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Gender-based violence

  • What is gender-based violence?
  • Forms of violence
  • EIGE’s work on gender-based violence
  • 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
  • Femicide
  • Intimate partner violence and witness intervention
  • Female genital mutilation
    • Risk estimations
  • Risk assessment and risk management by police
    • Risk assessment principles and steps
      • Principles
        • 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
      • Steps
        • 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
    • Tools and approaches
    • Areas for improvement
    • References
  • Good practices in EU Member States
  • Methods and tools in EU Member States
  • White Ribbon Campaign
    • About the White Ribbon Campaign
    • White Ribbon Ambassadors
  • Regulatory and legal framework
    • International regulations
    • EU regulations
    • Strategic framework on violence against women 2015-2018
    • Legal Definitions in the EU Member States
  • Literature and legislation
  • EIGE's publications on gender-based violence
  • Videos
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
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    • Toolkits
      • 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
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • 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
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • 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
    • Methods and tools
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      • About EIGE's methods and tools
      • Gender analysis
      • Gender audit
      • Gender awareness-raising
      • Gender budgeting
      • Gender impact assessment
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      • Gender stakeholder consultation
      • Sex-disaggregated data
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      • Examples of methods and tools
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
      • Sweden
        • Overview
    • EIGE’s publications on Gender mainstreaming
    • Concepts and definitions
    • Power Up conference 2019
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • 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
    • Femicide
    • 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
      • Tools and approaches
      • Areas for improvement
      • References
    • Good practices in EU Member States
    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Regulatory and legal framework
      • International regulations
      • EU regulations
      • Strategic framework on violence against women 2015-2018
      • Legal Definitions in the EU Member States
    • Literature and legislation
    • EIGE's publications on gender-based violence
    • Videos
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  • About EIGE
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    • Gender Equality Forum 2022
      • About
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  • EIGE’s publications
    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
          • Naming conventions
          • Patronising language
      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
        • Invisibility or omission
        • Common gendered nouns
        • Adjectives
        • Phrases
      • Policy context
    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • 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
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
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MySecrets Cosmetics – a hoax advertising campaign spreads the message against domestic violence

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Good practice
Country: Netherlands
Section:
Domestic Violence
Topics:
Health, Violence
Period:
2007 - 2012
Publication date:
06 March 2015
Enough is enough. It is up to you to ask for help (Nu is het genoeg. Hulp inschakelen heb je zelf in de hand)

In brief

Dutch policy on domestic violence is based on addressing three of its causes: intergenerational transmission of the use of violence, invisibility of the use of violence and gender-related power differences between perpetrators and victims. Targeting the general public and victims of domestic violence, it tries to raise awareness of the issue, break the taboo that many women have on speaking out, and convey information on where to go for help. It works hand-in-hand with policies to improve early signalling by professionals and to improve the quality of shelters for battered women.

Every year, the government runs a media campaign against domestic violence, using radio, television and the internet. In 2010 it used an innovative tool: it launched a hoax range of cosmetics designed specifically to allow women to hide the injuries they sustain when they are battered. The products were branded MySecret Cosmetics, and were promoted using a make-believe television interview on a programme called Women & Business. The interview lasted less than two minutes, but attracted so much attention that it merited an item three minutes long on the evening television news.

The campaign has had measurable effects. Phone calls for help increased by between 35% and 50%, and willingness to call rose from 50% to 59%. Knowledge of the available support centres and what to do in cases of domestic violence rose from 6% to 11% among the general public and from 10% to 21% among people already involved in episodes of domestic violence. Willingness to visit the website increased from 58% to 72% for the general public and from 63% to 76% for victims. During the campaign period, the campaign’s website had 21,900 visits. This is reckoned to be very efficient, given that the campaign’s total spend in 2010 was €505,000.

A joined-up policy on domestic violence

The approach of the Dutch Ministry of Justice[1] to domestic violence is set out in the last Action Plan on Domestic Violence 2008-2012, which describes three causes of domestic violence: intergenerational transmission of the use of violence, invisibility of the use of violence and gender-related power differences between perpetrators and victims.

Consequently, policies are directed towards combating intergenerational transmission, promoting openness about the issue and taking a gender-specific approach to domestic violence. With its gender-specific analysis and approach to power differences, the policies are directly linked to policies on emancipation.[2] Their central objective is to prevent and combat domestic violence by promoting a so-called continuous approach (prevention, signalling and intervention) for all target populations.

The approach is comprehensive: criminal justice measures and assistance should reinforce each other. Therefore criminal justice and social service institutions work closely together.[3]

In parallel, the Ministry of Health, Welfare and Sport has developed a policy on violence in dependence relationships, as set out in the Policy Memorandum Beschermd en Weerbaar (Protected and Empowered).[4] Although this policy has a broader approach and targets a larger population, it has a comparable objective: prevention and early signalling by professionals; shelter for victims; assistance for victims, perpetrators and children. It coincides partly with the Action Plan on Domestic Violence mentioned above. Important elements in this programme are the reinforcement of the Advice and Support Centres on Domestic Violence and the improvement of the quantity and quality of shelters. This ministry also insists on the context in which this policy has to be placed. It refers explicitly to the emancipation of women and men as necessary conditions for successfully combating domestic violence.

This overall approach has allowed the Netherlands to be among the European countries with the highest figures of reported and/or registered domestic violence and violence in dependence situations. More than 60,000 instances of domestic violence are reported to the police every year. These figures reflect the high level of public awareness and the adequacy of infrastructures for notifying and reporting.

Annual campaigns – enough is enough

In 2007 the national government started an information campaign for the general public (using radio, television and the internet) under the title Nu is het genoeg. Hulp inschakelen heb je zelf in de hand (Enough is enough. It is up to you to ask for help). The cam­paign was repeated in 2008, 2009, 2010 and 2011. A specific tele­phone number and web­site have been created. It was based on a television commercial in which a witness of domestic violence tells his story. The commercial is intended to encourage onlookers to seek help. The radio commercials call on victims, bystanders and perpetrators to seek help.

Each year the campaign identifies a specific message and tools to transmit it, thus signalling a growing emphasis on prevention especially through public campaigning and information. Within this context, the campaign run in 2010 is particularly interesting because it uses a mix of traditional communication tools (editorials in magazines and newspapers and programmes on radio and television) and innovative ones (the MySecrets Cosmetics online video).

MySecrets Cosmetics for battered women

In 2010, the awareness-raising campaign brought the ‘hidden’ problem of domestic violence to the public’s attention in a special way via the special on-line shop MySecrets Cosmetics.

This on-line shop[5] was promoted as selling a brand of make-up specifically designed for every woman who has something to hide: a unique range of products that helps mask bruises, seals and shines cut lips, and removes blood stains. Banner ads, mock advertorials on fashion and beauty websites and an online film (a make-believe webcast of a show called Women & Business that interviews the founder of MySecrets Cosmetics), drove traffic to the site, where the hoax was revealed. In reality, a click on the website led to the campaign message: “There is a better solution to the problem of domestic violence. Call 0900 126 26 26 for advice and help. Or visit www.steunpunthuiselijkgeweld.nl”.

Awareness raised by over 10%

The 2010 awareness raising campaign aimed to increase prevention and social and public awareness on the issue of domestic violence. Its expected outcomes and impact were an increased demand for support and reports motivating victims to seek assistance and support. With this campaign the government – through the online video MySecrets Cosmetics – wanted also to convey the message that domestic violence is unacceptable and that there are no justifiable excuses. The campaign took literally the idea that domestic violence cannot be covered up.

An evaluation was carried out in order to assess the campaign’s reach. It found that 74% of the general public recognised the campaign statements. The entire campaign was well appreciated by the general public (7.3) as well as by the people already experiencing domestic violence (7.4). The radio spots, banners and television spots were individually highly appreciated and the whole campaign was assessed higher than average in all aspects by both the general public and people already experiencing domestic violence. The campaign was described as “remarkable”, “attractive” and “able to provide new information”. The most spontaneously mentioned message was "It is important to seek help”.

Generally speaking, during every campaign period there is an increased demand for police assistance and help from support centres with an increase in the number of requests for help. In the 2010 campaign the number of phone calls increased by between 35% and 50%. Among the general public the willingness to call rose from 50% to 59%. Knowledge of the available support centres and what to do in cases of domestic violence also increased. Prior to the campaign, only 6% of the general public and 10% of people already involved in episodes of domestic violence knew where to go for help and advice. After the campaign, these percentages had increased to 11% and 21% respectively. Willingness to visit the website increased from 58% to 72% for the general public and from 63% to 76% for people already experiencing domestic violence. Actually, during the campaign period, the www.shginfo.nl site had a total of 21,900 visits. On average they looked at six pages and stayed connected to the website for between five and six minutes.

An efficient and effective campaign

The campaign also presents a clear, appropriate and comprehensive definition of domestic violence and conveys its message through a strong communication strategy that uses an innovative tool. Moreover it takes a victim-centred approach and is aimed to transmit the helpline number to victims.

The national awareness-raising campaign contributes to the wider policy of breaking down the unequal gender power structure that is at the basis of domestic violence. Thus its impact on the wider environment is linked with an increase in gender equality. Awareness-raising initiatives are also important from an effectiveness and efficiency point of view. The costs of domestic violence include costs for assistance by the authorities (police, judicial system, healthcare and shelter), production losses, claims for social security and immaterial damage. A tentative calculation of the first item only indicates that assistance given by the Dutch authorities in relation to domestic violence costs about €271 million a year[6] while the overall cost of the campaigns (including media and website maintenance) were €1,256,000 in 2007, €914,000 in 2008 and €505,000 in 2010.

Enough is Enough was a joint initiative of the Ministry of Justice (Ministerie van Justitie), the Ministry of Health, Welfare and Sport (Ministerie van Volksgezondheid, Welzijn en Sport) and the Dutch Domestic Violence Support Centre (Steunpunt Huiselijk Geweld). It was financed by the National Action Plan on Domestic Violence. The national policy gives the policy sustainable financing. From January 2012 a new domestic violence campaign with the focus on partner violence, elderly abuse and child abuse has started. The budget for this new campaign is approximately €1.2 million.

Success factors

Some of the reasons for the campaign’s success are that the messages were directed to the general public as well as victims and perpetrators, and that it used a provocative tool – the hoax advertising campaign which caught the public’s imagination. The controversial idea of using victims of using domestic violence as a business opportunity triggered discussions via blogs and twitter. Daily newspapers picked up on the buzz this campaign generated, and MySecrets Cosmetics got a whole three-minute slot on the evening television news. Nevertheless, many women are still ashamed to denounce violence and this can still represent an obstacle for any campaign.

[1] Ministerie van Justitie (Ministry of Justice) (2008). Plan van aanpak Huiselijk geweld tot 2011 ‘De volgende fase’. Den Haag: Ministerie van Justitie.

[2] See also Emancipation Monitor 2008: Merens, A., & Hermans, B. (2009). Emancipatiemonitor 2008. Den Haag: Sociaal en Cultureel Planbureau / Centraal Bureau voor de Statistiek.

[3] Ministerie van Justitie (Ministry of Justice) (2008). Plan van aanpak Huiselijk geweld tot 2011 ‘De volgende fase’. Den Haag: Ministerie van Justitie.

[4] Ministerie van Volksgezondheid, Welzijn en Sport (Ministry of Health, Welfare and Sport – VWS) (2007). Beschermd en weerbaar: Intensivering van de opvang en hulpbijgeweld in afhankelijkheidsrelaties. Brief van 10 december 2007. Den Haag: Ministerie van VWS.

[5] www.mysecretscosmetics.nl has now been taken offline

[6] Movisie, 2009. Huiselijk geweld: Cijfers en feiten. Utrecht: Movisie.

Contacts/Further Information

Contacts

Mrs Jos Hallensleben

Ministerie van Veiligheid en Justitie 
Turfmarkt 147 
2511 DP Den Haag 

Netherlands
+31 70 370 79 11 
j.hallensleben@minvenj.nl

Further information

Steunpunt Huiselijk Geweld

MySecrets Cosmetics video

Publicis showcase on MySecrets Cosmetics campaign

NB image copyright

Image is still from video at: https://www.youtube.com/watch?v=AKLN7zFfrxg

Downloads

Enough is enough - Awareness raising - Netherlands
EN (PDF, 352.65 KB)

Metadata

Tool:
Awareness-raising
  • In brief
  • A joined-up policy on domestic violence
  • Annual campaigns – enough is enough
  • MySecrets Cosmetics for battered women
  • Awareness raised by over 10%
  • An efficient and effective campaign
  • Success factors
  • Contacts/Further Information
  • Downloads

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