Data published by Eurostat reveal that in 2023, the gap between the employment rate of working-age men and women in Lithuania was one of the smallest in the entire European Union (EU) – the smallest gap was observed in Finland (0.2%), followed by Lithuania with a gap of 1.5%.

However, the European Commission announced that even with the increase in the employment rate of women, it is still lower than that of men. It is estimated that the average gender pay gap in the EU has reached 13% for the third year in a row. Inequalities are also visible when observing the distribution of women and men in management positions – in 2020, only one manager out of three in the EU is a woman.

Gender equality issues are integrated into the daily culture of the organisation

To initiate a change in organisational culture, ensure gender balance in management and decision-making, gender equality in employment and career advancement, and integrate the gender aspect into the content of applied scientific research and studies, Kauno kolegija Higher Education Institution (HEI) has undertaken to implement an 18-month project “Preparation of a Gender Equality Plan and Implementation of Gender Equality and Equal Opportunities Measures to Achieve Organizational Culture Changes at Kauno kolegija”. During the project, an institution’s gender equality plan will be prepared, which will integrally complement the equal opportunities and diversity programme.

Kauno kolegija HEI Vice Director for Organisational Development Dr Inga Stravinskienė notes that implementing a culture of gender equality in an organisation is particularly important, as it directly contributes to creating a work environment of fairness, respect, and diversity.

‘We aim to integrate gender equality issues not only into formal procedures but also into the daily culture of the organisation. By organising training, seminars and other educational measures aimed at ensuring the implementation of gender equality principles, we want to create an organisational environment in which every employee, regardless of gender, can feel valued and have equal opportunities to contribute to the success of the organization,’ says Dr I. Stravinskienė.

She adds that by creating such a work culture, Kauno kolegija HEI also improves its efficiency: ‘People feel that they work in a place where their efforts and contributions are valued.’

Kristina Adomaitienė, Head of the Strategic Planning and Quality Management Unit of Kauno kolegija HEI, supports her, emphasising that it is not enough to regulate the implementation of equal opportunities principles at the legal level.

‘We do not expect that a gender equality plan will create gender equality by itself, therefore we will pay special attention to community education, training of target groups and monitoring progress in the field of gender equality. We believe that only by fostering a gender and diversity-friendly organisational culture through concrete actions will we avoid unconscious gender bias and form a gender-fair, inclusive career path for lecturers and researchers in the field of scientific research,’ shares K. Adomaitienė.

Meanwhile, Kauno kolegija HEI Welfare Manager Smiltė Juraitė emphasises that the well-being of employees, the creation of a favourable work environment and a supportive internal culture are important goals that are currently being implemented.

‘This includes ensuring equal opportunities and rights for all employees, creating an inclusive and tolerant environment, ensuring the prevention of violence and harassment, etc. I believe that with the prepared gender equality plan model, we will be able to strengthen social justice and equality, the social security system, and better ensure equal opportunities and protection of human rights,’ emphasises S. Juraitė.

More than half of employees do not notice gender-related differences in professional fields

To assess the perceptions, experiences, working conditions and needs of Kauno kolegija HEI employees in terms of gender equality, the employees of the higher education institution participated in a survey in October. Head of the Strategic Planning and Quality Management Unit K. Adomaitienė reveals that the survey results show that the institution strives to promote gender equality and that men and women are treated equally.

‘The majority of employees (more than 50%) do not notice any gender-related differences in various professional areas, including studies, scientific activities, and balancing work and family responsibilities. However, gender balance has not been fully achieved in the area of ​​management and decision-making,’ K. Adomaitienė discusses the results.

She adds that women and men participate differently in skills development events, with women being more active. Both men and women still face difficulties in balancing professional and family commitments, and some employees notice that men are more likely to receive favourable promotion decisions.

The Head of the Strategic Planning and Quality Management Unit points out that although Kauno kolegija HEI does not meet the ideal gender equality balance, especially when it comes to the distribution of employees by gender when implementing employee selection processes and assessing work quality results, the organisational culture features stand out – equal criteria and equal working conditions, transparency, impartiality, and the creation of a general non-discriminatory environment.

‘The results of the study essentially confirmed that the provisions regulated in Kauno kolegija HEI’s internal legal acts to strengthen gender equality are consistently applied in practical activities,’ says K. Adomaitienė and adds that the survey results also revealed that as many as 80 per cent of employees are satisfied with working conditions.

‘All these facts show that Kauno kolegija HEI is trying to create an environment where equal opportunities are ensured for employees, although there are still certain areas that should be given additional attention,’ summarises K. Adomaitienė, Head of the Strategic Planning and Quality Management Unit.

The aim is to ensure gender balance in the organisation’s activities

Kauno kolegija HEI Welfare Manager S. Juraitė reveals that the institution currently has an approved equal opportunities policy and a description of its implementation procedure, and is also actively implementing the activities of the equal opportunities and diversity programme, and has defined the principles and norms of ethical behaviour of community members in the code of academic ethics.

‘One of our main goals is to ensure equal opportunities, regardless of gender, race, nationality, origin, language, social status, faith, beliefs or views, age, sexual orientation, disability, ethnicity, religion, and the prevention of discrimination at Kauno kolegija HEI. We aim to adapt study and work environments to community members with individual study or work needs, and we also want to ensure gender balance in our organisation’s activities, such as management and decision-making,’ notes S. Juraitė.

She shares that work is currently underway on the equal inclusion of students and employees from foreign countries into the Kauno kolegija HEI community, and a support system is being developed for individuals experiencing social exclusion due to financial situation or other social circumstances.

‘If cases of discrimination, mobbing, violence or harassment occur, community members can write to the trustline, contact the welfare manager, the chairman of the Ethics Committee directly, or receive free psychological help from psychologists who advise community members,’ says the Welfare Manager.

S. Juraitė emphasises that ensuring equal opportunities is important not only in improving the existing working and studying conditions of community members but also in preventing discrimination based on various personal identity traits (gender, disability, nationality, beliefs, age, etc.). For this reason, it is very important to include representatives of diverse groups in the planning and decision-making stages, especially when addressing issues of concern and importance to each group.

‘We plan to organise events, roundtable discussions, and trainings to increase awareness and interest among employees and students in the importance of ensuring equal opportunities. We will invite representatives of various groups to express their most sensitive issues and challenges, and then we will look for solutions together. Ensuring respectful dialogue is the path to the most effective solutions related to ensuring equal opportunities in any organisation,’ says Welfare Manager S. Juraitė.

Preschool teacher: I felt very supported in the learning environment

According to a study by The Wall Street Journal, 96.7 per cent of kindergarten and preschool teachers in the United States were women in 2023. The uneven distribution in education is not only observed in the United States – in Europe, according to Eurostat data, in 2022, 86 per cent of primary school teachers were women.

Kauno kolegija graduate Gedvinas Stalauskas is one of the few who have chosen the path of a preschool teacher. Having graduated last year, G. Stalauskas today works at the Kaunas nursery school-kindergarten “Nežiniukas” and is happy that both during his studies and at work he does not encounter discrimination, but the sincere curiosity of those around him.

‘The attitude of both my classmates and my lecturers was very positive. Of course, everyone was curious about how I decided to choose this non-traditional speciality for men, but it was just out of curiosity – I felt a lot of support in the learning environment,’ recalls G. Stalauskas.

The only male preschool and primary school teacher currently working at the kindergarten admits that he does not encounter any hostile attitude from others, nor any concerns or discrimination at work: ‘On the contrary, the children’s parents are just happy that there is a male teacher in their group. The female colleagues also welcomed me warmly and said that it was nice to have a male teacher in the team.’

He notes that both at his previous educational institution and at his current workplace, he receives compliments and support and that men are also appearing in this speciality, which is most often chosen by women.

G. Stalauskas reveals that he chose the Pre-School and Pre-Primary Education study programme at the urging of his younger brother, with whom he spent a lot of time playing and developing his various skills since his birth.

‘That’s how I discovered a great desire to help children improve. Not only my family but also those around me noticed this. After graduating from high school, I decided to choose a completely different speciality and tried to associate the future with electricity, not with pedagogy. I think it was partly a fear of what others would think – it’s still considered a more feminine speciality,’ recalls the Kauno kolegija HEI graduate.

However, after completing his first studies, G. Stalauskas said he did not feel where he should be, and, encouraged by his relatives, decided to try his hand at pedagogy: ‘Right now, I feel that I am on the right path.’

The project is implemented under the Science Development Programme of the Ministry of Education, Science and Sport of the Republic of Lithuania, Progress Measure No. 12-001-01-02-01 “Strengthening innovation ecosystems in science centres” activity, focused on the implementation of the priorities of the European Research Area, aiming at institutional changes, and is financed under the 2021–2027 European Union funds and/or the Economy and/or the Economic Recovery and Resilience Enhancement “New Generation Lithuania” measure, i.e. from the funds of the European Union’s NextGenerationEU programme.