Universal Periodic Review

This UPR tool reflects the global recommendations made to Austria by all countries world-wide during the Universial Priodic Review process (UPR) at the UN Human Rights Council and their current status of implementation. The League coordinates a significant part of Austrian civil society in the UPR process. 

The recommendations can be filtered in the menu below by human rights topics, SDGs, proponent states etc. also a search function is available. 

 

We welcome your comments and suggestions at upr@liga.or.at.


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Progress: In progress

Continue efforts to substantially increase the ODA funding for gender equality programmes

Proponent:

Malta


Republic of Malta

Malta


Republic of Malta

Remarks to progress by Liga (last modified Dec 31, 2024):

In 2019, the proportion of projects (co-)financed by the Austrian Development Agency with public development funds for the specific promotion of gender equality as defined by the OECD Development Assistance Committee rose to one third (33%) for the first time. In 2020 and 2021, however, this share fell again to around 14% without any additional budget being made available. The overall share of Austrian Development Agency project funding that contributes to gender equality in general (sometimes less specifically) fell from 81% in 2019 to 74% in 2021 (see Austrian Development Agency website: https://www.entwicklung.at/mediathek/publikationen/berichte). Compared to the total bilateral development aid of all public actors, the proportion of funds that contribute to gender equality is significantly lower. At 32% (with only 5% specifically dedicated to gender equality), Austria is well below the OECD Development Assistance Committee member state average of 44% (2020/2021), and there is a need to increase this proportion (OECD Development Assistance Committee: https://web-archive.oecd.org/temp/2024-03-07/73550-development-finance-for-gender-equality-and-women-s-empowerment.htm). Civil society emphasises the importance of cooperation with non-governmental organisations (NGOs) and recommends discussing the requirements and feasibility with NGOs more intensively in future in order to improve the quality of gender mainstreaming;

Progress: No progress

Implement a comprehensive strategy to fight discriminatory stereotypes regarding the roles and responsibilities of women and men within the family

Proponent:

Angola


Republic of Angola

Angola


Republic of Angola

Remarks to progress by Liga (last modified Dec 31, 2024):

In 2022, the Austrian Women’s Fund LEA was founded to make a long-term strategic contribution to overcoming discriminatory stereotypes with regard to the roles and tasks of women and men. This fund offers various services, including school workshops with role models and the organisation of webinars, for example on the topic of financial education (Further information: https://letsempoweraustria.at/).  
In both 2022 and 2021, the Women’s Section initiated the „Empowerment Call“ with the aim of breaking down gender stereotypes in the area of education and career choices.  In September 2021, a comprehensive package of measures was presented aimed at strengthening women and girls with a migration background in their fight against patriarchal structures and cultures of honour. Part of these measures includes the expansion of counselling services in the Austrian Integration Fund (ÖIF) centres (ÖIF package of measures as PDF: https://www.integrationsfonds.at/fileadmin/user_upload/20210604_Frauenaufruf_2021_Aufrufdokument.pdf). 

Progress: No progress

Strengthen measures to increase job opportunities for women in full-time employment sectors

Proponent:

Myanmar


Republic of the Union of Myanmar

Myanmar


Republic of the Union of Myanmar

Remarks to progress by Liga (last modified Dec 31, 2024):

No corresponding legislation has yet been passed in Austria. The labour force participation rate for women is also still lower than for men (in 2023 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Another factor is the fact that women often work in occupations that are traditionally seen as „women’s jobs“ and are lower paid. To improve the compatibility of work and family life, the Austrian Trade Union Federation (ÖGB) advocates, among other things, a legal entitlement to free childcare from the first birthday, the introduction of the ÖGB-AK family working time model, the nationwide expansion of care and support services, such as mobile services, day care centres, inpatient services and alternative care options, inpatient services and alternative care models, the reduction of normal working hours in accordance with the Working Hours Act as well as a reduction in the maximum permitted daily, weekly and annual working hours, better recognition of child-raising periods and increased qualification programmes for women (see further information on the website of the Austrian Trade Union Federation: https://www.oegb.at/themen/gleichstellung/geschlechtergerechtigkeit/finanzielle-unabhaengigkeit-von-frauen–barrieren-und-loesungen). Concrete measures by the federal government are still pending.  

Progress: No progress

Implement campaigns and measures to reduce the pay gap between men and women

Proponent:

Belgium


Kingdom of Belgium

Belgium


Kingdom of Belgium

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Further promote measures that ensure the economic and social empowerment of women, mainly through reducing gender pay gap

Proponent:

Ethiopia


Federal Democratic Republic of Ethiopia

Ethiopia


Federal Democratic Republic of Ethiopia

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). 

Progress: No progress

Further strengthen measures to promote equality between women and men, in particular regarding equal pay and the participation of women on the boards and in the chief executive offices of companies

Proponent:

France


French Republic

France


French Republic

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Women continue to be underrepresented not only in companies, but also in political decision-making positions at state and municipal level. Despite some progress, there are still considerable problems with regard to the pay gap and the number of women in decision-making positions. The pay gap between women and men remains high. Women are underrepresented not only in companies, but also in political decision-making positions at provincial and municipal level. According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). 

Progress: No progress

Further pursue its efforts to narrow the gender pay gap and to ensure equal opportunities for women on the labour market

Proponent:

Greece


Hellenic Republic

Greece


Hellenic Republic

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Gender stereotypes and role expectations contribute to inequality, make it difficult for women to advance in their careers and reduce their opportunities. To tackle the gender pay gap in the EU, the Council of the European Union adopted new rules on 24 April 2023 to combat pay discrimination and reduce the gender pay gap. 

Progress: No progress

Reducing the wages gap between women and men in work

Proponent:

Iraq


Republic of Iraq

Iraq


Republic of Iraq

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Implement concrete measures to reduce the gender pay gap

Proponent:

Lithuania


Republic of Lithuania

Lithuania


Republic of Lithuania

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Promote the principle of equal pay for work of equal value and minimize the gender pay gap

Proponent:

Maldives


Republic of Maldives

Maldives


Republic of Maldives

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Redouble efforts in addressing the gender pay gap

Proponent:

Mozambique


Republic of Mozambique

Mozambique


Republic of Mozambique

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Continue efforts to narrow down and eventually eliminate gender pay gap for equal work with men

Proponent:

Myanmar


Republic of the Union of Myanmar

Myanmar


Republic of the Union of Myanmar

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Enhance efforts to reduce the high wage gap by enforcing the principle of gender equality

Proponent:

Slovenia


Republic of Slovenia

Slovenia


Republic of Slovenia

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Eliminate gender pay gap

Proponent:

Somalia


Federal Republic of Somalia

Somalia


Federal Republic of Somalia

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: In progress

Strengthen policies to promote gender equality, increase women’s participation in the political sphere, and eliminate the wage gap

Proponent:

Ecuador


Republic of Ecuador

Ecuador


Republic of Ecuador

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). Since the non-partisan expert government of 2019 with Austria’s first female Federal Chancellor, a largely balanced gender ratio of federal ministers and state secretaries has been established, although in recent years this has gradually tilted back towards a male majority. The proportion of women in parliament has also risen steadily in recent decades, most recently reaching around 40%. As there are no legal requirements for the creation of electoral lists or the allocation of mandates in this respect, there is a significant difference between the political parties. Gender parity of 50% is only reached or exceeded in the Green, Neos and SPÖ parties. The ÖVP and FPÖ are below parity, with the latter party only achieving a female quota of 17%. At provincial level, the gender ratio in both governments and provincial parliaments lags behind the federal level. There is an extreme imbalance at municipal level, where there are only around 10% female mayors. This ratio is roughly the same across all parties.   Measures taken by the federal government in 2022 include the establishment of an „Austrian Fund for the Empowerment and Advancement of Women and Girls“, which operates the „LEA – Let’s Empower Austria“ project (website https://letsempoweraustria.at/), as well as the „Girls in Politics“ project, which enables girls and young women to accompany mayors at work in individual municipalities (information on the BKA website: https://www.bundeskanzleramt.gv.at/agenda/frauen-und-gleichstellung/gleichstellung-am-arbeitsmarkt/girls-in-politics.html. An evaluation of the projects is still pending. A report by the Women’s Section of the Federal Chancellery from 2022 provides a statistical basis for taking stock of the participation of women in political decision-making positions (as a PDF Further information is available at the following link: https://www.bundeskanzleramt.gv.at/dam/jcr:c1f8eb6d-b56e-480a-9463-38273dc136d6/frauen_in_polit_entscheidungspositionen_2022.pdf). 

Progress: In progress

Expand representation of women in political decision-making positions, especially at the level of states and municipalities

Proponent:

Lithuania


Republic of Lithuania

Lithuania


Republic of Lithuania

Remarks to progress by Liga (last modified Dec 31, 2024):

Since the non-partisan expert government of 2019 with Austria’s first female Federal Chancellor, a largely balanced gender ratio of federal ministers and state secretaries has been established, although in recent years this has gradually tilted back towards a male majority. The proportion of women in parliament has also risen steadily in recent decades, most recently reaching around 40%. As there are no legal requirements for the creation of electoral lists or the allocation of mandates in this respect, there is a significant difference between the political parties. Gender parity of 50% is only reached or exceeded in the Green, Neos and SPÖ parties. The ÖVP and FPÖ are below parity, with the latter party only achieving a female quota of 17%. At provincial level, the gender ratio in both governments and provincial parliaments lags behind the federal level. There is an extreme imbalance at municipal level, where there are only around 10% female mayors. This ratio is roughly the same across all parties.   Measures taken by the federal government in 2022 include the establishment of an „Austrian Fund for the Empowerment and Advancement of Women and Girls“, which operates the „LEA – Let’s Empower Austria“ project (website https://letsempoweraustria.at/), as well as the „Girls in Politics“ project, which enables girls and young women to accompany mayors at work in individual municipalities (information on the BKA website: https://www.bundeskanzleramt.gv.at/agenda/frauen-und-gleichstellung/gleichstellung-am-arbeitsmarkt/girls-in-politics.html. An evaluation of the projects is still pending. A report by the Women’s Section of the Federal Chancellery from 2022 provides a statistical basis for taking stock of the participation of women in political decision-making positions (as a PDF Further information is available at the following link: https://www.bundeskanzleramt.gv.at/dam/jcr:c1f8eb6d-b56e-480a-9463-38273dc136d6/frauen_in_polit_entscheidungspositionen_2022.pdf). 

Progress: In progress

Strengthen the efforts to increase the participation of women in political decision-making positions

Proponent:

Romania


Romania

Romania


Romania

Remarks to progress by Liga (last modified Dec 31, 2024):

Since the non-partisan expert government of 2019 with Austria’s first female Federal Chancellor, a largely balanced gender ratio of federal ministers and state secretaries has been established, although in recent years this has gradually tilted back towards a male majority. The proportion of women in parliament has also risen steadily in recent decades, most recently reaching around 40%. As there are no legal requirements for the creation of electoral lists or the allocation of mandates in this respect, there is a significant difference between the political parties. Gender parity of 50% is only reached or exceeded in the Green, Neos and SPÖ parties. The ÖVP and FPÖ are below parity, with the latter party only achieving a female quota of 17%. At provincial level, the gender ratio in both governments and provincial parliaments lags behind the federal level. There is an extreme imbalance at municipal level, where there are only around 10% female mayors. This ratio is roughly the same across all parties.   Measures taken by the federal government in 2022 include the establishment of an „Austrian Fund for the Empowerment and Advancement of Women and Girls“, which operates the „LEA – Let’s Empower Austria“ project (website https://letsempoweraustria.at/), as well as the „Girls in Politics“ project, which enables girls and young women to accompany mayors at work in individual municipalities (information on the BKA website: https://www.bundeskanzleramt.gv.at/agenda/frauen-und-gleichstellung/gleichstellung-am-arbeitsmarkt/girls-in-politics.html. An evaluation of the projects is still pending. A report by the Women’s Section of the Federal Chancellery from 2022 provides a statistical basis for taking stock of the participation of women in political decision-making positions (as a PDF Further information is available at the following link: https://www.bundeskanzleramt.gv.at/dam/jcr:c1f8eb6d-b56e-480a-9463-38273dc136d6/frauen_in_polit_entscheidungspositionen_2022.pdf). 

Progress: No progress

Maintain efforts to further promote gender equality, combat violence against children, and eliminate poverty and social exclusion of children in Austria

Proponent:

Morocco


Kingdom of Morocco

Morocco


Kingdom of Morocco

Remarks to progress by Liga (last modified Apr 1, 2025):

On 31 January 2023, the National Council decided to develop a package of measures for child protection. The plan is to develop initiatives to promote the protection of children and young people by implementing concepts and training for professionals, strengthening sexual offences and creating prevention exceptions for perpetrators (National Council meeting on child protection – 195th session of the National Council on 31 January 2023 (195/NRSITZ): https://www.parlament.gv.at/aktuelles/pk/jahr_2023/pk0084#XXVII_NRSITZ_00195). The child protection organisations, such as the Austrian Ombuds Offices for Children and Youths, Austrian Child Protection Centres, NC Kinderrechte, ECPAT Austria and Netzwerk Kinderrechte, believe that the package of measures for child protection is progress in the right direction. However, it requires further steps, especially implementation, in order to see a real change in the protection of children and young people (position paper of the Children’s Rights Network: https://www.kinderhabenrechte.at/positionspapier-kinderschutzpaket-fuer-den-ausserfamiliaeren-kinderschutz/<).
  As part of the Government Plan 2025-2029, the Federal Government is launching a process to improve child and youth welfare, harmonise standards and provide funding for cross-sectoral projects (see Government Plan 2025-2029:
https://www.bundeskanzleramt.gv.at/bundeskanzleramt/die-bundesregierung/regierungsdokumente.html).
According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). On 31 January 2023, the National Council decided to develop a package of measures for child protection. The plan is to develop initiatives to promote the protection of children and young people through the implementation of concepts and training for professionals, the strengthening of sexual offences and the creation of prevention exceptions for perpetrators (Nationalratssitzung zum Kinderschutz-
195th session of the National Council of 31 January 2023 (195/NRSITZ): https://www.parlament.gv.at/aktuelles/pk/jahr_2023/pk0084#XXVII_NRSITZ_00195). Child protection organisations such as the Austrian Ombuds Offices for Children and Youths, Austrian Child Protection Centres, NC Kinderrechte, ECPAT Austria and Netzwerk Kinderrechte consider the package of measures on child protection to be progress in the right direction. However, it requires further steps, especially implementation, in order to see a real change in the protection of children and young people
(Position paper of the Children’s Rights Network: https://www.kinderhabenrechte.at/positionspapier-kinderschutzpaket-fuer-den-ausserfamiliaeren-kinderschutz/<).
  In the Government Plan 2025-2029, the Federal Government commits to the goal of effectively combating child poverty and sustainably improving equal opportunities for all children and young people in Austria (see Government Plan 2025-2029:
https://www.bundeskanzleramt.gv.at/bundeskanzleramt/die-bundesregierung/regierungsdokumente.html).

Progress: No progress

Evaluate developing programmes to reduce the gender pay gap and promote the integration of women with disabilities, ethnic minorities and migrants into the labour market

Proponent:

Peru


Republic of Peru

Peru


Republic of Peru

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Continue measures to promote gender equality and ensure the representation of ethnic minorities in the political and public life

Proponent:

Nepal


Federal Democratic Republic of Nepal

Nepal


Federal Democratic Republic of Nepal

Remarks to progress by Liga (last modified Dec 31, 2024):

This recommendation was only taken note of in the 3rd cycle of the UPR. In the eyes of civil society, it would be desirable to adopt such recommendations in the next cycle and to consider implementing them now.   The advisory councils for the national minorities, which are located in the Federal Chancellery, are de lege not a representation of the national minorities, but rather advisory bodies of the Federal Government appointed and nominated by the Federal Chancellor. There are calls for a reform of the appointment procedure, the composition of the advisory councils for the national minorities (consideration of gender equality, presence of young people, etc.) and an expansion of the competences of the advisory councils for the national minorities.  A more effective and less paternalistic possibility for the ethnic groups to participate, apart from the general freedom of association, is called for. For example, through a right to sue associations, the establishment of a public-law body, consultation rights, etc. (see legal provision for the ordinance on the advisory councils of the national minorities: https://www.ris.bka.gv.at/GeltendeFassung.wxe?Abfrage=Bundesnormen&Gesetzesnummer=10000614). There is a demand for more effective and less patronising opportunities for the ethnic groups to participate. This could include measures such as the right to collective redress, the establishment of a public law institution or the granting of consultation rights to ensure that communities can play a more meaningful role that goes beyond the general freedom of association and gain more autonomy.  

Progress: No progress

Introduce quota regulations in politics, business and on management levels to increase the proportion of women

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). Gender stereotypes and role expectations contribute to inequality, make it difficult for women to advance in their careers and reduce their opportunities. To tackle the gender pay gap in the EU, the Council of the European Union adopted new rules on 24 April 2023 to combat pay discrimination and reduce the gender pay gap. According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). Since the non-partisan expert government of 2019 with Austria’s first female Federal Chancellor, a largely balanced gender ratio of federal ministers and state secretaries has been established, although in recent years this has gradually tilted back towards a male majority. The proportion of women in parliament has also risen steadily in recent decades, most recently reaching around 40%. As there are no legal requirements for the creation of electoral lists or the allocation of mandates in this respect, there is a significant difference between the political parties. Gender parity of 50% is only reached or exceeded in the Green, Neos and SPÖ parties. The ÖVP and FPÖ are below parity, with the latter party only achieving a female quota of 17%. At provincial level, the gender ratio in both governments and provincial parliaments lags behind the federal level. There is an extreme imbalance at municipal level, where there are only around 10% female mayors. This ratio is roughly the same across all parties.   Measures taken by the federal government in 2022 include the establishment of an „Austrian Fund for the Empowerment and Advancement of Women and Girls“, which operates the „LEA – Let’s Empower Austria“ project (website https://letsempoweraustria.at/), as well as the „Girls in Politics“ project, which enables girls and young women to accompany mayors at work in individual municipalities (information on the BKA website: https://www.bundeskanzleramt.gv.at/agenda/frauen-und-gleichstellung/gleichstellung-am-arbeitsmarkt/girls-in-politics.html. An evaluation of the projects is still pending. A report by the Women’s Section of the Federal Chancellery from 2022 provides a statistical basis for taking stock of the participation of women in political decision-making positions (as a PDF Further information is available at the following link: https://www.bundeskanzleramt.gv.at/dam/jcr:c1f8eb6d-b56e-480a-9463-38273dc136d6/frauen_in_polit_entscheidungspositionen_2022.pdf). 

Progress: No progress

Implement further measures to reduce the gender pay gap

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). 

Progress: No progress

Implement campaigns and measures for equal distribution of unpaid reproductive work between men and women (domestic work, childcare and care of the elderly)

Proponent:

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

League


Österreichische Liga für Menschenrechte


Rahlgasse 1/26, A-1060 Wien


http://www.liga.or.at/projekte/universal-periodic-review-2020-upr/

Remarks to progress by Liga (last modified Dec 31, 2024):

There is still a significant pay gap between women and men in Austria. According to recent studies, women in Austria earn on average 18.8 per cent less than men, and this difference exists regardless of educational and professional qualifications (Statistik Austria, 2021: https://www.statistik.at/statistiken/bevoelkerung-und-soziales/gender-statistiken/einkommen). According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have up to 3 years to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees (more information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). In Austria, corresponding legislation has not yet been passed. The labour force participation rate for women is also still lower than for men (in 2022 70% compared to 78%, Statistics Austria: https://www.statistik.at/statistiken/arbeitsmarkt/erwerbstaetigkeit/erwerbstaetige-merkmale). With this in mind, in August 2023 the ACA also published the report „Violence and Victim Protection for Women“, which highlights the potential for effective protection of women affected by violence. The ACA highlights shortcomings in strategic planning and recommends a coordinated joint strategy between the federal ministries and the federal states (Gewalt- und Opferschutz für Frauen, BUND 2023/21: https://www.rechnungshof.gv.at/rh/home/home/2023_21_Gewalt_und_Opferschutz_Frauen.pdf). An important civil society initiative in this area is the Neighbourhoods Without Partner Violence Initiative („StoP Partner Violence“) with the participation of the umbrella organisation Autonomous Austrian Women’s Shelters (for the initiative, see https://stop-partnergewalt.at/). The Austrian women’s organisations point out that violence against women, including femicide and domestic violence, is still reaching alarming proportions. In this critical situation, political, legal and financial measures that go beyond current measures are needed to effectively combat violence against women. According to the Pay Transparency Directive, companies in the EU should in future exchange information on how much they pay women and men for work of equal value and take action if their gender pay gap exceeds 5 per cent. EU member states now have until June 2026 to transpose the directive into national law. This will include more comprehensive disclosure of starting salaries and pay levels, increased reporting obligations for companies and improved access to legal measures for employees. The exact implementation of the directive is not yet known (further information on this: https://www.bundeskanzleramt.gv.at/themen/europa-aktuell/2023/04/gender-pay-gap-rat-der-eu-nimmt-neue-vorschriften-zur-lohntransparenz-an.html). 

Redaktionelle Verantwortung UPR-Tool:

Österreichische Liga für Menschenrechte, upr@liga.or.at

Lizenz CC-BY-SA 

Unterstützung durch:

Forschungskooperation mit der Volksanwaltschaft

Förderung des Zukunftsfonds der Republik Österreich

 

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