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GSCG Toolkit Annex Slovenia

Overview in Slovenia

Slovenia has a long-standing commitment to gender equality, embedded in its constitutional and legislative framework. Article 14 of the Slovenian Constitution guarantees equal human rights and prohibits discrimination based on sex, while Article 49 ensures equal employment opportunities (European Institute for Gender Equality, 2025). Gender mainstreaming was formally introduced through the Equal Opportunities for Women and Men Act (2002) and further reinforced by the Protection against Discrimination Act (2016) (European Institute for Gender Equality, 2025).

In the labour market, Slovenia shows relatively high female participation compared to the EU average. In 2023, the employment rate was 69.4% for women and 75.4% for men, both above the EU27 average (European Commission, 2025). However, persistent gender gaps remain, particularly in pay, pension, and occupational segregation (UN Women, 2024).

The Resolution on the National Programme for Equal Opportunities for Women and Men 2023–2030 outlines strategic goals such as reducing gender gaps in employment and education, promoting equal care responsibilities, and combating stereotypes (European Institute for Gender Equality, 2025).

Career guidance in Slovenia is provided through a network of institutions including schools, universities, career centres, and the Employment Service of Slovenia. The concept of lifelong guidance is well established and includes vocational, educational, and personal guidance across all life stages. (Employment Service of Slovenia, 2023)

Gender sensitivity in career guidance is not yet systematically embedded. While some institutions and professionals are aware of the importance of avoiding gender bias, there is no national framework or mandatory training that ensures consistent implementation. Existing practices vary significantly across regions and institutions.

However, efforts to eliminate gender stereotypes in career choices are reflected in broader national activities aimed at reducing gender gaps in education and promoting women in science and research. The government has launched initiatives to empower women and girls in STEM fields and to address the digital gender gap. A nationally recognised project with these objectives is Female Engineer of the Year (UN Women, 2024).

Challenges of gender sensitive career guidance reflect broader societal shortcomings in addressing gender equality. The lack of coordinated efforts to dismantle gender norms and redistribute care responsibilities across society is mirrored in career guidance systems, where gender bias remains insufficiently monitored and addressed (UN Women, 2024):

  • Persistent gender stereotypes influence career choices, particularly in technical and STEM fields, where women remain underrepresented.
  • Despite Slovenia’s well-organised and affordable childcare system, particularly its extensive public preschool network, the unequal distribution of care responsibilities persists. Traditional gender roles continue to place a disproportionate burden of care on women, which affects their career progression and availability for full-time employment.
  • Limited institutional capacity for gender mainstreaming in some ministries and sectors, despite legal obligations. (European Institute for Gender Equality, 2025)
  • Occupational segregation, with men dominating higher-paid sectors and women concentrated in education, healthcare, and social services. [30% of employed women compared to only 7% of employed men work in education, human health, and social work activities (European Institute for Gender Equality, 2024)].

At the start of the GUIDE project, we interviewed six professionals working with young people on career decision-making. Their insights offer a snapshot of current practices in Slovenia.

Gender-sensitive career guidance is mostly approached informally and individually. Counsellors report that they focus on personal interests rather than gender, yet gendered patterns persist – girls tend to choose pedagogical, healthcare and beauty-related professions, while boys gravitate toward technical fields such as engineering and IT.

Stereotypes—such as the idea that certain professions are more prestigious or appropriate based on academic performance—still influence choices and can lead to dissatisfaction. Parents remain a strong influence, either guiding or supporting decisions, and are often key sources of information.

Although some good practices exist, such as early exposure to diverse professions and encouraging self-confidence, most interviewees had little to say about gender specifically. This suggests that gender sensitivity is not yet a structured or prioritized element in career guidance practice.

Interview summaries are available at https://guideproject.eu/interviews/.

Several initiatives in Slovenia showcase effective approaches to promoting gender equality in career guidance and reducing gender-based segregation in education and the labour market.

Boys in Care is an international project (in Slovenia coordinated by the Peace Institute) that addresses the underrepresentation of men in care-related professions such as education, health, and social work. It provides practical tools for career counsellors, including a handbook with gender-sensitive methodologies and school workshops. Activities like “Boys’ Day” encourage young men to explore non-traditional career paths, challenging stereotypes and fostering diversity in vocational choices.

Another initiative, WomenUp, focuses on empowering vulnerable women—such as those with low qualifications, long-term unemployment, or migrant backgrounds—by supporting their career development and labour market integration. The project develops gender-sensitive guidance tools, offers training for counsellors, and provides a digital platform with resources for organizations working with disadvantaged groups.

A national mentoring program Kolegice designed for young women entering the labour market, connects participants with experienced female mentors from various sectors, offering guidance, networking opportunities, and workshops on soft skills and career planning. By fostering confidence and professional growth, the program helps reduce gender inequalities and supports women in achieving their career aspirations.

The Online Mentor project developed innovative e-mentoring approaches to support women in their professional development. It created a collection of best practices and digital tools for mentors and mentees, enabling flexible, inclusive, and gender-sensitive career guidance. The project emphasized digital mentoring as a way to overcome geographical and social barriers.

STELLA focuses on equipping teachers and career counsellors with tools and training to promote gender equality in education and guidance. It provides practical guidelines, learning modules, and digital resources to help educators challenge stereotypes and implement inclusive practices in classrooms and counselling sessions.

These initiatives demonstrate how targeted programs can address gender stereotypes, promote equal opportunities, and strengthen inclusive career guidance practices in Slovenia.

Slovenia has a strong legislative foundation for gender equality, yet gender-sensitive career guidance is not systematically implemented. Despite promising initiatives such as Boys in Care, WomenUp, Kolegice, and STELLA, challenges persist—including stereotypical career choices, unequal distribution of care responsibilities, and limited institutional capacity for mainstreaming gender equality in guidance practices.

This annex provides a localized insight into the current state of gender-sensitive career guidance in Slovenia. It complements the GUIDE Toolkit by offering empirical data, outlining key challenges, and showcasing good practices. In doing so, it contributes to a broader understanding of how the Toolkit can be adapted to national contexts and supports the development of more inclusive and equitable guidance systems.

The Toolkit is a practical and accessible resource that can be used by both individual practitioners and institutions. It offers a clear overview of why gender-sensitive career guidance matters and how to approach it effectively. While certain aspects—such as linguistic challenges in highly gendered languages like Slovenian—may complicate implementation, many of the proposed strategies are easily applicable.

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