Written by ENAIP NET
Across Europe, young people face different challenges when moving from education into employment. While these challenges can affect everyone, young women are still more likely than young men to find themselves outside education, training, or employment. Understanding why this happens is important for developing support systems and opportunities that respond to the realities young people face today.
Although NEET rates vary across Europe, data consistently show that young women are more likely than young men to experience periods of inactivity. This highlights the importance of looking beyond statistics and understanding the different factors that influence young people’s educational and professional journeys.
According to Eurostat, in 2023 the NEET rate among young women aged 15–29 in the European Union remained higher than among men in several Member States, especially in Southern and Eastern Europe.
One of the main reasons lies in the unequal distribution of care responsibilities and persistent gender stereotypes that continue to shape educational and career choices.
Women are more likely to interrupt their studies or employment due to unpaid caregiving activities, family expectations, or limited access to childcare services. In addition, young women are more frequently employed in precarious or low-paid sectors, making them particularly vulnerable during economic crises or labour market instability.
Research by the European Institute for Gender Equality (EIGE) also highlights how social norms and discrimination contribute to lower labour market participation among women, especially those from disadvantaged backgrounds or migrant communities.
The gender employment gap remains one of the key challenges across Europe. Despite higher average educational attainment among young women in many EU countries, this advantage does not always translate into equal opportunities in the labour market.
Many young women continue to face challenges such as:
- lower employment rates,
- higher rates of part-time or temporary work,
- wage inequality,
- barriers to career progression,
- and reduced access to STEM and technical professions.
These inequalities can accumulate over time and increase the likelihood of periods outside education, training or work.
The OECD highlights that labour market participation is influenced not only by individual skills and qualifications, but also by broader factors such as family policies, access to social services, workplace flexibility, and social expectations regarding gender roles.
Being NEET is rarely the result of a single factor. For many young women, inactivity is linked to interconnected structural barriers that reduce access to education, employment, and personal development opportunities.
Some of the most common barriers include:
- lack of affordable childcare,
- caring responsibilities within the family,
- limited transportation in rural areas,
- gender-based discrimination,
- mental health challenges,
- and lower self-confidence due to social expectations.
It is also important to recognise that some young women may face several challenges at the same time. For example, young women with migrant backgrounds, disabilities, or fewer economic resources may encounter additional obstacles when accessing education, training, and employment opportunities.
The International Labour Organization (ILO) emphasizes that young women globally spend significantly more time than men in unpaid care work, which directly impacts their educational and employment opportunities.
Policies aimed at reducing NEET rates cannot adopt a “one-size-fits-all” approach. Gender-sensitive strategies are necessary to address the specific obstacles young women face.
Effective measures may include:
- accessible childcare services,
- flexible learning opportunities,
- mentoring and guidance programmes,
- support for work-life balance,
- targeted career orientation,
- promotion of women in STEM fields,
- and inclusive labour market policies.
At the same time, support systems should help young people recognise their strengths, build confidence, and access opportunities that match their interests and aspirations.
Supporting young women during key transition moments is not only about increasing employment rates. It is also about ensuring that every young person has access to guidance, encouragement, and opportunities to make informed decisions about their future. By promoting inclusive career guidance and personalised support, initiatives such as SupportSphere contribute to helping young people build confidence, explore opportunities, and develop meaningful pathways towards education, training, and employment.
References:
Eurostat (2024), Statistics on young people neither in employment nor in education or training (NEET)
https://ec.europa.eu/eurostat/web/products-eurostat-news/w/ddn-20240613-1
European Institute for Gender Equality (EIGE) (2025). Gender Equality Index
https://eige.europa.eu/gender-equality-index
OECD (2022). Young people not in employment, education or training (NEET)
https://webfs.oecd.org/Els-com/Family_Database/CO_3_5_Young_people_not_in_education_or_employment.pdf
International Labour Organization (ILO) (2018). Care work and care jobs for the future of decent work
https://www.ilo.org/global/publications/books/WCMS_633135/lang–en/index.htm
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