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The european commission's gender equality strategy for 2020-2025, aiming to achieve a gender-equal europe. It addresses key issues like gender-based violence, discrimination, and structural inequalities, emphasizing the need for a dual approach of targeted measures and strengthened gender mainstreaming. The strategy highlights the importance of intersectionality, recognizing the unique experiences of discrimination faced by individuals based on multiple identities.
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EUROPEAN COMMISSION
Brussels, 5.3. COM(2020) 152 final
A Union of Equality: Gender Equality Strategy 2020- 2025
“In all its activities, the Union shall aim to eliminate inequalities, and to promote equality, between men and women.”
Article 8 of the Treaty on the Functioning of the European Union
“We should not be shy about being proud of where we are or ambitious about where we want to go.”
The promotion of equality between women and men is a task for the Union, in all its activities, required by the Treaties. Gender equality is a core value of the EU, a fundamental right^1 and key principle of the European Pillar of Social Rights^2. It is a reflection of who we are. It is also an essential condition for an innovative, competitive and thriving European economy. In business, politics and society as a whole, we can only reach our full potential if we use all of our talent and diversity. Gender equality brings more jobs and higher productivity^3 – a potential which needs to be realised as we embrace the green and digital transitions and face up to our demographic challenges.
The European Union is a global leader in gender equality: 14 of the top 20 countries worldwide on gender equality are EU Member States^4. Thanks to robust equal treatment legislation and jurisprudence^5 , efforts to mainstream the gender^6 perspective into different policy areas, and laws to address particular inequalities, the EU has made significant progress in gender equality in the last decades.
(^1) See Articles 2 and 3(3) TEU, Articles 8, 10, 19 and 157 TFEU and Articles 21 and 23 of the EU Charter of
Fundamental Rights. (^2) https://ec.europa.eu/commission/sites/beta-political/files/social-summit-european-pillar-social-rights-
booklet_en.pdf. (^3) By 2050, improving gender equality would lead to an increase in the EU’s GDP per capita by 6.1% to 9.6%,
which amounts to €1.95 to €3.15 trillion: https://eige.europa.eu/gender-mainstreaming/policy-areas/economic- and-financial-affairs/economic-benefits-gender-equality. (^4) As regards the implementation of the Sustainable Development Goal 5 on gender equality, according to the
2019 EM2030 SDG Gender Index: https://data.em2030.org/em2030-sdg-gender-index/. (^5) The EU has adopted six Directives covering equality between women and men in the workplace, in self-
employment, in access to goods and services, in social security, in pregnancy and maternity and on family- related leave and flexible working arrangements for parents and carers. Together they have progressively set a legal standard across Europe ensuring a broad protection from discrimination. Numerous cases brought to the European Court of Justice have further strengthened the principle of equality and delivered justice for victims of discrimination. (^6) ‘Gender’ shall mean the socially constructed roles, behaviours, activities and attributes that a given society
considers appropriate for women and men, see Article 3(c) of the Council of Europe Convention on preventing and combating violence against women and domestic violence.
of all SDGs^12 , and on the EU’s commitment to the UN Convention on the Rights of Persons with Disabilities.
Everyone should be safe in their homes, in their close relationships, in their workplaces, in public spaces, and online. Women and men, girls and boys, in all their diversity, should be free to express their ideas and emotions, and pursue their chosen educational and professional paths without the constraints of stereotypical gender norms.
Ending gender-based violence
Gender-based violence – or violence that is directed against a woman because she is a woman or that affects women disproportionately^13 – remains one of our societies’ biggest challenges and is deeply rooted in gender inequality^14. Gender-based violence, in all its forms, remains under-reported and overlooked, both inside and outside the EU. The EU will do all it can to prevent and combat gender-based violence, support and protect victims of such crimes, and hold perpetrators accountable for their abusive behaviour.
The Council of Europe Convention on preventing and combating violence against women and domestic violence – the ‘Istanbul Convention’ – is the benchmark for international standards in this field. The EU signed the Convention in 2017, and concluding the EU’s accession is a key priority for the Commission. To accelerate the conclusion of the EU’s accession, the European Parliament requested in 2019 an opinion from the European Court of Justice on this issue^15.
Should the EU ’ s accession to the Istanbul Convention remain blocked, the Commission intends to propose in 2021 measures , within the limits of EU competence, to achieve the same objectives as the Istanbul Convention.
The Commission intends in particular to present an initiative with a view to extending the areas of crime where harmonisation is possible to specific forms of gender-based violence in accordance with Article 83(1) TFEU, the so-called Eurocrimes.
To the extent that they are already apprehended by the existing Eurocrimes within the meaning of Article 83(1) TFEU, the Commission will propose additional measures to prevent and combat specific forms of gender-based violence , including sexual harassment, abuse of women and female genital mutilation (FGM).
(^12) https://ec.europa.eu/europeaid/policies/sustainable-development-goals_en. (^13) Article 3(d) of the Istanbul Convention. (^14) European Union Agency for Fundamental Rights (FRA), ‘Violence against women: an EU-wide survey’, 2014
1/19).
Female genital mutilation^16 , forced abortion and forced sterilisation, early and forced marriage, so-called ‘honour-related violence’ and other harmful practices against women and girls are forms of gender-based violence and serious violations of women’s and children’s rights within the EU and around the world. In addition to possible legislation, the EU will table a Recommendation on the prevention of harmful practices , including the need for effective pre-emptive measures and acknowledging the importance of education. The recommendation will also address the strengthening of public services, prevention and support measures, capacity-building of professionals and victim-centred access to justice.
The Commission will also present a Victims ’ Rights Strategy in 2020, which will address the specific needs of victims of gender-based violence, including domestic violence, building on the Victims’ Rights Directive^17.
Women who have a health problem or disability are more likely to experience various forms of violence.^18 The Commission will develop and finance measures^19 to tackle abuse, violence as well as forced sterilisation and forced abortion, such as capacity-building of professionals and awareness-raising campaigns on rights and access to justice.
Effective prevention of violence is key. It involves educating boys and girls from an early age about gender equality and supporting the development of non-violent relationships. It also requires a multi-disciplinary approach among professionals and services including the criminal justice system, victim support services, perpetrator programmes and social and health services. Addressing violence against women and ideologies undermining women’s rights could also contribute to the prevention of radicalisation leading to violent extremism and terrorism. The Commission will launch an EU network on the prevention of gender- based violence and domestic violence , bringing together Member States and stakeholders to exchange good practice, and will provide funding for training, capacity-building and support services. Violence prevention focusing on men, boys and masculinities^20 will be of central importance.
To address violence and harassment in work contexts, the Commission will continue to encourage Member States to ratify the International Labour Organisation (ILO)
(^16) Figures in the infographic are from recent studies by the End FGM European Network, see:
https://www.endfgm.eu/female-genital-mutilation/fgm-in-europe. (^17) Directive 2012/29/EU establishing minimum standards on the rights, support and protection of victims of
crime. (^18) For instance, 34% of women with a health problem or disability have experienced physical or sexual partner
violence, compared with 19% of women who do not have a health problem or disability. FRA, ‘Violence against women: an EU-wide survey’, 2014. (^19) To implement the UN Committee on the Rights of Persons with Disabilities recommendations for the EU, in
particular concerning Articles 6 (Women with disabilities) and 16 (Freedom from exploitation, violence and abuse). (^20) According to EIGE, ‘masculinities’ refers to the “different notions of what it means to be a man, including
patterns of conduct linked to men’s place in a given set of gender roles and relations”, see: https://eige.europa.eu/thesaurus/terms/1285.
stereotypes such as those based on race or ethnic origin, religion or belief, disability, age or sexual orientation, and this can reinforce stereotypes’ negative impacts.
Artificial Intelligence (AI) has become an area of strategic importance and a key driver of economic progress, hence women have to be part of its development as researchers, programmers and users. While AI can bring solutions to many societal challenges, it risks intensifying gender inequalities. Algorithms and related machine-learning, if not transparent and robust enough, risk repeating, amplifying or contributing to gender biases that programmers may not be aware of or that are the result of specific data selection. The new Commission White Paper on AI sets out the European approach grounded in EU values and fundamental rights, including non-discrimination and gender equality^28. The next framework programme for research and innovation, Horizon Europe^29 , will also provide insights and solutions on addressing potential gender biases in AI, as well as on debunking gender stereotypes in all social, economic and cultural domains, supporting the development of unbiased evidence-based policies.
The media and the cultural sectors have considerable say in shaping people’s beliefs, values and perception of reality, and are thus further key channels for changing attitudes and challenging stereotypes^30. The Commission will continue supporting projects promoting gender equality under Creative Europe^31 , including under Music Moves Europe, and will present a gender equality strategy in the audio-visual industry as part of the next MEDIA sub-programme^32 , including financial support, structured dialogue, mentoring and training for women film-makers, producers and screenwriters.
The Commission will launch an EU-wide communication campaign combatting gender stereotypes. It will tackle all spheres of life with an intersectional approach and a focus on youth engagement, in collaboration with the Member States.
(^28) European Commission, White paper on Artificial Intelligence - A European approach to excellence and trust,
COM(2020) 65 final: https://ec.europa.eu/info/sites/info/files/commission-white-paper-artificial-intelligence- feb2020_en.pdf. (^29) https://ec.europa.eu/info/horizon-europe-next-research-and-innovation-framework-programme_en. (^30) See, for example, 'Gender equality in the media sector', a study carried out for the FEMM Committee on
women’s rights and gender equality, European Parliament, 2018. (^31) https://ec.europa.eu/programmes/creative-europe/node_en. (^32) https://ec.europa.eu/digital-single-market/en/media-sub-programme-creative-europe.
In addition to the Commission actions listed above, the Commission calls:
A prosperous and social Europe depends on us all. Women and men in all their diversity should have equal opportunities to thrive and be economically independent, be paid equally for their work of equal value, have equal access to finance and receive fair pensions. Women and men should equally share caring and financial responsibilities.
Closing gender gaps in the labour market
Increasing women’s participation in the labour market has a strong, positive impact on the economy, notably in the context of a shrinking workforce and skills shortages. It also empowers women to shape their own lives, play a role in public life and be economically independent.
Women’s employment rate in the EU is higher today than ever before^35 , yet many women still experience barriers to joining and remaining in the labour market^36. Some women are structurally underrepresented in the labour market^37 , often resulting from the intersection of gender with additional conditions of vulnerability or marginalisation such as belonging to an ethnic or religious minority^38 or having a migrant background.
(^33) Directive 2011/93/EU on combating the sexual abuse and sexual exploitation of children and child
pornography. (^34) In particular, Directive 2011/36/EU on preventing and combating trafficking in human beings and protecting
its victims, Directive 2011/99/EU on the European Protection Order, Regulation (EU) No. 606/2013 on mutual recognition of protection measures in civil matters and Council Directive 2004/80/EC relating to compensation to crime victims. (^35) Eurostat, 2019, https://ec.europa.eu/eurostat/web/products-datasets/product?code=sdg_05_30 and
https://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=lfsi_emp_a&lang=en – see infographic. (^36) https://ec.europa.eu/eurostat/statistics-explained/pdfscache/35409.pdf and also FRA, ‘Roma Women in nine
EU Member States’, 2019 – see infographic. (^37) Eurostat, ‘Labour Forced Survey’, calculations done based on lfsa_eegan2 – see infographic. (^38) See, for example, ENAR, ‘Racism and discrimination in Employment in Europe 2013-2017’, 2017.
private life. The Commission will develop guidance for Member States on how national tax and benefits systems can impact financial incentives or disincentives for second earners.
Empowering women in the labour market also means giving them the possibility to thrive as investors and entrepreneurs^44. The EU cohesion policy supports women’s entrepreneurship, their (re)integration into the labour market and gender equality in specific, traditionally male, sectors. Targeted measures promoting the participation of women in innovation will be developed under the Horizon Europe European Innovation Council , including a pilot to promote women-led start-ups and innovative small and medium-sized enterprises in 2020^45. The Commission will also promote the presence of women in decision-making positions in private equity and venture capital funds and support funds investing with gender diversified portfolios through the InvestEU programme to mobilise private and public investment in Europe for more sustainable, inclusive and innovative growth.
Achieving equal participation across different sectors of the economy
While there are more women university graduates in Europe than men graduates , women remain underrepresented in higher paid professions^46. More women than men work in low- paid jobs and sectors, and in lower positions^47. Discriminatory social norms and stereotypes about women’s and men’s skills, and the undervaluation of women’s work are some of the contributing factors.
(^44) International Finance Corporation, ‘Moving toward gender balance in private equity and venture capital’,
2019; Biegel, S., Hunt, S. M., Kuhlman, S., ‘Project Sage 2.0 Tracking venture capital with a gender lens’, 2019; and Atomico, ‘State of European Tech 2019 Report’, https://2019.stateofeuropeantech.com/chapter/state- european-tech-2019/article/executive-summary – see infographics. (^45) https://ec.europa.eu/research/eic/index.cfm. (^46) PISA report 2019,
http://www.oecd.org/pisa/PISA%202018%20Insights%20and%20Interpretations%20FINAL%20PDF.pdf; European Commission, ‘Women in the Digital Age – Final Report’, 2018; and World Economic Forum Global ‘Gender Gap Report 2020’ – see infographics. (^47) Eurostat, ‘A decomposition of the unadjusted gender pay gap using Structure of Earnings Survey data’,
Statistical working paper, 2018.
The digital transition is of utmost importance in this context. With rapid transformation and digitisation of the economy and the labour market, today 90% of jobs require basic digital skills^48. Women only represent 17% of people in ICT^49 studies and careers in the EU^50 and only 36% of STEM^51 graduates^52 , despite the fact that girls outperform boys in digital literacy^53. This gap and this paradox will be addressed in the updated Digital Education Action Plan and through the implementation of the Ministerial declaration of commitment on ‘ Women in Digital ’^54. The ‘ Women in Digital ’ scoreboard will be used more systematically.
The Updated Skills Agenda for Europe will help address horizontal segregation, stereotyping and gender gaps in education and training. The Commission proposal for a Council recommendation on vocational education and training will support improving gender balance in traditionally male or female-dominated professions and address gender stereotypes. The reinforced Youth Guarantee will also specifically address women that are not in education, employment or training to ensure equal opportunities.
In the Commission’s forthcoming communication on the European Education Area, gender equality will be put forward as one of the key elements. The renewed strategic framework for gender equality in sport will promote women’s and girls’ participation in sport and physical activity and gender balance in leadership positions within sport organisations.
Addressing the gender pay and pension gap
The principle of equal pay for equal work or work of equal value has been enshrined in the Treaties since 1957 and translated into EU law. It ensures that there are legal remedies in case of discrimination. Yet, women still earn on average less than men^55. Accumulated lifetime gender employment and pay gaps result in an even wider pension gap and consequently older women are more at risk of poverty than men.
Eliminating the gender pay gap requires addressing all of its root causes, including women’s lower participation in the labour market, invisible and unpaid work, their higher use
(^48) European Commission, ‘ICT for Work: Digital Skills in the Workplace’, 2017. (^49) Information and Communications Technology. (^50) https://ec.europa.eu/eurostat/web/products-eurostat-news/-/EDN-20180425-1. (^51) Science, Technology, Engineering and Mathematics. (^52) https://op.europa.eu/en/publication-detail/-/publication/9540ffa1-4478-11e9-a8ed-01aa75ed71a1/language-en. (^53) 2018 International Computer and Information Literacy Study (ICILS). (^54) https://ec.europa.eu/digital-single-market/en/news/eu-countries-commit-boost-participation-women-digital. (^55) Eurostat, 2018 at https://ec.europa.eu/eurostat/databrowser/product/view/SDG_05_20?lang=en;
https://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=ilc_pnp13&lang=en and https://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=ilc_pnp14&lang=en – see infographics.
An equal sharing of care responsibilities at home is crucial, as is the availability of childcare, social care and household services , in particular for single parents^62. Insufficient access to quality and affordable formal care services is one of the key drivers of gender inequality in the labour market^63. Investing in care services is therefore important to support women’s participation in paid work and their professional development. It also has potential for job creation for both women and men.
The Barcelona targets^64 for the provision of early childhood education and care arrangements for children are mostly met, but some Member States are significantly lagging behind. The Commission will therefore propose to revise the Barcelona targets to ensure further upwards convergence among Member States of early childhood education and care. Moreover, the Commission’s proposal for a Child Guarantee in 2021 will focus on the most significant barriers preventing children from accessing the necessary services for their wellbeing and personal development, in order to break the poverty cycle and reduce inequalities.
The Commission will continue supporting Member States’ work on improving the availability and affordability of quality care services for children and other dependents through investments from the European Social Fund Plus, the European Regional Development Fund, the InvestEU programme and the European Agricultural Fund for Rural Development.
At the end of 2020, the Commission will launch the consultation process for a Green Paper on Ageing with a focus on long-term care, pensions and active ageing.
In addition to the Commission actions listed above, the Commission calls on Member States to: transpose the Work-Life Balance Directive and properly implement EU gender equality and labour law^65 ; follow up on the Council conclusions of June 2019 “Closing the Gender Pay Gap: Key Policies and Measures”; ensure adequate investments in early childhood education, care services and long- term care services including from available EU funding; and implement the Ministerial declaration of commitment on “Women in Digital”.
(^62) Eurofound, ‘Striking a balance: Reconciling work and life in the EU’, 2018 – see infographics. (^63) Hoffmann, F., & Rodrigues, R., ‘Informal carers: who takes care of them?’, Policy brief, April 2010, European
Centre for Social Welfare Policy and Research, Vienna – see infographics. (^64) https://ec.europa.eu/info/sites/info/files/bcn_objectives-report2018_web_en.pdf. (^65) This includes the recast Directive on gender equality in employment and occupation, the Directives on gender
equality in self-employment, in access to goods and services, in social security, in pregnancy and maternity, the Directive on part-time work, the Directive on transparent and predictable working conditions, the Recommendation on access to social protection, and the Recommendation on equality bodies.
Companies, communities and countries should be led by both women and men, in all their diversity. Whether you are a woman or a man should not influence the career you pursue.
Achieving gender balance in decision-making and politics
There are still far too few women in leading positions. Be it in politics or government agencies, at the highest courts or on companies’ boards. This is the case even if gender parity exists at the lower levels. If top positions are held exclusively by men for a long time, this shapes the recruitment pattern for successors, sometimes only due to unconscious bias.
Having both women and men represented is crucial for successful leadership. Inclusive and diverse leadership is needed to solve the complex challenges that decision-makers face today. More inclusion and more diversity is essential to bring forward new ideas and innovative approaches that better serve a dynamic and flourishing EU society. Allowing citizens from all backgrounds to meaningfully participate in society is a necessary pre- condition for a well-functioning democracy and leads to more effective policy-making^66.
A broad range of talents and skills contributes to better decision-making and corporate governance, and drives economic growth.^67 Despite some progress in recent years, women’s under-representation in decision-making positions in Europe's businesses and industry persists.^68
To help break the glass ceiling, the Commission will push for the adoption of the 2012 proposal for a Directive on improving the gender balance on corporate boards^69 which set the aim of a minimum of 40% of non-executive members of the under-represented sex on company boards^70.
In parallel, the Commission will facilitate the exchange of good practices addressing gender balance in executive boards and managerial positions, bringing in the examples of national or regional projects run by governments, civil society or the private sector. The EU Platform of
(^66) EIGE Gender Statistics Database, National parliaments: Single/lower house, 2019 – see infographic. (^67) ILO, ‘The business case for change’, 2019; McKinsey, ‘Women Matter report’, 2017; Catalyst, ‘Why
Diversity and Inclusion Matter’, 2018; Rohini Anand, ‘Gender-Balanced Teams Linked to Better Business Performance: A Sodexo Study’, 2016. (^68) EIGE, Gender Statistics Database, Women and men in decision-making, 2019 – see infographic. (^69) COM(2012)614 final. (^70) Positive results are shown in several countries that have introduced relevant legislative measures, including
France, Italy, Belgium, Germany, and more recently Austria and Portugal. See https://eige.europa.eu/publications/gender-equality-index-2019-report/more-gender-equality-corporate-boards- only-few-member-states.
In addition to the Commission actions listed above, the Commission calls:
The core challenges affecting the EU today – including the green and digital transitions and demographic change – all have a gender dimension. The inclusion of a gender perspective in all EU policies and processes is essential to reach the goal of gender equality.
Gender mainstreaming ensures that policies and programmes maximise the potential of all – women and men, girls and boys, in all their diversity. The aim is to redistribute power, influence and resources in a fair and gender-equal way, tackling inequality, promoting fairness, and creating opportunity.
The Commission will integrate a gender perspective in all major Commission initiatives during the current mandate , facilitated by the appointment of the first Commissioner for Equality, as a stand-alone portfolio, and by creating a Task Force for Equality^78 composed of representatives of all Commission services and of the European External Action Service. The Task Force will ensure the implementation of equality mainstreaming, including gender equality, at operational and technical level.
As an example, upcoming policies under the European Green Deal, such as the Building Renovation Wave or the EU Strategy on Climate Adaptation , can impact women differently to men^79. As regards climate change , the role of young women in particular has been remarkable in leading the push for change. Women and men are not equally affected by green policies tackling climate change (there are less possibilities for women as climate refugees), or the clean transition (there are more women in energy poverty), emission-free transport (more women use public transport). Addressing the gender dimension can therefore have a key role in leveraging the full potential of these policies.
Another example is that of digitisation , which will fundamentally change our lives and that of our children. In this transition, it is crucial that women help to build that future and that
(^78) The Task Force will facilitate the mainstreaming of equality relating to six grounds of discrimination: sex, race
or ethnic origin, religion or belief, disability, age and sexual orientation. (^79) In both cases, specific attention towards elderly people (in terms of future-proof renovations or, for climate
adaptation policies, measures during heat waves to improve hydration) will, for example, have a positive impact on women in particular as they form the majority of the elderly population.
many more girls than currently acquire IT skills to be able to play a role in shaping the digital world of tomorrow.
In health, women and men experience gender-specific health risks. A gender dimension will be integrated into the EU Beating Cancer Plan to be launched in 2020. Regular exchanges of good practices between Member States and stakeholders on the gender aspects of health will be facilitated, including on sexual and reproductive health and rights.
The EU Drugs Agenda 2021-2025 will be adopted in 2020, and will address gender-specific challenges faced by women and girls in substance abuse.
The intersectionality of gender with other grounds of discrimination will be addressed across EU policies. Women are a heterogeneous group and may face intersectional discrimination based on several personal characteristics. For instance, a migrant woman with a disability may face discrimination on three or more grounds. EU law, policies and their implementation should therefore respond to the specific needs and circumstances of women and girls in different groups. The forthcoming Action Plan on Integration and Inclusion and the EU strategic frameworks on disability, LGBTI+, Roma inclusion and children’s rights will be linked to this strategy and to each other. Moreover, the intersectional perspective will always inform gender equality policies.
The Commission’s proposals for the Multi-Annual Financial Framework (MFF) ensure the integration of a gender dimension throughout the financial framework, and more specifically in various EU funding and budgetary guarantee instruments, in particular the European Social Fund Plus , the European Regional Development Fund , Creative Europe , the European Maritime and Fisheries Fund , the Cohesion Fund and the InvestEU Programme. Funding will support actions to promote women’s labour market participation and work-life balance, invest in care facilities, support female entrepreneurship, combat gender segregation in certain professions and address the imbalanced representation of girls and boys in some sectors of education and training.
The proposed Common Provisions Regulation^80 includes specific “enabling conditions”, requiring a Member State to have in place a national gender equality strategic framework as a precondition to make use of the funds when investing in improving gender balance in the labour market, work-life balance or childcare infrastructure. Another horizontal ‘enabling condition’ on effective implementation of the Charter of Fundamental Rights includes gender equality as one of its key principles and applies to all the investments under this regulation.
Dedicated funding for projects benefiting civil society organisations and public institutions that implement specific actions, including preventing and combating gender-based violence, will be available through the Citizens, Equality, Rights and Values Programme. Particular attention needs to be paid to women and girls in the asylum and migration area. Through the Asylum and Migration Fund , the Commission will encourage Member States to target actions that support the specific needs of women in the asylum procedure, as well as actions that support the integration of women in the new society. Furthermore, the fund will enable
(^80) COM/2018/375 final.
political and civil rights. Building on the achievements and lessons learned, GAP III will be launched in 2020 , with a comprehensive approach, and will be coherent with the priorities of this strategy through integrating all its relevant elements into the EU’s external action.
The EU will continue supporting women’s human rights, its defenders, sexual and reproductive health and rights, and efforts to curb sexual and gender-based violence throughout the world, including in fragile, conflict and emergency situations. The EU initiated the Spotlight Initiative , a joint EU-UN global programme with an overall EU allocation of EUR 500 million to eliminate all forms of violence against women and girls. The EU is launching a campaign #WithHer in 2020, designed to challenge harmful gender norms and stereotypes, which perpetuate violence against women worldwide. The EU will adopt the EU Action Plan on Human Rights and Democracy (2020-2024) in 2020. The EU will also continue to implement the EU Strategic Approach and Action Plan on Women, Peace and Security 2019-2024^84.
The Commission will continue to actively promote gender equality through its trade policy , including through its active engagement on the issue in the World Trade Organisation. It will continue to gather gender-disaggregated data, to ensure that trade-related aspects of gender are adequately addressed in trade agreements and to consider gender impact in trade initiatives.
In partner countries, the EU will make use of the External Investment Plan to promote women’s entrepreneurship and labour market participation. For instance, the Women’s Financial Inclusion Facility alone aims to leverage EUR 100 million for women’s access to finance. The EU Strategy with Africa in 2020 will also focus on gender equality and women’s empowerment.
In the EU’s external policies, gender mainstreaming is used in the budget process through the commitment of ensuring that 85% of all new programmes contribute to gender equality and women’s empowerment^85.
(^84) The EU Strategic Approach to Women, Peace and Security (WPS) is annexed to the Foreign Affairs Council
Conclusions on WPS adopted on 10 December 2018, (Council document 15086/18), https://www.consilium.europa.eu/media/37412/st15086-en18.pdf, and the EU Action Plan on Women, Peace and Security (WPS) 2019-2024, of 4 July 2019 EEAS(2019) 747, https://www.consilium.europa.eu/register/en/content/out?&typ=ENTRY&i=ADV&DOC_ID=ST-11031-2019- INIT. (^85) The measurement is done according to the OECD Gender Equality Policy Marker. Specifically for
humanitarian aid, the Commission applies its own humanitarian Gender-Age marker.
Achieving gender equality in the European Union is a joint responsibility. It requires teaming up and action by all EU institutions, Member States and EU agencies, in partnership with civil society and women’s organisations, social partners and the private sector.
The European Parliament^86 and the Council^87 have shown their commitment to gender equality in several resolutions and conclusions calling on the Commission to adopt a European Gender Equality Strategy and strengthen gender mainstreaming in all policy areas.
Working together, the EU institutions and Member States need to deepen their engagement with civil society, including women’s movements and organisations, international organisations, and governments, to progress on gender equality and continue being global leaders.
The Commission calls on the European Parliament and the Council to take forward their work on the existing and forthcoming Commission proposals in a timely manner. Member States should use all the tools at their disposal, in particular the possibilities offered for EU financial support and ensure the improvement in gender equality.
The key actions presented in this strategy will be regularly updated and supplemented. Their implementation will be monitored, and progress will be reported on an annual basis. These reports will serve as an annual political stock-taking of progress made. In addition to examples of good practice in the Member States, the annual reports will also include relevant data, including from Eurostat and Eurofound, as well as indicators for measuring progress, building on EIGE’s annual EU Gender Equality Index. EIGE will also provide data and research to feed into the evidence-based policy-making of EU institutions and Member States.
Working together, we can make real progress by 2025 in achieving a Europe where women and men, girls and boys, in all their diversity, are equal – where they are free to pursue their chosen path in life and reach their full potential, where they have equal opportunities to thrive, and where they can equally participate in and lead our European society.
(^86) Recent resolutions of the European Parliament on gender equality include: European Parliament resolution
2019/2870(RSP) of 30 January 2020 on the gender pay gap; European Parliament resolution 2019/2855(RSP) of 28 November 2019 on the EU’s accession to the Istanbul Convention and other measures to combat gender- based violence; European Parliament resolution 2016/2249(INI) of 14 March 2017 on equality between women and men in the European Union in 2014-2015. (^87) Recent Council Conclusions on gender equality include: Council Conclusions of 10 December 2019 on gender
equal economies in the EU: The way forward – taking stock of 25 years of implementation of the Beijing Platform for Action; Council Conclusions of 24 October 2019 on The Economy of Wellbeing; Council Conclusions of 13 June 2019 on Closing the Gender Pay Gap: Key Policies and Measures.
