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  • Gender mainstreaming
    • What is Gender mainstreaming
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    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • 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
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • 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
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • 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
          • Individual level
          • Organisational level
          • 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
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • 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 step-by-step guide for research funding bodies
            • 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
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • 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 and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a 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
        • How gender-sensitive are parliaments in the EU?
        • 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
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
        • Gender-responsive public procurement in practice
          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
          • Capacity-building programmes, support structures
          • Regular collaboration between gender equality bodies
          • Effective monitoring and reporting systems on the use of GRPP
          • Tool 1:Self-assessment questionnaire about the legal
          • Tool 2: Overview of the legislative, regulatory and policy frameworks
        • How to include gender aspects in tendering procedures
          • Pre-procurement stage
            • Needs assessment
            • Tool 3: Decision tree to assess the gender relevance
            • Preliminary market consultation
            • Tool 4: Guiding questions for needs assessment
            • Defining the subject matter of the contract
            • Choosing the procedure
            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
            • Light regime for social, health and other specific services
            • Tool 7: Guiding questions for applying GRPP under the light regime
            • Tool 8: Guiding questions for applying GRPP under the light regime
            • Reserved contracts
            • Preparing tender documents
          • Procurement stage
            • Exclusion grounds
            • Selection criteria
            • Technical specifications
            • Tool 9: Decision tree for setting GRPP selection criteria
            • Award criteria
            • Tool 10: Formulating GRPP award criteria
            • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
            • Use of labels/certifications
          • Post-procurement stage
            • Tool 12: Checklist for including GRPP contract performance conditions
            • Subcontracting
            • Monitoring
            • Reporting
            • Tool 13: Template for a GRPP monitoring and reporting plan
        • References
        • Additional resources
    • Methods and tools
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      • About EIGE's methods and tools
      • Gender analysis
      • Gender audit
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      • Gender budgeting
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      • Belgium
        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
      • Sweden
        • Overview
    • EIGE’s publications on Gender mainstreaming
    • Concepts and definitions
    • Power Up conference 2019
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • Administrative data collection
      • Data collection on violence against women
        • The need to improve data collection
        • Advancing administrative data collection on Intimate partner violence and gender-related killings of women
        • Improving police and justice data on intimate partner violence against women in the European Union
        • Developing EU-wide terminology and indicators for data collection on violence against women
        • Mapping the current status and potential of administrative data sources on gender-based violence in the EU
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
    • Femicide
    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
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      • Areas for improvement
      • References
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    • White Ribbon Campaign
      • About the White Ribbon Campaign
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      • First steps towards more inclusive language
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          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
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        • Quiz 3: Legal text
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    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
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        • Where does sexism come from?
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        • What happens when you violate sexist expectations?
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        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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  • EIGE-2021 Gender Equality Index 2021 Report: Health
  • Domain of health

EIGE-2021 Gender Equality Index 2021 Report: Health

PrintDownload as PDF
  • Back to toolkit page
  • Foreword
  • Highlights
  • Thematic focus: health
  • Introduction
  • Gender equality in the European Union at a glance
    • Progress is an uphill struggle
    • Decision-making driving change, segregation blocking it
    • Small drop in disparities in gender equality across the European Union, but COVID-19 could change that
  • Domain of work
    • Fragile pace of change since 2010
    • Unpaid childcare still hindering women from working full time
    • Women bear the brunt of the impact of COVID-19 on jobs
  • Domain of money
    • Earnings and income equality still out of reach
    • Single women, particularly in old age, are at highest risk of poverty
    • COVID-19 exacerbates women’s economic vulnerability and hardship
  • Domain of knowledge
    • Snail-pace progress comes to a halt
    • Hard-to-reach groups would benefit most from adult learning
    • School closures due to COVID-19 reinforce and add new inequalities in education and unpaid work
  • Domain of time
    • Gender inequalities in use of time live on
    • Gender differences on household chores entrenched from childhood
    • Unpaid care workloads and social isolation affect well-being
  • Domain of power
    • Decision-making gains drive gender equality progress
    • Legislative action makes a difference
    • Gender-balanced decision-making is imperative post pandemic
  • Domain of health
    • Enduring health inequalities stall progress
    • COVID-19 lowers life expectancy for men and birth rates
  • Domain of violence
    • A dearth of evidence hampers true assessment of violence against women
    • Inequalities heighten the risk of violence against women
    • Gender-based violence amplified by the COVID-19 pandemic
  • Thematic focus
    • Gender inequalities in health in the European Union
      • Gender differences in health reflect lifelong inequalities
        • Men are more likely to perceive their health as good
        • Women are more likely to have health limitations over their lifetime
        • The main causes of premature mortality are gendered
        • Women report poorer mental well-being than men
        • Gender differences in mental disorders begin early in life
        • Gender-based violence
        • Work stressors
        • Traditional norms of masculinity
        • Body image drives poor mental health, especially in youth
      • Health and risk behaviours are clearly gendered
      • Gender and intersecting inequalities in access to health services
    • Health dimensions in focus
      • Rights, access and outcomes – sexual and reproductive health in focus
      • The COVID-19 pandemic aggravates and brings forth health inequalities
  • Conclusions
  • References
  • Abbreviations

Enduring health inequalities stall progress

With data from 2019, the Gender Equality Index 2021 primarily reflects the pre-pandemic period, and the subdomain of health behaviour has not been updated because of a lack of fresh data. The domain of health has, at 87.8 points, the highest score of all six domains (Figure 20). Yet progress has been negligible since 2010 – an increase of just 1.1 points. Score improvements since 2010 have been similarly marginal for the subdomains of access to health services (+ 2 points) and health status (+ 1.7 points) (Figure 20).

Access to health services achieved the highest score among the health subdomains, at 98.2 points. This is also the subdomain that has seen the most progress since 2010 – 2 points. Nationally, Malta ranks first, although all top five countries scored above 99 points (DE, LU, MT, NL and AT). Section 9.1.3 explores in greater depth some of the gaps in healthcare access affecting key population groups in the EU.

The subdomain of health status is less dynamic, in both scores and ranks. The EU score has risen by 1.1 points since 2010, and has seen no change since 2018.

The largest gender inequalities are found in the health behaviour subdomain, for which the EU score is 74.8 points. As discussed in Section 9.1.2, gender norms and relations affect health behaviours. Men are more likely to smoke and drink excessively, while women face multiple obstacles to physical activity. Such behaviours are major health determinants. Adopting practices that promote health is critical to preventing non-communicable diseases (NCDs) such as cardiovascular diseases, hypertension and cancer – the largest cause of premature mortality in the EU (Table 3 of the thematic focus).

The EU’s Beating Cancer Plan emphasises the importance of tackling risk factors, and has the objective of creating a ‘tobacco-free generation’. The aim is to reduce the percentage of the population using tobacco to less than 5 % by 2040, compared with around 25 % today (European Commission, 2021c).

Regular physical activity  is known to be important for good mental health and well-being (Stubbs et al., 2017); therefore, health behaviours such as physical activity are a key dimension of public health, both physical and mental. This is particularly important at present as the COVID-19 pandemic is known to have caused significant levels of mental distress (see Section 9.1.).

Despite this, the most recent data on this subdomain is from 2014, hampering efforts to monitor progress effectively. A body of evidence shows that legislative and public policies can be effective in changing behaviour (WHO, 2014), but regular data collection and analysis are essential to monitor the effectiveness of national approaches.

Figure 20. Scores for the domain of health and its subdomains (2019), and changes over time

Figure 21. Scores for the domain of health (2019), and changes since 2010 and 2018, by EU Member State

The score for the health domain and its subdomains has remained unchanged since the previous Index edition. The five top-performing countries in this domain in 2019 were Sweden, Malta, Austria, Ireland and Germany, all with scores of above 90 points (Figure 21). At the tail end were Romania, Bulgaria, Latvia, Lithuania and Estonia, with scores ranging from 82.2 points in Estonia to 71.3 points in Romania. Since 2010, 13 countries have improved their health domain score by at least 1 point.

Croatia has the highest overall score increase, 2.3 points, but significant overall gains have also been made in Bulgaria, Italy and Latvia. However, scores in five countries have declined (BE, DK, EE, LT and NL).The score changes in 2019, which range from a from trivial increase of+ 0.9 points in Latvia and Slovenia to a decline of – 0.3 points in Hungary, reveal that short-term progress on health has flatlined.

Cost is a key obstacle to accessing healthcare

Universal access to health services has not been fully achieved in the EU. About 3.3 % of women and 2.8 % of men report unmet needs for medical examinations. Across different population groups, gender clearly intersects with other social factors to hamper access to health. Certain groups are more likely to report unmet medical examination needs: women and men with disabilities (women, 6.6 %; men, 6 %), lone parents (women, 4.7 %; men, 4.6 %), women with a low level of education (4.2 %) and those over 65 years (4.1 %) (Figure 22).

There are important variations among countries on unmet medical examination needs for women and men with disabilities, with Estonia and Romania recording the highest levels (see Figure 36 in par. 9.1.3.).

The most common reason cited for unmet healthcare needs is cost. Women are more likely to mention finances as an obstacle to seeking healthcare, with 33 % of women and 29 % of men saying that they cannot afford it[1]. Women and men with disabilities and women with a low level of education are more likely than others to have little income because they either are not in paid work or are in precarious jobs (EIGE, 2017b).

Figure 22. Women and men with unmet needs for medical examination, by family composition, age, education level, country of birth and disability (%, 16+ years, EU, 2019)
Source: Authors’ calculation, EU-SILC, 2019 (IE, IT, 2018).

A wealth of evidence documents LGBTQI+ women’s and men’s disadvantaged health status and healthcare access (Elliott et al., 2015; Fedewa and Ahn, 2011; FRA, 2020a; Rosenkrantz et al., 2017). LGBTI people across Europe still face discrimination when accessing healthcare, with 16 % of survey respondents reporting that they have felt discriminated against by healthcare or social services staff in the preceding 12 months because they are LGBTI (FRA, 2020a). Trans people report especially high levels of insensitive and disrespectful behaviour towards them by healthcare personnel (Edwards, 2012).

 

Footnotes

[1] Authors’ calculations based on Eurostat, ’Unmet needs for medical examinations, by sex, age, and reasons in the EU (%), https://ec.europa.eu/eurostat/web/products-datasets/-/hlth_silc_14, 2019.

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