A Roadmap for equality between women and men...This is why the Commission adopted, on 1 March 2006, a Roadmap for Equality between Women and Men covering the period 2006-2010. This

European Commission

A Roadmap for equality between women and men

2006-2010

A Roadmap for equality between women and men

2006-2010

European CommissionDirectorate-General for Employment, Social Affairs

and Equal OpportunitiesUnit G.1

Manuscript completed in April 2006

This publication contains the integral text of Document COM(2006) 92 final "A Roadmap forequality between women and men – 2006-2010 – Communication from the Commission to theCouncil, the European Parliament, the European Economic and Social Committee and theCommittee of the Regions" which was adopted on 1 March 2006.

Additional information highlighting the six priorities of the roadmap can be found in the "Factsand Figures" sections and in the graphs. This information is based on Document SEC(2006)275, an impact assessment that led to the preparation of the roadmap. The contents of thesesections do not necessarily reflect the opinion or position of the European Commission,Directorate-General for Employment, Social Affairs and Equal Opportunities.

If you are interested in receiving the electronic newsletter "ESmail" from the EuropeanCommission's Directorate-General for Employment, Social Affairs and Equal Opportunities,please send an e-mail to [email protected]. The newsletter is published on a regular basisin English, French and German.

A great deal of additional information on the European Union is available on the Internet.It can be accessed through the Europa server (http://europa.eu.int).

Cataloguing data can be found at the end of this publication.

Luxembourg: Office for Official Publications of the European Communities, 2006

ISBN 92-79-00707-6

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FOREWORD

If we take stock of these past few years, we can see that equality between women and men has made goodprogress. Despite this, inequalities remain.

Women are employed in greater numbers and more women complete higher education degrees, even overtaking men. However, women are hit by unemployment in greater numbers than men (9.7% vs. 7.8%).European legislation has helped reduce the pay gap between women and men. Still, women earn, on average,15% less than men and often remain confined to lower paid jobs. Several initiatives have been taken to improvereconciliation of family and working life. Nevertheless, women continue to take on the better part of the respon-sibility of caring for children and other dependents. Women continue to be under–represented in political andeconomic decision-making. Women and girls continue to be victims of intolerable acts of violence.

We cannot accept this in today's democratic society. We must break the glass ceiling once and for all.

This is why the Commission adopted, on 1 March 2006, a Roadmap for Equality between Women and Mencovering the period 2006-2010. This Roadmap paves the way for new actions in combination with existing successful ones. It reflects the Commission's commitment and determination to pursue its role. It is also a responseto the requests of stakeholders at all levels – European institutions, Member States, social partners and civil society – to accelerate progress towards real equality.

I am convinced that this new Roadmap for Equality between Women and Men will provide the necessary momen-tum to keep gender equality high on the political agenda and inspire us all to tackle this issue. I welcome thestrong political signal given by the EU Heads of State and Government by adopting the European Pact for GenderEquality at the European Council in March 2006. The priorities of the Pact perfectly tie in with those of theCommission's Roadmap.

I look forward to working in partnership with you all. In the meantime, I invite you to read more about theRoadmap and its priorities for action in the following pages.

Vladimír ŠpidlaMember of the European Commission responsible for employment, social affairs and equal opportunities

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Table of contents

INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

PART I: PRIORITY AREAS OF ACTION FOR GENDER EQUALITY . . . . . . . . . . . . . . . . . . . 9

1. Achieving Equal Economic Independence for Women and Men . . . . . . . . . . . . . . . . . . 10

1.1 Reaching the Lisbon employment targets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101.2 Eliminating the gender pay gap . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101.3 Women entrepreneurs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101.4 Gender equality in social protection and the fight against poverty . . . . . . . . . . . . . . . . . . . . . 101.5 Recognising the gender dimension in health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101.6 Combating multiple discrimination, in particular against immigrant

and ethnic minority women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

2. Enhancing Reconciliation of Work, Private and Family Life . . . . . . . . . . . . . . . . . . . . . . 14

2.1 Flexible working arrangements for both women and men . . . . . . . . . . . . . . . . . . . . . . . . . . 142.2 Increasing care services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142.3 Better reconciliation policies for both women and men . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

3. Promoting Equal Participation of Women and Men in Decision-Making . . . . . . . . . . . . 16

3.1 Women's participation in politics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 163.2 Women in economic decision-making . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 163.3 Women in science and technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

4. Eradicating Gender-based Violence and Trafficking . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

4.1 Eradication of gender-based violence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 184.2 Elimination of trafficking in human beings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

5. Eliminating Gender Stereotypes in Society . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

5.1 Elimination of gender stereotypes in education, training and culture . . . . . . . . . . . . . . . . . . . 205.2 Elimination of gender stereotypes in the labour market . . . . . . . . . . . . . . . . . . . . . . . . . . . . 205.3 Elimination of gender stereotypes in the media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

6. Promoting of Gender Equality Outside the EU . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

6.1 Enforcement of EU legislation in acceding, candidate and potential candidate countries . . . . . . 226.2 Promotion of gender equality in the European Neighbourhood Policy (ENP), external

and development policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

PART II: IMPROVING GOVERNANCE FOR GENDER EQUALITY . . . . . . . . . . . . . . . . . . . . . 25

ANNEX I: INDICATORS FOR MONITORING PROGRESS ON THE ROADMAP . . . . . . . . . . . . 29

ANNEX II: EXISTING STRUCTURES AT COMMISSION LEVEL TO PROMOTE GENDER EQUALITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

ANNEX III: EQUAL OPPORTUNITIES POLICY BETWEEN MEN AND WOMEN AT THE EUROPEAN COMMISSION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

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INTRODUCTION

This Roadmap outlines six priority areas for EU actionon gender equality for the period 2006-2010: equaleconomic independence for women and men; reconcil-iation of private and professional life; equal represen-tation in decision-making; eradication of all forms ofgender-based violence; elimination of gender stereo-types; promotion of gender equality in external anddevelopment policies. For each area, it identifies prior-ity objectives and actions. The Commission cannotalone achieve these objectives, as in many areas thecentre of gravity for action lies at Member State level.Thus, this Roadmap represents the Commission's com-mitment to driving the gender equality agenda for-ward, reinforcing partnership with Member states, andother actors.

This Roadmap builds on the experience of theFramework Strategy for equality between women andmen1 for the period 2001-2005. It combines the launchof new actions and the reinforcement of successfulexisting activities. It reaffirms the dual approach ofgender equality based on gender mainstreaming (thepromotion of gender equality in all policy areas andactivities) and specific measures.

Gender equality is a fundamental right, a commonvalue of the EU, and a necessary condition for theachievement of the EU objectives of growth, employ-ment and social cohesion. The EU has made signifi-cant progress in achieving gender equality, thanks toequal treatment legislation, gender mainstreaming,

specific measures for the advancement of women,action programmes, social dialogue and dialoguewith civil society. The European Parliament has beenan important partner for progress. Many women haveattained the highest levels of education, entered thelabour market and become important players in pub-lic life. Nevertheless, inequalities remain and maywiden, as increased global economic competitionrequires a more flexible and mobile labour force. Thiscan impact more on women, who are often obliged tochoose between having children or a career, due tothe lack of flexible working arrangements and careservices, the persistence of gender stereotypes, andan unequal share of family responsibilities with men.Progress made by women, including in key areas forthe Lisbon Strategy such as education and research,are not fully reflected in women's position on thelabour market. This is a waste of human capital thatthe EU cannot afford. At the same time, low birthrates and a shrinking workforce threaten the EU’spolitical and economic role.

The EU remains an important partner in the globaleffort to promote gender equality. Turning globalisa-tion into a positive force for all women and men andfighting poverty are major challenges. Communicationtechnologies make crimes such as human traffickingeasier and more widespread.

If the EU is to meet these challenges, progress towardsgender equality must accelerate, and gender main-streaming must be strengthened in all policies and inparticular in the areas identified in this Roadmap.

1 COM(2000) 335

PART I: PRIORITY AREAS OF ACTION FOR GENDER EQUALITY

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A ROADMAP FOR EQUALITY BETWEEN WOMEN AND MEN – 2006-2010

1. Achieving Equal Economic Independencefor Women and Men

1.1 Reaching the Lisbon employment targets

The Lisbon employment targets call for a 60% employ-ment rate for women by 2010. At present, it is at 55.7%and is much lower (31.7%) for older women (55-64years old). Women also have a higher unemploymentrate than men (9.7% against 7.8%). The gender dimen-sion of the Lisbon strategy for jobs and growth must bestrengthened. Compliance with equal treatment legis-lation and an effective use of the new Structural Funds(e.g. training, entrepreneurship measures) can helpincrease women's employment. The individualisationof rights linked to tax and benefit systems can alsoensure that it pays for both women and men to work.

1.2 Eliminating the gender pay gap

Despite EU legislation on equal pay, women earn 15%less than men2 and this gap is decreasing at a much slow-er pace than the gender employment gap. Its persist-ence results from direct discrimination against womenand structural inequalities, such as segregation in sec-tors, occupations and work patterns, access to educationand training, biased evaluation and pay systems, andstereotypes. Tackling these issues requires a multifacetedapproach and the mobilisation of all parties.

1.3 Women entrepreneurs

Women constitute, on average, 30% of entrepreneurs inthe EU. They often face greater difficulties than men instarting up businesses and in accessing finance and train-ing. The recommendations the EU EntrepreneurshipAction Plan makes on increasing women’s start-upsthrough better access to finance and the developmentof entrepreneurial networks need to be further imple-mented.

1.4 Gender equality in social protection and the fight against poverty

Social protection systems should remove disincentivesfor women and men to enter and remain on the labourmarket, allowing them to accumulate individual

pension entitlements. However, women are still likelyto have shorter or interrupted careers and, therefore,fewer rights than men. This increases the risk of pover-ty, especially for single parents, older women or forwomen working in family-based businesses, such asagriculture and fisheries. The new European FisheriesFund (EFF) and Rural Development policies (EAFRD) canimprove women's situation in these sectors. It is essen-tial that social protection systems ensure that thesewomen have access to adequate benefits, in particularwhen they retire.

1.5 Recognising the gender dimension in health

Women and men are confronted with specific healthrisks, diseases, issues and practices impacting theirhealth. These include environmental issues such aschemicals and pesticide use, as they are often transmit-ted during the pregnancy and through breast feeding.Medical research and many safety and health standardsrelate more to man and male-dominated work areas.

Knowledge in this field should be improved and statis-tics and indicators further developed. Social, healthand care services should be modernised with a view toimproving their accessibility, quality and responsivenessto the new and specific needs of women and men.

1.6 Combating multiple discrimination, in particular against immigrant and ethnic minority women

The EU is committed to the elimination of all discrimi-nation and the creation of an inclusive society for all.Women members of disadvantaged groups are oftenworse off than their male counterparts. The situationof ethnic minority and immigrant women is emblem-atic. They often suffer from double discrimination. Thisrequires the promotion of gender equality in migrationand integration policies in order to ensure women'srights and civic participation, to fully use their employ-ment potential and to improve their access to educa-tion and lifelong learning.

2 Unadjusted gap

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Facts & Figures*

Women and men in the economy – bridgingthe gap

The employment rate of women is still much lower thanthat of men, and women are more likely to work in lesswell-paid and less valued professions. For this reason, gen-der equality has been a key element of the EuropeanEmployment Strategy since its launch in 1997. The Strategyaims at boosting women's employment by promoting thedual approach of gender mainstreaming and specificactions in the employment policy priorities that MemberStates detail each year in their National ReformProgrammes.

In 2000, Member States began working with common EUobjectives to combat poverty and social exclusion. They areasked to mainstream gender in their national action plans.Gender equality is also an important element in the processthat exists at EU level since 2001 for the modernisation ofpension systems. Several Member States are progressivelyadapting their systems in accordance with existingCommunity law and in the light of the higher labour mar-ket participation of women and aspirations to greater gen-der equality. Gender equality is an overarching objective inthe new Open Method of Coordination covering socialinclusion, pensions as well as health and long-term care.The European Commission has addressed the question ofemployment and social inclusion of immigrants through theEuropean Employment Strategy, as well as through theSocial Inclusion Process. The Communication on aCommon Agenda for Integration adopted by theCommission in 2005 has put forward the framework for theintegration of third-country nationals, including the integra-tion of immigrant women into all aspects of society.

A key role is played by the Structural Funds, andin particular the European Social Fundwhich devoted 6% of itsglobal amount for

the period 2000-2006 to gender specific actions. Equalitybetween women and men was also within the objectives ofthe four Community initiatives for 2000-2006: EQUAL,INTERREG, URBAN II and LEADER +.

The European Commission has addressed the issue offemale entrepreneurship in several instances including byproviding financial support through the Structural Funds.With the Entrepreneurship Action Plan adopted in 2004,the Commission works with the Member States to addressactions in the areas of finance, entrepreneurial networksand social security of new small business owners, includ-ing co-helping partners.

* The information above is taken from the ImpactAssessment document SEC (2006) 275.

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Key actions

The Commission will

• monitor and strengthen gender mainstreaming inparticular in:

– the Integrated Guidelines for growth and jobsand the new streamlined open method ofcoordination that covers pensions, social inclu-sion, health and long-term care3, including bypreparing in 2007 gender equality manuals foractors involved in these processes and assess-ing how social protection systems can promotegender equality

– health policies, including by updating theanalysis of the gender dimension in health

– national and European activities in the 2007European Year of Equal Opportunities for Alland in the 2010 European Year of CombatingExclusion and Poverty

– together with Member States, promote gender mainstreaming and specific measuresin the programming and implementation ofthe new Structural Funds4, the EFF and EAFRD(2007-2013), including through monitoringand ensuring adequate resources for genderequality

– the Framework for the Integration of Third-Country Nationals in the EU5, the follow-up tothe Policy Plan on legal Migration6, the Euro-pean Social Fund (ESF) and the proposedEuropean Fund for the Integration of Third-Country Nationals

• present a Communication on the gender pay gapin 2007

• prepare in 2010 a report on the implementationof the Directive on equal treatment for womenand men in the access to and supply of goods andservices7

• promote female entrepreneurship and a businessenvironment that facilitates the creation anddevelopment of women-led companies; encou-rage corporate social responsibility initiatives ongender equality.

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3 COM(2005)7064 See Community Strategic Guidelines on cohesion policy,

COM(2005) 02995 COM(2005)3896 COM(2005)6697 Dir. 2004/113/EC

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Employment rates of women and men aged 15-64 in EU-25

Employment rates of women and men aged 55-64 in EU-25

Unemployment rates of women and men aged 15-64 in EU-25

Pay gap between women and men in unadjusted form in EU-25

75

70

65

60

55

501999 2000 2001 2002 2003 2004

1999 2000 2001 2002 2003 2004

1999 2000 2001 2002 2003 2004

1999 2000 2001 2002 2003 2004

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15

14

13

12

Source: Eurostat. Based on several data sources, including the European Community Household Panel (ECHP), the EU Survey on Income and Living Conditions (EU-SILC) and national sources.

WOMEN MEN

WOMEN MEN

WOMEN MEN

Source: Eurostat, Labour Force Survey (LFS).



55

50

45

40

35

30

25

20

1312111098765

%

%

%

%

The graphs included above do not form part of COM(2006) 92 final.

2. Enhancing Reconciliation of Work,Private and Family Life

2.1 Flexible working arrangements for bothwomen and men

Reconciliation policies help create a flexible economy,while improving the quality of women's and men'slives. They help people enter and stay on the labourmarket, using the full potential of the workforce andmust be equally available to women and men. Flexibleworking arrangements boost productivity, enhanceemployee satisfaction and employer's reputations.However, the fact that far more women than menmake use of such arrangements creates a genderimbalance which has a negative impact on women'sposition in the workplace and their economic inde-pendence.

2.2 Increasing care services

Europe has to face a threefold challenge: a shrinkingworking age population, low birth rates and a growingpopulation of older people. Better work-life balancearrangements are part of the answer to the demo-graphic decline by offering more affordable and acces-sible childcare facilities, as required by the Barcelonatargets8, and providing services that meet the careneeds of the elderly and of people with disabilities. Thequality of these services should be improved and thequalifications of staff, mainly women, developed andbetter valued.

2.3 Better reconciliation policies for bothwomen and men

Services and structures are adapting too slowly to a situation where both women and men work. Few mentake parental leave or work part-time (7.4% comparedto 32.6% for women); women remain the main carersof children and other dependants. Men should beencouraged to take up family responsibilities, in partic-ular through incentives to take parental and paternityleaves and to share leave entitlements with women.

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Key actions

The Commission will

• present in 2006 a Communication on Demography9

addressing the issue of reconciliation of family andwork life

• support the achievement of the Barcelona targetson childcare and the development of other carefacilities through the Structural Funds and theexchange of good practices

• support research on health and social sectors pro-fessions and work with international organisa-tions towards a better classification of these jobs.

8 The provision of childcare by 2010 to at least 90% of childrenbetween 3 years old and the mandatory school age and atleast 33% of children under 3 years of age 9 Follow-up of COM(2005)94

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Facts & Figures*

Both women and men need work-life balance

Women are still the main carers of children and otherdependants such as the elderly, and the more childrenwomen have, the lower their employment rate. Moreover,women spend on average almost four hours per day ondomestic work, while men devote a little over two hours.As for parental leave, although it is guaranteed by Europeanlegislation to both parents and the majority of men knowthey have a right to it, they do not take it. Lastly, experi-ence shows that Member States with effective policiesenabling both women and men to balance work and family responsibilities have higher fertility rates and a higher employment rate for women.

In light of this, reconciliation policies for both women andmen are an important feature of the European EmploymentStrategy. The provision of care facilities for children in thecontext of the Barcelona targets, as well as for other depen-dants, is essential to a successful work-life balance as areflexible work arrangements. With this in mind, theCommission promotes the exchange of good practicesbetween Member States, and ensures that the StructuralFunds finance structures and projects to promote reconcil-iation. The EQUAL initiative, in particular, has been pro-moting innovative approaches in this field.


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3. Promoting Equal Participation of Women and Men in Decision-Making

3.1 Women's participation in politics

Women's persistent under-representation in politicaldecision-making is a democratic deficit. Women'sactive citizenship and participation in politics and insenior management public administration at all levels(local, regional, national, European) should be furtherpromoted. The availability of EU-comparable and reli-able data remains a priority.

3.2 Women in economic decision-making

A balanced participation of women and men in eco-nomic decision-making can contribute to a more pro-ductive and innovative work environment and cultureand better economic performance. Transparency inpromotion processes, flexible working arrangements,and availability of care facilities are essential.

3.3 Women in science and technology

The participation of women in science and technologycan contribute to increasing innovation, quality andcompetitiveness of scientific and industrial research andneeds to be promoted. In order to reach the target10 of25% women in leading positions in public sectorresearch, policies should be implemented and progressmonitored. Further networking and availability of EUdata are essential.

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10 Council Conclusions 18-04-05

Key actions

The Commission will

• monitor and promote gender mainstreaming inparticular in:

– the European research policy and the 7th

Framework Programme, including by ensuringthe implementation of Gender Action Plans,developing gender specific research, monitor-ing gender mainstreaming and women's par-ticipation in the announced EuropeanResearch Council

– the Education and Training 2010 Programmeby promoting women’s access to scientific andtechnical careers in line with the Europeanobjective of redressing the gender imbalancein this field; develop in 2007 a European Guideof Best Practices on ICT Gender Issues

– the implementation of the future Citizens forEurope Programme by including genderequality in the field of active citizenship asone of the priority themes, and throughmobilisation of existing networks

• establish in 2007 an EU network of women ineconomic and political decision-making positions

• support awareness-raising activities, the exchangeof good practices and research, including on thebasis of the European database on women andmen in decision-making, particularly in view ofthe European Parliament elections in 2009.

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Facts & Figures*

Fair representation means better decision-making

Despite considerable progress over the last few years,women are still under-represented in political and econ-omic decision-making and in leadership positions in mostEU countries. While there are major differences amongcountries, the Commission’s database on women and menin decision-making shows that in 2005 women made uponly an average of 22% of senior ministers, 23% of mem-bers of the lower house of parliament and 20% of theupper house. Results are also poor for the private sector,where women represent just 10% of the members of thehighest decision-making bodies of the top 50 publiclyquoted companies and only 3% of the presidents of thesebodies.

The promotion of gender equality in science is one of theareas where EU intervention has been most successful withstrong political commitment and adequate humanresources. In 1999, the Commission adopted an Action Planon Women in Science, in co-operation with Member Statesand other key actors. Since the launch of the action plan, theEuropean Commission has sought to promote gender equal-ity in scientific research both through specific policy-orient-ed actions (in the context of the so-called Policy Forum) andthrough gender mainstreaming measures within the

Research Framework Programmes (the Gender WatchSystem). It has also worked closely with national authoritiesthrough the Helsinki Group on Women and Science tostructure and coordinate policy debate at European level.


4. Eradicating Gender-based Violence and Trafficking

4.1 Eradication of gender-based violence

The EU is committed to combating all forms of vio-lence. Women are the main victims of gender-basedviolence. This is a breach of the fundamental right tolife, safety, freedom, dignity and physical and emotion-al integrity. Violation of these rights cannot be tolerat-ed or excused on any ground. Prevention is essentialand requires education and knowledge, the develop-ment of networking and partnership, and theexchange of good practices. Urgent action is needed toeliminate customary or traditional harmful attitudesand practices, including female genital mutilation,early and forced marriages, and honour crimes.

4.2 Elimination of trafficking in humanbeings

Human trafficking is a crime against individuals and aviolation of their fundamental rights. It is a form ofmodern slavery to which poverty-stricken women andchildren, in particular girls, are more vulnerable. Itselimination requires a combination of preventivemeasures, criminalisation of trafficking through ade-quate legislation, and protection and assistance to vic-tims11. Measures to discourage the demand for womenand children for sexual exploitation must be furtherdeveloped. This approach is reflected in the EU Actionon trafficking in human beings12. The Directive on resi-dence permits for victims of trafficking13 will provide anew tool for the reintegration of victims throughaccess to the labour market, vocational training andeducation. Synergies with the ESF should be fullyexploited. The EU should develop comparable data toyearly assess trafficking in each country.

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Key actions

The Commission will

• issue a Communication on the establishment of asystem for comparable statistics on crime, victimsand criminal justice in 2006 and monitor progressat EU level

• support Member States and NGOs in their effortsto eradicate gender-based violence, includingcustomary or traditional harmful practices, bypromoting awareness-raising campaigns, sup-porting networking, exchange of good practicesand research, and by implementing programmesfor victims as well as perpetrators, encouragingMember States to establish national action plans

• follow up on the Communication and the EUAction Plan on trafficking in human beings andpromote the use of all existing instruments,including the ESF, for the reintegration into soci-ety of victims of violence and human trafficking.

11 COM(2005)51412 OJ C 311, 9/12/05, p.1.13 Dir. 2004/81/EC

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Facts & Figures*

Women are the primary victims

Gender-based violence and trafficking in women are unfor-tunately widespread realities. Many children – mainly girls– are exploited every year in the sex industry or are subjectto coercive sexual relations or forced marriages, and areinfected with HIV. There is a strong link between sexualexploitation and high levels of poverty and these situationsalmost always involve children and women.

The fight against violence forms part of the overall EU objec-tive of providing citizens with a high level of protection fromviolence and enabling them to lead healthy lives. TheEuropean Commission, through the Daphne II Programme,has financed targeted actions to fight violence againstwomen and children and to protect victims and groups atrisk. More than half of the 420 projects funded under Daphnesince 1997 have implemented actions to prevent violence orto help women who are victims of violence. The fifth andsixth Research Framework Programmes have also supportedprojects addressing gender-based human rights violations.

The European Commission has also taken several initiativesto combat trafficking in human beings and their exploitation.These include mainstreaming EU counter-trafficking policy inemployment and social affairs, EU enlargement, external rela-tions and development; establishing the AGIS programme onpolice and judicial cooperation in criminal matters; providingfunding through the Daphne II programme; setting up a con-sultative Expert Group on Trafficking in Human Beings; and

adopting in 2005 a Communication on fighting trafficking inhuman beings that contributed to the Action Plan onTrafficking in Human Beings. The Commission also providesfunding through the European Social Fund for initiatives forthe reintegration of victims of trafficking.

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5. Eliminating Gender Stereotypes in Society

5.1 Elimination of gender stereotypes in education, training and culture

Education, training and culture continue to transmitgender stereotypes. Women and men often follow tra-ditional education and training paths, which oftenplace women in occupations that are less valued andremunerated. Policy should focus on combating genderstereotypes from an early age, providing awarenesstraining to teachers and students, and encouragingyoung women and men to explore non-traditionaleducational paths. The education system should pro-vide young people with adequate qualification.Therefore, it is also important to tackle the phenome-non of early school leaving, which affects more boysthan girls.

5.2 Elimination of gender stereotypes in the labour market

Women still face both horizontal and vertical segrega-tion. Most of them continue to be employed in sectorstraditionally occupied by women, which are typicallyless recognised and valued. Moreover, they generallyoccupy lower echelons of the organisational hierarchy.It is as important to facilitate women’s entry into non-traditional sectors as it is to promote men's presence insectors traditionally occupied by women. Anti-discrimi-natory laws should be enforced, and training andincentives provided.

5.3 Elimination of gender stereotypes in the media

The media have a crucial role to play in combating gen-der stereotypes. They can contribute to presenting arealistic picture of the skills and potential of womenand men in modern society and avoid portraying themin a degrading and offensive manner. Dialogue withstakeholders and awareness-raising campaigns shouldbe promoted at all levels.

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Key actions

The Commission will

• support actions to eliminate gender stereotypesin education, culture and on the labour marketby promoting gender mainstreaming and specificactions in the ESF, ICT programmes and in EU edu-cation and culture programmes, including EULifelong Learning strategy and the futureIntegrated Lifelong Learning programme

• support awareness-raising campaigns andexchange of good practices in schools and enter-prises on non-stereotyped gender roles anddevelop dialogue with media to encourage anon-stereotyped portrayal of women and men

• raise awareness on gender equality in dialoguewith EU citizens through the Commission's planfor Democracy, Dialogue and Debate14.

14 COM(2005)494

21


Facts & Figures*

Stereotypes perpetuate inequalities

Women and men still follow gender stereotyped educationand training paths – often leading to a concentration ofwomen in lower wage job sectors and a waste of humanresources. In response to this, the European Commissionhas, over the years, been promoting a number of measuresto fight gender stereotypes, including through educationaland cultural programmes and sport. It engages in dialoguewith stakeholders and the media, supports awareness-rais-ing actions and promotes men's role in reconciliation poli-cies, including by encouraging fathers to take parentalleave and assume more responsibility in managing thehousehold.

The European Commission also supports actions and proj-ects that aim at improving career guidance for both womenand men interested in pursuing non-traditional careers. Italso funds initiatives, including through the European SocialFund, to improve women's level of qualifications, particu-larly in the scientific and technical fields and in new tech-nologies, and to prepare women for better access to man-agement posts in the public and private sectors. The pro-motion of gender equality is specifically included in the pri-mary objectives of programmes such as Socrates, Leonardoda Vinci or Youth programme, with the obligation to assessthe achieved results.

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6. Promoting of Gender Equality Outsidethe EU

6.1 Enforcement of EU legislation in acceding, candidate and potential candidate countries15

Countries joining the EU must fully embrace the funda-mental principle of equality between women and men.They must ensure strict enforcement of legislation andput in place adequate administrative and judicial sys-tems. Monitoring the transposition, implementationand enforcement of the EU gender equality legislationwill be an EU priority for future enlargement processes.

6.2 Promotion of gender equality in theEuropean Neighbourhood Policy (ENP),external and development policies

Gender equality is a goal in itself, a human right andcontributes to reducing poverty. The EU is a key playerin international development efforts and adheres tointernationally recognised principles such as theMillennium Development Declaration and the BeijingPlatform for Action (BPfA). It has reaffirmed genderequality as one of the five key principles of the devel-opment policy in the European Consensus on develop-ment16. The new EU Strategy for Africa17 includes gen-der equality as a key element in all partnerships andnational development strategies. The EU is committedto promoting gender equality in external relations,including in the ENP. EU humanitarian interventionstake particular account of the specific needs of women.

Across the world, the EU will continue to promote edu-cation and a safe environment for girls and women,sexual and reproductive health and rights, the empow-erment of women, which contribute to fightingHIV/AIDS, and the fight against female genital mutila-tion. Women's participation in economic, political lifeand decision-making, in conflict prevention and resolu-tion, peace building and reconstruction need to be fos-tered by the EU and its Member States.

22


Key actions

The Commission will

• monitor and raise awareness on the transposi-tion, implementation and effective enforcementof the Community acquis on gender equality inthe acceding, candidate and potential candidatecountries, including in the programming of pre-accession aid and in accession negotiations

• monitor and promote gender mainstreaming andspecific measures in the ENP, EU external relationsand development policies, at policy dialogue andprogramming levels (Country Strategic Papers andPoverty Reduction Strategic Papers). At implemen-tation level, particular attention will be devoted togender mainstreaming in the new aids modalities(budget support and sector programmes)

• present in 2006 a Communication on A EuropeanVision on Gender Equality in DevelopmentCooperation

• promote gender mainstreaming in EC humanitar-ian aid operations by including the gender dimen-sion as a part of thematic and technical reviews(including for capacity building) and evaluations

• strengthen gender equality in the Mediterraneanregion, including by organising in 2006 a EuromedMinisterial Conference on gender equality, pre-ceded by a civil society consultation, which couldlead to the adoption of an action plan

• contribute to the achievements of the BPfA andother relevant international and regional con-ventions by supporting programmes, capacitybuilding and data collection capacity in develop-ing countries

• contribute to the implementation of UN SecurityCouncil Resolution 1325 (2000) on women andpeace and security, including by developing in2006 guidelines on gender mainstreaming in cri-sis management training activities

• promote women's organisations and networks.

15 Albania, Bosnia and Herzegovina, Serbia and Montenegro,including Kosovo. See also COM(2005)561

16 Council of 22.11.2005.17 COM(2005)489

23


Facts & Figures*

Equality is crucial beyond Europe too

In the context of enlargement of the European Union, theEuropean Commission is helping the potential and futuremember states to introduce European gender equality leg-islation in national law. It supports and monitors the imple-mentation and effective enforcement of national legislationas part of the process of preparing new countries for EUmembership.

The EU and its Member States are also leading partners inthe global effort to reduce gender inequalities and promotewomen’s rights – most notably in the framework of theUnited Nations.

And the EU is strongly committed to gender policy in itsdevelopment cooperation and individual relations withthird countries. It promotes the dual approach of gendermainstreaming and specific actions – and acknowledgesthat gender equality is closely linked to the overarchingdevelopment goal of reducing poverty.

The Commission also adopted the Programme of Actionfor the Mainstreaming of Gender Equality in CommunityDevelopment Co-operation (2001-2006), which establish-es a strategy for integrating gender issues into the priorityareas of EU development co-operation.


PART 2: IMPROVING GOVERNANCE FOR GENDER EQUALITY

Gender equality can only be achieved with a clear com-mitment at the highest political level. The Commissionpromotes gender equality within its own ranks18 andsupports a number of structures19 working on genderissues, which have led to significant progress.

However, major progress still has to be achieved in thekey areas identified in this Roadmap and this requiresbetter governance at all levels: EU institutions, MemberStates, parliaments, social partners and civil society. Thesupport of gender equality Ministers is essential: theirregular meetings and presidency conferences support-ed by the Commission are important opportunities fordialogue and monitoring. The European Pact forGender Equality demonstrates the commitment at thehighest political level in the Member States to increaseefforts to achieve gender equality in partnership withthe Commission.

The planned European Institute for Gender Equality20

will provide expertise, improving knowledge andheightening visibility on gender equality. The StructuralFunds, financial programmes in different policy areas,and the future PROGRESS programme will support theimplementation of this Roadmap. The implementationof gender equality methodologies such as genderimpact assessment and gender budgeting (the imple-mentation of a gender perspective in budgetaryprocess) will promote gender equality and provide forgreater transparency and enhance accountability.

Key actions

The Commission will

• reinforce its structures

– take part, in 2007, in the setting up of theEuropean Institute for Gender Equality

– monitor progress in gender equality in thehuman resources policy in the Commission andpresent, in 2007, a Communication on theachievement of targets set for its Committeesand Expert Groups21; facilitate training on

gender equality for its staff, including man-agement and staff working in external anddevelopment cooperation fields

• reinforce networking and support social dialogue

– create in 2006 an EU network of GenderEquality Bodies set up in compliance withDirective 2002/73

– reinforce EU-level cooperation with NGOs,including dialogue with women's organisationsand with other civil society organisations

– encourage and support the work of SocialPartners on gender equality at both cross-industry and sectoral levels

• support gender impact assessment and genderbudgeting

– reinforce the implementation of a gender per-spective in the impact assessment22 ofCommunity policies and legislation andexplore the possibilities of developing genderbudgeting at EU level, particularly in theStructural Funds within the possibilities of theshared management

– encourage gender budgeting at local, regionaland national level, including through exchangeof best practices

• reinforce the effectiveness of legislation

– review the existing EU gender equality legisla-tion not included in the 2005 recast exercise23

with a view to updating, modernising andrecasting where necessary

– monitor implementation and enforcement ofEU gender equality legislation

– inform EU citizens on their gender equalityrights through the "Your Europe"24 portal andthe Citizens' Signpost Service25.

26


18 Annex III19 Annex II20 COM(2005) 81

21 2000/407/EC22 SEC(2005) 79123 COM(2004)27924 http://europa.eu.int/youreurope/nav/fr/citizens/home.html25 http://europa.eu.int/citizensrights/signpost/front_end/index_fr.htm

27

PART 2: IMPROVING GOVERNANCE FOR GENDER EQUALITY

Monitoring Progress

Accountability is central to effective governance. TheCommission will monitor and assess this Roadmap.Its annual Work programme for the implementationof gender mainstreaming is an effective tool whichwill be maintained and adapted for the follow-up ofthis Roadmap.

The Commission will

• monitor progress in gender equality and provideorientation on gender mainstreaming through itsannual Report on equality between women andmen and follow up the implementation of theRoadmap through its annual Work programme

• ensure political follow-up through the meetingsof Gender Equality Ministers and the Group ofCommissioners on Fundamental Rights and EqualOpportunities. The Commission Inter-ServiceGroup on Gender Mainstreaming will support theGroup of Commissioners, contribute to the prepa-ration of the annual Work programme and linkwith other groups working on gender equality26

• further develop indicators where necessary27;define a new composite Gender Equality Index in2007; develop, by 2010 and together withMember States, new indicators for the 12 criticalareas of the BPfA; support the development of EUcomparable data on gender equality and statisticsbroken down by sex

• present a report on the state of implementationof the Roadmap in 2008 and carry out, in 2010, anevaluation of the Roadmap and propose appro-priate follow-up.

26 Annex II27 Annex I

ANNEX I: INDICATORS FOR MONITORINGPROGRESS ON THE ROADMAP

The non-exhaustive list below presents indicators thatwill be used to monitor progress towards gender equali-ty in the policy areas identified in the Roadmap. Theyhave been selected for their relevance to describe the sit-uation of gender equality in the different areas, also tak-ing into account the availability of EU-comparable data.

The majority of these indicators exist already and areused to monitor progress in EU processes, in particularin the Strategy for growth and jobs. They are also usedin the annual Report on equality between women andmen that the Commission presents to the SpringEuropean Summit.

In some areas, work is in progress either to developindicators or to develop comparable data at EU level.This work is being done in cooperation with MemberStates and Eurostat.

Moreover, Member States, in cooperation with theCommission, have developed indicators for the fol-low-up of the 12 critical areas of concern of theBeijing Platform for Action. In 2005, the 10th anniver-sary of the Platform, Member States committed them-selves to continue to develop indicators in the missingareas.

The 12 critical areas of concern of the Beijing Platformfor Action are: Women and Poverty; Education andTraining of Women; Women and Health; Violenceagainst Women; Women and Armed Conflict; Womenand the Economy; Women in Power and DecisionMaking; Institutional Mechanisms for the Advancementof Women; Human Rights of Women; Women and theMedia; Women and Environment; The Girl Child.

1. Achieving equal economic independencefor women and men

1.1 Reaching the Lisbon employment targetsand promotion of women's employment

• Employment rates (women, men and gap) –Eurostat

• Employment rates of older workers 55-64 (women,men and gap) – Eurostat

• Unemployment rates (women, men and gap) –Eurostat

1.2 Eliminating the gender pay gap

• Gender pay gap: Difference between men's andwomen's average gross hourly earnings as a per-centage of men's average gross hourly earningsEurostat: to be further developed

(the population consists of all paid employees aged16-64 that are "at work 15+ hours per week“ – this isan unadjusted gender pay gap, therefore not adjust-ed for individual factors/characteristics such as age,education attainment, occupation, years of profes-sional experience, economic sector of employment)

• Gender pay gap by age and economic sector andlevel of education (public-private and NACE sectors):to be further developed

• Distribution of employed persons by sex, by sector(NACE) – Eurostat

• Distribution of employed persons by sex, by occupa-tion (ISCO) – Eurostat

1.3 Women entrepreneurs

• Share of self-employed persons in employed popu-lation (women, men) – Eurostat

To be further developed

1.4 Gender equality in social protection and the fight against poverty

• At-risk-of-poverty rate (men, women, gap) –Eurostat

• At risk of poverty rate among older people – 65 years and over (men, women, gap) – Eurostat

• At risk of poverty rate among single parent withdependent children – Eurostat

• Pensions: to be further developed

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ANNEX 1: INDICATORS FOR MONITORING PROGRESS ON THE ROADMAP

1.5 Recognising the gender dimension inhealth care

• Healthy life years at birth (men, women, gap) –Eurostat


1.6 Combating multiple discrimination, in particular against immigrant womenand ethnic minority women

• Employment rates of non-EU nationals (women,men, gap) – Eurostat

• Pay gap by gender and nationality (EU or non-EUnationals): to be further developed

2. Enhancing reconciliation of work,private and family Life

2.1 Flexible working arrangements for bothwomen and men

• Average hours worked per week by women andmen (aged 20-49) with or without children (aged 0-6) – Eurostat

• Employment rates and amount of time (full-time orpart-time) worked per week for women and men(aged 20-49), depending on whether they have chil-dren under 12 – Eurostat Time-use of women andmen: to be further developed

• Share of part-time among employed (women, menand gap) – Eurostat

2.2 Increasing care services

• Percentage of children covered by childcare (for chil-dren between 3 years old and the mandatory schoolage and for children under 3 years of age) – Eurostat

• Share of employees working on a part-time basisbecause of care of children or other dependents –Eurostat

• Inactive persons willing to work, not searching dueto personal or family responsibilities – Eurostat

• Care of elderly persons: to be further developed

• Accessibility, affordability of services, school open-ing hours and appropriate public transport: to befurther developed

2.3 Better reconciliation policies for men

• Parental leave: to be further developed

3. Promoting equal participation of womenand men in decision-making

3.1 Women's participation in politics

• Share of women in European institutions (EuropeanCommission, European Parliament, Agencies of theEuropean Community, Committee of the Regions,Council of the European Union, European Court ofJustice, European Court of First Instance, EuropeanCourt of Auditors, European Ombudsman) –European Commission: Database on women andmen in decision-making

• Share of women in national institutions (nationalparliaments, central administrations – by BEIS type,supreme audit organisations, supreme courts,supreme administrative courts, constitutionalcourts, general prosecutor) – European Commission:Database on women and men in decision-making

3.2 Women in economic decision-making

• Share of women in European social and economicinstitutions (European Central Bank, EuropeanInvestment Bank, European Investment Fund,European Social Partner Organisations, Europeannon-governmental Organisations – by NGO family) –European Commission: Database on women andmen in decision-making

• Share of women in national economic institutions(daily executive bodies in top 50 publicly quoted

companies – by NACE sector, central banks) –European Commission: Database on women andmen in decision-making

• Distribution of managers by sex (ISCO 12 and 13) –Eurostat

3.3 Women in science and technology

• Women and men along a typical academic career –European Commission: Women in Science

• Distribution of full professors by sex (Grade A) –European Commission: Women in Science

• Share of women in leading positions in public sectorresearch: to be further developed

4. Eradicating gender-based violence and trafficking

4.1 Eradication of gender-based violence

• Crimes: to be further developed

• Victims: to be further developed

4.2 Elimination of trafficking in humanbeings

• Data on volume and trends of trafficking in eachcountry: to be further developed

5. Eliminating gender stereotypes in society

5.1 Elimination of gender stereotypes ineducation, training and culture

• Distribution of graduates by sex, by field of study –Eurostat

• Educational attainment (at least upper secondaryschool) of women and men – Eurostat

• Early school leavers in secondary school (women,men) – Eurostat

• Life-long-learning: Percentage of the populationaged 25-64 participating in education and trainingover the four weeks prior to the survey (women,men) – Eurostat

• Stereotypes in culture: to be further developed

5.2 Elimination of gender stereotypes in thelabour market

• Distribution of jobs by sex, by sector (NACE) –Eurostat

• Distribution of jobs by sex, by profession (ISCO) –Eurostat

5.3 Elimination of gender stereotypes in themedia


6. Promotion of gender equality outside the EU

6.1 Promotion of gender equality in externaland development policies

• Follow-up of MDG: to be further developed

• BpfA: to be further developed

32


ANNEX 2: EXISTING STRUCTURES AT COMMISSION LEVEL TO PROMOTE GENDER EQUALITY

The Group of Commissioners on Fundamental Rights,Non-Discrimination and Equal Opportunities was creat-ed on the initiative of the President of the Commission,Mr Barroso, in 2005. It succeeds the Group ofCommissioners on equal opportunities which was activesince 1996. Its mandate is to drive policy and ensure thecoherence of Commission action in the areas of funda-mental rights, anti-discrimination, equal opportunitiesand the social integration of minority groups, and toensure that gender equality is taken into account inCommunity policies and actions, in accordance withArticle 3§2 of the Treaty. The group is chaired by thePresident of the Commission. Other members of thegroup are Commissioners for Justice, Freedom andSecurity; for Institutional Relations and CommunicationStrategy; for Administration, Audit and Anti-fraud; forInformation Society and Media; for Education, Training,Culture and Multilingualism; for Enlargement; forDevelopment and Humanitarian Aid; for ExternalRelations and European Neighbourhood Policy; forEmployment, Social Affairs and Equal Opportunities. Itmeets 3-4 times per year and it holds an extraordinarymeeting with a focus on gender equality, normally onthe 8th of March, on the occasion of the InternationalWomen's Day. This extraordinary meeting is enlarged toexternal participants, such as members of the EUParliament, the Economic and social committee, theCommittee of the regions, the Presidency of the EU andrepresentatives of women's organisations.

The Inter-service Group on gender equality was creat-ed in 1996. It brings together representatives of allCommission services responsible for gender equality inall Directorates Generals. It is chaired by DGEmployment, Social Affairs and Equal Opportunitieswho convenes regular meetings. Its main task is todevelop a gender mainstreaming approach in all ECpolicies and programmes and to contribute to and co-ordinate activities in the framework of the annualwork programme on gender equality prepared by theCommission services.

The Advisory Committee on equal opportunities forwomen and men was created in 1981 by a CommissionDecision then amended in 1995. (Commission Decisionof 19 July 1995 amending Decision 82/43/EEC of 9December 1981).

The Committee assists the Commission in formulatingand implementing the Community's activities aimed atpromoting equal opportunities for women and men, and

fosters ongoing exchanges of relevant experience, poli-cies and practices between the Member States and thevarious parties involved. It is formed by one representa-tive per Member State from ministries or governmentdepartments responsible for promoting equal opportuni-ties; one representative per Member State from nationalcommittees or bodies having specific responsibility forequal opportunities between women and men; fivemembers representing employers' organisations atCommunity level; five members representing workers'organisations at Community level. Two representatives ofthe European Women's Lobby shall attend meetings ofthe Committee as observers. Representatives of interna-tional and professional organisations and other associa-tions making duly substantiated requests to theCommission may be given observer status. TheCommittee meets normally twice per year.

The High Level Group on gender mainstreaming is aninformal group created in 2001 following a commitmentmade by the Commission in its 5th Framework strategyon gender equality (COM(2000) 335 final) and the polit-ical support of EU gender equality ministers. This is aninformal group made by high level representativesresponsible for gender mainstreaming at national level.It is chaired by the Commission who convenes regularmeetings twice per year, in close collaboration with thePresidency. Among its main tasks, the Group supportspresidencies in identifying policy areas and topics rele-vant to address during presidencies in order to achievegender equality. The Group is also the main forum forplanning the strategic follow-up of the Beijing Platformfor action, including the development of indicators.Since 2003 the Group also assists the Commission in thepreparation of the Report on Equality between womenand men to the European Council.

The High Level Group on gender mainstreaming in theStructural Funds is an informal group created in 2004made by high level representatives responsible forStructural Funds at national level in the Member States.Candidate countries are given the status of observers.It is chaired by the Commission who convenes at leastone meeting per year. The mandate of this groupexpires end of 2006 but Commission and MemberStates can decide to continue its works after this date.The HLG acts as a network to give input on gendermainstreaming to the authorities managing StructuralFunds implementation. It is also a forum to exchangebest practice and experience of implementing gendermainstreaming in the structural funds at national level.

34


35

ANNEX 2: EXISTING STRUCTURES AT COMMISSION LEVEL TO PROMOTE GENDER EQUALITY

It can also provide input into the discussion on thefuture of the structural funds.

The Advisory Committee on women and rural areas wascreated in 1998. It is made up of representatives of socio-economic organisations (agricultural producers, trade,consumers, the European Women Lobby and workers).The Commission convenes meetings once or twice peryear. Its aim is to provide for exchange of views andadvice between the European Commission and theEuropean socio-economic sectors on the rural develop-ment policy and specifically on its gender aspects.

The informal Group of Experts on Gender Equality indevelopment cooperation met for the first time in1999. It is formed by Member States' gender expertsand chaired by the Commission that convenes meetingsannually. Its aim is to discuss policy developments inrelation to gender and development in the context ofEU and international major events.

The Helsinki Group on Women and Science was esta-blished in 1999. It consists of national representativesfrom all the EU Member States, Bulgaria, Romania,Iceland, Israel, Norway, Switzerland and Turkey.

The Group aims to promote the participation andequality of women in the sciences on a Europe-widebasis. It provides an important forum for dialogueabout national policies. Recognising the value of net-working and mutual support among women scientists,the group also helps explore the ways in which thepotential, skills and expertise of women could best besecured, and for sharing and comparing experiences.

The Helsinki Group also helps the Commission build aclear picture of the situation on the ground at thenational level. It has, in particular, appointed nationalstatistical correspondents to help the Commission gath-er and compile sex-disaggregated statistics and buildgender-sensitive indicators.

The European Network to Promote Women’sEntrepreneurschip (WES) (see: http://europa.eu.int/comm/entreprise/entrepreneurship/craft/craft-women/wes.htm) was created in 2000. It is composed of repre-sentatives from the national governments and institu-tions responsible for the promotion of female entre-preneurship in 27 countries from the EU, EEA and can-didate countries. The Commission convenes meetingswith WES twice a year which are aimed at exchanging

information and good practices in the promotion offemale entrepreneurship. Some members of the net-work have also participated in common European projects.

The Expert Group on Trafficking in Human Beings is aconsultative group that was set up in 2003 and consistsof 20 persons appointed as independent expert. TheCommission consults the expert group on any matterrelating to trafficking in human beings. The ExpertGroup shall issue opinions or reports to the Commissionat the latter's request or on its own initiative, takinginto due consideration the recommendations set out inthe Brussels Declaration.

The informal Network of gender focal points is formedby representatives of Directorates General of theCommission dealing with external relations and deve-lopment co-operation as well as representatives of ECdelegations.

The Network of focal points on equal opportunitieswas set up in 2004 and is formed by representatives ofall Directorates General of the Commission in charge ofhuman resources. It aims at ensuring a proper imple-mentation of the Fourth Action Programme for EqualOpportunities for Women and Men at the EuropeanCommission, therefore contributing to the respect ofgender equality in the human resources policy of theCommission.

ANNEX 3: EQUAL OPPORTUNITIES POLICYBETWEEN MEN AND WOMEN AT THE EUROPEAN COMMISSION

37

Achievements, challenges and existing obstacles toincorporating equality between men and women intothe human resource management policies of theCommission

The policy of equal opportunities between female andmale staff has been in place in the Commission since1988. The Staff Regulations of Officials of theEuropean Communities have, since 1 May 2004, prohib-ited discrimination on the basis of the sex, as well as forother reasons, and specifically provide for measuresand actions to promote equal opportunities betweenmen and women (Article 1d). This legal frameworkmakes it possible to take actions to incorporate genderequality into various aspects of the management ofhuman resources.

Since 1995, the Commission had been setting annualobjectives for the recruitment and appointment ofwomen to the Category A posts, with the objective ofreaching parity in the long term. The objectives laiddown for 2005 were 20% for senior management, 30%for middle management and 50% for non-manage-ment administrator posts.

In addition, the 4th Action Programme for EqualOpportunities between women and men in theEuropean Commission was adopted on 28th April 2004(SEC (2004) 447/5). It covers the period 2004-2008 andschedules, in particular, measures aimed at improvingthe male/female balance among the staff, awareness-raising campaigns and measures to improve the recon-ciliation of professional/private life. The implementa-tion of this Programme was mainly decentralised to theDirectorates-General but was also the subject of a fol-low-up and a political guidance by the Directorate-General for Personnel and Administration.

The first implementation report, relating to 2004, wasadopted by the Commission on 23rd November 2005(SEC (2005) 1492/3). Among other things, it showedthat – despite the clear improvements achieved duringthe last ten years – women continued to be under-rep-resented in 2004 in the category of the Administrators(31.8%), and particularly in middle management (18.3%) and senior management (12.8%) and that therecruitment targets were not achieved. However, theconcrete measures included in the 4th ActionProgramme have started to bear fruit, as the nextimplementation report for 2005 will show (presenta-tion envisaged in September 2006).

Principal policy initiatives and deadlines for the periodconcerned (2007 – 2010)

• Adoption of the Annual Implementation Reports ofthe 4th Action Programme and development of mon-itoring and evaluation indicators in this context(2005 to 2008)

• External evaluation of the 4th Action Programme in2008 and formulation of recommendations for thefuture

• Adoption of a 5th Action Programme for the period2009 – 2013

• Adoption of annual targets for the recruitment andappointment of women to management posts andother posts at A*/AD level in the Commission

• Continuation and improvement of awareness-raising campaigns and training, in particular withinthe framework of management training.

38


European Commission

A Roadmap for equality between women and men – 2006-2010

Luxembourg: Office for Official Publications of the European Communities

2006 – 38 pp. – 21 x 29.7 cm

ISBN 92-79-00707-6

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A Roadmap for equality between women and men...This is why the Commission adopted, on 1 March 2006, a Roadmap for Equality between Women and Men covering the period 2006-2010. This