# EUR-Lex - 52012SC0085 - EN

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# 52012SC0085

**COMMISSION STAFF WORKING DOCUMENT Progress on equality between women and men in 2011 /* SWD/2012/0085 */**

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Content

Part I: Progress on
equality between women and men in 2011. 3

1........... Introduction. 3

2........... Equal
economic independence. 3

3........... Equal
pay for equal work and work of equal value. 8

4........... Equality
in decision-making. 9

5........... Dignity,
integrity and ending gender-based violence. 13

6........... Gender
equality in external actions. 15

7........... Horizontal
issues. 16

Part II: Graphs and
tables. 17

1........... Graphs. 18

2........... Tables. 33

Part I: Progress on equality between
women and men in 2011

1.           Introduction

In 2011, hit by
a financial, economic and social crisis, the everyday lives of many European
citizens, men and women, have been profoundly changed and the European Union is
still facing one of its greatest challenges. The crisis and the responses to the
crisis have had different impacts on women and men. As there is high pressure
to fight the economic downturn, progress towards gender equality risks being
considered as an objective that can be postponed. However, the equal treatment
of women and men should be understood as contributing to economic success.

The present
Report on progress on equality between women and men is a part of the Strategy
for equality between women and men (2010-2015)[1]. For the first
time, this year it is annexed to the Communication on the Application of the EU
Charter of Fundamental Rights. It provides an overview of the performance and
activities organised at EU level in 2011 in the five areas of the Strategy namely: equal economic independence; equal pay for equal
work and work of equal value; equality in decision-making; dignity, integrity
and ending gender-based violence, and gender equality in external action policy.
The following dimensions are emphasised:

– 
the economic and business case for gender
equality,

– 
the efforts made to promote gender equality in
the follow-up to the Europe 2020 strategy,

– 
the consequences of the crisis and recovery
measures for women and gender equality,

– 
the advantage of tackling the gender pay gap at
EU level, both for economic growth and meeting poverty targets,

– 
the economic case for promoting a balanced
representation of women and men in economical decision-making,

– 
the human and economic costs of violence,

– 
the EU's clear commitment to gender equality
when dealing with third countries and international organisations.

In what follows,
these aspects are illustrated by examples of actions carried out at EU level
and by Member States individually. The report also provides the most recent EU
comparable statistics enabling an overview of the situation for women and men,
the changes occurring over time, and remaining gender gaps in the European
Union.

2.           Equal economic independence

With an
employment rate reaching 75.1% for men and 62.1% for women[2]
(Figure 1), it is broadly
agreed that the EU can only reach the Europe 2020 headline target (75% of the
population aged 20-64 should be employed by 2020) if there is a clear
commitment to gender equality. Twelve EU Member States[3]
have already reached the target which has been set for male employment;
however, when it comes to women, the vast majority of Member States have still
not reached the 75% target.

Figure
1: employment and unemployment rates (women and men
aged 20-64) in EU Member States – 2000-2010

Moreover, if
employment is measured in full-time equivalent[4], figures show
that, in several countries, less than half of the female workforce is employed.
The availability of childcare services seems to play an important role (Figure 2) in determining these figures.

Figure
2: Female employment and coverage of childcare services

Employment rates
of migrant women are not only substantially lower than the average employment
rate, but are also lower than the employment rates of migrant men. The latter
is what motivated the Commission, in its European Agenda for the Integration of
Third-Country Nationals, to call on Member States to address the specific needs
of migrant women,  promote their participation in the labour market and
strengthen their economic independence[5].

2.1.        Second
earners

In 2011, the EU
launched the first European Semester and adopted its first Annual Growth
Survey[6], anchored in the Europe
2020 Strategy. It highlighted the worryingly low labour market participation
rate  of second earners (the spouse who earns less in two-earner
couples). Indeed, in many Member States, financial disincentives such as tax
and benefit systems combined with excessive childcare costs make it more
attractive for the spouse with relatively lower earnings (who tend in general to be women, as can be seen in Figure 3) to choose between either inactivity
or limited activity. The labour supply of spouses is interconnected and married
women's decision to enter the labour market is often influenced by the total
income of the household. As a result, women may enter or leave the workforce
depending on family income needs. They are consequently more sensitive to
policies affecting their participation in the labour market than policies
addressing hours of work.

Figure
3: Secondary and primary earners in Europe. 
Percentage distribution of couples by share of female earnings, 2009*

- Woman earns
less/more than man if her income is below 45% / above 55% of the joint income
in the couple. Only couples with at least one working partner are considered.
Couples in which at least one partner is self-employed or retired are excluded.
Source: Bettio and Verashchagina, University of Siena, using EU-SILC 2009,
income data for 2008.

On 7 June 2011, in the context of the
Europe 2020 Strategy, the Commission made country-specific suggestions for
Council recommendations[7]. The
Commission, when addressing Member States, placed the emphasis on taking the
necessary measures in order to:

– 
promote a reconciliation of work and private
life by providing available and affordable childcare services,

– 
enable access to more flexible working
arrangements,

– 
establish adequate tax and benefit systems in
order to enhance female participation rates.

The
Commission took stock of the progress made when implementing country specific
recommendations, first at EU level in the Annual Growth Survey 2012 adopted in
November 2011[8], and then for each Member
State in the set of guidelines for next year.

2.2.        Pensions

According to a German study[9] the gender pension gap in Germany is 59.6%, meaning that women receive on average 59.6% less individual pensions than men (i.e. excluding derived entitlements like survivor’s pension). For the EU-15 the same study reveals a gap ranging between 16.8% and 46.4% (including derived entitlements).

When pension systems were initially developed, men spent a
lifetime in the labour market and women mostly stayed home. The resulting
income inequality in pensions was addressed by allowing wives to draw on their
husbands' contributions. Over recent decades, women have entered the labour
market in great numbers. However, inequalities remain and those have an impact
on the adequacy of their pensions. Women are more likely than men to be outside
the labour market at any age, to work part-time or under atypical contracts.
Career breaks often lead to a reduction in lifetime earnings[10]
and on average women earn less than men. For all these reasons, women
pensioners typically have lower pension benefits than male pensioners.

Demographic
changes in Europe (an ageing population and a shrinking working population) and
the financial and economic crises have created a major challenge for the future
of pension systems. An important trend in recent
pension reforms in Member States is to try and improve the financial
sustainability of pensions systems by tightening the link between contributions
and benefits in earnings-related pension schemes. This is done mainly through
the lengthening of contribution periods required to qualify for a full pension
and by changing the reference for the calculation of benefits from "best
years" to lifetime earnings. As a consequence, pension benefits will
increasingly depend upon the workers' entire career.

In parallel, the
gender pay gap leads to negative consequences on the reference salary generally
used when the statutory pension is calculated. This impedes women from contributing
to complementary retirement savings.

2.3.        Reconciliation
between work and private life.

Reconciling work, family and private life is still a great challenge for many European
women. The labour market participation of mothers is 12.1 percentage points
lower than that of women without children, while the rate for fathers is 8.7 percentage
points higher than that for men without children. There
was limited progress in the negotiations following the proposal for a Directive
amending Directive 92/85/EEC (Pregnant Workers Directive). The European
Parliament, in its first reading report adopted in 2010, proposed – among other
things – to raise the length of maternity leave up to 20 fully paid weeks and
to introduce a two weeks fully paid paternity leave. This has brought many
Member States to oppose the proposal. The Council has not yet adopted its first
reading position.

· In 2011, Bulgaria passed a law amending the Labour Code. The law foresees equal rights and opportunities for distance workers and gives a legal definition of distance work. The Netherlands introduced a quality mark to reward companies which are ahead in the implementation of flexible work arrangements.

Reconciliation
between work and care obligations not only concerns parents of small children.
Challenges are noticeable through the life-cycle. In some Member States,
elderly workers retire earlier so as to help their adult children in raising
their families. Women with grand-children and elderly relatives therefore
require special attention.

The Council
conclusions on the "reconciliation of work and family life as a precondition
for equal participation in the labour market"[11]
were adopted under the Polish Presidency, in the framework of the Review of the
Implementation of the Beijing Platform for Action. In this context, a report[12]
prepared by the European Institute for Gender Equality (EIGE) underlines that
increases in childcare services and fathers’ take-up of parental leave have a
positive bearing on the labour supply for main carers, who are usually women.
Both measures promote a better share of gender-equal unpaid care work. However,
changes in the labour-market (from industry to services) and short-term
macroeconomic developments may increase the share of female primary earners.

3.           Equal pay for equal work and
work of equal value

The pay gap between women and men is slowly
narrowing but remains high. Figure 4 shows that on average, women earn 16.4%[13]
less than men for every hour worked with considerable variations among Member
States. The gender pay gap (GPG) is caused by multiple factors[14],
such as labour market segregation and differences in work patterns. Differences
in educational choices and biased evaluation and pay systems also play a role.

Figure 4: Pay gap between women and men in unadjusted form 
in EU Member States - 2010

Source:
Eurostat. The unadjusted Gender Pay Gap (GPG) represents the difference between
average gross hourly earnings of male paid employees and of female paid
employees as a percentage of average gross hourly earnings of male paid employees.
EE and EL: data from 2008.  EU27, BE, IE, ES, FR, IT, CY, AT: provisional data.

The EU-wide information campaign on the GPG
launched in March 2009 was continued throughout 2011. Building on previous
achievements, results and the experience gained during the two previous years
of implementation, the current phase of the campaign further develops awareness-raising
activities. The first European Equal Pay Day took place on 5 March 2011. The
date marked the 64 days women had to work more in 2010 to earn a man’s average
annual pay. The European Equal Pay Day will be held each year and the date will
change according to the latest GPG figure. In 2012, Equal Pay Day fell on 2
March. The European Commission is planning a two-year communication campaign
aimed at attracting and retaining more women in scientific careers, at showing
them that they can have a successful career and that science can benefit from a
higher participation of women.

In Austria,since 1 March 2011  companies are obliged to present an income report. Since 1 January 2011 there is an obligation to indicate the minimum wage and, where appropriate, the possibility of overpayment in job announcements. A consequence of contravening these regulations is a first warning fine of up to 360 €. A Salary Calculator[15] was made available to the public on the website of the minister of women and civil service to compare the salary for women and men on average.

4.           Equality in decision-making

The equal
participation of women and men in decision-making processes and positions is a
prerequisite for the advancement of women and the achievement of substantive
gender equality. It is recognised as a necessary basis for effective democracy
and good governance in all fields. Even though progress has been made, the
underrepresentation of women continues to be an area of concern in many EU
Member States. The situation varies between them and is very often worse in the
corporate world.

4.1.        More
women on corporate boards as an economic and business imperative

In January 2012,
only 13.7% of board seats of EU Member States' largest publicly listed
companies[16] were filled by women (Figure 5). The pace of progress has been
slow, though there has been an improvement of 1.9 percentage points compared to
the EU average in 2010. The underrepresentation of women in leadership
positions constitutes an untapped potential source of highly qualified human
resources as evidenced by the discrepancy between the high number of female
graduates and their absence from top-level positions. The Europe 2020 Strategy
for smart, sustainable and inclusive growth leans on knowledge, competences and
innovations, i.e. human capital. One of the ways of improving Europe's
competitiveness is the equal representation of women and men in economic
decision-making positions, which contributes to a more productive and
innovative working environment and helps improve performance. In addition,
there is an increasing body of research showing that gender diversity pays off
and that there is a positive correlation between women in leadership and
business performance[17].

Moreover, a large majority of European citizens (88%) believe that,
given that women are equally competent, they should be equally represented in
positions of leadership and 75% are in favour of legislation that would ensure
a more balanced representation between women and men (under the condition that
qualification is taken into account without automatically favoring one of
either gender)[18].

2011 was an important year for gender equality in corporate
boardrooms. Vice-President Reding, Commissioner for Justice, Fundamental
Rights and Citizenship challenged business leaders to increase women’s presence
on corporate boards by self-regulation. The goal is 30% women on the boards of
the major European companies in 2015 and 40% by 2020. All EU publicly listed
companies were asked to sign the "Women on the Board Pledge for Europe"[19] and to develop their own ways of getting more women into top jobs. A
number of ministers and organisations supported this call for action,
encouraging national listed companies to make more efforts to increase women's
representation on their boards by signing the Pledge. The European
Parliament supported the Commission's approach through a resolution adopted
in July 2011[20]. In addition, four EU Member States (France, the Netherlands, Italy and Belgium) have adopted binding measures to improve the situation. Other Member
States have encouraged self-regulatory measures.

Figure
5: Share of women and men members of the highest
decision-making body of the largest publicly listed companies, 2012

In March 2012, the Commission published a report[21] showing that, one
year after the call to action, limited progress had
been made towards increasing the number of women on company boards. To identify
appropriate measures for addressing the persistent lack of gender diversity in
boardrooms of listed companies in Europe, the Commission launched a public
consultation[22] which will serve to gather views on possible action at EU level,
including legislative measures, to redress the gender imbalance on company
boards. The public consultation will run until 28 May 2012. Following this
input, the Commission will take a decision on further action later in 2012.

4.2.        Gender
balance in political decision-making: more progress is needed

Data shows that
there has been progress made towards better gender balance in parliaments
at European and national levels. The European Parliament has a better
gender composition (35% women and 65% men) than national and regional
parliaments (24% and 32% women respectively).

Figure 6: Women and men in
national Parliaments (single/lower houses), 2011

The most recent quota law for gender balance in politics is from Poland. It was passed in January 2011 and stipulates that women candidates should make up at least 35% of all electoral lists. The sanction for not complying with this requirement is a refusal from the list. The women's movement played a crucial role in getting the law passed.

From 2005 to 2011, the proportion of women
members in the Lower/Single houses of national parliaments around the EU
has risen steadly, albeit slowly, from 22% to just under 25%. Only Belgium, the Netherlands, Finland and Sweden have more than 40% of women
in their parliaments and 19 Member States still have less than the critical
mass of 30% of women in their parliaments (Figure 6). Positive developments in 2011
include the great progress made in Slovenia, where women's
representation doubled  from around 16% to 32% and in Poland where women now account for around 24% of parlamentarians (+ 4 percentage points).
Part of the progress can be pointed to quota legislation adopted in both countries
and strong campaigning from women's organisations.

There
has been an improvement in the gender composition of EU Member States governments
over time, but the pace of change remains slow in many countries. On
average, the share of women senior ministers[23]
is only around 24%[24].

Inside the EU, only Sweden achieved parity in government. Austria and Finland have more
than 40% women senior ministers. By contrast, the figure is under 10% in the
governments of Estonia, Slovenia, Czech Republic and Greece. In Hungary, there are no female senior ministers in the
government.

5.           Dignity, integrity and ending gender-based violence

5.1.        Ending
gender-based violence

Member States are taking action against violence against women (VAW). In France, the third action plan against VAW for the first time condemns gender-based workplace violence, rape and sexual assault and the use of prostitution. Many countries have also initiated campaigns: in Cyprus, 365 posters depicting all forms of VAW were showed; Denmark, inspired by Spain, introduced a film with well-known Danish football players spreading the message of eliminating VAW; the Greek campaign focused on a telephone line for victims; the slogan of the Spanish campaign was "Don't skip the signals. Choose life".

Gender-based violence
is a major violation of fundamental rights and entails a high cost for society.
The fact that there is no comparable data on violence against women in the
different Member States increases the difficulty of addressing this phenomenon.
Voices have been raised to warn against the potential threat the financial
crisis represents as it may sweep away much of the progress achieved in terms
of public expenditure for supporting victims of violence.

An important step towards the objective of
ending gender-based violence was the adoption on 18 May 2011 of a package of
measures aimed at strengthening the rights of victims of crime. The package consists of a proposal for a horizontal Directive
establishing minimum standards on the rights, support and protection of victims
of crime[25], a proposal for a
Regulation on the mutual recognition of civil
law protection measures[26] (complementing the
Directive on the European Protection Order) and a Communication setting out the
Commission's position on actions in relation to victims of crime.

This is a
general and comprehensive reform package which applies to all victims;
including women. It provides a range of measures that
should be put in place to ensure that victims receive proper treatment from the
moment they report a crime to the final outcome of criminal proceedings. A
number of measures and provisions will have a positive impact, especially on
women suffering from different forms of violent and sexual crime.

For example, the
proposal for a Directive puts in place a mechanism based on an individual need
assessment to determine whether a victim is in a situation of specific
vulnerability and needs special protection. Typically, women who are victims of
domestic and sexual violence will be considered vulnerable because of the
nature of the crime they have suffered or their relationship to / dependence on
the offender. In those cases special protection measures will be available
during their participation in criminal proceedings to ease their difficulties during
interviews, hearings and trial. Negotiations between the co-legislators are
ongoing.

Another measure
that will benefit many women is the mutual recognition of protection measures,
for example measures which aim to protect a person from harassment, stalking and
other forms of indirect coercion. It is important that protection measures issued in one Member State can be easily and speedily
be recognised in another Member State. In this way, women do not lose their
protection from a violent partner if they move or travel and they don't have to
go through heavy formalities. To this end, the proposal for a Regulation
relating to the mutual recognition of civil law protection measures will
complete the proposal for a Directive on the mutual recognition of criminal
law protection measures. Negotiations on the proposal for a Regulation have
started under the Polish Presidency and will continue under the Danish
Presidency.

A Convention on preventing and
combating violence against women and domestic violence[27]
was adopted on 7 April 2011 in the framework of the Council of Europe. The
Convention:

· 
introduces a comprehensive legal framework to
prevent and criminalise all forms of violence against women, to protect victims
and to punish perpetrators;

· 
promotes an integrated approach to violence
prevention and victims’ protection based on targeted measures according to the
type of violence and specific needs along with the involvement and cooperation
of all the relevant actors to create a safety net around the victim provided by
specifically trained professionals;

· 
urges the justice system to be more responsive.

5.2.        Health

Following the
2010 Women’s Health report[28], the Commission
presented a Men’s Health report in 2011[29] showing that
both men and women's perspectives should be taken into account in developing
health policy. Although men’s overall life expectancy in Europe as a whole is
increasing (Figure 7), some
Member States have seen a reversal of this trend in the past decade. Life
expectancy is lower for men than for women across the EU, a difference that
ranges from 11.2 years for Lithuania to 4.1 years in Sweden. A key message of
the report is that there are high levels of premature morbidity and mortality
in men, due to lifestyle choices and risk-taking behaviours. In all Member
States, men who live in poor material and social conditions are likely to eat
less healthily, exercise less, be overweight or obese, drink more alcoholic
beverages and be more likely to smoke, engage in substance abuse (or drug
abuse) and have more high-risk sexual behaviour than women. The report also
concludes that a man's poorer knowledge and awareness of health issues
underlines the need for targeted health information aimed at men.

Figure
7: Life expectancy at birth in EU Member States - 2009

6.           Gender
equality in external actions

The Gender Inequality Index was designed by the United Nations
Development Programme (UNDP) to show the loss in human development due to
inequality between women and men. It measures women’s disadvantages in three
dimensions: reproductive health, empowerment and the labour market[30].
It shows that Norway, Australia and New Zealand have achieved the highest
degree of gender equality and that Ireland, The Netherlands, Sweden and Germany are among the ten countries that score highest in
the world. Indeed, the EU has been at the forefront of gender equality policy
and has also contributed to promoting gender equality beyond its borders.

In January 2011,
the Human Rights and Democracy Department of the European External
Action Service (EEAS) was established. The Department strives for consistency
between internal and external policies. This is of particular relevance in the
field of human rights and as regards the promotion of gender equality and the
empowerment of women. It shows how EU achievements related to gender equality
and women’s empowerment have a global dimension. Specific gender focus points
have been selected in more than seventy EU-delegations around the world and a
growing number of delegations in partner countries are engaging in dialogue
with a strong gender equality component. For instance, in India, 40% of the Multiannual Indicative Programme is allocated to education with a strong gender
equality component. The EU continues to actively
promote women's human rights through human rights dialogues and consultations
with partner countries, such as the African Union, the EU candidate
countries, Canada, China, Indonesia, Japan, the
Republic of Moldova, New Zealand, South Africa, Turkmenistan
and Uzbekistan.

Implementing the EU Guidelines on
Violence against Women and Girls and Combating All Forms of Discrimination
against them[31] is an important part EU Delegations' mission. By the end of 2010,
more than 130 delegations had reported on the guidelines, a vast majority
having identified concrete actions to be implemented in their countries of
residence. The EEAS continues to contribute to their
implementation through the thematic European Instrument for Democracy and Human
Rights (EIDHR) programme. From October 2011 until January 2012, the EEAS will
launch regional campaigns about women's participation in politics (North Africa
and Middle East) and forced/early marriages (Asia).

Gender Equality is essential for growth and poverty reduction and is
key to reaching the Millennium Development Goals. This is why the EU
development policy contains a strong commitment to accelerating progress in
this important area. For the period 2007 - 2013, the EU external co-operation
in the field of gender equality and women empowerment is financed not only - as
cross cutting issues - through geographical instruments (European Development
Fund, Development Cooperation Instrument and European Neighbourhood and
Partnership Instrument) at national and regional level but also by thematic
instruments, such as the "Investing in People" programme and the
"Instrument for Democracy and Human Rights". The focus is on gender
equality and women empowerment, and the aim is to achieve equal rights
(political, economic, employment, social and cultural right) for all; equal
access to and control over resources for women and men; equal opportunities to
achieve political and economic influence for women and men. The first report on
the implementation of the Action Plan on Gender Equality and Women's
Empowerment[32] was published in 2011.
It gives a clear idea of what is being done in partner countries by the EU
Delegations and the Member States to promote gender equality and women's
empowerment.

The priority theme of the 55th session (2011) chosen by
the United Nations Commission on the Status of Women (CSW) was "Access
and participation of women and girls to education, training, science and
technology, including for the promotion of women's equal access to full
employment and decent work" and conclusions[33]
were agreed that reflect the EU gender equality acquis.

7.           Horizontal issues

The Strategy for Equality between women and men commits the
Commission to implementing gender mainstreaming as an integral part its policy
making. It stipulates that the next EU Multiannual Financial Framework (MFF)
will provide the support necessary to implement the actions foreseen in the
Strategy after 2013. In May 2011, the Advisory Committee on equal opportunities
between women and men adopted an opinion on key recommendations for the future
funding programmes covering the period of 2014-2020.

The Commission has adopted legislative proposals for the future budget
programs. Gender equality is included in the Rights and Citizenship programme[34]. The objective of this program is to promote and protect the rights
of persons and in particular the principles of non- discrimination and equality
between women and men. The proposal will be discussed
with the Council and with the European Parliament in 2012.

Part II: Graphs and tables

This part gives
an overview of the situation of women and men, its evolution over time, and
remaining gender gaps in the European Union.

Given the
importance of a broad approach to gender equality, indicators have been chosen
according to two main criteria: their relevance in covering aspects of the
lives of women and men, and the availability of comparable and reliable data.
Some indicators have been developed in the framework of the annual review of
the Beijing Platform for Action and others by the Commission for monitoring
progress in different policy areas, such as employment, social inclusion,
education and research. The Europe 2020 indicators are also proposed where sex
disaggregated statistics are available. If nothing else is mentioned, the
source of the data is Eurostat.

1.           Graphs

1.1.        Europe 2020 indicators

Figure 8 – Employment rates (women and men aged 20-64) in EU Member States –
2010

Figure 9 – Early leavers from education and
training in EU Member States – 2010 (Percentage of
the population aged 18-24 with at most lower secondary education and not in
further education or training)

Figure
10 – Tertiary
educational attainment by sex, age group 30-34 – 2010

Figure
11 - People
at-risk-of-poverty or social exclusion – 2010

1.2.        Employment

Figure
12 – Employment
rates of older workers (women and men aged 55-64) in EU Member States – 2010

Figure 13 – Unemployment rates (women and men aged 15 years and over) in EU
Member States – 2011

Figure 14 – Share of part-time workers in total employment (persons aged 15
and over) in EU Member States – 2010

Figure
15 – Employment
rates of men and women aged 15-64, measured in full time equivalent in EU
Member States – 2010

Figure 16 – Inactivity and part-time work among women due to the lack of care
services for children and other dependent persons (% of total female population
having care responsibilities) – 2010

Figure
17 – Employment
rates of men aged 25-49, depending on whether they have children (under 12) –
2010

Figure 18 – Employment rates of women aged 25-49, depending on whether they
have children (under 12) – 2010

Figure 19 – Employment impact of parenthood for women and men (aged 25-49) – 2010
(Difference in percentage points in employment rates with presence of a child
under 12 and without the presence of any children)

Figure 20 – Gender segregation in occupations and in economic sectors in EU
Member States – 2010

Figure 21 – Pay gap between women and men in unadjusted form in EU Member
States – 2010

Source:
Eurostat. The unadjusted Gender Pay Gap (GPG) represents the difference between
average gross hourly earnings of male paid employees and of female paid
employees as a percentage of average gross hourly earnings of male paid
employees. EE and EL: data from 2008.  EU27, BE, IE, ES, FR, IT, CY, AT: provisional
data.

1.3.        Education

Figure
22 – Educational
attainment (at least upper secondary level) of women and men aged 20-24, in EU
Member States – 2010

1.4.        Poverty

Figure 23 – At-risk-of-poverty rate after social transfers for older people
(women and men aged 65 years and over) in EU Member States – 2010

1.5.        Health
and demography

Figure 24 – Life expectancy at birth in EU Member States – 2009

Figure 25 – Healthy life years in EU Member States – 2009

1.6.        Decision
making

Figure 26 – Members of boards of largest publicly quoted companies – 2012

Figure 27 – Presidents of the highest decision-making body of the largest
publicly quoted companies – 2012

Figure 28 – Leaders of businesses – 2010

Figure 29 – Senior ministers in national governments – 2011

Figure
30 – Members of
regional assemblies – 2011

Figure 31 – Members of single / lower houses
in national parliaments – 2011

2.           Tables

2.1.        Europe 2020 indicators

Table 1 – Employment rates (women and men aged 20-64) in EU Member States –
2005 and 2010

|| Women || Men || Gap

|| 2005 || 2010 || 2005 || 2010 || 2005 || 2010

EU-27 || 60 || 62.1 || 76 || 75.1 || -16 || -13

Belgium || 58.6 || 61.6 || 74.3 || 73.5 || -15.7 || -11.9

Bulgaria || 57.1 || 61.7 || 66.8 || 69.1 || -9.7 || -7.4

Czech Republic || 61.3 || 60.9 || 80.1 || 79.6 || -18.8 || -18.7

Denmark || 73.7 || 73.1 || 82.3 || 79 || -8.6 || -5.9

Germany || 63.1 || 69.6 || 75.6 || 80.1 || -12.5 || -10.5

Estonia || 69 || 65.7 || 75.4 || 67.7 || -6.4 || -2

Ireland || 62.4 || 60.4 || 82.8 || 69.4 || -20.4 || -9

Greece || 49.6 || 51.7 || 79.8 || 76.2 || -30.2 || -24.5

Spain || 54.4 || 55.8 || 79.9 || 69.1 || -25.5 || -13.3

France || 63.7 || 64.7 || 75.3 || 73.7 || -11.6 || -9

Italy || 48.4 || 49.5 || 74.8 || 72.8 || -26.4 || -23.3

Cyprus || 63.8 || 68.5 || 85.5 || 82.5 || -21.7 || -14

Latvia || 65.7 || 64.9 || 75.4 || 65.1 || -9.7 || -0.2

Lithuania || 66.6 || 65.1 || 74.9 || 63.6 || -8.3 || 1.5

Luxembourg || 58.4 || 62 || 79.4 || 79.2 || -21 || -17.2

Hungary || 55.6 || 55 || 69.2 || 66 || -13.6 || -11

Malta || 35.1 || 41.6 || 80.6 || 77.8 || -45.5 || -36.2

Netherlands || 67.6 || 70.8 || 82.4 || 82.8 || -14.8 || -12

Austria || 64.9 || 69.6 || 78.5 || 80.2 || -13.6 || -10.6

Poland || 51.7 || 57.7 || 65.1 || 71.6 || -13.4 || -13.9

Portugal || 66 || 65.6 || 78.7 || 75.4 || -12.7 || -9.8

Romania || 56.9 || 55.9 || 70.4 || 70.8 || -13.5 || -14.9

Slovenia || 66.2 || 66.5 || 75.8 || 74 || -9.6 || -7.5

Slovakia || 56.7 || 57.4 || 72.5 || 71.9 || -15.8 || -14.5

Finland || 70.8 || 71.5 || 75.1 || 74.5 || -4.3 || -3

Sweden || 75.5 || 75.7 || 80.7 || 81.7 || -5.2 || -6

United Kingdom || 68.5 || 67.9 || 82 || 79.3 || -13.5 || -11.4

Source: Eurostat, Labour Force Survey (LFS), annual averages.

Table 2 – Early leavers from education and training in EU Member States –
2010

|| Women || Men

EU-27 || 12.1 || 16

Belgium || 10 || 13.8

Bulgaria || 14.5 || 13.2

Czech Republic || 4.8 || 4.9

Denmark || 7.5 || 13.6

Germany || 11 || 12.7

Estonia || : || 15.2

Ireland || 8.4 || 12.6

Greece || 10.8 || 16.5

Spain || 23.1 || 33.5

France || 10.3 || 15.4

Italy || 15.4 || 22

Cyprus || 9.8 || 16.2

Latvia || 9.4 || 17.2

Lithuania || 6.2 || 9.9

Luxembourg || 6 || 8

Hungary || 9.5 || 11.5

Malta || 32.4 || 41

Netherlands || 7.9 || 12.2

Austria || 8.2 || 8.4

Poland || 3.5 || 7.2

Portugal || 24.6 || 32.7

Romania || 18.2 || 18.6

Slovenia || 3.3 || 6.4

Slovakia || 4.9 || 4.6

Finland || 9 || 11.6

Sweden || 8.5 || 10.9

United Kingdom || 14 || 15.8

Source: Eurostat,
Education statistics. EE: women: unreliable or uncertain data.

Table
3 – Tertiary
educational attainment by sex, age group 30-34 – 2010

|| Women || Men

EU-27 || 37.2 || 30.0

Belgium || 50.0 || 39.0

Bulgaria || 35.5 || 20.7

Czech Republic || 22.3 || 18.6

Denmark || 52.1 || 42.2

Germany || 29.7 || 29.9

Estonia || 47.7 || 32.2

Ireland || 55.3 || 44.4

Greece || 31.4 || 25.7

Spain || 45.9 || 35.7

France || 47.7 || 39.3

Italy || 24.2 || 15.5

Cyprus || 48.9 || 41.3

Latvia || 41.4 || 23.4

Lithuania || 51.2 || 36.3

Luxembourg || 47.4 || 44.8

Hungary || 30.7 || 21.0

Malta || 22.7 || 14.6

Netherlands || 44.4 || 38.4

Austria || 24.5 || 22.5

Poland || 40.8 || 29.8

Portugal || 29.4 || 17.7

Romania || 19.6 || 16.7

Slovenia || 44.0 || 26.4

Slovakia || 26.2 || 18.2

Finland || 54.0 || 37.7

Sweden || 52.1 || 39.8

United Kingdom || 45.1 || 40.9

Source: Eurostat, Education statistics.

Table
4 – People
at-risk-of-poverty or social exclusion – 2010

|| Women || Men

EU-27 || 24.5 || 22.3

Belgium || 21.7 || 20.0

Bulgaria || 43.3 || 39.8

Czech Republic || 16.0 || 12.7

Denmark || 19.0 || 17.7

Germany || 20.9 || 18.6

Estonia || 22.0 || 21.5

Ireland || 30.5 || 29.3

Greece || 29.3 || 26.0

Spain || 26.1 || 24.9

France || 20.0 || 18.5

Italy || 26.3 || 22.6

Cyprus || 25.4 || 22.6

Latvia || 38.5 || 37.6

Lithuania || 33.8 || 32.9

Luxembourg || 17.7 || 16.5

Hungary || 30.3 || 29.4

Malta || 21.5 || 19.7

Netherlands || 16.0 || 14.1

Austria || 18.4 || 14.7

Poland || 28.5 || 27.0

Portugal || 25.8 || 24.8

Romania || 42.1 || 40.8

Slovenia || 20.1 || 16.5

Slovakia || 21.6 || 19.6

Finland || 17.7 || 16.0

Sweden || 16.6 || 13.4

United Kingdom || 24.2 || 22.1

The indicator on
people at-risk of social exclusion is defined as the share of the population in
at least one of the following three conditions: 1) at risk of poverty, meaning
below the poverty threshold, 2) in a situation of severe material deprivation,
3) living in a household with very low work intensity.

2.2.        Employment

Table
5 – Employment
rates of older workers (women and men aged 55-64) in EU Member States –
2005-2010

|| Women || Men || Gender gap

|| 2005 || 2010 || 2005 || 2010 || 2005 || 2010

EU 27 || 33.6 || 38.6 || 51.6 || 54.6 || -18.0 || -16.0

Belgium || 22.1 || 29.2 || 41.7 || 45.6 || -19.6 || -16.4

Bulgaria || 25.5 || 37.7 || 45.5 || 50.3 || -20.0 || -12.6

Czech Republic || 30.9 || 35.5 || 59.3 || 58.4 || -28.4 || -22.9

Denmark || 53.5 || 52.5 || 65.6 || 62.7 || -12.1 || -10.2

Germany || 37.6 || 50.5 || 53.6 || 65.0 || -16.0 || -14.5

Estonia || 53.7 || 54.9 || 59.3 || 52.2 || -5.6 || 2.7

Ireland || 37.3 || 42.0 || 65.7 || 58.1 || -28.4 || -16.1

Greece || 25.8 || 28.9 || 58.8 || 56.5 || -33.0 || -27.6

Spain || 27.4 || 33.2 || 59.7 || 54.7 || -32.3 || -21.5

France || 35.7 || 37.4 || 41.5 || 42.1 || -5.8 || -4.7

Italy || 20.8 || 26.2 || 42.7 || 47.6 || -21.9 || -21.4

Cyprus || 31.5 || 43.0 || 70.8 || 71.2 || -39.3 || -28.2

Latvia || 45.2 || 48.7 || 55.2 || 47.6 || -10.0 || 1.1

Lithuania || 41.7 || 45.8 || 59.1 || 52.3 || -17.4 || -6.5

Luxembourg || 24.9 || 31.3 || 38.3 || 47.7 || -13.4 || -16.4

Hungary || 26.7 || 30.1 || 40.6 || 39.6 || -13.9 || -9.5

Malta || 12.4 || 13.0 || 50.8 || 47.9 || -38.4 || -34.9

Netherlands || 35.2 || 42.8 || 56.9 || 64.5 || -21.7 || -21.7

Austria || 22.9 || 33.7 || 41.3 || 51.6 || -18.4 || -17.9

Poland || 19.7 || 24.2 || 35.9 || 45.3 || -16.2 || -21.1

Portugal || 43.7 || 43.5 || 58.1 || 55.7 || -14.4 || -12.2

Romania || 33.1 || 33.0 || 46.7 || 50.3 || -13.6 || -17.3

Slovenia || 18.5 || 24.5 || 43.1 || 45.5 || -24.6 || -21.0

Slovakia || 15.6 || 28.7 || 47.8 || 54.0 || -32.2 || -25.3

Finland || 52.7 || 56.9 || 52.8 || 55.6 || -0.1 || 1.3

Sweden || 66.7 || 66.7 || 72.0 || 74.2 || -5.3 || -7.5

United Kingdom || 48.0 || 49.5 || 65.9 || 65.0 || -17.9 || -15.5

Source: Eurostat,
Labour Force Survey (LFS), annual averages.

Table
6 – Unemployment
rates (women and men aged 15 years and over) in EU Member States – 2006 and
2011

|| Women || Men

|| 2006 || 2011 || 2006 || 2011

EU-27 || 9.0 || 9.7 || 7.6 || 9.5

Belgium || 9.3 || 7.2 || 7.4 || 7.2

Bulgaria || 9.3 || 10.0 || 8.7 || 12.1

Czech Republic || 8.9 || 7.9 || 5.8 || 5.9

Denmark || 4.5 || 7.5 || 3.3 || 7.7

Germany || 10.2 || 5.7 || 10.3 || 6.2

Estonia || 5.6 || : || 6.2 || :

Ireland || 4.2 || 10.6 || 4.6 || 17.4

Greece || 13.6 || : || 5.6 || :

Spain || 11.6 || 22.2 || 6.3 || 21.2

France || 10.1 || 10.3 || 8.5 || 9.1

Italy || 8.8 || : || 5.4 || :

Cyprus || 5.4 || 7.7 || 3.9 || 7.8

Latvia || 6.2 || : || 7.4 || :

Lithuania || 5.4 || : || 5.8 || :

Luxembourg || 6.0 || 6.4 || 3.6 || 3.6

Hungary || 7.8 || 10.8 || 7.2 || 11.0

Malta || 8.6 || 6.9 || 6.1 || 6.1

Netherlands || 5.0 || 4.4 || 3.9 || 4.5

Austria || 5.2 || 4.2 || 4.3 || 4

Poland || 14.9 || 10.4 || 13.0 || 9

Portugal || 9.3 || 13.0 || 7.9 || 12.4

Romania || 6.1 || 6.7 || 8.2 || 7.8

Slovenia || 7.2 || 7.9 || 4.9 || 8.2

Slovakia || 14.7 || 13.3 || 12.3 || 13.4

Finland || 8.1 || 7.1 || 7.4 || 8.4

Sweden || 7.2 || 7.5 || 6.9 || 7.6

United Kingdom || 4.9 || : || 5.8 || :

Source: Eurostat, Labour Force Survey (LFS), annual
averages. UK, LT, LV, IT, EL, EE: not available

Table
7 – Share of
part-time workers in total employment (persons aged 15 and over) in EU Member
States – 2005 and 2010

|| Women || Men

|| 2005 || 2010 || 2005 || 2010

EU-27 || 30.9 || 31.9 || 7.4 || 8.7

Belgium || 40.5 || 42.3 || 7.6 || 9.0

Bulgaria || 2.5 || 2.6 || 1.7 || 2.2

Czech Republic || 8.6 || 9.9 || 2.1 || 2.9

Denmark || 33.0 || 39.0 || 12.7 || 15.2

Germany || 43.8 || 45.5 || 7.8 || 9.7

Estonia || 10.6 || 14.5 || 4.9 || 7.1

Ireland || 31.8 || 34.7 || 6.4 || 11.8

Greece || 9.3 || 10.4 || 2.3 || 3.7

Spain || 24.2 || 23.2 || 4.5 || 5.4

France || 30.3 || 30.1 || 5.8 || 6.7

Italy || 25.6 || 29.0 || 4.6 || 5.5

Cyprus || 14.0 || 12.7 || 5.0 || 6.5

Latvia || 10.4 || 11.4 || 6.3 || 7.8

Lithuania || 9.1 || 9.3 || 5.1 || 6.7

Luxembourg || 38.2 || 36.0 || 2.5 || 4.0

Hungary || 5.8 || 8.0 || 2.7 || 3.9

Malta || 21.1 || 25.0 || 4.5 || 6.0

Netherlands || 75.1 || 76.5 || 22.6 || 25.4

Austria || 39.3 || 43.8 || 6.1 || 9.0

Poland || 14.3 || 11.5 || 8.0 || 5.7

Portugal || 16.2 || 15.5 || 7.0 || 8.2

Romania || 10.5 || 11.4 || 10.0 || 10.6

Slovenia || 11.1 || 14.7 || 7.2 || 8.6

Slovakia || 4.1 || 5.4 || 1.3 || 2.8

Finland || 18.6 || 19.6 || 9.2 || 10.0

Sweden || 39.6 || 40.4 || 11.5 || 14.0

United Kingdom || 42.6 || 43.3 || 10.4 || 12.6

Source: Eurostat, Labour Force Survey (LFS), annual averages

Table
8 – Employment
rates (women and men aged 15-64) measured in full-time equivalent rates, in EU
Member States – 2010

|| Women || Men || Gender gep

EU-27 || 49.9 || 68.0 || -18.1

Belgium || 47.4 || 65.8 || -18.4

Bulgaria || 55.9 || 62.5 || -6.6

Czech Republic || 54.3 || 73.2 || -18.9

Denmark || 60.3 || 70.5 || -10.2

Germany || 50.9 || 72.8 || -21.9

Estonia || 58.1 || 60.3 || -2.2

Ireland || 47.0 || 60.9 || -13.9

Greece || 46.0 || 70.7 || -24.7

Spain || 46.6 || 63.4 || -16.8

France || 53.3 || 66.6 || -13.3

Italy || 40.7 || 66.4 || -25.7

Cyprus || 59.5 || 75.5 || -16.0

Latvia || 57.7 || 58.1 || -0.4

Lithuania || 57.8 || 56.3 || 1.5

Luxembourg || 48.5 || 72.4 || -23.9

Hungary || 49.3 || 59.9 || -10.6

Malta || 35.3 || 72.1 || -36.8

Netherlands || 45.1 || 71.4 || -26.3

Austria || 53.1 || 74.8 || -21.7

Poland || 51.3 || 65.7 || -14.4

Portugal || 58.2 || 69.6 || -11.4

Romania || 50.7 || 64.6 || -13.9

Slovenia || 59.0 || 68.2 || -9.2

Slovakia || 51.3 || 64.6 || -13.3

Finland || 61.8 || 67.0 || -5.2

Sweden || 61.9 || 72.3 || -10.4

United Kingdom || 50.9 || 70.4 || -19.5

Source: Eurostat, Labour Force Survey (LFS), annual averages

Table
9 – Inactivity
and part-time work among women due to the lack of care services for children
and other dependent persons (% of total female population having care
responsibilities) – 2010

EU-27 || 28.3

Belgium || 44.9

Bulgaria || 31.3

Czech Republic || 16.7

Germany || 45.9

Estonia || 12.2

Ireland || 49.1

Greece || 68.6

Spain || 59.2

France || 14.0

Italy || 18.0

Cyprus || 33.4

Latvia || 86.5

Lithuania || 38.3

Luxembourg || 22.1

Hungary || 35.1

Netherlands || 3.7

Austria || 15.7

Poland || 40.1

Portugal || 29.4

Romania || 92.5

Slovenia || 40.2

Slovakia || 11.0

Finland || 7.5

Sweden || 6.5

United Kingdom || 29.6

Source:
Eurostat - Labour Force Survey

No data
available for DK and MT

Table
10 – Employment
rates of men and women aged 25-49, depending on whether they have children
(under 12) – 2010

|| Women || Men

|| Without children || With children || Gap || Without children || With children || Gap

EU-27 || 76.8 || 64.7 || -12.1 || 81.0 || 89.7 || 8.7

Belgium || 78.5 || 72.4 || -6.1 || 83.0 || 91.4 || 8.4

Bulgaria || 77.5 || 64.8 || -12.6 || 76.7 || 83.0 || 6.3

Czech Republic || 86.0 || 54.4 || -31.6 || 88.6 || 95.5 || 6.9

Germany || 83.8 || 64.5 || -19.3 || 85.0 || 91.7 || 6.7

Estonia || 81.9 || 62.6 || -19.2 || 73.5 || 82.4 || 8.9

Ireland || 76.0 || 57.2 || -18.8 || 71.2 || 80.0 || 8.8

Greece || 66.1 || 58.2 || -7.8 || 82.1 || 93.0 || 11.0

Spain || 68.1 || 60.1 || -8.0 || 71.9 || 81.5 || 9.5

France || 81.3 || 72.3 || -9.0 || 83.7 || 91.7 || 8.0

Italy || 62.7 || 54.7 || -8.0 || 78.7 || 90.8 || 12.1

Cyprus || 81.7 || 73.1 || -8.6 || 85.2 || 93.9 || 8.7

Latvia || 77.9 || 69.6 || -8.4 || 69.6 || 81.0 || 11.3

Lithuania || 78.2 || 74.9 || -3.2 || 67.1 || 80.2 || 13.1

Luxembourg || 78.8 || 69.4 || -9.4 || 90.6 || 95.6 || 5.0

Hungary || 78.2 || 49.3 || -28.8 || 77.1 || 84.5 || 7.5

Malta || 59.4 || 42.6 || -16.7 || 86.4 || 94.9 || 8.5

Netherlands || 82.8 || 78.2 || -4.6 || 88.2 || 94.1 || 5.9

Austria || 85.5 || 72.8 || -12.7 || 87.6 || 92.7 || 5.1

Poland || 78.6 || 66.8 || -11.8 || 79.5 || 91.8 || 12.3

Portugal || 76.5 || 74.6 || -1.9 || 79.8 || 91.2 || 11.5

Romania || 70.8 || 66.3 || -4.5 || 80.0 || 86.5 || 6.5

Slovenia || 83.0 || 84.9 || 1.9 || 81.9 || 94.1 || 12.2

Slovakia || 80.4 || 53.7 || -26.7 || 78.4 || 89.4 || 11.0

Finland || 84.1 || 71.4 || -12.7 || 80.6 || 92.4 || 11.8

United Kingdom || 81.9 || 65.6 || -16.3 || 83.0 || 90.5 || 7.5

Source: Eurostat, European Labour Force
Survey, annual averages

No data available for DE and SE

Table
11 – Gender
segregation in occupations and in economic sectors in EU Member States – 2010

|| Gender segregation in occupations || Gender segregation in economic sectors

Belgium || 25.4 || 19.5

Bulgaria || 29.0 || 21.2

Czech Republic || 28.3 || 20.9

Denmark || 25.8 || 19.6

Germany || 26.0 || 19.3

Estonia || 30.7 || 25.7

Ireland || 26.3 || 21.4

Greece || 21.8 || 16.0

Spain || 26.7 || 20.6

France || 26.0 || 19.1

Italy || 24.7 || 19.7

Cyprus || 28.8 || 19.9

Latvia || 28.2 || 24.5

Lithuania || 28.8 || 21.9

Luxembourg || 23.4 || 16.0

Hungary || 27.8 || 20.9

Malta || 23.7 || 16.0

Netherlands || 25.0 || 19.4

Austria || 25.9 || 19.3

Poland || 26.1 || 20.6

Portugal || 26.5 || 21.4

Romania || 22.5 || 17.1

Slovenia || 25.8 || 19.0

Slovakia || 31.1 || 25.2

Finland || 28.6 || 23.7

Sweden || 26.1 || 21.6

United Kingdom || 24.3 || 19.4

Source: Eurostat, EU LFS. Gender segregation in
occupations is calculated as the average national share of employment for women
and men applied to each occupation; differences are added up to produce the
total amount of gender imbalance expressed as a proportion of total employment
(ISCO classification).

Table
12 – Pay gap
between women and men in unadjusted form in EU Member States – 2010

EU-27 || 16.4

Belgium || 8.8

Bulgaria || 15.7

Czech Republic || 25.5

Denmark || 16

Germany || 23.1

Estonia || 27.6

Ireland || 12.6

Greece || 22

Spain || 16.7

France || 16

Italy || 5.5

Cyprus || 21

Latvia || 17.6

Lithuania || 14.6

Luxembourg || 12

Hungary || 17.6

Malta || 6.1

Netherlands || 18.5

Austria || 25.5

Poland || 1.9

Portugal || 12.8

Romania || 12.5

Slovenia || 4.4

Slovakia || 20.7

Finland || 19.4

Sweden || 15.8

United Kingdom || 19.5

Source: Eurostat, The unadjusted Gender Pay Gap
(GPG) represents the difference between average gross hourly earnings of male
paid employees and of female paid employees as a percentage of average gross
hourly earnings of male paid employees.

EE and EL: data
from 2008, EU-27, BE, IE, ES, FR, IT, CY and AT: provisional data.

2.3.        Education

Table
13 – Educational
attainment (at least upper secondary level) of women and men aged 20-24 in EU
Member States – 2010

|| Women || Men

EU-27 || 81.8 || 76.2

Belgium || 84.7 || 80.3

Bulgaria || 83.6 || 85.0

Czech Republic || 92.8 || 91.1

Denmark || 75.6 || 61.4

Germany  || 76.7 || 72.2

Estonia || 89.5 || 76.9

Ireland || 90.6 || 85.3

Greece || 87.2 || 79.5

Spain || 67.9 || 54.7

France || 85.8 || 79.8

Italy || 80.2 || 72.6

Cyprus || 89.0 || 83.2

Latvia || 85.9 || 74.1

Lithuania || 89.7 || 84.2

Luxembourg || 78.7 || 67.9

Hungary || 85.9 || 82.0

Malta || 60.8 || 47.0

Netherlands || 81.6 || 73.7

Austria || 86.2 || 84.9

Poland || 93.8 || 88.4

Portugal || 62.7 || 54.8

Romania || 78.8 || 77.7

Slovenia || 92.8 || 86.1

Slovakia || 93.1 || 93.2

Finland || 85.6 || 82.8

Sweden || 86.9 || 84.9

United Kingdom || 82.0 || 78.9

Source: Eurostat, Education statistics

LU, MT and NL:
provisional data.

2.4.        Poverty

Table
14 –
At-risk-of-poverty rate after social transfers for older people (women and men
aged 65 years and over) in EU Member States – 2010

|| Women || Men

EU-27 || 18.1 || 12.9

Belgium || 20 || 18.7

Bulgaria || 37.2 || 24.9

Czech Republic || 10.3 || 2.1

Denmark || 18.5 || 16.8

Germany || 15.9 || 12.1

Estonia || 18.6 || 8

Ireland || 10.3 || 10.9

Greece || 23.3 || 18.8

Spain || 23.1 || 19.9

France || 10.8 || 8

Italy || 19.5 || 12.6

Cyprus || 47.5 || 42.5

Latvia || 21.6 || 12.9

Lithuania || 11.2 || 8.1

Luxembourg || 6.3 || 5.5

Hungary || 4.8 || 2.8

Malta || 17.5 || 20.4

Netherlands || 6.3 || 5.5

Austria || 18.7 || 10.4

Poland || 16.8 || 9.9

Portugal || 23.5 || 17.5

Romania || 20.7 || 10.9

Slovenia || 27.1 || 9.5

Slovakia || 10.1 || 3.9

Finland || 22.7 || 12.2

Sweden || 21.6 || 7.8

United Kingdom || 24.5 || 17.6

Source: Eurostat, SILC

2.5.        Health
and demography

Table
15 – Life
expectancy at birth in EU Member States – 2009

|| Women || Men || Gender gap ||

EU-27 || 82.4 || 76.4 || 6

Belgium || 82.8 || 77.3 || 5.5

Bulgaria || 77.4 || 70.1 || 7.3

Czech Republic || 80.5 || 74.2 || 6.3

Denmark || 81.1 || 76.9 || 4.2

Germany || 82.8 || 77.8 || 5

Estonia || 80.2 || 69.8 || 10.4

Ireland || 82.5 || 77.4 || 5.1

Greece || 82.7 || 77.8 || 4.9

Spain || 84.9 || 78.6 || 6.3

France || 85 || 78 || 7

Italy || 84.5 || 79.1 || 5.4

Cyprus || 83.6 || 78.6 || 5

Latvia || 78 || 68.1 || 9.9

Lithuania || 78.7 || 67.5 || 11.2

Luxembourg || 83.3 || 78.1 || 5.2

Hungary || 78.4 || 70.3 || 8.1

Malta || 82.7 || 77.9 || 4.8

Netherlands || 82.9 || 78.7 || 4.2

Austria || 83.2 || 77.6 || 5.6

Poland || 80.1 || 71.5 || 8.6

Portugal || 82.6 || 76.5 || 6.1

Romania || 77.4 || 69.8 || 7.6

Slovenia || 82.7 || 75.9 || 6.8

Slovakia || 79.1 || 71.4 || 7.7

Finland || 83.5 || 76.6 || 6.9

Sweden || 83.5 || 79.4 || 4.1

United Kingdom || 82.5 || 78.3 || 4.2

Source: Eurostat.

EU 27 and IT: data from 2008

Table
16 - Healthy life
years in EU Member States – 2009

|| Women || Men

EU-27 || 61.6 || 60.9

Belgium || 63.5 || 63.7

Bulgaria || 65.6 || 61.9

Czech Republic || 62.5 || 60.9

Denmark || 60.4 || 61.8

Germany || 57.7 || 56.7

Estonia || 59 || 54.8

Ireland || 65.2 || 63.7

Greece || 60.9 || 60.2

Spain || 61.9 || 62.6

France || 63.2 || 62.5

Italy || 61.2 || 62.4

Cyprus || 65.8 || 65.1

Latvia || 55.8 || 52.6

Lithuania || 60.9 || 57

Luxembourg || 65.7 || 65.1

Hungary || 58 || 55.7

Malta || 70.6 || 69.1

Netherlands || 59.8 || 61.4

Austria || 60.6 || 59.2

Poland || 62.1 || 58.1

Portugal || 55.9 || 58

Romania || 61.4 || 59.5

Slovenia || 61.5 || 60.6

Slovakia || 52.3 || 52.1

Finland || 58.4 || 58.1

Sweden || 69.5 || 70.5

United Kingdom || 66.3 || 65

Source: Eurostat

Eu 27: Provisional data, IT: data from 2008

2.6.        Decision-making

Table
17 – Members of
boards of largest publicly quoted companies (% total board members) – 2003-2012

|| Women || Men

|| 2003 || 2012 || 2003 || 2012

EU-27 || 9.0 || 13.7 || 91.0 || 86.3

Belgium || 6.8 || 10.7 || 93.2 || 89.3

Bulgaria || 18.3 || 15.6 || 81.7 || 84.4

Czech Republic || 10.6 || 15.4 || 89.4 || 84.6

Denmark || 11.3 || 16.1 || 88.7 || 83.9

Germany || 11.7 || 15.6 || 88.3 || 84.4

Estonia || 15.5 || 6.7 || 84.5 || 93.3

Ireland || 5.6 || 8.7 || 94.4 || 91.3

Greece || 7.3 || 7.4 || 92.7 || 92.6

Spain || 4.2 || 11.5 || 95.8 || 88.5

France || 5.9 || 22.3 || 94.1 || 77.7

Italy || 2.5 || 6.1 || 97.5 || 93.9

Cyprus || 6.6 || 4.4 || 93.4 || 95.6

Latvia || 9.9 || 25.9 || 90.1 || 74.1

Lithuania || 11.3 || 14.5 || 88.7 || 85.5

Luxembourg || 4.3 || 5.7 || 95.7 || 94.3

Hungary || 8.9 || 5.3 || 91.1 || 94.7

Malta || 2.3 || 3.0 || 97.7 || 97.0

Netherlands || 4.9 || 18.5 || 95.1 || 81.5

Austria || 6.0 || 11.2 || 94.0 || 88.8

Poland || 9.1 || 11.8 || 90.9 || 88.2

Portugal || 4.1 || 6.0 || 95.9 || 94.0

Romania || 17.2 || 10.3 || 82.8 || 89.7

Slovenia || 19.0 || 15.3 || 81.0 || 84.7

Slovakia || 8.4 || 13.5 || 91.6 || 86.5

Finland || 16.3 || 27.1 || 83.7 || 72.9

Sweden || 21.3 || 25.2 || 78.7 || 74.8

United Kingdom || 13.2 || 15.6 || 86.8 || 84.4

Source: European Commission, Database on women and men in
decision-making.

Data
were collected in January 2012. The list of the largest publicly quoted
companies is based for each country on current membership of blue-chip index.
In countries for which the blue-chip index includes a small number of companies
(for instance LU, SK), at least the 10 largest companies were covered.

Table 18 – Sex distribution of the presidents of the highest decision-making
body – largest publicly quoted companies – 2004-2011

|| Women || Men

|| 2004 || 2012 || 2004 || 2012

EU-27 || 2.6 || 3.2 || 97.4 || 96.8

Belgium || 0 || 0 || 100 || 100

Bulgaria || 2.6 || 13.3 || 97.4 || 86.7

Czech Republic || 6.3 || 0 || 93.7 || 100

Denmark || 0 || 0 || 100 || 100

Germany || 0 || 3.3 || 100 || 96.7

Estonia || 0 || 7.1 || 100 || 92.9

Ireland || 2.1 || 0 || 97.9 || 100

Greece || 3.9 || 0 || 96.1 || 100

Spain || 1.9 || 2.9 || 98.1 || 97.1

France || 4.1 || 2.7 || 95.9 || 97.3

Italy || 2.0 || 0 || 98 || 100

Cyprus || 0 || 5.3 || 100 || 94.7

Latvia || 6.7 || 9.7 || 93.3 || 90.3

Lithuania || 0 || 7.7 || 100 || 92.3

Luxembourg || 0 || 0 || 100 || 100

Hungary || 2.1 || 0 || 97.9 || 100

Malta || 8.3 || 0 || 91.7 || 100

Netherlands || 0 || 0 || 100 || 100

Austria || 2.1 || 0 || 97.9 || 100

Poland || 10.2 || 10.5 || 89.8 || 89.5

Portugal || 4.2 || 0 || 95.8 || 100

Romania || 0 || 0 || 100 || 100

Slovenia || 8.1 || 10.5 || 91.9 || 89.5

Slovakia || 8.7 || 20 || 91.3 || 80

Finland || 2.0 || 4.2 || 98 || 95.8

Sweden || 0 || 0 || 100 || 100

United Kingdom || 0 || 0 || 100 || 100

Source: European Commission, Database on women and men in
decision-making.

Data
were collected in January 2012. The list of the largest publicly quoted
companies is based for each country on current membership of blue-chip index. In
countries for which the blue-chip index includes a small number of companies
(for instance LU, SK), at least the 10 largest companies were covered.

Table
19 – Sex
distribution of leaders of businesses – 2010

|| Women || Men

EU-27 || 33 || 67

Belgium || 30 || 70

Bulgaria || 31 || 69

Czech Republic || 29 || 71

Denmark || 25 || 75

Germany || 33 || 67

Estonia || 34 || 66

Ireland || 22 || 78

Greece || 30 || 70

Spain || 36 || 64

France || 36 || 64

Italy || 35 || 65

Cyprus || 14 || 86

Latvia || 36 || 64

Lithuania || 32 || 68

Luxembourg || 22 || 78

Hungary || 30 || 70

Malta || 20 || 80

The Netherlands || 30 || 70

Austria || 30 || 70

Poland || 33 || 67

Portugal || 30 || 70

Romania || 29 || 71

Slovenia || 27 || 73

Slovakia || : || :

Finland || 18 || 82

Sweden || 27 || 73

United Kingdom || 34 || 66

Source: European Commission, Database on women and men in
decision-making.

Data were collected in November 2010

Table
20 – Senior
ministers in national governments – 2011

|| Women || Men

EU-27 || 24.7 || 75.3

Belgium || 33.3 || 66.7

Bulgaria || 17.6 || 82.4

Czech Republic || 6.3 || 93.8

Denmark || 39.1 || 60.9

Germany || 37.5 || 62.5

Estonia || 7.7 || 92.3

Ireland || 13.3 || 86.7

Greece || 5.6 || 94.4

Spain || 43.8 || 56.3

France || 26.5 || 73.5

Italy || 25.0 || 75.0

Cyprus || 25.0 || 75.0

Latvia || 28.6 || 71.4

Lithuania || 13.3 || 86.7

Luxembourg || 26.7 || 73.3

Hungary || 0 || 100

Malta || 22.2 || 77.8

Netherlands || 21.4 || 78.6

Austria || 42.9 || 57.1

Poland || 25.0 || 75.0

Portugal || 16.7 || 83.3

Romania || 16.7 || 83.3

Slovenia || 7.1 || 92.9

Slovakia || 13.3 || 86.7

Finland || 47.4 || 52.6

Sweden || 50 || 50

United Kingdom || 20 || 80

Source: European Commission, Database on women and men in
decision-making.

Data
were collected in October 2011.

Table
21 – Sex
distribution of members of regional assemblies – 2011

|| President || Members

|| Women || Men || Women || Men

EU-27 || 14 || 86 || 32 || 68

Belgium || 40 || 60 || 40 || 60

Bulgaria || - || - || - || -

Czech Republic || 14 || 86 || 17 || 83

Denmark || 40 || 60 || 34 || 66

Germany || 19 || 81 || 33 || 67

Estonia || - || - || - || -

Ireland || - || - || - || -

Greece || 8 || 92 || 17 || 83

Spain || 35 || 65 || 43 || 57

France || 8 || 92 || 48 || 52

Italy || 9 || 91 || 12 || 88

Cyprus || - || - || - || -

Latvia || 40 || 60 || 21 || 79

Lithuania || - || - || - || -

Luxembourg || - || - || - || -

Hungary || 10 || 90 || 10 || 90

Malta || - || - || - || -

The Netherlands || 8 || 92 || 36 || 64

Austria || 11 || 89 || 30 || 70

Poland || 6 || 94 || 22 || 78

Portugal || 0 || 100 || 21 || 79

Romania || 2 || 98 || 15 || 85

Slovenia || - || - || - || -

Slovakia || 0 || 100 || 15 || 85

Finland || 25 || 75 || 42 || 58

Sweden || 25 || 75 || 47 || 53

United Kingdom || 50 || 50 || 31 || 69

- = not applicable, : = not available. Data collected
between 02/09/2011-12/12/2011 except EL 04/02/2011-21/02/2011.

Table
22 – Sex
distribution of members of single/lower houses in national parliaments – 2011

|| Women || Men

EU-27 || 24.2 || 75.8

Belgium || 40 || 60

Bulgaria || 22.1 || 77.9

Czech Republic || 22.4 || 77.6

Denmark || 39.1 || 60.9

Germany || 32.9 || 67.1

Estonia || 19.8 || 80.2

Ireland || 15.1 || 84.9

Greece || 17.3 || 82.7

Spain || 28.7 || 71.3

France || 19.2 || 80.8

Italy || 21.4 || 78.6

Cyprus || 10.7 || 89.3

Latvia || 21.0 || 79.0

Lithuania || 19.1 || 80.9

Luxembourg || 23.7 || 76.3

Hungary || 8.8 || 91.2

Malta || 8.7 || 91.3

Netherlands || 40.7 || 59.3

Austria || 27.3 || 72.7

Poland || 23.9 || 76.1

Portugal || 29.1 || 70.9

Romania || 11.2 || 88.8

Slovenia || 16.7 || 83.3

Slovakia || 16.0 || 84.0

Finland || 42.5 || 57.5

Sweden || 45.0 || 55.0

United Kingdom || 22.2 || 77.8

Source: European Commission, Database on women and men in
decision-making.

Data
were collected in October 2011.

[1]               COM(2010) 491 final.

[2]               Eurostat 2010.

[3]               Sweden, Denmark, Netherlands, Germany, Czech Republic, Cyprus, Luxembourg, Malta, Austria, Portugal, UK, Greece.

[4]               Eurostat defines Full Time Equivalent (FTE) as a unit
to measure employed persons in a way that makes them comparable although they
may work a different number of hours per week. The unit is obtained by
comparing an employee's average number of hours worked to the average number of
hours of a full-time worker. A full-time person is therefore counted as one
FTE, while a part-time worker gets a score in proportion to the hours he or she
works. For example, a part-time worker employed for 20 hours a week where
full-time work consists of 40 hours, is counted as 0.5 FTE.

[5]               COM(2011) 455 final: European Agenda for the
Integration of Third-Country Nationals.

[6]               COM(2011)11 final.

[7]               In
accordance with Article 121 and 148 of the TFEU.

[8]               COM(2011) 815 final

[9]               Gender Pension Gap. Developing
an indicator measuring fair income opportunities for women and men. German
Federal Ministry for Families, Elderly, Women and Youth, January 2012.

[10]             Projections carried out by DG
ECFIN estimated that the effect of a three-year long career break for childcare
on pension benefits is much larger than the effect of a three-year long
unemployment spell in a few Member States.

[11]             Annexed to Council conclusions (7166/11).

[12]             EIGE 2011: Review of the Implementation of the Beijing Platform for Action: Women and the Economy.

[13]             Eurostat 2010.

[14]             Information on the causes of the gender pay gap is
available in the Communication "Tackling the pay gap between women and men"
(COM(2007) 424 final) or on the
European Commission website: http://ec.europa.eu/justice/gender-equality/gender-pay-gap.

[15]             www.gehaltsrechner.gv.at

[16]             Source: European Commission database on women and men
in decision-making. The data on companies cover the largest (by market
capitalization) nationally registered constituents of the blue-chip index maintained
by the stock exchange in each country.  In countries with unitary (one-tier)
systems, the board of directors is counted (including non-executive and
executive members). In countries with two-tier systems, only the supervisory
board is counted.

[17]             Catalyst, McKinsey & Company, Lord Davies report, etc.

[18]             Special Eurobarometer 376 – Women in decision-making
positions, September 2011.

[19]             Available at: http://ec.europa.eu/commission_2010-2014/reding/womenpledge.

[20]             European Parliament resolution of 6 July 2011 on women
and business leadership (2010/2115(INI)).

[21]             http://ec.europa.eu/justice/gender-equality/files/women-on-boards_en.pdf

[22]             http://ec.europa.eu/justice/newsroom/gender-equality/opinion/120528_en.htm

[23]             Members of the government who have a seat in the
Cabinet or Council of Ministers.

[24]             See figures in part II.

[25]             COM(2011) 275 final

[26]             COM(2011) 276 final

[27]             Available at: http://conventions.coe.int/Treaty/EN/Treaties/HTML/DomesticViolence.htm.

[28]             European Commission 2010, "Data and information on
women’s health in the EU".

[29]             "The State of Men’s Health in Europe", European
Union, 2011.

[30]             The index excludes aspects of decision-making in
politics, information on employment, additional burdens (care and
housekeeping), asset ownership and VAW.

[31]             General Affairs Council of 8 December 2008.

[32]             http://capacity4dev.ec.europa.eu/topic/gender

[33]             Available at: http://www.un.org/womenwatch/daw/csw/csw55/agreed_conclusions/AC_CSW55_E.pdf.

[34]             COM(2011)758