Legislative and policy framework

Prior to 2004, the EU accession process played an essential role in promoting gender mainstreaming in Latvia, with key EU equality directives[1] being transposed into national law alongside the principles enshrined in the fundamental EU treaties being applied in national legislation and policymaking.

Article 91, of the 1922 Latvian Constitution, applied via an amendment in 1998, states that ‘All human beings in Latvia shall be equal before the law and the courts. Human rights shall be realised without discrimination of any kind.’ The prevention of discrimination on the grounds of sex[2] is legislated under various laws. Initially, gender equality principles were integrated into the area of labour relations. Over the years, gender equality has developed further and has been embedded in policy areas such as social protection, social insurance, employment, education, healthcare and the provision of goods and services in the public and private sectors.

In 2001, the first concept paper on gender equality implementation was published, which established gender mainstreaming as an approach for developing, implementing and sustaining gender equality. This concept paper was used as the basis for the development of other action plans and documents.

At present, Latvia’s gender equality strategy is embedded within the social protection and labour market policy guidelines for 2021–2027.[3] Despite this being a sectoral strategy, gender equality is treated as a cross-cutting issue that affects all guidelines. Although the title of the strategy relates to the labour market, it sets wider goals beyond this, such as the goal of Latvia attaining a higher ranking in EIGE’s Gender Equality Index. The guidelines emphasise that a gender mainstreaming approach must be promoted to incorporate a gender equality perspective as a cross-cutting issue in all policies at all levels and stages.

Latvia’s national action plan on gender equality, the plan for the promotion of equal rights and opportunities for women and men for 2024–2027,[4] replaces the 2021–2023 plan. The implementation of this plan is monitored every three years, with three specific targets to be achieved.

Targets of the plan for the promotion of equal rights and opportunities for women and men for 2024–2027

  • Equal rights and opportunities for women and men in the labour market and education (25 indicators).
  • Reduction in negative gender stereotypes (12 indicators).
  • Gender mainstreaming in policy-planning processes (16 indicators).

Structures

Governmental gender equality body

Although there is no national legislation serving as a legal basis for assigning gender equality responsibilities to a specific government body or public institution, the Ministry of Welfare has been responsible for planning, implementing and coordinating gender equality policy in the government since 1999.[5] Within this ministry, the Gender Equality Unit was integrated into the Department of Social Policy Planning and Development (Sociālās politikas plānošanas un attīstības departaments) in 2012.

The Department of Social Policy Planning and Development has an expanded remit, combining gender equality with other equality-related functions. Within the department, there are 2 civil servants (out of a total of 16 employees) who focus exclusively on gender equality.[6] The department’s key responsibilities include coordinating gender equality policy, monitoring and assessing gender equality programmes and projects, and using a gender equality perspective to overview issues.[7]

Functions of the Department of Social Policy Planning and Development

  • Drafting gender equality policy for the government.
  • Conducting a gender-sensitive analysis of policies and legislation.
  • Coordinating/implementing government decisions on gender equality.
  • Coordinating/implementing gender mainstreaming processes and methodologies.
  • Monitoring progress towards achieving gender equality.
  • Publishing and disseminating gender-equality-related information and training.

There is no established procedure for the Department of Social Policy Planning and Development to report to parliament on progress related to gender equality and gender mainstreaming; however, reporting can take place on request.

The department has no internal mechanism for consultations with other departments or ministries about new or existing policies, laws or programmes in policy fields other than gender equality, and, as a result, it is rarely consulted. Instead, the department engages with ad hoc consultations if another body conducts a gender impact assessment.

Another governmental mechanism for gender equality is the Committee of Gender Equality. It was established within the Ministry of Welfare by ministerial order in 2010[8] and replaced the Gender Equality Council, which had been operating since 2002. The committee meets three times a year on average and provides expertise to policymakers by sharing its opinion on policy developments and proposals.

While it has no direct policymaking or legislative function and does not play any coordination role in relation to gender mainstreaming across the government, the committee does monitor the implementation of gender equality policies in various sectors. The committee aims to promote cooperation and participation among direct public administration institutions, non-governmental organisations (NGOs), local authorities and other stakeholders in order to facilitate the planning, implementation, monitoring and development of policies on equal rights and opportunities for women and men.

There is no direct line of funding for gender equality issues in the budget of the Ministry of Welfare or other line ministries. Although gender equality is mainstreamed as a cross-cutting principle in all sectoral policies and EU-funded projects, the costs and percentages of costs cannot be calculated. There is no permanent public funding for the development of gender equality policies; measures are implemented within the existing approved budget, attracting funding from foreign financial assistance or other public administration institutions.

Independent gender equality body

The Ombudsperson’s Office of Latvia (Latvijas Republikas Tiesībsargs) is the independent body for the promotion of gender equality.[9] Its mandate includes gender equality, along with human rights and non-discrimination more broadly.

Functions of the Ombudsperson’s Office of Latvia[10]

  • Promoting the protection of the human rights of individuals.
  • Promoting equal treatment and non-discrimination.
  • Evaluating and promoting the observance of the principle of good governance in public administration.
  • Identifying gaps in legislation and its application to human rights and good governance and contributing to addressing these gaps.
  • Promoting public awareness and understanding of human rights, the mechanisms for the protection of these rights and the work of the ombudsperson.

The expanded mandate of the Ombudsperson’s Office is reflected in the fact that none of the 56 employees has a specific responsibility for gender equality issues. However, structural updates in 2024 resulted in an Anti-discrimination Unit being introduced and, while this is not exclusively focused on gender equality, four staff members are able to place a greater focus on this policy area.

There is no transparent procedure for the government to consult the ombudsperson; however, the office tends to get involved if it is deemed necessary. The office’s recommendations regarding institutions’ deficiencies in gender equality are publicly available following consultations, with an approximate implementation rate of 80 %. Additionally, a representative of the Ombudsperson’s Office participates in the Committee of Gender Equality as an independent observer; while they do not have voting rights, they can make proposals.

The Ombudsperson’s Office also examines complaints from private persons, advises citizens and conducts research on gender equality to be shared with other organisations or institutions. The office regularly cooperates with international and European institutions and is fully funded by the national government, with an annual expenditure of EUR 3 178 151, and 8 % of its non-administrative costs are related to gender equality.

Parliamentary body

There is no specific, representative, elected body focused on gender equality in the parliament of Latvia. Traditionally, gender equality issues fall under the responsibility of the parliament’s Human Rights and Public Affairs Committee. The involvement of this committee in relation to gender issues, however, is minimal, and civil-society organisations’ participation in parliamentary working groups is not required.

Consultation with civil society

There is no regular funding mechanism or budget heading for gender equality and non-discrimination NGOs within the Ministry of Welfare, although occasionally ad hoc activities are supported based on a political decision on budget allocation.

The Committee of Gender Equality is a consultative body promoting equal rights and opportunities for women and men. It fosters cooperation among public administration institutions, NGOs, social partners, local authorities and other stakeholders.[11] The committee includes representatives from ministries, the State Chancellery, the Office of the Latvian Representative before International Human Rights Institutions, social partners, seven NGOs and the Nordic Council of Ministers’ Office in Latvia. The Ombudsperson’s Office participates as an independent observer, and the committee is chaired by the State Secretary of the Ministry of Welfare. It is not part of the gender mainstreaming mechanism and functions more as a think tank.

Methods and tools

Note: the methods and tools listed in this section were the focus of EIGE’s 2024 assessment. If certain methods and tools are not mentioned in this section, this does not necessarily mean that they are not used by Latvia.

Gender impact assessment

Latvia has a legal obligation to undertake an ex ante gender impact assessment when drafting laws or policies under Regulation of the Cabinet of Ministers No 617 – Procedure for initial impact assessment of a draft legislative act (Tiesību akta projekta sākotnējās ietekmes izvērtēšanas kārtība).[12] This regulation mandates that the impact that draft legislative acts could have on gender equality be assessed.

Gender budgeting

There is a legal obligation to conduct gender budgeting under Cabinet of Ministers Instruction No 2 – Instruction on the analysis of the state budget execution. This instruction states that all ministries are required to indicate and explain the results of the state budget and their performance indicators broken down by gender (if available) in the 12-month reporting period. Although there is an instruction on providing sex-disaggregated data in budgeting processes, there is little or no indication that this information is analysed or used as a gender mainstreaming tool. Furthermore, there is no accountability structure or monitoring of this.

Training and awareness-raising

In the last five years, there have been no awareness-raising initiatives among ministries and other governmental bodies. There is no legal basis for compulsory gender equality training; however, the plan for the promotion of equal rights and opportunities for women and men for 2024–2027 includes a section on the ‘education of state administration experts, local government and other specialists in gender equality issues’. This includes a digital handbook and educational events.[13]

Gender statistics

There is no legal obligation for the Central Statistical Bureau or other public institutions to collect data disaggregated by sex. In practice, however, gender statistics are available.

The Central Statistical Bureau presents data disaggregated by sex, such as in the Statistical Yearbook, and its website has a section on gender statistics,[14] including a thematic breakdown. The website provides direct access to related datasets that can be viewed online and downloaded.

In 2023, the Central Statistical Bureau replaced its summary of sex-disaggregated data, Women and Men in Latvia,[15] with the new publication Gender Equality. The new publication aims to provide statistical indicators of gender equality and the differences between the positions of men and women in society in various dimensions, including knowledge, work, money, time, health, power and violence.[16]

Monitoring progress

Latvia's institutional mechanisms for gender equality and gender mainstreaming stand below the EU average and show a decline compared with 2021.

Explore Latvia's scores on the four key indicators on institutional mechanisms for the promotion of gender equality and gender mainstreaming developed to monitor progress on Area H of the Beijing Platform for Action.

Latvia: Institutional mechanisms for gender equality and gender mainstreaming

References