Women on boards - Factsheet 1
The economic arguments
Justice
The European Union promotes equality between women and men, since five decades. With
the help of focused policies at EU level, in the form of legislation, recommendations, cofunding
and awareness-raising activities, major progress has been achieved in the following
areas.
	
Equality in decision-making
Boosting equality between
women and men in the EU
> key actions and figures
March 2014
Mar 2011 Call for
self-regulation: Women
on the Board Pledge
for Europe
Mar 2012 Progress
report:self-regulation
not working
Nov 2012
Legislative
Proposal
2003-2010 trend line
Sep 2010 strategy
forEqualitybetween
Women and Men
(2010-2015)
Oct 2010 > 11.9%
Oct 2010 > 13.7%
Jan 2012 > 13.8%
Oct 2012 > 15.8%
Apr 2013 > 16.6%
Oct 2013 > 17.8%
The evolution of the proportion of women on boards of large listed companies in the EU since 2010
Top senior positions, particularly at the highest
levels, are still predominantly held by
men, whether in business, politics or other
fields. Women in European member states
only account for an average of 18% of the
members of boards of directors in the
largest publicly-listed companies, 3% of
the CEOs. Even if numbers have been improving
the rate of progress is not enough to
reach the target of 40% by 2020.
Key actions:
A directive with an objective of reaching 40% of
the under-represented sex among non-executive
directors in publicly listed companies by 2020, was
proposed by the European Commission in 2012
and backed by the European Parliament. A race for
talents began with companies hiring more women
since 2010, when the European Commission first announced
that it would consider targeted initiatives to
improve gender diversity on company boards, stimulating
debate and action across Europe.
Progress on Equality between women and men in the EU key actions and figures
Economic independence of women
Women’s employment rate in the EU stands at 63% - that
of men at 75%. This gap between employment levels
gradually shrank thanks to targeted policies, which have
led women to increase their participation in the economy
and their contribution to family finances, with an employement
rate increasing from 58% in 2002 to 63% in 2008.
The gap also shrank as a direct consequence of the financial
and economic crisis which affected particularly
the male-dominated sectors in the labour market. Over
the past 10 years, the employment gap diminished by
almost a third.
Key actions:
Promoting the employment of women is an integral part
of the European Union’s strategy for economic growth
(Europe 2020). To achieve this, significant funding is offered
to the European Union member states. Over the
past 7 years, an estimated EUR 3.2 billion from the
Structural Funds was allocated to invest in childcare facilities
and promote women’s participation in the labour
market. Since 2007, the proportion of children cared for
in formal childcare facilities significantly increased (from
26% in 2007 to 30% in 2011 for children under the age
of three, and from 81% to 86% for children between
three and compulsory school age).
Almost a third of employed women work parttime,
this compares to a mere 8% of men
working part-time. Even though men devote
more time to paid work, women work in total
60 hours a week, 10 hours more than men,
spending on average 26 hours on caring activities,
compared with 9 hours spent by men.
Key actions:
Thanks to the directive on parental
leave, each working parent now has the
right to at least four months leave after
the birth or adoption of a child. At least
one of the four months cannot be transferred
to the other parent, which gives an
incentive for fathers to take the leave.
Average time spent by workers on paid and unpaid work
Paid work
Hours caring
for adults
Hours doing
housework
Hours caring
for children
Sources:
European Working
Condition Survey
2010, Eurofound
70
60
50
40
30
20
10
0
34
1
13
12
41
1
3
5
Women Men
Female and male employment rates
(in %) people aged 20-64
men
women
63
78
75
63
58
75
85
80
75
70
65
60
55
50
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
Source: Eurostat, LFS (data from 3rd
quarter of 2013)
Proportion of women on
boards
Proportion of men
on boards
82%
Proportion of women in
national parliaments
Proportion of men in
national parliaments
27%18%
73%
Source: European Commission, Database on women and men in decision-making (2013 data)
Representation of women and men on the
boards of large listed companies in the EU
Representation of women and men in national
parliaments in the EU
Progress on Equality between women and men in the EU key actions and figures
Equal pay for equal work
and work of equal value
Women are still paid on average around 16% less than men per hour of
work across the entire economy (down from 17% three years ago). This
gender pay gap is attributed to direct and indirect discrimination, but also to
the concentration of women in low-paid jobs. Even if younger generations of
women are making inroads into some of the higher-earning professional occupations
that were male-dominated in the past, segregation remains: only
16% of all employees work in mixed occupations (i.e. where the proportions
of men and women are between 40% and 60%).
Women do not only face lower wages, but they are also more likely to work
part-time and interrupt their careers to care for others. As a direct consequence,
women receive on average 39% less in pensions than men.
Key actions:
To make equal pay between women and men a reality, the European Commission monitors closely the
application of legislation on equal treatment of women and men, supports employers to eliminate the
gender pay gap and raises awareness about the remaining gender pay gap. For instance, it organises
an annual European Equal Pay Day recommendation. Moreover, the European Commission published in
March 2014 a recommendation for the Member States to facilitate wage transparency in companies. It
will recommend to Member States to allow employees to obtain information on pay, establish pay reporting
by employers and ensure gender neutral job classification systems.
Dignity, integrity and an end to violence against women
Violence against women is a brutal manifestation of gender inequality and a violation of human rights. One in
five women in the EU has suffered physical violence at least once in her life, and one in 10 has suffered
sexual violence. With regard to female genital mutilation, it is estimated that currently 500,000 women and
girls in the EU alone have suffered from this harmful practice.
Key actions:
The EU protects victims from gender-based violence through legislation and practical measures for
victims’ rights. As an example the European Protection Order ensures that victims of violence can still
rely on restraint or protection orders issued against the offender in their home country if they travel or move
abroad. The EU co-funded 14 national governments’ campaigns against gender-based violence (with EUR
3.7 million), as well as projects led by non-governmental organisations (with EUR 11.4 million). Eliminating
female genital mutilation is another priority for the European Commission.
Gender equality in external actions
Even though gender gaps remain at EU level, they are generally much smaller than in other parts of the
world. Women and girls are major drivers of development. Yet in some countries, girls are still denied their
right to primary education. In both the public and private spheres, women continue to be denied opportunities
to influence decisions that affect their lives. Looking at parliaments worldwide, the average share of women
members in parliaments accounts for just over 20%.
Key actions:
To promote gender equality all around the world, the EU plays a crucial role in international fora, with its
development plans and humanitarian actions, and its neighbourhood and enlargement policies.
16%
Source: Structure of Earnings Survey, Eurostat
Gender pay gap (%), 2011
Progress on Equality between women and men in the EU key actions and figures
Employment
rate (in %) for people aged
20-64
Difference
between male
and female
employement
rates in fulltime
equivalent
* and in
percentage
points (pp)
Gender Pay
Gap (in %)
Proportion
of women (in %)
Women Men On boards
In national
parliaments
data from 3rd quarter of 2013 2012 2012** October 2013
EU28 63% 75% 19 pp 16% 18% 27%
Austria 71% 81% 23 pp 23% 13% 33%
Belgium 63% 72% 19 pp 10% 17% 40%
Bulgaria 62% 68% 6 pp 15% 17% 25%
Cyprus 62% 73% 14 pp 16% 7% 14%
Czech Republic 64% 82% 19 pp 22% 11% 20%
Germany 73% 82% 23 pp 22% 21% 36%
Denmark 73% 79% 11 pp 15% 23% 38%
Estonia 70% 78% 8 pp 30% 7% 18%
Greece 44% 63% 22 pp 15% 8% 21%
Spain 53% 64% 15 pp 18% 15% 40%
Finland 72% 76% 6 pp 19% 30% 43%
France 66% 74% 14 pp 15% 30% 26%
Croatia 51% 60% 11 pp 18% 15% 24%
Hungary 57% 71% 13 pp 20% 11% 9%
Ireland 61% 72% 15 pp 14% 11% 16%
Italy 50% 70% 26 pp 7% 15% 31%
Lithuania 69% 73% 2 pp 13% 16% 24%
Luxembourg 64% 79% 22 pp 9% 11% 23%
Latvia 68% 73% 4 pp 14% 29% 25%
Malta 50% 80% 36 pp 6% 2% 14%
Netherlands 72% 81% 28 pp 17% 25% 38%
Poland 58% 73% 17 pp 6% 12% 24%
Portugal 63% 69% 9 pp 16% 9% 31%
Romania 57% 73% 16 pp 10% 8% 14%
Sweden 78% 83% 10 pp 16% 26% 44%
Slovenia 64% 73% 9 pp 3% 22% 33%
Slovakia 58% 72% 16 pp 22% 24% 19%
UK 69% 81% 21 pp 19% 21% 23%
Source: Eurostat and European Commission’s data base on women and men in decision-making
Note: The best five performing countries are marked in orange. The five least performing counties are marked in grey.
* The Full Time Equivalent (FTE) rate measures employed persons in a way that makes them comparable although they may work a different
number of hours per week. 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
** except for Greece (2010)
Statistical annex: Key indicators per Member State