Topic: Regulation & policy clear · back to the knowledge map
Most practices in: Portugal (12) · Ireland (11) · Italy (10)
NZD 2 billion pay equity settlement for 55,000 predominantly-female care and support workers, enacted June 2017. Wages rose 15-50% (minimum-wage workers: +21%). …
Law 21.216 (2020) mandated parity electoral lists and a results-correction mechanism for Chile's Constitutional Convention, producing the world's first gender-balanced constitutional body: …
First public disclosure of median gender pay gaps for ~5,000 Australian employers (100+ staff), published 27 Feb 2024. Median employer gap: 9.1%; …
Rwanda's 2003 Constitution (Art. 76) mandates ≥30% women in all elected positions; the Gender Monitoring Office (Law 51/2007) enforces compliance across public, …
Ireland's 2021 Act mandates annual gender pay gap reporting; in the first cycle (December 2022) 500+ companies disclosed figures showing a mean …
Iceland's 2021 reform expanded paid parental leave to 12 months with 6 months per parent non-transferable, raising fathers' average leave use to …
Sweden's Discrimination Act requires employers with 10+ staff to conduct an annual pay equity survey (lönekartläggning) and close identified gaps within three …
Spain extended fully paid paternity leave from 2 to 16 weeks — equal and non-transferable — in phases from 2017 to 2021; …
Denmark's 2022 law earmarks 11 weeks of non-transferable paid leave for each parent. Fathers' average leave doubled from ~5 to ~10 weeks …
France's 2018 law requires companies with 50+ employees to publish an annual gender-equality score (0–100 points). Average scores rose from 84/100 (2020) …
Spain's 2004 LOVG created 106 specialised gender-violence courts, emergency protection orders and free legal aid. In 15 years the courts handled 2 …
Ireland's 2012 law conditions party state funding on fielding ≥30% women candidates (threshold raised to 40% in 2023). Women's Dáil representation rose …
Finland's 2022 reform grants each parent 160 non-transferable leave days. By 2024, fathers' share of total parental benefit days rose from 12.5% …
The aim of the guidelines is to provide hints and orientations to avoid discriminatory practices and behaviours when accessing high positions in …
The goal of the Law 162/2021 (Gribaudo law), as foreseen by the National Recovery and Resilience Plan (PNRR), is to promote and …
The Águas de Portugal Gender Equality Plan outlines a comprehensive set of actions aimed at promoting gender equality in decision-making and leadership …
The establishment of the National Observatory for the Integration of Gender Policies, chaired by Minister Elena Bonetti, is one of the measures …
GALP - Petróleos e Gás de Portugal, SGPS, S.A., exploits the oil and natural gas business in portugal. The primary aim of …
World Bank/IFC-backed reform ended Comoros' telecom monopoly, introduced a competing operator and 4G, and subsidised broadband for schools — though national internet …
A World Bank/DFAT-backed reform opened Solomon Islands' mobile market to competition, cutting call prices ~60% and lifting telecom access from about 11% …
Iceland became the first country to mandate equal pay certification (2018): employers with 25+ staff must certify pay equity every 3 years …
The UAE Gender Balance Council (est. 2015) implements the National Strategy. Women hold 66% of public sector jobs, 50% of Federal National …
The 2020 GEA revision obliges Swiss employers with ≥100 staff to audit pay via the free Logib tool. Since Logib launched (2006) …
Norway's 2020-strengthened Equality Act requires all public and private employers with 50+ employees to conduct biennial gender pay mapping (lønnskartlegging) via a …
Open full copilot Grounded in cited practices — always check the sources.
