Gender equality in Poland and across the European Union remains more of an objective than a reality, even though Europe still performs relatively well compared with many other parts of the world. Women are often better educated than men, yet they are less likely to be promoted, earn less, and more frequently leave or reduce their participation in the labour market for family-related reasons. Experts warn that this is not only a social problem, but also a measurable loss for innovation and economic competitiveness. New EU regulations on pay transparency and the representation of women in corporate leadership may become an important catalyst for change.
According to the Gender Equality Index 2025, prepared by the European Institute for Gender Equality, despite visible progress, achieving full gender equality in Europe may still take at least 50 years. Poland ranks significantly below the EU average in the area of power, which includes political, economic and social decision-making.
“We are still dealing with gender inequalities. It is important to stress that these inequalities affect both men and women. In the case of men, we often discuss inequalities in education, while in the case of women the focus is most often on the labour market. That is why, at the Lewiatan Confederation, we are addressing the issue of women’s professional activity and the fact that their potential is not being fully used,” said Alicja Wejdner-Cichy, economist and DEI expert at the Lewiatan Confederation, in an interview with Newseria during the European Forum for New Ideas held in Warsaw in April.
An expert report prepared as part of the Lewiatan Confederation project “Strengthening Social Dialogue in Poland – a Model for Initiating Social Dialogue by Employers” shows that women’s employment in relation to men declines noticeably in two periods: the reproductive age group, between 20 and 39, and the pre-retirement age group, between 60 and 64. The data support the hypothesis that parenthood pushes many Polish women away from the labour market.
Among people aged 25–54 without children, the employment gap between women and men is very small, at 1.5 percentage points. However, it increases with the number of children. With one child, the gap reaches 13.9 percentage points, while with three children it rises to 34.3 percentage points, to the disadvantage of women.
“By failing to fully use women’s potential, we experience negative effects in terms of the innovation and competitiveness of the economy. This potential exists, because we are talking about women who are more often better educated than men and have strong competences. In practice, we are losing this talent,” Wejdner-Cichy said.
Pay inequality remains one of the most serious problems faced by women in the labour market. According to a report prepared by the Congress of Women Association, 67 percent of surveyed women believe that in Poland women earn less than men in the same positions and with the same responsibilities. The same view was shared by only 39 percent of men. This difference in the perception of gender equality issues may become an obstacle to the implementation of equality-focused initiatives.
The European Union is planning measures aimed at improving the situation. Two key directives are expected to play a particularly important role: one concerning gender balance in listed companies, and the other concerning pay transparency and equal pay.
“We will be implementing two directives. The first concerns gender balance in listed companies, and the second concerns transparency and equality in remuneration. This is an impulse for change and for starting a discussion about the fact that pay inequalities exist. The adjusted gender pay gap is 15–18 percent. Looking at the largest listed companies, we can see that the share of women on management boards is very low, at around 14 percent. We are still at the stage of discussing what can be done. We have not yet reached the point where we have equality in society,” said the Lewiatan Confederation expert.
The Women on Boards Directive requires listed companies employing at least 250 people and generating turnover of more than EUR 50 million, or with a balance sheet total exceeding EUR 43 million, to meet one of two targets by 30 June 2026. The first is to ensure that women make up 40 percent of non-executive directors, meaning supervisory boards. The second is to ensure that women hold 33 percent of all director positions, including both executive and non-executive roles.
Research by the Businesswomen Leaders Foundation, entitled “Women in the Authorities of Listed Companies in Poland. Where Are We After 10 Years?”, shows that in 2024 women accounted for 13.6 percent of management board members and 18.7 percent of supervisory board members. More than 60 percent of listed companies had no women at all on their management boards.
The second regulation introduces new obligations concerning transparency in pay management. Companies will be required to disclose information on average pay in specific categories of employees, as well as the criteria used to determine remuneration and pay progression. The directive also introduces an obligation to report pay differences between women and men. The deadline for its implementation is 7 June this year.
According to Wejdner-Cichy, however, there are indications that these deadlines may be postponed and that companies will still need more time to prepare. Many employers are only beginning to adjust to the new requirements. There are still numerous issues that may prove difficult and burdensome for businesses.
“We need smart regulations, but there is no denying that these changes will be time-consuming,” she said.
A survey conducted among companies as part of the Lewiatan Confederation’s DEI Observatory shows that almost half of respondents believe that reporting the gender pay gap will help reduce discrimination. A similar proportion believe that it will not affect the situation of women in the labour market. The most frequently mentioned concerns related to pay disclosure include possible tensions and conflicts within teams, cited by 62.3 percent of respondents, wage pressure, mentioned by 39.3 percent, and the risk of employees being poached by competitors, indicated by 35.3 percent.
The discussion on gender equality in Poland is therefore entering a new stage. The issue is no longer limited to social policy or corporate image. It is increasingly becoming a question of economic efficiency, talent management and long-term competitiveness. Whether EU regulations will bring lasting change will depend not only on formal compliance, but also on whether companies treat equality as a strategic issue rather than an administrative obligation.
