Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1697808698741.pdf (Malta)
IT-TLETTAX-IL LEĠIŻLATURA P.L.

6600 Dokument imqiegħed fuq il-Mejda tal-Kamra tad-Deputati fis-Seduta Numru 464 tal-24 ta’ Mejju 2021 mill-Ministru għall-Ġustizzja, l- Ugwaljanza u l-Governanza.
___________________________ Raymond Scicluna Skrivan tal-Kamra www.equality.gov.mtNCPE.Malta@ncpe_malta00356 2295 7850 equality@gov.mtAnnual Report2020 1 The National Commission for the Promotion of Equality ANNUAL REPORT 2020 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 2 ISBN number: 978-99909-89-60-1 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Table of Contents 3 Minister’s Message................................................................................................................................................................................. 6 Commissioner’s Message ................................................................................................................................................................ 8 The Commissioner and Commission Members in 2020 ..................................................................................... 11 NCPE Organisation Chart 2020 ................................................................................................................................................. 12 1.
Equality in Malta ................................................................................................................................................................................ 13 1.1 An Overview of Developments in 2020 ...................................................................................................................... 13 1.2 Statistical Overview ...................................................................................................................................................................... 19 2.
Striving Towards Equality ......................................................................................................................................................... 45 2.1 Investigations.................................................................................................................................................................................... 45 2.2 Policy Review and Recommendations ..................................................................................................................... 48 2.3 Media ...................................................................................................................................................................................................... 52 2.4 The Covid-19 Pandemic: Research on the Distribution of Work in Households .................. 56 2.5 Prepare the Ground for Economic Independence ......................................................................................... 56 2.6 Empowerment for Diversity (E4D) ................................................................................................................................. 59 2.7 Managing EU Funds .................................................................................................................................................................. 60 2.8 Training ................................................................................................................................................................................................... 61 2.9 Discrimination in advertising ............................................................................................................................................ 63 2.10 Requests for Information (RFIs) ..................................................................................................................................... 64 2.11 Directory of Professional Women ................................................................................................................................ 64 2.12 Library and Documentation Centre ........................................................................................................................... 65 3.
The NCPE Equality Mark .......................................................................................................................................................... 66 4.
Building Knowledge and Networks ............................................................................................................................... 70 4.1 Our Conferences ........................................................................................................................................................................... 70 4.2 Fora and Networks ..................................................................................................................................................................... 73 5.
Financial Overview ......................................................................................................................................................................... 76 Looking Ahead........................................................................................................................................................................................ 77 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 4 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt ANNUAL REPORT 2020 5 What We Stand For The National Commission for the ethnic origin in access to and provision of Promotion of Equality is an independent goods and services via two legal notices, equality body entrusted by Chapter 456 namely Legal Notice 181 of 2008, Access of the Laws of Malta to safeguard equality to Goods and Services and their Supply on the basis of sex, family responsibilities, Regulations and Legal Notice 85/2007, religion/belief, age, sexual orientation, Equal Treatment of Persons Order.
race/ethnic origin and gender identity, gender expression and sex characteristics Legal Notice 173 of 2016, Exercise of in employment as well as access to Rights Conferred on Workers (Freedom vocational/professional training or banks of Movement) Regulations, establishes and financial institutions.

NCPE’s remit with regards to the freedom of movement for workers in the EU.
The NCPE’s remit is also established in the field of gender as well as race/ equality@gov.mt www.ncpe.gov.mt ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 6 Minister’s Message The year 2020 was an intense year as the Covid 19 were held with members of the opposition, and pandemic affected countries all over the world and following agreement, the Bill, entitled An Act to impacted the lives and well-being of many people.
amend the Constitution of Malta and other laws to This pandemic has highlighted the exacerbated ensure de facto equality between men and women inequalities that already existed in our societies.

It in politics, was tabled in the House in March 2020. has shown us that, now more than ever, equality matters and should be at the forefront of any Another legal initiative was the enactment of policy and legislative response.

the ACT to amend the Notarial Profession and Notarial Archives Act, Cap.
55, and various laws in The coronavirus pandemic has shone a light on the connection with gender equality in the drafting of changes in our living patterns – at home, at work, public deeds and to provide for related and ancillary at school - that have brought negative stress to our provisions.

The objective of this legislation was to lives.


Whilst working from home may have helped eliminate any direct or indirect provision that may our work-life balance and may have lessened lead to discrimination between men and women.

opportunities for harassment at the workplace, at home the situation worsened particularly where The Government also focused on the needs of abusive behaviour was already part of the daily vulnerable groups particularly victims of domestic routine.
violence, who are mainly women.

The fact that the pandemic necessitated remote working meant In this context, Covid-19 strengthened our that domestic abuse augmented.

In fact, a rise commitment to achieve equality in all spheres in domestic violence cases was registered, with of Maltese society.
Enhancing a balanced around 15% more cases reported in the first half of representation of women and men in political 2020 compared to the same period in 2019. decision-making is high on the Government’s agenda considering that currently the percentage In this context, focus was put on the prevention of women in the national parliament is 14.9% and protection of women and girls from different compared to the European average of 31.7%1 In forms of violence with Government announcing this regard, the 2019 green paper ‘Gender Balance that domestic violence victims could request free in Parliament Reform Consultation Document’ legal advice and assistance if there are grounds proposed various positive measures including the introduction of a corrective mechanism for a 40% gender representation in the House.
Discussions 1) https://ec.europa.eu/eurostat/databrowser/view/sdg_05_50/de- fault/table?lang=en ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Minister’s Message 7 Hon.

Dr Edward Zammit Lewis Minister for Justice, Equality and Governance for the victim to proceed with a civil court case To further enhance the substantial increase in the against the aggressor.
participation of women in the labour market, we are also focusing on decision-making and headship Moreover, a new police unit was inaugurated to positions.

In fact, in 2020, we registered substantial handle domestic violence and gender-based progress in this regard with the appointment of crime in order that such cases will be handled by women in various such high positions, including: a team of professionals with specialised training.
the Attorney General, the Chair of the Public In this regard, we are committed to take all the Broadcasting Service (PBS) Board; and the Head necessary steps, including the strengthening of of News of the PBS.

gender equality in our society, whose lack is the direct cause of violence against women.
In addition, the Equality Bill and the Human Rights and Equality Commission Bill, currently being Malta continues to rank first in the ILGA-Europe discussed in Parliament, envisaged to be passed Rainbow Index for the fifth consecutive year.
A new in the coming months, will drastically strengthen centre for the LGBTIQ community is being set the legal framework protecting the rights of every up to bring bring together a number of services individual whilst establishing a new entity to act as and facilities provided by Government and the civil Malta’s human rights watchdog.

society to the LGBTIQ community.


This centre will also be providing financial support to the LGBTIQ Along the years, the NCPE has always worked community in bringing EuroPride 2023 to Malta.

to sustain equality in our society particularly with the strengthening of its remit and has continued A public consultation for the National Action Plan working to promote and safeguard equality Against Racism and Xenophobia (NAPRAX) was with the relevant stakeholders.

I pledge my launched.


The NCPE has also provided its input commitment to continue supporting the NCPE’s to this public consultation which is an important initiatives while ensuring that Malta stays at the development in achieving an inclusive society.

forefront of inclusion, diversity and equality for all The consultation encourages stakeholders and and in all aspects.

the general public to share experiences of racism and xenophobia in Malta, and to submit additional ideas for a more effective NAPRAX.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 8 Commissioner’s Message It is with satisfaction that every year I report and race & ethnic origin, and two ex officio on the work carried out by the National investigations on the ground of gender and Commission for the Promotion of Equality race & ethnic origin.

(NCPE).

This year, most meetings went online.


However, whilst our work was limited as far as A new initiative undertaken was based on our travelling to meetings abroad was concerned decision to look into developments within thus curtailing face to face discussions with households with the increase in teleworking our European colleagues, it has provided and remote working.

We wanted to see other work opportunities in the context of the how care responsibilities were being shared Covid-19 pandemic.
between parents who now had to carry on with their paid and unpaid work in the context Needless to say 2020 was another year of of the challenges posed by the Covid-19 solid work albeit in a different format for the pandemic.
Thus, between June and July 2020, attainment of equal treatment in Maltese the NCPE disseminated an online survey on society by addressing issues of concern in the distribution of tasks between women and relation to non-discrimination on the basis men during the pandemic in view that many of the grounds that are covered within our people were forced to adapt to different work remit whilst promoting equality through and social practices.

The findings indicate empowerment and awareness raising.
that, during the pandemic, the increase in the number of hours spent doing household As NCPE’s Commissioner, I consider tasks and childcare increased more for the investigation of cases of alleged women than for men, while the time spent on discrimination crucial to ensure that equality leisure, personal care and sleep decreased is truly safeguarded.

In 2020, 15 complaints more for women than it did for men.
were investigated, one of which was an ex officio investigation on the grounds of gender Another important development was The and age.

Moreover, five opinions were issued Equal Pay Tool.

The Tool aims to check on various grounds including gender, religion the organisations’ equal pay for work of ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 9 Ms Renee Laiviera NCPE Commissioner equal value between women and men and will run until March 2022.

It focuses on during Equality Mark audits.


This work was the grounds of sexual orientation, gender undertaken as part of the commitments identity, sex characteristics and gender that we had to carry out as part of the EU expression.

The project aims to address the co-funded project ‘Prepare the Ground for societal and cultural impact brought about by Economic Independence’ (PGEI) launched the recent LGBTIQ+ legislative advancements in 2018.
The last campaign was the Equal Pay in Malta through awareness-raising initiatives, Campaign re-launching the Equality Mark capacity building and various analytical and strengthening it with the Equal Pay Tool.

activities.

We are pleased to say that nine organisations, that are already equality certified, supported We continued to provide reviews and the piloting of this Equal Pay Tool.
feedback in the development of national and international policies and legislation that are In the meantime, the Equality Mark vital to safeguard equal treatment.
This work Certification continued to be awarded to entails giving input with relevant information, companies and entities that are committed suggestions and ideas on equality, whilst to create a work environment that fosters emphasizing the need of mainstreaming equality for everyone regardless of their equality in all policies as per national and EU gender and their caring responsibilities.

15 policy.
15 policy.

new organisations were certified with the Equality Mark in 2020, and nine organisations Communication is crucial to push the equality went through re-certification.

By December agenda forward particularly among the 2020, there were 112 certified organisations general public.

The number of contributions employing over 26,500 individuals.
in the traditional media added up to 45 this year and included: press statements, During this year, the NCPE was awarded a articles, press contributions and participation new EU co-funded project: ‘Empowerment in television and radio programmes.
Much for Diversity’ (E4D) that commenced in April use is also being made of social media as a ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 10 cost-effective way of reaching a wide range The NCPE looks forward to the widening of its of people or specific target groups.

Through remit and to strengthening its powers through ‘Facebook’, ‘Instagram’ and ‘Twitter’, the the setting up of the National Human Rights NCPE highlighted international days focusing and Equality Commission.
We look forward on the human rights of different groups within to this transformation that will enable the society, statistics, upcoming events and NCPE to bolster its work in assisting victims developments in relation to equality.

of discrimination and harassment.

Training on equality, diversity and non- I conclude by thanking the Minister for Justice, discrimination strengthens our work on Equality and Governance, Hon.

Dr Edward awareness raising.


Such training continued Zammit Lewis for his relentless commitment to be given to various groups, including to safeguard equal rights in Malta.

I also thank employees in the public and private sectors, the Commission members and all the staff at managers, employers, educators, and the NCPE for their hard work and dedication students.

In 2020, the NCPE gave 34 training to meet the NCPE’s objectives to ensure that sessions to 440 participants.
equality is truly a reality in the everyday life of all.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt ANNUAL REPORT 2019 11 11 The Commissioner and Commission Members in 2020 The Commissioner: Renee Laiviera The Commission Members: Dr. Claudine Borg Mary Galea Debono Prof. Mark Anthony Falzon Mario Mallia Oliver Scicluna Lorraine Spiteri Dr. Vanni Xuereb equality@gov.mt www.ncpe.gov.mt ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 12 NCPE Organisation Chart 2020 COMMISSIONER AND COMMISSION MEMBERS EXECUTIVE DIRECTOR LEGAL ADVISOR SERVICE PROVISION SENIOR MANAGER (POLICY AND ADMINISTRATION) ACCOUNTANT SERVICE PROVISION ADMINISTRATIVE SUPPORT OFFICER (SECRETARIAL) SUPPORT OFFICER (DRIVER / MESSENGER) MANAGER (POLICY AND TRAINING) SENIOR EXECUTIVE (RESEARCH ANALYST) SENIOR EXECUTIVE (PROJECTS) OFFICER (RESEARCH AND EU / INTERNATIONAL AFFAIRS) OFFICER (COMMUNICATIONS AND PR) EXECUTIVE (POLICY AND TRAINING) OFFICER (COMPLAINTS AND CLIENTS’ SUPPORT) OFFICER (ADMINISTRATION COMPLAINTS AND CLIENTS’ SUPPORT) SENIOR OFFICER (PROJECTS) ADMINISTRATIVE SUPPORT OFFICER (PROJECTS) PROJECT PROMOTER ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 13 1.
Equality in Malta 1.1 Overview of Developments in 2020 The most important equality developments Commission, a legal framework that would connected to the NCPE’s remit in 2020, a year strengthen protection against discrimination.

marked by the Covid-19 pandemic, are highlighted in this section.

Gender equality continued to be strengthened in several spheres, but challenges remain in areas such as work and pay, politics, leadership positions and gender-based violence.
The EIGE Gender Equality Index 2020 evidenced improvements in several spheres, with Malta ranking as the third European country registering most progress over a ten-year period.

It also showed the persistence of gender gaps and imbalances, especially in the domain of power.

Malta kept the top placing in the Rainbow Europe Map report on LGBTIQ rights, but the same report also highlighted areas that need improvement.
One year after the racially motivated murder of Lassana Cisse Souleymane, Malta ramped up its efforts to combat racial hatred by initiating the drafting of its first action plan against racism and xenophobia.

With respect to equality on the ground of age, pension rises were announced in the 2021 Budget and a draft National Youth Policy was published for consultation.
In 2020, Parliament continued discussing the Bills that will establish the Human Rights and Equality The NCPE Conference on International Women’s Day Sex and Family Responsibilities The employment rate of women in quarter three of 2020 increased to 65.5%2 from 62.8% in 20193.

On the other hand, the employment rate of men in the same quarter decreased to 80.8%4 from 82.4% in 20195 ; a reduction that can be most likely attributed to Covid-19 and the related economic challenges.
Although it seems these changes have impacted primarily men’s employment, it is 2) National Statistics Office (NSO), December 2020, Labour Force Survey: Q3/2020 3) National Statistics Office (NSO), October 2020, Key Indicators on the Labour Market: 2014-2019 4) National Statistics Office (NSO), December 2020, Labour Force Survey: Q3/2020 5) National Statistics Office (NSO), October 2020, Key Indicators on the Labour Market: 2014-2019 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 14 too early to draw conclusions from these figures.
female and male employees.

In November, the To be able to understand the full picture of the NCPE held an online conference during which pandemic’s effect, one will have to wait for the speakers from related fields highlighted the final employment figures for 2020, as well as for way forward for closing the gender pay gap and the long-term gendered impact of Covid-19 on the ensuring equal pay for women and men.

The economy and social life.


gender pay gap affects women throughout their lifecycle, including their pension, where the gap Looking at the sustained increase in the female is even wider, currently standing at 39.5%10.

Thus, employment rate over the years, it can be affirmed tackling the gender pay gap is crucial to mitigating that several measures aimed at increasing the risk of falling into poverty and social exclusion women’s participation in the labour market, such particularly in later life.
One recommendation as free childcare, the breakfast club, Klabb 3-16, concerning pay transparency, was considered to tapering of benefits and in-work benefit, left their be of vital importance in order to register progress.

desired effects.

However, women’s employment rate, especially in the 55 – 64 age-bracket, remains Employment and pay were among the domains relatively low, although slowly and steadily on the assessed by the Gender Equality Index 202011 rise.
In quarter three of 2020 the employment rate published by the European Institute for Gender for women in this category stood at 40.8%6, an Equality (EIGE).

The Index covers six different increase of more than five percentage points over domains: work, money, knowledge, time, power 2019, but still well below the employment rate of and health.

Malta ranked 15th and obtained an men in the same age-bracket, at 63.6%.

overall score of 63.4, 4.5 points below the EU average of 67.9.
However, Malta was among the The 2021 Budget announced further measures first three countries that registered most progress to continue incentivising women’s participation since 2010, with an increase of nine points, mostly in the labour market and create a more family- thanks to a marked improvement in the domain friendly work environment.

It was stated that the of work.


Conversely, Malta lagged behind in the in-work benefit will be boosted by extending the domain of power scoring just 32.8 points, well threshold so that more families become eligible.

below the EU average of 53.5.

For couples where both work, the threshold will go up to €35,000.

For couples where only one parent works, the threshold will go up to €26,0007.
The in-work benefit is aimed at assisting couples and single parents with children who are employed and earn below a certain income.

The Budget also announced that employers will be incentivised to offer measures leading to a better work-life balance for employees and to support men wanting to increase their participation in home life8.
EIGE 2020 Gender Equality Index The latest available figures for the gender pay 6) National Statistics Office (NSO), December 2020, Labour Force Survey: Q3/2020 gap in Malta show that this gap currently stands 7) The Budget Speech 2021, p. 16 at 13%, slightly below the EU average of 14.4%9.

8) Ibid.
8) Ibid.

p. 87 The gender pay gap represents the difference 9) Eurostat, Gender pay gap in unadjusted form in 2018 between the average gross hourly earnings of 10) Eurostat, Gender pension gap by age group in 2019 11) www.eige.europa.eu/gender-equality-index/2020 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 15 In order to address the persistent under- The debate surrounding the prostitution reform representation of women in politics, the Technical continued in 2020.
In March, the NCPE reiterated Committee for the Advancement of Representative its stance in favour of a prostitution reform that Democracy finalised its proposals after evaluating respects the dignity of women and that sends a the feedback gathered from the Gender Balance clear message against exploitation and gender in Parliament Reform public consultation process inequality.

It said that the prostitution reform should carried out in 2019.
The Technical Committee ensure that the country has all the necessary agreed on a set of proposals that aim for a family- legal and social means to assist persons to exit friendly Parliament, gender-sensitive political party prostitution as well as create the conditions structures and operations, a gender-balanced where no person has to resort to prostitution for a Electoral Commission, and envisage the allocation living.
The NCPE underlined that the State should of additional Parliamentary seats when the under- send a clear message that prostitution is a form represented sex obtains a percentage of less than of exploitation that reproduces and reinforces a 40%.

The two major political parties expressed patriarchal society.
In this context, the NCPE said their agreement with the proposals during the that sex-buyers should be penalised and that there consultation process piloted by the Technical should be an effective strategy for a crackdown Committee12.

The recommendations were then on pimps and traffickers in order to narrow an discussed in the Government Cabinet before their inherently exploitative sex market15.

presentation in Parliament.


In October, an agreement signed between In order to support women who are considering the Human Rights Directorate (HRD) and the submitting their nominations at the next elections, Foundation for Social Welfare Services (FSWS) in August, the NCPE issued a statement established the Sex Workers Support Services highlighting one of the main barriers experienced run by Aġenzija Appoġġ.
This service will ensure by women in politics, that of harassment and hate the provision of relevant assessment tools, carry speech.

In its statement, the NCPE observed that out work with clients, community outreach, there has been an increase in cyber harassment of counselling, and develop long-term care plans16.

women Parliamentarians in Malta13.


Another agreement was reached among Legal An NCPE ex officio investigation concluded in Aid Malta, FSWS and the Victim Support Unit 2020 found that the Notarial Professions and within the Malta Police Force, that will ensure that Archives Act discriminated on the basis of gender victims of domestic violence are provided with since only women were asked to declare their holistic support from the moment a victim reports civil status upon entering a notarial contract.
In a case, up until the resumption of his/her normal October, an amendment to this Bill, removing its everyday life.

The Police will be responsible for discriminatory provisions, was tabled in Parliament offering initial support and will also refer persons by Hon.

Rosianne Cutajar.

The amendments were to Legal Aid Malta for specialised legal assistance.

approved by Parliament in December14.
FSWS will then offer the necessary social support 12) Department of Information: PR200341 13) www.ncpe.gov.mt/en/Documents/News_and_Events/Press_Re- leases/2020/PS_ Challenges_faced_by_Women_in_Politics_EN.pdf 14) www.parlament.mt for the full reintegration of survivors into society17 15) www.ncpe.gov.mt/en/Documents/News_and_Events/Press_Re- leases/2020/Prostitution_reform_should_send_clear_message_ against_exploitation_and_gender_inequality_PS_EN.pdf 16) Department of Information: PR202013 17) Department of Information: PR201722 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 16 Demonstration in Valletta following the femicide of Chantelle Chetcuti 2020 saw the femicide of Chantelle Chetcuti, murdered on the 2nd February, allegedly by her former partner.
During a rally denouncing her murder, civil society and women’s rights organisations called for an end to Malta’s patriarchal society and for reforming how the institutions and the media deal with cases of violence against women18.

In March, the Commission on Gender- Based Violence and Domestic Violence warned that the Covid-19 pandemic could result in higher risk of domestic abuse19.

A 15% increase in domestic violence cases was registered in the first half of 2020 compared to last year’s data20.
LGBTIQ For the fifth year in a row, Malta continued to occupy the number one placing on the Rainbow Europe Map, with a score of 89%.

The Rainbow Map, published by ILGA-Europe, examines the laws and policies in 49 European countries using a set of 69 criteria divided under six thematic categories: equality and non-discrimination; family; hate crime and hate speech; legal gender recognition and bodily integrity; civil society space; and asylum21.
Rainbow Map 2020 - Malta 18) www.timesofmalta.com/articles/view/valletta-protest-to-pres- sure-government-to-curb-violence-against-women.768460 19) Department of Information: PR200532 20) www.lovinmalta.com/news/watch-domestic-abuse-in-malta-is- up-by-15-but-police-commissioner-hopes-its-a-sign-more-victims- coming-forward/ 21) www.rainbow-europe.org ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt While Malta obtained a full score in most spheres, it scored 33% and 75% in the spheres of ‘asylum’ and ‘equality and non-discrimination’, respectively.
The 2021 Budget speech announced that a new centre for the LGBTIQ community will be set up, with the objective of bringing together, ILGA-Europe put forward the following under one roof, a number of services and recommendations for Malta to further improve its facilities provided by Government and the civil 17 score: • Specifically including all SOGISC (sexual orientation, gender identity, sex characteristics) grounds in legislation prohibiting discrimination in education and goods and services.
• Introducing laws on asylum and formalising policies and/on other positive measures on asylum that contain express mention of all SOGISC (sexual orientation, gender identity, sex characteristics) grounds.

• Implementation of national strategies for the LGBTI community in rural areas.
On the occasion of World AIDS Day, the Malta LGBTIQ Rights Movement (MGRM) called for increased access to HIV testing at the genitourinary (GU) clinic, more focus on preventive treatment and a push to make sure people are on the most effective medication.
The organisation stated that in order to end the HIV epidemic in Malta, the island requires a watertight strategy focused on achieving the targets set out by UNAIDS, where: 90% of people with HIV know they are infected, 90% of those are on medication, and 90% of those on medication are undetectable and untransmittable22.
The 2021 Budget speech announced that a new centre for the LGBTIQ community will be set up, with the objective of bringing together, under one roof, a number of services and facilities provided by Government and the civil society to the LGBTIQ community.

This centre will also be providing financial support to the LGBTIQ community in bringing EuroPride 2023 to Malta23).
22) www.maltatoday.com.mt/news/national/106237/malta_needs_to_ step_up_fight_against_hiv_epidemic_mgrm_says#.YEiY4dwo_IU society to the LGBTIQ community.

This centre will also be providing financial support to the LGBTIQ community in bringing EuroPride 2023 to Malta23.

Race/ethnic origin and religion/ belief The document leading to the first National Action Plan Against Racism and Xenophobia (NAPRAX) in Malta was launched for public consultation.
The document recognised that ingrained and at times institutionalised racialised problems within Maltese society are a source of alarm, and urgently need to be addressed.

It outlined the Government’s commitment to address racism, racial discrimination, xenophobia, and intolerance in Malta by means of effective, measurable actions in various spheres of life24.
Towards a National Action Plan Against Racism and Xenophobia 23) The Budget Speech 2021, p. 87 24) www.meae.gov.mt/en/Public_Consultations/MJEG/Pages/Con- sultations/TowardsaNationalActionPlanagainstRacismandXenophobia.
aspx ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 18 The public consultation document identified in the past and are not entitled to a pension even 11 key areas in which concrete actions could though they might have paid some social security contribute to addressing racism and xenophobia, and which could be further developed into contributions, will be given a further increase of €50 in their annual bonus26.
concrete measures: • Knowledge and Research • Meeting Places • Debate and Democracy • Children, Youth and Education • Employment • Housing • Criminal Justice / Law Enforcement • Public Services • Freedom from Hatred • Integration • International Efforts In September, a public consultation was launched on the National Youth Policy.

The new Youth Policy will cover the period 2021 to 2030 and will focus on all young people aged 13 to 30.
The policy aims to support and encourage young people, both as individuals and citizens, in schools and other educational and training institutions, in work, in the community and through social media.
The finalised document will seek to empower young people through the effective practice of youth work, including the digitalisation of youth work; regional and locally-based centres; national programmes, projects and initiatives; and cross- sectoral initiatives with the voluntary, state and A National Action Plan against Racism and private sectors.

Xenophobia will be finalised after evaluation of the submissions received.

One year after the racially motivated murder of Lassana Cisse Souleymane, Hon.
Parliamentary in Secretary held a commemorative event Birżebbuġia where she unveiled a plaque on the site of the drive-by shooting.

Hon.

Cutajar stated that the murder of Lassana should help us realise how dangerous hate speech and racist comments are, and that they can even be fatal25.

In 2019, two former soldiers were charged in Court with the racially aggravated murder of Lassana in Ħal Far.

Age Further pension increases where outlined in the 2021 Budget.
Government stated that, in addition to the COLA increase, pensions will increase by €3.25 per week, applicable to all those on a retirement pension, a widows’ pension, an invalidity pension, and a non-contributory age pension.

The tax exemption cap was raised to €14,058.
Draft National Youth Policy - Towards 2030 Persons of 63 years of age or over, particularly women who spent many years out of employment 25) www.independent.com.mt/articles/2020-04-06/local-news/ Brief-ceremony-commemorates-migrant-slain-one-year-a go-6736221718 26) The Budget Speech 2021, p. 17 - 18 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 19 The public consultation outlined six strategic the NCPE into a Human Rights and Equality goals and accompanying actions that will be Commission (HREC) answering to Parliament, implemented over the period 2021-2030.
All with a wider remit as well as sanctioning powers.

groups and organisations that work for and with young people were invited to actively participate The Equality Bill was heatedly debated both in and contribute to the development and Parliament as well as on the media.

In view of calls implementation of the National Youth Policy.
for the inclusion of a ‘conscientious objection’ The Human Rights and Equality Commission clause in the Bill, the NCPE Commissioner Ms Renee Laiviera reiterated that including such a clause within the context of equality law may go counter to the core principles of non-discrimination The Equality Bill was discussed at length in law itself, as well as to the fundamental values of a the Parliamentary Adjunct Committee for the country aspiring for equality28.
Consideration of Bills in 2020, following the tabling in Parliament of the Human Rights and Equality Parliament will continue discussing the two Bills Commission (HREC) Bill and the Equality Bill in in 2021.

201927.
201927.

Once enacted, the Bills will restructure and strengthen Malta’s legal framework on human rights and discrimination through transforming 27) www.parlament.mt 28) www.maltatoday.com.mt/comment/blogs/105102/no_one_should_be_given_a_license_to_discriminate_renee_laiviera#.YEia2Nwo_IU 1.2 Statistical Overview In this section, gender-disaggregated data in decision-making positions.
Although significant gathered for the spheres of employment, public improvements have been made in some areas, it administration, politics, the judiciary, education, is also clear from the data that there is still a long and the media are presented.

way to go for gender equality to be achieved across the board.
Year after year, figures continue to show an ever- present underrepresentation of women in most areas, as well as a persistent gender imbalance ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 20 Employment Table 1: Activity rates of women and men, divided by age in 2018, 2019 and 2020 (Q3)29 2018 Age 15 - 24 25 - 54 M % 55.7 96.4 55 - 64 Male % Female % 69.4 2018 84.8 63.8 F % 56.3 74.6 34.1 2019 85.3 65.5 2019 M % 56.6 96.6 2020 (Q3) 67.1 84.7 68.8 F % 55.0 76.5 36.1 2020 (Q3) M % 58.5 95.2 65.1 F % 56.3 79.3 41.7 Figure 1: Activity rates of working-age women and men (15-64 years old) in 2018, 2019 and 2020 (Q3)30 84.8 85.3 84.7 63.8 65.5 68.8 Male % Female % 90 80 70 60 50 40 30 20 10 0 2018 2019 2020 (Q3) Table 2: Employment rates of women and men, divided by age in 2018, 2019 and 2020 (Q3)and 2020 (Q3)31 Age 15 - 24 25 - 54 55 - 64 2018 2019 2020 (Q3) M % 49.5 93.6 67.3 F % 52.5 72.5 32.8 M % 50.7 93.9 66.3 F % 50.6 73.7 35.4 M % 51.8 91.3 63.6 F % 50.3 75.9 40.8 29) National Statistics Office (NSO), December 2020, Labour Force Survey: Q3/2020 and National Statistics Office (NSO), October 2020, Key Indicators on the Labour Market: 2014-2019 30) Ibid.
31) Ibid.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 21 Figure 2: Employment rates of working-age women and men (15-64 years old) in 2018, 2019 Male % and 2020 (Q3)32 Female % 2018 81.5 61.5 2019 82.4 62.8 2020 (Q3) 80.8 65.5 90 80 70 60 50 40 30 20 10 0 81.5 82.4 61.5 62.8 80.8 65.5 Male % Female % 2018 2019 2020 (Q3) Figure 3: Percentage of women and men having part-time as their main occupation in 2018, Male % 2018 8.1 2019 7.7 2020 (Q3) 5.6 2019 and 2020 (Q3)33 Female % 23.2 21.8 20.0 25 20 15 10 5 0 23.2 21.8 20.0 8.1 7.7 5.6 Male % Female % 2018 2019 2020 (Q3) 32) Ibid.
33) National Statistics Office (NSO), December 2020, Labour Force Survey: Q3/2020 and correspondence with the National Statistics Office (NSO), 30/12/2020 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 22 Table 3: Total employed by occupation in 2018, 2019 and 2020 (Q3)34 2018 2019 2020 (Q3) Occupation Armed forces Managers Professionals Technicians and associate professionals Clerical support workers Service and sales workers Skilled agricultural, forestry and fishery workers M % 1.2 12.5 15.5 16.0 7.8 14.6 1.8 Craft and related trades workers 15.4 F % : 7.4 22.1 13.8 16.2 28.4 : 1.3 Plant and machine operators and assemblers 6.2 Occupation 3.6 Elementary occupations 8.9 6.9 : Unreliable - less than 20 sample observations u Underrepresented - between 20 and 49 sample observations Armed forces Managers Professionals Technicians and associate professionals Clerical support workers Service and sales workers Skilled agricultural, forestry and fishery workers Craft and related trades workers Figures 4 & 5: Total employed by occupation in 2020 (Q3)35 Plant and machine operators and assemblers Elementary occupations M % 1.1 12.7 16.3 15.9 7.5 13.9 1.4 15.6 6.5 9.0 F % : 8.1 23.2 13.1 16.3 27.8 : 1.0 3.3 6.9 M % 1.5u 14.4 17.5 14.8 7.3 13.3 1.1u 14.5 F % : 7.6 26.0 11.7 15.8 26.5 : 2.7u 1.8u 7.7 8.0 7.5 2020 (Q3) Male % 1.5 14.4 17.5 14.8 7.3 13.3 1.1 14.5 8.0 7.5 Males Plant and machine operators and assemblers 8.0% Males Elementary occupations 7.5% Armed forces 1.5% Managers 14.4% Craft and related trades workers 14.5% Skilled agricultural, forestry and fishery workers 1.1% Service and sales workers 13.3% Professionals 17.5% Technicians and associate professionals 14.8% Clerical support workers 7.3% 34) Ibid.
35) National Statistics Office (NSO), December 2020, Labour Force Survey: Q3/2020 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Occupation Armed Forces Managers Professionals Technicians and associate professionals Clerical support workers Service and sales workers Skilled agricultural, forestry and fishery workers Craft and related trades workers Plant and machine operators and assemblers Elementary occupations 2020 (Q3) Female % : 7.6 26.0 11.7 15.8 26.5 : 2.7 1.8 7.7 23 Females Craft and related trades workers 2.7% Females Elementary occupations 7.7% Plant and machine operators and assemblers 1.8% Armed Forces 0.0% Managers 7.6% Skilled agricultural, forestry and fishery workers 0.0% 2020 (Q3) Self-employed without employees Male % 13.8 Female % 8.0 Professionals 26.1% Service and sales workers 26.6% Self-employed with employees 6.4 2.3 Employees 79.7 89.6 Clerical support workers 15.8% Technicians and associate professionals 11.7% Females Self-employed with employees 2.3% Self-employed without employees 8.0% Table 4: Total employed by professional status in 2018, 2019 and 2020 (Q3)36 Professional status Self-employed without employees Self-employed with employees Male % Employees 13.8 Female % 8.0 2018 2019 2020 (Q3) Males Females Males Females Males Females 12.7 5.9 13.5 5.7 81.6 2.3 Employees 89.7% 91.8 6.3 80.2 6.9 2.7 90.4 13.8 6.4 79.7 8.0 2.3u 89.6 2020 (Q3) Self-employed without employees u Underrepresented - between 20 and 49 sample observations Self-employed with employees 6.4 2.3 Employees Figures 6 & 7: Total employed by professional status of women and men in 2020 (Q3)37 89.6 79.7 Females Self-employed without employees 8.0% Self-employed with employees 2.3% Males Self-employed without without employees employees 13.8% Self-employed with employees 6.4% Employees 89.7% Employees 79.8% 36) National Statistics Office (NSO), December 2020, Labour Force Survey: Q3/2020 and correspondence with the National Statistics Office (NSO), 30/12/2020 37) National Statistics Office (NSO), December 2020, Labour
 Force Survey: Q3/2020 Males Self-employed without employees ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 24 Table 5: Unadjusted gender pay gap in 2017, 2018 and 201938 2017 13.2 15.7 14.6 2018 13.0 15.3 14.4 2019 11.6(p) : 14.1 Malta EU 28 countries EU 27 counties (since 2020) p = provisional (:) = not available Table 6: Gender balance in largest listed companies: presidents, board members and employee representatives in 2018, 2019 and 202039 2018-B2 2019-B2 2020-B2 M% 90.4 73.3 73.6 F% 9.6 26.7 26.4 M% 90.0 71.2 71.6 F% 10.0 28.8 28.4 M% 90.1 70.0 70.5 F% 9.9 30.0 29.5 Malta EU 28 countries EU 27 counties (since 2020) Comments The activity and employment rates of working-age dominated by women, whereas other categories women over the last three years have increased in like Managers, Craft and Related Trades and Plant all age brackets, whilst the percentage of women and Machine Operators and Assemblers continue having a part-time job as their main occupation to be dominated by men.
It is also clear from the has been on a steady decline.

However, there is figures that the percentage of women in decision- still a significant gap of over 15 percentage points making positions at company level is very low, and between employed women and employed men in there are also few women in self-employment.

quarter three of 2020.

There has been little to no progress with regards market is one of the main contributors to the to gender segregation in the labour market.
Some gender pay gap, which stood at 13% in 2018 (latest Horizontal and vertical segregation in the labour occupational categories, such as Services and available data).
Sales and Cleric Support Workers continue to be 38) https://ec.europa.eu/eurostat/databrowser/view/sdg_05_20/default/table?lang=en 39) https://eige.europa.eu/gender-statistics/dgs/indicator/wmidm_bus_bus__wmid_comp_compbm/bar/year:2020-B2/geo:EU28,EU27_2020,I- PA,EEA,BE,BG,CZ,DK,DE,EE,IE,EL,ES,FR,HR,IT,CY,LV,LT,LU,HU,MT,NL,AT,PL,PT,RO,SI,SK,FI,SE,UK,IS,NO,ME,MK,RS,TR,BA/EGROUP:COMP/sex:M,W/ UNIT:PC/POSITION:MEMB_BRD/NACE:TOT ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 25 + - - + - - + - - + - + = - - + - - - - - - + + - + + - + + - + - = + + - + + + + + 5 3 3 0 9 2 4 7 6 9 9 3 , 1 8 0 8 , 1 5 5 1 , 4 2 3 4 2 , 1 9 5 3 , 6 4 5 3 , 0 7 9 , 1 0 8 3 3 , 2 3 1 , 2 6 0 9 2 , 6 2 7 , 1 0 1 6 , 1 1 0 9 1 2 4 2 3 1 0 1 2 1 2 3 3 3 , % 0 0 2 .
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ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 27 0 2 4 .

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( e v a e L y t i n r e t a M ) s k e e w l a n o i t i d d a ( e v a e L y t i n r e t a M ) , / e s u o p s d e r o s n o p s - – s r u o h d e c u d e R k e e w / s r u o h 5 2 – s r u o h d e c u d e R k e e w / s r u o h 0 3 – s r u o h d e c u d e R k e e w / s r u o h 5 3 – s r u o h d e c u d e R k e e w / s r u o h r e h t o – - i x e l F l a t o T 42) Correspondence with the People and Standards Division (P&SD), 15/02/2021 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 28 3 4 9 1 0 2 n i s e i r o g e t a C e l i a c S t n e r e ff d y b s e r u s a e m y d n e i r f - y l s t c a r t n o C e t i n i f e D 0 2 - 6 1 s e l a c S 5 1 - 1 1 s e l a c S 0 1 - 6 s e l a c S 5 - % 5 7 7 .
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 , % 7 5 8 .

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e g a t n e c r e p l l a r e v O e p y T 4 1 t s r i f ( e v a e L y t i n r e t a M ) s k e e w e v a e L y t i n r e t a M ) s k e e w 4 l a n o i t i d d a ( , / e s u o p s - – s r u o h d e c u d e R k e e w / s r u o h 5 2 – s r u o h d e c u d e R k e e w / s r u o h 0 3 – s r u o h d e c u d e R k e e w / s r u o h 5 3 – s r u o h d e c u d e R k e e w / s r u o h r e h t o – - i x e l F s l a t o T l i m a f f o n o i t a s i l i t U : 9 e l b a T 43) Ibid.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 29 Comments Whilst there has been a slight increase in the A small increase in the percentage of men using percentage of women in some of the upper salary family-friendly measures has been registered scales, gender imbalance in top managerial roles in the public service, however, this is still very within the public service is still very high.
Female low when compared with the percentage of representation here can mainly be seen between women making use of such measures, especially Scales five and ten, with men still dominating the with regards to parental leave, career breaks, higher Scales one to four.

teleworking, reduced hours, responsibility leave and adoption leave.
Political Sphere – National Government Table 10: Cabinet in 2018, 2019 and 202044 Ministers Parliamentary Secretaries Cabinet - Total Ministers Parliamentary Secretaries Cabinet - Total Ministers Parliamentary Secretaries Cabinet - Total Males Males Males 86.7% 90.0% 88.0% 92.9% 90.0% 91.7% 85.7% 83.3% 85.2% 13 9 22 13 9 22 18 5 23 2018 Females 2 1 3 13.3% 10.0% 12.0% 2019 Females 1 1 2 7.1% 10.0% 8.3% 2020 Females 3 1 4 14.3% 16.7% 14.8% Total 15 10 25 Total 14 10 24 Total 21 6 27 44) https://www.gov.mt/en/Government/Government%20of%20Malta/Ministries%20and%20Entities/Pages/default.aspx ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Cabinet - Total Male 88.0% Cabinet - Total Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% 30 2018 2018 12.0% Figure 9, 10 &11: Cabinet in 2018, 2019 and 2020 by percentage45 12.0% Male Cabinet - Total 91.7% Male 8.3% 2018 Female Cabinet - Total Cabinet - Total Total Male 88.0% Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% 88.0% 100% 8.3% Male Female 88.0% Female 2019 2018 2018 12.0% 12.0% Cabinet - Total Male 88.0% Cabinet - Total Male 88.0% Cabinet - Total Female 12.0% Female 12.0% Total 100.0% Male 2019 Female Total 100.0% 85.2% 14.8% Total 100% 88.0% 88.0% Female Male Male Female 2018 12.0% Male 12.0% 2018 91.7% Female 2020 14.8% 88.0% 88.0% Female Male Male Female 45) Ibid.
85.2% ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mtMaleFemaleTotalCabinet - Total88.0%12.0%100.0%88.0%12.0%2018MaleFemale 31 Table 11: Maltese MEPs in 2018, 2019 and 2020 2018 2019 2020 Males Females Total 3 3 6 50.0% 50.0% 100.0% 3 3 6 50.0% 50.0% 100.0% 4 2 6 66.7% 33.3% 100.0% Table 12: Local Councils in 2018, 2019 and 202046 Mayors Deputy Mayors Councillors Total Mayors Deputy Mayors Councillors Total Mayors Deputy Mayors Councillors Total 2018 Males Females 80.9% 80.9% 76.7% 78.0% 19.1% 19.1% 23.3% 22.0% 13 13 74 100 2019 Males Females 83.8% 69.1% 72.6% 73.7% 11 21 90 122 2020 16.2% 30.9% 27.4% 26.3% Males Females 83.8% 67.6% 72.9% 73.7% 11 22 89 122 16.2% 32.4% 27.1% 26.3% 55 55 244 354 57 47 238 342 57 46 239 342 Total 68 68 318 454 Total 68 68 328 464 Total 68 68 328 464 46) Correspondence with the Local Government Division, 04/01/2021 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Cabinet - Total Male 88.0% Cabinet - Total Male 88.0% Female 12.0% Female 12.0% Total 100.0% 32 Total 100.0% Male 78.0% Female Total 22.0% 100.0% Total 2018 2018 Figure 12, 13 &14: Mayors, Deputy Mayors and Councillors in 2018, 2019 and 202047 2018 12.0% 12.0% 2018 2018 22.0% Cabinet - Total Male 88.0% Total 88.0% Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% Total 2019 Male 73.7% Male Cabinet - Total Female 88.0% 26.3% Female Male Female 2019 26.3% 100.0% 2018 12.0% Male 12.0% 2018 78.0% Female 2019 Cabinet - Total Male 88.0% Cabinet - Total Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% Male Total 2020 73.7% 73.7% Male Female 88.0% 26.3% Female Male Female Total 88.0% 100.0% 2018 Female 2018 Male 12.0% 12.0% 2020 2020 26.3% 88.0% 88.0% Female Male Male Female 73.7% 47) Ibid.
Male Female ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 33 Comments There has been a small improvement in the In Local Councils, there has not been any participation of women in the cabinet, with female significant change from last year’s figures, where representation in the cabinet increasing overall a gap of over 40 percentage points can be seen.

due to the appointment of Hon.

Dr Miriam Dalli In MEP elections, where gender equality had as Minister.
However, gender equality here is previously been achieved in 2018 and maintained still a long way ahead, as a visible gap of over throughout 2019, the figures are once again in 70 percentage points between male and female disparity due to the return of Dr Miriam Dalli from members of the cabinet is still present.

the European Parliament to National Parliament, and the election of Mr Cyrus Engerer to the European Parliament.
Male Female Judiciary 2018 68.2% 31.8% Total 100.0% Cabinet - Total Male 88.0% Cabinet - Total Table 13 & Figures 15, 16 & 17: Bench of Judges in 2018, 2019 and 202048 Male 88.0% Female 12.0% Female 12.0% Total 100.0% 2018 Total 100.0% 2019 2020 68.2% 31.8% 100.0% 14 8 22 2018 63.6% 36.4% 100.0% 68.2% 31.8% 100.0% 15 7 22 15 7 22 2018 Males Females Total 2018 12.0% 12.0% 2018 31.8% 88.0% 88.0% Female Male Male Female 68.2% 48) Correspondence with the Courts Services Agency, 31/12/2020 Male Female ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Male Female 2020 63.6% 36.4% Total 100.0% Cabinet - Total 88.0% Male 88.0% Male Male Female 68.2% Female Female 12.0% Total 12.0% Total 31.8% 100.0% 100.0% Total 100.0% Cabinet - Total 2019 34 12.0% 2018 2018 12.0% 2019 31.8% 2019 Male 36.4% Cabinet - Total 88.0% Male 88.0% Cabinet - Total 88.0% Female Male Female Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% 68.2% 2020 2018 Male 12.0% 2018 Female 12.0% 2020 63.6% Male 88.0% Female Male Female 88.0% Male Female Table 14 & Figures 18, 19 & 20: Bench of Magistrates 2018, 2019 and 202049 2018 2019 2020 Males Females Total 6 16 22 27.3% 72.7% 100.0% 4 17 21 19.0% 81.0% 100.0% 4 17 21 19.0% 81.0% 100.0% 49) Ibid.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Male Male Female 2018 27.3% Total Cabinet - Total Male 88.0% Cabinet - Total 88.0% Female Female 12.0% Total 72.7% 100.0% 12.0% Total 100.0% 100.0% 2018 2018 12.0% 12.0% 2018 Cabinet - Total Male 88.0% Cabinet - Total 2018 35 27.3% Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% Male Female 2019 19.0% 81.0% Total 100.0% 88.0% 88.0% Female Male Male Female 2019 72.7% 2018 2018 12.0% 12.0% Male Female Total 100.0% 2019 19.0% 2020 Female 12.0% 19.0% Total 100.0% 81.0% 100.0% 2018 Male 88.0% 88.0% Female Male Female 2020 19.0% Cabinet - Total Male 88.0% Cabinet - Total Male 88.0% Male Female Female 12.0% Total 81.0% 12.0% 2018 12.0% 2020 Male Female 88.0% 88.0% Female Male Male Female 81.0% Comments The Bench of Magistrates is predominantly female in female representation between 2019 and 2020, and has been for the past few years.
On the other women are still outnumbered by men on the hand, although there has been a slight increase Bench of Judges.
Male Female ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Cabinet - Total Male 88.0% Cabinet - Total 36 Male 88.0% Female 12.0% 2018/2019 Female Males 12.0% Females Total 100.0% Total 38.6% 100.0% 61.4% Education Figures 21 & 22: University Graduates 2018/2019 & 2019/2020 by percentage50 2018 2018/2019 2018 12.0% 12.0% 2018/2019 38.6% 2019/2020 Males Females 39.5% 60.5% Male 88.0% Cabinet - Total 61.4% Male 88.0% 88.0% Female Cabinet - Total Male Female Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% 2019/2020 12.0% 2018 Females Males 2018 12.0% 39.5% 2019/2020 88.0% 88.0% Female Male Male Female 60.5% Males Females 50) https://www.um.edu.mt/about/facts/numbers/graduates ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt l a t o T l a 6 t 1 o 4 T F F 9 1 / 8 1 0 2 9 1 / 8 1 0 2 M M % 6 .
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, , / , ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 38 Table 16: MCAST Graduates in 2019 and 202052 Level 7 Institute for the Level 7 Creative Arts Institute for the Institute of Creative Arts Applied Institute of Sciences Applied Institute of Sciences Business Institute of Management Business and Commerce Management Institute of and Commerce Community Institute of Services Community Institute of Services Engineering Institute of And Transport Engineering Institute of And Transport Information and Institute of Communication Information and Technology Communication Centre for Technology Professional Centre for Development Professional Applied Development Research and Applied Innovation Research and Centre Innovation Total Centre Total Level 6 Institute for the Level 6
 Creative Arts Institute for the Institute of Creative Arts Applied Institute of Sciences Applied Institute of Sciences Business Institute of Management Business and Commerce Management Institute of and Commerce Community Institute of Services Community Institute of Services Engineering Institute of And Transport Engineering Institute of And Transport Information and Institute of Communication Information and Technology Communication Technology Vocational Teacher Training Unit Total M M M M / / / / / / / / / / / / 50.0% 50.0% 49.0% 49.0% 49.5% 49.5% 53.7% 53.7% 46.5% 46.5% 36.9% 36.9% 36.1% 36.1% 86.7% 86.7% 84.1% 84.1% / / / / / / / / / / / / 23 23 25 25 48 48 44 44 20 20 38 38 13 13 52 52 58 58 2019 2019 / / / / / / / / / / / / 23 23 26 26 49 49 2019 2019 38 38 23 23 65 65 23 23 8 8 11 11 F F F F / / / / / / / / / / / / 50.0% 50.0% 51.0% 51.0% 50.5% 50.5% 46.3% 46.3% 53.5% 53.5% 63.1% 63.1% 63.9% 63.9% 13.3% 13.3% 15.9% 15.9% Total Total / / / / / / / / / / / / 46 46 51 51 97 97 Total Total 82 82 43 43 103 103 36 36 60 60 69 69 M M / / / / 80.8% 80.8% / / / / / / 49.0% 49.0% 45.7% 45.7% 55.4% 55.4% 43.8% 43.8% 30.8% 30.8% 50.7% 50.7% 43.9% 43.9% 90.4% 90.4% 92.3% 92.3% M M / / / / 21 21 / / / / / / 25 25 16 16 62 62 42 42 24 24 34 34 18 18 47 47 84 84 / / / / / / / 2020 2020 / / / / 5 5 / / / / / / 26 26 19 19 50 50 2020 2020 54 54 54 54 33 33 23 23 5 5 7 7 / F F / / / / 19.2% 19.2% / / / / / / 51.0% 51.0% 54.3% 54.3% 44.6% 44.6% 56.3% 56.3% 69.2% 69.2% 49.3% 49.3% 56.1% 56.1% 9.6% 9.6% 7.7% 7.7% F F Total Total / / / / 26 26 / / / / / / 51 51 35 35 112 112 Total Total 96 96 78 78 67 67 41 41 52 52 91 91 / / 225 57.3% 168 42.7% 393 249 58.6% 176 41.4% 425 Change in Percentage Change in Percentage Males Females Males / Females / / / / / / / / / / / / - - - - + + / / / / / / / / / / / + + + + - - Change in Percentage Change in Percentage Males Females Males - Females + - - - + + + + + + + + / + + + + - - - - - - - - / - 80.0% 57.1% 75.0% Total 5 7 4 / 2 11 2020 F / 1
 / 33.3% M / 66.7% 44.0% 14 56.0% 3 25 Change in Percentage Total / Males / Females / M 20.0% 42.9% 25.0% 1 3 1 2019 F 4 4 3 7 Level 5 Gozo Campus Institute for the Creative Arts Institute of Applied Sciences Institute of Business Management and Commerce Institute of Community Services Institute of Engineering And Transport 52) Correspondence with MCAST, 09/02/2021.
/ 260 486 14.3% / 71.6% 54.0% 7 11 / 363 900 / 103 414 / 28.4% 46.0% 85.7% 14.3% 11 100.0% 0.0% Institute of Information and Communication Technology MG2I Total Grand Total 320 + + + - - + / + + - - - + + - / - - ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Cabinet - Total Male 88.0% Cabinet - Total 2020 Males Females 46.0% 54.0% / + 39 / - Change in Percentage Total / Males / Females / Vocational Teacher Training Unit Total / / / / / / / / / / 225 57.3% 168 42.7% 393 249 58.6% 176 41.4% 425 2019 F 4 4 3 7 M 20.0% 42.9% 25.0% 41.7% 1 3 1 5 2019 80.0% 57.1% 75.0% Total 5 7 4 / 2 11 M / 66.7% 2020 F / 1 / 33.3% 44.0% 14 56.0% 3 25 58.3% 12 66 85.7% 11 14.3% 77 Male 88.0% 10 Males Female Females 12.0% 6 5.3% Female 12.0% 100.0% 177 94.7% 43.7% Total 56.3% 100.0% 0.0% 0 7 187 Total / 103 414 / 28.4% 46.0% 1 0 / 260 486 14.3% 0.0% / 71.6% 54.0% 7 11 / 363 900 2019 Figures 23 & 24: MCAST Graduates in 2019 and 2020, by percentage53 Level 5 Gozo Campus Institute for the Creative Arts Institute of Applied Sciences Institute of Business Management and Commerce Institute of Community Services Institute of Engineering And Transport Institute of Information and Communication Technology MG2I Total Grand Total 2018 12.0% + + + - - + / + + - - - + + - / - - 12.0% 2019 Cabinet - Total Male 56.3% 88.0% Cabinet - Total 88.0% 88.0% Female Male Male Female 2020 54.0% 46.0% 53) Ibid.
Males Females Total 100.0% Total 100.0% 43.7% Male 88.0% Female 12.0% Female 12.0% 2018 12.0% Males 2018 Females 12.0% 2020 88.0% 88.0% Female Male Male Female ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 40 = + + + + = = = - - + - + + + + = - - - - = = = + + - + - - - - % 5 .

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l 7 a 3 t o T 1 4 6 9 8 0 1 , ) e m i t - t r a p ( 54) Correspondence with the University of Malta, 05/02/2021 = + + + + = = = - - + - + + = - - - - = = = + + - + - - % 5 8 1 .
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) e m i t - t r a p ( ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Cabinet - Total Male 88.0% Cabinet - Total 2019 Male Males 88.0% Females Female 12.0% 62.9% 37.1% Female 12.0% Total 100.0% Total 100.0% 41 2018 2018 12.0% percentage55 Figures 25 & 26: University of Malta Academic Staff (Women and Men) in 2019 & 2020 by 2019 12.0% 2019 37.1% 2020 Males Females 62.6% 37.4% 88.0% 88.0% Female Cabinet - Total Male 88.0% Total 100.0% 62.9% Total 100.0% Male 88.0% Female 12.0% Female 12.0% Males Females 2018 2018 12.0% 12.0% 2020 62.6% Male Male Female 88.0% 88.0% Female Male Male Female Cabinet - Total 2020 Males Females 37.4% 55) Ibid.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 42 + + M M - - + + + + + + + + - - - - - - - - + + + + + + + + + + - - - - - - - - - - 9 9 2 2 1 1 0 0 1 1 2 2 9 9 2 2 1 1 4 8 4 8 2 5 5 2 5 5 % % 1 1 1 1 4 4 .

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) ( n e M d n a n e m o W ff a t S c m e d a c A T S A C M i : 8 1 e l b a T 56) Correspondence with MCAST, 05/01/2021 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Cabinet - Total Male 88.0% Cabinet - Total 2019 Male 88.0% Males Female Females 12.0% Female 12.0% 54.3% 45.7% Total 100.0% Total 100.0% 43 Figures 27 & 28: MCAST Academic Staff (Women and Men) in 2019 and 2020 by percentage57 2018 2018 12.0% 2020 Males Females 54.0% 46.0% 12.0% 2019 45.7% Cabinet - Total Male 88.0% 88.0% Cabinet - Total Male Male Female 88.0% Female 2019 Male 88.0% Female 12.0% Female 12.0% Total 100.0% Total 100.0% 2020 12.0% 54.3% 2018 Females 2018 Males 12.0% 46.0% 2020 88.0% 88.0% Female Male Male Female 54.0% Males Females Comments Although more women than men graduated from A slight improvement is registered with regards both University as well as MCAST in 2019/20, to the equal representation of women and men there is still significant segregation in the choice in academia at MCAST, where gender balance at of educational subjects.
Women are heavily all levels is close to being achieved.

On the other underrepresented in business and STEM subjects hand, female representation in the academic whereas men are underrepresented in social and staff at the University of Malta, although slightly care subjects.

57) Ibid.

increased from 2019, remains very low, with the overall underrepresentation of female academics becoming even more accentuated within the top academic posts.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 44 Women in the Media Table 19: Public broadcasters: presidents and members of the board/council (highest decision- making body) in 2018, 2019 and 202058 2018 2019 2020 Malta M% 71.4 EU 28 countries 64.2 F% 28.6 35.8 M% 83.3 62.3 F% 16.7 37.7 M% 83.3 64.3 F% 16.7 35.7 EU 27 counties (since 2020) 64.0 36.0 62.4 37.6 64.4 35.6 Comments The marked decline in female representation in slightly between 2019 and 2020, however, a the Maltese media between 2018 and 2019, has considerable difference can still be seen between remained steady between 2019 and 2020.
Female Malta and the EU average.

representation across EU nations has declined 58) https://eige.europa.eu/gender-statistics/dgs/indicator/wmidm_med_pbrc__wmid_media_pbrc_bm ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 45 2.
Striving Towards Equality 2.1 Investigations As the national entity established by Chapter 456 Complaints Forms are available in both Maltese of the Laws of Malta, the NCPE aims to ensure that and English and available online from the NCPE Maltese society is free from discrimination based website or from servizz.gov.
The Form is to be on: • sex/gender and family responsibilities, sexual orientation, age, religion or belief, racial or ethnic origin, and gender identity, gender expression or sex characteristics in employment; banks and financial institutions, as well as education; • racial / ethnic origin and gender in the provision of goods and services and their supply; and • freedom of movement for workers in the EU.

Victims of discrimination falling under the remit of NCPE can submit a complaint.
Subsequently, the NCPE will independently investigate the case to determine whether provisions of the Act have been contravened or not.

Investigation of Complaints duly filled and submitted along with any relevant evidence, which may substantiate the complaint within a year from the incident.

The NCPE Complaints and Clients Support Officers are available to explain the investigation procedure and to provide assistance with filling in the Form.
Once received, the Complaints Form will be acknowledged by the Complaints Section and forwarded to the Commissioner who will determine whether the case falls within the NCPE’s remit.

Complaints, which are frivolous or vexatious, are not investigated.

If the complaint falls under the remit of the NCPE, the Commissioner will ask for a report stating the version of facts from the person/entity responsible for the alleged discrimination.
The NCPE will then hold investigation meetings with the involved parties and witnesses.

Sittings are recorded, transcribed and sent to the parties to ensure a transparent method of investigation.

Once all evidence is collected, the Commissioner issues an opinion outlining any breach of equality legislation.

If the alleged breach could amount to a criminal offence, such as the occurrence of sexual harassment, the Commissioner will send the opinion issued to the Commissioner of Police.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 46 The Commissioner may also offer mediation officio investigations on any matter involving an act between the parties involved as well as initiate ex or omission that is allegedly unlawful under the Investigations Statistics 2020 provisions of the Act.
2020 Women Men Ex Officio Investigations Total Sex Sexual Harassment Race/Ethnic Origin Gender Identity/ Gender Expression/Sex Characteristics Age Sexual Orientation Religion/Belief Freedom of Movement Not within NCPE’s remit 3 1 0 0 0 0 0 0 1 2 0 0 0 1 0 0 0 5 Total Investigations* 1 0 0 0 1 0 0 0 6 1 0 0 2 0 0 0 6 15 * An ex officio investigation covered more than 1 ground Case Summary A The NCPE Commissioner concluded an ex officio or a widow”.
Whilst the Constitutional Court’s ruling investigation regarding allegations of discrimination was won by this individual, it was observed that experienced by women in having to declare their civil status upon entering a notarial contract.

the implementation of such ruling was not being observed in its entirety.

The NCPE Commissioner initiated an ex officio investigation in this regard.
An individual brought forward a case to the Constitutional Court, arguing that Article 28(1) A sitting was held with the President of the Notarial (c)(i) of the Notarial Profession and Archives Act Council, whereby he declared that he fully agreed (Chapter 55 of the Laws of Malta) was inconsistent with the ruling as well as with the allegations that with her fundamental rights under Article 45 of the such practice was indeed discriminatory and Constitution of Malta and Article 8 and 14 of the effectively placed women at a disadvantage.
European Convention on Human Rights.

Article 28(1) (c)i) of the Act required that on any official contract in in Moreover, he stated that such anomalies legislation had been pointed out along the years the presence of a Notary: “Provided that where any and that in this day and age women should not be of the parties to the act is a woman, it shall also be facing such unequal treatment.
stated whether she is a spinster, a married woman ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 47 In her opinion, the Commissioner declared that acquests are not negatively impinged when the the legislation was indeed discriminatory against spouses have separate tax accounts.
Having women and urged Parliament to make the necessary separate tax accounts will make it harder for the amendments to the law to stop such discrimination spouses to know each other’s income and any against women and to ensure equality in practice.

underpaid tax, especially due to data privacy Case Summary B issues.

To address this problem, a tax return for each spouse that includes separate records for both spouses, may be issued.
This is of particular The Commissioner conducted an ex officio interest during separation cases as well as when investigation on alleged discriminatory practices in the tax system based on gender.

This was based on several reports received from the NCPE by the either spouse is indebted to third parties.

• Currently, the ‘other’ spouse benefits from general public as well as posts on social media two tax-free thresholds in the year of marriage.
alleging gender-based discrimination in the tax With the institution of two separate tax accounts, system.

These included potential discriminatory the concept of ‘responsible’ and ‘other’ spouse practices in the refund of overpayment of will cease to exist.

It should be clear who will be income tax related to employment; tax returns benefitting from such thresholds once these for individuals under the separation of estates; concepts cease to exist.
and access to income tax related e-services by married individuals.

The NCPE Commissioner • At present, with regards to income from held a sitting with the Inland Revenue Department dividends, investments, rents and capital gains, Commissioner, who outlined the Department’s such income is assessed on the higher-income position.

Following, the below recommendations earner.


The NCPE Commissioner is of the were made by the NCPE Commissioner: opinion that it is the individual who earned this type of income that should be taxed and not • There should be an awareness-raising the higher-income earner.

This would be in line campaign about the right to have a separate tax with the principle that each individual should be account and explaining how this works in practice.

responsible for his/her own income and tax affairs.
The campaign should use a wide-range of means to reach all members of the public.

It should not • It is positive that the request of one of the be limited to an online campaign since a portion spouses will suffice for the institution of separate of the public has limited or no access to the online tax accounts.

However, having separate tax sphere.


accounts should be automatic and obligatory in order to ensure the economic empowerment of • The opportunity to opt for a separate tax everyone, and also to ensure that everyone has account should not be a one-off but ongoing, the same rights and obligations before the law.

since the person’s situation and wishes may change during his/her lifetime.
Finally, the Commissioner acknowledged the positive changes taking place and augured further • Equal treatment is for all and not when a efforts will be made to address any anomalies that request is made on a voluntary basis.

Therefore, may still be found in the current legislation.

any measure to treat spouses equally should be addressed to all individuals.
• It should be ensured that rights and obligations emanating from the community of ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 48 2.2 Policy Review and Recommendations National Policies • Census of Population and Housing 2021 Input is provided by the NCPE to Government laws, policies and strategies issued for public consultation.
In its review, the NCPE evaluates the impact of the proposed actions on different social groups, checks whether the document contains provisions that are directly or indirectly discriminatory, and proposes the integration of measures that can combat discrimination and achieve equality in practice.

The NCPE always underlines that a gender mainstreaming exercise is to be carried out for all policies/actions/measures, as per Government policy.
The proper implementation of the gender mainstreaming strategy enables policy-makers to integrate and address the concerns, experiences and aspirations of women, men, girls and boys from different social groups into any planned action, thus ensuring that all groups are affected in a positive manner and that the needs of different cohorts are taken into account.

spouses have separate tax accounts.
Having separate tax accounts will make it harder for the spouses to know each other’s income and any underpaid tax, especially due to data privacy The NCPE provided its input to the following documents in 2019: • Towards a Smart Specialisation Strategy 2021 – 2027 • An Act to amend the Broadcasting Act, Chapter 350 of the Laws of Malta, and Legal Notices to amend related Subsidiary Legislation • Social Regulatory Standards for Domestic Violence Residential Services & Standards for Domestic Violence Community-Based Services • Guidance on Technology Arrangements, ICT and Security Risk Management and Outsourcing Arrangements • Pre-budget Document 2021 • National Youth Policy – Towards 2030 – Reaching out to, working with and supporting young people • Towards a National Action Plan against Racism and Xenophobia • Malta’s Research and Innovation Smart Specialisation Strategy (RIS3) 2021 – 2027 In its input to the Smart Specialisation Strategy, the NCPE stated that the criteria for funding research and innovation should be inclusive of the needs of both women and men as well as persons with family responsibilities.
It also recommended that a gender concern is integrated in the design of research and innovation initiatives, especially in the areas of Health and Well-Being and Future Digital Technology.

With respect to Artificial Intelligence (AI), the NCPE underlined the importance of ensuring that AI designers and operators, carrying out initiatives connected to the Strategy, uphold equality principles, such as ensuring that data feeding algorithms is representative and does not favour discriminatory outcomes.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 49 • development of Artificial Intelligence (AI) systems that do not reproduce and exacerbate existing discriminatory practices and patterns • creation of separate tax accounts for married couples • improvement of pensions • promotion of active ageing by offering part- time positions on a definite contract for retired officers • allocation of resources for the successful implementation of the integration strategy and for its gender mainstreaming.
As part of its feedback to the draft National Youth Policy, the NCPE stated that the policy should strive to eliminate discrimination and harassment of young people, when these happen on the basis of their age, but also when they are related to other intersecting identities, such as gender, race/ ethnic origin, religion/belief, sexual orientation and gender identity, with special attention given to hate-speech, especially on social media.
The NCPE also recommended that all entities offering services to youth are aware of the different needs and barriers experienced by young people from different social groups, so that such services can adequately cater for all young people and their intersecting identities.
It also highlighted the need for a pro-active effort to reach out to marginalised young people, who are hard to reach via the mainstream services and spaces, such as migrant youth who might be experiencing language barriers and social exclusion.

Moreover, the NCPE underlined the importance of tackling gender, and other stereotypes among youth.

2021 Pre-Budget Document The NCPE submitted several proposals for the 2021 Budget which covered different areas and targeted diverse social groups and realities.
The NCPE proposals called for the: • allocation of adequate resources for the setting up and functioning of the Human Rights and Equality Commission • development of a National Action Plan about women and men in the labour market that addresses issues such as the gendered impact of Covid-19, unequal pay for work of equal value, gender segregation and precarious work • enhancement of childcare services and incentivisation of family-friendly measures in the private sector for both women and men • right to request flexible working arrangements in the private sector • strengthening of paternity leave, parental leave and maternity leave, and introduction of leave to take care of sick dependants In its input to the public consultation document titled Towards a National Action Plan against Racism and Xenophobia, the NCPE stated ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 50 that the Action Plan should adopt a structural approach to racism and xenophobia, based on an understanding of the underlying structures that give rise to such attitudes.
The support towards the action which calls for the integration of a gender dimension throughout the financial framework.

NCPE recommended a focus on community In March, the NCPE provided its input to the engagement that aims to build a society where Consultation on the White Paper on Artificial all people feel safe, secure and valued – socially, Intelligence of the European Commission.

The culturally and economically – with a shared NCPE suggested that the actions listed in the sense of belonging.
This also entails addressing Paper are to: stereotypes and hate speech in the sphere of the media, including social media.

The importance • ensure that equality is safeguarded by AI of research that uncovers and addresses the systems underlying structures that give rise to racism and xenophobia was highlighted.
Moreover, the NCPE • empower more women and girls to study, called for policies that reduce both spatial as work and advance their career in AI well as economic segregation, and awareness- raising campaigns on the positive contribution of • provide training to AI professionals on equality migrants to society.

It also stated that the Action Plan should be horizontally integrated in all Government actions.
EU and International Affairs The Covid-19 pandemic has served as a barrier to the NCPE’s work within the EU and international field, particularly due to the limitations placed on travelling.

The NCPE Commissioner and other officers who attend meetings abroad, not only travel to participate in meetings, but also travel to build networks with other EU and international organisations and institutions.
That being said, the NCPE proactively sought other alternatives such as attending and holding meetings online.

In 2020 the European Commission distributed its Communication A union of Equality: Gender Equality Strategy 2020-2025.

The NCPE reviewed the Communication and commended the proposed dual approach, of targeted measures and gender mainstreaming, and the use of an intersectional perspective, since it contributes to the addressing of circumstances and needs of different groups of women and men.
The NCPE expressed its opinion on the important role which different institutions and stakeholders have in the implementation of this strategy, as well as showed • address bias, stereotypes and discrimination • raise awareness on discrimination and AI • provide information on how to analyse the outcomes of algorithms in terms of equality.
Moreover, the Croatian Presidency of the Council of the EU distributed Council Conclusions on the Impact of Long-Term Care on Work-Life Balance, alongside a research note carried out by EIGE on Home-based formal long-term care for adults and children with disabilities and older persons.
The NCPE suggested that the needs of informal caregivers, particularly those of pre-retirement age, are to be addressed in order to facilitate the reconciliation of work and care by ensuring positive support through the provision of adequate services, including respite care.

The NCPE also gave feedback on the Tackling the Gender Pay Gap: Valuation and Distribution of Paid and Unpaid Work Council Conclusions by suggesting amendments to the draft text.
In addition, the NCPE was requested by the Advisory Committee on Equal Opportunities for Women and Men, to propose topics on which ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Opinions could be developed with the aim of supporting policy development in Member States and at EU level.

The NCPE suggested the following topics: • the value of work in feminised sectors • the empowerment of women in the household and at work • the role of men and care.
Furthermore, the NCPE agreed with the two topics proposed by the Advisory Committee, specifically, Gender Stereotypes, and Gender Dimensions of Climate Change.
The NCPE gave its contribution with respect to the Opinion on Gender Stereotypes by: • giving an overview of the stereotypical culture in Malta vis-à-vis employment, unpaid work, Artificial Intelligence, education, media, and the law • mentioning good practices which are reducing gender inequalities caused by stereotyping • presenting obstacles which are serving as barriers to changing stereotypical mentalities in Malta.
Moreover, the NCPE also gave its feedback to the consultation on Binding Pay Transparency Measures at EU level.

In October, the NCPE Commissioner chaired the meeting of the Advisory Committee which had as its agenda the adoption of Opinions on Artificial intelligence and gender equality and on Combatting online violence against women.
The NCPE gave its input to both Opinions prior to their adoption and also published a press statement on the former Opinion 51 EIGE logo During the year, the NCPE continued to be an expert member of the European Institute for Gender Equality (EIGE).
The NCPE Commissioner participated in EIGE’s 25th Experts’ Forum Meeting in which discussions on anti-gender were carried out, particularly on positive ways to advance gender equality in the context of anti-gender movements as well as on the next steps in addressing the anti- gender narratives and strategies in the Member States.

The NCPE Commissioner also participated in EIGE’s Gender Equality Index 2020 Conference.
The NCPE remained an active member of the European Network of Equality Bodies (Equinet) Working Groups on gender equality, policy formation, equality law, communication strategies and practices, and research and data collection.

The NCPE also circulated the Recommendation for a fair and equal Europe: Rebuilding our Societies after Covid-19, which focuses on the importance of equality when working towards rebuilding countries after the pandemic.
As an active member of Equinet, the NCPE gave its feedback and input on numerous topics – particularly on Equinet’s report on Meeting new challenges to equality and non-discrimination from increased digitisation and the use of AI; ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 52 Needs assessment survey – Engaging with UN mechanisms; and Capacity-building seminar on tackling age discrimination.
Moreover, the NCPE provided updates to Equinet on the Freedom of Movement Directive, as well as the NCPE’s work vis-à-vis equality and the Covid-19 pandemic.

The year 2020 marked the third year of the implementation of the Council of Europe Gender Equality Strategy 2018-2023, to which the NCPE gave its input on the carrying out of activities and measures that contributed to the achievement of the six strategic objectives of the Strategy.
The NCPE Communications Officer participated to the European Commission against Racism and Intolerance (ECRI) seminar for equality bodies, entitled Communicating the Equality and Diversity Message.

2.3 Media Throughout 2020, the NCPE gave feedback to other national and international bodies.
These included input to Malta’s first National Action Plan on the United Nations Security Council Resolution 1325 on Women, Peace and Security, which was launched in October, as well as input to the UN Implementation Report, specifically on social inclusion and ending poverty, and building the urban government structure; UNECE’s Recommendations for Measuring Intra-household Power and Decision-Making; EPSCO Council on A Union of Gender Equality?
How to implement the Commission’s Gender Equality Strategy 2020-2025 to achieve labour market participation of women and men, amongst others.

A strong media presence is essential for the Throughout 2020, work continued on raising NCPE’s work towards an equal society free from discrimination.

A communication work plan was drawn up in 2020 to increase the NCPE’s presence awareness on equality through various means of communication.

The number of contributions in the traditional media added up to 45.
These across different media.

The communication work contributions included: plan sets out main objectives and gives a structure to determine who is to be reached, where and • Press Statements how.

The aim of such a plan is to widen the NCPE’s • Articles and features outreach and to adequately cover diverse subjects • Answering journalists’ questions related to its remit.
• Participation in television and radio programmes The NCPE Commissioner Ms Renee Laiviera on TVAM ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 53 Press Statements • LGBTIQ+ equality in Malta Press Statements dealt with various topics ranging from coverage of national debates to events and activities organised by the NCPE throughout the year.
In 2020, the NCPE published seven Press Statements: • Women and girls in technology • Gendered unpaid care and domestic work • Fighting racial and ethnic discrimination • Rebuilding societies after pandemic the Covid-19 • NCPE Conference to mark International Women’s Day • EU Gender Equality Strategy (2020-2025) • Prostitution reform should send clear message against exploitation and gender inequality • Challenges faced by Women in Politics • Prepare the Ground for Economic Independence (PGEI) Project: Online Final Conference • Integrating Gender Equality Intelligence in Artificial • Efforts to combat pregnancy discrimination The NCPE also published articles to mark international days including: • International Day against Homophobia, Transphobia and Biphobia • A human rights approach to the prostitution reform entails the penalisation of sex-buying • World Elder Abuse Awareness Day • NCPE Online Annual Conference • International Day of Older Persons • NCPE Conference to mark Equal Pay Day • International Day Violence against Women for the Elimination of Articles and Features The Press Statements and articles can be accessed from the News section of the NCPE website.
The number of articles and features published in local newspapers more than doubled compared to the previous year.

Such articles and features were vital to raise awareness on general and specific matters related to equality and human rights.

The NCPE published 21 articles and features in 2020.
Some of the topics were: • Why Malta needs the Equality Act • Gender positions imbalance in decision-making Answering Journalists’ Questions Additional topics were addressed in replies to questions sent by journalists from different media organisations.
Topics included: • Women’s sphere representation in the political • Prostitution and human trafficking reform ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 54 TV and Radio in TV and The NCPE participated radio programmes to discuss issues related to equality.

Topics covered in 2020 included: the gender pay gap, violence against women, female genital mutilation and gender-balanced participation in politics.
Interview with the NCPE Commissioner Ms Renee Laiviera Social media is a cost-effective way of reaching a wide range of people or specific target groups.

Through ‘Facebook’, ‘Instagram’ and ‘Twitter’, the NCPE highlights international days, statistics, upcoming events, and developments in relation to equality.

The NCPE uses this platform on a daily basis by posting engaging and informative content such as links, infographics, photos, videos and slides.
Social media post for Pride Week Compared to the previous year, the NCPE increased its social media posts.

The number of posts on the NCPE Facebook Page amounted to 334 in 2020, an increase of over 40 posts when compared to 2019.

Moreover, by the end of 2020, the NCPE Facebook Page reached over 3,500 likes, an increase of 100 likes from 2019, while the NCPE Instagram account reached over 140 followers.
Social media Website Even though the Covid-19 pandemic has caused physical limitations, the NCPE made use of its social media platforms, alongside other media platforms, to raise awareness on equality issues.

The NCPE website – www.ncpe.gov.mt - is updated frequently with the latest events, publications, and other NCPE work.

The website is a useful tool for students, academics and researchers who are carrying out research about equality issues.
It is also an essential tool for potential victims of discrimination as it provides detailed information on how to submit a complaint with the NCPE.

The website also features a section on the Directory of Professional Women with a registration and a search facility for stakeholders who are looking for women professionals in specific fields of expertise.

In addition, employers who would like to apply for the NCPE Equality Mark may also find pertinent information on the certification process.
Social media post on the International Day of the Girl Child ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Newsletter - ‘Equality Matters’ violence against women and domestic violence (Istanbul Convention).

55 Two editions of the NCPE e-newsletter ‘Equality Matters’ were published in 2020.
An edition on maternity, paternity and parental rights, published in May, outlined maternity rights as per Maltese legislation, featured information on paternity and parental leave, and explained the NCPE’s role as an equality body.

Reference was also made to the International Labour Organization’s (ILO) convention on maternity, the ILO recommendations on how companies can manage maternity well, and the EU Work-Life Balance Directive.
The second issue, published in June, gave an overview of the Covid-19 pandemic’s impact on the grounds of gender, family responsibilities, age, race and ethnic origin, religion and belief as well as sexual orientation and gender identity.
Reference was also made to the benefits and challenges of Social media post on 16 Days of Activism To support the 16 Days of Activism, the NCPE published an article on a local newspaper highlighting the many efforts that have been made in Malta over the past years to enhance the prevention and protection of women and girls from different forms of violence.
Additionally, the NCPE published on its Facebook Page social media posts in the form of research findings, statistics, videos, and posters that briefly explain the various forms of violence and abuse women may be subject to.

These posts aimed to spread further awareness on this issue amongst women and men.

The hashtag #16DaysOfActivism was used for this global campaign.

This online campaign reached a total of 2025 individuals.

teleworking, the role of equality bodies and the NCPE’s ongoing work.
Both newsletters were posted on the NCPE’s Facebook Page and disseminated to different stakeholders.

Those interested in receiving a copy of the e-newsletter can send an email to the NCPE on equality@gov.mt.

The newsletter can also be accessed from the NCPE website.
Awareness-raising campaign The 16 Days of Activism against gender-based violence is an international campaign that kicks off on 25th November - the International Day for the Elimination of Violence against Women and runs until 10th December - Human Rights Day.
The link between gender inequality and violence against women is highlighted on a global level, whilst calling for actions such as those stipulated in the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), and the Council of Europe Convention on preventing and combating ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 56 2.4 The Covid-19 Pandemic: Research on the Distribution of Work in Households Four months into the Covid-19 pandemic, between of responsibilities with their partner during the June and July 2020, the NCPE disseminated pandemic.
an online survey about the distribution of tasks between women and men during the pandemic.

The backdrop to this survey were the sudden changes that forced many individuals to adapt to radically different work and social practices brought about by the need to stop the spread of Covid-19.

Several reports, globally and locally, had already started indicating that these changes were impacting women and men differently.
The survey asked respondents about the increase/decrease in time spent on different The preliminary findings of the study were presented during the NCPE Annual Conference in November.
These suggest that, during the pandemic, the increase in the number of hours spent doing household tasks and childcare increased more for women than for men, while the time spent on leisure, personal care and sleep decreased more for women than it did for men; confirming that the existing gender inequality in the distribution of unpaid household and caring responsibilities was exacerbated as a result of the tasks – paid work, housework, caring for children, pandemic.
home-schooling for children, caring for dependent adults, leisure/free-time, personal care and sleep - as a result of Covid-19.

It also inquired about the respondents’ perception of equality in the sharing The data collected from the survey will be analysed further and a final report with findings and recommendations will be published in 2021.
2.5 Prepare the Ground for Economic Independence The ‘Prepare the Ground for Economic Independence’ (PGEI) project was launched in September 2018 and ran until August 2020.

This project was co-financed by the Rights, Equality and Citizenship Programme 2014-2020 and focused on addressing the gender gaps over the life cycle.

Besides the public at large, the project had three main target groups; students, working age adults and companies/organisations.
‘Prepare the Ground for Economic Independence’ project logo ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 2020 saw the continuation of the PGEI project’s activities, mainly the launch of its second and third awareness-raising campaigns: the gender pension gap campaign and the Equal Pay Campaign.

The PGEI project came to an end in August 2020.

The Gender Pay Gap Campaign was the first campaign of the PGEI project launched in 2019.
Its aim was to educate the general public on the issue of the gender pay gap with information and statistics.

TV spot on the gender pension gap Following the Gender Pay Gap Campaign, the Gender Pension Gap Campaign was launched during the second quarter of 2020.

The aim of this campaign was to raise awareness on the repercussions that career choices may have, both in the present time and in the future.
It consisted of the development and production of five real-life stories by individuals, TV adverts showcasing real- life stories, including a call for action, and an online advertising campaign.

A short video clip was produced for each of the five stories.

Each video clip was shortened to a TV advert and aired 12 times on the three local national TV stations.

The campaign was launched and spread over three weeks during April of 2020, which coincided with the first wave of the Covid-19 pandemic.
This however, proved to be an advantage as the adverts could reach a wider audience that was confined at home.

In fact, following the airing of 57 these TV adverts, the NCPE received queries from the general public related to their pensions.

These queries were redirected to the social services department.

further these same videos were Besides, shortened and posted as stream adverts on both Facebook and YouTube, with each video reaching a minimum of 30,000 views.
In total this online campaign reached 337,679 views.

Furthermore, the videos were all posted on the NCPE Facebook page and Instagram page as individual posts The last campaign of the PGEI project was the Equal Pay Campaign, by which the NCPE Equality Mark was re-launched and strengthened with the development of an Equal Pay Tool.
This campaign consisted of 50 posts uploaded on a regular basis on the NCPE Facebook page featuring equality certified companies, as well as three adverts published on nine different business magazines in order to target companies.
Equality Mark advert in a business magazine ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 58 Each advert’s content was sequential with the first advert showcasing the new NCPE Equality Mark logo, the number of certified organizations to date, as well as the number of employees benefitting from gender equality at the workplace thanks to the Equality Mark certification and the commitment of these organisations towards gender equality.
The second advert highlighted the benefits of being an equality opportunities organisation.

The third and final advert publicised the nine companies that had pilot tested the new Equal Pay Tool.

The NCPE Equality Mark logo was revamped as part of this same campaign, keeping a similar style which, most companies are familiar with by now.

An additional logo was created, that is the Equality Pay Certified logo, to be awarded to those companies that opt to be equal pay certified by using the Equal Pay Tool.
Furthermore, the Equality Mark brochure, information booklet, application form, folder and certificate were all updated and re-designed.

Furthermore, on a regular basis, a total of 50 posts were uploaded on the NCPE Facebook page featuring equality certified organisations and reaching more than 24,000 individuals.

The PGEI project produced two research studies, which can be downloaded from the project’s subpage on the NCPE’s website.
One research study looked at existent European Equal Pay Tools used to analyse equal pay between women and men.

Following this study, technical specifications were developed for a Tool which is suitable for the Maltese context and is tailor-made for the Equality Mark certification process.

This new Equal Pay Tool was pilot tested with nine companies certified with the Equality Mark.

A training session was then organized for all Equality Mark representatives of companies that pilot-tested the Tool.
Besides discussing the issue of equal pay for work of equal value, the representatives of each company gave their feedback on their experience of using the Tool, with the aim to fine-tune it to its full potential.

The Equal Pay Tool aims to check the organisation’s equal pay for work of equal value between women and men during Equality Mark audits.
The other research study produced by the PGEI project researched how trade unions in Europe tackle the concept of equal pay for work of equal value during collective bargaining and identified tools which were developed for this purpose.

Following this research study, a training content was developed to be used during NCPE consultation sessions with trade union representatives.
Research study on equal pay tools in Europe Within the framework of this same activity, trade union sessions with consultation representatives were organised.

The aim of these sessions was to equip trade unions with knowledge on equal pay, given its relevance when negotiating collective agreements.

Two sessions were held with two different local trade unions, with a total of ten participants.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 59 The Project’s Final Conference took place on 26 August 2020, with the aim of presenting the sessions and the consultation sessions to trade union representatives.

The external evaluation findings of both research studies as well as to give provided an insight into the impact on the level an overview of all campaigns and activities of the of knowledge and awareness which the activities project.
The Final Conference was held online due and campaigns had on the target groups.

The to the Covid-19 pandemic restrictions at the time.

results of the evaluation were presented during The conference’s outcome was very positive, with a total of 132 participants actively participating via an online chat as well as intervening throughout the event.

the project’s Final Conference.


In terms of procurement processes related to the PGEI project, two processes were launched in 2020, three were evaluated and three tenders An evaluation study of all the activities was were awarded.

carried out throughout the project duration.


The study was conducted by an external evaluator who, with the aid of the NCPE, drew up pre- and post- evaluation forms for the career guidance 2.6 Empowerment for Diversity (E4D) As from April 2020, the NCPE in partnership with the Allied Rainbow Communities (ARC), is implementing the Empowerment for Diversity (E4D) Project.

This project is co-financed by the Rights, Equality and Citizenship Programme 2014- 2020 and will run until March 2022.
It focuses on the grounds of sexual orientation, gender identity, sex characteristics and gender expression.

The project is designed around Malta’s unique situation in the LGBTIQ+ field whereby in the past five years, Malta has enacted several important laws which placed it at the forefront of LGBTIQ+ rights.

Given the significant changes which came about in a relatively short time span, the NCPE has identified the need to address the societal and cultural dimension.
E4D project logo ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 60 A Project Coordinator was engaged as from in person as initially planned.

The Project Team 1 September 2020 and is responsible for the plans to organise this conference in the second smooth running of the implementation of all quarter of 2021, where the aims, objectives and project activities.

The project logo and corporate initiatives of the project will be presented.
image were specifically designed to emphasise the project’s objectives and focus on the local As part of the E4D Project, the NCPE had planned context.

This design and logo will be applied to all the promotional items, which will eventually be disseminated during the Pride Parade 2021, to participate and promote the project and its aims during the Malta Pride Parade and Week 2020.

Unfortunately, this event was also cancelled due and other activities or events organised in the to Covid-19.
If the restrictions on mass-gatherings framework of the E4D Project.

are lifted, the NCPE will participate in the Malta Pride Parade and Week 2021.

A launch conference was planned to take place in the form of a soirée in September 2020 to In terms of procurement processes related to the announce the NCPE’s new EU co-funded project.
E4D Project, three processes were launched in However, the Covid-19 restrictions in Malta 2020, two were evaluated and two tenders were impeded the launch conference from taking place awarded.

2.7 Managing EU Funds The focus of 2020 was two-fold; the successful E4D project on the EC’s online portal.

Finally, the implementation and closure of the PGEI project E4D project Grant Agreement was signed by all and the initiation and implementation of the E4D parties in March 2020. project.
Both projects are part financed by the European Union Rights, Equality and Citizenship During the second quarter of 2020, the PGEI project Programme (2014-2020).
made further progress by reaching the following milestones: the development of the technical The NCPE’s main focus in the first quarter of 2020, specifications for the Equal Pay Tool; the launch of was that of finalising the procurement processes the project Gender Pension Gap campaign on local related to the PGEI project, mainly the provision TV stations, Facebook and YouTube; the launch of of a research study on equal pay for trade unions the NCPE Equality Mark Equal Pay Campaign on and the development of the Equal Pay Tool, so local business magazines; and the development of as to ensure that both activities were completed the first version of the Equal Pay Tool.
This quarter by project closure.

Moreover, the PGEI Gender saw also the initiation of the E4D project during Pension Gap campaign video clips were also which the NCPE was geared towards ensuring the finalised.

smooth procurement processes in order to be able to award the contracts to start the implementation Meanwhile, the European Commission (EC) of the project activities.
notified the NCPE that the project proposal entitled ‘Empowerment for Diversity’ (E4D) was The third quarter of 2020 saw the completion of evaluated favourably.

Thus, during this quarter the all project activities connected to the PGEI project.
NCPE concluded the grant preparation stage for During this period the Equal Pay Tool was pilot ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 61 tested and finalised, training sessions with equality Throughout the fourth quarter, the NCPE produced representatives and trade unions were organised the PGEI Final Technical report and submitted it and, finally, the Project Final Conference was held through the EC’s online portal on the 29 October.

online on the 26 August.


During the final conference, Simultaneously, further progress was achieved the main findings and publications emanating with regards to the E4D project procurement from the project’s two research studies and the processes and the project logo and corporate project external evaluation study were presented image were developed.

to the general public and disseminated through the NCPE website.
Concurrently, as part of the During 2020 the NCPE also signed a letter of E4D project, a Project Coordinator was employed, support for the project proposal ACT2SHARE, and the first two project procurement processes which falls under the Horizon 2020 Programme.

were completed.
were completed.

Unfortunately, due to the rise in This project proposal is being coordinated by Covid-19 cases, the project launch conference had ENEA (Agenzia Nazionale Efficienza Energetica) to be postponed and the Malta Pride Parade and and it intends to address Energy Poverty in Week 2020 were cancelled.

Thus, NCPE could not connection with post-Covid Crises and the Gender participate as initially planned.

and Inequalities issues, under the framework of the EU plan for the economy recovery.
2.8 Training One of the services offered by the NCPE is In 2020, the regular provision of training was the delivery of training on a range of subjects affected by Covid-19, especially during the first connected to equality and non-discrimination.

months of the pandemic.

Consequently, no Most training sessions are delivered at the request training sessions were delivered between March of public and private sector organisations that want and June due to public health restrictions.
The to improve their ability to prevent and address delivery of training resumed in July, although fewer discrimination and harassment, as well as better requests for training were received in comparison integrate equality practices within their human to previous years.

resource management and service provision.

Training is also delivered as part of the NCPE A total of 34 training sessions to around 440 Equality Mark re-certification process.

participants were delivered in 2020.


Most sessions were face-to-face, with a few held online.

Participants included public and private sector employees, union officials, healthcare professionals, students and police officers.

No.

of training sessions Hours of training No.


of participants 34 59 440 An NCPE training session ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 62 The NCPE gives training on: Equality law: The basic principles of Maltese legislation and EU Directives are equality Gender mainstreaming: The meaning of the strategy of gender mainstreaming is explained and explained and discussed.
The NCPE trainers the participants are guided through the gender outline the different grounds of discrimination mainstreaming process.

Tools are distributed in the in Maltese law as well as the different spheres it form of booklets together with online resources to covers.

Discussions also focus on the definition of assist officers in their gender mainstreaming work.
important provisions within the law such as direct and indirect discrimination, victimisation, burden of proof, harassment and sexual harassment.

identities: The different Different characteristics protected by law are explained in social detail.

The NCPE highlights that equality is more than simple non-discrimination.
Equality entails being attentive to the various needs and concerns of different social groups by taking the needs of everyone into account since the structures currently in place do not necessarily ensure equality in practice.

Thus, to achieve equality there has to be a pro-active effort at building inclusive settings.

Harassment and sexual harassment: Harassment and sexual harassment are discussed as a grievous form of discrimination, highlighting sexual harassment as a criminal offence.
The difference between the two is elucidated and examples provided.

The obligations emanating from law related to addressing and preventing sexual harassment are explained, and practical ways to deal with harassment, as well as good practices for its prevention, are outlined.
Diversity management: The management is discussed in its wider context: term diversity diversity management is not about having different rules for different groups, but is about the valorisation of different identities and the recognition that diversity can lead to better work processes and outcomes.

Practical ways of managing diversity are outlined and discussed with the participants.
Gender Mainstreaming In order to ensure that there is an understanding of the gender mainstreaming strategy and reporting obligations, the NCPE provides regular training and information sessions to public sector employees.
The gender mainstreaming strategy is defined as “the (re)organisation, improvement, development and evaluation of policy processes, so that a gender equality perspective is incorporated in all policies at all levels and at all stages, by the actors normally involved in policy-making” (Council of Europe).
Gender mainstreaming has been official Government policy since June 2000, which in 2012 through OPM policy was reiterated Circular No.15/2012 to ensure that policies and practices are gender mainstreamed and to have a consolidated yearly report on developments in this regard.

This report is to be forwarded to the NCPE on an annual basis and a synopsis of it, is to be included in the department’s annual report.
The NCPE then compiles a single evaluation report for the attention of the Permanent Secretary responsible for equality.

From 2012 to 2020, the NCPE delivered 61 training sessions to over 790 public sector employees.

Due to the Covid-19 pandemic, the NCPE had to cancel its annual training to public officers on the gender mainstreaming reporting template, usually held in ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 63 March.
Instead, it circulated to all public officers a in 2016 and 58 reports in 2015).

In its review, the set of tools and a power point presentation to help NCPE again stated that the reports reflected a them with filling in the reporting template.

It also limited understanding of gender mainstreaming provided them with a phone number they could and of how it can be applied systematically to call for assistance.
the departments’/entities’ work, together with a low level of commitment to implementing the Detailed information sessions on gender strategy.

It again recommended a specific public mainstreaming were held at the Ministry for sector structure, within and across all ministries Transport, Infrastructure and Capital Project, the and departments, to pilot, implement, monitor Resources, Recovery and Recycling Agency, and and evaluate the implementation of the gender the Human Rights Directorate.
mainstreaming strategy.

It also recommended sustained training to public officers at all levels A total of 143 gender mainstreaming reports were received by NCPE in 2020, slightly less than the so that they become knowledgeable in this field as well as to have higher accountability to previous year, when 146 reports were submitted, follow government policy, particularly at top but an increase over the four preceding years management levels.
(115 reports in 2018, 99 reports in 2017, 110 reports 2.9 Discrimination in advertising The NCPE reviews local newspapers on a daily basis for discriminatory advertisements.
As per Article 10 of Chapter 456, it shall be unlawful: “(1)… for persons to publish or display or cause to be published or displayed any advertisement, or, otherwise, to advertise a vacancy for employment which discriminates between job seekers …” Where discriminatory adverts are identified, the NCPE formally informs the publisher and the company, notifying them why the advert is discriminatory and suggesting alternative wording and actions to be taken.
Discriminatory adverts reduced drastically over the past years as can be seen in the table.

In 2020, the NCPE identified 3 discriminatory adverts in employment on the ground of gender.

The general public and other stakeholders are encouraged to inform the NCPE of discriminatory adverts so that action can be taken.
Discriminatory Adverts by Means Amount Local Newspapers Online Media 1 2 Year 2020 2019 2018 2017 2016 Total amount of discriminatory adverts 3 20 41 43 57 ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 64 2.10 Requests for Information (RFIs) Requests for information are received on a regular basis.

Such requests are forwarded by the general public as well as various entities and agencies, both local and international, requiring information on topics related to the NCPE’s remit.
When possible, individuals who request information that is not within the NCPE’s remit, are referred to the relevant entity that can provide further assistance.
Total Number of Requests for Information received in 2020 Year 2020 Women Men Total Gender 20 Sexual Harassment Race/Ethnic Origin Gender Identity, Gender Expression & Sex Characteristics Age Sexual Orientation Religion/Belief Others / Not within NCPE’s remit Freedom of Movement 1 1 2 1 3 0 2 0 6 0 1 0 1 0 0 2 0 26 1 2 2 2 3 0 4 0 Total RFI received 37* * 3 RFI covered more than one ground.
2.11 Directory of Professional Women The NCPE further promoted the Directory of Professional Women through a local newspaper as well as through the NCPE Facebook Page.

An article published by NCPE on Times of Malta on the 14 October, titled ‘Gender imbalance in decision- making positions’, served as a promotional platform for the online Directory of Professional Women.

Moreover, in August a Facebook advert promoting this Directory was developed and published on the NCPE Facebook Page.
Between March and September various mail shots were sent to existing Directory profilers in order to inform them about various career opportunities that from time to time the NCPE was notified about.

Furthermore, the Directory profilers were also encouraged to participate in a NCPE online survey on the distribution of work in households across Malta during the Covid-19 pandemic.

By the end of 2020, a total of 265 professional women from different sectors were on the NCPE Directory.
The section with most professionals is currently the Economy sector with 25% of the share, followed by the Social Wellbeing sector and the Health Sciences sector with 12% and 11% respectively.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 65 2.12 Library and Documentation Centre With over 7,400 publications, the Library and Documentation Centre at the NCPE premises serves as a resource to students, academics and members of the general public who visit it to conduct research on various themes related to equality.

related Additionally, a compilation of local newspaper articles to areas of equality and discrimination is also provided at the Library.
Its database can also be accessed on the NCPE website.

Those interested can visit the NCPE Library and Documentation Centre by appointment, either by calling on 2295 7850 or by sending an email to equality@gov.mt.

The NCPE Library ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 66 3.

The NCPE Equality Mark The Equality Mark certification entered its tenth year since its inception in 2010.
Initially funded through the European Social Fund, the scheme continued to be run by the NCPE past the end of the co-financing period due to its successful uptake by employers in both the private and public sectors.

By December 2020, there were 112 certified organisations employing over 26,500 individuals.
The Equality Mark is awarded to organisations that make gender equality one of their values and whose management is based on the recognition and promotion of the potential of all employees: both women and men, and persons with caring responsibilities.

Organisations certified with the Equality Mark have to demonstrate a commitment towards best practices in the area of gender equality that go beyond what is mandatory by law.
Certified equal opportunity employers can be identified through the Equality Mark logo.

This logo can be used on all outgoing correspondence recruitment advertising and press including statements.

The NCPE also promotes certified organisations locally by showcasing their good practices as a standard for other employers to emulate and for job seekers to look out for.

There are no application fees and the provision of logos and promotion is also free of charge.
The new Equality Mark logo Commissioner Ms Renee Laiviera, Parliamentary Secretary Ms Rosianne Cutajar and Minister Dr Edward Zammit Lewis during the Equality Mark awarding ceremony ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt The Equality Mark benefits certified organisations by enhancing their ability to access the full talent pool of human resources and becoming an employer of choice; boosting profitability through improved work processes; cutting costs through higher staff retention; and increasing understanding of different customers’ needs and the ability to meet them.
67 The NCPE Equality Mark certification is awarded for a period of two years, at which point a re- certification process is carried out with those organisations that want to retain the Equality Mark.

Currently a number of organisations are going through the second re-certification process.

15 new organisations were certified with the Equality Mark in 2020, and 9 organisations went through re-certification.
2020 Certified 1st re-certification 2nd re-certification Apex Childcare Ltd. Kerber Security Ltd. AIS Group of Companies Apex Community Care Ltd. Ministry for Energy, Enterprise and Commission for the Rights of Persons Sustainable Development with Disability (CRPD) Apex Community Services Ltd. Protection Services Ltd. Mater Dei Hospital Archdiocese of Malta Medicines Authority Bad Boy Cleaning Services Ltd. National Statistics Office (NSO) Public Broadcasting Services (PBS) Simonds Farsons Cisk plc.
Baxter Malta Calamatta Cuschieri Investment Services Foundation for Medical Services (FMS) General Cleaners Co. Ltd. MeDirect Bank (Malta) plc Ministry for Transport, Infrastructure and Capital Projects National Audit Office (NAO) Professional Security Services Ltd. Resource, Recovery and Recycling Agency (RRRA) Waste Collection Ltd.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 68 Certification • Ensure that job descriptions are gender- inclusive and roles assigned are free from gender All organisations applying for the Equality Mark stereotypes are assisted by the NCPE in carrying out the necessary assessments and in identifying the best way forward for their specific organisation.
The NCPE provides guidance to organisations in implementing the necessary measures, such as drafting an Equality Policy and a Sexual Harassment Policy and putting in place or improving the availability of family-friendly measures.
• Appoint a gender equality representative within the organisation or establish a gender equality committee responsible for acting as a point of reference on equality issues • Ensure equal opportunities in accessing training, staff development activities, news and other material The Equality Mark is not a simple paper exercise and requires the whole organisation to be committed to gender equality principles in order to ensure that the necessary measures are implemented and are of benefit to all.
Top management needs to demonstrate commitment • Specify those measures that the organisation undertakes to facilitate participation from employees with caring responsibilities (including those making use of family-friendly measures) should training or other activities need to take place outside the normal working hours or to each of the standards outlined in the Equality environment Mark certification.
Companies certified with the Equality Mark: • Implement an Equality Policy and a Sexual Harassment Policy, including internal reporting procedures for cases of discrimination and sexual harassment • Implement standard operating procedures for recruitment and employment that are based on the principles of equal opportunities • Provide incentives for women and men with caring responsibilities to remain employed • Ensure that any goods and/or services supplied by the organisation are equally accessible to women and men.
Interested organisations may apply to become equal opportunity employers by contacting the NCPE to discuss the organisation’s current scenario and eligibility for the Equality Mark.

The Application Form, available on the NCPE website, needs to be submitted duly completed together with the requested documentation.
Following review, the NCPE provides feedback and assists the organisation in carrying out the necessary changes that will put it in line with the certification or return to work by offering family-friendly criteria.

measures, such as reduced hours, telework and flexitime The last step of the certification process is a gender equality audit by the NCPE at the applicant’s • Process fairly and transparently requests for premises.
family-friendly measures and keep a record of persons applying for such measures • Ensure equal pay for work of equal value ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 69 Equality Mark awarding ceremony Re-certification After the lapse of two years from certification, the NCPE reassesses the criteria and ensures that the commitments taken at certification stage are being followed.
As part of the re-certification process, the NCPE asks for the completion of two different questionnaires: one questionnaire by the employer and one questionnaire by a number of randomly chosen employees.

Some of the organisation’s employees are also required to attend a short training-session by the NCPE on gender equality.

From the replies to these questionnaires, the NCPE verifies that the organisation is upholding equality principles.
Areas for improvement are identified and brought to the attention of the company.

The NCPE notes with satisfaction that most organisations with the Equality Mark opt for re- certification and invite the NCPE to reassess their context from a gender equality perspective.

ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 70 4.
Building Knowledge and Networks 4.1 Our Conferences The International Women’s Day Conference – 4 March The International Women’s Day Conference focused on how Artificial Intelligence (AI) can perpetuate discrimination in spheres such as employment and service provision on the one hand, and on the other hand, how equality can be mainstreamed in AI.
Lecturer Dr Claudia Borg, from the Department of AI at the University of Malta, highlighted the technical aspect of AI and mentioned how algorithms could determine social outcomes and impact the lives of women and men with different life experiences.
Panel members during the International Women’s Day Conference Prof. Brenda Murphy, an Associate Professor at the Department of Gender, University of Malta, stressed that in all circumstances, discrimination risks must be prevented and mitigated with Following these presentations, a panel with representatives from employers’ associations, their trade unions, and NGOs discussed experiences in relation to AI and its impact on special attention for groups, particularly women, gender equality in Malta.
who are at higher risk of discrimination.
Mr Bernard Montebello, Human Resources Manager and Ms Greta Attard, Software Developer at the Malta Digital Innovation Authority (MDIA) delivered a presentation that focused on people’s concerns in relation to AI and Malta’s AI Vision Prepare the Ground for Economic Independence – 26 August The final conference for the project ‘Prepare the Ground for Economic Independence’ (PGEI), took and Strategy 2030, Malta’s AI Framework and place online and marked the end of this EU co- certification process, and their role vis-àvis funded project that was launched in September equality.
2018.

This innovative project addressing the ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt gender gap over our life cycle was implemented to increase awareness on both the gender pay gap and gender pension gap.

Invitations were sent out through direct e-mails to Government officials, trade unions, NGOs and the general public.

Hon.
Hon.

Minister Dr Edward Zammit Lewis kicked off the conference with an opening speech in which he held that equal economic independence is a prerequisite for women and men to be in control of their lives and that Government is fully committed to supporting this goal.

Hon.

Parliamentary Secretary Ms. Rosianne Cutajar underlined how unequal pay and gender discrimination in pay contribute to increasing the gender pay gap.
Due to this, strengthening the principle of equal pay for work of equal value 71 Ms Annalise Frantz and Ms Joana Micallef during the PGEI project final conference is a crucial prerequisite for equal economic The research study on existing equal pay tools independence for women and men, and gender in Europe, with the aim of developing a similar equality in general.
tool suitable for Malta’s labour market and tailored to the NCPE Equality Mark certification The NCPE Commissioner Ms Renee Laiviera process, was presented by KPMG Malta.
A further outlined how the gender pay gap not only research study into how European trade union weakens the economic independence of women representatives embrace the principle of equal pay while in employment but also how inequalities for women and men during collective agreement accumulate over time, leading to a significant negotiations and pass on this knowledge to local gap in pensions at retirement age.
Ms Laiviera union representatives was presented by M. Fsadni maintained that by ensuring equal pay for work & Associates.

Finally, an external evaluation of equal value, women’s earnings would increase of all the project’s activities and the resulting throughout the lifecycle, thus enhancing women’s recommendations was presented by NCP Consult economic independence during different stages SLRS.

of their life.
In her final remarks, whilst acknowledging the Ms Annalise Frantz, NCPE Senior Executive valid work undertaken, the NCPE Commissioner (Projects), explained the main aims and objectives Ms Renee Laiviera concluded that the conference of the PGEI project: to educate the relevant should be seen as an opportunity to scrutinise target groups on the gender pay gap, the gender the challenges that still need to be addressed to pension gap and inactivity, whilst empowering empower both women and men to reach their full them to act where necessary and possible, raise potential in the economic sphere.
awareness and generate discussion on these issues.

Ms Joana Micallef, PGEI Project Promoter, gave an overview of the deliverables and results of the project’s outreach activities.

ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 72 The NCPE Online Annual Conference - 19 October During its Annual Conference, held online for the first time, the NCPE highlighted its work in 2019, underlining the progress achieved and the remaining challenges towards achieving equality in specific areas.
An Equality Mark awarding ceremony was held and recorded prior to this event, and a video clip of the ceremony was shown during the Conference.

14 new companies were awarded the Equality Mark certification, six companies were re-certified for the first time, and eight companies received their second re-certification.

Moreover, nine companies received a certificate for participating in the Equal Pay Tool pilot-testing exercise.
The The NCPE Commissioner Ms Renee Laiviera during the online conference on Equal Pay Day ceremony was presided by Hon.

Minister Dr KPMG Malta gave a presentation on existing Equal Edward Zammit Lewis and Hon.

Parliamentary Pay Tools in EU Member States and referred to the Secretary Ms Rosianne Cutajar.

NCPE Equal Pay Tool; a tool suitable for Malta’s labour market and tailor-made for the NCPE In the last part of the Annual Conference, the Equality Mark certification process.
The Tool as participants were presented with the preliminary developed, is the first of its kind in Malta and is results of the NCPE survey on the distribution of a good baseline upon which to keep improving.

unpaid domestic work between women and men In fact, KPMG recommended that the Tool is during Covid-19, that raised a healthy discussion revised regularly and in a structured manner by among the participants.
continuously analysing its outcomes and the The NCPE Online Conference to mark Equal Pay Day - 26 November The NCPE’s Online Conference to mark Equal Pay Day focused on the way forward to closing the gender pay gap and ensuring equal pay for women and men.

users’ approach towards it.

Dr Rose Marie Azzopardi, Senior Lecturer, Economics Department, FEMA, University of Malta, addressed the development of a gender pay gap action plan for Malta.
She first outlined the EU’s action plan in this regard, covering the period 2017-2019.

Dr Azzopardi insisted that there is a need for clear legislation on pay transparency.

Furthermore, persuasive deterrents and stronger The NCPE Commissioner, Ms Renee Laiviera institutional support are needed to ensure fairness maintained that the gender pay gap affects and justice on equal pay.

women throughout their lifecycle, including their pension, where the gap is even wider.
Thus, A panel discussion composed of Government tackling the gender pay gap is crucial in mitigating authorities, NGOs, unions and employers’ the risk of women falling into poverty and social associations discussed tangible actions to close exclusion, particularly in later life.

the pay gap and ensure equal pay, and the role of different stakeholders in this regard.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 73 4.2 Fora and Networks The NCPE is a member of various networks, the European Union work aimed at promoting committees and boards and participates in their equality between women and men.

respective events.

European Network of Equality Bodies (Equinet) Equinet is the European Network of Equality Bodies, which are public institutions fighting discrimination at the national level.
Through Equinet, members are able to share their expertise at European level.

The Network ensures that information and knowledge flows as efficiently as possible between members in order to learn from the successes achieved and the challenges raised during the implementation of their mandate at national level.

Equinet promotes equality in Europe through supporting equality bodies to be independent and effective as valuable catalysts for more equal societies.
Created in 1981 by the European Commission Decision relating to the setting up of an Advisory Committee on Equal Opportunities for Women and Men, the Advisory Committee delivers opinions to the Commission on issues of relevance to the promotion of gender equality in the EU.

It comprises representatives of EU member states, social partners at EU level and NGOs, fostering ongoing exchanges of experiences, policies and practices between EU countries and the various parties involved.
The NCPE Commissioner was the Chair of the Advisory Committee in 2020.

European Institute for Gender Equality (EIGE) Experts’ Forum The NCPE actively participated in Equinet’s events throughout 2020 as in previous years.

The Experts’ Forum is EIGE’s advisory body.

Its principle function is to provide expertise knowledge in the field of gender equality.
The NCPE Commissioner, Ms Renee Laiviera maintained that the gender pay gap affects women throughout their lifecycle, including their pension, where the gap is even wider.

Thus, tackling the gender pay gap is crucial in mitigating the risk of women falling into poverty and social exclusion, particularly in later life.
EU Advisory Committee on Equal Opportunities between Women and Men The Advisory Committee on Equal Opportunities for Women and Men assists the European Commission in formulating and implementing It is composed of members from competent bodies specialised in gender equality issues from every EU Member State.
Each country designates both a member and an alternate and there are two members designated by the European Parliament, as well as three members designated by the European Commission and representing interested parties at the European level.

The NCPE Commissioner is a member of the EIGE Experts’ Forum.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 74 European Commission against Racism and Intolerance (ECRI) Committees and Boards ECRI is a human rights body of the Council of Committees to promote equality between men Europe, composed of independent experts, and women, equal opportunities and non- which monitors racism, xenophobia, antisemitism, discrimination that relate to a horizontal priority intolerance and discrimination on grounds such across all these programmes.
In 2020, NCPE officers sat on a number of as race, national/ethnic origin, colour, citizenship, religion and language.

It prepares country reports • Gender Representation Guidelines on developments and issues recommendations Committee (BA): The Committee was established to States under review.

in 2020 to draft guidelines to the media on ensuring fair and balanced gender representation The NCPE’s Commissioner is a member of the in discussion programmes.
The Committee is European Commission against Racism and composed of two members from the Broadcasting Intolerance (ECRI) and regularly participates in Authority (BA) and one member from the NCPE.

its work.
its work.

In 2020, the NCPE participated in the ECRI seminar on communicating the equality and • Project Selection Committee (PSC): This diversity message Collaborative Platform on social and economic rights The main objective of the Platform is to help Committee evaluates and selects project proposals submitted under the General Programme Solidarity and Management of Migration Flows.

The NCPE is a member of this Committee, providing its input from a gender perspective.
reinforce the effectiveness of the standards • Interreg Italia-Malta 2014-2020 Executive for national bodies and contribute to finding Committee: The Interreg Italia-Malta 2014-2020 responses to fundamental rights challenges in is a cross-border Programme which covers the Europe, including coordinated action on regional Maltese Islands and several regions in Sicily.

This policies.
The Platform provides an opportunity Programme aims to reinforce sustainable growth to discuss ways to ensure that the European at the cross-border level with a particular focus Social Charter (ESC) and other international on the Research & Innovation sectors, fosters human rights standards relating to economic and the competitiveness of small and medium-sized social rights are taken into account in the design enterprises, protects the environment as well as and implementation of national legislation and promotes actions which mitigate the effects of practice.
climate change whilst also addressing the area’s natural and anthropic risks.

One of the principles The Platform is composed of the Council of of the Programme is “equality between men and Europe (CoE), the European Union Fundamental women and non-discrimination”.
As part of the Rights Agency (FRA), the European Network of Executive Committee of this Programme, the National Human Rights Institutions (ENNHRI) NCPE gives feedback on the equal opportunities and the European Network of Equality Bodies section of the project proposal.

The NCPE also (Equinet).

sits on the programme’s Monitoring Committee.

The NCPE participates in the work of the Platform.


• The European Fisheries Fund Monitoring Committee: The European Fisheries Fund ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 75 (EFF) 2014-2020 contributes to realising the • PPCD - Operational Programme I and Common Fisheries Policy (CFP) objectives, which Operational Programme II: The NCPE is a member specifically consist of ensuring the conservation of the programme’s Monitoring Committee and sustainable use of marine resources.
The whose role is to monitor the effectiveness and NCPE sits on the Monitoring Committee that quality of the implementation of the Operational assesses progress in reaching the objectives Programme, in accordance with Articles 49 and of the operational programme for Malta and 110 of Regulation (EU) 1303/2013.

analyses and approves the selection criteria for the financed operations.

The NCPE’s role is to give • Asylum, Migration, Integration Fund horizontal feedback on issues related to equality.
(AMIF) 2014-2020: The AMIF is a mechanism to enhance, through financial assistance, effective • The Rural Development Programme for management of migration flows to the EU, in Malta under the European Agricultural fund for particular by sharing responsibility between Rural Development 2014-2020: The objective of Member States and strengthening cooperation this programme is to reduce economic and social with third countries.

In Malta, the programme disparities within the European Economic Area.
focuses on asylum and reception, integration, The NCPE sits on the programme’s Monitoring return and solidarity.

The NCPE sits on the Committee.

programme’s Monitoring Committee.

ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 76 5.

Financial Overview During the financial year 2020, the NCPE The NCPE focuses on the investigation of received government funding amounting complaints as per Chapter 456 of the Laws of to €403,431 (2019– €453,431).
Other income Malta as well as the promotion of equality and amounted to €6,124.

Total recurrent cost research in this context.

The NCPE regularly amounted to €406,258 (2019 – €387,588) submits a number of proposals for EU Funding so thereby registering a surplus of €3,297 for the as to be in a position to further its research and its year ending 31st December 2020.

Staff Costs training and awareness-raising activities.
During and Honoraria increased to €372,380 (2019 – 2020, the NCPE continued to implement and €342,575) representing 92% of the total costs.

completed the project ‘Preparing the Ground for Administrative costs amounted to €33,875 Economic Independence’, which commenced (2019 – €45,013).

As in previous years, these in September 2018 and was completed by the costs are being kept to a minimum.

The main end of August 2020.


It was part-financed by the administrative costs are listed hereunder: Rights, Equality and Citizenship Programme Legal and Professional fees € 13,491 Stationery, Printing and postage 6,816 Office related costs Transport Other 7,251 1,457 4,860 33,875 2014-2020.

The project total cost amounted to €221,625.

Additionally, in 2020, the NCPE commenced the project ‘Empowerment for Diversity’, which commenced in April 2020 and will end by the end of March 2022.
It will also be part-financed by the Rights, Equality and Citizenship Programme 2014-2020.

The project total budget will amount to €205,367.

ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt Looking Ahead 77 After the unexpected onset of Covid-19, the NCPE had to rapidly adapt to working under new and unprecedented conditions in order to continue fulfilling all its functions amidst a pandemic.

This new reality will, most likely, also characterise 2021.
The most important function of the NCPE is the Commissioner’s investigation of complaints of alleged discrimination or harassment.

These investigations will continue as usual with most sittings now being held online.

This ensures that despite current circumstances, victims of unlawful acts under Chapter 456 of Maltese legislation are still able to come forward and report their cases, to be independently investigated by the Commissioner.
The use of the media to promote equality gains even more importance in a context where it became harder to reach out to different social groups in person.

The NCPE will strengthen its communication strategy to ensure the effective delivery of the equality message and remain a constant presence in both social and traditional media, an area where it has already made great strides.
Training on valuing diversity and achieving equality in practice will carry on in the form of sessions to smaller groups and online training.

Policy work will remain an important pillar of the NCPE’s work, especially in a volatile context where new policies and measures responding to the impact of Covid-19 are constantly proposed and implemented.

National, European and international documents connected to the NCPE’s remit will be reviewed to include input from an equality perspective.
Important challenges and opportunities related to social inequalities will also be raised and discussed during conferences and seminars organised by the NCPE, which will primarily take place online.

Moreover, the NCPE plans to continue with its participation in both international and national fora.
The auditing of organisations applying to obtain the Equality Mark certification, as well as Equality Mark re-certification processes, will be maintained on a regular basis and we look forward to an increase in the number of organisations that are awarded this certification.

2021 will see the implementation of most of the Empowerment for Diversity (E4D) EU co-funded project activities.

A qualitative research study on the current situation in Malta regarding LGBTIQ+ discrimination will commence.
This study will be both a comparative analysis with a similar research study conducted by NCPE in 2011, as well as include updates with regards to recently adopted legislation.

A Launch Conference in the form of a soirée is planned, but it still has to be seen whether Covid-19 restrictions will allow for this format.

The second half of 2021 will include the organisation of workshops with the LGBTIQ+ community, internal capacity building and an awareness-raising campaign.
ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt 78 The NCPE may transition to a Human Rights and The Covid-19 pandemic has brought to the fore Equality Commission (HREC) in 2021 if the Bills and widened already-existing inequalities.

The establishing this entity are enacted by Parliament.

impact of the virus on health, economy and We look forward to the widening of our remit and society was not felt in the same way by everybody.
powers through the proposed legislation since Our belonging to different social groups, such as this would enhance both the Commission’s ability our gender, our sexual orientation, our age and to offer effective protection and redress to victims our ethnic origin, has had a significant bearing on of discrimination as well as better address social our experience of the pandemic.

Now more than inequalities and human rights breaches in our ever, the NCPE stays committed to ensure that society.
the equality agenda remains a national priority.

ANNUAL REPORT 2020equality@gov.mtwww.ncpe.gov.mt www.equality.gov.mtNCPE.Malta@ncpe_malta00356 2295 7850 equality@gov.mtAnnual Report2020