One in three women in the European Union experiences physical or sexual violence. Fewer women than men are employed, even fewer hold leadership roles, and more often they work in lower-paid positions. On average, women earn 12% less than men, according to data from the European Commission. A newly developed roadmap for women’s rights aims to level the playing field in the job market and education, while also combating both physical and economic violence against women.
European Commission President Ursula von der Leyen pledged that gender equality would be a key priority for the current Commission. As part of the EU Gender Equality Strategy 2020–2025, several groundbreaking initiatives have been introduced. However, as the Commission notes, progress remains slow and uneven across sectors and member states. Disparities in employment and pay are narrowing at a sluggish pace, discriminatory norms and stereotypes persist, and violence against women is on the rise. According to Commission data, one in three women over the age of 15 in the EU has experienced physical or sexual violence. One in six has suffered sexual assault, including rape, and 20% have faced domestic violence, particularly from partners, relatives, or household members.
The women’s rights roadmap, presented in March, outlines eight key action areas, including the prevention and elimination of all forms of violence against women and girls, such as sexual violence. In 2024, the EU adopted its first-ever directive to combat violence against women.
“This directive is designed to protect rape victims, improve access to legal and psychological assistance, and simplify procedures — for example, victims will only have to be questioned once,” explained Jagna Marczułajtis-Walczak, a Member of the European Parliament (MEP) from the Civic Platform, in an interview with Newseria.
The directive classifies crimes such as forced marriage and female genital mutilation as criminal offenses. It also includes aggravating circumstances for severe crimes like so-called honor killings or cases where victims were targeted solely because of their gender. The directive obliges EU member states to provide appropriate protection and support for victims, and to report and gather evidence of violence against women.
“Each country has its own challenges and priorities, which is why these rules are general and adaptable,” Marczułajtis-Walczak said. “Member states are required to implement the directive, but they can also tailor it with additional national laws suited to their specific needs.”
The roadmap also calls for action to improve women’s employment opportunities and ensure decent working conditions. In 2023, the employment rate of women in the EU exceeded 70% for the first time, growing faster than that of men. As a result, the gender employment gap fell to a decade-low of 10.2 percentage points. Still, women are underrepresented in the workforce, leadership positions, and more likely to hold low-paid jobs.
“We’re working to eliminate the pay gap, ensuring women earn the same as men. There’s also a directive aimed at gender parity in management roles. Companies with over 150 employees must report annually on compliance. These regulations are crucial because they help ensure women are treated equally,” said the MEP.
The “Women on Boards” Directive sets new standards for publicly listed companies in the EU, aiming to improve gender balance in management. It requires companies to implement transparent recruitment procedures, with the goal of having at least 40% of non-executive director roles or 33% of all board positions filled by the underrepresented gender.
“This approach also inspired Poland’s Minister of Sport, Sławomir Nitras, who proposed that at least 30% of management roles in Polish sports federations be held by women. We’re starting with 30%, but the goal is full parity. Though sports federations are small and highly specialized communities, this should be a broader European trend — women must have equal opportunities, equal pay, and be treated equally,” Marczułajtis-Walczak emphasized.
According to the 2024 Gender Equality Index published by the European Institute for Gender Equality (EIGE), the EU scored 71 out of 100, reflecting the current state of gender equality in the bloc.
In 2023, the average gender pay gap in the EU was 12% (compared to 7.8% in Poland). Women also perform more unpaid work, such as childcare and household duties, which leaves them less time for paid employment. As of 2022, 28% of women in the EU worked part-time, compared to just 8% of men. Even though more women than men graduate from university, they are underrepresented in the labor market and more likely to take career breaks: in 2018, one in three employed women had paused their career due to caregiving, compared to only 1.3% of men. Women more often shape their career decisions around family and caregiving duties.
Therefore, the MEP argues that additional legislation is needed to support those returning to work after caregiving, particularly for those caring for family members with disabilities.
“Most people caring for children with disabilities or providing any form of care service are women. I hope Poland will finally pass the long-promised law on personal assistance. This service should be governed by law, not just temporary programs,” said Marczułajtis-Walczak. “Right now, the Ministry of Labor, Social Policy, and Family has cut funding by over 40%, putting many users of personal assistance in a very difficult situation.”
A survey by the Supreme Audit Office (NIK) among users of personal assistants revealed that 98% said their quality of life improved thanks to such services. The Ombudsman stressed this indicates a need for systemic solutions. Poland is among the few EU countries that have not yet passed a personal assistance law, and work on it continues to be delayed.
“Helping women who care for people with disabilities return to the workforce is crucial. The goal is to allow them and those they care for to live independent lives — because their independence means independence for their caregivers too,” Marczułajtis-Walczak concluded.
