Written by Anna Apergi Konstantinidis, Special Advisor Diversity Charter Greece
Despite significant legislative interventions, both in our country and internationally, the presence of women and femininity in positions of responsibility remains extremely limited. Underrepresentation is not accidental at all. It is the result of structural exclusions, social stereotypes and institutional inertia.
The lack of access to leadership positions has less to do with abilities and more to do with who has access to power. Especially for women, transgender or gender-differentiated people and more generally people who experience multiple discrimination due to origin, age, disability or sexual orientation, etc., inequality is not only multiplying, but taking on enormous proportions.
Work is not only a means of livelihood. It is also a place for asserting rights and exercising social identity . The unequal distribution of power at work reflects and reproduces broader social hierarchies.
According to the National Commission for Human Rights (NCHR), our national institution for the defense and promotion of human rights, equal access to work and decision-making positions is a pillar of a healthy democracy, while where work reproduces gender inequalities, democracy is undermined .
To achieve substantive equality, bold decisions need to be made. We need universal equality policies that permeate every sector of professional life and institutions of accountability and transparency in recruitment and promotion processes. We need to build participatory and inclusive leadership models , where diversity is not just tolerated, but necessary, while at the same time recognizing multiple identities.
The discussion about gender equality cannot remain pretentious, nor be limited to a “symbolic” representation. The goal is not simply to “have” women or people from underrepresented genders in leadership positions, but to change the very criteria of leadership, which are often shaped by androcentric standards .
Gender equality concerns all genders. Where one gender is overrepresented, we have a clear, blatant violation of the principle of equal treatment. Therefore, the goal is not to “reverse” inequalities, but to eliminate them.
Gender equality is guaranteed at both national and European levels, as well as at international level, through a series of laws, Directives and Conventions . It is a Constitutional obligation and is guaranteed through Article 4, par.2 of the Constitution . Also, the law for the promotion of substantive equality (L. 4604/2019), establishes obligations for public and private bodies to integrate equality into all their policies (gender mainstreaming). The EU Directive 2006/54/EC prohibits gender discrimination at work and promotes balanced participation in decision-making positions, while Law 4443/2016 on the principle of equal treatment and combating discrimination protects equal treatment in the employment sector, among other things, for reasons of gender, expression of gender identity and characteristics and sexual orientation. In addition, the Istanbul Convention and the Convention on the Elimination of Discrimination against Women commit our country to eliminating obstacles to women’s participation in public and private life. Finally, the N. 5178/2025 constitutes a very important step towards achieving substantive gender equality in corporate governance in our country , aligning Greece with European guidelines and strengthening the participation of women and femininity, but also of underrepresented genders in positions of responsibility. Compliance with these legal texts is not optional. It is a constitutional and international obligation. .
Gender equality in the workplace is more than a matter of “political correctness.” It’s a human right. . The presence of women, femininity and all underrepresented genders in positions of responsibility is not a concession, it is justice. And justice is not negotiable. It is ensured!
*The article was published in the Editors’ Journal on May 19, 2025.
