The increasing reach of the internet, use of social media platforms and rapid spread of mobile information has made cyber violence against women a growing global problem. However, there is...
With a score of 67.9 out of 100, the EU is at least 60 years away from reaching complete gender equality, if we continue at the current pace. The latest Gender Equality Index from the European Institute for Gender Equality (EIGE) shows that the EU is improving by just half a point each year.
It is time to start the countdown for the Gender Equality Index 2020. Has the EU gone forward or backward when it comes to gender equality? Which country will win the award for the most improved? Find out on 29 October when EIGE gives its annual update on the state of gender equality in the EU. This year, the Gender Equality Index takes a special look at digitalisation in the world of work, and the consequences for gender equality.
The digital revolution has brought both opportunities and challenges. The European Union’s digital agenda strategy aims to ensure that digital technologies are used to stimulate Europe’s economy and benefit citizens and businesses. However, there are several gender gaps in the digital field. Fewer women than men have access to the internet and women are also less likely to participate in ICT-related education and employment Technology also makes it easier for women and men to participate in democratic processes.
Getting more women into ICT would reduce the persistent gender-pay gap in the labour market, which is partly due to a disproportionate amount of women concentrated in modestly paid jobs such as teaching and care-work.
90 % of ICT professionals say they appreciate their working time arrangements. Our good practices highlight some of the most effective work-life balance measures ICT companies are implementing across the EU.
Case examples demonstrate that efforts to measure the benefit and economic impact of work-life balance policies on the ICT sector has been sporadic at best. Organisations are relying on anecdotal evidence, perception studies, intuition, or publicly available statistics. Even though it was relatively easy to identify work-life balance measures in the ICT sector, detailed evaluations of such programmes were unsystematic and scarce.
The Justice and Home Affairs (JHA) agencies' network is made up of nine EU agencies working on a range of justice and security issues, such as migration and border management, combatting drug trafficking and organised crime, human trafficking, human and fundamental rights, and gender equality. This makes them more effective and better able to serve the public. The JHA agencies take turns chairing the network and the European Institute for Gender Equality (EIGE) chaired the network in 2018.
When it comes to power, the European Union has not yet reached the halfway mark to full gender equality. With the domain of power holding the lowest score in our Gender Equality Index, women remain under-represented in the kinds of decision-making positions that shape politics, economics and society. Yet gender equality is a founding value of the EU and improving it could lead to an increase in GDP of up to €3.15 trillion by 2050.
Digitalisation is rapidly changing our world and young people are on the frontline and technology is transforming the way we work, socialise, and engage with politics. In order to ensure Europe reaps the benefits of the digital revolution while protecting citizens, it is necessary to identify trends and risks. As the 2018 Chair of the JHA agencies' network, the European Institute for Gender Equality proposed JHA agencies to assess the impact of digitalisation on European citizens.
Improvements in work-life balance for all can be achieved in a variety of ways. The initiatives that companies can offer can range from one-off events to ongoing programmes. Some require minimal time and resources, while others need significant investment. A key recommendation for organisations is to start with an area of least resistance: identify easily attained objectives.. This can take the form of regular office breakfasts where colleagues come together to discuss parenting challenges, supported by an external expert.
