Gender Equality and Mainstreaming Strategy and Action Plan 2022-2027

1.1.1 Address the intersectional aspect of gender with other grounds of discrimination (including inter alia disability; race; belief; age; sexual orientation) in policy making, taking into particular account persons who are at risk of poverty and social exclusion Lead : All Ministries

1.1.2 Quarterly awareness-raising campaigns on various themes in collaboration with Civil Society, addressing the intersectional aspect of gender Lead : HRD Supporting: Civil Society Action 1.2 Research & Data Collection Time frame: Within 1 year

1.2.1 Strengthen the collection of gender disaggregated data across the board Lead: All Ministries

1.2.2 Further collaboration with the National Statistics Office (NSO) on the collection and sharing of data related to gender equality and gender mainstreaming Lead: NSO Supporting: All Ministries Action 1.3 Development & Reform Structures Time frame: within 3 years

1.3.1 Strengthen the Gender Mainstreaming Unit within HRD Lead : MHSR

1.3.2 Strengthen the principle of gender mainstreaming in the design, implementation and evaluation of public service and public sector policies with clear requirements and obligations Lead: OPM Supporting: MHSR

1.3.3 Revisit the current gender mainstreaming reporting system within Government to ensure that the public service and public sector fully implement the principles of gender mainstreaming and gender equality Lead: NCPE (MHSR) Supporting: P&SD(OPM)

1.3.4 Investing in gender audit training for professionals Lead: MHSR

1.3.5 Set up an Inter-ministerial Committee on Gender Equality & Mainstreaming, which will consist of focal points from each ministry, so as to monitor the implementation of the action plan. Lead: MHSR 11

1.3.6 Determine, within the first six months (Q2) of GEMSAP, the timeline and budget foreseen for each measure in the strategy Lead: Inter-Ministerial Committee

1.3.7 Introduce and adopt practical guidelines on how to take account of the gender perspective in events, meetings, reports, publications, language, publicity work and public procurement Lead: MHSR

1.3.8 Introduce a new category in the National Worker of the Year Award (Premju Nazzjonali Ħaddiem tas-Sena), recognising the efforts of enterprises that register significant progress in gender equality and mainstreaming, or successfully implement innovative measures to ensure gender equality and mainstreaming within their structure or the industry in general Lead: OPM

1.3.9 Boost cooperation and the exchange of best practices through existing fora within professional spheres Lead: MHSR Supporting: CCWR, Civil Society Action 1.4 Gender Budgeting Timeframe: Within 3 years

1.4.1 Introduce a genderresponsive budgeting system with clear, measurable targets, monitoring and evaluation mechanisms Lead: MFE Action 1.5: Development and Reform of Legislation Timeframe: Within 5 years

1.5.1 Adopt the Equality Act and the Human Rights and Equality Commission Act to effectively tackle intersectional discrimination in all its forms in all spheres of life Lead: MHSR

1.5.2 Strengthen the review process of Maltese legislation to identify and remove any provisions which needlessly differentiate between men and women, where applicable Lead: HRD (MHSR)

1.5.3 Increase awareness on legislative tools and safeguards available to victims of gender discrimination Lead: MHSR 12 Objective 2: Guarantee Equal Access to Employment in all Sectors, Combat Segregation and Ensure Equal Pay for Work of Equal Value Malta had clearly made progress in women’s participation in the labour market. The consistent increase in the female employment rate over the years clearly marks how the multitude of measures aimed at in- creasing women’s participation in the labour market, such as free childcare, the Breakfast Club, Klabb 3-16, tapering of benefits and in-work benefit, left their desired effects. Nonetheless, the Maltese context still holds barriers for women in the labour market, as patriarchal expec- tations remain, as well as the glass ceiling in decision-making processes. 2020 Eurostat data shows that 67.8% of women, between the age of 20 and 64, are in employment, compared to 85.6% of men. Data also shows that 13.55% of employed women are in part-time employment, compared to 3.69% of men. There are various determinants that affect female labour market participation, including the burden of private and care responsibilities, employment segregation, career breaks, stereotypes, equal pay for work of equal value, among others. All these determinants are addressed in this document. In 2022 GEI, despite Malta ranking second in the EU in the sub-domain of segregation, the uneven con- centration of women and men in different sectors of the labour market remains an issue: 30% of women work in education, health and social work, compared to 10% of men. In view of this, GEMSAP aims to advance women’s participation in the labour market, aiming to have at least 73% of women engaged in full-time employment (20 – 64 years) by 2027 and strenghten the gender balance in segragation of labour. The increase in female employment also led to a widening of the gender pay gap (GPG), which in 2019 stood at 11.6%. Eradicating this inequality has increasingly been defined as a priority in Malta and beyond, primarily since it is an obvious manifestation of gender inequality, as well as a contributing factor to pover- ty risk. In April 2018, the National Statistics Office published an analysis of the GPG in Malta, which shows that the GPG is highest in the private sector at 14.3%, as opposed to the public sector at 5%. This also impacts parents of dependent children (16.6%) more than nonparents (6%). Such study also shows that GPG is widest in the 35-54 age cohort. This may be due to the demands of unpaid caregiving which lead women to opt for part-time employment as well as the higher incidence in these age groups of women returning to employment after a career break taken to care for dependent children. It is also noted that GPG tends to be widest in sectors involving a higher proportion of professional, tech- nical and management positions, one of the reasons being that women are underrepresented in these positions. Women also still face considerable challenges and barriers to pursuing a career in the spheres of science, technology, engineering, and mathematics (STEM). In particular, the stereotypes children face from an ear- ly age compel girls and boys to confine their choices to traditional roles and societal expectations. Aware of these challenges, the measures below are therefore aimed at ensuring that the present gap and employment segregation that currently exists within this sector is mitigated and eventually abolished. 10 Eurostat Employment - annual statistics 11 Eurostat Employment by sex, age, professional status and full-time/part-time (1 000) 12 Gender Equality Index 2022 – Domain of work 13 The National Employment Policy (2021 – 2030) 13 SPECIFIC ACTIONS AND LINKED OUTPUTS Action 2.1 Strengthening gender mainstreaming in the workforce Timeframe: Within 3 years

2.1.1 Study whether the feminisation of labour is occurring in certain sectors of the public service and public sector and, if so, draw a plan to rectify it Lead: P&SD(OPM)

2.1.2 Introduce a gender mainstreaming obligation in the Quality Award Process Lead: P&SD(OPM)

2.1.3 Strengthen the monitoring and enforcement process ensuring that tenderers awarded public contracts comply with, and ensure, gender equality and equal pay throughout their structure Lead: MFE Supporting: DIER (OPM)

2.1.4 Raise awareness and provide support for the adoption, and upgrading, of gender equality policies by: i. assisting in the preparation of equality plans and the promotion of equality within the workplace, in accordance with the Equality Act and Maltese legislation; and ii. revamping and relaunching the Equality Mark Certification Lead: NCPE (MHSR)

2.1.5 Encourage further dissemination of tools for companies, for them to voluntarily self-diagnose their wage structure, and detect and correct pay inequalities Lead: NCPE (MHSR) Supporting: DIER (OPM)

2.1.6 Promote further the ‘Equal Pay’ Equality Mark Certification, including recognition and promotion of companies achieving this mark Lead: NCPE (MHSR) Action 2.2 Training Timeframe: Within 3 years

2.2.1 Invest in further training for public service and public sector officials in the practical implementation of gender mainstreaming Lead: IPS (OPM) Supporting: NCPE(MHSR), HRD(MHSR)

2.2.2 Incentivising industry-led training programmes for women who are re-entering the labour market with a focus on STEM careers Lead: MFE Supporting: MEFL 14

2.2.3 Ensure that upskilling training and employment guidance programmes for women belonging to vulnerable groups are provided (namely, migrants, persons with a disability, the elderly and LBTIQ people) for them to access, and remain in, the labour market, and be fully included in society Lead: Jobsplus (MFE) Supporting: MEYR, HRD (MHSR), NCPE (MHSR), CRPD (MIVC) Action 2.3 ICT & Entrepreneurship Timeframe: Within 5 years

2.3.1 Establish mentoring programmes for women interested in technology namely entrepreneurship, ICT Artificial Intelligence (AI) and blockchain technology, finance and science Lead: MEFL

2.3.2 Undertake regular raising awareness initiatives on careers within the ICT Sector, and equal opportunities within it Lead: MEFL Supporting: MFE

2.3.3 Propose further fiscal and financial incentives for women taking up entrepreneurship, ICT careers, and employment opportunities related to the finance and science sector Lead: MFE Supporting: MEFL

2.3.4 Develop a statistical system to monitor women’s participation in entrepreneurship, ICT, finance, and the science sector, including in terms of employment tenure and progression, access to various forms of finance, and business growth Lead: MEFL Action 2.4 Gender Pay Gap Timeframe: Within 5 years

2.4.1 Strengthen and upgrade the mechanisms for monitoring equality in employment by:

2.4.1.1 Improving data collection on elements related to equal pay for work of equal value and research its root causes, with a view of implementing targeted solutions Lead: NSO (MFE) Supporting: DIER(OPM), NCPE (MHSR)

2.4.1.2 Ensuring that employees and prospective employees are given accurate and updated information on their employment contract, pay policies and practices, pay structures, starting salaries, pay and promotion progression, as well as access to additional payments and bonuses, among others Lead: DIER (OPM) 15

2.4.2 Combat gender-based job segregation by exploring the concept of job evaluation and assessment systems which systematically determine the value of a profession or sector, with a view of introducing the proportionality principle Lead: MFE Supporting: OPM

2.4.3 Increase information and awareness, and promote research on issues concerning equal treatment for men and women at work by:

2.4.3.1 Raising awareness on equal pay for work of equal value within society at large, and develop tools that workers can use to ensure that they are receiving equal pay for work of equal value, and to address any discrepancies Lead: NCPE (MHSR) Supporting: HRD (MHSR), MFE, DIER (OPM)

2.4.3.2 Promoting greater wage transparency within the private sector by publicising salary structures and entry level rates of all employment opportunities Lead: Jobsplus (MFE)

2.4.3.3 Providing specialised advice and legal information to victims of pay discrimination Lead: DIER (OPM) Supporting: NCPE (MHSR)

2.4.3.4 Supporting the EU’s directive to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms Lead: OPM Supporting: NCPE (MHSR), DIER (OPM), HRD (MHSR) 14.National Strategic Policy for Poverty Reduction and Social Inclusion 2014 - 2024 16 Objective 3: Enhancing Women’s Economic Independence Investing in women’s economic independence and empowerment sets a direct path towards gender equali- ty for equitable and sustainable societies. Economic empowerment increases women’s access to economic resources and opportunities including jobs, services, property and skills and as a result, their contribution to economic development and growth. The result of economic independence leaves a positive impact on women’s empowerment, allowing more women to shape their own lives, play a role in the public life and be economically independent. In fact, Government has introduced several incentives to further ensure economic independence, including fiscal incentives aimed at addressing the issue of making work pay to encourage inactive women to enter the labour market and help for long-term unemployed to join the labour market by gradually tapering of their unemployment benefits once they are in employment. According to the National Strategic Policy for Poverty Reduction and Social Inclusion, in 2019, 30.5% of Maltese women were considered at risk of poverty compared with 27.4% of men. By increasing women’s participation in the labour market and their earnings throughout the lifecycle, women’s economic inde- pendence is enhanced while reducing their risk of falling into poverty or social exclusion. This Strategic Policy also highlights that “major factor behind this discrepancy is the high rate of elderly females with no or little pensions, who would rely on the husband’s sole pension.” This shows that the gender pension gap translates into higher poverty risks for older women compared to men, and no or little economic independence. In 2019, women aged over 65 received 40% less pension than men. In order to continue safeguarding and enhancing women’s economic independence, the below measures address social and economic policies, taxation and social security systems to ensure equal treatment in all spheres of life. 17 SPECIFIC ACTIONS AND LINKED OUTPUTS Action 3.1 Incentives Timeframe: Within 5 years

3.1.1 Reinforce actions to achieve equal economic independence for women and men by promoting tax incentives which strenghten women’s participation in the labour market Lead: MFE

3.1.2 Explore the introduction of further incentives to entice informal workers to move from the unregulated market to the formal sector, thus safeguarding their rights as employees Lead: MFE

3.1.3 Promote existing incentives which continue to encourage more women to enter the labour market, and therefore, become more financial independent Lead: MFE Action 3.2 Policy Reforms Timeframe: Within 5 years

3.2.1 Review and revise inland revenue policies and legislation to ensure equal treatment between men and women, irrespective of civil status and, or sex Lead: CfR (MFE)

3.2.2 Review and revise social security policies and legislation to ensure equal treatment between men and women, irrespective of civil status and, or sex Lead: MSPC

3.2.3 Explore the current gender gaps in pension, assess the risks to these gaps and identify solutions Lead: MFAA Supporting: MSPC 18 Objective 4: Strengthening the Principle of Gender Equality & Mainstreaming in the Education System and Challenging Gender Stereotypes Equal access to education, as well as fair and high-quality educational processes, are essential for gender equality and for future economic prosperity. Government acknowledges the importance of education and training and lifelong learning to ensure that women and men acquire and maintain the skills they need to participate fully in society and successfully manage transitions in the labour market. Stereotypical expectations limit girls and boys in their aspirations, choices and freedom. This emerges clearly when one observes the gender imbalance in areas such as STEM and care, with women being se- verely underrepresented in the former, and men in the latter. Evidently, although more women than men graduated from the University of Malta in 2020/2021, there is still significant segregation in the choice of educational subjects. In fact, 63.5% of graduates were wom- en. However, women remain heavily underrepresented in business and STEM subjects whereas men are underrepresented in social and care subjects. As a matter of fact, men dominated in faculties of Engineer- ing (73.7%) and ICT (79.6%). On the other hand, graduate women dominated in areas such as education (89.3%), health sciences (69.4%) and social wellbeing (76.3%). Gender stereotypes are preconceived social and cultural patterns or ideas, whereby women and men are assigned characteristics and roles determined and limited by their sex. As gender stereotypes are perva- sive and operate throughout time, a life-cycle approach is needed to address the socialisation of men and boys in a wide range of social contexts: at home, throughout the education system, at the workplace and the wider economy, in the public space, in social media and networks, as well as in personal relationships. Gender stereotypes both result from, and are the cause of, deeply engrained attitudes, values, norms and prejudices. The media also plays an important role in shaping people’s beliefs, values and perception, and are thus fur- ther key channels for changing attitudes and challenging stereotypes. In 2021, the Broadcasting Authority developed Gender Representation Guidelines for Discussion Programmes aiming at raising awareness on the issue, whilst helping to narrow the representation gap between men and women in discussion pro- grammes. In view of this, the following measures directly address segregation, stereotyping and gender gaps in edu- cation and training with the aim to advance the gender balance in traditionally male or female-dominated professions and address gender stereotypes. 15 NCPE – Annual Report 2021 16 Council of Europe - Combating Gender Stereotypes and Sexism 17 Gender Representation Guidelines for Discussion Programmes 19 SPECIFIC ACTIONS AND LINKED OUTPUTS Action 4.1 Education Structure Timeframe: Within 3 years

4.1.1 Strengthen positive gender representation in formal education of all subjects to tackle gender stereotypes and to ensure that the content of the curriculum includes values and attitudes of gender equality Lead: MEYR

4.1.2 Carry out gender equality audits in all schools and higher education institutions to assess the gaps in the present allocation of resources and the gender relations and representation within them Lead: MEYR

4.1.3 Ensure that the necessary resources are made available to ensure that gender equality is mainstreamed throughout the educational system, including the national curriculum, educational facility setups, as well as sports and STEM facilities Lead: MEYR

4.1.4 Address the gender dimension in the preparation of specific educational support and reinforcement programmes directed at vulnerable groups likely to experience multiple discrimination (such as the Ġużè Ellul Mercer educational programme and Alternative Learning Programmes) Lead: MEYR

4.1.5 Provide relevant, up to date resources for schools and libraries, including resource packs for teachers, story books, fiction and non-fiction for children and adolescents Lead: MEYR

4.1.6 Introduce higher education training blocks divided into attainable steps (without stipulated timeframes), especially for women whose regular educational path was truncated Lead: MEYR

4.1.7 Review the sex education currently being given within formal education Lead: MEYR Supporting: MFH

4.1.8 Establish an MoU between the Equality Ministry and Academic Entities, with the aim of identifying research areas related to equality and promoting these identified areas to their students and academics Lead: MHSR Supporting: MEYR 20 Action 4.2 Raising Awareness Timeframe: Within 3 years

4.2.1 Create information sessions specifically designed for girls and women interested in careers which are traditionally predominantly male Lead: MEYR Supporting: MHSR

4.2.2 Promote and encourage women to make use of Recognition of Prior Learning programmes and institutions to recognise such programmes Lead: MEYR

4.2.3 Promote the reinforcement and implementation of gender equality and non-discrimination in sports, drama, art, music, and organisations offering non-formal education Lead: MEYR

4.2.4 Support sectoral women’s rights organisations to implement a systematic programme concerning educational and professional networking events Lead: MEYR

4.2.5 Enhance awareness of the importance and positive aspects of STEM tertiary education for girls and women Lead: UM (MEYR) Supporting: MEYR Action 4.3 Investing in training Timeframe: Within 3 years

4.3.1 Ensure that all personnel of educational institutions are adequately trained to tackle gender discrimination and stereotypes, promote equal treatment and equal value, and guarantee a safe and inclusive environment free from discrimination, marginalisation and/or violence Lead: MEYR Supporting: MHSR

4.3.2 Monitor the newly adopted Gender Representation Guidelines for Discussion Programmes and ensure that adequate training and support is provided as required Lead: BA (MHAL) Supporting: HRD (MHSR), NCPE (MHSR)

4.3.3 Train science, technology, engineering, and mathematics (STEM) teachers in gender-responsive pedagogy and classroom management Lead: MEYR 21 Action 4.4 STEM Timeframe: Within 3 years

4.4.1 Create safe and inclusive STEM learning environments, and promote the uptake of these subjects among female students Lead: MEYR

4.4.2 Enhance mentoring, apprenticeship and career counselling to ensure a fair and equal orientation of female students on STEM studies and careers Lead: MEYR

4.4.3 Promote mentoring programmes for girls and women on the practical and creative applications of STEM and AI Lead: MEYR

4.4.4 Create and support more initiatives for girls with regard to computer science and entrepreneurship learning in and out of the classroom, and encourage and support their participation in mainstream activities and competitions Lead: MEYR Supporting: MEFL 22 Objective 5: Promoting Co-Responsibility & Balance of Work, Private & Family Life An equal sharing of care responsibilities is crucial in order to achieve an equal society. The equal sharing of unpaid household and care work should be promoted to break down gender stereotypes, ensure women’s and men’s work-life balance, and get closer to real gender equality. 81% of women in Malta are still responsible for doing cooking and/or household chores every day, com- pared to 37% men. A gap is also present when comparing women and men when caring for and educating their children or grandchildren, elderly or people with disabilities, 42% for women compared to 25% of men. The COVID-19 pandemic has highlighted further that caring responsibilities and unpaid household chores are more likely to fall heavily on women, due to ingrained patriarchal mentalities. With the closure of schools and workplaces, it is highly likely that the increased caring responsibilities will rest squarely on women. This may include an array of tasks, from caring for children currently studying from home to sickly elderly relatives, as well as the usual household chores. In the meantime, women are still expected, where possible, to keep up with their work duties from home, causing considerable emotional and social stress for women, hence, making it more difficult for women to seek long-term, full-time employment. Malta’s Public Service has already introduced several family-friendly and work-life balance measures, striv- ing to be a model employer in this regard. In 2020, a research report conducted by the People & Standards Division within the Institute for the Public Services concluded that the overall utilisation of family friendly measures has increased in the Public Administration. A drastic increase of 122.73% in parent leave indicate a very positive change in the involvement of household duties among the male public officers. Moreover, although the Career Break remains predominant by female public officers, there has been an increasingly preference for flexitime and teleworking from both genders across the ministries. Notwithstanding, there is still a gender imbalance in the take up of family friendly measures and consid- ering the number of females who opted for family-friendly measures compared to men, it is important to note that balancing work and family responsibilities should not be a women-only issue. The reconciliation of work, private and family life is a key gender equality principle, which can be attained when women and men share caring responsibilities and duties. 18 Gender Equality Index 2022 - Malta 19 Institute for the Public Services - Family-Friendly Measures Report 2020 23 SPECIFIC ACTIONS AND LINKED OUTPUTS Action 5.1 Raising Awareness Timeframe: Within 1 year

5.1.1 Promote the reconciliation of work and family life by encouraging family-friendly policies and practices at the workplace, both within the public and private sector Lead: MHSR Supporting: MFE, P&SD(OPM)

5.1.2 Promote co-responsibility between women and men, and tackle gender role stereotypes and care responsibilities in families to instil a cultural change Lead: HRD(MHSR) Supporting: NCPE(MHSR), MSPC Action 5.2 Directives Timeframe: Within 1 year

5.2.1 Monitor the transposition of the Work-Life Balance Directive Lead: OPM Supporting: MFE, MHSR

5.2.2 Promote and encourage distance learning to support work-life balance Lead: NCFHE(MEYR) Action 5.3 Initiatives Timeframe: Within 3 years

5.3.1 Incentivise companies to develop reconciliation and co-responsibility measures, and promote the adoption of equality plans in small and medium-sized enterprises Lead: MEFL

5.3.2 Encourage men to make use of flexible working arrangements and other family friendly measures Lead: MFE Supporting: P&SD(OPM), HRD(MHSR)

5.3.3 Extend free childcare services for employees who work in the evening, weekends and on a shift basis. Lead: MEYR Supporting: MFE 24 Objective 6: Achieving Gender Balance in Political and Public Decision Making The balanced participation of women and men in political and public decision-making is crucial to a more representative democracy. Political activities and public decision-making remain male-dominated areas. In fact, EIGE highlighted that the most room for improvement remains in the domain of power, in which Malta ranks in the 19th position. Statistics also continue to highlight the gender imbalance in public appointments and boards whereby to date, 32% of board members are females whilst 68% are males. There is also a gender imbalance in pres- idents, board members and employee representatives of largest listed companies whereby in 2020 the percentage of women stood at 10.8% when compared to the EU average of 30.6%. In addition, despite a small improvement being recorded in the participation of women in Parliament, the share of women in 2020 remained very low, with only nine of Malta’s 67 members of Parliament be- ing women. Following the amendments of the Constitution of Malta, temporary positive measures will be introduced to ensure that at least 40% of representatives in the Parliament are women. This Bill also amended the General Elections Act to increase the number of electoral commissioners and ensure equal representation. This mechanism was first put to the test during the 2022 general election, and more than doubled the percentage of female Members of Parliament, from 13% in 2020 to 28% in 2022. In view of this, the below measures aim to address the various obstacles which still make it difficult for women to enter and ensure sustainability of their participation in the area of political and public deci- sion-making. 20 NCPE Annual Report 2021 21 ACT No. XX of 2021 25 SPECIFIC ACTIONS AND LINKED OUTPUTS Action 6.1 Raising Awareness Timeframe: Within 3 years

6.1.1 Advocate for the adoption of the EC draft Directive on Women on Boards Lead: MHSR

6.1.2 Raise awareness on the benefits of equality of representation and the sharing of power between women and men Lead: MHSR

6.1.3 Raise awareness on gender bias and stereotypes, sexism and discrimination against women including sexist hate speech online and offline in the political discourse Lead: MHSR Action 6.2 Research & Data Collection Timeframe: Within 3 years

6.2.1 Ensure that at least 40% of appointments made to officially designated bodies are women Lead: All Ministries

6.2.2 Collect and analyse relevant gender disaggregated data with regard to women’s representation in Parliament, local councils and government appointed boards Lead: MHSR

6.2.3 Ensure systematic periodic data collection on the presence of women and men in senior positions in all sectors Lead: NSO(MFE) Supporting: P&SD (OPM), MFE, NCPE (MHSR)

6.2.4 Ensure gender balanced representation among speakers and panellists in events and organised conferences Lead: All Ministries . Action 6.3 Training & Mentoring Programmes Timeframe: Within 3 years

6.3.1 Introduce mentoring and leadership training programmes designed to enhance women’s presence in senior managerial and directorship positions Lead: P&SD(OPM) Supporting: MHSR, IPS (OPM)

6.3.2 Provide support and assistance to companies that voluntarily choose to enhance the principle of gender equality in their human resources policies Lead: NCPE (MHSR) Supporting: HRD (MHSR) 26 Objective 7: Promoting Gender Equality in Social Wellbeing and Healthcare Policies The 2022 GEI for the domain of health for Malta is 87.8%. This measures gender equality in three health-re- lated aspects: health status, health behaviour and access to health services. Malta scores high when look- ing at health status and access to health. The first one focuses on the differences in life expectancy of women and men together with self-perceived health and healthy life years while the latter is measured by the percentage of people who report unmet medical and/or dental needs. In fact, the life expectancy for men and women in Malta remains higher than the EU average as it stands at 80% and 85% respectively. Nonetheless, this document aims to strengthen gender mainstreaming interventions to achieve gender equality and to improve health and well-being, by furthering awareness raising campaigns, policy devel- opment, ensuring further specialised training for professionals, and strengthening research and data col- lection. 22 Gender Equality Index 2022, Malta – Health 27 SPECIFIC ACTIONS AND LINKED OUTPUTS Action 7.1 Raising Awareness Timeframe: Within 3 years

7.1.1 Raise awareness among professionals in health and social services on gender stereotypes and gender-specific health risks Lead: MFH

7.1.2 Launch a far-reaching sex education campaign targeting different age groups so as to ensure that adequate and up-to-date information is available to all with regard to the methods of contraception, fertility issues, pregnancy, and the spread of sexually transmitted diseases Lead: MFH

7.1.3 Ensure that emergency contraception at Mater Dei or primary health care centres is freely accessible, without any hindrances, for victims of rape Lead: MFH Action 7.2 Training Timeframe: Within 3 years

7.2.1 Provide further specialised training for professionals working in health and social services to ensure effective service provision to vulnerable women Lead: MFH

7.2.2 Review guidelines and provide further training regarding female genital mutilation to healthcare practitioners and other support services providers Lead: MFH

7.2.3 Provide training to professionals in health and social services on people’s sexual health, including the exchange of good practices Lead: MFH Action 7.3 Policy Development Timeframe: Within 3 years

7.3.1 Revise and update the National Inclusive Sexual Health Policy & Strategy to reflect the needs of society Lead: MFH

7.3.2 Criminalise the act of virginity testing to eradicate this traumatic experience against women and girls Lead: MHSR 28 Action 7.4 Research & Data Collection Timeframe: Within 5 years

7.4.1 Collect gender-disaggregated data for purposes of research and data analysis on health-related matters and healthcare gender budgeting Lead: MFH Supporting: NSO (MFE)

7.4.2 Explore the access to, and costs related to menstruation products, with a view to eliminate period poverty Lead: MHSR Supporting: MSPC, MFE

7.4.3 Reduce the VAT rate on menstrual products to the lowest possible in according with EU legislation. Lead: MHSR Supporting: MFE

7.4.4 Provide free menstruation products in schools to eliminate the stigma that exists around this issue Lead: MHSR Supporting: MEYR

7.4.5 Study the introduction of free contraception, including its cost and methods of distribution Lead: MFH Supporting: MFE

7.4.6 Explore the possibility of free female sterilisation (even if not medically required) Lead: MHSR Supporting: MFH

7.4.7 Study the health and wellbeing of older people in relation to the gender aspect of life expectancy Lead: MFAA Supporting: NSO(MFE), MFH 29 Objective 8: Eliminate Gender Imbalance in the Field of Justice by Addressing Gender Bias and Gender Stereotypes Access to justice is a human right and an integral element of promoting the rule of law and a well-function- ing democracy. Persisting gender inequalities, gender bias and stereotypes may result in unequal access to justice. Cultur- al barriers, lack of awareness, fear and shame also impact women’s access to justice, as do discriminatory attitudes and the stereotypical roles of women as carers and men as providers. The Council of Europe Expert Group on Action against Violence against Women and Domestic Violence (GREVIO) has reported the need for further criminal justice responses in Malta, highlighting gaps in data collection, particularly in the area of law enforcement and justice, which are to be tackled further within this strategy. In parallel to the GEMSAP, Malta also adopted its second Strategy on Gender-Based Violence and Domestic Violence. In view of these challenges and barriers, it is crucial that this gender imbalance is addressed, as equal ac- cess to justice is fundamental to ensuring real gender equality. 30 ACTIONS AND LINKED OUTPUTS Action 8.1 Collaboration with MFET on matters concerning WPS Timeframe: Within 1 year

8.1.1 Ensure women’s equal participation and full involvement in all efforts to maintain and promote peace and security, in line with the WPS agenda Lead: MFET

8.1.2 Collaborate with MFET to commemorate the day when the Security Council adopted the resolution on women and peace and security on 31 October 2000 Lead: MFET Action 8.2 Training Timeframe: Within 3 years

8.2.1 Develop and disseminate training tools and materials on gender equality issues and human rights in the context of international conventions and legal frameworks, which are tailored to the needs of justice professionals and members of law enforcement bodies Lead: MFJ Supporting: MHSR

8.2.2 Develop training modules on gender equality and gender mainstreaming for police officers Lead: MHSR Action 8.3 Research & Data Collection Timeframe: Within 5 years

8.3.1 Encourage research and standardised data collection to tackle gaps and lack of data disaggregated by sex concerning women’s access to justice Lead: MHSR Supporting: NSO(MFE), MFJ

8.3.2 Identify and disseminate existing victim support tools and good practices to empower women in the process of accessing justice Lead: LAM (MFJ)

8.3.3 Identify, compile, and disseminate good practices from other member states to reduce obstacles and facilitate women’s access to justice Lead: MHSR, MFJ

8.3.4 Monitor and follow up court decisions to raise awareness and ensure a better understanding among legal professionals of issues related to women’s access to justice, including judicial stereotypes and the protection against gender-based violence and discrimination Lead: MHSR Supporting: MFJ

8.3.5 Carry out a gender equality audit within the Malta Police Force to assess the gaps in the present allocation of resources, and the gender relations and representation within them Lead: MHSR 31 Monitoring and Evaluation An Inter-ministerial Committee (IMC) on Gender Equality & Mainstreaming monitored by HRD will be set up for the purposes of the GEMSAP ensures coordination between Ministries and the HRD in its imple- mentation. The IMC will consist of focal points from each ministry, who are able to push the agenda for- ward and report back on progress made. A crucial aim of the IMC within its first six months of operations will be that of determining the timeline and budget foreseen for each measure within the Action Plan. While national funds will mostly be used to finance the GEMSAP, the IMC will also explore the possibility of tapping into relevant EU funding oppor- tunities. The GMU within the HRD is the lead coordinating body of this Strategy and Action Plan, responsible also for its day-to-day monitoring and implementation. Monitoring of the Action Plan will be carried out at the end of each quarter. The GMU will be responsible for evaluating the progress on achieving the outlined measures and actions across all objectives of the action plan, which will be reported annually. The annual report will highlight whether the implementation of measures is on track or otherwise, and, if not, propose remedial action from the implementing entity. Moreover, an independent body will be engaged to evalu- ate interim and final reports to ensure a stronger monitoring system. The monitoring and evaluation of this Action Plan will also feed into the second Action Plan, following the implementation of this first document. The GMU will maintain regular and consistent contact with the Consultative Council for Women’s Rights (CCWR) with regards to the implementation and progress made on the Action Plan. The Council was established with the aim of representing women’s rights and to serve as a platform for policy develop- ment and legislative proposals. The members of the Council are appointed from among persons active in non-governmental organisations working in the field of women’s rights. The annual progress report will be presented during the annual gender equality conference organised by the GMU. The conference will also serve as a space for communication with different NGOs through a number of workshops and discussions which will be organised. NB: Ministries, entities, and stakeholders mentioned in this action plan are up to date as of the date of its publication. Where changes in responsibilities or portfolios occur, the necessary updates will be affected by means of an Annex. 25 Consultative Council for Women’s Rights 32 33 ANNEX 34

Annex 1: Glossary of Gender Mainstreaming-related terms Gender Gender refers to the socially constructed roles, expectations, activities, behaviours and attributes that society at any given time associates with a person of any sex, assuming any form of gender identity or gender expression. Such gender systems are institutionalised through education systems, political and economic systems, legislation, and culture and traditions. In utilizing a gender approach, the focus is not on individual women and men, but on the system, which determines roles and responsibilities, access to, and control over, resources, and decision-making potentials. Sex The biological characteristics that define humans as female or male. Gender Budgeting Gender budgeting is an application of gender mainstreaming in the budgetary process, requiring a gen- der-based assessment of budgets, incorporating a gender perspective at all levels of the budgetary pro- cess, and restructuring revenues and expenditures in order to promote gender equality. Gender Equality Gender equality refers to the equality of rights, responsibilities, and opportunities for women and men and girls and boys. Full gender equality ensures that the differing needs and priorities of women and men, girls and boys are given equal weight in planning and decision-making. Gender Mainstreaming Gender mainstreaming is the process of assessing the implications of any planned action, law, policy, or programme and their implementation, in all areas and levels, for women and men. It is the systematic consideration of the differences between the conditions, situations and needs of women and men, girls and boys and the reorganisation, improvement, development and evaluation of policy processes, so as to incorporate a gender perspective in all policies, at all levels, and at all stages by the actors normally involved in policy making. Gender Blindness Gender blindness is the term used for treating all genders the same regardless of their biological or cul- tural differences hence not seeing how men and women are differently affected by a situation due to their different roles, needs, status and priorities in their societies. Equal Pay for work of Equal Value Equal pay for work to which equal value is attributed, without discrimination on grounds of sex or marital status, with regard to all aspects of pay and conditions of remuneration. Intersectionality Intersectionality is the analytical tool for studying, understanding, and responding to the ways in which sex and gender intersect with other personal characteristics and identities, and how these intersections contribute to unique experiences of discrimination. 26 https://eige.europa.eu/thesaurus 35

Annex 2: Acronyms AI Artificial Intelligence BA Broadcasting Authority CCWR Consultative Council for Women’s Rights CEO Chief Executive Officer CfR Commissioner for Revenue CRPD Commission for the Rights of Persons with Disability DIER Department for Industrial and Employment Relations EIGE European Institute for Gender Equality EU European Union GEI Gender Equality Index GEMSAP Gender Equality and Mainstreaming Strategy and Action Plan GMU Gender Mainstreaming Unit GPG Gender Pay Gap HRD Human Rights Directorate ICT Information and communications technology IPS Institute for Public Services LAM Legal Aid Malta MEYR Ministry for Education, Sport, Youth, Research and Innovation MEFL Ministry for the Economy, European Funds and Lands MHSR Ministry for Home Affairs, Security, Reforms and Equality MSPC Ministry for Social Policy and Children’s Rights MFET Ministry for Foreign and European Affairs and Trade MFH Office of the Deputy Prime Minister and Ministry for Health MFE Ministry for Finance and Employment MIVC Ministry for Inclusion, Voluntary Organisations and Consumer Rights MFJ Ministry for Justice MFAA Ministry for Active Ageing NCPE National Commission for the Promotion of Equality NSO National Statistics Office OPM Office of the Prime Minister P&SD People and Standards Division STEM Science, technology, engineering, and mathematics UM University of Malta 36 37 Human Rights Directorate Gender Mainstreaming Unit A3 Towers, Level 0 Trig I-Arkata, Paola, PLA 1211 www.humanrights.gov.mt www.facebook.com/HRDmt +356 2226 3210 hrd@gov.mt genderequality@gov.mt 38