Care responsibilities remain challenging for millions of women in Europe, increasing the rates of gender care gap in the labour market. This means that informal caregivers (those who providing unpaid care to family members or relatives in need), the majority of whom are women, often have to take career breaks, choose part-time employment, or exit the workforce, which contributes to gender disparities and shortages in both labour and skills. The likelihood of leaving the workforce due to caregiving responsibilities lead to wage loss. This wage reduction subsequently results in lower pensions and increased challenges in covering the expenses associated with long term care when these informal caregivers themselves require care.
In recognition of these challenges, the European Union introduced the Work-Life Balance Directive (Directive (EU) 2019/1158) in 2019, encouraging member states to strengthen support for carers through measures such as carers’ leave, flexible working arrangements, and improved workplace practices. Despite these advances, significant disparities remain, particularly in the distribution of unpaid care responsibilities between men and women.
It this context the CareDivide project – “Bridging the gender divide in informal long-term care” (https://caredivide.eu/) was created to confront the structural inequalities embedded in informal caregiving, especially in relation to caring for older family members, which perpetuate gender inequality in the labour market. By focusing on the intersection of caregiving and employment, CareDivide seeks to promote fairer inclusion of caregivers and to challenge the cultural and institutional barriers that hinder gender equality. More specifically the project activities, implemented in Romania, Cyprus, Greece, Spain, and Italy aim to:
- Enhance understanding on the gender gap in informal long-term care and increase the availability of good practices, tools, and resources for promoting work-life balance.
- Sensitise and build the capacities of employers, managers, and human resources personnel on how to implement flexible work conditions and practices, fostering the equal inclusion of caregivers in the labour market.
- Promote the adoption and effective implementation of national and EU legal/policy frameworks towards supporting gender equality in informal long-term care and advocate for policy reforms.
- Challenge gender stereotypes and traditional perceptions, in the society and in the media, that perpetuate the gender care gap.
- Raise public awareness on the existence of the gender care gap, the obstacles and difficulties faced by carers, and the impact of caregiving responsibilities on gender equality.
This will be achieved through the following main activities:
- Mapping the existing situation in informal long-term care and collection of resources, good practices, and tools for promoting work-life balance.
- Capacity building and sensitization programme for 500 employers, managers, human resources personnel, and HR specialists.
- Advocacy campaigns, development of policy recommendations, and organisation of multi-stakeholder roundtables for 75 policy and decision makers.
- Info sessions for 100 mainstream and online media professionals on avoiding gender stereotyping and promoting diverse media representation.
- Dissemination and awareness raising campaigns and events.
As part of this project, the present training programme has been developed to build the capacity of employers, managers, and human resources professionals. It provides guidance on how to design and implement flexible work conditions and practices that respond to the realities of caregiving. By equipping organisations with practical tools and evidence-based strategies, the programme aims to foster workplaces that are inclusive, equitable, and supportive of employees with caregiving responsibilities.
Importantly, the present document is also intended as a facilitation tool for trainers. It offers structured guidance, discussion prompts, and practical exercises that can be used in workshops or training sessions. In this way, it supports trainers in delivering impactful learning experiences that raise awareness, strengthen workplace practices, and promote gender equality in caregiving.
Beyond its immediate application, the training programme serves as a broader resource for advancing gender equality and strengthening resilience in the labour market. It offers insights into the impact of informal caregiving on employment, health, and financial stability, while also highlighting pathways for organisations to adapt policies and practices. In doing so, it provides a resource to gradual progress in addressing the gender divide in long-term care and promoting workplace practices that are inclusive and responsive to caregiving realities.