The Gender Equality Strategy 2026-2030 commits the EU to advancing equality and strengthening women’s rights. Recent measures taken by the EU promote pay transparency, increase women’s representation in leadership positions  and  combat violence against women and domestic violence combat violence against women. In the years ahead, the EU aims to further empower women and advance gender equality. Threats such as cyber violence and AI-related risks must be tackled, and women’s rights safeguarded against any setbacks.

More than just a backlash against gender equality policy

The fact that women’s rights and gender equality are under immense pressure in Europe was made clear during the panel discussion held by the Committee on Women’s Rights and Gender Equality on 4 November. Neil Datta, Executive Director of the Alliance of Parliamentarians for Health and Equality Action (Alphea), confirms a dramatic surge in funding for campaigns against equality, reproductive rights and LGBTQIA* rights in recent years. These initiatives are driven by a transnational network of foundations, think tanks, political parties and civil society organisations. Camille Butin of the International Planned Parenthood Federation (IPFF) stresses that the anti-gender movement must be viewed as a political project seeking not just to reverse legal gains but to dismantle democracy itself. Organisations and institutions promoting equality and diversity are deliberately targeted and prevented from doing their work.

Advancing gender equality in the aviation sector

Efforts to advance gender equality in the aviation sector should be supported. On 4 November, the European Parliament’s Committee on Transport and Tourism discussed this topic. The discussion was prompted by the ongoing revision of the Air Services Regulation and the European Commission’s work on a new Aviation and Aeronautics Strategy. Air transport is a male-dominated industry. Just six per cent of pilots worldwide are women. Women are more likely to work in lower-paid positions, such as cabin crew roles. Ilse Berghmans, Policy Officer for Aviation officer at the European Transport Workers’ Federation (ETF), is familiar with the barriers that make it difficult for women to enter the aviation sector: a male-dominated work culture, a poor work-life balance, discrimination and experiences of violence. Precarious working conditions arising from bogus self-employment or wet-lease contracts, for example, often have a greater impact on women. Tanja Harter, President of the European Cockpit Association (ECA), identifies working conditions as a key reason for women’s underrepresentation in aviation. Balancing care responsibilities with mobile work and irregular hours is difficult. Tamara Pejović, Deputy Head of the Aviation Sustainability Unit at EUROCONTROL also identifies women’s limited visibility in aviation as a barrier to entering the sector.

Eddy Liégeois, Head of the Aviation Policy Unit (MOVE.E.1) within the Directorate-General for Mobility and Transport at the European Commission, stresses that the regulations governing air transport services should strengthen the protection of workers and promote gender equality. The revision should lead to better framework conditions for mobile work. Ilse Berghmans urges measures to prevent violence and stricter passenger rules. Tamara Pejović advocates mentoring programmes to raise women’s visibility in aviation.

Reducing the gender pension gap

Women’s career prospects are constrained not just in aviation. Lower pay and fewer chances of promotion often mean lower pensions later in life. The gender pension gap averages around 25 percent across the EU and reaches almost 36 per cent in Austria. In the spring, the European Commission was called upon to draw up an action plan to eradicate the gender pay and pension gaps. On 3 November, the Committee on Economic and Monetary Affairs and the Committee on Employment and Social Affairs held a joint hearing to examine the causes of these gaps and potential solutions. The pension gap is closely linked to gender stereotypes. Women carry out most unpaid care work, making them more likely to work part-time or take career breaks. They also tend to work in lower-paid sectors with fewer training and advancement opportunities. Lower lifetime earnings reduce pension entitlements, increasing the risk of poverty and social exclusion in old age.

Monika Queisser, Head of the Social Policy Division at the OECD, argues that closing the pension gap requires tackling disparities in employment status, working hours and pay. Sarah Loriato, AGE Platform Europe’s Policy Manager on Employment, Pensions and Social Inclusion, and Corrinne Hasson, Executive Director of the National Women’s Council of Ireland, also identify the pension system’s emphasis on paid work as a source of inequality. Giving greater recognition to time spent providing care could help address this inequality. Childcare provision also needs to expand. Ulrike Spangenberg, Head of the gender equality reporting section at the Federal Foundation for Gender Equality, adds that higher earners more often benefit from pension tax advantages, while women are less likely to use occupational pension schemes. The system’s misguided tax incentives need to be corrected. Ultimately, Lina Salanauskaite, researcher at the European Institute for Gender Equality (EIGE), identifies changing gender stereotypes as the goal. These stereotypes shape the division of care work along gender lines and lead women to view themselves as less financially competent.

AK champions equality and women’s career success

AK promotes gender equality across all areas of life, a fairer sharing of care work and equitable pay for women. For example, it urges prompt implementation of the EU Pay Transparency Directive to end pay discrimination and improve transparency. To close the pension gap, AK calls for better framework conditions to improve women’s career prospects and employment stability. These include nationwide childcare provision, a better work-life balance and further vocational training opportunities. It also calls for an increase in the ‘minimum pension’ (equalisation supplement).

Further information

European Parliament: European Gender Equality Week 2026
European Commission: Gender Equality Strategy 2026-2030
AK EUROPA: For a Europe of equality
AK EUROPA: The Pay Transparency Directive
AK Vienna: Reden wir übers Geld! (Let’s talk about money) - (German only)
AK: Gute Frauenpensionen brauchen gute Erwerbskarrieren (Good pensions for women depend on good working lives) - (German only)