }}}" value="{{{ _.escape( data.value ) }}}" {{{ ( data.value == data.currentValue  || 1 == data.selected ) ? 'checked="checked"' : '' }}}
1315            aria-labelledby="nf-label-class-field-{{{ data.fieldID }}}-{{{ data.index }}}"
1316            <# if( data.required ) { #>
1317			required aria-required="true"
1318			<# } #>
1319        >
1320        <label for="nf-field-{{{ data.fieldID }}}-{{{ data.index }}}"
1321               id="nf-label-class-field-{{{ data.fieldID }}}-{{{ data.index }}}" class="{{{ ( data.value == data.currentValue  || 1
1322                       ==
1323               data.selected ) ? 'nf-checked-label' : '' }}}">{{{ data.label }}}</label>
1324    </li>
1325</script>
1325
1326
1327<script id='tmpl-nf-field-listradio-other' type='text/template'>
1328    <li>
1329        <input type="radio" name="nf-field-{{{ data.fieldID }}}" class="{{{ data.classes }}} nf-element" value="nf-other" {{{ ( ! data.valueFound ) ? 'checked="checked"' : '' }}}> <label>Other {{{ data.renderOtherText() }}}</label>
1330    </li>
1331</script>
1331
1332
1333<script id='tmpl-nf-field-listradio-other-text' type='text/template'>
1334    <input type="text" name="nf-field-{{{ data.fieldID }}}" class="nf-element" value="{{{ data.currentValue }}}">
1335</script>
vendor: 1 bytes, line 1335
1335
1336<script id="tmpl-nf-field-submit" type="text/template">
1337
1338<# 
1339let myType = data.type
1340if('save'== data.type){
1341	myType = 'button'
1342}
1343#>
1344<input id="nf-field-{{{ data.id }}}" class="{{{ data.renderClasses() }}} nf-element " type="{{{myType}}}" value="{{{ ( data.maybeFilterHTML() === 'true' ) ? _.escape( data.label ) : data.label }}}" {{{ ( data.disabled ) ? 'aria-disabled="true" disabled="true"' : '' }}}>
1345
1346</script>
1346<script id='tmpl-nf-field-button' type='text/template'>
1347    <button id="nf-field-{{{ data.id }}}" name="nf-field-{{{ data.id }}}" class="{{{ data.classes }}} nf-element">
1348        {{{ ( data.maybeFilterHTML() === 'true' ) ? _.escape( data.label ) : data.label }}}
1349    </button>
1350</script>
1350
1351</body>
1352
1353</html>

Line numbers count LF bytes from the start of the resource, as the search results do. Vendor segments are library code the classifier recognised; they are stored but not indexed. Bytes are shown as Latin1 characters, one per byte.