EU Gender equality policies and Member States contributions
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1 EU Gender equality policies and Member States contributions GLEICHSTELLUNGSPOLITIK HEUTE BILANZ UND HERAUSFORDERUNGEN 29. OKTOBER 28 Humboldt-Universität zu Berlin Laurent Aujean DG Employment, social affairs and equal opportunities Unit Equality Men/Women
2 Content of the presentation Gender equality at EU level The Roadmap for equality between women and men Gender mainstreaming in the European employment strategy The European Pact for Gender equality Focus on some topics : Gender mainstreaming of employment policies Reconciliation between work, private and family life Gender pay gap Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 2
3 Gender equality at EU level A long-standing commitment Gender equality in the Treaties Central role of legislation to ensure equal treatment (13 EU directives) but need to go beyond A fundamental value but also a necessity for achieving economic and social objectives (economic case, demography, ) Commitments at EU level : The Roadmap for equality between women and men (26-1) The European pact for gender equality (26) Framework of actions of social partners (25-9) Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 3
4 The Roadmap for equality between women and men (26-1) Strategy of the for gender equality over the period 26-1 with a dual approach (specific actions and gender mainstreaming) and six key priority areas : Equal economic independence of women and men Reconciliation between work, private and family life Promoting equal participation of women and men in decision making Eradicating Gender-based Violence and Trafficking Eliminating Gender Stereotypes in Society Promoting of Gender Equality Outside the EU Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 4
5 Gender equality and the Strategy for Growth and Jobs The European employment strategy and the Equal opportunities pillar The Renewed strategy for growth and jobs and the dual approach Life-cycle approach to work : Employment Guideline 18 (reducing gender gaps and improving reconciliation between work, private and family life) The 21 objectives (female employment rate and childcare facilities) Gender equality in the National Reform Programmes Country specific recommendations Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 5
6 Employment guideline 18 resolute action to increase female participation and reduce gender gaps in employment, unemployment and pay, better reconciliation of work and private life and the provision of accessible and affordable childcare facilities and care for other dependants Other important guidelines : Flexible working arrangements in GL 21 (adaptability) Reduce gender pay gap in GL22 (wage setting) Gender mainstreaming and specific actions Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 6
7 European Pact for gender equality Adopted by the European Council in March 26 The objective is to encourage actions on Member State and Union levels to support Roadmap objectives Three types of measures: Measures to close gender gaps and combat gender stereotypes in the labour market Measures to promote a better work-life balance for all Measures to reinforce governance through gender mainstreaming and better monitoring Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 7
8 Gender mainstreaming of employment policies Current situation : a mixed picture across EU Member States Developments at EU level ESF Gender mainstreaming of employment policies Manual for GM of employment policies with a four step method : 1. Getting organized 2. Learning about gender differences 3. Assessing the policy impact 4. Redesigning policy Policies needed at national level Promote a dual-earner model Fight discrimination and stereotypes (incl. reduction of gender segregation of the labour market) Put into practice gender mainstreaming in all employment policies (examples of active labour market policies or flexicurity policies) Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 8
9 Employment rates (women and men aged 15-64) in EU Member States Women Men percent DK SE NL FI EE UK AT LV DE SI CY LT PT IE FR EU27 BG CZ BE LU ES SK RO HU PL EL IT MT Source: Eurostat, Labour Force Survey (LFS), annual averages Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 9
10 Reconciliation between work, private and family life Current situation A policy mix of leaves, care services and flexible working time arrangements Individual choice to work (full-time/part-time) but existing constraints/obstacles should be removed Developments at EU level Developments of leaves arrangements (revision of EU directives and negotiation at social partners level) Report on Barcelona targets Policies at national level: examples of good practices : Development of affordable and quality childcare services Flexible care services Valuation of care occupations Comprehensive system of leaves for family reasons Involvement of fathers Duration of leave Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 1
11 An indicator : Employment impact of parenthood Employment rates of women aged 25-49, depending on whether they have children (under 12) - 27 without children with children 77,9 65,5 SI LT PT NL CY FI LV BE FR AT BG EE RO LU DE PL UK EU 27 ES IE SK EL CZ IT HU MT Source : Eurostat, European Labour Force Survey, annual averages. Notes : No data avaialble for DK and SE Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 11
12 Women more affected by reconciliation issues : part-time Share of part-time workers in total employment, in EU Member States Women Men percent , ,7 BG SK HU LV CZ EL LT RO CY SI EE PL PT FI ES MT IT FR EU 27 IE DK LU SE BE AT UK DE NL Source: Eurostat, Labour Force Survey (LFS). EU27: provisional results. IE: for women, unreliable or uncertain data. EE, IE, LU: for men, unreliable or uncertain data. DE : Provisional result. EE : for men, unreliable or uncertain data Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 12
13 hours Difference between working women's and men's average time spent in domestic and family work and in paid employment, in 25 (by week) Difference in hours spent in domestic and family work Difference in hours spent in paid employment (incl.commuting) Source: Fourth EWCS, 25. SE FI DK LT LV BE EE DE MT CZ AT PT HU BG EU27 FR UK SK ES IE PL RO LU SI EL NL IT CY Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 13
14 Childcare facilities : a central aspect of reconciliation policies Barcelona targets : coverage rate of : 33% of children under 3 9% of children between 3 and the mandatory school age Follow up report to be adopted : MS have not reached the targets they set themselves in 22 Most difficult : younger children Hours of services Affordability and quality Cultural and financial issues for MS Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 14
15 Childcare facilities % 8 7 Graph 1 : Proportion of children up to 3 years cared for by formal arrangements, up to 3 hours / 3 hours or more per usual week 3 hours and more less than 3 hours DK NL SE BE ES PT UK FR LU SI FI IT EU- 25 CY EE DE IE LV EL HU MT SK LT AT PL CZ Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 15
16 Childcare facilities 1 % Graph 2 : Proportion of children (3 years to mandatory schooling age) cared for by formal arrangements, up to 3 hours / 3 hours or more per usual week BE DK FR DE IE SE ES IT UK NL CY EE EU hours and more less than 3 hours SI HU FI PT SK AT CZ EL LV LU MT LT PL Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 16
17 Gender pay gap Current situation A complex issue (not only direct discrimination) Developments at EU level Legislation Communication on gender pay gap (July 27) Policies at national level: examples of good practices : Report on the level, evolution and causes of the gender pay gap Legislation Equal pay reviews in companies Implication of social partners and collective bargaining Gender-neutral systems of job evaluation Public sector Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 17
18 Pay gap between women and men in unadjusted form in EU Member States - 26 (Difference between men's and women's average gross hourly earnings as a percentage of men's average gross hourly earnings) percent MT BE SI IE IT PT RO EL FR HU PL ES LU BG EU- LT LV SE CZ DK NL AT FI UK DE SK CY EE 27 Source: Eurostat. Administrative data are used for LU, Labour Force Survey for FR and MT. Provisional results of EU-SILC (Statistics on Income and Living Conditions) are used for BE, IE, EL, ES, IT, AT, PT, and UK. All other sources are national surveys. EU27, BE, IE, EL, ES, FR, CY and SI: Provisional results. Exception to the reference year : (1) 25: DK, DE, EE, IT, LT, NL, PT and UK NB: EU27 estimates are population w eighted-averages of the latest available values. CZ: calculations based on the median earnings Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 18
19 Thank you for your attention! Laurent Aujean Directorate-General for Employment, Social Affairs and Equal Opportunities Unit 19
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