Global Talent Competitiveness Index 2025 (GTCI): Global Signals… Where Does Egypt Stand? And a Practical Reform Roadmap

1) Data Card

2) Methodology & Pillars (Precise Summary)

GTCI is built on an Input–Output model with six pillars: four “input” pillars reflecting what countries do to build talent systems, and two “output” pillars capturing skills outcomes and results. (GTCI)

Official pillars (EN) — what they measure (in brief)

• Enable: Institutional, regulatory, and market conditions that allow talent systems to function effectively.
• Attract: Ability to attract firms and talented people through external and internal openness.
• Grow: Skills development through education, lifelong learning, and growth opportunities.
• Retain: Sustainability and quality-of-life factors supporting talent retention.
• Vocational & Technical Skills (VT): Mid-level skills, employability, and productivity-related outcomes.
• Generalist Adaptive Skills (GA): Higher-level and adaptive skills, and talent impact on the economy and innovation.

3) Global & Regional Signals

(A) Top 5 globally (GTCI 2025)

(B) Broad patterns

• High-income economies dominate the top ranks; Europe accounts for 18 of the top 25 in 2025. (Countries)
• Singapore leads the ranking for the first time according to the official results view. (Countries)

(C) Regional note: Northern Africa and Western Asia

The regional top three (highest-ranked in the region) are: Israel (23rd globally), United Arab Emirates (25th), and Cyprus (30th). (Countries)

4) Egypt’s Performance (Facts)

(A) Egypt’s position in 2025

• Global rank: 94 out of 135.
• GTCI score: 36.62.
• Region: Northern Africa and Western Asia; Egypt ranks 16 out of 19 within the region.
• Income group: Lower-middle income; Egypt ranks 11 within its income group.

(B) Strongest 3 components ▸ Weakest 3 components

Based on the “Egypt – Country Brief” accompanying the release:

• Strengths: Formal Education ▸ Mid-level Skills ▸ Lifelong Learning.
• Needs improvement: External Openness ▸ Business & Labour Landscape ▸ Internal Openness.

(C) Benchmarking vs. income group and region + time glimpse

• Across sub-pillars, Egypt performs above the lower-middle income average in 10 of 14 sub-pillars, while outperforming the regional average in 2 of 14.
• Over 2015–2025, Egypt’s rank ranges between 104 and 97, with a slightly better average in 2020–2025 vs. 2015–2019 (per the country brief).

5) Compact Tables / Lists

Table 1: Pillar ↔ Sub-pillar ↔ Egypt status (official-source-based)

Table 2 (optional): Top 5 globally + score gap vs. Egypt

6) Performance Gaps & Improvement Priorities (Top 5)

1. External openness: Improve instruments to attract priority skills and businesses linked to international mobility → direct impact on investment and innovation → targeted regulatory clarity and facilitation package.
2. Business & labour landscape: Strengthen labour-market efficiency and collaboration in the business environment → raises productivity and reduces skill bottlenecks → structured government–private sector partnership program.
3. Internal openness: Address inclusion and social-mobility constraints → broadens access to education and job opportunities → targeted interventions for lower-access groups/regions.
4. Turning skills into outcomes: Close the “conversion gap” between education/training inputs and employment outcomes → increases returns on human-capital investment → labour-market skills measurement and program alignment reform.
5. Lifelong learning inside firms: Expand workplace training uptake and link it to productivity → supports workforce resilience → training incentives + professional certification + sector KPI tracking.

7) Reform Roadmap (6–24 months)

8) Focused Conclusion

The GTCI 2025 results suggest Egypt’s position requires a dual reading: clear strengths in areas such as formal education, mid-level skills, and lifelong learning, alongside gaps related to external openness, the business & labour landscape, and internal openness. For ENCC, the next step is not to “restate the rank”, but to convert results into a measurable improvement program: (1) diagnose conversion gaps from inputs to outputs, (2) set five actionable priorities, and (3) track delivery through KPIs over 6–24 months, with periodic benchmarking updates using official tables.

9) Selected Official References

• INSEAD landing page: https://www.insead.edu/global-indices/global-talent-competitiveness-index
• GTCI 2025 report (PDF): https://www.globaltalentcompetitivenessindex.org/wp-content/uploads/reports/2025/global-talent-competitiveness-index-2025.pdf
• Official data tables: https://www.globaltalentcompetitivenessindex.org/data-tables/
• Countries & regional view: https://www.globaltalentcompetitivenessindex.org/countries/

10) Publishing Link Bundle

10.1 Proposed internal links (ENCC)

• FS 2.0 for the release: (To be published) — ENCC_FS20_GTCI_2025
• International comparison (5 countries) + extended comparison: (To be published)
• Infographic + slide deck (5–7 slides) + internal insight brief: (To be published)
• Monitoring note for roadmap implementation: (To be published)

10.2 Further reading (official)

• “Analysis” page: https://www.globaltalentcompetitivenessindex.org/analysis/
• Data tables by pillar: https://www.globaltalentcompetitivenessindex.org/data-tables/