The European Union has made significant progress on gender equality, but significant challenges remain. This is why the next Gender Equality Strategy must focus not only on ambition, but above all on implementation.

By Juliane Marie Neiiendam

Women continue to face unequal opportunities in the labour market, continuing gender pay and pension gaps, underrepresentation in leadership, unequal caring responsibilities and unacceptable levels of gender-based violence. At the same time, gender equality is increasingly challenged, both within Europe and globally.

The European Economic and Social Committee (EESC) welcomes the Commission’s proposal for a new Gender Equality Strategy for 2026–2030 and supports its comprehensive approach. However, experience from the previous strategy shows that ambitious objectives are only the first step. The real challenge is translating them into concrete action across Member States.

For the Committee, implementation begins with making gender equality a horizontal principle across all relevant policies. It cannot be confined to one policy area but must be systematically integrated into employment, education, health, research, digitalisation, artificial intelligence, climate policy, transport, housing and economic governance. Policies that fail to consider their different impacts on women and men risk reinforcing existing inequalities.

The EESC therefore recommends stronger governance and accountability through better monitoring, appropriate indicators, gender-responsive budgeting, equality impact assessments and the systematic use of sex-disaggregated data. These practical tools help ensure that equality objectives are reflected in implementation rather than remaining political aspirations.

The EESC opinion ‘Gender equality strategy 2026-2030’ underlines that gender equality is not only a matter of fundamental rights, but also of Europe’s economic resilience and competitiveness. At a time of demographic change and widespread labour shortages, Europe cannot afford to leave talent untapped. Increasing women’s labour market participation requires affordable childcare and long-term care, equal opportunities in education and employment, better work-life balance and the removal of barriers limiting women’s economic independence. These are investments that enable everyone to contribute according to their skills and potential, benefiting society, businesses and individuals alike.

The strategy must also recognise the diversity of women’s experiences. An intersectional approach is essential to address the different barriers faced by women depending on factors such as disability, age, migration background, ethnicity and socio-economic circumstances.

Equally important, achieving gender equality requires the active engagement of men and boys. The Committee highlights their role as partners in advancing equality, challenging stereotypes and promoting a more equal sharing of care responsibilities. Gender equality benefits society as a whole. More equal societies are stronger, more inclusive and better equipped to respond to Europe’s social and economic challenges.

Finally, the Committee stresses that gender equality is a fundamental value of the European Union and an essential pillar of democracy, social cohesion and fundamental rights. At a time when these values are increasingly being questioned, Europe must continue to demonstrate that promoting equality strengthens – not weakens – our societies. If the new strategy succeeds in translating ambition into action, it will not only expand opportunities for women and men across Europe – it will strengthen Europe’s economy, democracy and resilience. That is ultimately what the Committee’s recommendations seek to achieve.