This is the ninth edition of the Global Talent Competitiveness Index (GTCI). It is being released in a period of high uncertainty, and against the background of many changes that could deeply affect the global talent scene.

The theme of this year’s report, however, is one that we could have selected for any of the previous nine years: inequalities remain high in today’s world, particularly on the global talent scene. However, COVID taught us many important lessons in this regard. One of them is that in times of crises, the weakest are the ones who suffer most. Another is that, under extreme conditions, what looked impossible sometimes becomes feasible, and our view of the future changes in the process.

Our views on talent inequalities are hence different from the one we might have had a few years ago. It is both more dramatic and more thought-provoking.

As we approach celebrating the 10th anniversary of the GTCI, we are happy to welcome a new sponsor—one who is also a historic sponsor: Singapore’s Human Capital Leadership Institute (HCLI) was indeed one of the early sponsors of the GTCI (2013–17), and we are happy to see this fruitful association renewed in 2022.

From a practical and logistical point of view, we are continuing with our strategy of minimising the environmental impact of GTCI production and dissemination, hence the report is again produced almost exclusively in electronic format. It also remains accessible for free through dedicated websites hosted by INSEAD and Portulans Institute.

From a methodological point of view, the GTCI framework has not changed significantly from previous years, although some indicators have been added or modified, partly as a result of the discontinuation of a few data sources and new types of data being available. While continuity in this respect is important to benefit from solid time series (which has become a core basis of the GTCI’s analyses), we always strive to keep the index current, so it benefits from the best available data sources. With its global coverage and wide range of variables, the GTCI continues to broaden its readership and to be used as a reference of choice by governments, business, and talent experts around the world.

Its city component is also rapidly gathering a large audience. This year’s edition includes 133 countries in the GTCI, while coverage in the city index has increased to 175 cities (up from 155 cities last year).

Once again, the purpose of the GTCI is to be a tool for action. It continues to be our hope that the data, inputs, and considerations contained in the following pages can be of value to the decision-makers of private and public organisations involved in talent and job creation.

As in previous years, we wish to direct special thanks to the European Commission Joint Research Centre (JRC), which has continued its highly professional and constructive evaluation of the strengths and weaknesses of the GTCI model. Finally, we acknowledge with gratitude the continued support of our prestigious Advisory Board.

The GTCI continues to be a work in progress, fed by the reactions, suggestions, and criticisms received from its increasing circle of readers and users. We hence look forward to hearing more from you about the report and how we can make it even better in the future.