Gender Equality

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  • Ongoing (updated on 21/05/2024) - Bureau decision date: 18/01/2024
    Reference
    SOC/798-EESC
    Workers - GR II
    Spain
    Civil Society Organisations - GR III
    Lithuania
    Plenary session number
    592
    -

    This Own-Initiative Opinion is proposed by the Group on Fundamental Rights and the Rule of Law (FRRL).

    Violence against women is the ultimate expression of discrimination against women. It represents a control mechanism that stems from inequality between women and men while at the same time reinforcing and perpetuating this inequality. Not only does this undermine equal coexistence between men and women, it also constitutes an attack on the values and principles enshrined in Article 2 of the TEU. In the 2023 State of the Union address, Commission President Ursula Von der Leyen stressed that "there can be no true equality without freedom from violence".

  • Adopted on 22/03/2023 - Bureau decision date: 25/10/2022
    Reference
    SOC/750-EESC-2022
    Plenary session number
    577
    -
    EESC opinion: Strengthening the role and independence of equality bodies
  • Adopted on 14/12/2022 - Bureau decision date: 20/01/2022
    Reference
    SOC/723-EESC-2022
    Civil Society Organisations - GR III
    Netherlands
    Workers - GR II
    Spain
    Plenary session number
    574
    -

    This opinion underlines that by creating a fertile ground for women entrepreneurship and the adequate financial and legislative instruments, such as gender budgeting, we can create an inclusive financial ecosystem in the EU and Member States and advance faster towards gender equality. It suggests that diversity of teams with a specific focus on women should be a criterion for receiving public funding. This Opinion also calls for an ambitious vision from the European Commission and the European institutions on gender budgeting and gender lens investing. It suggests that the EC publishes a gender impact assessment of the annual EU budget and creates a task force to include gender mainstreaming EU objectives in the next MFF and in the mid-term review of the current MFF.

    EESC opinion: Gender lens investing as a way to improve gender equality in the European Union
  • Adopted on 13/07/2022 - Bureau decision date: 22/02/2022
    Reference
    SOC/731-EESC-2022-01-01
    Employers - GR I
    Bulgaria
    EESC opinion:
  • Adopted on 13/07/2022 - Bureau decision date: 22/02/2022
    Reference
    SOC/726-EESC-2022
    Workers - GR II
    Spain
    Civil Society Organisations - GR III
    Netherlands
    EESC opinion: Combatting violence against women
  • Adopted on 20/10/2021 - Bureau decision date: 26/04/2021
    Reference
    ECO/556-EESC-2021
    Employers - GR I
    Portugal

    The EESC strongly believes in the importance of the next Semester cycle as a key instrument for implementing the Recovery and Resilience Facility.

    However, it is still concerned about the lack of clarity in most Member States as regards their National Recovery and Resilience Plan governance systems and the distribution of responsibilities for their implementation.

    The EESC would also draw attention to the need to measure progress in implementation, for which good monitoring indicators are needed; in this connection it welcomes the "Recovery and Resilience Scoreboard" initiative.

    Moreover, the COVID-19 crisis has highlighted the need for a strong industrial policy to avoid dependence on other economic zones for many products and services.

    The EESC wants to see real action in this respect by Member States, in terms of investment in education, infrastructure and industrial policy to raise employment and boost European industry.

    EESC opinion: Annual Sustainable Growth Strategy 2021 (additional opinion)
  • Adopted on 24/03/2021 - Bureau decision date: 28/10/2020
    Reference
    SOC/662-EESC-2020-01-01
    Employers - GR I
    Bulgaria
    Workers - GR II
    Hungary

    Teleworking has the potential to support work-life balance and should be a means of promoting gender equality. For this, the burden of the unpaid care and domestic work performed by women must be fully shared with men. Then, the rules applying to the workplace must be applied to the home office, including on health and safety and protection against harassment and violence. As  there is no consolidated European framework on telework, it is necessary to assess existing rules' effectiveness. Social partners should review the 2002 Framework Agreement on Telework and give it a new impetus.

    EESC opinion: Teleworking and gender equality - conditions so that teleworking does not exacerbate the unequal distribution of unpaid care and domestic work between women and men and for it to be an engine for promoting gender equality
  • Adopted on 29/10/2020 - Bureau decision date: 02/04/2020
    Reference
    SOC/641-EESC-2020
    (Lithuania

    The EESC describes integration as a dynamic process, involving both migrants and the receiving society. It believes that migration challenges should be addressed in a holistic manner.  Gender equality should become one of the key pillars in integration. Migrant families and parents should be involved in the local and school community as from the early stages of reception. On language training, the EESC believes that this should foresee cultural exploration and involvement in the community and society, as well as guidance and information to migrants on the advantages and the aims of language training. In view of the disparities that exist in Member States with regard to language teaching, the EESC calls for common EU guidelines for language training, which can help ensure a unified and holistic approach.

    EESC opinion: Integration of women, mothers and families with a migrant background in the EU Member States and target language levels for integration (Exploratory opinion at the request of the German presidency)
  • Adopted on 29/10/2020 - Bureau decision date: 02/04/2020
    Reference
    SOC/642-EESC-2020-01-01
    (Poland

    This opinion, requested by the German Presidency of the Council, makes the following main recommendations:
    - data collection and monitoring of diversity policies in the labour market must be improved at all levels;
    - the principles of diversity management must be integrated into EU rules and generalised;
    - more funds should be allocated to diversity management, in order to support the work of civil society organisations working with racialized groups and the diversity policies put in place by the social partners;
    - to tackle the underutilisation of migrants' skills and increase their participation in the labour market, these need to be further recognised. In addition, migrants should benefit from free and universal training, including language courses;
    - migrants should be active, not only in the labour market, but also in politics;

    EESC opinion: Diversity management in the EU Member States (Exploratory opinion at the request of the German presidency)
  • Adopted on 10/06/2020 - Bureau decision date: 14/05/2020
    Reference
    ECO/519-EESC-2020-02336
    Workers - GR II
    EESC opinion: Postponement of taxation rules due to the COVID-19 crisis