Ligestillingsudvalget 2018-19 (1. samling)
LIU Alm.del Bilag 69
Offentligt
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Annex 1 to
Denmark’s
ninth periodic report to the Committee on the Elimination of Discrimination
against Women
Table of Contents
The overall framework for working towards gender equality (art. 1-4) .......................................... 3
Institutional set-up........................................................................................................................ 3
Gender equality legislation and gender mainstreaming ........................................................... 3
The Danish Institute for Human Rights and the Board of Equal Treatment ............................ 4
International framework ........................................................................................................... 4
Data collection and gender indicator system ........................................................................... 4
Minister for Equal Opportunities ............................................................................................. 5
The Department of Gender Equality ........................................................................................ 5
The Gender Equality Committee ............................................................................................. 5
Prostitution (art. 6) ........................................................................................................................... 6
Gender-based violence against women and girls ............................................................................. 6
Stalking ........................................................................................................................................ 6
Data on violence against women ................................................................................................. 7
Table 2. Array of hashtags on the relationship between perpetrator and victim ................. 7
Women’s shelters
..................................................................................................................... 8
Intimate partner violence and rape ........................................................................................... 8
Table 3. Estimated prevalence of physical intimate partner violence per year .................... 8
Table 4. Estimated prevalence of rape per year ................................................................... 9
Psychological violence ............................................................................................................. 9
Women in management ................................................................................................................... 9
Legislation regarding equal gender composition in company boards and management
positions ................................................................................................................................... 9
Table 5. Share of women board members in publicly listed companies. Incl. and excl.
employee-representatives, percent ..................................................................................... 10
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 LIU, Alm.del - 2018-19 (1. samling) - Bilag 69: Danmarks 9. periodiske rapport til FN's komite om afskaffelse af diskrimination af kvinder (CEDAW), fra ministeren for fiskeri og ligestilling
Figure 1. Development of women on boards and in management..................................... 10
Education (art. 10).......................................................................................................................... 10
Primary and lower secondary education .................................................................................... 10
Figure 2. The average grade score of the final examination in the public school,
2006/2007-2016/2017, distributed by gender .................................................................... 11
Figure 3. Pupils’ well-being
in the public school .............................................................. 11
General upper secondary education ........................................................................................... 12
Figure 4. General upper secondary education .................................................................... 12
Vocational Education and Training ........................................................................................... 12
Figure 5. Proportion of girls and boys among completed vocational education................ 12
Women in academia ................................................................................................................... 13
Table 6. Number of professors, associate professors and assistant professors & postdocs
at the universities in Denmark in 2011, 2013, 2015 and 2017, by gender and level of
appointment ........................................................................................................................ 13
Table 7. Success rates by gender, 2013-2017 (percent) ..................................................... 13
Employment (art. 11) ..................................................................................................................... 14
Women in the workforce............................................................................................................ 14
Table 8. Participation rate by gender, 2008-2016 .............................................................. 14
Figure 6. Unemployment rate in per cent by gender, Jan. 2007
–
Aug. 2018 ................... 14
Occupational segregation and part-time work ........................................................................... 15
Table 9. Part-time employment, divided by voluntary and involuntary, as percentage of
total employment. Age 20 to 64 years. By sex (2017) ....................................................... 15
Table 10.
Employees’ preferences concerning working hours as percentage of total
number of employees in each group. By sex. (Q2 2018) ................................................... 16
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The overall framework for working towards gender equality (art. 1-4)
Institutional set-up
Gender equality legislation and gender mainstreaming
The Act on Gender Equality prevents direct and indirect discrimination on the basis of sex and
promotes gender equality and empowerment of women. The act is applicable to acts and services
provided by public authorities as well as to access to delivery of goods and services within the
private sector. The principle of equality of men and women is further ensured and regulated in a
range of laws as described in the Core Document.
By law, all ministers may within her or his area of responsibility permit measures deviating from
the equal treatment principle by promoting temporary special measures with a view to promoting
gender equality and the advancement of women, particularly by remedying actual inequalities and
unequal treatment on the ground of sex both on and outside the labor market.
In order to also in the future ensure full formal equality between men and women, all new
legislation must be screened for gender equality implications to avoid direct or indirect
discrimination on grounds of sex.
According to the Act on Gender Equality, public authorities shall within their respective areas of
responsibility seek to promote gender equality and incorporate gender equality in all planning and
administration. All ministries have developed gender equality policies within their own remits to
ensure gender mainstreaming of citizen-related services and initiatives.
Different studies have showed that on a general level, state and regional authorities put more work
into promoting gender equality compared to local authorities. Therefore, in 2015, the Department
for Gender Equality gathered leaders from five municipalities with experiences with gender
mainstreaming. The result was a set of recommendations and tools for all municipalities to make
use of when working with gender and gender equality in citizen-targeted services. Progress in this
area has been made. For example, the share of municipalities that consider a gender perspective in
their core services when conducting evaluations and target group analyzes increased from 40
percent in 2013 to 65 percent in 2017.
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The Danish Institute for Human Rights and the Board of Equal Treatment
The Danish Institute for Human Rights is the national human rights institution and acts by law as a
watchdog in ensuring gender equality. The Institute is mandated to promote, evaluate, monitor and
support equal treatment of women and men without discrimination on the basis of gender.
Anyone who believe they have been discriminated can raise the issue with the Board of Equal
Treatment. Sanctions may apply to the discriminating part, since the Board may decide that the
complainant is entitled to compensation. In 2016, the Danish Institute for Human Rights was
mandated to refer test cases or cases of general public interest to the Board of Equal Treatment.
International framework
An important part of the legal and normative framework forming the basis for the Government’s
efforts to attain gender equality is Denmark’s international commitments in connection to the
ratification of the present Convention and other UN documents, such as the Beijing Platform for
Action and the 2030 Agenda for Sustainable Development, as also recommended in concluding
observations 48 and 49. For example, in 2017, the Government launched an Action Plan for the
follow up on and implementation of the 2030 Agenda, including goal 5 on gender equality, as well
as a Report for the Voluntary National Review in 2017 of the 2030 Agenda.
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Data collection and gender indicator system
Statistics Denmark’s
gender indicators have been developed to meet the needs of policy makers,
municipalities, human rights organizations, researchers, labor market organizations, journalists,
students etc. for data on the development in gender equality on a variety of subject areas. These
stakeholders were invited to discuss the specific needs of data. Statistics Denmark has included as
many of the suggested indicators and cross-variables as technically and practically possible.
The indicators cover areas such as democracy, management, family, education, work, earnings,
income, health, safety and culture and are cross-comparable with relevant factors such as age,
ethnicity, type of family as well as geographical place of usual residence.
https://www.fm.dk/~/media/publikationer/imported/2017/voluntary-national-review/report-for-the-voluntary-national-
review_denmark_web.ashx
1
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In general, most data produced by public authorities and institutions is gender segregated. In
addition, specific studies to examine gender differences within certain areas are conducted, e.g. in
relation to violence and labor market structures.
Minister for Equal Opportunities
The Minister for Equal
Opportunities coordinates the Government’s work on gender equality.
The
Minister is obliged to present to the Parliament an annual report and a perspective and action plan
for gender equality.
2
The individual ministers responsible are in charge of gender equality within
their own remits. Since 2017, the Minister for Equal Opportunities is also responsible for
coordinating
the Government’s initiatives in the LGBTI area. For a further description of the tasks
of the Minister, reference is made to the eighth periodic report.
The Department of Gender Equality
The Department of Gender Equality serves as secretariat to the Minister for Equal Opportunities
and assists the Parliament in processing policy proposals related to gender equality.
Funding for the operation of the Department which has a staff of 17 is allocated in the Finance Act.
In 2018, a total of DKK 17.3 mill. was allocated.
In addition, the Department administers parts of the funds allocated for the action plans and some
other initiatives in the areas of especially trafficking in women and violence in intimate
relationships (this funding does not constitute the full amount of funding but supplements the
institutionalized permanent social and health systems). These funds amounted to DKK 266.9 mill.
in 2011-2021 to combat trafficking in women, and DKK 137 mill. in 2014-2022 to combat violence
in intimate relationships. Furthermore, Denmark’s first national action plan to promote security,
wellbeing and equal opportunities for LGBTI persons covering the period 2018-2021 (DKK 25
mill.) was published in 2018.
3
The Gender Equality Committee
The Gender Equality Committee was set up by the Parliament in 2011 to address equal
opportunities for men and women. Its members are 29 Members of Parliament. The committee
2
http://um.dk/~/media/UM/Danish-
site/Documents/Ligestilling/Publikationer/2018/Reportpercent20andpercent20Perspectivepercent20andpercent20Action
percent20Planpercent202018.pdf?la=da
3
http://um.dk/~/media/UM/Danish-
site/Documents/Ligestilling/Publikationer/2018/153842percent20LGBTIpercent20Handlingsplanpercent20UK.pdf?la=
da
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handles bills and motions regarding gender equality, performs ongoing parliamentary scrutiny of
the Government’s administration of legislation
and organises hearings, expert meetings, etc.
Organizations and private citizens can contact the committee if they wish to draw attention to a
gender equality issue, and they can send a delegation in order to inform the committee of a specific
case.
Prostitution (art. 6)
Prostitution was decriminalised in 1999. It is therefore legal to buy and sell sexual services. It is
however according to the Criminal Code illegal to buy sexual services from young people under the
age of 18 years. Sexual activity with a child under the age of 12 is considered rape. Exploiting as
well as making a profit on others selling sexual services is also illegal. Furthermore, it is a criminal
offense to facilitate another
person’s sexual services
with a client by acting as an intermediary for
gain or persistently.
Gender-based violence against women and girls
Stalking
Every year, around 84,000 people in Denmark are exposed to stalking. Women are more likely to
be exposed to stalking compared to men. Within the last year, 2.4 percent of women have been
exposed to stalking compared to 1.7 percent of men. Studies show that women victims of stalking
are more often being stalked by a former or present close relative.
Table 1.
Stalking: Professional counselling and treatment (June 2016
–
December 2018)
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Data on violence against women
Table 2.
Array of hashtags on the relationship between perpetrator and victim
Level A
Relations
Level B
Family
Level C
Husband/wife/boyfriend
or girlfriend or former
of the mentioned.
Relations
Family
Parent(s) against child
Description
Cases where husband/wife/boyfriend or
girlfriend or former of the mentioned is the
perpetrator and victim
Cases where parent(s)/stepparent(s) are/is the
perpetrator and the child is the victim.
Relations
Family
Child against parent(s)
Cases where children/stepchildren are/is the
perpetrator and the parent is the victim.
Relations
Family
Child against child
Cases where brother and sister are the
perpetrator and victim.
Relations
Family
Other family
Cases where uncle, aunt or cousins are the
perpetrator and victim.
Relations
Friend
The perpetrator is known from school, family
of a friend, neighbour, the internet or the
social media.
Relations
Work
related
Relations
Work
related
Relations
Work
related
Relations
Work
related
The perpetrator is a
teacher, trainer or alike
The victim is a teacher,
trainer or alike
Cases where the perpetrator is a teacher,
trainer or alike
Cases where the victim is a teacher, trainer or
alike
Employee is the
perpetrator
Employee is the victim
Cases where the employee is the victim
Cases where the employee is the perpetrator
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Women’s shelters
The Ministry for Children and Social Affairs and Statistics Denmark have been working on
improving
data regarding women and children staying in women’s shelters as a part of
a
comprehensive strategy for redevelopment and quality assurance of data collection in the social
field. Thus, new statistics were published in 2018 based on individual-level data. Prior to the new
statistics, data on women staying in shelters were only based on annual survey data.
Consequently, the Social Policy Report 2018 published by the Ministry for Children and Social
Affairs provides new information about women who stay at women’s shelters.
It shows that in
2017, about 1,500 women stayed
at a women’s shelter
of which around 8 percent had multiple stays
that year. The length of a stay varies a lot. A little more than 40 percent of the stays ended within
three weeks while a little less than 30 percent of the stays lasted longer than three months.
Women in this group are relatively young, most of them under 40 years old. Women with non-
western origin represent almost 50 percent of the women; these are therefore largely
overrepresented within the group.
At some point between 2012 and 2016, about one third of the women had contact to the regional
hospital psychiatry. Around 20 percent of the women are diagnosed with an anxiety disorder while
8-9 percent of the women are diagnosed with personality disorders, depression or psychoactive
substances.
Intimate partner violence and rape
The National Institute of Public Health has presented estimates of the prevalence of intimate partner
violence and rape. The estimates are based on data from health interview surveys and data from
registers. The Institute has published the results of its work in a number of reports. Key figures are;
Table 3.
Estimated prevalence of physical intimate partner violence per year
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Table 4.
Estimated prevalence of rape per year
Psychological violence
The Danish Center for Social Science Research (VIVE) in 2018 published the first study on the
prevalence of psychological violence in Denmark. The study is based on a survey on health and
living conditions. It shows that in 2012, 3.9 percent of women had been exposed to psychological
intimate partner violence compared to 1.2 percent men. As mentioned, a nationwide study of the
prevalence of physical and psychological violence in intimate relations will be prepared in the
coming years in order to better inform future initiatives in this area.
Women in management
Legislation regarding equal gender composition in company boards and management positions
The objective of the legal obligation is to achieve a more equitable distribution of women and men
in management bodies in companies. To ensure women the necessary experience and thereby the
required recruitment basis for companies, focus must not only be on the gender composition of
companies’ management bodies but also on improving women’s representation at other
management levels.
The intention is to ensure the necessary developments in gender composition in companies while at
the same time to provide the companies’ flexibility to set a target figure tailored to their specific
situation. This respects the companies’ right of management and the specific circumstances of each
company and industry.
Companies must strive to improve the gender balance within their organizations and if no such
improvement has taken place they must report on why such improvement has not been achieved.
For further information on the rules, reference is also made to the eighth periodic report.
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Table 5.
Share of women board members in publicly listed companies. Incl. and excl. employee-
representatives, percent
Figure 1.
Development of women on boards and in management
Education (art. 10)
Primary and lower secondary education
Figures 2 and 3 show the difference in grades and well-being among boys and girls in the public
school. Girls have a higher average grade score in the final examinations in 9
th
class than boys. This
has been the case for many years.
In the school year 2006/2007, girls achieved an average grade score in the final examination that
was 0.4 points higher than that of the boys. In the school year 2016/2017 the difference has
increased to 0.7 points.
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Figure 2.
The average grade score of the final examination in the public school, 2006/2007-2016/2017,
distributed by gender
The average grade score
8,0
7,0
6,0
5,0
4,0
3,0
2,0
1,0
0,0
2006/2007
2007/2008
2008/2009
2009/2010
2010/2011
2011/2012
2012/2013
2013/2014
2014/2015
2015/2016
2016/2017
The average grade score
Boys
Drenge
Girls
Piger
8,0
7,0
6,0
5,0
4,0
3,0
2,0
1,0
0,0
N.B. The results show the final grade average of public school pupils in 9th grade in the bound exam
subjects. Pupils in special schools and special classes are not included in the results.
Figure 3.
Pupils’ well-being
in the public school
When
70%
it comes to well-being among boys and girls in the public school there are no pronounced
Drenge
Piger
Boys
Girls
differences, as shown in figure 2. The majority of students (60.3 percent boys and 61.5
gender
60%
50%
40%
30%
20%
10%
0%
percent girls) in 2017 are placed between 3.1 and 4 on a range from 1 to 5, where 5 represent the
best possible well-being score.
1 til 2
2,1 til 3 3,1 til 4 4,1 til 5
2014/2015
1 til 2
2,1 til 3 3,1 til 4 4,1 til 5
2015/2016
1 til 2
2,1 til 3 3,1 til 4 4,1 til 5
2016/2017
N.B. The 'General Well-being' indicator is an overall indicator of 29 questions. 1 represents the least possible and 5 the
best possible well-being.
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General upper secondary education
Figure 4.
General upper secondary education
When students are accepted at either stx, hhx or htx they must choose a specific academic direction
within the program. This choice of subjects tends to be related to a general gender preference.
Within the scientific subject area, male students tend to choose physics whereas female students
tend to choose biology and chemistry. In general, male students tend to avoid choosing several
foreign languages whereas the opposite is the case with female students.
Vocational Education and Training
Figure 5.
Proportion of girls and boys among completed vocational education
Boys
Girls
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Women in academia
Table 6.
Number of professors, associate professors and assistant professors & postdocs at the
universities in Denmark in 2011, 2013, 2015 and 2017, by gender and level of appointment
Table 7.
Success rates by gender, 2013-2017 (percent)
As shown in table 6, the success rates for female applicants are generally lower than for male
applicants at the Independent Research Fund Denmark, though the success rates are similar between
women and men in 2017. The substantial difference between male and female success rates in 2014
was due to the special programme Ydun, which had a very low success rate and approximately 95
percent female applicants. The difference in success rates between men and women in 2014 is
similar to the other years, if the Ydun applications and grants are subtracted from the data.
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Employment (art. 11)
Women in the workforce
Table 8.
Participation rate by gender, 2008-2016
2008
Men
Women
Difference
80,3
75,3
5,0
2009
78,4
74,4
4,0
2010
77,8
73,8
4,0
2011
77,4
73,3
4,1
2012
77,0
73,1
3,9
2013
76,7
72,9
3,8
2014
76,5
72,8
3,7
2015
76,8
73,0
3,8
2016
77,6
73,5
4,1
Source: Statistics Denmark
Figure 6.
Unemployment rate in per cent by gender, Jan. 2007
–
Aug. 2018
Pct.
8
7
6
5
4
3
2
1
0
Pct.
8
7
6
5
4
3
2
1
0
Source: Statistics Denmark
14
jan-07
may-07
sep-07
jan-08
may-08
sep-08
jan-09
may-09
sep-09
jan-10
may-10
sep-10
jan-11
may-11
sep-11
jan-12
may-12
sep-12
jan-13
may-13
sep-13
jan-14
may-14
sep-14
jan-15
may-15
sep-15
jan-16
may-16
sep-16
jan-17
may-17
sep-17
jan-18
may-18
Men
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Occupational segregation and part-time work
Table 9.
Part-time employment, divided by voluntary and involuntary, as percentage of total
employment. Age 20 to 64 years. By sex (2017)
With regards to the preference for a change in weekly working hours, it is noticeable that only 15
percent of employed persons with less than 30 hours of weekly work would like to work longer
hours. Conversely, we only see a significant share who wants shorter working hours only among
those who work more than 40 hours a week.
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Table 10.
Employees’ preferences
concerning working hours as percentage of total number of
employees in each group. By sex. (Q2 2018)
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