What are the objectives of the Equality Badge?
Greek legislation safeguards the principle of equality between men and women and the prohibition of discrimination on the grounds of sex through Article 4(2) and Article 116(2) of the Constitution. In addition, the Constitution protects pay equality, as Article 22 states that «all workers, regardless of gender or any other distinction, have the right to equal pay for work of equal value».Moreover, key legislation regulates issues of equal treatment between men and women in employment relations, including Laws 4097/2012, 3896/2010, and 4808/2021, which incorporate corresponding EU Directives into national law.
However, a range of gender inequalities persists in the workplace and the labour market more broadly. First, the difference in pay between male and female employees, also known as the gender pay gap (the difference in hourly earnings between men and women), is one aspect of these inequalities. In Greece in 2023, women earned on average 13.6% less per hour than men, according to the latest EUROSTAT data. The total gender pay gap—taking into account that far fewer women are employed and that they work significantly fewer hours (part-time work)—reached 41.3% in 2018 based on the latest available figures for this indicator (36.2% for the EU-28). Tackling this phenomenon is crucial, as it is a necessary step for strengthening women’s economic independence.
Closely linked to the pay gap is the pension gap, as studies in Greece and across the EU show that male retirees receive significantly higher pensions than women of the same age. In addition, many fewer women have access to a pension compared to men of the same age, as many lack the necessary contributions to establish pension rights.
Gender inequalities in the labour market persist despite the fact that, in education, women perform very well. In the past decade in Greece, the percentage of female graduates of tertiary education has become higher than that of men.
There is a clear horizontal segregation in the labour market—women tend to be concentrated in professions with lower demand and lower wages. This horizontal segregation is combined with vertical segregation, meaning women’s difficulty in advancing to higher positions in the hierarchy (the “glass ceiling” phenomenon).
The economic crisis of the previous decade was prolonged and severe, with particularly negative consequences for workers: the reduction of minimum wages, and the weakening of collective bargaining and arbitration that determine basic wages. Research suggests that women were even more adversely affected, as they are concentrated at the lower end of the wage scale. Arbitrary dismissals were also recorded, and many employers refused to fulfil obligations such as mandatory acceptance of changes in employment status before or after maternity or parental leave.
Regarding work–life balance, studies indicate that gender stereotypes and expectations place the burden of household responsibilities and childcare (as well as eldercare) predominantly on women. This makes women’s employment outside the home appear “supportive and supplementary to men’s employment.” As a result, women often refrain from working to cover family care responsibilities, while those who do work often work fewer hours or in part-time positions. At the same time, women’s opportunities for career advancement and higher earnings are negatively affected by their family responsibilities.
Today, the challenge of reconciling family and professional life concerns both genders. At the European level, there is an increasing emphasis on encouraging greater involvement of fathers in work–life balance policies. Law 4808/2021, which incorporates Directive 2019/1158 of the European Parliament and of the Council on work–life balance, expands leave and support measures for working parents and caregivers, extends paternity leave, and establishes an individual and non-transferable parental leave for both women and men. Nevertheless, a large proportion of male employees do not take these leaves, for various reasons (discouragement by employers, gender-stereotypical perceptions in the workplace regarding care responsibilities, fear of income loss or negative career impact, etc.).
The multiple inequalities faced by women in the labour market and workplace—many of which are noted above—result in women being at higher risk of poverty (especially older women), higher risk of social exclusion, fewer chances of economic independence, less free time for personal development, leisure activities, etc.
Furthermore, studies show that women are particularly at risk of workplace violence, and are more frequently exposed to bullying, sexual harassment, and moral harassment at work.
Combating all gender inequalities in the world of work requires addressing them not in isolation but as part of a comprehensive strategy to promote equality in all areas of social, political, and economic life.
The establishment of the Equality Badge and the recognition of enterprises that implement actions and foster an overall culture encouraging equality among male and female employees—and combating gender stereotypes—is part of this strategy.