• Characteristics and income of platform workers with childcare responsibilities

    Increasing digitalisation has led to a proliferation of so-called "platform work" whereby workers use online platforms (e.g. Uber, Wolt, Bolt) to access clients to deliver specific tasks or services. This note explores some of the characteristics of platform work for those with childcare responsibilities. Furthermore, it investigates gender differences for those carers who live with children in a couple or as lone parents.

  • Women platform workers face challenges balancing unpaid care with work, despite so-called flexibility

    Increasing digitalisation has led to a proliferation of so-called "platform work" whereby workers use online platforms (e.g. Uber, Wolt, Bolt) to access clients to deliver specific tasks or services. Such platforms can be seen to offer flexibility regarding when, how much and where one works. And this can contribute to gender equality through enabling a better work-life balance. For example, allowing people with childcare responsibilities, who are predominantly women, to fit work in around school hours, potentially increasing their participation in the labour market.

  • The COVID-19 pandemic reinforced gender inequalities as women took on more of the intensified informal care and housework demands

    Between June and July 2021, EIGE conducted an online survey on gender equality and the socio-economic consequences resulting from the COVID-19 pandemic. The data was gathered in all EU Member States, reaching a total of 42,300 participants between 20 and 64 years of age at the EU level, with typically around 1,500 individuals per country[1] (depending on its population size).

  • More efforts needed to strengthen institutional mechanisms to promote gender equality and gender mainstreaming

    More than 25 years ago, 189 countries around the world signed up to the Beijing Platform for Action (BPfA), which committed them to work towards a set of strategic objectives and actions for the advancement of women and the achievement of gender equality in 12 critical areas of concern. One of the key amongst these was Area H Institutional mechanisms for the advancement of women, for which the primary objectives are:

  • Gender-responsive Public Procurement: uncommon practice in the EU

    Gender-responsive Public Procurement (GRPP) is procurement that promotes gender equality through the goods, services or works being purchased. GRPP can be a driver towards promoting equal employment opportunities and social inclusion for women and men, providing equal opportunities for women and men at all stages of the supply chain and addressing gender pay gap inequalities in the labour market. EIGE has conducted extensive research on GRPP in the EU, resulting in the publication of an online step-by-step toolkit, a factsheet and a report on GRPP in the EU which presents key findings, selected case studies and policy recommendations.

  • Women at the forefront of decision-making in the fight against COVID-19 pandemic

    Monitoring progress in gender equality is key to support better informed policy-making and ensure its effectiveness and accountability. The European Institute for Gender Equality (EIGE) monitors the distribution of power in the European Union (EU) through regular collection of data on women and men in key decision-making positions. The COVID-19 pandemic presented an unprecedented global threat requiring prompt and considered responses to minimise the public health risks and mitigate the social and economic impact on all citizens.

  • Transport in the EU: Too few women in decision-making

    Despite efforts to improve gender equality, EU labour markets are still characterised by persistent horizontal segregation, whereby workers in particular sectors are predominantly women or men. According to 2020 data, only four in ten workers in the EU are employed in a gender-balanced sector, where the workforce comprises at least 40 % of each gender. Transport is a prime example of a sector that still employs relatively few women (22.2 % of the workforce compared to 46.1 % of all people employed across the whole economy).

  • Decision-making in environment and climate change: women woefully under-represented in the EU Member States

    Environment and climate change is a hot topic across the globe and it is crucial that related policy decisions serve women and men equally. To make that happen, women need to be adequately represented in decision-making processes. EIGE regularly monitors the share of women in positions of power in the environment and climate change arena within the EU. The time-series of datasets start from 2012 and the latest data is from 2020 or 2021 depending on the specific topic covered.

  • Women and power in the Western Balkans and Turkey

    The share of women in decision-making positions is one important element in assessing the level of gender equality. That’s why the European Institute for Gender Equality (EIGE) measures how much power women hold in politics, economics and finance, research, sports and the media. Below you can find our assessment of the situation in Albania, Bosnia and Herzegovina, Kosovo [1], Montenegro, North Macedonia, Serbia and Turkey (EU candidate countries and potential candidates under the Instrument for Pre-Accession Assistance (IPA)).

    Five women colleagues at a work meeting smiling to camera
  • The EU is inching towards comparable data on intimate partner violence

    Spikes in domestic violence reports during Covid-19 lockdowns have been a sad reminder that, across the world, women frequently face the most danger from people they know. Yet when it comes to intimate partner violence, each EU Member State collects data in a different way.

    Woman forensic analyst
  • What lies behind the gender pay gap?

    The gender pay gap in the EU stands at 16 % and has barely changed in the last decade. In most EU countries, the gender pay gap is slowly reducing but in Malta, Portugal and Slovenia, the gap has increased by more than 3.0 % since 2007. There are big differences across the EU, with the gender pay gap ranging from 3.5 % in Romania to 25.6 % in Estonia.

  • How many women have top positions in the EU candidate countries and potential candidates?

    EIGE’s Gender Statistics Database has expanded beyond the current EU Member States. We can now monitor how gender-balance in decision-making is developing also in the Western Balkan countries and Turkey, which are part of the EU programme called the Instrument for Pre-accession Assistance (IPA). EIGE supports the IPA beneficiaries in their efforts to monitor and foster gender equality in the region.

    women in IPA