Inclusive Culture Initiatives at the European Institute of Gender Equality

“DEI principles are fundamental to building a fairer and inclusive labour market across the European Union”

At the European Institute for Gender Equality (EIGE), we recognise that the principles of Diversity, Equity, and Inclusion (DEI) are fundamental to building a fairer and inclusive labour market across the European Union. Part of our mission is to provide data-driven insights and policy recommendations to promote gender equality in the workplace, creating a diverse workforce that drives innovation and economic growth, benefiting everyone in society.

Many basic rights and accommodations we often take for granted in the workplace are the result of longstanding advocacy for DEI. For example, flexible work arrangements are not just a response to the COVID-19 pandemic; they have been championed by individuals with disabilities, caregivers, and marginalised communities for decades. 

Gender Equality Index

The Gender Equality Index gives the EU and the Member States a score from 1 to 100. 

A score of 100 would indicate that a country has achieved full equality between women and men. https://eige.europa.eu

From a gender equality perspective, prioritising DEI in workplaces is more crucial than ever. According to EIGE's research, women more frequently alter their careers to take on caregiving responsibilities, which directly impacts their professional opportunities and long-term economic stability (EIGE, 2023c, 2023d). This reality underscores the need for flexible working policies within DEI initiatives to support not only women but all employees balancing work and caregiving roles. 

The significant earnings gap between those with extensive unpaid care responsibilities and those with minimal responsibilities illustrates how caregiving can exacerbate gender disparities. In 2022, women in couples with children, as well as highly educated women and those aged 50 to 64, earned less than 70% of their male counterparts' earnings (EIGE, 2022a). These inequalities contribute to a 26% gender pension gap and the rising feminisation of poverty among older women. 

To advance gender equality, it is crucial for national and workplace policies to address gender care gaps, promote work-life balance, and combat labour market segregation. Implementing DEI policies such as flexible working is essential for creating an inclusive work environment that empowers women, supports their career development, and affirms their value across all sectors.

DEI Projects

According to the EU-wide survey on gender-based violence by Eurostat, the Fundamental Rights Agency, and EIGE, one in three women in the EU-27 (30.8 %) have experienced sexual harassment at work in their lifetime. This alarming statistic underscores the urgency of tackling sexism in the workplace, which is essential for fostering a diverse and inclusive environment where all individuals can thrive. 

The impact of sexism at work extends beyond individual experiences; it creates a toxic atmosphere that discourages participation and undermines the contributions of women across various sectors. Such environments not only contribute to mental health issues and reduced job satisfaction but also perpetuate harmful stereotypes that limit women's career advancement. The prevalence of harassment can deter women from seeking leadership roles or pursuing careers in male-dominated fields, thereby reinforcing labour market segregation and perpetuating economic disparities. 

The Gender Equality Index gives the EU and the Member States a score from 1 to 100. A score of 100 would mean that a country had reached full equality between women and men.

Click here to reach the report.

The Gender Equality Index 2024 shows that labour market segregation is a critical factor contributing to gender inequality within the EU (EIGE, 2024). Women are over-represented in healthcare, education and social sectors while men dominate higher-paying sectors such as technology, engineering and finance. This disproportionate representation in lower-status, lower-paid occupations severely limits career advancement opportunities for women. 

Even within these sectors, men largely occupy higher-level positions, further perpetuating disparities. Addressing these issues is crucial not only for improving opportunities for women but also for fostering equitable workplaces that support the professional growth and empowerment of all employees.

Women Empowerment

EIGE’s research shows that gender equality can be greatly affected by women’s lack of participation in decision-making (EIGE, 2024). There is an overall democratic deficit in the EU at all political levels and on the boards of the EU’s largest companies. In addition, there is a low proportion of women in social areas, including in top positions on scientific boards, and boards of public broadcasters and the largest sports federations. 

A decade after the directive on gender balance on company boards was first proposed, the proportion of women on the boards of the largest companies listed in the Member States has reached an all-time high of 33 % (EIGE, 2024). Countries applying binding quotas or soft measures have seen women’s representation on company boards reach double that in countries where no action has been taken at all. 

However, the journey toward gender equality is not solely about increasing numbers; it is also about addressing the systemic barriers that discourage women from pursuing or maintaining leadership roles. Violence against women in decision-making positions, coupled with persistent gender stereotypes and discrimination, adds further obstacles that must be dismantled (National Democratic Institute, 2021). 

Legislation promoting gender balance on corporate boards is a necessary step, but it must be complemented by comprehensive policies addressing workplace cultures, support systems for women's advancement, and mechanisms to protect against harassment and discrimination. The role of businesses in this transformation is vital. 

Companies must commit to promoting diversity, equality and inclusion at every level, implementing policies that support women's leadership and actively combating the societal norms that uphold gender biases.

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To achieve true #GenderEquality, we need men and boys as allies.

Achievements & Lessons Learned

Equality and non-discrimination are core values of the European Union. Everyone should feel safe and free without fear of discrimination, regardless of gender, background, or identity. At EIGE, we are dedicated to strengthening our diverse and inclusive workplace, continuously implementing DEI initiatives that uphold our values. 

A key element of our success is the establishment of a comprehensive HR Strategy that is centred on enhancing diversity, inclusion and ensuring equality of opportunity for all EIGE employees through its employment practices, policies and procedures. 

One notable action is the development of a Reasonable Accommodation policy, accompanied by the appointment of a dedicated disability coordinator. This initiative has streamlined the process for employees with disabilities to request necessary accommodations, thereby fostering a more inclusive work environment. Additionally, our plan for refurbishing office space prioritises accessibility measures, demonstrating our commitment to creating a workspace that accommodates the diverse needs of all employees. 

To address biases in our hiring processes, we have organised training sessions and information workshops for staff, raising awareness of bias in selection procedures. This proactive approach has contributed to more equitable hiring practices and enhanced understanding of the impacts of unconscious bias on decision-making. 

Through these initiatives, we have learned that embedding DEI actions into our core HR strategy is essential for cultivating an inclusive workplace culture. Continuous education and open communication about our DEI goals are vital in promoting an environment where all employees feel valued and empowered to succeed.

#AccelerateAction to Promote Inclusivity

What can businesses do to promote gender equality. Good practices from IKEA

#InclusiveFuture #EmpowerThroughRespect #DiversityAndInclusionMatters #WomenInLeadership #AccessibleAndInclusive #EqualOpportunitiesForAll #SocialMobilityForAll #EmpoweringWomenGlobally #DEIInAction #QualificationsForAll #BuildingInclusiveWorkplaces #EIGE

Disclaimer: The views and opinions expressed in this article are solely those of the authors and do not necessarily represent those of TDX Consulting or the Workplace in Action® program. The content and ideas presented by the authors are their personal opinions and should not be considered the official policy or stance of TDX Consulting or the Workplace in Action® program.