The European Union is implementing the DAC Recommendation on Gender Equality and the Empowerment of All Women and Girls in Development Co‑operation and Humanitarian Assistance [OECD/LEGAL/5022]. The EU Gender Action Plan III (GAP III) is the central policy and operational framework for advancing gender equality and empowering women and girls, endorsed by 24 Members in 2020. It follows a three-pronged approach: gender mainstreaming, targeted actions and legislation. GAP III sets ambitious targets, including making 85% of new external actions gender-responsive, with 5% having gender equality as the principal objective also applying to development finance. In 2022-2023, however, only 59% of the EU’s bilateral allocable ODA had gender equality objectives – above the DAC average of 46%.
The European Union allocated EUR 48 million to address gender-based violence (GBV) in emergencies and continues to promote the Women, Peace and Security (WPS) agenda through national action plans and peacebuilding efforts. The EU also continues supporting the Spotlight Initiative to end violence against women and girls.
At the multilateral level, the European Union remains active in UN forums and co-led efforts in the Generation Equality Forum, in particular in the action coalition on Technology and Innovation for Gender Equality and GBV. Country-level implementation plans foster a Team Europe approach, encouraging broad stakeholder consultations. In 2023, gender equality featured in dialogues with around 100 partner countries, and was the sole focus in 34 of them. Gender equality is a key element of EU engagement with candidate and potential candidate countries, including through the IPA envelope. The EU also integrates gender into trade, climate and digital policies. For instance, gender analysis is systematically included in the evaluations of trade agreements and legally binding commitments on gender equality are embedded in recent investment facilitation agreement with countries such as Angola and trade agreements with Chile, Kenya and New Zealand. The European Union also collaborates with the International Labour Organization on the “Trade for Decent Work” project to improve working conditions for women. The European Union also supports women’s leadership in climate governance and negotiations and funds gender-responsive climate initiatives. In the digital domain, the European Union is working to ensure that its forthcoming AI Act includes safeguards against gender discrimination in artificial intelligence applications.
While not endorsed by all EU Members, the GAP III emphasises intersectionality and transformative approaches. Programmes like Women and Youth Democratic Engagement (WYDE) and regional partnerships (e.g. ASEAN) promote inclusive governance. In 2025, ProtectDefenders.eu assisted over 5 450 Women Human Rights Defenders (WHRDs).
Gender analysis underpins programme design, with 85% of EU Delegations having conducted at least one gender sector analysis but only 48% of them have gender sector analyses for all their priority sectors. A new conflict-sensitive gender analysis methodology has been introduced in 2024. However, stronger focus on qualitative impact and implementation is needed. Flexibility and risk monitoring are key, particularly in settings with high levels of fragility.
Women’s rights organisations (WROs) are strategic partners. Funding to these organisations increased from EUR 46.6 million (2022) to EUR 121 million (2023) via subgrants and global programmes like ACT and WYDE. Innovative financing tools such as EFSD+, IYBA and the ACP Gender Facility support women’s entrepreneurship and financial inclusion. The European Union also works with development finance institutions to integrate gender equality into investment strategies and reach its financial target of 85%.
Monitoring and reporting are integral to corporate systems. The European Union uses gender-specific and sex-disaggregated indicators, but with only 53% of interventions reporting sufficient data by end-2024. The MORE framework for Team Europe Initiatives (TEIs) includes GAP III indicators. The European Union also supports implementing partners with training and technical assistance for improved monitoring.
Internally, the EU aims to foster a gender-responsive organisational culture. Gender-responsive leadership (GRL) training is provided to managers, and gender focal points are in 99% of Delegations.