In the UK, a country known for its historical conservatism, two of the most influential public figures of the 20th century were women: Queen Elizabeth II, who reigned over seven decades, and Margaret Thatcher, the prime minister who redefined the British politics and marked the international scene.
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The British example shows that when women have access to the same positions as men, they can lead with firmness, vision and global impact. And yet, these cases remain notable exceptions in a general landscape still dominated by inequality.
Despite the constant promises and a complex legislative framework, gender equality in the European Union remains an objective in the aspirational area than in everyday reality. In 2025, the inequalities of chance between women and men continue to manifest themselves in all areas of social, economic and political life, and progress is slow. If we maintain the current pace, it will be necessary over 60 years to reach real equality between women and men in the EU.
This reality is not only a problem of social justice, but also one of economic efficiency, democratic stability and social cohesion. In the perspective of the new European strategy for gender equality 2026–2030, it is essential to criticize the figures and to learn from the working models.
Radiography of inequality in 2025: Between stagnation and contrast
According to the data of the European Commission and EIGE (European Institute for Gender Equality), women represent 33.4% of members of national parliaments. In countries such as Sweden or Finland, this percentage exceeds 45%, while in Romania, Cyprus or Hungary remains below 20%. In national governments, women hold 35.1% of positions, with peaks in France and Finland (over 50%), but with extremely low levels in Eastern European countries.
In the field of work, the gap remains pronounced. The occupancy rate of women is 70.8%, compared to 80.8% for men. And when we talk about full-time equivalent occupation, the difference goes up to over 17 percentage points. Maternity is a decisive factor: women with young children are significantly less present on the labor market than men in the same situation. In addition, only 10% of European fathers use parental leave, with dramatic variations: from almost 44% in Sweden to under 1% in Greece.
In European companies, women continue to be underrepresented in leadership positions. In Germany, a country with strong economy and progressive legislation, only 25.4% of the top management positions are occupied by women, despite a noticeable increase compared to 2020 (13.3%). The wage differences remain around 13% in the detriment of women, and those regarding pensions exceed 30%.
These figures are not just the expression of inertia. They reflect a system in which care responsibilities are still traditionally attributed to women, in which indirect discrimination and cultural barriers persist, and voluntary measures do not give durable results.
60 years until equality? Inspiration models in Europe – examples that work
According to EIGE estimates, the EU could reach gender equality in about six decades if it maintains the current pace. Globally, the estimates of the World Economic Forum are even darker: 123 years to reach parity. Dimensions such as political participation or economic leadership are among the slowest in correcting. In this context, the strategy for the period 2026-2030 must come out of the logic of small steps and adopt mandatory tools, with measurable impact.
However, there are also examples that show that change is possible. In France, the law of parity imposed equal gender levels on electoral lists. Today, almost half of the parliamentarians are women. In Belgium, the law obliges parties to alternate women and men in the first positions of the lists. The result: a consistent and stable female representation.
In the area of occupation and balance of life-life, Sweden and Portugal are models. Sweden has introduced since 1995 the parental leave reserved exclusively to the fathers. Today, 44% of Swedish fathers use it. In Portugal, fathers have a compulsory parental leave of 20 days, and the encouragement measures have led to a spectacular increase in paternal involvement.
In the economic environment, Germany introduced in 2020 a law that obliges large companies to appoint at least one woman in executive councils. In five years, the proportion of women in leadership has almost doubled. Iceland goes even further: companies with over 25 employees are obliged to certify annually that they practice equal remuneration for equal work. Otherwise, they are sanctioned.
What can change strategy 2026–2030
In order for the gender equality to no longer remain a distant objective, the European strategy for 2026–2030, located on the last hundred meters of public consultation, must incorporate firm measures:
* Introduction of mandatory minimum odds in politics and public administration;
* Fair parental leave, with a reserved and non -transferable part for fathers;
* Unitary legislation on audit and salary transparency;
* Financial and institutional incentives for companies that promote gender diversity;
* Educational and mentoring programs in the fields of stem, addressed to adolescents and young women.
These proposals are not utopian. They already operate in some European states. The challenge is to generalize them and make them mandatory.
From aspiration to action
The gender equality strategy should not be an image exercise, but a coherent plan, with clear targets, terms and sanctions. Europe does not lack data or examples of good practice. What is missing is the political will to transform aspirations into reality.
Women represent half of Europe's population and workforce. Ignoring their potential is equivalent to a major economic and social loss. Therefore, the years 2026-2030 must be the years of acceleration. In order for the next generations to no longer measure equality in decades, but in facts.
