Recent European legislation requires that companies with more than 250 employees, listed on the stock exchange and with an annual turnover of more than EUR 50 million or assets of more than EUR 43 million, must ensure at least one-third female representation in their management bodies.
An analysis conducted by CRIF reveals that currently 70% of Czech companies, regardless of their size, do not have women in their management bodies. However, there are significant variations between sectors: in the health and social field, 66% of companies have at least one woman in leadership positions, a similar percentage is found in the education sector. In contrast, in the hotel and restaurant sector, only 32% of companies are led by women. In response to this disparity, the Czech government has proposed legislation in line with the European directive for listed companies. According to the new law promoted by the Minister of European Affairs, women will have to represent at least 40 % of non-executive positions on boards of directors or at least 33 % of the total membership, including executive and non-executive roles. This directive aims to establish a more pronounced balance between the presence of women and men on management bodies and supervisory and administrative boards. Currently, only Komerční banka, Moneta Money Bank and Philip Morris meet these criteria; other companies, such as Kofola, Colt CZ and ČEZ, have until 30 June 2026 to comply.
Data emerging from the Gender Equality Index 2023 shows that the Czech Republic ranks below the European average in terms of gender equality, with a score of 57.9 points against a European average of 70.2. In particular, in the ‘power’ category, which measures the balance between female and male representation in top management, the country has one of the lowest scores among EU member states, with 30.2 points against an average of 59.1. Furthermore, the new Czech legislative proposal is based on data collected by the Department for Gender Equality of the Czech Government Office and the Department for Labour Market Statistics and Equal Opportunities of the Statistical Office. According to these data, women, who represent 51 % of the population, account for only 49 % of the labour force, with an employment gap of 14.9 percentage points attributable to family commitments causing career breaks. According to Andrea Linhartová Palánová, a human resources management expert at PwC, ‘Although the new European directive will only affect a few large companies in the Czech Republic, it will be a step in the right direction. The resulting effect can bring about a necessary change in approach and companies can thus inspire each other’. At the same time, each company must establish its own rules and protective measures so that new inequalities and discrimination are not generated, thus promoting a gender balance in the corporate world.
Gender equality also implies equal pay. According to statistics, the average gender pay gap in the Czech Republic is 17.9 %, higher than the European average of 13 %. Despite a previous reduction, this gap has increased significantly since 2021, partly due to the policies adopted during the pandemic and the increase in the minimum wage. The wage gap is particularly pronounced among managers and legislators, followed by doctors and teachers, despite the latter being female-dominated sectors. This gap widens further among university-educated workers and also varies by age; for example, between the ages of 45 and 49, the gap reaches 23.7%. This data is often related to women’s return from parental leave and the need for more flexible work options due to family commitments. In response to this discrepancy, the new directive will make it compulsory for employers to explicitly state the salary in job advertisements and to provide information on the average salary for similar jobs, thus introducing more transparency and promoting pay equity.
Therefore, gender equality goes beyond offering equal career opportunities and access to management positions; it also implies ensuring fair wages. The World Economic Forum’s ‘Global Gender Gap Report 2023’ emphasises that, at the current pace, full gender equality will not be achievable for 131 years. For this reason, it is crucial to accelerate the process through the introduction of new legislation aimed at eliminating existing inequalities and establishing a truly inclusive and fair working environment.
Source: https://www.penize.cz/pracovni-pomer/454738-kvoty-na-zeny-ve-vedeni-se-blizi-kterych-firem-se-ty
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