or economic status; 4. Calls on the Commission, the Member States and the social partners to promote gender equality in media organisations, representative bodies and training institutions, especially in their boards, and to closely monitor and follow up the progress made; 5. Considers that all media workers could benefit from the general advancement of conditions for women in the workplace; considers, however, that such improvement has not been sufficient and that inequalities remain; stresses the need for Member States and the Commission to promote and ensure the principle of equal pay in accordance with Article 157 TFEU, including by combatting the gender pay and pension gap, reducing work1, precarious ensuring accessibility to affordable and quality childcare and better work-life balance policies, and ensuring collective bargaining rights; calls on the Commission and the Member States to tackle precarious employment, including undeclared work and bogus self-employment, in order to ensure that all types of work contracts offer decent working conditions and social protection with proper social security coverage in line with the ILO Decent Work Agenda, Article 9 TFEU, the EU Charter of Fundamental Rights and the European Social Charter; 6. Believes that gender stereotypes reproduced by the media contribute to segregation in the labour market; condemns portrayals of women that diminish their human dignity, for instance through sexual objectification in broadcasting and advertising; stresses that economic arguments cannot be used as an excuse to perpetuate gender stereotyping in media content; points out that there are often far fewer women than men in the media covering the most important topics of political and economic affairs; notes, furthermore, that it is unacceptable for age and attractiveness to be the main factors determining whether a particular presenter will appear on screen or not; 7. Notes the long tradition of both freelance and permanent staff which exists in the media sector; notes that the continued digitisation of the sector has led to reduced traditional circulation and advertising revenue which impacts on the type of employment contracts offered in the sector; 8. Recommends that media organisations respect the right of women and men to benefit equally from parental leave; encourages men in particular to take paternity leave; 9. Considers that achieving equality for women at all levels, and particularly decision- making levels, in the media requires an employee-centred culture, a gender-sensitive senior management team, transparency in pay systems, gender-neutral job evaluation and classification, transparency in promotion and recruitment procedures, and effective measures to end sexual harassment; calls on the Commission to continue to monitor the correct application and enforcement of Directive 2006/54 which reverses the burden of proof for cases of discrimination on grounds of sex; 10. Notes a recent European Parliament study highlighting the growing precariousness of all forms of work; recognises a higher risk of precariousness in atypical forms of work such as fixed-term, temporary, freelance and discontinuous work in the media sector; further notes that, as is true across the labour market, women are over-represented in