Peer-Review on Women’s Employment Policies

The recently finalized Deliverable 1.3.2 - Peer-Review on Women’s Employment Policies, offers key insights into employment policies addressing women in peripheral industrial regions of the Danube Region. Based on prior analyses (D1.3.1 - Analysis of local/regional/national employment policies addressing women), the report draws from a structured eDelphi process involving 18 experts across academia, administration, civil society and business.

A central finding is the persistent gap between national and EU-level frameworks and their actual implementation at the local level. Experts emphasized that improved cooperation, across governance levels and sectors, is essential for designing coherent and impactful policies. The lack of clear targets and local adaptation was seen as a major challenge.

The review also underlined the importance of place-based strategies tailored to the socio-economic realities of industrial regions. Most participants advocated for targeted approaches to better support women’s labour market participation, particularly in traditionally male-dominated sectors. Equally crucial are soft factors such as networking, mentoring, and role models, which were identified as indispensable for fostering inclusive, sustainable change. Examples like the Austrian Iron Women network and Serbia’s e-Mentoring programme show the practical impact of such approaches. 

Finally, experts called for stronger awareness-raising and communication efforts, noting that many initiatives suffer from limited visibility and short-term impact. Authentic role models and social media were highlighted as powerful tools to mobilize support.

The findings will directly inform upcoming policy recommendations and serve as a valuable reference for stakeholders working toward inclusive labour market transformation.

Key Findings from D1.3.2 – Peer-Review on Women’s Employment Policies

1. Policy fragmentation limits impact.
   Despite comprehensive strategies at EU and national levels, implementation often fails at the local level due to weak coordination, missing targets and insufficient stakeholder cooperation.

2. Place-based approaches are essential.
   Experts strongly advocate for employment strategies that respond to regional realities—especially in historically male-dominated industrial regions.

3. “Soft factors” are key to long-term change.
   Mentoring, networking and role models were identified as vital tools for empowering women and translating strategies into tangible results.

4. Awareness campaigns are powerful, yet underused.
   Successful campaigns are often locally anchored and based on storytelling. However, many lack reach, sustainability and employer engagement.

5. Tailored, inclusive strategies are the way forward.
   Future policies should balance targeted support for women with inclusive frameworks that foster systemic change and cross-sector collaboration.