1. EIGE’s COUNTRY VISIT TO ITALY Promoting and supporting gender equality: the work of EIGE. Maurizio Mosca Stakeholder relations EIGE Zagreb, 19 November 2018

2. EIGE’s main areas of activity
Gender
mainstreaming
Gender-based violence
Research & Gender Statistics
EIGE’s current focus areas are:
1. Gender Mainstreaming: a strategy to include the gender perspective in all phases of developing policies. EIGE’s dedicated online platform offers practical tools and examples that cut across many policy areas.
2. Gender-based violence: EIGE actively contributes to the EU’s efforts of preventing and eliminating gender-based violence by working to improve data reflecting these realities, so that it can be available, of high-quality and comparable across the EU.
3. Monitoring the Beijing Platform for Action: EIGE examines gender equality trends in each of the 12 areas of the BPfA, as chosen by Council of the EU’s presidencies.
4. Gender Statistics: Our Gender Statistics, comprised of the Gender Equality Index and Gender Statistics Database, translate gender matters into figures, making it easier to grasp the full extent of existing inequalities.

3. Education
A significant gender difference in the selection of training pathways and occupational choices persists in Croatia

4. Skills and precarious jobs
More than half of women (53.3 %) woman with low qualifications works in precarious employment compared to one fifth (22.7)% of men.

5. Skills and precarious jobs
All qualification levels
Employment Rate W M 66.2
Precarious jobs W M 19.6
Low qualification levels
Employment Rate W 32.5 M 45.7
Precarious jobs W 53.3 M 22.7

6. Skills and precarious jobs
People who have never worked by gender and educational attainment
All qualifications level
W M 4.0
Low qualification levels
W M 8.4

7. Research – Gender analysis
Gender and Poverty
The limited economic independence of women constitutes a poverty risk for men.
Men are more likely to live in ‘in-work’ poverty because of their family situation, including having a partner with no income of her own.
Women are more likely to be in ‘in-work’ poverty due to their own employment situation (low pay, part-time work, etc.)
Address gender stereotypes at all levels of education and in digital spaces: Gender stereotypes lead to gender segregation, and segregation reinforces gender stereotypes. Stereotypes work as ideological and social barriers preventing many women and men from choosing and altering professions  traditionally dominated by one gender. Women may feel marginalised and unwelcome (albeit unintentionally) in STEM departments, while men might tend to believe that education, health and welfare studies and occupations are more suitable for women than for men. Cultural norms and stereotypes must be addressed by education institutions from a very early age.
Support upscaling of skills and life-long learning: A major challenge is also getting continuous upscaling of skills, which is a prerequisite for a successful career in a sector as dynamic as ICT. As EIGE’s study shows, men in ICT jobs benefit from training more often than women. It is proven to be difficult for women, who still tend to take a lion’s share of household and care responsibilities, to engage in trainings outside of office hours. In the long run, lack of life-long training, not only reduces career prospects but also explains a larger share of women leaving the ICT jobs alltogether due to unfulfilled aspirations.
Make work–life balance provisions available for women and men in all sectors and occupations: Women’s disproportionate responsibility for care of dependent family members and household tasks is a major factor of gender segregation in employment. Data show that it is relatively easy for women to make the transition between full-time and part-time employment and remain employed in the same (women-dominated) sector. The sectors in which men are employed are less prone to part-time working, resulting in men not being able to work part-time while remaining in the same sector of employment (EIGE, 2014). This may be a factor preventing men from taking on more caring duties.
Address unequal sharing of caring roles between women and men as a serious impediment for work-life balance, including ability to have jobs. This is the only domain of the latest EIGE’s Gender Equality Index 2017 which shows a negative trend to the detriment of women.  Women face real barriers to enter or re-enter ICT jobs even if having adequate education and experience. For example, about 17% of women with tertiary STEM education and about 40% of women with vocational STEM education remain outside the labour force (not in employment or unemployment). Less than 10% of men are in such situation. This points to many wasted talents and a lost investment in human capital.
Support gender-balance in decision-making at all levels: The under-representation of women in decision-making is very broad and multifaceted. I andt is crucial tofor policies aimed at improving gender equality, in particular on women’s employment, work–-life balance, equal pay, and equal sharing of caring duties. Decisions on such measures as supporting women in gaining access to positions of responsibility through more transparent selection and promotion processes, leadership training and personal development initiatives should also be taken by gender-balanced bodies.
Tackle gender-based violence in digital spaces– criminalisation, easier to report and prevention through awareness raising and sensitisation campaigns.

8. Research – Gender and digitalisation

9. Research – Gender and digitalisation
To design and implement a gender sensitive strategy for the digital agenda
Address gender stereotypes at all levels of education and in digital spaces: Gender stereotypes lead to gender segregation, and segregation reinforces gender stereotypes. Stereotypes work as ideological and social barriers preventing many women and men from choosing and altering professions  traditionally dominated by one gender. Women may feel marginalised and unwelcome (albeit unintentionally) in STEM departments, while men might tend to believe that education, health and welfare studies and occupations are more suitable for women than for men. Cultural norms and stereotypes must be addressed by education institutions from a very early age.
Support upscaling of skills and life-long learning: A major challenge is also getting continuous upscaling of skills, which is a prerequisite for a successful career in a sector as dynamic as ICT. As EIGE’s study shows, men in ICT jobs benefit from training more often than women. It is proven to be difficult for women, who still tend to take a lion’s share of household and care responsibilities, to engage in trainings outside of office hours. In the long run, lack of life-long training, not only reduces career prospects but also explains a larger share of women leaving the ICT jobs alltogether due to unfulfilled aspirations.
Make work–life balance provisions available for women and men in all sectors and occupations: Women’s disproportionate responsibility for care of dependent family members and household tasks is a major factor of gender segregation in employment. Data show that it is relatively easy for women to make the transition between full-time and part-time employment and remain employed in the same (women-dominated) sector. The sectors in which men are employed are less prone to part-time working, resulting in men not being able to work part-time while remaining in the same sector of employment (EIGE, 2014). This may be a factor preventing men from taking on more caring duties.
Address unequal sharing of caring roles between women and men as a serious impediment for work-life balance, including ability to have jobs. This is the only domain of the latest EIGE’s Gender Equality Index 2017 which shows a negative trend to the detriment of women.  Women face real barriers to enter or re-enter ICT jobs even if having adequate education and experience. For example, about 17% of women with tertiary STEM education and about 40% of women with vocational STEM education remain outside the labour force (not in employment or unemployment). Less than 10% of men are in such situation. This points to many wasted talents and a lost investment in human capital.
Support gender-balance in decision-making at all levels: The under-representation of women in decision-making is very broad and multifaceted. I andt is crucial tofor policies aimed at improving gender equality, in particular on women’s employment, work–-life balance, equal pay, and equal sharing of caring duties. Decisions on such measures as supporting women in gaining access to positions of responsibility through more transparent selection and promotion processes, leadership training and personal development initiatives should also be taken by gender-balanced bodies.
Tackle gender-based violence in digital spaces– criminalisation, easier to report and prevention through awareness raising and sensitisation campaigns.

10. Gender mainstreaming GENDER MAINSTREAMING STRATEGY DIMENSIONS
Equal representation of women and men
Gender perspective into the content of policies
GENDER MAINSTREAMING STRATEGY
Political commitment
Legal framework
CONDITIONS
CONDITIONS
RESULTS

11. Gender mainstreaming 35% 31% 34% 36% 18% 27% 22%
Members of national parliaments
35%
Top tier of national administrators
31%
Judges of supreme courts
34%
Board members of largest listed companies
36%
Members of the highest decision making body at employer organisations
18%
National ministries dealing with environment and climate change
27%
Politics: National parliaments (both houses) members, as of 2018-q3; Women 35.3%
Public administration: National administrations: top one tier of administrators, as of 2017; Women 30.7%
Judiciary: Judges of the Supreme courts, as of 2018; Women 34.1%
Business and finance: Board members of largest listed companies, as of 2018-B1; Women 35.5%
Social partners and NGOs: Members of the highest decision making body at employer’s organisations, as of 2016; Women 18.4%
Environment and climate change: Members of the government or political executives in national ministries dealing with environment and climate change, as of 2017; Women 27.3%
Media: Public broadcasters: Members of the board/council (highest decision-making body), as of 2017; Women 22.2%
Education, science and research: National academies of science: members of the highest decision-making body, as of 2017: Women 0.0%
Members of the board/council at public broadcasters
22%
Members of the highest decision-making bodies at national academies of science

12. EIGE’s work on gender-based violence
GENDER STATISTICS, research, methods, tools, good practices, awareness raising
COSTS OF GENDER-BASED VIOLENCE
Gender Equality Index DOMAIN OF VIOLENCE
FEMALE GENITAL MUTILATION
ADMINISTRATIVE DATA
SOURCES
GAPS
TERMINOLOGY & INDICATORS
RAPE
IPV
FEMICIDE
EU COUNTRY FACTSHEETS
In addition to administrative data, EIGE has worked on these other areas of gender-based violence over the past 4-5 years.
EIGE provides access to existing statistical data and information on gender-based violence, aiming to support the institutions and experts engaged in preventing and combating gender-based violence in the European Union and beyond.
Since 2010 EIGE has carried out several ground-breaking studies and collected data and resources related to gender-based violence.
Analysis of Anti-trafficking and Victims’ Rights Directives

13. Violence against women
Estimation of cost of GBV in EU - CROATIA
IPV                                        VAW                                    GBV                                    
                    
Source: Estimating the cost of GBV in the European Union, EIGE, 2014

14. CONNECT WITH EIGE stakeholders@eige.europa.eu
eige.europa.eu
facebook.com/
eige.europa.eu
twitter.com/
eurogender
come in for a chat!
eige.europa.eu/
newsletter
eurogender.eige.
europa.eu
youtube.com/
user/eurogender
Gedimino pr. 16,
LT Vilnius,
Lithuania