The persistent gender imbalance among key decision-makers in large corporations and financial institutions remains a cause for concern. The European Institute for Gender Equality (EIGE) monitors the situation biannually for the largest listed companies in each of the 27 European Union (EU) Member States (EU-27) and annually for central banks and European financial institutions.
This practical step-by-step toolkit for implementing gender-responsive public procurement (GRPP) in the EU is designed for contracting authorities at national, regional and local level, including EU institutions, bodies and agencies. It supports public sector buyers in advancing gender equality through the use of GRPP. It is also designed to be useful to policymakers and practitioners working towards gender equality and...
EIGE's 2021 study on the costs of gender-based violence in the European Union focused on intimate partner violence as a subset of gender-based violence and provided an updated estimate of the costs of gender-based and intimate partner violence in the EU. EIGE calculated the cost of gender-based violence in the EU and in each Member State based on extrapolated data...
Gender-responsive public procurement (GRPP) is a gender mainstreaming tool to promote gender equality through public procurement. GRPP promotes gender equality through the goods, services or works being purchased. This means that buyers and suppliers examine the impact of all contracted activities on women’s and men’s needs, interests and concerns, and design and deliver contracts in a way that reduces inequalities...
Since 2013, the Gender Equality Index has been recognised by EU institutions and Member States as a key benchmark for gender equality in the EU. The 6th edition of the Index covers a range of indicators in the domains of society and life most afected by the COVID-19 crisis. Although Index scores are mostly based on 2019 data, and therefore...
The persistent gender imbalance among key decision-makers in large corporations and financial institutions remains a cause for concern. Each year, the European Institute for Gender Equality (EIGE) monitors gender balance in central banks and European financial institutions, and does so on a biannual basis in the largest listed companies in the EU Member States. Despite continued political and media attention...
The year 2020 marks the 25th anniversary of the Beijing Platform for Action (BPfA), the leading roadmap for gender equality in all spheres of public and private life. Many of the challenges identified in the BPfA in 1995 remain relevant today, including the gender pay gap and women’s disproportionate burden of unpaid care. This report focuses on BPfA Area F...
The persistent gender imbalance amongst key decision-makers in large corporations remains a cause for concern and further targeted action. EIGE biannually monitors the situation in the largest listed companies in each of the 27 EU Member States, United Kingdom and in five of the EU candidate and potential candidate countries that receive support from the Instrument for Pre-Accession Assistance (IPA...
Women’s economic empowerment has long been a feature of EU policy, but the shift in priorities in the aftermath of the economic crisis has left the employment policy largely gender blind. Thus the Europe 2020 strategy includes a target of having 75 % of the working age population in employment by 2020 but does not distinguish between women and men...
The promotion of gender equality can help unleash the talents of women, which has been proven to contribute to sustainable economic growth. There has been an increased focus on gender equality in economic and fiscal policies over the past decade, in particular in taxation, social security and labour market regulation.
A gender audit is a tool to assess and check the institutionalisation of gender equality into organisations, including in their policies, programmes, projects and/or provision of services, structures, proceedings and budgets. Gender audits allow organisations ‘to set their own houses in order, and change aspects of the organisational culture which discriminate against women staff and women “beneficiaries”’. As a method...
This research note provides an overview of the gender pay gap across the EU, with insights on how it relates to the gender gap in overall earnings and, consequently, the gender pension gap. Moreover, it explores the links between the gender pay gap and emerging policies aimed at improving work-life balance, with a focus on the role of measures put...
