打破障碍：赋予克罗地亚劳动力中的女性权力（英）2025

Investment Rating - The report does not explicitly provide an investment rating for the industry. Core Insights - The report aims to provide actionable recommendations to enhance women's participation in the Croatian labor market, addressing barriers and leveraging successful international practices [17][60]. - Women's labor market participation in Croatia has improved but still lags behind EU averages, particularly for younger and older women [18][68]. - The gender pay gap in Croatia is 7.4% in 2023, lower than the EU average of 12.0%, but still significant in certain sectors [24][26]. Summary by Sections Executive Summary - The report identifies barriers to women's employment and outlines opportunities for enhancing their contributions to the labor market [17][18]. - It highlights the need for targeted strategies to address employment gaps, particularly for women aged 15-24 and 55-64 [18][68]. Introduction and Objective - The report emphasizes the importance of increasing women's contributions to the labor market for Croatia's economic growth, especially in light of an aging population and labor shortages [59][60]. - It aims to inform policymakers with evidence-based recommendations to close gender gaps in employment [60][61]. Barriers to Female Labor Force Participation - The report categorizes barriers into individual, sociocultural, structural, and institutional factors that hinder women's employment [27][31]. - Key issues include unequal sharing of family responsibilities, limited childcare access, and insufficient flexible work arrangements [29][30][31]. Government's Planned Initiatives - The report reviews government measures aimed at supporting women's labor market participation and identifies gaps in implementation [29][30]. Actionable Recommendations 1. Transforming Social Norms: Promote shared parental responsibilities and gender-neutral career guidance [35][36]. 2. Improving Childcare Access: Expand early childhood education and care (ECEC) facilities and align operating hours with working hours [38][39]. 3. Facilitating Transitions Back to Work: Enhance flexible work options and provide salary support after parental leave [41][42]. 4. Supporting Women in Entrepreneurship: Increase access to financial products and mentorship for women entrepreneurs [44][45]. 5. Expanding Long-Term Care Facilities: Develop innovative care solutions and promote women's entrepreneurship in the care sector [50][51]. 6. Designing Gender-Sensitive Policies: Implement active labor market policies that address the unique barriers faced by women [53][54].