The importance of applying the gender equality principle at institutional level

• Author: Alexandru Cordos
• Position: Agora University of Oradea, Romania
• Pages: 25-33

AGORA International Journal of Juridical Sciences, www.juridicaljournal.univagora.ro

ISSN 1843-570X, E-ISSN 2067-7677

No. 1 (2015), pp. 25-33

25

THE IMPORTANCE OF APPLYING THE GENDER EQUALITY PRINCIPLE

AT INSTITUTIONAL LEVEL

A. Cordoş

Alexandru Cordoş

Agora University of Oradea, Romania

PhD Professor, Faculty of Law and Economics, Social Sciences Department

*Correspondence: Elena-Ana Nechita, Agora University of Oradea, No.8, Piaţa Tineretului,

Oradea, Romania, Tel: 004/0735608317

E-mail: anaelena2009@yahoo.com

Abstract:

Gender equality, as a fundamental principle of the European Union, is included in a

series of legislative and non-legislative documents1 recommending a balanced participation

of both genders in the drafting and adoption of major decisions in the political and social

fields, as a vital component in the development of a real democracy and a decisive factor of

economic growth.

In terms of the degree of labour employment, gender equality is reflected in the need

to promote equally women and men in the labour market, particularly in leading positions.

According to the European Commission’s report2, women in European countries are

still underrepresented in leadership positions, although there has been some general

progress. Compared to the situation recorded ten years ago, at EU level, there was an

increase by 16% of women involved in politics and appointed to ministerial posts.

The drafting of the first National Strategy on Equal Opportunities for Women and Men

adopted by Government Decision no. 319/2006 approving the National Strategy on Equal

Opportunities for Women and Men for the period 2006-2009 and of the General Action Plan

for Implementing the National Strategy on Equal Opportunities for Women and Men for the

period 2006-2009.

This shows that women in Romania still experience gender discrimination, and this is

true for areas of economy where women are the majority, as well as for those where men are

the majority. The result is the emergence of occupational gender segregation, feminized

occupational fields are generally lower paid. Although progress has been made both in the

field of education and that of labour employment, women still have many obstacles to pass

before achieving real equality.

The efforts to be made in order to strengthen gender equality must address not only

the improvement of legislation in the field of opportunity and gender equality, but also a

change in attitudes and behaviours, in social structures, so as to allow women to develop

their personality according to their own will and be actively involved in all areas of life.

Key words: equal opportunities, gender equality, non-discrimination, workforce,

institutions.

1 Decision of the European Council in Madrid of 1995 on the annual monitoring of the implementation of the

Beijing Platform for Action adopted during the 4th UN Conference on Women held in Beijing in 1995, the

European Pact for Gender Equality adopted by the European Council in 2006 and renewed in 2010, the Charter

of Fundamental Rights of the European Union, the 2020 EU Strategy for Smart, Sustainable and Inclusive

Growth, the European Strategy for Equality between Women and Men 2010-2015, the European Pact for Gender

Equality 2011-2020, the EPSCO Council conclusions and the European Commission’s communications inviting

to promote and strengthen equality between women and men in various fields or the European Commission’s

annual Reports on the progress made in the field of equality between women and men, etc.

2 European Commission’s annual report on progress in gender equality – 2010