Gender equality - Related Opinions
This own-initiative opinion will offer an overview of how gender equality and economic empowerment has been built into the RRF Regulation and will focus on gender-oriented public investments and programmes foreseen in NRRPs on targeted recovery plans to support women’s participation in the labour market, while giving concrete recommendations to ensure gender-based investments.
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.
Opinia EKES-u: 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
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;
In this opinion the EESC makes the following points:
1. The EU and Member States should ensure that the gender perspective is fully integrated in COVID-19 recovery measures.
2. Gender equality should be fully taken into account in the forthcoming Multiannual Financial Framework 2021-2027.
3. The Gender Equality Strategy should be coordinated involving all Member States, social partners and civil society organisations.
4. To put an end to the gender pay gap (16%), binding measures on gender pay transparency are unavoidable.
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Gender equality is not only a human rights issue; it is a social and economic necessity for the EU, its Member States and businesses, as it hugely impacts on sustainable growth and GDP, while allowing to use the potential of 51% of the EU population. The EU needs to elevate gender equality to a stand-alone goal with a binding strategy, centred in the following measures: fighting the economic inequality affecting women and the current backlash of their rights; ratifying and implementing the Istanbul Convention on all forms of violence against women (including harassment); addressing once and for all gendered stereotypes, namely through the media; and supporting civil society organisations working for greater gender equality.
This opinion responds to a request from European Parliament for an exploratory opinion on gender equality in European labour markets, which had put a special emphasis on the pay situation and care obligations.
The opinion considers it necessary to draw up an integrated and ambitious European strategy to tackle systemic and structural obstacles and lead to policies for improving equality between women and men and to help implementing the European Pillar of Social Rights. It reiterates the EESC positions on the gender pay gap and work-life balance and recommends gender neutral pay systems. It pleads to fight gender segregation in education, training and the labour market, in particular of women belonging to vulnerable groups.
This exploratory opinion was requested by the European Parliament to feed into a mission to Tallinn, Estonia, on "Digitalisation and the women's role", organised by the EP's Committee on Women's Rights and Gender Equality (FEMM) on 19-21 September 2018. The opinion looks into the digital gender gap in education system and the labour market. It analyses the reasons behind this phenomenon it and makes proposals on how to increase the participation of girls in STEM and ICT studies and boost the presence of women in the digital sector. It also looks into the pros and cons of digitalisation and its impact on women's life-work balance.
The EESC welcomes the efforts made by the EC to address the persistent pay gap between men and women by proposing an Action Plan with eight areas for action, but finds that each area should be further developed. It is important to look at the stereotypes that affect career choices, as well as to the underlying causes of labour market segregation, in order to counter them. It agrees with the EC proposal for pay transparency and pay audits to be introduced in order to facilitate the collection of individualised data and develop appropriate action plans at sector and business level. Moreover, it welcomes the EC recognition of the crucial role social partners play in this, while also highlighting the contribution of civil society organisations. Finally, it insists on the need to obtain additional resources, as part of the Multiannual Financial Framework, to implement the Action Plan, including the financing of childcare facilities and long-term care services.
The EESC thinks the "work-life balance" package is a step in the right direction, to be further analysed and be improved in the future. Social partners throughout Europe should be encouraged to examine additional practical solutions to promote a work-life balance that suits the specificities of workplaces, particularly in SMEs. Moreover, there is need for investment in high-quality, affordable and available care services and facilities for all families, as well as for tax deductions that help working parents to continue working.