1. European gender pact and Commission roadmap
ESF Committee 22 September 2006
Mrs Luisella Pavan-Woolfe
Director Equality between Men and Women, Action against Discrimination, Civil Society
DG employment, social affairs and equal opportunities

2. A roadmap for equality between women and men adopted 1st March 2006

3. Why a roadmap?
Need for a Commission commitment for EU gender equality policy
Taking a gender equality coherent approach and define actions to tackle persistent gender inequalities
Respond to Social Agenda commitment

4. Situation of gender equality in the EU
Women situation remain unbalanced
Some examples
Remuneration is lower by 15% on average with that of men.
The divergence in terms of employment rates is of 15.2 percentage points;
84% of European men, although informed of their rights to parental leave, declared in 2004 that they from would not profit
Only 11% of women are members of the highest decision bodies in the 50 larger quoted companies publicly but this figure falls to 3% for the president's post.

5. 6 Priority Areas Equal Economic Independence
Reconciliation of Work, Private and Family Life
Equal Participation in Decision-Making
Eradicating Gender-based Violence and Trafficking
Eliminating Gender Stereotypes in Society
Promoting of Gender Equality Outside the EU
Supported by improved governance

6. 1. Equal Economic Independence for Women And Men
Lisbon employment targets
Eliminating the gender pay gap
Women entrepreneurs
Social protection and fight again poverty
Recognising the gender dimension in health
Combat multiple discrimination
Lisbon : At present, it is at 55.7% and is much lower (31.7%) for older women (55-64 years old). Women also have a higher unemployment rate than men (9.7% against 7.8%). – MAINSTREAMING + MAKE WORK PAY
Eliminating the gender pay gap LEGAL + SEGREGATION
Women entrepreneurs: 30% of entrepreneurs in the EU. GREATER DIFFICULTIES
Gender equality in social protection and the fight against poverty: %MAKE WORK PAY + PENSION
Recognising the gender dimension in health SPECIFIC NEEDS
Multiple discrimination

7. 2. Enhancing Reconciliation of Work, Private and Family Life
Flexible working arrangements for both women and men
Increasing care services
Better reconciliation policies for both women and men
2.1 Flexible working arrangements for both women and men
RECONC IS WIN WIN
2.2 Increasing care services
BARCELONA TGTS + QUALITY!
2.3 Better reconciliation policies for both women and men
FEW MEN PT/P LEVAES - Incentives

8. 3. Promoting Equal Participation of Women and Men in Decision-Making
Women's participation in politics
Women in economic decision-making
Women in science and technology
3.1 Women's participation in politics
UNDER REPRES IN ALL LEVELS
3.2 Women in economic decision-making
EVALUATION, PROMOTIONS, RECONCILIATION
3.3 Women in science and technology
TARGET of 25% women in leading positions in public sector research,
NETWORKING

9. Other priority 4. Eradicating Gender-based Violence and Trafficking
5. Eliminating Gender Stereotypes in Society
6. Promoting of Gender Equality Outside the EU
5.1 Elimination of gender stereotypes in education, training and culture
Education, training and culture continue to transmit gender stereotypes. Women and men often follow traditional education and training paths, which often place women in occupations that are less valued and remunerated. Policy should focus on combating gender stereotypes from an early age, providing awareness training to teachers and students, and encouraging young women and men to explore non-traditional educational paths. The education system should provide young people with adequate qualification. Therefore, it is also important to tackle the phenomenon of early school leaving, which affects more boys than girls.
5.2 Elimination of gender stereotypes in the labour market
Women still face both horizontal and vertical segregation. Most of them continue to be employed in sectors traditionally occupied by women, which are typically less recognised and valued. Moreover, they generally occupy 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 in sectors traditionally occupied by women. Anti-discriminatory laws should be enforced, and training and incentives provided.
5.3 Elimination of gender stereotypes in the media
The media have a crucial role to play in combating gender stereotypes. It can contribute to presenting a realistic picture of the skills and potential of women and men in modern society and avoid portraying them in a degrading and offensive manner. Dialogue with stakeholders and awareness-raising campaigns should be promoted at all levels.

10. Improving governance for gender equality
Better governance at all levels: EU, Member States, parliaments, social partners and civil society
The European Pact for Gender Equality demonstrates the commitment at the highest political level
European Institute for Gender Equality

11. EUROPEAN PACT FOR GENDER EQUALITY
European Council has adopted the European Pact for gender equality in March 2006
The objective is to encourage actions on Member State and Union levels to achieve the growth and jobs strategy

12. EU pact for gender equality
Three types of measures:
Measures to close gender gaps and combat gender stereotypes in the labour market
Measures to promote a better work-life balance for all
Measures to reinforce governance through gender mainstreaming and better monitoring

13. SF support to the roadmap
The Commission will together with MS promote gender mainstreaming and specific measures in the programming and implementation of the new structural funds, including through monitoring and ensuring adequate resources for gender equality

14. Some evaluation findings from 2000-2006 MS evaluations
Progress have been made on gender equality in all MS as a result of ESF co-funded actions
Different approaches in gender mainstreaming have been implemented:
gender in project selection criteria, gender balance and expertise in monitoring committees, gender sensitive monitoring and management and steering, methodological support for gender mainstreaming, …(see coming evaluation synthesis)

15. Advisory Committee on equal opportunities between women and men
Opinion on the Gender dimension in the next programming period of the Structural Funds – July 2006
The opinion has been adopted by the advisory committee but does not reflect the positions of the Member States and does not bind the MS

16. Opinion of the Advisory Committee
Examples of recommendations:
Confirmation of the relevance of the dual approach
Improve the gender dimension in all intervention phases
Building equal opportunities governance at local level
Learning and achieving through cooperation

17. Implementing SF Regulations 2007-2013
General Regulation:
Article 11 Partnership
Article 16 Equality between men and women and non discrimination
ESF Regulation
Articles 3 , 4 and 6 on Gender equality and equal opportunities

18. Conclusion More information available on :
gender_equality/index_en.html