Good morning!

In Portugal, public education and training policies ensure gender equality in terms of access and conditions for studying. 

However, there are cross-cutting aspects that still leave women unequal. For example, it is mainly women who do the housework and look after the children and often the elderly in their family, and they don't have time to get qualifications or re-skill. 

They tend to earn less in their jobs (even though they have the same duties as men), except in public jobs (where pay progression is equal for women and men).

In education, it is essential that the areas of science, technology, engineering and maths are more attractive to girls, as these are areas that are more valued by the labour market.

Portugal, with 67.4, is still below the EU average (70.2) in the Gender Equality Index 2023.

A big thank you to the speakers and to the community for engaging with this heart-felt topic! Some of the practices that were mentioned during the discussion are also listed below:The European Women’s Lobby (EWL) has been influential in promoting gender equality through its work on intersectional and inclusive advocacy. EWL’s campaigns address structural inequalities impacting women, with initiatives like the #HerNetHerRights campaign, which tackles online violence against women. Their advocacy for inclusive policies in social affairs not only promotes awareness but also pushes for concrete actions at both national and EU levels.

The AGE Platform Europe highlights gender disparities among older adults, particularly in health, financial security, and social inclusion. AGE’s work integrates gender-sensitive strategies in its approach to lifelong learning and elder care, focusing on the gendered impact of ageing. They promote policies that address the unique economic and social challenges faced by older women, many of whom live below the poverty line due to lifetime pay gaps and career interruptions related to caregiving.

The European Anti-Poverty Network (EAPN) also provides a valuable example by focusing on gender dimensions within poverty reduction strategies. EAPN’s gender-focused approach ensures that its poverty alleviation policies and programmes address the disproportionate economic and social vulnerabilities that women face. They work to integrate gender equality into anti-poverty policies by calling for stronger social protection systems and equal access to quality jobs for women.

One last good practice is LLLP's project iBOX (Inclusive Box), which aims at ensuring more inclusive organisations, more inclusive education approaches and actions, through a capacity building process to better face and respond to current and future societal challenges. This is also done through a gender-sensitive approach

Lately, I’ve encountered a troubling trend of tokenism in DEI efforts, especially around transgender support. Policies are often applied in uninformed, superficial ways—focusing more on scoring political points than understanding or addressing real community needs.

In the Erasmus program, inclusion standards from the Erasmus Quality Standards are emphasized in many projects on paper. Yet, I’ve witnessed participant selection processes that intentionally exclude transgender individuals to avoid providing necessary support. Coordinators, often uninformed on the topic, make decisions based on stereotypes or anecdotal hearsay rather than an informed commitment to inclusivity.

Stereotypical views on gender and career paths remain present, with individuals pressured by family expectations to pursue "suitable" fields instead of following their own interests and living up to their true potential. Women might be even discouraged from seeking requalification later in life.

It’s equally disheartening that this critical discussion on gender equality and adult learning reached only 16 viewers on YouTube. Real change demands genuine engagement, accountability, and a commitment to inclusive, informed support—not just symbolic gestures.

Here are some links to go deeper:

MOVE UP, focused on how to make value out of the motherhood experience, thus increasing women/mother self-esteem, self confidence and their capacity to better access labour market and job opportunities: https://academyofentrepreneurship.org/move-app

GenderED Coalition, funded by CREA MIL (Media and Information Literacy) Programme and aimed at contrasting online gendered disinformation, by designing and implementing new narratives, social media campaigns. It includes also the definition of a Gender Competence Framework for MIL educators (such as journalists, teachers, gender equality experts, content creators, influencers, communication designers, etc.), as a crucial aspect of their professionalism: https://www.genderedcoalition.net/

Good morning, we are about to start today's discussion.

Feel free to post your comments and questions to the speakers during the live streaming.

Enjoy the discussion :)

Sara - EPALE Team

A common view: women and men are equal. Women are more likely than men to go to university, to take a more active role in improving their professional qualifications,  change their specialition more flexibly. They take any job to support their families. However, women are more likely to suffer redundancies, receive lower wages, and employers prefer men when choosing employees (they have children, after all). Archaism. Unfair.