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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
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      • About EIGE's methods and tools
      • Gender analysis
      • Gender audit
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        • Overview
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        • Overview
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        • Overview
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        • 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
      • Tools and approaches
      • Areas for improvement
      • References
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    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
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      • Overview of the toolkit
      • First steps towards more inclusive language
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        • Stereotypes
          • 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
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        • Flexible working arrangements
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      • 10. Conclusions
    • Sexism at work
      • Background
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        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
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        • 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
  • Thematic focus
  • Gender inequalities in health in the European Union
  • Gender differences in health reflect lifelong inequalities

EIGE-2021 Gender Equality Index 2021 Report: Health

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  • 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

Gender differences in mental disorders begin early in life

Mental health disorders are defined using international diagnostic criteria, such as the those in the Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition (DSM-5) (American Psychiatric Association, 2020), or the International Classification of Mental and Behavioural Disorders (WHO, 2020e). Large-scale meta-analyses have identified mood complaints, including depression, anxiety and substance use disorders (SUDs), as the most common mental health conditions among adults (Baxter et al., 2013; Steel et al., 2014) .

Depending on how they manifest, mental illnesses are often broadly classified as either internalising or externalising disorders. Internalising disorders are characterised by thoughts and emotions within oneself and include mood disorders and anxieties. Externalising disorders are primarily denoted by actions in the external world, and include SUDs and attention-deficit hyperactivity disorder (ADHD). Across the EU, women have consistently higher rates of internalising disorders, for example depression, anxiety, phobias, and suicidal thoughts and attempts. Men self-report twice as high levels of externalising disorders, such as alcohol abuse, ADHD, and conduct and drug-use disorders (Boyd et al., 2015).

Mental health disorders among children and youth

According to WHO, half of all mental health conditions begin by 14 years of age, but most are undetected and untreated (WHO, 2020c). Mental health disorders are one of the most common sources of disease burden in children and young people, particularly adolescent girls (Baranne and Falissard, 2018). WHO estimates that between 10 % and 20 % of adolescents globally experience mental health conditions, making it critical to investigate causes of poor mental health and to intervene as quickly as possible during childhood and adolescence.

Gender-specific data on pre-school children’s mental health is scarce. More evidence on gender differences is available 10-19-year-olds. Boys are generally more affected by autism, particularly Asperger’s syndrome, anxiety and conduct disorders, while girls tend to suffer from anxiety, conduct disorders and depression (Baranne and Falissard, 2018).

Among children and adolescents aged 6–17 years and 5–17 years, the prevalence of ADHD and conduct disorders is estimated at around 5 % and 3 %, respectively (Wittchen et al. 2011). Boys are three times more likely to be affected by both ADHD and conduct disorders than girls. The prevalence of common mental health disorders among adolescents, for example depressive and anxiety disorders, is estimated at between 25 % and 31 %, depending on the diagnostic criteria, with girls more affected (S. A. Silva et al., 2020). Regarding overall self-reported mental health, 10 % of boys and 14 % of girls aged 11 years in 28 European countries noted ‘feeling low’ more than once a week, on average (OECD, 2018). These figures rise significantly with age; gender differences become more pronounced, with 29 % of girls aged 15 years saying they felt low, compared with 13 % of boys the same age.

Mental health disorders among adults

Analysis of GBD[1] data shows that in 2019 36.7 million women and 34.1 million men aged over 20 years in the EU suffered from mental disorders[2]. These figures represent 20 % and 18 % of the total adult population of women and men, respectively.

There are important gender differences in prevalence rates for internalising and externalising mental health disorder, Figure 31, based on GBD data, shows the distribution of internalising mental disorders in women and men across countries. In all EU countries, the proportion of adults with mental disorders, excluding SUDs, is higher among women than among men. Prevalence rates among women range from 20 % or higher in Portugal, Spain and Greece to 12 % in Poland. The difference between countries is lower for men , ranging from 16 % in Portugal, Ireland and Greece to around 11 % in many eastern European countries (Figure 31). The highest prevalence of mental disorders among women and the greatest gender gaps are in western European countries. This does not mean that the mental health burden is lower in eastern Europe. The results are influenced by access to mental healthcare and stigma related to seeking professional help, both of which can vary across countries. As shown in Figure 31, women in northern and central European countries turn to mental healthcare professionals more often than women and men elsewhere.

Figure 31. Women and men affected by a mental disorder (except SUDs) as a share of the total population, by EU Member State (%, 20+ years, 2019)
NB: The data includes mental disorders without SUDs.
Source: GBD Study 2019. Authors’ calculations.

Older age groups are at risk of specific types of mental disorders, such as dementia, with Alzheimer’s disease accounting for between 60 % and 70 % of all dementia cases (Mielke, 2018). An estimated 5 % of people aged 60 years or older in the EU suffer from dementia, and women are about 1.6 times more likely to be affected than men (Wittchen et al., 2011). This gender gap is partly due to life expectancy, as women live longer than men. Dementia is less common in eastern Europe than in the rest of Europe (Wittchen et al., 2011) because of women’s comparatively lower life expectancy in eastern Europe. However, it is not yet clear whether women have a higher risk of dementia than men after accounting for differences in life expectancy. While some risk factors are more common among women, such as depression and lower educational levels, others are more prevalent among men, including sleep apnoea (Mielke, 2018). This means that it is possible that the gender gap in dementia is partly determined by sex differences, and not only by gender inequalities.

Gender differences in mental disorders

As mentioned above, mental illness tends to manifest differently in women and men, with the distinction between internalising and externalising disorders particularly relevant.

Figure 32. Relative differences in prevalence of mental disorders among women and men by type (%, 20+ years, EU, 2019)
Source: GBD study 2019. Results, authors’ calculations.

GBD data reveals that the prevalence of depression in the EU is 1.7 times higher in women than in men (Figure 32), while anxiety disorders are twice  more prevalent among women. Gender differences in eating disorders are even higher, with almost three times more adult women than men suffering from this illness[3]. The gender gap is reversed in cases of SUDs, which are 2.1 times more prevalent among men. This is consistent with earlier findings on internalising mental health disorders being more common among women and SUDs being more common among men.

Depression is the most widespread mental illness in the EU (Wittchen et al., 2011). Some scholars estimate it  to be about twice as prevalent among women as among men (Kuehner, 2017; Van de Velde et al., 2013; Wittchen et al., 2011; Yu, 2018). For women, one in 10 of all healthy life years lost is lost because of depression. For men, it is roughly one in 20.

Men are more likely to suffer from alcohol, opioid and cannabis dependence, with men-to-women ratios of 3.3:1, 1.4:1 and 2.5:1, respectively. Alcohol use disorders make up the greatest mental health disease burden among men (Wittchen et al., 2011). However, some recent research suggests that the gender gap in SUDs may be narrowing, especially among adolescents (Thibaut, 2018).

Gender-specific mental health disorders have different impacts on health status. Overall, poor mental health contributes to the overall burden of disease, including NCDs[4].

While the percentage of healthy life years lost[5] that is attributable to mental disorders is almost the same for women and men aged over 20 years in the EU – 9 % and 8 %, respectively – the proportion of healthy life years lost as a result of SUDs is higher among men. On average, 37 % of all healthy years lost through SUDs are lost from alcohol or drug abuse. Figures are highest in the Baltic countries, Denmark and Poland, at more than 50 %. In contrast, SUDs account for only 13 % of all healthy years of life lost among EU women overall. This share differs across EU countries. It ranges from 24–25 % in Estonia and Poland, to less than 10 % in southern European countries and the Netherlands. This is consistent with the analysis of men’s premature mortality being disproportionately impacted by alcohol and substance abuse (Table  3).

Gender norms and relations impact mental health

Research in various parts of the world connects the level of gender inequalities in society with their impact on individual women’s mental health. Using measures for women’s political participation, economic independence, employment and SRHR to assess levels of gender equality, Chen et al. (2005) found that low gender equality scores were associated with higher levels of depressive symptoms in women. The link was particularly notable among certain groups of women – younger, unmarried and non-white. Similar findings in the EU by Van de Velde et al. (2013) showed that macro-level gender equality supported good mental health for women and men. Some groups were affected more than others by certain aspects of gender equality. Research in various parts of the world connects the level of gender inequalities in society with their impact on individual women’s mental health. Using measures for women’s political participation, economic independence, employment and SRHR to assess levels of gender equality, Chen et al. (2005) found that low scores were associated with higher levels of depressive symptoms. The link was particularly notable among certain groups of women – younger, unmarried and non-white. Similar findings in the EU by Van de Velde et al. (2013) showed that macro-level gender equality supported good mental health for women and men. Some groups were affected more than others and by certain aspects of gender equality.

Other research in Europe also argues that the gender gap in mental health over the life course is affected by a country’s gender equality levels, measured by the Global Gender Gap Index. For example, the mental health of older women in gender-unequal countries is worse than in more gender-equal countries (Bracke et al., 2020). This could suggest that the effects of disadvantage, such as being a woman in a gender-unequal country, accumulate over a lifetime and result in more pronounced health inequalities. This is consistent with previous research linking rigid gender norms with poor levels of cognition in old age (Bonsang et al., 2017).

Footnotes

[1] GBD data set is a collection of a wide range of data, including from the national health registries, as well as health-related survey evidence, http://ghdx.healthdata.org/gbd-2019.

[2] Mental disorders include schizophrenia, depressive disorders, bipolar disorders, anxiety, eating disorders, autism spectrum disorders, ADHD, conduct disorder, idiopathic developmental intellectual disability and other mental disorders, as well as SUDs.

[3] Across the EU-27, more than 900 000 adult women (aged over 20 years) suffered from eating disorders in 2019, which is three times higher than for men (317 000) (GBD 2019 data).

[4] Mental health is considered an important factor in NCDs, with a meta-analysis by WHO showing that psychosocial factors are affecting NCDs in Europe and, particularly, that ‘Psychosocial distress may also have a direct effect on NCDs such as coronary heart disease independent of these other factors’ (Pikhart and Pikhartova, 2015).

[5] ‘Lost healthy life years’ refers to the number of years lost as a result of premature deaths and years lived with disability, based on life expectancy.

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