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      • Gender Equality Training
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        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Find a gender trainer
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      • Gender Impact Assessment
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        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
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        • What is Institutional Transformation
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          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
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          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
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        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
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          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system
            • Domain 2 - Political parties/groups’ procedures
            • Domain 3 – Staff recruitment policies
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
          • Documents by European Institutions
          • Literature about gender-sensitive parliaments at National level
          • Literature about gender-sensitive parliaments at general and European level
          • Websites of useful organisations and institutions
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Employment

Having a job allows individuals to fulfil their basic needs and contribute to the economic and social development of society. Women’s participation in the labour market has increased, but their advancement continues to be hindered by lower employment rates and salaries compared with their male peers. Women across Europe also shoulder the burden of unpaid labour in the home, such as child care and domestic chores.

To find out more about gender and employment in the EU, use our site-wide search or jump directly into one of the highlighted sections.

Overview of gender equality in the area

Gender statistics in the area

European Commission's work in the area

 


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  • Publication
    Economic and financial affairs, Education, Employment, Health, Poverty, Sport, Violence
    Intersecting inequalities: Gender Equality Index

    “United in diversity” has been the motto of the European Union (EU) since the new millennium....

  • Naujienos
    Digital agenda, Economic and financial affairs, Employment
    Women in decision-making: why it matters

    When it comes to power, the European Union has not yet reached the halfway mark to full gender equal...

  • Project
    Economic and financial affairs, Employment, Justice
    Gender impact assessment: gender mainstreaming toolkit

    The principle of gender mainstreaming means taking systematic account of the differences between the...

  • Project
    Employment
    Gender pay gap and policies to improve work-life balance

    At the request of the Romanian Presidency of the Council of the EU, the report gives an overview of ...

  • Project
    Digital agenda, Employment
    Women and men in information and communications technology (ICT): a chance for better work-life balance

    At the request of the Bulgarian Presidency of the Council of the EU, EIGE is prepared a research not...

  • Project
    Education, Employment
    Study and work in the EU: Set apart by gender

    The study aimed to analyse the implementation of the strategic objectives formulated in Area B of th...

  • Project
    Employment, Entrepreneurship
    Gender equality and economic independence: part-time work and self-employment

    This study focused on the importance of gender equality in the realisation of economic rights and in...

  • Project
    Economic and financial affairs, Employment
    Reconciliation of work and family life as a condition of equal participation in the labour market

    The study found that despite progress towards gender equality in the EU, gender gaps persist in the ...

  • Toolkit
    Education, Employment, Research
    Legislative and policy backgrounds

    National contexts determine to an important extent the state-of-play as regards gender equality in r...

  • Toolkit
    Education, Employment, Research
    GEAR action toolbox

    In working towards institutional change in research organisations and higher education institutions,...

  • Toolkit
    Education, Employment
    Step 9: Plan and implement a monitoring framework and procedures

    Monitoring is a process that consists in the ‘systematic and continuous collecting, analysing and us...

  • Toolkit
    Economic and financial affairs, Employment, Justice
    Step 4: Weighing gender impact

    In this phase it is important to establish how the policy or legislative measure will contribute to ...

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