COMMISSION STAFF WORKING DOCUMENT Strategic engagement for gender equality 2016-2019

EN EN
EUROPEAN
COMMISSION
Brussels, 3.12.2015
SWD(2015) 278 final
COMMISSION STAFF WORKING DOCUMENT
Strategic engagement for gender equality 2016-2019
Europaudvalget 2015
SWD (2015) 0278
Offentligt
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1. INTRODUCTION
Promoting gender equality is a core activity for the EU: equality between women and
men is a fundamental EU value,1
an EU objective2
and a driver for economic growth.3
The Union shall aim to promote equality between men and women in all its activities.4
The Commission’s 2010-2015 strategy for equality between women and men5
prioritised five key areas for action:
¾ equal economic independence for women and men;
¾ equal pay for work of equal value;
¾ equality in decision-making;
¾ dignity, integrity and ending gender-based violence; and
¾ promoting gender equality beyond the EU.
Progress has been achieved in recent years,6
as witnessed, for example, by the highest
employment rate ever recorded for women (64 % in 2014) and their increasing
participation in economic decision-making. However, this upward trend is offset by
persistent inequality in other areas, e.g. in terms of pay and earnings.
All five key areas identified in 2010 remain valid today. Action over the past five years
to address gender inequalities needs more time to secure the necessary changes and
support in the form of new measures in these areas. At the same time, recent socio-
economic changes resulting from the economic crisis, the rapid spread of digital
technology and immigration and integration impact on gender equality.
Therefore, as set out in its 2016 work programme,7
the Commission will continue its
practical work to promote gender equality. Action will continue with a focus on all the
five priority areas. Efforts are required of all actors if we are to achieve real equality
between women and men in all spheres of life within the EU and elsewhere. This
"Strategic engagement for gender equality 2016-2019" is a reference framework for
increased effort at all levels, be they European, national, regional or local. It continues
to corroborate the 2011-2020 European Pact for gender equality.8
Member States, the European Parliament and a wide range of stakeholders have all
contributed, including through a public consultation which attracted almost 5 000
replies. An overwhelming majority (94 %) of the organisations that replied consider the
priorities laid out in the current strategy still to be valid for future engagement.
1
Article 2 TEU.
2
Article 3 TEU.
3
OECD, Closing the gender gap: act now.
4
Article 8 TFEU.
5
Strategy for equality between women and men 2010-2015 (COM(2010) 491).
6
See, for example:
http://ec.europa.eu/justice/gender-
equality/files/annual_reports/150324_annual_report_2014_web_en.pdf.
7
COM(2015) 610.
8
See Employment, Social Policy, Health and Consumer Affairs Council conclusions, 7 March 2011.
3
This view is confirmed by Member States, who also recognise the importance of
European-level action in providing a reference framework.9
More and more Member
States are addressing gender equality challenges through national strategies or action
plans for equality between women and men (see Annex 5). These vary in focus and
ambition, but all (see Annex 6) cover policies on gender-based violence and gender
equality in the labour market. Education and training, gender stereotypes and the
reconciliation of work and family life are also covered extensively; decision-making is
the area addressed least.
"The Strategic engagement for gender equality 2016-2019" is based on continuous10
and ad hoc evaluation11
of the 2010-2015 strategy, which has concluded inter alia that
it has added value in a number of areas, especially in relation to agenda-setting and
learning, by providing a valuable framework for gender mainstreaming in the
Commission and for the implementation of a coherent framework for gender-equality
policies in the Member States.
Europeans feel strongly about promoting gender equality: three quarters of respondents
of a recent Eurobarometer survey (76 %) think12
that tackling inequality between men
and women should be an EU priority. Around nine in ten (91 %) agree that tackling
inequality between men and women is necessary to creating a fairer society.
2. GENDER EQUALITY IN 2015: CHALLENGES AND GAPS
During the crisis, unemployment reached unbearable levels for both men and women in
too many countries. However, across the EU, more and more women are economically
active. Women’s employment reached the highest level ever recorded (64 %)13
in
2014, while men’s employment (75 %)14
has yet to regain its pre-crisis level. As a
result, more and more families depend financially on women’s work. Women have
made inroads into decision-making positions in many spheres of life and, although
they still represent only 21 %15
of board members of the biggest listed companies, this
constitutes a significant (nine percentage points) improvement over the last five years.
The most substantial improvement has been seen in countries that introduced legislative
measures. The gender balance in politics has also improved, but at a slower pace: the
proportion of women in national parliaments and governments has risen steadily from
22 % and 21 % respectively at the end of 2004 to 29 % and 27 % in 2015.16
Gender
inequalities in decision-making bodies in research organisations have also been
reduced: the proportion of female heads of institutions increased in 15 of the 20 EU
countries for which 2010 and 2014 data were available.17
Attitudes towards equality are evolving, but today’s younger generation is not immune
to gender stereotypes and disparities. Gender inequalities in education persist – in terms
9
Opinion of the Advisory Committee on equal opportunities for women and men on Gender equality
in the 21st century: remaining challenges and priorities.
10
Mid-term review of the strategy for equality between women and men and annual reports.
11
http://ec.europa.eu/justice/gender-equality/files/documents/151120_strategy_evaluation_en.pdf.
12
Special Eurobarometer 428 (March 2015).
13
Eurostat.
14
Idem.
15
DG Justice and Consumers database on women and men in decision-making, April 2015.
16
Idem.
17
SHE figures: 2015 leaflet.
4
of study subject preferences, performance and patterns of participation. Boys,
especially from disadvantaged backgrounds, drop out of school more than girls and
encounter many more difficulties in reading.18
Women are more likely to have a higher
education degree but remain overrepresented in fields of study that are linked to
traditional female roles such as care-related fields and are under-represented in science,
mathematics, IT, engineering and related careers. As a result, inequality in
occupations is taking new forms rather than diminishing and, despite their investment
in education, young women are still twice as likely as young men to be economically
inactive. Women also represent the biggest untapped source of entrepreneurial
potential, representing only 29 % of entrepreneurs.
In terms of access to financial resources over a lifetime, gender equality remains
elusive. Women (particularly migrant women and women heading single-parent
households) still generate a much lower proportion of income on the labour market than
men. Women in employment, especially mothers, are much more likely to work part-
time and are paid on average 16 %19
less than men per hour of work. As a consequence,
the gender overall earnings gap during active years has reached 41 %20
and leads to a
very wide gender gap in pensions, which today stands at 40 %.21
Older women are
much more at risk of poverty and social exclusion than older men and no mitigating
trends have been observed in recent years. Without new action, women are likely to
continue to be economically disadvantaged by motherhood during their career and in
retirement, in particular as a result of an unequal sharing of care and housework
responsibilities (working women still devote two and a half hours a day more to
parenting and household duties than men).22
Gender-based violence is still widespread and can take many forms: one woman in
three has experienced physical or sexual violence, 5 % have been raped since the age of
15 and 20 % have experienced online harassment.23
Such violence happens everywhere
– at home, at work, at school, in the street or online – regardless of social background.
Gender-based violence and negative stereotypes in sport, for instance, are widespread.24
It harms victims not only in terms of their health and well-being, but also their working
lives, thereby damaging their financial independence and the economy in general. It is
estimated that 500 000 women and girls in the EU are at risk of female genital
mutilation (FGM).25
In addition, women and girls make up the majority of human
trafficking victims (68 % women, 17 % men, 12 % girls and 3 % boys).26
Worldwide, women's fundamental rights continue to be violated and they face
discrimination in access to education, work, social protection, inheritance, economic
assets, productive resources and participation in decision-making and society at large.
18
See, for example, OECD, 2014, Are boys and girls equally prepared for life?
http://www.oecd.org/pisa/pisaproducts/PIF-2014-gender-international-version.pdf.
19
Eurostat, latest available data are from 2012.
20
Idem.
21
Social Protection Committee and European Commission (2015) Pension Adequacy Report.
22
Eurofound.
23
Fundamental Rights Agency (FRA).
24
Study on Gender-based violence in sport:
https://eacea.ec.europa.eu/about-eacea/calls-for-tender/study-gender-based-violence-in-sport-
eacea201502_en
25
EP Resolution on ending FGM, 2012.
26
Eurostat.
5
Women spend two to ten times more time on unpaid work than men, which is one of
the main obstacles to economic and political empowerment.27
About 140 million girls
and women are currently living with the consequences of FGM. One girl in nine is
married before the age of 15, with many forced into marriage and becoming mothers
before the age of 16.28
This has serious consequences: complications during pregnancy
and childbirth are the second biggest cause of death among adolescent girls.29
Since the
establishment of the Millennium Development Goals,30
progress on maternal health has
been disappointingly slow and women and girls are disproportionally affected by HIV.
This is also linked to a failure to ensure universal access to sexual and reproductive
healthcare services for women and girls.
3. PRIORITIES AND KEY ACTIONS FOR 2016-2019
In its work programme, the Commission has reaffirmed its commitment to continue its
work to promote equality between men and women. This means maintaining the focus
of gender-equality policy on the five existing thematic priority areas:
¾ increasing female labour-market participation and the equal economic
independence of women and men;
¾ reducing the gender pay, earnings and pension gaps and thus fighting poverty
among women;
¾ promoting equality between women and men in decision-making;
¾ combating gender-based violence and protecting and supporting victims; and
¾ promoting gender equality and women’s rights across the world.
Below we set out key actions, chosen for maximum impact and deliverability during
this Commission’s mandate, together with indications as to timing. Progress will be
measured, in particular, against the indicators in Annex 1 and the targets in Annex 2.
Across all priority areas, attention will be paid to the role of men, dismantling gender
stereotypes and promoting non-discriminatory gender roles. Particular attention will be
paid to the specific needs of groups facing multiple disadvantages, e.g. single parents
and older, migrant, Roma and disabled women.
A mix of the following legislative, non-legislative and funding instruments will be used
to achieve the objectives under each priority, including:
• integration of a gender-equality perspective into all EU activities (see section 4);
• enforcement of equal treatment legislation;
• EU funding programmes for 2014-2020 (see section 5);
• ongoing improved data collection with the support of Eurostat, the European
Institute for Gender Equality (EIGE), Eurofound, the Council of Europe (CoE)
and the Fundamental Rights Agency (FRA);
• exchanges of good practice and peer-learning between Member States and
cooperation with all actors (see section 6); and
27
http://www.oecd.org/dev/development-gender/Unpaid_care_work.pdf
28
World Health Organisation, news release, March 2013.
29
http://who.int/mediacentre/factsheets/fs364/en/
30
http://www.unmillenniumproject.org/goals/
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• An annual review of key actions carried out, in connection with the preparation
of annual progress reports on equality between women and men, to assess the
need for additional action.
3.1. Increasing female labour-market participation and the equal
economic independence of women and men
Objectives
If we are to achieve the EU’s target of 75 % of men and women in employment in 2020
and, in particular, close the gender gap in employment, coordinated efforts will be
required to facilitate women’s labour-market participation. As underlined in the 2016
work programme, this will involve making it easier to balance caring and professional
responsibilities. It also requires a more equal sharing of time spent on care and
household responsibilities. The Barcelona targets31
on childcare must be attained and
reflection undertaken with Member States on ways of making them more ambitious and
extending them to cover care of other dependants should be considered. Female
entrepreneurship, gender equality in research and the labour-market integration of
migrant women are further components of equal economic independence.
Key actions to reach these objectives
Continued action on increasing women’s participation in the labour market and
combining work and family life, complemented by a new and comprehensive initiative
to address the work-life balance challenges faced by working parents and carers32
(2016-2019 ):
- modernising the current EU legal framework: ensure better enforcement and
where appropriate adapt legislation in the areas of leave and flexible working
arrangements, in consultation with the social partners33
, to provide better work-
life balance for parents and people with caring responsibilities (2016-2019);
- setting out a broad policy framework supporting parents’ participation in the
labour market and a more equal use of leave and flexible work arrangements,
including considering possible benchmarking, targeted use of EU financial tools to
support Member States and awareness-raising (2016);
- continued monitoring and support for Member States in attaining the Barcelona
targets on childcare (annually); taking into account the results of a public
consultation on work-life balance34
, considering consulting Member States and
stakeholders on how to make the Barcelona targets more ambitious and consider a
more comprehensive approach, e.g. covering care of other dependants,
accessibility and quality (2016);
31
Provision of childcare for 33 % of children under 3 and 90% of children between 3 and mandatory
school age.
32
Commission 2016 work programme, Annex I, action 2; http://ec.europa.eu/smart-
regulation/roadmaps/docs/2015_just_012_new_initiative_replacing_maternity_leave_directive_en.pdf
33
European Commission (2015) First-Phase Consultation of Social Partners Under Article 154 TFEU on
Possible Action Addressing Work-life Balance Faced by Working Parents and Caregivers, C(2015)
7754 final
34
http://ec.europa.eu/justice/newsroom/gender-equality/opinion/1511_roadmap_reconciliation_en.htm
7
- supporting Member States in their efforts to increase female labour-market
participation, close monitoring of national reform measures under the European
Semester in line with the employment guidelines35
and issuing country-specific
recommendations where necessary (annually); and
- further supporting companies in their efforts to increase female labour-market
participation by facilitating Diversity Charter platforms36
(ongoing).
In addition, efforts will continue to be stepped up, with a focus on:
- evaluation of the Social Security Directive37
and follow-up of the outcomes;
drafting of a report on implementation of the Self-Employed Directive38
and
possible follow-up action (2016);
- integrating a gender perspective into the implementation of the European
Migration Agenda,39
addressing barriers to the employment and career
progression of migrant women; helping Member States to make full use of the
possibilities offered by the European Social Fund (ESF) in this area (2016-2019);
- awareness-raising to promote female entrepreneurship, including through the
launch of an e-platform for women entrepreneurs (2016), the creation of a
European Network of Women Business Angels (2016) and the Network of Women’s
Web Entrepreneurs Hubs (2016-2017); and
- promoting institutional change in research organisations to remove barriers to
gender equality and engage all research organisations to implement gender-
equality plans (2016-2017).
3.2. Reducing gender pay, earnings and pension gaps and thus fighting
poverty among women
Objectives
The aim of reducing the persisting gender pay, earnings and pension gaps, and thereby
inequality in access to financial resources throughout life is reconfirmed. This calls in
particular for a substantial reduction of inequality in economic sectors and occupations,
an increase in women’s overall paid working hours, awareness-raising and effective
implementation of equal pay legislation. It also calls for policies and measures for those
facing particular barriers to entry to the labour market, such as migrant women and
single parents. In addition, the causes and consequences of the gender pension gap need
to be addressed, as this is an obstacle to the economic independence of women in old
age, when they face a higher risk of poverty than men.
35
Adopted by EPSCO on 5 October 2015.
36
http://ec.europa.eu/justice/discrimination/diversity/index_en.htm
37
Directive 79/7/EEC on the progressive implementation of the principle of equal treatment for men
and women in matters of social security; compare Commission 2015 work programme, Annex III,
item 60.
38
Directive 2010/41/EU on the application of the principle of equal treatment between women and men
engaged in an activity in a self-employed and repealing Council Directive 86/613/EEC
39
COM(2015) 240 final.
8
Key actions to reach these objectives
- further improving the implementation and enforcement of the equal pay principle
by carrying out an assessment of Directive 2006/54/EC40
(2016-2017) and
considering inter alia:
i. strengthening pay transparency on the basis of the report to be drawn up on
Member States’ measures to implement the Commission Recommendation;41
ii. the effects of recent case-law of the European Court of Justice regarding use of sex
as an actuarial factor influencing statutory pensions and private insurance
contracts on the sector of occupational pensions with the possible effect of
preventing lower pensions for women on the basis of their higher average life
expectancy;
iii. sanctions to improve the deterrent effect of the prohibition of pay discrimination;
and
iv. the efficient and effective functioning of equality bodies to facilitate access to
justice for victims of discrimination;
- continuing support for Member States’ efforts to ensure equal pay and address the
root causes of the gender pay, earnings and pension gaps; use the European
Semester (annually);
- cooperating with equality bodies and supporting companies in efforts to ensure
equal pay by facilitating Diversity Charter platforms (ongoing);
- continuing to mark European Equal Pay Day with Europe-wide information
activities to reach out to Member States; raising awareness of the link between
pay, earnings and pension entitlements in old age (annually);
- consider introducing further measures to improve the gender balance in economic
sectors and occupations; using the Grand Coalition for Digital Jobs42
to support
measures enhancing digital skills among women and girls and promoting female
employment in the ICT sector (2016-2017); activities to raise awareness of
educational and vocational training choices (2018-2019);
- promoting gender equality in all levels and types of education, including in
relation to gendered study subject choices and careers, using existing policy
cooperation tools and funding instruments as appropriate, in line with the
priorities set out in the "Education and Training 2020" framework (2016-2019);
- continuing development of a comprehensive set of measures43
to tackle the full
range of causes of the gender gap in pensions in cooperation with the Member
States, including the indicator for measuring and monitoring it and measures to
mitigate gender factors, e.g. as regards caring (2016-2017).
40
Directive 2006/54/EC on the implementation of the principle of equal opportunities and equal
treatment of men and women in matters of employment and occupation (recast)
41
Commission Recommendation C(2014) 1405 final on strengthening the principle of equal pay
between men and women through transparency
42
https://ec.europa.eu/digital-agenda/en/grand-coalition-digital-jobs-0
43
Building on the EPSCO Council conclusions of June 2015 on Equal income opportunities for women
and men: closing the gender gap in pensions.
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3.3. Promoting equality in decision-making
Objectives
The goal of a better gender balance in economic leadership positions, in particular at
least 40 % representation of the under-represented sex among non-executive directors
of companies listed on stock exchanges, is reconfirmed. Promoting equality in
decision-making also requires a better gender balance among executive directors of
major listed companies and in the talent pipeline. These efforts should be
complemented with data collection, action to tackle the over-representation of men in
decision-making positions in research organisations and measures promoting gender
balance in political decision-making and public life, including sports. European
administrations will lead by example. The Commission has set itself a target of 40 %
women in senior and middle management by the end of 2019 (see Annex 3).
Key actions to reach these objectives
- continue to support adoption of the 2012 proposal for a Directive on improving the
gender balance among non-executive directors of companies listed on stock
exchanges by 2016,44
closely monitor transposition and implementation, and
support other targeted initiatives to improve the gender balance in
decision-making, including guidance for Member States (ongoing);
- continue to collect and disseminate data on the representation of women and men
in high decision-making positions, in close cooperation with the European Institute
for Gender Equality (ongoing);
- consider measures to improve the gender balance in political decision-making and
continue to encourage Member States and support national authorities' activities
promoting gender balance in political and public decision-making positions
(2018);
- provide guidance for Member States on a common approach to the implementation
of quantitative targets for decision-making positions in research (2016);
- reach the target of 40 % women in the Commission’s senior and middle
management by the end of its mandate (ongoing).
3.4. Combating gender-based violence and protecting and supporting
victims
Objectives
Combating gender-based violence and protecting and supporting victims will be a
continued priority. Its eradication requires greater efforts from all actors, including the
Member States, to improve data availability, quality and reliability, raise awareness,
change attitudes, prevent such violence, ensure better victim support and access to
justice, and fully transpose and implement relevant EU legislation.
44
Commission 2016 work programme, Annex III, item 3.
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Key actions to reach these objectives
- EU accession to the Council of Europe convention on preventing and combating
violence against women and domestic violence (Istanbul Convention), to the extent
of EU competences and taking into account th legal impact of an accession;
implement subsequently its provisions and continue to encourage Member States’
progress on ratification (2016)45
;
- continue to enforce the Victim’s Rights Directive and laws on European protection
orders, in particular to ensure access to protection and support for those exposed
to gender-based violence (ongoing);
- further improve the availability, quality and reliability of data on gender-based
violence through cooperation with Eurostat,46
the European Institute for Gender
Equality and the Fundamental Rights Agency (ongoing); continue to gather
comparable data on gender-based violence in sport through a specific study
(2016);
- continue focused actions to end all forms of gender-based violence and raise
awareness (2017);
- continue to promote changes in attitudes and behaviour through awareness-raising
activities, including appropriate activities to mark the International Day of Zero
Tolerance for Female Genital Mutilation (FGM) (6 February) and the
International Day for the Elimination of Violence against Women (25 November)
(annually);
- continue implementation of measures set out in the Communication Towards the
elimination of female genital mutilation47
and use appropriate instruments to
eradicate FGM and build on this experience to tackle other harmful practices;
develop a web-based knowledge platform on FGM for relevant professionals
(2016-2017); and
- take necessary steps to follow up the report assessing Member States’ compliance
with the Anti-trafficking Directive (2016) and ensure that the gender dimension of
human trafficking is addressed (ongoing).
3.5. Promoting gender equality and women’s rights across the world
Objectives
The protection and promotion of women’s and girls’ rights and gender equality is a
policy priority for the EU’s external relations, and the EU is strongly committed to
playing a lead role in this respect. These are essential pre-conditions for equitable and
inclusive sustainable development, and important values and objectives in themselves.
They are also a pre-condition for peace and security worldwide and help to counter
radicalisation and extremism, which denigrate women and violate their rights and
dignity. The EU remains fully committed to the promotion, protection and fulfilment of
all human rights and to the full and effective implementation of obligations and
commitments to women’s rights in all international fora, in particular the Convention
45
http://ec.europa.eu/smart-regulation/roadmaps/docs/2015_just_010_istanbul_convention_en.pdf
46
This could require legislation (a statistical regulation), at some point, depending on the outcome of
the development work.
47
COM(2013) 833 final.
11
on the elimination of all forms of discrimination against women48
under the UN Beijing
Platform for Action49
and the Programme of Action of the International Conference on
Population and Development.
Women’s and girls’ rights, gender equality and the empowerment of women and girls
are at the core of the UN’s 2030 Agenda for Sustainable Development, both as a stand-
alone objective50
and as a cross-cutting issue integrated into the targets and indicators
of all the sustainable development goals.51
These should also be essential
considerations in the use of financial and non-financial means of implementing, and in
the review, monitoring and accountability mechanisms of, the 2030 Agenda. Given that
the Agenda applies universally to all countries, including EU Member States, it is
essential to ensure coherence between EU internal and external policies at all levels.
Gender equality and the adoption of the EU gender-equality acquis must also continue
to be assessed in the accession process.
Key actions to reach these objectives
In cooperation with the EEAS and Member States, implement the action plan set out in
the joint staff working document on Gender equality and women’s empowerment:
transforming the lives of girls and women through EU external relations, 2016-202052
(2016-2019) and, in line with this new framework for the EU’s activities on gender
equality in external relations, undertake:
- with the EEAS and in cooperation with Member States, to champion the promotion
of gender equality and women’s rights in the implementation and monitoring of the
UN 2030 Agenda for Sustainable Development and implementation of the Beijing
Platform for Action (ongoing);
- with the EEAS and Member States, to promote gender equality and promote and
protect girls’ and women’s rights through the EU action plan on human rights and
democracy, the comprehensive approach to the EU’s implementation of UN
Security Council (UNSC) Resolutions 1325 and 1820 on women, peace and
security and the 2008 EU guidelines on violence against women and girls
(ongoing);
- to continue to fund and monitor action promoting gender equality in development
and neighbourhood cooperation and humanitarian aid, including through the
systematic use of the OECD gender markers53
in development cooperation and the
gender-age marker54
in all EU-funded humanitarian action, to assess whether the
needs and vulnerabilities of males and females of all ages have been identified and
addressed (ongoing); and
- to continue to closely monitor and support candidate and potential candidate
countries’ compliance with the Copenhagen criteria for membership of the EU as
regards human rights including equality between women and men; continue efforts
to integrate a gender mainstreaming perspective into all relevant programmes
48
http://www.un.org/womenwatch/daw/cedaw/
49
http://www.un.org/womenwatch/daw/beijing/platform/
50
Stand-alone goal 5.
51
https://sustainabledevelopment.un.org/post2015/transformingourworld.
52
SWD(2015) 182 final, 21.9.2015; endorsed by the Council on 26 October 2015
53
http://www.oecd.org/investment/stats/37461060.pdf.
54
http://ec.europa.eu/echo/files/policies/sectoral/gender_age_marker_toolkit.pdf.
12
funded through the Instrument for Pre-accession Assistance (IPA) and the
European Neighbourhood Instrument (ENI) (ongoing).
4. INTEGRATING A GENDER-EQUALITY PERSPECTIVE INTO ALL
EU ACTIVITIES AND POLICIES
In addition to the key actions set out above,55
gender equality will continue to be
promoted through the integration of a gender-equality perspective into every aspect of
EU intervention (preparation, design, implementation, monitoring and evaluation of
policies, legal measures and spending programmes), i.e. gender mainstreaming.56
This means assessing the impact of EU action on both women and men and taking
responsibility for any readjustment necessary, so that women and men benefit equally
and inequality is not perpetuated.
Gender mainstreaming will be continued by incorporating gender-equality
considerations57
in impact assessments and evaluations in line with the Better
Regulation principles.
In addition, the Inter-Service Group on equality between women and men (in which all
Commission departments are represented and which meets at least twice a year) will
continue to monitor and steer the integration of a gender-equality perspective in policy,
legal and spending programme activities, including budgetary matters, across all EU
policy areas and will consider issuing a report on gender mainstreaming in the
Commission in 2017. The report will complete the key actions set out above by
presenting sectorial aspects, such as gender equality in transport, energy, education,
health, taxation, agriculture, trade, regional policy, maritime affairs and the
environment.
5. EU FUNDING IN SUPPORT OF GENDER EQUALITY
If key actions and gender mainstreaming are necessary, so is the allocation of relevant
EU-level funding. Gender budgeting58
is not applied systematically to the EU general
budget59
, but its 2014-2020 funding programmes provide means of promoting gender
equality and gender mainstreaming in a number of key policy areas; for example:
• the European Structural and Investment Funds (ESIFs), in particular the
European Social Fund and the European Regional Development Fund, are key
financial levers for promoting equality, e.g. in access to employment, career
progression, reconciliation of work and private life, equal pay for equal
55
Some of which include gender mainstreaming measures in particular policy areas (e.g. employment,
migration, external relations).
56
Article 8 TFEU: ‘In all its activities, the Union shall aim to eliminate inequalities, and to promote
equality between men and women’.
57
See in particular tool 16 of the Better Regulation Toolbox:
http://ec.europa.eu/smart-regulation/guidelines/docs/br_toolbox_en.pdf.
58
i.e. a gender-based assessment of budgets, incorporating a gender perspective at all levels of the
budgetary process and restructuring revenues and expenditures in order to promote gender equality.
59
Note that there is also no specific budgeting for other policies that can be mainstreamed, such as climate and
biodiversity
13
work, the labour-market integration of migrant women and investment in
the provision of childcare infrastructure;
• the Rights, Equality and Citizenship Programme will co-finance national
projects promoting equal economic independence, overcoming rigid gender
roles and stereotypes, and raising awareness of the gender pension gap and
its causes and consequences. It will also invest in preventing and combating
violence against women by financing projects supporting victims of violence,
training relevant professionals, raising awareness and preventing violence
linked to harmful practices;
• through support for the Safer Internet Digital Services Infrastructure financed
by the Connecting Europe Facility, helplines in Member States for young
victims of cyberbullying (who are twice as likely to be girls than boys) will be
financed;
• funding will be allocated to gender equality and women’s and girls’
empowerment in the next seven years through the EU Global Public Goods and
Challenges thematic programme under the Development Cooperation
Instrument supporting EU external cooperation; and
• gender equality concerns are mainstreamed in Erasmus+, the EU funding
programme for education, training, youth and sport (2014-2020)
Mechanisms provided by the regulations and the relevant programme committees to
verify the effectiveness and efficiency of gender-equality funding will be used, inter
alia assessing Member States’ implementation reports where appropriate.
Annex 4 provides an overview of EU-level funding of EUR 6.17 billion allocated to
achieving the targets and objectives of this strategic engagement.
In line with its Treaty obligations, the gender-equality perspective will be taken into
account in preparing the post-2020 generation of EU funding programmes.
6. COOPERATION WITH ALL ACTORS
Close cooperation with institutions and stakeholders active in the field of gender
equality (Member States, the European Parliament, the European external action
service, social partners, civil society organisations, equality bodies, international
organisations and EU agencies) will be continued. This will take many forms, from
bilateral and multilateral exchanges to structured dialogues.
National strategy documents and developments in the area of gender equality in the
Member States will be followed and exchange of good practice among Member States
will be facilitated through the mutual learning programme. Cooperation with Member
States will also continue through the High-Level Group on gender mainstreaming.
The Advisory Committee on equal opportunities for women and men composed of
representatives from Member States, social partner organisations and civil society will
continue to advise the Commission on policy and legislative initiatives. The European
Institute for Gender Equality will continue to play an important role in developing and
14
sharing reliable evidence and data to support evidence-based policy-making,
e.g. through its gender equality index.60
The European Parliament and the Council are invited to actively engage in this
cooperation.
7. MONITORING AND EVALUATION
Implementation of the above actions will continue to be monitored regularly. Progress,
including examples of practice in the Member States, will be reported on annually on
the basis inter alia of the targets and indicators in Annexes 1 and 2.
Subject to the conclusions of the 2017 annual report, a top-level dialogue could take
place in 2018 involving the European Parliament, the Council presidencies and key
stakeholders, such as the European social partners and civil society, to take stock mid-
term, identify challenges and discuss ways forward.
60
http://eige.europa.eu/rdc/eige-publications/gender-equality-index-2015-measuring-gender-equality-
european-union-2005-2012-report.
15
Annex 1: Objectives, actions, responsibilities and indicators
1. Increase female labour-market participation and equality in the
economic independence of women and men
Objectives
¾ reach the EU target of 75 % of men and women in employment in 2020 and close
the employment gap for women;
¾ more equal sharing between women and men of time spent on care and household
responsibilities and improved possibilities for balancing caring and professional
responsibilities;
¾ attainment of the Barcelona targets on childcare and consider serious reflection
with Member States on possible ways of making them more ambitious and
extending them to cover care of other dependants;
¾ promotion of female entrepreneurship and gender equality in research;
¾ better labour-market integration of migrant women.
Action Responsibilities Timing
Continue action to increase women’s participation
in the labour market and combine work and family
life, complemented by a new initiative to address
the challenges of work-life balance faced by
working parents and carers:
- modernising the EU legal framework: ensure
better enforcement, and where appropriate adopt
legislation in the areas of leave and flexible
working arrangements, in consultation with the
social partners, to provide better work-life
balance for parents and people with caring
responsibilities;*
- setting out a broad policy framework supporting
parents’ participation in the labour market and a
more equal use of leave and flexible work
arrangements, including considering possible
benchmarking, targeted use of EU financial
tools to support Member States and
awareness-raising;**
- continue monitoring and support for Member
States in attaining the Barcelona targets on
childcare;*** taking into account the results of a
public consultation on work-life balance,
consider consulting Member States and
COM:
JUST/EMPL
*
2016-2019
**
2016
*** annually
**** ongoing
16
stakeholders on how to make the Barcelona
targets more ambitious and consider a more
comprehensive approach covering, for instance,
care of other dependants, accessibility and
quality;**
- support Member States’ efforts to increase
female labour-market participation; closely
monitor national reform measures under the
European Semester in line with the employment
guidelines; issue country-specific
recommendations where necessary;***
- further support companies’ efforts to increase
female labour-market participation by
facilitating Diversity Charter platforms.****
Evaluate the Social Security Directive and follow
up the outcomes; draft an implementation report on
the Self-Employed Directive and possible follow-
up action
COM: JUST 2016
Integrate a gender perspective into implementation
of the European Migration Agenda to address
barriers to the employment and career progression
of migrant women; help Member States to make
full use of the ESF in this area
COM: HOME 2016-2019
Raise awareness to promote female
entrepreneurship, including through the launch of
an e-platform for women entrepreneurs*, the
creation of a European Network of Women
Business Angels* and the Network of Women’s
Web Entrepreneurs Hubs**
COM:
GROW/CNECT
*2016
**2016-2017
Promote institutional change in research
organisations to remove barriers to gender equality
and engage all such organisations to implement
gender equality plans
COM: RTD 2016-2017
Indicators
Baseline:
EU average
(year)
Gender employment gap (20-64 years)
11.5 pps
(2014)
Gender employment gap (20-64) in full-time equivalents
18.1 pps
(2014)
17
Gender gap in part-time employment among parents
34.8 pps
(2013)
Time spent in unpaid care work per week, by gender61
Men: 8.9 %
Women:
26.4 %
(2010)
Involuntary part-time work due to looking after children or
incapacitated adults, by gender62
Men: 4.2 %
Women
27.2 %
(2014)
Children cared for under formal arrangements as a proportion of all
children in the age-group (0-3 years and 3 years to mandatory school
age)
0-3 years:
27 %
3-school age:
82 %
(2013)
Proportion of active population (50-64 years) caring for elderly or
disabled relatives at least several days a week, by gender63
Men: 10 %
Women:
17 %
(2011)
Gender gap in employment rates among non-EU nationals
19.5 %
(2014)
Gender gap in employment rates among recent non-EU nationals
22.3 %
(2014)
Proportion of research-performing organisations that have adopted
gender equality plans64 36 % (2014)
61
Eurofound.
62
Eurostat (‘main reason for part-time employment’ — distributions by sex and age (%)’ [lfsa_epgar]).
63
Eurofound.
64
SHE figures, 2015 leaflet, based on European Research Area Survey 2014 (PCountry, P17, P36)
https://ec.europa.eu/research/swafs/pdf/pub_gender_equality/she_figures_2015-leaflet-web.pdf.
18
2. Reducing the gender pay, earnings and pension gaps and thus
fighting poverty among women
Objectives
¾ continue to reduce the persisting gender pay, earnings and pension gaps and thereby
gender inequality in access to financial resources through life;
¾ substantially reduce gender inequality in economic sectors and occupations;
¾ increase the overall working hours of women; ensure effective implementation of
equal pay legislation;
¾ eliminate barriers to accessing the labour market of vulnerable groups, such as
migrant women and single parents;
¾ address the causes and consequences of the gender pension gap.
Action Responsibilities Timing
Further improve implementation and enforcement
of the equal pay principle by carrying out an
assessment of Directive 2006/54/EC65
and
considering inter alia:
- strengthening pay transparency on the basis
of the report to be drawn up on Member
States’ measures to implement the
Commission Recommendation66
;
- the effects of recent case-law of the European
Court of Justice regarding use of sex as an
actuarial factor influencing statutory pensions
and private insurance contracts on the sector
of occupational pensions with the possible
effect of preventing lower pensions for
women on the basis of their higher average
life expectancy;
- sanctions to improve the deterrent effect of
the prohibition of pay discrimination; and
- efficient and effective functioning of equality
bodies to facilitate access to justice for
victims of discrimination.
COM: JUST 2016-2017
Continue support for Member States’ efforts to
ensure equal pay and address the root causes of
COM: EMPL/JUST annually
65
Directive 2006/54/EC on the implementation of the principle of equal opportunities and equal
treatment of men and women in matters of employment and occupation (recast)
66
C(2014) 1405 final
19
the gender pay, earnings and pension gaps; use
the European Semester (annually)
Continue to mark European Equal Pay Day with
Europe-wide information activities to reach out to
Member States; raise awareness of the link
between pay, earnings and pension entitlements in
old age
COM: JUST/COMM annually
Cooperate with equality bodies and support
companies in efforts to ensure equal pay by
facilitating Diversity Charter platforms
COM: JUST ongoing
Consider introducing further measures to improve
the gender balance in economic sectors and
occupations; use the Grand Coalition for Digital
Jobs to support measures enhancing women’s and
girls’ digital skills and promoting female
employment in the ICT sector*
and awareness-
raising on educational and vocational training
choices**
COM:
CNECT/EAC/EMPL
/ RTD/JUST/MOVE
*
2016-2017
**
2018-2019
Promote gender equality in all levels and types of
education, including in relation to gendered study
subject choices and careers, using existing policy
cooperation tools and funding instruments as
appropriate, in line with the priorities set out in
the "Education and Training 2020" framework
COM: EAC/EMPL 2016-2019
Continue development of a comprehensive set of
measures67
to tackle the full range of causes of the
gender gap in pensions in cooperation with
Member States, including the indicator for
measuring and monitoring it and measures to
mitigate gender factors, e.g. related to caring
COM: EMPL/JUST 2016-2017
Indicators EU average (year)
Gender pay gap 16.5 % (2013)
Gender overall earnings gap 41.1 % (2012)
Gender segregation in economic sectors and occupations68
Sectors: 18.9 %
Occupations: 26.9 %
(2014)
67
Building on the EPSCO Council conclusions of June 2015
68
Including an analysis of percentages of women working in the various sectors
20
Gender pension gap 40.2 % (2012)69
Gender Coverage gap in pensions 6.8% (2012)70
In-work poverty of women and men
Men: 9.3 %
Women: 8.4 %
(2014)
At-risk-of-poverty rate and social exclusion in old age (65+)
Men: 11.4 %
Women: 15.6 %
(2014)
Single-parent households at risk of poverty or social exclusion 49.9 % (2013)
69
For pensioners aged 65-79, Source: Social Protection Committee and European Commission (2015)
Pension Adequacy Report
70
For persons aged 65-79, Source: Social Protection Committee and European Commission (2015)
Pension Adequacy Report
21
3. Promoting equality between women and men in decision-making
Objectives
¾ continue efforts to improve the gender balance in economic leadership positions, in
particular among the non-executive directors of companies listed on stock
exchanges (at least 40 % of the under-represented sex);
¾ improve the gender balance among executive directors of major listed companies
and in the talent pipeline;
¾ improve data collection and gender balance in decision-making positions in
research organisations;
¾ improve the gender balance in political decision-making and public life, including
sports;
¾ reach the target of 40 % women in senior and middle management positions in the
Commission by the end of 2019.
Action Responsibilities Timing
Continue to support adoption of the 2012 proposal for a
Directive on improving the gender balance among
non-executive directors of companies listed on stock
exchanges by 2016;71
closely monitor its transposition
and implementation; support other targeted initiatives to
improve the gender balance in decision-making,
including guidance for Member States
COM: JUST ongoing
Continue to collect and disseminate further data on the
representation of women and men in high decision-
making positions, in close cooperation with the EIGE
COM: JUST
EIGE
ongoing
Consider measures to improve the gender balance in
political decision-making and continue to encourage
Member States and support national authorities'
activities promoting gender balance in political and
public decision-making positions
COM: JUST 2018
Provide guidance to Member States on a common
approach to implementing quantitative targets for
decision-making positions in research
COM: RTD 2016
Reach the target of 40 % women in senior and middle
management in the Commission by the end of its
mandate
COM: HR ongoing
71
See Commission 2016 work programme.
22
Indicators
EU average
(year)
Proportion of women among members of the highest decision-
making body of the largest nationally registered companies listed
on the national stock exchange
21.2 %
(April 2015)
Proportion of women among presidents and CEOs of the largest
nationally registered companies listed on the national stock
exchange
Presidents: 7.1 %
CEOs: 3.6 %
(April 2015)
Proportion of women among executive and non-executive members
of the two highest decision-making bodies of the largest nationally
registered companies listed on the national stock exchange
Non-executive
directors: 22.5 %
Senior executives:
13.7 %
(April 2015)
Proportion of women heads of higher education institutions72
15.5 % (2010)
Proportion of women in the single/lower houses of national/federal
parliaments and the European Parliament
29 % (May 2015)
EP: 37 %
Proportion of women among the members of national/federal
governments and the European Commission
27 % (May 2015)
EC: 32 %
Proportion of women in Commission senior / middle management73 28 % / 32 %
(February 2015)
72
SHE figures 2012.
73
DG HR.
23
4. Combating gender-based violence and protecting and supporting
its victims
Objectives
¾ combat gender-based violence; protect and support the victims;
¾ improve data availability, quality and reliability;
¾ raise awareness, promote attitudinal change and foster prevention;
¾ improve victim support and access to justice;
¾ eliminate FGM.
Action Responsibiliti
es
Timing
EU accession to the Council of Europe convention on
preventing and combating violence against women and
domestic violence (Istanbul Convention) to the extent of
EU competences and taking into account the legal
impact of an accession; implement its subsequently its
provisions; continue to encourage the Member States to
make progress on ratification
COM: JUST 2016
Continue to enforce the Victim’s Rights Directive and
laws on European protection orders, in particular to
ensure access to protection and support for those
exposed to gender-based violence
COM: JUST ongoing
Further improve the availability, quality and reliability
of data on gender-based violence through cooperation
with Eurostat, EIGE and FRA; also continue to gather
comparable data on gender-based violence in sport
through a specific study*
COM:
JUST/Eurostat
EIGE
FRA
*EAC
ongoing
* 2016
Continue focused actions to end all forms of gender-
based violence and raise awareness
COM: JUST 2017
Continue to promote attitudinal and behavioural change
through awareness-raising activities, including
appropriate activities to mark the International Day of
Zero Tolerance for Female Genital Mutilation (6
February) and the International Day for the Elimination
of Violence against Women (25 November)
COM: JUST annually
24
Continue to implement the measures set out in the
Communication Towards the elimination of FGM; use
appropriate instruments to eradicate FGM; build on this
experience to tackle other harmful practices; and
develop a web-based knowledge platform on FGM for
relevant professionals
COM: JUST 2016-2017
Take necessary steps to follow up the report assessing
Member States’ compliance with the Anti-trafficking
Directive*; ensure that the gender dimension of human
trafficking is addressed**
COM:
HOME/JUST
*2016
**ongoing
Indicators EU average
(year)
Proportion of women who have experienced physical and/or sexual
violence
33 %
(March
2014)
Proportion of women who have experienced physical and/or sexual
violence by a partner
22 %
(March
2014)
Proportion of women who have experienced psychological violence by a
partner
43 %
(March
2014)
Proportion of women who have been sexually harassed
55 %
(March
2014)
25
5. Promoting gender equality and women’s rights across the world
Objectives
¾ promote, protect and fulfil all human rights; fully and effectively implement
obligations and commitments to women’s rights in all international fora, in
particular the UN Convention on the elimination of all forms of discrimination
against women, the Beijing Platform for Action and the Programme of Action of the
International Conference on Population and Development;
¾ ensure that women’s and girls’ rights, gender equality and the empowerment of
women and girls are an essential element of financial and non-financial means of
implementing, and of the review, monitoring and accountability mechanisms of, the
2030 Agenda for Sustainable Development;
¾ ensure that gender equality and the adoption of the EU gender-equality acquis are
assessed in the accession process.
Actions Responsibilities Timing
In cooperation with the EEAS and Member States,
implement the action plan set out in the joint staff
working document Gender equality and women’s
empowerment: transforming the lives of girls and
women through EU external relations 2016-202074
; in
line with this new framework, undertake to:
COM:
DEVCO/ECHO/
NEAR/FPI
EEAS
2016-
2019
− with the EEAS and in cooperation with Member
States, champion the promotion of gender equality
and women’s rights in the implementation and
monitoring of the 2030 Agenda for Sustainable
Development and implementation of the Beijing
Platform;
COM: DEVCO
EEAS
ongoing
− with the EEAS and Member States, promote gender
equality and promote and protect girls’ and women’s
rights through the EU action plan on human rights
and democracy, the comprehensive approach to EU
implementation of UNSC Resolutions 1325 and
1820, and the EU guidelines on violence against
women and girls;
COM:
DEVCO/ECHO
EEAS
ongoing
− continue to fund and monitor action promoting
gender equality in development and neighbourhood
cooperation and humanitarian aid, including through
systematic use of the OECD gender markers in
development cooperation and the gender-age marker
COM:
DEVCO/ECHO
ongoing
74
SWD (2015) 182 final, 21.9.2015; endorsed by the Council on 26 October 2015
26
in all EU-funded humanitarian action, to assess
whether the needs and vulnerabilities of males and
females of all ages have been identified and
addressed;
− continue to monitor closely and support candidate
and potential candidate countries’ compliance with
the Copenhagen criteria for membership of the EU as
regards human rights including equality between
women and men; continue efforts to integrate a
gender mainstreaming perspective into all relevant
programmes funded through the Instrument for Pre-
accession Assistance (IPA) and the European
Neighbourhood Instrument (ENI).
COM: NEAR ongoing
Indicators (cf. goal 5 of the UN 2030 Agenda for Sustainable Development)
End all forms of discrimination against all women and girls everywhere
Eliminate all forms of violence against all women and girls in the public and private
spheres, including trafficking and sexual and other types of exploitation
Eliminate all harmful practices, such as child, early and forced marriage and female
genital mutilation
Recognise and value unpaid care and domestic work through the provision of public
services, infrastructure and social protection policies and the promotion of shared
responsibility within the household and the family as nationally appropriate
Ensure women’s full and effective participation and equal opportunities for leadership at
all levels of decision-making in political, economic and public life
Ensure universal access to sexual and reproductive health and reproductive rights, as
agreed in accordance with the Programme of Action of the International Conference on
Population and Development and the Beijing Platform for Action and the outcome
documents of their review conferences
− Undertake reforms to give women equal rights to economic resources, as well as
access to ownership and control over land and other forms of property, financial
services, inheritance and natural resources, in accordance with national laws
− Enhance the use of enabling technology, in particular information and
communications technology, to promote the empowerment of women
− Adopt and strengthen sound policies and enforceable legislation for the promotion of
gender equality and the empowerment of all women and girls at all levels
27
6. Gender mainstreaming, funding for gender equality and
cooperation with all actors
Objectives
¾ continue to integrate a gender-equality perspective into every aspect of EU
intervention (effective gender mainstreaming);
¾ continue to ensure effective and efficient EU funding for gender equality;
¾ cooperate closely with all stakeholders active in the field of gender equality.
Actions Responsibilities Timing
Continue to provide guidance and ensure close
cooperation between Commission services on
gender-equality issues through the Inter-Service Group
on equality between women and men
COM: JUST / all
DGs
ongoing
Consider issuing a report on gender mainstreaming in
the Commission
COM: JUST / all
DGs
2017
Continue to provide funding for gender equality through
relevant EU programmes
COM: funding
DGs
2017-
2019
Take into account the gender-equality perspective in
preparations of the post-2020 generation of EU funding
programmes
COM: funding
DGs
2017-
2019
Follow national strategic documents and developments
in the area of gender equality
COM: JUST 2017
Continue to facilitate exchanges of good practice among
Member States through the mutual learning programme
COM:JUST three
times
a year
Organise regular meetings of the High-Level Group on
gender mainstreaming and the Advisory Committee on
equal opportunities for women and men
COM: JUST twice
yearly
Continue to issue a Report on progress in gender
equality in the EU
COM: JUST yearly
Prepare an internal report on implementation of action COM: JUST / all
DGs
yearly
28
Indicators
Report on gender mainstreaming published
Regulations of relevant future funding programmes
Analysis of national strategic documents carried out
Number of exchanges of good practice
Number of meetings organised
Reports on progress published
Reports on implementation prepared
29
Annex 2: Selected targets
1. EU-level targets
The Strategic engagement for gender equality 2016-2019 will contribute to reaching the
following existing targets:
Targets Source
0 % gender employment gap (20-64 years) EU2020 strategy: 75 % employment
target for both women and men
Provision of childcare for 33 % of children
under 3 and 90 % of children between 3 and
mandatory school age
Objectives set at the 2002 Barcelona
European Council and reconfirmed by
the 2011-2020 European Pact for
gender equality75
40 % of the under-represented sex in
non-executive board-member positions in
publicly listed companies (except SMEs)
November 2012 proposal for a
Directive on improving the gender
balance among non-executive directors
of companies listed on stock exchanges
2. Internationally agreed targets
On 25-27 September 2015, the UN member states adopted an ambitious new post-2015
agenda76
which seeks to end poverty by 2030 and promote shared economic prosperity,
social development and environmental protection for all countries. It is based on 17
goals, including a stand-alone goal on gender equality and the empowerment of women
and girls, with specific targets and indicators, and gender-sensitive targets in other
areas.
As the agenda was negotiated by all UN members, including the EU and its Member
States, and applies to all for the next 15 years, this strategic engagement will contribute
to achieving its gender-sensitive targets, in particular the following targets under goal
5:
5.1 End all forms of discrimination against all women and girls everywhere;
5.2 Eliminate all forms of violence against all women and girls in the public and
private spheres, including trafficking and sexual and other types of exploitation;
5.3 Eliminate all harmful practices, such as child, early and forced marriage and
female genital mutilation
5.4 Recognise and value unpaid care and domestic work through the provision of
public services, infrastructure and social protection policies and the promotion
of shared responsibility within the household and the family as nationally
appropriate;
5.5 Ensure women’s full and effective participation and equal opportunities for
leadership at all levels of decision-making in political, economic and public life;
75
https://www.consilium.europa.eu/uedocs/cms_data/docs/pressdata/en/lsa/119628.pdf.
76
https://sustainabledevelopment.un.org/post2015/transformingourworld.
30
5.6 Ensure universal access to sexual and reproductive health and reproductive
rights as agreed in accordance with the Programme of Action of the
International Conference on Population and Development and the Beijing
Platform for Action and the outcome documents of their review conferences;
5.a Undertake reforms to give women equal rights to economic resources, as well
as access to ownership and control over land and other forms of property,
financial services, inheritance and natural resources, in accordance with national
laws;
5.b Enhance the use of enabling technology, in particular information and
communications technology, to promote the empowerment of women;
5.c Adopt and strengthen sound policies and enforceable legislation for the
promotion of gender equality and the empowerment of all women and girls at
all levels.
31
Annex 3: Integrating a gender-equality perspective into all human
resource practices and policies in the European
Commission
The concept of diversity recognises the wide variety of qualities among staff in terms
of skills, competences, attributes, personality and knowledge also in the Commission.
Therefore, diversity management will be strategic for the institution and enjoy strong
political support. In this context, a particular focus will be on senior management’s
responsibility to secure results at this level.
Three priority areas will be considered:
• an inclusive and results-oriented working environment benefiting all staff;
• achieving 40 % female representation in middle and senior management by the
end of the mandate; and
• achieving excellence in attracting and retaining staff with a disability.
The Commission working environment needs to be results-oriented, so that staff is free
to organise their work autonomously and manage the relationship between work and
other activities (work-life balance). There could be several communication initiatives
and a learning and development framework to trigger and sustain the shift to a
genuinely inclusive workplace.
32
Annex 4: 2014-2020 EU funding programmes contributing to
reaching the targets and objectives of this strategic
engagement
A number of EU funding programmes in 2014-2020 allow for the promotion of gender
equality and gender mainstreaming; these include:
• the European Structural and Investment Funds;
• the Asylum, Migration and Integration Funds;
• the Rights, Equality and Citizenship Programme;
• the Horizon 2020 Framework Programme for Research and Innovation;
• Erasmus + (EU programme for education, training, youth and sport);
• the Connecting Europe Facility (EU programme to co-fund trans-European
network projects);
• the Development Cooperation Instrument;
• the European Neighbourhood Instrument;
• the European Instrument for Democracy and Human Rights; and
• the Programme for Employment and Social Innovation.
Indicative funding for gender equality can be provided for programmes that include a
gender-equality objective and use gender-equality indicators allowing for the
specification of allocated amounts.
European Structural and Investment Funds (ESIFs)
The 2014-2020 ESIFs, in particular the European Social Fund (ESF) and the European
Regional Development Fund (ERDF), are key financial levers for the promotion of
equality between women and men. On the basis of the operational programmes agreed
between Member States and the Commission, it is estimated that approximately
EUR 5.85 billion will be spent in 2014-2020 on measures promoting gender equality.
Approximately EUR 4.6 billion in ESF spending in 2014-2020 is programmed for
gender equality, of which EUR 1.6 billion under the ‘equality between men and women
in all areas, including in access to employment, career progression, reconciliation of
work and private life and promotion of equal pay for equal work’ investment priority
chosen by 12 Member States77
.
Approximately EUR 1.25 billion from the European Regional and Development Fund
is programmed for investment in childcare infrastructure.
Rights, Equality and Citizenship Programme
Around EUR 440 million is allocated to the Rights, Equality and Citizenship (REC)
Programme, which has nine specific objectives, including one for gender equality and
another for preventing and combating violence against women, children and young
77
AT, CZ, DE, ES, FI, GR, HU, IT, PL, PT, SK and UK.
33
people, and protecting victims and groups at risk. These two objectives currently
account for around 35 % of the REC funds.
Development Cooperation Instrument
Among many other targeted actions, EUR 100 million will be committed to improving
the lives of girls and women through the 2014-2020 Global Public Goods and
Challenges specific thematic programme. Of this, EUR 70 million is earmarked for
the ‘gender, women empowerment and girls rights’ budget line and EUR 30 million for
the ‘child well-being’ line, which will include EUR 18 million to tackle harmful
practices such as FGM and child marriage.
In addition, gender equality will be mainstreamed in bilateral and regional geographical
programmes. Examples include the DCI-Asia Latin America programme which will
dedicate EUR 16 to 18 million to specific actions on gender equality or the EUR 2
million Gender Equality Facility in Albania.
Horizon 2020
Gender equality is promoted in three ways under Horizon 2020:
• gender balance in advisory groups (50 % target) and evaluation panels (40 %)
— data will be published in Horizon 2020 monitoring reports;
• grant beneficiaries are encouraged to aim at gender balance and equal
opportunities in research teams engaged in projects; and
• gender dimension in research content (i.e. taking account of women’s and
men’s biological characteristics and social/cultural factors).
In addition, within the ‘science with and for society’ work programme 2014-2017, a
budget of about EUR 43 million will be allocated to projects promoting awareness
and implementation of gender equality in the research system and research
organisations.
34
Annex 5: National gender-equality strategies/action plans
(September 2015)
The adoption by an increasing number of Member States of national strategies or action
plans (NAPs) addressing gender equality in a coherent and coordinated framework is a
positive development. In addition, many Member States have adopted thematic action
plans addressing particular challenges, such as gender-based violence. Actual
implementation of gender-equality policies is uneven across Member States and policy
areas, due to the variation in socio-economic, cultural and institutional conditions. The
design and the implementation of national strategies and action plans have been
influenced by past European frameworks for gender equality, which Member States see
as a strong driving force for national developments.78
Documents adopted Status*
NAP for the equality of women and men in the labour
market
AG79
NAP to combat violence against women (2014) AG
4th NAP on combating human trafficking (2015-2017) AG
Revised NAP on implementing UNSC Resolution 1325
(revised NAP from 2012)
AG
Austria
NAP on Women’s Health D
4th NAP to fight against violence between partners and
other forms of intra-family violence (2010-2014)80
AG
NAP on the fight against gender-based violence (2015-
2019)
Federal action plan for gender mainstreaming (2015-2019) AG
2nd NAP on ‘women, peace and security’ (2013-2016)
implementing UNSC Resolution 1325
AG
Belgium
3rd NAP to combat trafficking in human beings and
human smuggling (2015-2019)
AG
National strategy for the promotion of gender equality
(2009-2015)
AG
Bulgaria
Annual NAP to promote gender equality (2009-2015) AG
National policy for gender equality (2011-2015) AG/AP
Croatia
Women’s entrepreneurship development strategy (2014-
2020) and action plan for implementation
AG
78
Recent developments and current priorities in the field of gender equality, European Network of
Experts on Gender Equality (ENEGE), 2014.
79
The NAP was initially set up for 2010-2013; the government programme confirms an extension for
2013-2018.
80
The NAP was primarily designed to fight domestic violence, but now also addresses FGM, forced
marriages and honour-related violence.
35
National plan for combating discrimination (2015-2020) D81
National protection against family violence strategy
(2011-2016)
AG
NAP for the implementation of UNSC Resolution 1325 on
women, peace and security (2011-2014)
AG
National human rights protection and promotion
programme (2013-2016)
AG
National plan for the suppression of trafficking in human
beings (2012-2015)
AG
NAP on preventing and combating domestic violence
(2010-2013)
AG82
Action plan on equality between men and women (2014-
2017)
AG
NAP on gender equality in education (2014-2017) AG
Cyprus
NAP on trafficking in persons (2013-2015) AG
National gender-equality plan – Government priorities and
procedures in the promotion of equality for women and
men (every year since 1998)
AG
Strategy for equal opportunities for men and women
(2014-2020)
AG
Action plan for equal representation of women in politics
and decision-making positions (2015)
AG
Czech Republic
2nd NAP for the prevention of domestic violence
(2015-2018)
AG
Annual gender equality NAP AP83
Gender mainstreaming NAPs (2007-2011; 2012 onwards) AG
Children and families strategy (2012-2020)
Action plan on combating domestic violence (2014) AG
Action plan to combat human trafficking (2015-2018) AG
Denmark
NAP on honour-related violence (2012 onwards) AG
Action plan to reduce the pay gap between women and
men (2012-2016)
AG
Development plan for children and families (2012-2020) AG
Estonia
Development strategy for preventing violence (2015-
2020)84
AG
81
The working groups drafting the plan have started to identify the problems and set goals in the area of
labour and employment.
82
The advisory committee is currently preparing the 2nd action plan, for 2016-2018, which will cover
actions not covered by the first plan, such as the creation of a unified central database.
83
The action plan is presented and discussed in parliament each year.
36
Development plan for welfare (2016-2023)85
D
Government action plan for gender equality (2011-2015) AG
Finland
NAP to reduce violence against women (2010-2015) AG
Action plan for gender equality; bill for gender equality
(since 2012)
AP
France
Three-year action plans to combat violence against women
(2008-2010; 2011-2013; 2014-2016)
AG86
Action programme on prospects of re-entering the labour
market (since 2008)
AG
First report on gender equality (frame of reference for the
Federal Government’s gender-equality policy) (2011)
AG
Germany
2nd Government action plan to combat violence against
women (since 2007)
AG
National programme for substantive gender equality
(2010-2013, extended until 2015)87
AG
Greece
National plan on social inclusion (2014), also promoting
gender equality and combating discrimination
AG
Government Resolution No 1004/2010 (I. 21.); national
strategy for the promotion of gender equality – guidelines
and objectives 2010-2021
AG
Hungary
Strategy to fight trafficking in human beings (2013-2016) AP
National women’s strategy (2007-2016) AG
2nd NAP on women, peace and security (2015)
National strategy on domestic, sexual and gender-based
violence (2010-2014)88
AG
Ireland
NAP to prevent and combat trafficking of persons (2009)89
AG
National reform programme with rules on tackling gender-
based violence and abuse within the family (2014)
AG
Italy
Extraordinary action plan against sexual violence and
stalking (since 2010)
AG
Plan for implementation of gender equality (2012-2014) AG
Latvia
State family policy guidelines (2011-2017), which cover
domestic violence
AG
84
Aimed at reducing domestic violence, violence against children, gender-based violence and
trafficking in human beings.
85
This will cover labour, employment, social security, social inclusion, gender equality and equal
opportunities.
86
The plans are presented by the Government as guidelines, without a framework law.
87
A working group on updating the programme was established in July 2015.
88
The Government is expected shortly to approve the 2nd national strategy.
89
The drafting of a successor NAP is at an advanced stage.
37
Guidelines on equal opportunities and rights for women
and men (2016-2020)
D
National programme on equal opportunities for women
and men (2010-2014)
AG/AP
National programme on equal opportunities for women
and men (2010-2014) implementation report (2015)
AG
National programme on equal opportunities for women
and men (2015-2021)
AG/AP
Lithuania
NAP for national programme implementation (2015-2017) AG
NAP on equality of women and men (2009-2014, updated
for 2015-2018)
AG
Strategy to improve gender representation in decision-
making (2014)
AG
Government programme on reconciliation (2014-2019) AG
Government strategy to achieve a better balance between
men and women in economic and political decision-
making bodies (2014)
AG
Luxembourg
NAP on sexual and emotional education (2012) AG
NAP on violence against women (2013-2015)90
AG
Malta
Government policy on gender mainstreaming in practice
(2012)91
AP
Headlines emancipation policy (2013-2016) AG
Netherlands
Specific plan for women in the senior levels of the national
administration (2013)
AG
NAP for equal treatment (2013-2016) AG
92
National programme counteracting violence in the family
(2006-2013, updated for 2014-2020)
AG
Poland
Human capital development strategy (2020) AG
5th national plan for gender equality, citizenship and
non-discrimination (2014-2017)
AG
5th national plan for preventing and combating domestic
and gender violence (2014-2017)
AG
3rd national plan against trafficking in human beings
(2014-2017)
AG
Portugal
3rd action programme for the prevention and elimination
of FGM (2014-2017)
AG
90
The plan was announced in 2012.
91
This policy reiterates that Government departments and public-sector organisations are responsible
for implementing gender-equality policies and gender mainstreaming.
92
The preparation of the NAP is required by the Anti-discrimination Act.
38
National strategy for equal opportunities between women
and men (2010-2012, updated for 2014-2017)
AG
Romania
National strategy for preventing and combating domestic
violence (2013-2017) and operational plan
AG
NAP for the prevention and elimination of violence
against women (2014-2019)
AG
National strategy for gender equality (2014-2019) AG
Slovakia
NAP on gender equality (2014-2019) AG
Resolution on a national programme for the prevention of
family violence (2009-2014)
AG
Slovenia
Draft resolution on a national programme for equal
opportunities for women and men (2015)
D93
Strategic equal opportunities plan (2014-2016) AG
Special plan on the equality of women and men in the
labour market and against wage discrimination (2015-
2017)
D
2nd action plan on equality between women and men in
the information society (2014-2017)
AG
National strategy for the eradication of violence against
women (2013-2016)
AG
Plan for the promotion of women in rural areas (2015-
2018)
AG
Comprehensive family support plan (2015-2017) AG
Comprehensive plan to fight trafficking of women and
girls for purposes of sexual exploitation (2015-2018)
AG
Spain
National protocol against FGM (2015) AG
Government Communication 2011/12:3 on The objective
of gender equality (2011-2014)
AG
Government Communication 2008/09:198 on A strategy
for gender equality in the labour market and the business
sector (2009)
AG
Government Communication 2007/08:39 on an Action
plan to combat men’s violence against women, honour-
related violence and oppression, and violence in same-sex
relations (2008, updated for 2011-2014)
AG
Action plan to prevent and hinder young people from
marrying against their will (2010)
AG
Sweden
Gender mainstreaming strategy for Government AG
93
The draft resolution was discussed at the Expert Council for Gender Equality in February 2015 and
has been in public discussion since 2 April 2015.
39
departments (2012-2015)
Equality Act 2010 (public-sector equality duty
incorporated in 2011)
AP
The Equalities Strategy: building a fairer Britain (2006-
2016)
AP
A call to end violence against women and girls (action
plans reviewed annually; latest March 2014)
AP
Action plan to address violence against women and girls
(since 2011)
AG
UK
FGM prevention programme (2014) AG
Sources: ENEGE country experts (country fiches, February 2015), EIGE, EC, EP.
* AP: approved by Parliament, AG: approved by Government, D: draft.
40
Annex 6: Main policy fields addressed by Member States’ gender-
equality strategies/action plans (September 2015)
Initially, national gender-equality strategies were focused on the labour market, with
the introduction of legislation and regulatory measures on the equal treatment of
women and men in terms of employment. In more recent years, socio-economic
changes have led to intervention being extended to other relevant fields, both in the
labour market (pay gaps, working time, work-life balance) and other areas, such as
violence against women, health, and economic and political decision-making.94
The
fields are covered in the Member States’ strategies and action plans as follows:
Social
inclusion
and
poverty
Education
and
training
Access
to
health
Gender-
based
violence
Economy
and
labour
market
Gender
stereotypes
Reconciliation
of working
and family life
Decision-
making
Austria x x x x x x x x
Belgium x x x x
Bulgaria x x x x x x x
Cyprus x x x x x x x x
Czech
Republic
x x x x x x x
Denmark x x x x x x x x
Estonia x x x x x
France x x x x x x x x
Germany x x x x x x x x
Greece x x x x x x x x
Hungary x x x x x x x x
Ireland x x x x x x x x
Italy x x x x x x
Latvia x x x x
Lithuania x x x x x
Luxembourg x x x x x x x x
Malta x x x x x x x x
Netherlands x x x x x x x x
Portugal x x x x x x x
Romania x x x x x x
Slovenia x x x x x x x x
Spain x x x x x x x x
Sweden x x x x x x x
Croatia x x x x x x x x
Finland x x x x x x x x
Poland x x x x x x x x
Slovakia x x x x x x x x
UK x x x x x x x x
Sources: ENEGE country experts, EIGE, EC, EP
94
Recent developments and current priorities in the field of gender equality, ENEGE, 2014.