Millions of women worldwide are denied access to education, health services and economic opportunities, experience reduced access to food or live in fear of gender-based violence (GBV). According to the United Nations, women around the world between the ages of 24 to 35 are 25% more likely than men to live in extreme poverty.gender equality is not only a fundamental human right, but a necessary foundation for a peaceful, prosperous and sustainable world. In Europe, there is a 12%gender employment gap. Women are still under-represented in the labor market with only 67%, compared to 79% of men.
Genderdiscrimination is also apparent through thegender pay gap. Throughout the EU, the difference in average gross hourly earnings between women and men has remained high at 15%. According to the European Commission, the difference in earnings levels between men and women results from "non-respect of equal pay legislation and from a number of structural inequalities". Luxembourg has one of the lowest pay gaps in the EU, and on the occasion of International Women’s Day on 8 March 2023, STATEC Luxembourg published the latest figures on thegender pay gap, showing that women earned 0.2% more per hour on average compared to men in 2021. Nevertheless, for the EU overall, women are unlikely to reach pay equity until 2086 according to Eurostat data.
Genderdiscrimination is also visible in other aspects of employment. In the United Kingdom, for example, a report by the Equal Opportunities Commission states that 30,000 women each year lose their jobs because of their pregnancy, and only 3% of those who experience a problem report a claim at an employment tribunal.
According to statistics from Eurostat, the employment rate for women (aged between 20-64) in the European Union (EU) stood at 67% in 2018%, with Luxembourg employing 68% of women contra 76% men.
Inequalities persist and in a few cases have worsened due to the COVID-19 health crisis. We also note that an accumulation of discriminating criteria (age,disability, origin or professional situation) considerably increases the inequality between women and men.
In 2018, 85% of signatories to the Charter addressgender in theirdiversity management policy, making this criterion the most addressed.
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La parité homme/femme au sein des organisations apporte des visions complémentaires, plus créatives et permet des résultats plus innovants. Cet équilibre est fondamental à tous les niveaux de la hiérarchie afin de mieux lutter contre les stéréotypes et favoriser l'égalité des chances.
Plusieurs pistes permettent d'amener plus de diversité de genre au sein des structures. L'une des clés, sur le long terme, est d'établir des partenariats avec le monde éducatif afin de combattre les représentations stéréotypées et démontrer que le secteur et l'entreprise peuvent accueillir tous les genres au même titre. Une autre piste est de revoir l'image véhiculée dans les campagnes de communication, qui se veut le reflet de cette volonté d'intégrer plus de diversité de genre dans les équipes.
Une démarche égalité peut s'initier par de simples actions, pas à pas. Pour aller plus loin, le ministère de l'Égalité des genres et de la Diversité (MEGA) soutient les organisations à travers le programme Actions Positives (état des lieux financé, accompagnement par le Ministère...)
