Legislative and policy framework

In Lithuania, the general principle of equal opportunity and treatment is enshrined in Article 29 of the 1992 Constitution of the Republic of Lithuania.

The adoption of the Beijing Declaration and Platform for Action gave rise to the creation of gender equality institutional mechanisms in Lithuania. The process of accession to the EU also played a crucial role in fostering gender equality and gender mainstreaming in Lithuania’s national policies and body of legislation.

Lithuania has three key laws that provide for the consistent and systematic implementation of programmes, measures and projects to foster gender equality.

Key legislation on gender equality

  • Law on Equal Opportunities for Women and Men (1998).[1]
  • Law on Equal Treatment (adopted in 2003 and entered into force in 2005),[2] covering 14 grounds of discrimination, including sex.
  • Law on Strategic Governance (2020).[3]

The Law on Equal Opportunities for Women and Men forbids any discrimination, direct or indirect, on the ground of sex, including sexual harassment. The Law on Equal Treatment has been reformed many times[4] and now aligns with EU standards. Based on recommendations from various professionals, including lawyers, sociologists, gender experts and non-governmental organisations (NGOs), significant improvements were made to the Law on Equal Treatment and the Law on Equal Opportunities for Women and Men in 2016.

The amendments to the Law on Equal Treatment (2003) include, first, a prohibition on giving any priority to either gender (except in the cases explicitly established by the law) in job advertisements for civil service recruitment. Second, potential employers are forbidden to ask jobseekers for any information on their family status, age (except in the cases explicitly established by law), private life, family formation and attitudes towards family planning. Third, equal opportunities must be ensured for women and men in purchasing goods and services; this amendment includes a prohibition on the less favourable treatment of women because of pregnancy, childbirth and nursing status (except in the cases explicitly established by law).

Most recently, the Law on Strategic Governance states that the principle of gender equality, equal opportunities and non-discrimination must be considered during policy planning, implementation, monitoring and evaluation phases.

In addition to these central pieces of legislation, Lithuania has compiled several key strategic documents since 2012. The national programme on equal opportunities for women and men (the first version was in place from 2010 to 2014 and the second from 2015 to 2021)[5] aimed to ensure a consistent, sophisticated and systematic approach to gender equality issues in all fields. It also aimed to ensure the implementation of the Law on Equal Opportunities for Women and Men (1998), in compliance with EU and international obligations in the field of gender equality.

The national progress plan for 2021–2030 succeeded the national programme on equal opportunities for women and men. The national progress plan enshrines the principle of equal opportunities and non-discrimination as a national cross-cutting principle that should be mainstreamed in all national policy documents. However, while the national progress plan shows an overall government focus on gender mainstreaming, there is no longer a national strategy on gender equality, as this is now included within wider non-discrimination documents on other characteristics, including nationality, race and disability.

Lithuania still has an overall action plan on gender equality: the action plan for equal opportunities for women and men for 2023–2025.[6] This plan sets out seven targets as detailed below.

Targets of the action plan for equal opportunities for women and men for 2023–2025

  • Increase equality between women and men in the labour market.
  • Reduce the gap between women’s and men’s wages.
  • Integrate the principle of gender equality into educational programmes.
  • Promote work–life balance.
  • Promote the balanced participation of women and men in decision-making and in top positions.
  • Encourage individuals to take care of their health.
  • Improve the situations of women and girls who are part of vulnerable groups in society.

Each of these targets has additional measures and each measure provides the quantitative criterion for assessment. Overall, there are 20 measurable indicators, which are monitored annually.

At the ministerial level, each ministry has committed to implementing gender equality as a cross-cutting principle. However, no gender mainstreaming measures have been officially adopted.

Structures

Governmental gender equality body

The Ministry of Social Security and Labour (Socialinės apsaugos ir darbo ministerija)[7] is responsible for gender equality policy and gender mainstreaming and the implementation, monitoring and follow-up of the central strategies and measures. In 2021, the Ministry of Social Security and Labour, more specifically its Group of Equal Opportunities and Equality for Women and Men, became responsible for coordinating the implementation of gender equality as a cross-cutting principle in the work of the central government. The Group of Equal Opportunities and Equality for Women and Men has been part of the ministry since 2006.[8]

Functions of the Group of Equal Opportunities and Equality for Women and Men

  • Drafting, coordinating and overseeing gender equality and anti-discrimination policies, and handling EU and international cooperation within its remit.
  • Publishing information, providing training and monitoring annual reports on equal opportunities and non-discrimination in the national progress plan.

The group is only occasionally consulted about new or existing policies, laws or programmes, with these consultations leading to relevant adjustments in 25–50 % of cases.

The Group of Equal Opportunities and Equality between Women and Men has nine employees, with 50–75 % of their working time dedicated to gender equality projects, and is fully funded by the national government. Its 2023 annual expenditure was EUR 477 922.77, which was funded by the national government, with 48.5 % spent on non-administrative gender equality costs.

The Ministry of Social Security and Labour reports to the Lithuanian Parliament’s Committee on Human Rights on an ad hoc basis, when the committee calls the minister to report on progress achieved or an urgent issue regarding gender equality or equal opportunities on other grounds comes to the fore.

In 2000, the government established the Inter-Institutional Commission on Equal Opportunities for Women and Men. The commission is responsible for reviewing strategy documents and legal acts to ensure gender equality in public policy, submitting and monitoring proposals to the Ministry of Social Security and Labour and disseminating information on gender equality. The commission’s activities are regulated by Resolution No 266 of the Government of the Republic of Lithuania of 7 March 2000 – On the establishment of a commission on equal opportunities for women and men.

The Commission is composed of 14 representatives: 8 from ministries and government offices, 3 from academia and 3 from umbrella NGOs working on women’s rights and the Lithuanian Association of Municipalities. The representatives meet regularly to discuss issues, challenges and progress in relation to gender equality policy.[9]

Independent gender equality body

The Office of the Equal Opportunities Ombudsperson (Lygių galimybių kontrolieriaus tarnyba) is the independent gender equality body in Lithuania. The Law on Equal Opportunities for Women and Men (1998) established the ombudsperson and also set out provisions for the protection against discrimination of persons on the grounds of sex.[10] The Law on Equal Treatment (2003) builds on these provisions by enshrining the equality of persons and the prohibition of discrimination on the grounds of sex, race, nationality, language, origin, social status, belief, convictions or views.[11]

Functions of the Office of the Equal Opportunities Ombudsperson

  • Researching gender equality, conducting gender-sensitive analyses of policy and overseeing the publication and dissemination of gender-equality-related information and training materials.
  • Coordinating gender mainstreaming processes and methodologies.
  • Conducting surveys and providing recommendations and independent expert conclusions on policy documents or legal acts.
  • Assisting victims and formally investigating complaints about discrimination on the basis of sex.

Ministries in policy fields other than gender equality consult with the ombudsperson in fewer than 25 % of cases, but these consultations lead to relevant adjustments 50–75 % of the time.

The Office of the Equal Opportunities Ombudsperson has 18 employees, dedicating 50–75 % of personnel time to gender-equality-related work. Its annual expenditure is EUR 833 000, which is funded by both the EU and the national government, with 15 % spent on non-administrative gender equality costs.

Parliamentary body

In Lithuania, the Committee on Human Rights is within the Seimas (parliament).[12] The committee prepares and reviews draft laws and other legal acts primarily related to civil rights, including gender equality issues. The committee presents government institutions and other organisations with recommendations concerning problems related to the protection of civil rights, and also receives reports from the Office of the Parliamentary Ombudsperson.

Regional structure

The Ministry of Social Security and Labour provides municipalities with support and guidance to integrate gender aspects into their programmes.

Consultation with civil society

Civil-society organisations are consulted through the Inter-Institutional Commission on Equal Opportunities for Women and Men, which holds consultations on an ad hoc basis. The commission has regular meetings for discussion, information or other relevant issues within the framework of gender equality and gender mainstreaming. It acts as an advisory council of experts on equal opportunities and gives opinions on policy documents or legal acts about issues regarding gender equality or equal opportunities for all. Other civil-society organisations are regularly invited to take part in discussions, debates and decisions about specific gender-equality-related topics.

Additionally, there is the common practice of establishing working groups for representatives of different ministries to deal with a specific issue regarding gender equality legislation or policy. Ministries often circulate draft laws and policy documents and ask NGOs to provide their insights and comments.

Furthermore, the Ministry of Social Security and Labour distributes EUR 120 000 annually to NGOS so they can implement equal opportunities for women and men.

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 Lithuania.

Gender impact assessment

There is no legal obligation in Lithuania to undertake ex ante gender impact assessments when drafting laws and/or policies, plans and programmes.

Despite this, the Ministry of Social Security and Labour has prepared a methodological guide for gender impact assessments and has provided examples that any public institution can apply.

Gender budgeting

Gender budgeting is in its foundational stage in Lithuania, and, given this, there is currently no legislation on this.

Training and awareness-raising

To raise awareness among government staff, at least two events are organised annually by ministry representatives. For example, the Ministry of Foreign Affairs hosted a discussion ‘Investing in Women – Accelerating progress’, while the Ministry of Social Security and Labour shares information through videos, podcasts and its website on gender equality.

Government employees can participate in ad hoc gender equality training, as outlined in the national action plans, although this is not regular or mandatory. Employees of the governmental gender equality body, the Ministry of Social Security and Labour, also attend educational events and study visits in other Member States to learn about equal opportunities and gender equality.

Gender statistics

There is no legal obligation for the State Data Agency (Statistics Lithuania)to collect data disaggregated by sex. However, the State Data Agency is collaborating with the Ministry of Social Security and Labour to prepare the legal grounds for gender and equality statistics.

The action plan for 2023–2025 includes the task of improving the statistical data collection concerning gender equality in the domain of decision-making, namely collecting data on the number of women in public body, state and municipal governance, the number of women in diplomacy and the number of women on boards.

Gender statistics are presented and disseminated through a specific section of the website of the Official Statistics Portal (titled ‘Gender equality’).[13] The web page includes gender equality indicators, broken down by theme, and several publications that analyse the statistics. There is an openly available interactive map of gender equality developed for the Official Statistics Portal; it is updated every year.

Monitoring progress

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

Explore Lithuanian'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. 

Lithuania: Institutional mechanisms for gender equality and gender mainstreaming

References