COMMISSION STAFF WORKING DOCUMENT Progress on equality between women and men in 2011
Date: 2012-04-16
Institutions: European Commission
Subjects: EU Member State, equal pay, equal treatment, gender equality, purchasing power parity, sexual discrimination

EUROPEAN COMMISSION 

Brussels, 16.4.2012  
SWD(2012) 85 final 

COMMISSION STAFF WORKING DOCUMENT 

Progress on equality between women and men in 2011 

Accompanying the document 

Report from the Commission to the European Parliament, the Council, the Economic 
and Social Committee and the Committee of the Regions 

2011 Report on the application of the EU Charter of Fundamental Rights 

{COM(2012) 169 final} 
{SWD(2012) 84 final} 

 
 
 
 
  
 
Content 

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

1. 

2. 

3. 

4. 

5. 

6. 

7. 

Introduction.................................................................................................................. 3 

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

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

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

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

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

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

Part II: Graphs and tables ......................................................................................................... 17 

1. 

2. 

Graphs ........................................................................................................................ 18 

Tables ......................................................................................................................... 33 

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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. 

EQUAL ECONOMIC INDEPENDENCE 

2. 
With  an  employment  rate  reaching  75.1%  for  men  and  62.1%  for  women2  (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 

1 
2  

COM(2010) 491 final. 
Eurostat 2010. 

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equality. Twelve EU Member States3 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  

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Men's employment rates

Women's employment 
rates

Europe 2020 target for employment 

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Women's unemployment 
rates

Men's unemployment 
rates

2000

2001

2002

2003

2004

2005

2006

2007

2008

2009

2010

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

Moreover, if employment is measured in full-time equivalent4, 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. 

3 

4  

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

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Figure 2: Female employment and coverage of childcare services  

Employment rates in full time equivalent (15-64)
Coverage of childcare services

Female employment rates (15-64)

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Source: EU-silc 2009, LFS 2010

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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 independence5. 

2.1. 

Second earners 

In 2011, the EU launched the first European Semester and adopted its first Annual Growth 
Survey6,  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. 

5 
6  

COM(2011) 455 final: European Agenda for the Integration of Third-Country Nationals.  
COM(2011)11 final. 

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

100%

80%

60%

40%

20%

0%

Woman the only earner 

Woman earns more than man

Equality in earnings

Woman has no earnings or earns less than man

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* 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  recommendations7.  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 
20118, and then for each Member State in the set of guidelines for next year.  

7 
8  

In accordance with Article 121 and 148 of the TFEU. 
COM(2011) 815 final 

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2.2. 

Pensions 

According to a German study9 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 
their  husbands' 
to  draw  on 
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  earnings10 
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.  

9  

10  

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.  
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. 

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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 report12 
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. 

In  2011,  Bulgaria  passed  a  law 
amending  the  Labour  Code.  The  law 
and 
rights 
foresees 
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.  

equal 

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 factors14, 
such as labour market segregation and differences in work patterns. Differences in educational 
choices and biased evaluation and pay systems also play a role.  

11  
12 

13 
14 

Annexed to Council conclusions (7166/11). 
EIGE  2011:  Review  of  the  Implementation  of  the  Beijing  Platform  for  Action:  Women  and  the 
Economy.  
Eurostat 2010. 
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. 

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

16,4

30

25

20

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EE CZ AT DE EL CY SK UK FI NL HU LV ES EU-
27

DK FR SE BG LT PT

IE RO LU BE MT

IT

SI

PL

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 

15 

www.gehaltsrechner.gv.at 

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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 
companies16  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 performance17. 
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  201120.  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. 

16  

17  
18 
19 
20  

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. 
Catalyst, McKinsey & Company, Lord Davies report, etc. 
Special Eurobarometer 376 – Women in decision-making positions, September 2011. 
Available at: http://ec.europa.eu/commission_2010-2014/reding/womenpledge. 
European Parliament resolution of 6 July 2011 on women and business leadership (2010/2115(INI)). 

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

100

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Men

Women

86,3

13,7

FI LV SE FR NL DK BG DE UK CZ SI LT EU-
27

SK PL ES AT BE RO IE EL EE IT PT LU HU CY MT

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. 

In March 2012, the Commission published a report21 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 
consultation22  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).  

21  
22  

http://ec.europa.eu/justice/gender-equality/files/women-on-boards_en.pdf 
http://ec.europa.eu/justice/newsroom/gender-equality/opinion/120528_en.htm 

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

Men

Women 

75,8

24,2

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PL LU CZ UK BG IT LV EE FR LT EL SI SK IE RO CY HU MT

Source: European Commission, Database on women and men in decision-making. Data were collected in October  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 ministers23 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.  

23  
24  

Members of the government who have a seat in the Cabinet or Council of Ministers. 
See figures in part II. 

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5. 

DIGNITY, INTEGRITY AND ENDING GENDER-BASED VIOLENCE 

5.1. 

Ending gender-based violence 

towards 

important 

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.  

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". 

the 
step 
An 
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  crime25,  a  proposal  for  a 
Regulation on the mutual recognition of civil law protection measures26 (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. 

25 
26 

COM(2011) 275 final 
COM(2011) 276 final 

EN 

13 

   EN 

 
                                                 
A Convention on preventing and combating violence against women and domestic violence27 
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.  

Health 

5.2. 
Following  the  2010  Women’s  Health  report28,  the  Commission  presented  a  Men’s  Health 
report  in  201129  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.  

27  
28 
29 

Available at: http://conventions.coe.int/Treaty/EN/Treaties/HTML/DomesticViolence.htm. 
European Commission 2010, "Data and information on women’s health in the EU". 
"The State of Men’s Health in Europe", European Union, 2011. 

EN 

14 

   EN 

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

Women

Men

s
r
a
e
y

84

82

80

78

76

74

72

70

2002

2003

2004

2005

2006

2007

2008

Source:  Eurostat

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 market30. 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. 

30 

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

EN 

15 

   EN 

 
 
                                                 
Implementing  the EU Guidelines on Violence  against Women and Girls and Combating All 
Forms of Discrimination against them31 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  Empowerment32  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 conclusions33 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 programme34. 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.  

31 
32  
33  
34  

General Affairs Council of 8 December 2008.  
http://capacity4dev.ec.europa.eu/topic/gender 
Available at: http://www.un.org/womenwatch/daw/csw/csw55/agreed_conclusions/AC_CSW55_E.pdf. 
COM(2011)758 

EN 

16 

   EN 

 
                                                 
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.  

EN 

17 

   EN 

 
 
1. 

GRAPHS 

1.1. 

Europe 2020 indicators 

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

Europe 2020 target for employment rates

Women Men

75,1

62,1

t

n
e
c
r
e
p

90

80

70

60

50

40

30

20

10

0

SE

DK

FI

NL

DE

AT

CY

UK

SI

EE

PT

LT

LV

FR

LU

BG

BE

CZ

IE

PL

SK

RO

ES

HU

EL

IT

MT

EU-
27

EN 

18 

   EN 

 
 
 
 
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) 

t
n
e
c
r
e
p

100

90

80

70

60

50

40

30

20

10

0

Europe 2020 objective: the share of early school leavers should be under 10%

Women

Men

16

12,1

SI

PL

CZ

SK

LU

LT

DK

NL

AT

IE

SE

FI

LV

HU

CY

BE

FR

EL

DE

UK

BU

IT

RO ES

PT MT

EE

EU
27

EE: women - unreliable or uncertain data

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

100

t

n
e
c
r
e
p

90

80

70

60

50

40

30

20

10

0

Women

Men

30

37,2

IE FI DK SE LT BE CY FR EE LU ES UK NL SI LV PL

EU27 BG GR HU DE PT SK AT IT MT CZ RO

Source: Eurostat, Education statistics. 

EN 

19 

   EN 

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

Women
Men

24,5

22,3

t
n
e
c
r
e
p

50

45

40

35

30

25

20

15

10

5

0

BG RO LV LT IE HU EL PL IT ES PT CY EU27 UK EE BE SK MT DE SI FR DK AT LU FI SE CZ NL

Source: EU-27:  SILC 2010 EU aggregates are Eurostat estimates and computed as population weighted averages 
of national values. 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." 

1.2. 

Employment 

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

38,6 54,6

Women

Men

t

n
e
c
r
e
p

80

70

60

50

40

30

20

10

0

SE FI EE DK DE UK LV LT PT CY NL IE EU
27

BU FR CZ AT ES RO LU HU BE EL SK IT SI PL MT

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

EN 

20 

   EN 

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

Women
Men

9,7

9,5

t
n
e
c
r
e
p

25

20

15

10

5

0

ES

SK

PT HU

IE

PL

FR BG EU27 CZ

SI

CY DK SE

BE

FI MT RO LU DE NL

AT

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

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

Women
Men

t
n
e
c
r
e
p

90

80

70

60

50

40

30

20

10

0

31,9

8,7

NL DE AT UK BE SE DK LU IE EU27 FR IT MT ES FI PT SI EE CY PL LV RO GR CZ LT HU SK BG

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

EN 

21 

   EN 

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

Women

Men

68

49,9

100

t
n
e
c
r
e
p

90

80

70

60

50

40

30

20

10

0

SE  FI  DK  CY  SI  PT  EE  LT  LV  BG  CZ  FR  AT  PL  SK  DE  UK  RO  EU-
27 

HU  LU  BE 

IE  ES  EL  NL 

IT  MT 

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

EN 

22 

   EN 

 
 
 
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 

100

t
n
e
c
r
e
p

90

80

70

60

50

40

30

20

10

0

28.3

RO LV EL ES IE DE BE SI PL

LT HU CY BG UK PT EU27 LU IT CZ AT FR EE SK FI SE NL

Source:  Eurostat - Labour Force Survey
Notes: No data available for DK and MT

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

EN 

23 

   EN 

 
 
 
81,0

89,7

Without children
With children

100

90

80

70

60

50

40

30

20

10

0

LU CZ MT NL SI CY EL AT

FI

PL DE FR BE PT

IT UK EU-
27

SK RO HU BG EE ES LV LT

IE

Source : Eurostat, European Labour Force Survey, annual averages.
Notes : No data available for DK and SE. 

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

Without children

With children

64,7

76,8

100

90

80

70

60

50

40

30

20

10

0

SI NL LT PT CY AT BE FR FI LV LU PL RO UK BG EU-
27

Source : Eurostat, European Labour Force Survey, annual averages.
Notes : No data available for DK and SE. 

DE EE ES EL IE IT CZ SK HU MT

EN 

24 

   EN 

 
 
 
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) 

men

women

8,7

CZ HU SK DE EE IE MT UK FI AT BG EU-
27

PL

LU FR CY LV

IT ES EL BE NL RO LT PT SI

-12,1

20

15

10

5

0

-5

s
t
n
o
p

i

e
g
a
t
n
e
c
r
e
p

-10

-15

-20

-25

-30

-35

Source :  Eurostat, Labour Force Survey (LFS), annual average.
Notes : No data available for DK and SE

EN 

25 

   EN 

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

Gender segregation in occupations

Gender segregation in economic sectors

35

30

25

20

15

10

5

0

SK  EE  BG 

LT  CY 

FI  CZ 

LV  HU  ES  PT 

IE 

PL  SE  DE  FR  AT 

SI  DK  BE  NL 

IT  UK  MT 

LU  RO  EL 

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

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

30

25

20

t
n
e
15
c
r
e
P

10

5

0

16,4

EE CZ AT DE EL CY SK UK FI NL HU LV ES EU-
27

DK FR SE BG LT PT

IE RO LU BE MT

IT

SI

PL

EN 

26 

   EN 

 
 
 
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 

Women

Men

81,8

76,2

t
n
e
c
r
e
p

100

90

80

70

60

50

40

30

20

10

0

L
P

K
S

I

Z S
C

E

I

T
L

E
E

Y
C

R
G

E
S

T
A

U
H

V
L

I

R F
F

E
B

G
B

K
U

L
N

T

I

O
R

U
L

E
D

K
D

S
E

T
P

T
M

7
2
U
E

Source: Eurostat, Education statistics. 
LU, MT and NL: provisional.

EN 

27 

   EN 

 
 
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 

Women
Men

18,1

12,9

t
n
e
c
r
e
p

40

35

30

25

20

15

10

5

0

BU SI UK PT EL ES FI

LV SE RO BE IT AT EE DK EU
27

MT PL DE LT FR CZ SK LU NL HU

Source: EU-27:  SILC 2010. 

EN 

28 

   EN 

 
 
1.5. 

Health and demography 

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

82,4

76,4

Women
Men

s
r
a
e
y

90

80

70

60

50

40

30

20

10

0

FR ES IT CY FI SE LU AT NL BE DE GR MT SI PT IE UKEU27DK CZ EE PL SK LT HU LV BG RO

Source: Eurostat. It and EU 27: 2008 data.

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

61,6

60,9

Women
Men

s
r
a
e
y

80

70

60

50

40

30

20

10

0

MT SE UK CY LU BG IE BE FR CZ PL ES EU27 SI RO IT LT GR AT DK NL EE FI HU DE PT LV SK

Source: Eurostat. EU 27:Provisional data. UK and IT: 2008 data.

EN 

29 

   EN 

 
 
  
 
1.6. 

Decision making 

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

100

t
n
e
c
r
e
p

90

80

70

60

50

40

30

20

10

0

Men

Women

86,3

13,7

FI LV SE FR NL DK BG DE UK CZ SI LT EU-
27

SK PL ES AT BE RO IE EL EE IT PT LU HU CY MT

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. 

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

100

90

80

70

60

t

50

n
e
c
r
e
p

40

30

20

10

0

Men

Women

93,6

6,4

SK BG PL SI

LV LT EE CY FI

DE

EU27 ES FR UK SE RO PT NL MT LU IT IE HU EL DK CZ BE AT

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. 

EN 

30 

   EN 

 
 
 
Men

Women

Figure 28 – Leaders of businesses – 2010 

100

t
n
e
c
r
e
p

90

80

70

60

50

40

30

20

10

0

67

33

ES FR LV IT EE UK DE EU-
27

PL LT BG AT BE EL HU NL PT CZ RO SE SI DK IE LU MT FI CY

Source: Eurostat, EU LFS. NB: leaders of businesses covers ISCO (International Standard Classification of Occupations) categories 121 
(Directors and chief executives) and 13 (Managers of small enterprises). SK: not available.

Figure 29 – Senior ministers in national governments – 2011 

t

n
e
c
r
e
p

100

90

80

70

60

50

40

30

20

10

0

Men

Women 

75,3

24,7

SE FI ES AT DK DE BE LV LU FR IT CY PL EU-
27

MT NL UK BG PT RO IE LT SK EE SI CZ EL HU

Source: European Commission, Database on women and men in decision-making. Data were collected in October  2011. The indicator has 
been developed as part of the follow-up of the Beijing Platform for Action in the EU Council of Ministers. A senior minister is a minister in the 
national government who has a seat in the cabinet. 

Figure 30 – Members of regional assemblies – 2011 

EN 

31 

   EN 

 
 
 
t
n
e
c
r
e
p

100

90

80

70

60

50

40

30

20

10

0

Men

Women 

68

32

FR

SE

ES

FI

BE

NL

DK

DE EU-27 UK

AT

PL

PT

CZ

SK

RO

IT

HU

Source: European Commission, Database on women and men in decision-making. Data collected between 02/09/2011-12/12/2011 except EL 
04/02/2011-21/02/201. BG, CY, EE, El, IE; LT, LU, LV, MT, SI: not available or not applicable. 

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

Men

Women 

t

n
e
c
r
e
p

100

90

80

70

60

50

40

30

20

10

0

75,8

24,2

SE FI NL BE DK DE PT ES AT EU-
27

PL LU CZ UK BG IT LV EE FR LT EL SI SK IE RO CY HU MT

Source: European Commission, Database on women and men in decision-making. Data were collected in October  2011. 

EN 

32 

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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 

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 
Source: Eurostat, Labour Force Survey (LFS), annual averages. 

2005 
76 
74.3 
66.8 
80.1 
82.3 
75.6 
75.4 
82.8 
79.8 
79.9 
75.3 
74.8 
85.5 
75.4 
74.9 
79.4 
69.2 
80.6 
82.4 
78.5 
65.1 
78.7 
70.4 
75.8 
72.5 
75.1 
80.7 
82 

2010 
62.1 
61.6 
61.7 
60.9 
73.1 
69.6 
65.7 
60.4 
51.7 
55.8 
64.7 
49.5 
68.5 
64.9 
65.1 
62 
55 
41.6 
70.8 
69.6 
57.7 
65.6 
55.9 
66.5 
57.4 
71.5 
75.7 
67.9 

2005 
60 
58.6 
57.1 
61.3 
73.7 
63.1 
69 
62.4 
49.6 
54.4 
63.7 
48.4 
63.8 
65.7 
66.6 
58.4 
55.6 
35.1 
67.6 
64.9 
51.7 
66 
56.9 
66.2 
56.7 
70.8 
75.5 
68.5 

2010 
75.1 
73.5 
69.1 
79.6 
79 
80.1 
67.7 
69.4 
76.2 
69.1 
73.7 
72.8 
82.5 
65.1 
63.6 
79.2 
66 
77.8 
82.8 
80.2 
71.6 
75.4 
70.8 
74 
71.9 
74.5 
81.7 
79.3 

2005 
-16 
-15.7 
-9.7 
-18.8 
-8.6 
-12.5 
-6.4 
-20.4 
-30.2 
-25.5 
-11.6 
-26.4 
-21.7 
-9.7 
-8.3 
-21 
-13.6 
-45.5 
-14.8 
-13.6 
-13.4 
-12.7 
-13.5 
-9.6 
-15.8 
-4.3 
-5.2 
-13.5 

2010 
-13 
-11.9 
-7.4 
-18.7 
-5.9 
-10.5 
-2 
-9 
-24.5 
-13.3 
-9 
-23.3 
-14 
-0.2 
1.5 
-17.2 
-11 
-36.2 
-12 
-10.6 
-13.9 
-9.8 
-14.9 
-7.5 
-14.5 
-3 
-6 
-11.4 

EN 

33 

   EN 

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

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women 
12.1 
10 
14.5 
4.8 
7.5 
11 
: 
8.4 
10.8 
23.1 
10.3 
15.4 
9.8 
9.4 
6.2 
6 
9.5 
32.4 
7.9 
8.2 
3.5 
24.6 
18.2 
3.3 
4.9 
9 
8.5 
14 

Men 
16 
13.8 
13.2 
4.9 
13.6 
12.7 
15.2 
12.6 
16.5 
33.5 
15.4 
22 
16.2 
17.2 
9.9 
8 
11.5 
41 
12.2 
8.4 
7.2 
32.7 
18.6 
6.4 
4.6 
11.6 
10.9 
15.8 

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

EN 

34 

   EN 

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

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women  Men 
30.0 
39.0 
20.7 
18.6 
42.2 
29.9 
32.2 
44.4 
25.7 
35.7 
39.3 
15.5 
41.3 
23.4 
36.3 
44.8 
21.0 
14.6 
38.4 
22.5 
29.8 
17.7 
16.7 
26.4 
18.2 
37.7 
39.8 
40.9 

37.2 
50.0 
35.5 
22.3 
52.1 
29.7 
47.7 
55.3 
31.4 
45.9 
47.7 
24.2 
48.9 
41.4 
51.2 
47.4 
30.7 
22.7 
44.4 
24.5 
40.8 
29.4 
19.6 
44.0 
26.2 
54.0 
52.1 
45.1 

Source: Eurostat, Education statistics. 

EN 

35 

   EN 

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

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women 
24.5 
21.7 
43.3 
16.0 
19.0 
20.9 
22.0 
30.5 
29.3 
26.1 
20.0 
26.3 
25.4 
38.5 
33.8 
17.7 
30.3 
21.5 
16.0 
18.4 
28.5 
25.8 
42.1 
20.1 
21.6 
17.7 
16.6 
24.2 

Men 
22.3 
20.0 
39.8 
12.7 
17.7 
18.6 
21.5 
29.3 
26.0 
24.9 
18.5 
22.6 
22.6 
37.6 
32.9 
16.5 
29.4 
19.7 
14.1 
14.7 
27.0 
24.8 
40.8 
16.5 
19.6 
16.0 
13.4 
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.  

EN 

36 

   EN 

 
 
  
 
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 

EU 27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany  
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

2005 
33.6 
22.1 
25.5 
30.9 
53.5 
37.6 
53.7 
37.3 
25.8 
27.4 
35.7 
20.8 
31.5 
45.2 
41.7 
24.9 
26.7 
12.4 
35.2 
22.9 
19.7 
43.7 
33.1 
18.5 
15.6 
52.7 
66.7 
48.0 

2010 
38.6 
29.2 
37.7 
35.5 
52.5 
50.5 
54.9 
42.0 
28.9 
33.2 
37.4 
26.2 
43.0 
48.7 
45.8 
31.3 
30.1 
13.0 
42.8 
33.7 
24.2 
43.5 
33.0 
24.5 
28.7 
56.9 
66.7 
49.5 

2005 
51.6 
41.7 
45.5 
59.3 
65.6 
53.6 
59.3 
65.7 
58.8 
59.7 
41.5 
42.7 
70.8 
55.2 
59.1 
38.3 
40.6 
50.8 
56.9 
41.3 
35.9 
58.1 
46.7 
43.1 
47.8 
52.8 
72.0 
65.9 

2010 
54.6 
45.6 
50.3 
58.4 
62.7 
65.0 
52.2 
58.1 
56.5 
54.7 
42.1 
47.6 
71.2 
47.6 
52.3 
47.7 
39.6 
47.9 
64.5 
51.6 
45.3 
55.7 
50.3 
45.5 
54.0 
55.6 
74.2 
65.0 

2005 
-18.0 
-19.6 
-20.0 
-28.4 
-12.1 
-16.0 
-5.6 
-28.4 
-33.0 
-32.3 
-5.8 
-21.9 
-39.3 
-10.0 
-17.4 
-13.4 
-13.9 
-38.4 
-21.7 
-18.4 
-16.2 
-14.4 
-13.6 
-24.6 
-32.2 
-0.1 
-5.3 
-17.9 

2010 
-16.0 
-16.4 
-12.6 
-22.9 
-10.2 
-14.5 
2.7 
-16.1 
-27.6 
-21.5 
-4.7 
-21.4 
-28.2 
1.1 
-6.5 
-16.4 
-9.5 
-34.9 
-21.7 
-17.9 
-21.1 
-12.2 
-17.3 
-21.0 
-25.3 
1.3 
-7.5 
-15.5 

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

EN 

37 

   EN 

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

Women 

Men 

2006 
7.6 
7.4 
8.7 
5.8 
3.3 
10.3 
6.2 
4.6 
5.6 
6.3 
8.5 
5.4 
3.9 
7.4 
5.8 
3.6 
7.2 
6.1 
3.9 
4.3 
13.0 
7.9 
8.2 
4.9 
12.3 
7.4 
6.9 
5.8 
Source: Eurostat, Labour Force Survey (LFS), annual averages. UK, LT, LV, IT, EL, EE: not available  

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

2011 
9.5 
7.2 
12.1 
5.9 
7.7 
6.2 
: 
17.4 
: 
21.2 
9.1 
: 
7.8 
: 
: 
3.6 
11.0 
6.1 
4.5 
4 
9 
12.4 
7.8 
8.2 
13.4 
8.4 
7.6 
: 

2011 
9.7 
7.2 
10.0 
7.9 
7.5 
5.7 
: 
10.6 
: 
22.2 
10.3 
: 
7.7 
: 
: 
6.4 
10.8 
6.9 
4.4 
4.2 
10.4 
13.0 
6.7 
7.9 
13.3 
7.1 
7.5 
: 

2006 
9.0 
9.3 
9.3 
8.9 
4.5 
10.2 
5.6 
4.2 
13.6 
11.6 
10.1 
8.8 
5.4 
6.2 
5.4 
6.0 
7.8 
8.6 
5.0 
5.2 
14.9 
9.3 
6.1 
7.2 
14.7 
8.1 
7.2 
4.9 

EN 

38 

   EN 

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

Women 

Men 

2010 
8.7 
EU-27 
9.0 
Belgium 
2.2 
Bulgaria 
2.9 
Czech Republic 
15.2 
Denmark 
9.7 
Germany 
7.1 
Estonia 
11.8 
Ireland 
3.7 
Greece 
5.4 
Spain 
6.7 
France 
5.5 
Italy 
6.5 
Cyprus 
7.8 
Latvia 
6.7 
Lithuania 
4.0 
Luxembourg 
3.9 
Hungary 
6.0 
Malta 
25.4 
Netherlands 
9.0 
Austria 
5.7 
Poland 
8.2 
Portugal 
10.6 
Romania 
8.6 
Slovenia 
2.8 
Slovakia 
10.0 
Finland 
14.0 
Sweden 
12.6 
United Kingdom 
Source: Eurostat, Labour Force Survey (LFS), annual 
averages 

2005 
7.4 
7.6 
1.7 
2.1 
12.7 
7.8 
4.9 
6.4 
2.3 
4.5 
5.8 
4.6 
5.0 
6.3 
5.1 
2.5 
2.7 
4.5 
22.6 
6.1 
8.0 
7.0 
10.0 
7.2 
1.3 
9.2 
11.5 
10.4 

2010 
31.9 
42.3 
2.6 
9.9 
39.0 
45.5 
14.5 
34.7 
10.4 
23.2 
30.1 
29.0 
12.7 
11.4 
9.3 
36.0 
8.0 
25.0 
76.5 
43.8 
11.5 
15.5 
11.4 
14.7 
5.4 
19.6 
40.4 
43.3 

2005 
30.9 
40.5 
2.5 
8.6 
33.0 
43.8 
10.6 
31.8 
9.3 
24.2 
30.3 
25.6 
14.0 
10.4 
9.1 
38.2 
5.8 
21.1 
75.1 
39.3 
14.3 
16.2 
10.5 
11.1 
4.1 
18.6 
39.6 
42.6 

EN 

39 

   EN 

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

EU-27 
Belgium  
Bulgaria  
Czech Republic  
Denmark  
Germany  
Estonia  
Ireland  
Greece  
Spain  
France  
Italy  
Cyprus  
Latvia  
Lithuania  
Luxembourg  
Hungary  
Malta  
Netherlands  
Austria  
Poland  
Portugal  
Romania  
Slovenia  
Slovakia  
Finland  
Sweden  
United Kingdom  

Women 
49.9 
47.4 
55.9 
54.3 
60.3 
50.9 
58.1 
47.0 
46.0 
46.6 
53.3 
40.7 
59.5 
57.7 
57.8 
48.5 
49.3 
35.3 
45.1 
53.1 
51.3 
58.2 
50.7 
59.0 
51.3 
61.8 
61.9 
50.9 

Men 
68.0 
65.8 
62.5 
73.2 
70.5 
72.8 
60.3 
60.9 
70.7 
63.4 
66.6 
66.4 
75.5 
58.1 
56.3 
72.4 
59.9 
72.1 
71.4 
74.8 
65.7 
69.6 
64.6 
68.2 
64.6 
67.0 
72.3 
70.4 

Gender gep 
-18.1 
-18.4 
-6.6 
-18.9 
-10.2 
-21.9 
-2.2 
-13.9 
-24.7 
-16.8 
-13.3 
-25.7 
-16.0 
-0.4 
1.5 
-23.9 
-10.6 
-36.8 
-26.3 
-21.7 
-14.4 
-11.4 
-13.9 
-9.2 
-13.3 
-5.2 
-10.4 
-19.5 

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

EN 

40 

   EN 

 
 
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 
Belgium 
Bulgaria 
Czech Republic 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

28.3 
44.9 
31.3 
16.7 
45.9 
12.2 
49.1 
68.6 
59.2 
14.0 
18.0 
33.4 
86.5 
38.3 
22.1 
35.1 
3.7 
15.7 
40.1 
29.4 
92.5 
40.2 
11.0 
7.5 
6.5 
29.6 

Source: Eurostat - Labour Force Survey 
 No data available for DK and MT 

EN 

41 

   EN 

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

Without 
children 
EU-27 
81.0 
Belgium 
83.0 
Bulgaria 
76.7 
Czech Republic 
88.6 
Germany 
85.0 
Estonia 
73.5 
Ireland 
71.2 
Greece 
82.1 
Spain 
71.9 
France 
83.7 
Italy 
78.7 
Cyprus 
85.2 
Latvia 
69.6 
Lithuania 
67.1 
Luxembourg 
90.6 
Hungary 
77.1 
Malta 
86.4 
Netherlands 
88.2 
Austria 
87.6 
Poland 
79.5 
Portugal 
79.8 
Romania 
80.0 
Slovenia 
81.9 
Slovakia 
78.4 
Finland 
80.6 
United Kingdom 
83.0 
Source: Eurostat, European Labour Force Survey, annual averages 
No data available for DE and SE 

Without 
children 
76.8 
78.5 
77.5 
86.0 
83.8 
81.9 
76.0 
66.1 
68.1 
81.3 
62.7 
81.7 
77.9 
78.2 
78.8 
78.2 
59.4 
82.8 
85.5 
78.6 
76.5 
70.8 
83.0 
80.4 
84.1 
81.9 

Women 
With 
children 
64.7 
72.4 
64.8 
54.4 
64.5 
62.6 
57.2 
58.2 
60.1 
72.3 
54.7 
73.1 
69.6 
74.9 
69.4 
49.3 
42.6 
78.2 
72.8 
66.8 
74.6 
66.3 
84.9 
53.7 
71.4 
65.6 

Gap 
-12.1 
-6.1 
-12.6 
-31.6 
-19.3 
-19.2 
-18.8 
-7.8 
-8.0 
-9.0 
-8.0 
-8.6 
-8.4 
-3.2 
-9.4 
-28.8 
-16.7 
-4.6 
-12.7 
-11.8 
-1.9 
-4.5 
1.9 
-26.7 
-12.7 
-16.3 

Men 
With 
children 
89.7 
91.4 
83.0 
95.5 
91.7 
82.4 
80.0 
93.0 
81.5 
91.7 
90.8 
93.9 
81.0 
80.2 
95.6 
84.5 
94.9 
94.1 
92.7 
91.8 
91.2 
86.5 
94.1 
89.4 
92.4 
90.5 

Gap 
8.7 
8.4 
6.3 
6.9 
6.7 
8.9 
8.8 
11.0 
9.5 
8.0 
12.1 
8.7 
11.3 
13.1 
5.0 
7.5 
8.5 
5.9 
5.1 
12.3 
11.5 
6.5 
12.2 
11.0 
11.8 
7.5 

EN 

42 

   EN 

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

Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Gender segregation in 
occupations 
25.4 
29.0 
28.3 
25.8 
26.0 
30.7 
26.3 
21.8 
26.7 
26.0 
24.7 
28.8 
28.2 
28.8 
23.4 
27.8 
23.7 
25.0 
25.9 
26.1 
26.5 
22.5 
25.8 
31.1 
28.6 
26.1 
24.3 

Gender segregation in 
economic sectors 
19.5 
21.2 
20.9 
19.6 
19.3 
25.7 
21.4 
16.0 
20.6 
19.1 
19.7 
19.9 
24.5 
21.9 
16.0 
20.9 
16.0 
19.4 
19.3 
20.6 
21.4 
17.1 
19.0 
25.2 
23.7 
21.6 
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). 

EN 

43 

   EN 

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

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

16.4 
8.8 
15.7 
25.5 
16 
23.1 
27.6 
12.6 
22 
16.7 
16 
5.5 
21 
17.6 
14.6 
12 
17.6 
6.1 
18.5 
25.5 
1.9 
12.8 
12.5 
4.4 
20.7 
19.4 
15.8 
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. 

EN 

44 

   EN 

 
2.3. 

Education 

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

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany   
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women 
81.8 
84.7 
83.6 
92.8 
75.6 
76.7 
89.5 
90.6 
87.2 
67.9 
85.8 
80.2 
89.0 
85.9 
89.7 
78.7 
85.9 
60.8 
81.6 
86.2 
93.8 
62.7 
78.8 
92.8 
93.1 
85.6 
86.9 
82.0 

Men 
76.2 
80.3 
85.0 
91.1 
61.4 
72.2 
76.9 
85.3 
79.5 
54.7 
79.8 
72.6 
83.2 
74.1 
84.2 
67.9 
82.0 
47.0 
73.7 
84.9 
88.4 
54.8 
77.7 
86.1 
93.2 
82.8 
84.9 
78.9 

Source: Eurostat, Education statistics  
LU, MT and NL: provisional data. 

EN 

45 

   EN 

 
 
  
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 

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Source: Eurostat, SILC 

Women 
18.1 
20 
37.2 
10.3 
18.5 
15.9 
18.6 
10.3 
23.3 
23.1 
10.8 
19.5 
47.5 
21.6 
11.2 
6.3 
4.8 
17.5 
6.3 
18.7 
16.8 
23.5 
20.7 
27.1 
10.1 
22.7 
21.6 
24.5 

Men 
12.9 
18.7 
24.9 
2.1 
16.8 
12.1 
8 
10.9 
18.8 
19.9 
8 
12.6 
42.5 
12.9 
8.1 
5.5 
2.8 
20.4 
5.5 
10.4 
9.9 
17.5 
10.9 
9.5 
3.9 
12.2 
7.8 
17.6 

EN 

46 

   EN 

 
 
  
2.5. 

Health and demography 

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

Women  Men 
76.4 
77.3 
70.1 
74.2 
76.9 
77.8 
69.8 
77.4 
77.8 
78.6 
78 
79.1 
78.6 
68.1 
67.5 
78.1 
70.3 
77.9 
78.7 
77.6 
71.5 
76.5 
69.8 
75.9 
71.4 
76.6 
79.4 
78.3 

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 
Source: Eurostat. 
EU 27 and IT: data from 2008 

82.4 
82.8 
77.4 
80.5 
81.1 
82.8 
80.2 
82.5 
82.7 
84.9 
85 
84.5 
83.6 
78 
78.7 
83.3 
78.4 
82.7 
82.9 
83.2 
80.1 
82.6 
77.4 
82.7 
79.1 
83.5 
83.5 
82.5 

Gender gap 
6 
5.5 
7.3 
6.3 
4.2 
5 
10.4 
5.1 
4.9 
6.3 
7 
5.4 
5 
9.9 
11.2 
5.2 
8.1 
4.8 
4.2 
5.6 
8.6 
6.1 
7.6 
6.8 
7.7 
6.9 
4.1 
4.2 

EN 

47 

   EN 

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

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women 
61.6 
63.5 
65.6 
62.5 
60.4 
57.7 
59 
65.2 
60.9 
61.9 
63.2 
61.2 
65.8 
55.8 
60.9 
65.7 
58 
70.6 
59.8 
60.6 
62.1 
55.9 
61.4 
61.5 
52.3 
58.4 
69.5 
66.3 

Men 
60.9 
63.7 
61.9 
60.9 
61.8 
56.7 
54.8 
63.7 
60.2 
62.6 
62.5 
62.4 
65.1 
52.6 
57 
65.1 
55.7 
69.1 
61.4 
59.2 
58.1 
58 
59.5 
60.6 
52.1 
58.1 
70.5 
65 

Source: Eurostat 
Eu 27: Provisional data, IT: data from 2008 

EN 

48 

   EN 

 
 
 
2.6. 

Decision-making 

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

Women 

Men 

EU-27 

Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

2003 
9.0 
6.8 
18.3 
10.6 
11.3 
11.7 
15.5 
5.6 
7.3 
4.2 
5.9 
2.5 
6.6 
9.9 
11.3 
4.3 
8.9 
2.3 
4.9 
6.0 
9.1 
4.1 
17.2 
19.0 
8.4 
16.3 
21.3 
13.2 

2012 
13.7 
10.7 
15.6 
15.4 
16.1 
15.6 
6.7 
8.7 
7.4 
11.5 
22.3 
6.1 
4.4 
25.9 
14.5 
5.7 
5.3 
3.0 
18.5 
11.2 
11.8 
6.0 
10.3 
15.3 
13.5 
27.1 
25.2 
15.6 

2003 
91.0 
93.2 
81.7 
89.4 
88.7 
88.3 
84.5 
94.4 
92.7 
95.8 
94.1 
97.5 
93.4 
90.1 
88.7 
95.7 
91.1 
97.7 
95.1 
94.0 
90.9 
95.9 
82.8 
81.0 
91.6 
83.7 
78.7 
86.8 

2012 
86.3 
89.3 
84.4 
84.6 
83.9 
84.4 
93.3 
91.3 
92.6 
88.5 
77.7 
93.9 
95.6 
74.1 
85.5 
94.3 
94.7 
97.0 
81.5 
88.8 
88.2 
94.0 
89.7 
84.7 
86.5 
72.9 
74.8 
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.  

EN 

49 

   EN 

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

Women 

Men 

2004 
2.6 
0 
2.6 
6.3 
0 
0 
0 
2.1 
3.9 
1.9 
4.1 
2.0 
0 
6.7 
0 
0 
2.1 
8.3 
0 
2.1 
10.2 
4.2 
0 
8.1 
8.7 
2.0 
0 
0 

EU-27 
Belgium  
Bulgaria  
Czech Republic  
Denmark  
Germany  
Estonia  
Ireland  
Greece  
Spain  
France  
Italy  
Cyprus  
Latvia  
Lithuania  
Luxembourg  
Hungary  
Malta  
Netherlands  
Austria  
Poland  
Portugal  
Romania  
Slovenia  
Slovakia  
Finland  
Sweden  
United Kingdom  

2012 
3.2 
0 
13.3 
0 
0 
3.3 
7.1 
0 
0 
2.9 
2.7 
0 
5.3 
9.7 
7.7 
0 
0 
0 
0 
0 
10.5 
0 
0 
10.5 
20 
4.2 
0 
0 
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.  

2004 
97.4 
100 
97.4 
93.7 
100 
100 
100 
97.9 
96.1 
98.1 
95.9 
98 
100 
93.3 
100 
100 
97.9 
91.7 
100 
97.9 
89.8 
95.8 
100 
91.9 
91.3 
98 
100 
100 

2012 
96.8 
100 
86.7 
100 
100 
96.7 
92.9 
100 
100 
97.1 
97.3 
100 
94.7 
90.3 
92.3 
100 
100 
100 
100 
100 
89.5 
100 
100 
89.5 
80 
95.8 
100 
100 

EN 

50 

   EN 

 
 
 
 
Table 19 – Sex distribution of leaders of businesses – 2010 

Women 

Men 

67 
EU-27 
70 
Belgium 
69 
Bulgaria 
71 
Czech Republic 
75 
Denmark 
67 
Germany 
66 
Estonia 
78 
Ireland 
70 
Greece 
64 
Spain 
64 
France 
65 
Italy 
86 
Cyprus 
64 
Latvia 
68 
Lithuania 
78 
Luxembourg 
70 
Hungary 
80 
Malta 
70 
The Netherlands 
70 
Austria 
67 
Poland 
70 
Portugal 
71 
Romania 
73 
Slovenia 
: 
Slovakia 
82 
Finland 
73 
Sweden 
66 
United Kingdom 
Source: European Commission, Database on women and men in decision-making.  
Data were collected in November 2010  

33 
30 
31 
29 
25 
33 
34 
22 
30 
36 
36 
35 
14 
36 
32 
22 
30 
20 
30 
30 
33 
30 
29 
27 
: 
18 
27 
34 

EN 

51 

   EN 

 
 
 
  
Table 20 – Senior ministers in national governments – 2011 

EU-27 

Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women 
24.7 
33.3 
17.6 
6.3 
39.1 
37.5 
7.7 
13.3 
5.6 
43.8 
26.5 
25.0 
25.0 
28.6 
13.3 
26.7 
0 
22.2 
21.4 
42.9 
25.0 
16.7 
16.7 
7.1 
13.3 
47.4 
50 
20 

Men 
75.3 
66.7 
82.4 
93.8 
60.9 
62.5 
92.3 
86.7 
94.4 
56.3 
73.5 
75.0 
75.0 
71.4 
86.7 
73.3 
100 
77.8 
78.6 
57.1 
75.0 
83.3 
83.3 
92.9 
86.7 
52.6 
50 
80 

Source: European Commission, Database on women and men in decision-making.  
Data were collected in October 2011.  

EN 

52 

   EN 

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

President 

Members 

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
The Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women 
14 
40 
- 
14 
40 
19 
- 
- 
8 
35 
8 
9 
- 
40 
- 
- 
10 
- 
8 
11 
6 
0 
2 
- 
0 
25 
25 
50 

Men  Women 
86 
60 
- 
86 
60 
81 
- 
- 
92 
65 
92 
91 
- 
60 
- 
- 
90 
- 
92 
89 
94 
100 
98 
- 
100 
75 
75 
50 

32 
40 
- 
17 
34 
33 
- 
- 
17 
43 
48 
12 
- 
21 
- 
- 
10 
- 
36 
30 
22 
21 
15 
- 
15 
42 
47 
31 

Men 
68 
60 
- 
83 
66 
67 
- 
- 
83 
57 
52 
88 
- 
79 
- 
- 
90 
- 
64 
70 
78 
79 
85 
- 
85 
58 
53 
69 

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

EN 

53 

   EN 

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

EU-27 
Belgium 
Bulgaria 
Czech Republic 
Denmark 
Germany 
Estonia 
Ireland 
Greece 
Spain 
France 
Italy 
Cyprus 
Latvia 
Lithuania 
Luxembourg 
Hungary 
Malta 
Netherlands 
Austria 
Poland 
Portugal 
Romania 
Slovenia 
Slovakia 
Finland 
Sweden 
United Kingdom 

Women  
24.2 
40 
22.1 
22.4 
39.1 
32.9 
19.8 
15.1 
17.3 
28.7 
19.2 
21.4 
10.7 
21.0 
19.1 
23.7 
8.8 
8.7 
40.7 
27.3 
23.9 
29.1 
11.2 
16.7 
16.0 
42.5 
45.0 
22.2 

Men 
75.8 
60 
77.9 
77.6 
60.9 
67.1 
80.2 
84.9 
82.7 
71.3 
80.8 
78.6 
89.3 
79.0 
80.9 
76.3 
91.2 
91.3 
59.3 
72.7 
76.1 
70.9 
88.8 
83.3 
84.0 
57.5 
55.0 
77.8 

Source: European Commission, Database on women and men in decision-making.  
Data were collected in October 2011.   

EN 

54 

   EN