Viviane Reding, the responsible EU Commissioner for Justice, Fundamental Rights and Citizenship this week presented the new strategy for equality between women and men. It represents the working programme of the EU Commission for promoting equality between women and men for the next five years. Its priorities concern in particular economic independence, equal pay for the same and similar work and equality in decision-making processes.

The gender pay gap in the EU is still at almost 18 %

The new Gender Equality Strategy leaves no doubt: an average pay gap of almost 18 % in the EU is clearly not compatible with the spirit of the EU Treaties and may therefore not be allowed to continue. It is to be welcomed that the EU Commission agrees with this motion and is at last willing to find a remedy, because nothing much has happened over the past 15 years to tackle the gender pay gap. This was even admitted by Commissioner Reding. Income transparency at corporate level would be a step towards reducing income differences. The Swedish model has long been regarded as a success, Austria will soon follow suit and even the EU Commission is warming to the idea. This is also a request of the Chamber of Labour, which was brought to the attention and received the support of Commissioner Reding prior to the publication of the Gender Equality Strategy.

Women are still underrepresented in decision-making processes and leading positions

Although there was some progress over the past few years concerning the well-balanced cooperation of women and men in political decision-making processes, there is a huge need to increase the number of women on supervisory boards in listed companies. Viviane Reding commented that she would get out the Sword of Damocles, if this situation would not change soon. To put it in plain language: listed companies are called upon to volunteer to take appropriate measures. Failing to do so, the Commission will impose legal measures. In doing so, the Commissioner specifically addresses a demand of the Chamber of Labour. Reding announced that she intended to meet leading representatives of major European companies in Brussels in spring 2011 to discuss this important issue with them. The target figure she would envisage was that women would hold 30 % of all boardroom positions by 2015 and 40 % by 2020. This issue certainly touches a very important point of the new Gender Equality Strategy. Only the next weeks and months will show whether the tactic, pursued by Reding will be met with approval.

Has enough importance been attached to the reconciliation between work and family life?

The point "equal economic independence" includes some aspects on the reconciliation between work and family life. According to the Commission, some progress has been achieved recently, whereby the new Parental Leave Directive gets a special mention. It is also pointed out that in Member States, which have adopted measures on the reconciliation, many women and men are working. The EU Commission will also promote the availability of affordable high-quality care facilities. Unfortunately, it is not quite clear what the exact intentions of the Commission are. It will not be sufficient only to report on progress with regard to childcare facilities, as it says in the strategy. The Chamber of Labour is more in favour of shifting EU spending in order to reserve funds for the expansion of childcare facilities. However, the discussion process has only just begun. Structuring the Gender Equality Strategy leaves plenty of room for manoeuvre. It is therefore of particular importance to get involved at an early stage. The Chamber of Labour has already been active before the strategy was published. It has declared its position to Commissioner Reding and her departments and will intensively pursue this issue, which is important to all employees. 

Further information:

Press release of the EU Commission

Strategy for equality between women and men 2010-2015