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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?
        • Where does sexism come from?
        • Sexism at work
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  • White Ribbon Campaign

White Ribbon Campaign

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EIGE participated in the White Ribbon campaign in 2013-2020. You can find information on the campaign on this page. The page is no longer updated.
  • About the White Ribbon Campaign
  • White Ribbon Ambassadors

Violence against women is a shameful reality throughout the European Union and across the world. Mostly it is committed by men. It is rooted in gender inequalities, and it still far too often goes unnoticed and unchallenged. The White Ribbon Campaign exists to change this.

Men and boys wearing the White Ribbon declare that they will never commit, excuse, or remain silent about men's violence against women. White Ribbon is one of the world’s largest male-led campaigns to end men’s violence against women. It started in 1991 in Canada, and is now active in many countries across the globe. Every year it is growing stronger as more men and boys realise that women’s and girls’ safety is their issue too. 

Antonio Tajani
European Union
President of the European Parliament

The struggle for the elimination of violence against women is a fight that each and every one of us must take part in. It is our duty to stand up for women by drawing awareness to this injustice.

Dimitris Avramopoulos
European Union
Commissioner for Migration, Home Affairs & Citizenship

Any violence committed towards a human being, in any form, is unacceptable. It is time for all of us to speak up, to defend, to change and to act against violence against women. Men are part of the solution. And this is not just a task for men in leading roles – though they have a particular responsibility – but all men, in all aspects of their lives, towards, around and for their female family members, friends, partners and colleagues. As a husband, a father, a politician, I am honoured to take up my role as an Ombudsman for the White Ribbon Campaign and contribute to end violence against women.

Matthias Ruete
European Union
Director General DG Migration and Home Affairs

Trafficking in women and girls must be condemned and prevented, by bringing perpetrators to justice.

Josè Carreira
European Union
Executive Director of EASO, European Asylum Support Office

It is time to stand up. This is why I decided to join the White Ribbon campaign. We should never remain silent about men's violence against women. We can be part of the solution but we have to raise our voice together. I will be personally committed to support the campaign initiatives and everybody should! Any violence against any woman should never be tolerated.

Krum Garkov
European Union
Executive Director of eu-LISA, European Agency for the Operational Management of Large-scale IT Systems

We can never call ourselves a developed society whilst violence against women exists among us. Our values and beliefs are being compromised not only by committing violence but also by supporting it or doing nothing about it. The only thing necessary for damage to be done is silent consent from “good” men. Therefore, it is important for everyone to speak-up against gender based violence.

Alexis Goosdeel
European Union
Director of EMCDDA, European Monitoring Centre for Drugs and Drug Addiction

Violence against women and girls is a serious matter also from a public health perspective. It is a stain on Europe that women can still suffer violence in its diverse forms simply because of their gender. Male dominated cultures exist that tend to create environments in which violence is tolerated, condoned and enabled. Everyday sexism shall not be trivialised and Europe shall be an example. Support services for women and girls to come forward and rebuild their lives need proper funding and training, especially when women do not trust the very criminal justice system that should welcome and protect them. This statement applies unconditionally to all women living in Europe, including migrants.

Ladislav Hamran
European Union
President of Eurojust, European Union's Judicial Cooperation Unit

Every day, women throughout the world and from all walks of life face humiliation, discrimination and violence. Victims of violence are forced to handle their plight while their abusers go free and witnesses look the other way. I do not. I am a proud ambassador for the White Ribbon campaign. Together, we must and we can stop violence against women.

Fabrice Leggeri
European Union
Executive Director of Frontex, European Border and Coast Guard Agency

Violence against women is the scourge of our global community. It is not limited to any one country or region, but affects the women close to us and in all walks of life: our mothers and our daughters, top managers and the migrants reaching Europe’s shores each day. We must not lose any more time, but join forces to eradicate this abuse for good.

Michael O’Flaherty
European Union
Director of FRA, European Union Agency for Fundamental Rights

“We must act urgently against gender-based violence and misogyny to ensure that women and girls can live free from violence in a society that treats them with full equality. It is thoroughly unacceptable that one in three women in the EU have experienced physical and/or sexual violence and more than one in two women have been sexually harassed, as FRA’s EU-wide survey shows.”

Detlef Schroeder
European Union
Deputy Director of CEPOL, European Union Agency for Law Enforcement Training

Violence against women is a pervasive human rights violation. It knows no boundaries of geography, culture or wealth. I firmly believe today that the only way to stop violence against women is to speak out and I refuse to be silent.

Rob Wainwright
European Union
Director of Europol

Violence against women is a serious violation of human rights. It is a shameful reality across the globe. We must increase awareness of the causes and consequences of violence against women and reinforce our efforts to eradicate it, including by holding perpetrators accountable.

Manne Lucha
Germany
Minister for Social Affairs and Integration of Baden-Württemberg

I deeply condemn any form of violence. The fact that many women are the victims of domestic violence on a daily basis is intolerable. This is something men must stand up against.

Rainer Wieland
European Union
Vice President of the European Parliament

Violence against women is not acceptable and cruel. The European Parliament must be a shining example in combatting this crime by any political means.

Dimitrios Papadimoulis
European Union
Vice-President of the European Parliament

Violence against women is a global problem. The European Parliament has consistently taken a strong stance on this serious issue, and has repeatedly called for action to prevent and combat it.

Frans Timmermans
European Union
First Vice-President of the European Commission

Eradicating violence against women is fighting for the future of humanity.

Oliver Kaczmarek
Germany
Member of Parliament

Violence against women is not only a ‘women’s issue’, and calling it such makes it possible for men to ignore it. It’s a men’s issue because it is up to the majority of men to help create a culture in which violence against women is unacceptable and every man takes responsibility for preventing it. White Ribbon Campaigns recognise the positive role that men can play in tackling violence against women. I want to participate in its prevention.

Read the statement in German

Gewalt gegen Frauen ist keine „Frauenangelegenheit“. Diese Bezeichnung macht es Männern allerdings möglich das Problem zu ignorieren. Es ist eine Angelegenheit der Männer, weil es auch ihre Verantwortung ist eine Gesellschaft zu schaffen, in der Gewalt gegen Frauen nicht akzeptiert wird. Jeder Mann trägt Mitverantwortung dafür, Gewalt gegen Frauen zu verhindern. Die Kampagne „Weiße Schleife“ unterstreicht die positive Rolle, die wir Männer im Kampf gegen Gewalt gegen Frauen einnehmen können.

Thomas Oppermann
Germany
Chairman of the social-democratic parliamentary group at Deutscher Bundestag

Violence on women is something that concerns all of us. We have to fight it in every appearance - be it domestic violence, sexism or rape. Perpetrators must be prosecuted to the fullest extent of the law.

Marian Mesároš
Slovakia
Lawyer at the Slovak National Centre for Human Rights

Our society lives in 21st century, but still do not fully accepts the equality of men and women. We again and again witness gender based violence instead of equal dialogue. Therefore I support this and all kind of anti-violence activities. Every man should care, because every man has mother, sister, wife, or daughter. We lost too much time - its urgent to end violence now and forever.

Stefan Schwartze
Germany
Member of the German Parliament

We must not tolerate violence against women. It is at odds with our values of equality and violates the human right to physical and mental integrity. The Gewalt gegen Frauen hotline is a nationwide hotline providing advice and support for women who are the victims of violence. Women of all nationalities can contact us anonymously and free of charge by calling 08000 116 016 or by accessing our support online.

Read the statement in German

Gewalt an Frauen dürfen wir nicht tolerieren. Es verstößt gegen unsere Werte der Gleichberechtigung und zerstört das Menschenrecht auf körperliche und geistige Unversehrtheit. Das Hilfetelefon "Gewalt gegen Frauen" ist ein deutschlandweites Beratungsangebot für Frauen, die Gewalt erlebt haben oder noch erleben. Unter der Nummer 08000 116 016 und via Online-Beratung unterstützen wir Betroffene aller Nationalitäten anonym und kostenfrei.

André Schulz
Germany
Chairman of the German Criminal Police Officer’s Union (BDK)

Every day, women of all age groups, social status’ and any nationality experience violence. According to recent studies, 40% of all German women have already experienced violence. The physical and mental damage, mostly caused by men, are immense. Violence does not solve problems, it only creates new ones. We have to socially outlaw violence and to underline that we do not tolerate it. That’s why I support the White Ribbon Campaign!

Timo Soini
Finland
Minister for Foreign Affairs of Finland

There are many ways, big and small, to work towards equality. My contribution is to join EIGE’s White Ribbon campaign for men who work to counter violence against women. I am committed to speaking about it in Finland and abroad, in schools and workplaces, during election campaigns, at international meetings, the United Nations, the European Union and beyond. I support the [Finnish] Martha Organisation in their work towards eradicating violence against women. On 24 November, I will wear a white ribbon as a sign of my participation in the campaign.

László Székely
Hungary
Commissioner for Fundamental Rights of Hungary

Those who fail to take firm action to counter violence against women, through their omission defy the very ideal of universal and fundamental rights equally vested in women and men. The articulation of the inadmissibility of violence against women derives directly from the protection of human rights. I am happy to join this campaign as an Ombudsman, as a man and a father, too.

Dr. Milan Brglez
Slovenia
President of the National Assembly

Violence against women is the most obvious relic of historical gender inequalities which have led to manifest and structural discrimination against women. Gender equality policy must thus start with a determined and unconditional 'NO' to violence against women. Here and now.

Fonseca Morillo
European Union
Deputy Director General, Directorate-General for Justice and Consumers

Violence against women is a brutal violation of women's human rights, but it is not just a women's issue. It affects us all, locking both men and women into rigid and harmful gender roles and profoundly damaging our society as a whole. Though a few men may be part of the problem, we can stand up and be part of the solution. Enough is enough - let's uphold our European values and say no! Stop Violence against women!

Dr. Michael Meister
Germany
Parliamentary State Secretary, Federal Ministry of Finance

“Violence against women is a horrible form of crime and not acceptable. Tackling this scourge must be the joint aim of our societies. In addition - as identified by EIGE - violence against women costs every year billions of Euros.”

Steffen-Claudio Lemme
Germany
Member of the German Parliament

Even today, violence against women remains underrated as a problem that concerns society as a whole. Under no circumstances may we accept this cruelty or marginalise the importance of standing against it – be it domestic, at work, online or in public. Therefore, I support the white ribbon campaign – and I welcome every man to join me.

Thorsten Klute
Germany
State Secretary for Integration, State Government of North Rhine-Westphalia, Germany

Violence against women is a gruesomely violation of human rights. This includes all those female refugees, which we have to integrate into our societies. (Image: MAIS/Wilfried Meyer)

Stephan Weil
Germany
Minister-President of Lower Saxony

Many women suffer from violence at the hands of men – still today, time and again. This cannot be allowed to continue. It’s time to take a stand: Do not remain silent and look away, but raise your voice against violence towards women.

Margus Tsahkna
Estonia
Minister of Social Protection

As a society we need to understand that domestic violence and violence against women is not a private matter. We all need to recognize it, talk about it and tackle it. The answer can be only one - violence against women is unacceptable. I will actively stand for the assurance of human dignity of women and invite men in Estonia to join the White Ribbon campaign to contribute to combating the violence against women.

Rainer Kattel
Estonia
Professor

Violence should not have any place in today’s society. Violence against women is especially difficult problem as often it does not reach to public eye and victims’ suffering may last for a long time. Drawing attention to violence against women is extremely important for me as it sends an important message for the development of the society.

Geert Bourgeois
Belgium
Flemish Minister-President and Flemish Minister for Foreign Policy and Immovable Heritage

As a White Ribbon Ambassador, and as a husband, grandfather, father, citizen and Minister-President of the Government of Flanders, I have joined the group of billions of people to actively promote gender equality as a fundamental human right. I cannot tolerate violence and its negative consequences for women, their families, the community and the world at large.

Jiří Dienstbier
Czechia
Minister for Human Rights and Equal Opportunities

The notion that domestic violence is a marginal issue is still persistent in our society. However, the experience of police and victims support services, as well as the prevalence studies prove that domestic violence is a widespread problem that affects huge amount of women as well as men. Raise awareness campaigns and common discussions on various strategies to tackle this form of violence are crucial. For this reason, I join the White Ribbon Campaign, a global movement of men speaking up against violence against women.

Carlos Moedas
European Union
European Commissioner for Research, Science and Innovation

Violence against women destroys lives and wrecks families. 1 in every 3 women has suffered some form of gender violence. As a father, a citizen and a politician I have an obligation to speak-up. I urge you to join me.

Xavier Bettel
Luxembourg
Prime Minister

Women's rights are human rights. We cannot tolerate any violation of human rights and we have to fight against all forms of violence and discrimination against women and girls.

Mars Di Bartolomeo
Luxembourg
Speaker of the Chamber of Deputies of the Grand Duchy of Luxembourg

As a “White Ribbon” Ambassador, I will do my very best to contribute to stopping violence against girls and women and furthermore violence against all human beings. Violence is not a sign of strength but of weakness, it is not a solution, but makes the problems worse. Let’s not tolerate that human rights are violated. Let’s work together to stop violence.

Romain Schneider
Luxembourg
Minister of Social Security

No violence against women! In line with the slogan of the European year for development 2015: Our World, Our Dignity, our Future !

Etienne Schneider
Luxembourg
Vice Prime Minister and Minister for Internal Security

In the fight against domestic violence, our police forces rely on the collaboration of everyone.

Marc Hansen
Luxembourg
Secretary of State for Higher Education and Research

Research is an important tool in the prevention of violence by men against women.

Supporters across the world

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Actions

6 actions you can take

  1. Learn about the violence and threats women face from men.
  2. Challenge sexist language and jokes in your workplace, school and family.
  3. Examine how your own attitudes and behaviour might contribute to the problem.
  4. Be a role model for boys. Show that being a man does not mean controlling or dominating others.
  5. Tell your friends and family about the Campaign.
  6. Raise awareness on violence against women in your workplace or school.

Background information on violence against women

'Gender-based violence' and 'violence against women' are terms that are often used interchangeably as most gender-based violence is inflicted by men on women and girls. However, it is important to retain the 'gender-based' aspect of the concept as this highlights the fact that violence against women is an expression of power inequalities between women and men. The terms are used interchangeably throughout this website and EIGE's work, as it is always understood that gender-based violence means violence against women and vice versa.

Council of Europe Convention on preventing and combating violence against women and domestic violence gives definitions for the purpose of Convention in Article 3:

  • “violence against women” is understood as a violation of human rights and a form of discrimination against women and shall mean all acts of gender‐based violence that result in, or are likely to result in, physical, sexual, psychological or economic harm or suffering to women, including threats of such acts, coercion or arbitrary deprivation of liberty, whether occurring in public or in private life;
  • “domestic violence” shall mean all acts of physical, sexual, psychological or economic violence that occur within the family or domestic unit or between former or current spouses or partners, whether or not the perpetrator shares or has shared the same residence with the victim;
  • “gender” shall mean the socially constructed roles, behaviours, activities and attributes that a given society considers appropriate for women and men;
  • “gender‐based violence against women” shall mean violence that is directed against a woman because she is a woman or that affects women disproportionately;
  • “victim” shall mean any natural person who is subject to the conduct specified in points a and b;
  • “women” includes girls under the age of 18.

Frequently Asked Questions

  1. What is the White Ribbon Campaign (WRC)?

    The White Ribbon Campaign is one of the largest efforts in the world to end men’s violence against women and girls. The Campaign aims to raise awareness about the scale and severity of the problem. The white ribbon is a symbol of men’s opposition to men’s violence against women.
    The Campaign was formed by a group of men in Canada in 1991, and has spread to many countries around the world. Within the European Union, there are specific White Ribbon Campaigns in several countries – and activities inspired by White Ribbon in many others.

  2. What do national White Ribbon Campaigns do?

    Each year, White Ribbon urges men and boys to wear a white ribbon, starting on November 25, the International Day for the Eradication of Violence Against Women. The ribbon is worn as a personal pledge never to commit, excuse or remain silent about violence against women.White Ribbon Campaigns and their activities vary from country to country, but their main focus throughout the year is on: educational work in schools, workplaces and communities; support for local women's groups; and speaking out on issues of violence against women.

  3. What role does EIGE play the campaign?

    We engage political leaders across the European Union to stand up and speak out against violence against women.

    • We encourage all men to adhere to the principles of the campaign and act.
    • We increase awareness of the role that men can and should play in addressing violence against women.
    • We draw attention to EIGE’s research on gender equality and violence against women.
  4. How does White Ribbon engage with women's groups and other campaigns on violence against women?

    White Ribbon Campaign is part of EIGE’s work on violence against women. EIGE works together with partners to raise awareness on this issue. The campaign complements other women-led initiatives and international campaigns, including the UN Women-led ‘HeforShe’ and ‘16 Days of Activism against Gender Violence.

  5. Who should get involved?

    The campaign is open for everyone who shares its principles. As men are part of the problem they are important part of the solution. We believe that all men have an important role to play in ending violence against women.

  6. What is the extent of violence against women in the EU?

    In 2014, key findings from a large-scale survey of women in the EU by the Fundamental Rights Agency revealed that:

    • 33% of women have experienced physical and/or sexual violence since the age of 15. That corresponds to 62 million women.
    • 22% have experienced physical and/or sexual violence by a partner.
    • 5% of all women have been raped. Almost one in 10 women who have experienced sexual violence by a non-partner, indicate that more than one perpetrator was involved in the most serious incident.
    • 43% have experienced some form of psychological violence by either a current or a previous partner, such as public humiliation; forbidding a woman to leave the house or locking her up; forcing her to watch pornography; and threats of violence.
    • 33% have childhood experiences of physical or sexual violence at the hands of an adult. 12% had childhood experiences of sexual violence, of which half were from men they did not know

    Notably, the majority of physical and sexual violence reported in the survey was carried out by male perpetrators. Among its conclusions, the FRA report states that: “In parallel with campaigns and responses directed at women, men need to be positively engaged in initiatives that confront men’s violence against women.”

  7. Is men's violence against women the only concern?

    Although ending men’s violence against women is the main focus of the White Ribbon Campaign, all forms of violence are wrong.

  8. Are all men naturally violent?

    Men are not ‘naturally’ violent – and the majority of men are not violent. Ideas of ‘natural masculinity’ are a way of excusing men’s violence, whereas in reality men who are violent are in part acting out what they have been conditioned to believe is ‘normal’ male behaviour. Within such a culture, many men have learned to express their anger or insecurity through violence. Many men have come to believe that violence against a woman, child or another man is acceptable.

  9. Why should men take action to tackle violence against women?

    Violence against women is not only a ‘women’s issue’, and calling it such makes it possible for men to ignore it. Violence against women must be re-framed as an issue for men as it’s nearly always perpetrated by them. It is men’s wives, mothers, sisters, daughters, and friends whose lives are limited by violence and abuse. And often it’s men’s male friends, relatives, and colleagues who condone violence or make jokes about it.
    It’s also a men’s issue because it is up to the majority of men to help create a culture in which violence against women is unacceptable and every man takes responsibility for preventing it. White Ribbon Campaigns recognise the positive role that men can play in tackling violence against women and encourage male participation in its prevention.
    Men are part of the problem and they should be part of the solution.

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