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      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
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      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
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      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
        • Gender-responsive public procurement in practice
          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
          • Capacity-building programmes, support structures
          • Regular collaboration between gender equality bodies
          • Effective monitoring and reporting systems on the use of GRPP
          • Tool 1:Self-assessment questionnaire about the legal
          • Tool 2: Overview of the legislative, regulatory and policy frameworks
        • How to include gender aspects in tendering procedures
          • Pre-procurement stage
            • Needs assessment
            • Tool 3: Decision tree to assess the gender relevance
            • Preliminary market consultation
            • Tool 4: Guiding questions for needs assessment
            • Defining the subject matter of the contract
            • Choosing the procedure
            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
            • Light regime for social, health and other specific services
            • Tool 7: Guiding questions for applying GRPP under the light regime
            • Tool 8: Guiding questions for applying GRPP under the light regime
            • Reserved contracts
            • Preparing tender documents
          • Procurement stage
            • Exclusion grounds
            • Selection criteria
            • Technical specifications
            • Tool 9: Decision tree for setting GRPP selection criteria
            • Award criteria
            • Tool 10: Formulating GRPP award criteria
            • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
            • Use of labels/certifications
          • Post-procurement stage
            • Tool 12: Checklist for including GRPP contract performance conditions
            • Subcontracting
            • Monitoring
            • Reporting
            • Tool 13: Template for a GRPP monitoring and reporting plan
        • References
        • Additional resources
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        • Overview
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    • EIGE’s publications on Gender mainstreaming
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    • What is gender-based violence?
    • Forms of violence
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    • Administrative data collection
      • Data collection on violence against women
        • The need to improve data collection
        • Advancing administrative data collection on Intimate partner violence and gender-related killings of women
        • Improving police and justice data on intimate partner violence against women in the European Union
        • Developing EU-wide terminology and indicators for data collection on violence against women
        • Mapping the current status and potential of administrative data sources on gender-based violence in the EU
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
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    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
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      • Areas for improvement
      • References
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    • White Ribbon Campaign
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          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
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        • Invisibility and omission
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      • EU policies on work-life balance
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      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
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        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
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      • 10. Conclusions
    • Sexism at work
      • Background
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        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
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        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
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        • Eradicating sexism to change the face of the EU
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Experts' forum

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The Experts' Forum is the Institute's advisory body. Its principle function is to provide expertise knowledge in the field of gender equality.

It is composed of members from competent bodies specialised in gender equality issues from every Member State of the European Union. Each country has both a member and an alternate and there are two members designated by the European Parliament, as well as three members designated by the European Commission and representing interested parties at the European level, with one representative from:

  • an appropriate non-governmental organisation at Community level which has a legitimate interest in contributing to the fight against discrimination on grounds of sex and the promotion of gender equality;
  • employers' organisations at Community level; and
  • workers' organisations at Community level.

The Member States and the Commission aim to achieve a balanced representation between men and women in the Experts' Forum.

Members are designated for a period of three years.

For Expert's Forum members: Access the Experts' Forum workspace on EuroGender (restricted access to Experts' Forum members)

Experts' Forum 2021-2024

Belgique / België / Belgium (BE)

Member

Ms Marijke Weewauters

Advisor

Institute for the Equality of Women and Men


Alternate

Ms Lauren Bruffaerts

 

 

България / Bulgaria (BG)

Member

Mr Teodor Tsanev

Senior Expert

Department for Equal Opportunities, Anti-Discrimination and Social Assistance Benefits

Ministry of Labour and Social Policy


Alternate

Ms Ani Evgenieva-Georgieva

State expert

Labour Law and Labour Conditions Department,

Ministry of Labour and Social Policy

Česká republika / The Czech Republic (CZ)

Member

Pending appointment

 


Alternate

Pending appointment

  

Danmark / Denmark (DK)

Member

Ms Emma Holten

Activist, public speaker, moderator og writer


Alternate

Mr Bo Wagner Sørensen

Researcher in gender-based violence

Deutschland / Germany (DE)

Member

Ms Waltraud Dahs

Head of Division

Division for European and International Gender Equality Policy

Federal Ministry for Family Affairs, Senior Citizens, Women and Youth


Alternate

Mr Thomas Fischer

Head of Unit

Gender equality on the Labout Market

Federal Ministry for Family Affairs, Senior Citizens, Women and Youth

Eesti / Estonia (EE)

Member

Ms Age Viira 

Analyst

Ministry of Social Affairs


Alternate

Ms Kadi Viik

Gender equality expert

Founders of Feministeerium

Éire / Ireland (IE)

Member

Pending appointment

 

Alternate

Pending appointment

 

Ελλάδα, Elláda / Greece (EL)

Member

Ms Christina Agoritsa

Policy Officer

Independent Department of European and International Cooperation of
the GSDFPGE


Alternate

Mr Dimitrios Platis

Deputy Head

Department for Planning, Standardization and Development of Gender
Equality Policies

Employers’ Organisations

Member

Ms Trine Birgitte Hougaard


Alternate

Ms Jeanette Grenfors

España / Spain (ES)

Member

Ms María Vázquez Sellán

Deputy Director of the Subdirectorate General of Studies and Cooperation

Spanish Institute for Women


Alternate

Mr José Luis Burgos Fresno

Technical Advisor in the support unit of the Director

Spanish Institute for Women

European Parliament

Members

Ms Edit Bauer

Mr Niall Crowley


Alternate

Ms Barbara Helfferich

 

Ms Octavio Salazar

 

European Trade Union Confederation

Member

Ms Aline Brüser


Alternate

Ms Paola Panzeri

EU-level Non-Governmental Organisation

Member

Ms Iliana Balabanova

Alternate

Ms Katrin Hugendubel

France (FR)

Member

Ms Stéfania Chiru

Ministère de l’égalité entre les femmes et les hommes, de la diversité et de l’égalité des chances

Alternate

Pending appointment

 

Hrvatska / The Republic of Croatia (HR)

Member

Ms Ana Maskalan

Senior Research Associate

Institute for Social Research in Zagreb

Alternate

Ms Tamara Sterk

Assistant Director

Office for Gender Equality, Government of the Republic of Croatia

Italia / Italy (IT)

Member

Ms Paola Profeta 

Professor of public finance, Bocconi University

Director, Axa Research Lab on gender equality


Alternate

Ms Francesca Ballacci

Official, Department for equal opportunities
Presidency of the Council of Ministers

Κύπρος, Kýpros / Cyprus (CY)

Member

Ms Andri Savva 

Officer

Office of the Commissioner for Gender Equality

Alternate

Mr Andreas Misos 

Labour Officer

Department of Labour, Ministry of Labour, Welfare and Social Insurance

Latvija / Latvia (LV)

Member

Ms Iluta Lace

Head of the Association

MARTA Centre


Alternate

Ms Marita Zitmane

Dr.sc.comm., Associated Professor

University of Latvia

Lietuva / Lithuania (LT)

Member

Ms Valda Karnickaitė

Equality Between Women and Men Unit

Ministry of Social Security and Labour of the Republic of Lithuania


Alternate

Ms Goda Savickaitė

Equality Between Women and Men Unit

Ministry of Social Security and Labour of the Republic of Lithuania

Luxembourg (LU)

Member

Ms Skerdilajda Zanaj

Associate Professor

Gender Equality Officer of the University of Luxembourg

Alternate

Pending appointment

Magyarország / Hungary (HU)

Member

Ms Andrea SOÓS 

Head of Unit

International Family Affairs, Prime Minister’s office


Alternate

Ms Dóra TONTÉ

Senior advisor

Prime Minister’s Office, Minister for Families
Department of Adoption and Women’s Policy

Malta (MT)

Member

Ms Renee Laiviera

Commissioner

National Commission For The Promotion of Equality


Alternate

Ms Maria Ellul 

Manager II

Human Rights Directorate

Nederland / The Netherlands (NL)

Member

Ms Anna Okello

Senior Policy Advisor

Atria Institute on gender equality and women’s history


Alternate

Ms Paula Elise Thijs 

Senior researcher and policy advisor

Atria Institute on gender equality and women’s history

Österreich / Austria (AT)

Member

Ms Vanessa Marent

Officer

Directorate General III – Women and Equality

Austrian Federal Chancellery


Alternate

Ms Katja Link

Central Contact Point for Gender Mainstreaming, Equal Treatment, Human Rights and Integration (GGMI)

Federal Ministry of Agriculture, Regions and Tourism

Polska / Poland (PL)

Member

Ms Ewa Mazur-Wierzbicka

Profesor

University of Szczecin, Faculty of Economics and Management

Institute of Human Capital Management


Alternate

Pending appointment

Portugal (PT)

Member

Ms Teresa Alvarez

Tecnical Advisor

Commission for Citizenship and Gender Equality (CIG) 


Alternate

 Ms Patricia São João

Expert Advisor

Cabinet of the Secretary of State for Equality and Migration

România / Romania (RO)

Member

Ms Carmen Niculescu

Superios Advisor
Directorate for strategies, policies, programmes and monitoring of equal opportunities 

Alternate

Ms Cristina DUȘCĂ

Principal Advisor

Directorate for prevention and combatting domestic violence 

Slovenija / Slovenia (SI)

Member

Pending appointment

 


Alternate

 Pending appointment

 

Slovensko / The Slovak Republic (SK)

Member

Mr Daniel Gerbery

Deputy Director and Senior Researcher

Institute for Family and Labour Research


Alternate

Ms Zuzana Turkovič

Expert gender equality and family policy

Institute for Labour and Family Research

Suomi / Finland (FI)

Member

Ms Reetta Siukola

Chief Specialist

Finnish Institute for Health and Welfare


Alternate

Ms Päivi Yli-Pietilä

Ministerial Adviser

Department for Work and Gender Equality / TTO, Gender Equality Unit

Ministry of Social Affairs and Health

Sverige / Sweden (SE)

Member

Ms Anna Collins-Falk

Swedish Gender Equality Agency


Alternate

Mr Eberhard Stüber

Swedish Gender Equality Agency

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