Evaluating impact on gender equality
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Scope
Does the option affect gender equality?[1]
Definition
The principle of equal treatment of men and women has been embedded in the EC Treaties since the establishment of the European Economic Community in 1957. It has been implemented in a number of fields by EU legislation over the past 30 years, and developed in extensive case law by the European Court of Justice. The Commission monitors the application of this legislation and, where appropriate, proposes new legislation. Gender equality depends on absence of discrimination at all levels: for example equal access to higher paid jobs for women (women should receive the same rates of pay for equivalent work); opportunity and entitlement to maternity and paternity leave from work, without jeopardising the opportunity for return to work; equal levels of participation and attainment in higher education. Although is rather difficult that a proposal may directly create areas of gender inequalities, there are a number of policies, for example in the area of liberalisation of goods and services or of innovation, that may create concern is the topic is not properly addressed.[1]
Result
Indicators:
There are no Eurostat Structural Indicators directly related to this key question
The following Sustainable Development Indicators (Access to labour markets) are relevant to address the key question:
Gender pay gap in unadjusted form
Relevant data is also available through the Gender Statistics Database UNECE:
See also
- Work Programme for the implementation of the Framework Strategy on Gender Equality
- Website on women and men in decision-making: Database and Indicators
- IA TOOLS
References
This text is for information only and is not designed to interpret or replace any reference documents. The text is partially adapted from:
EC Employment: Gender Equality EC Employment: Gender pay gaps