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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • 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
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Find a gender trainer
      • 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 Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • 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
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 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
        • Evaluation and follow-up phase
          • 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
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 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
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • What is a Gender Equality Plan?
      • EU objectives for gender equality in research
      • Why change must be structural
      • Who is this guide for?
      • The GEAR Step-by-Step Guide
        • 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
      • Who is involved in a Gender Equality Plan?
      • Rationale for gender equality in research
      • Basic requirements and success factors
      • Obstacles and solutions
      • Legislative and policy backgrounds
        • 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
      • Relevant insights
      • Examples
        • A practice to award and ensure greater visibility for women researchers
        • A survey to know your institution
        • AKKA
        • Age limit extension in calls for female researchers with children under 10
        • Cascade Model GFZ
        • Compulsory awareness-raising session for B.A. students
        • Election procedure for the Board
        • Elections for the University's Council
        • Encouraging gender equality activities at the grassroots level across the university
        • Family-leave without consequences for the academic career
        • Gender Equality Report
        • Gender Project Manager
        • Gender Report
        • Gender Sensitive PhD Supervisor Toolkit
        • Gender and Diversity Controlling
        • Gender certification: a road to change? (SE)
        • Gender lectureship: a model for mainstreaming in higher education
        • GenderNet Freie Universität Berlin (DE)
        • High-profile tenure-track positions for top female scientists
        • Introducing a gender perspective in research content and teaching
        • Maternity Cover Fund and Return to Work policy
        • National connections at Fraunhofer Gesellschaft: the National Committee
        • Overcoming bias in personnel selection procedures
        • Participatory approach towards development of Career Development Plan
        • Protocol for preventing and tackling sexual harassment and gender-based violence
        • School of drafting and management for European projects
        • Stimulating personal development to improve women academics’ positions
        • Teaching-free period when returning from parental leave
        • The Gender Balance Committee of the Genomic Regulation Centre (ES)
        • WiSER (Centre for Women in Science and Engineering Research)
        • Women represented in all rounds of applications
      • Key resources
    • 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
        • 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
      • Resources
        • References
        • Abbreviations
        • Acknowledgements
  • Methods and Tools
    • Browse
    • About EIGE's methods and tools
    • Gender Analysis
    • Gender Audit
    • Gender Awareness-raising
    • Gender Budgeting
    • Gender Impact Assessment
    • Gender Equality Training
    • Gender Evaluation
    • Gender Statistics and indicators
    • Gender Monitoring
    • Gender Planning
    • Gender Procurement
    • Gender stakeholder consultation
    • Sex-disaggregated Data
    • Institutional Transformation
    • Examples of methods and tools
    • Resources
  • Good Practices
    • Browse
    • About Good Practices
    • EIGE’s approach to Good Practices
  • Country specific information
    • Belgium
      • Overview
      • Browse all Belgium content
    • Bulgaria
      • Overview
      • Browse all Bulgaria content
    • Czechia
      • Overview
      • Browse all Czechia content
    • Denmark
      • Overview
      • Browse all Denmark content
    • Germany
      • Overview
      • Browse all Germany content
    • Estonia
      • Overview
      • Browse all Estonia content
    • Ireland
      • Overview
      • Browse all Ireland content
    • Greece
      • Overview
      • Browse all Greece content
    • Spain
      • Overview
      • Browse all Spain content
    • France
      • Overview
      • Browse all France content
    • Croatia
      • Overview
      • Browse all Croatia content
    • Italy
      • Overview
      • Browse all Italy content
    • Cyprus
      • Overview
      • Browse all Cyprus content
    • Latvia
      • Overview
      • Browse all Latvia content
    • Lithuania
      • Overview
      • Browse all Lithuania content
    • Luxembourg
      • Overview
      • Browse all Luxembourg content
    • Hungary
      • Overview
      • Browse all Hungary content
    • Malta
      • Overview
      • Browse all Malta content
    • Netherlands
      • Overview
      • Browse all Netherlands content
    • Austria
      • Overview
      • Browse all Austria content
    • Poland
      • Overview
      • Browse all Poland content
    • Portugal
      • Overview
      • Browse all Portugal content
    • Romania
      • Overview
      • Browse all Romania content
    • Slovenia
      • Overview
      • Browse all Slovenia content
    • Slovakia
      • Overview
      • Browse all Slovakia content
    • Finland
      • Overview
      • Browse all Finland content
    • Sweden
      • Overview
      • Browse all Sweden content
    • United Kingdom
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
  • Videos
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • 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
        • Find a gender trainer
        • 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 is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • 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
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
          • 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
        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
          • Gender Project Manager
          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • 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
          • 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
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Austria

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About

The principle of equality is embedded in the Federal Constitutional Law (Bundes-Verfassungsgesetz, B-VG), whose Article 7 states that ‘all nationals are equal before the law’ and excludes any privilege based on sex (among others). In 1998, an amendment to this Article provided the constitutional basis for the implementation of gender mainstreaming by introducing the responsibility for authorities at all levels (federation, Länder and municipalities) to implement measures to achieve de facto equality of women and men. The gender mainstreaming tool of gender budgeting has been enshrined in the Constitution since 2009.

The government gender equality body, the Department for Women and Equality, started its activities in the latter half of the 1990s. The earliest government action on gender mainstreaming dates back to a cabinet Decision in 2000 that established the Inter-ministerial Working Group for Gender Mainstreaming (IMAG GMB) for the purpose of implementing gender mainstreaming at the federal level, as a horizontal strategy involving all ministries. In 2011, another cabinet Decision established gender mainstreaming criteria for all ministries and departments, as well as in legislation, funding programmes and public procurement. Gender mainstreaming (including gender budgeting) and gender-neutral language have since been very successfully implemented.

The Committee for the Elimination of Discrimination Against Women, in reporting on the implementation of the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW, 2018), particularly commended the State party on the achievement of gender budgeting as a tool to enhance the national machinery for the advancement of women. At the same time, the Committee recommended that the State party allocate adequate human, financial and technical resources to the Federal Ministry for Health and Women /Department for Women and Equality each year, to enable them to act in a coordinated and effective way [1].

Legislative and policy framework

Article 7(2) of the Austrian Constitution includes a commitment to gender equality to promote de facto equality between women and men, in particular by eliminating existing inequalities. In the Austrian Federal Constitution, the federation, Länder (broadly-speaking, regions) and municipalities all commit to aim for the equal status of women and men. Austria has, politically and legally, put itself under an obligation to implement a gender mainstreaming strategy in its national policies. Its outcome-oriented objectives for the annual budget require criteria for budget definitions of gender equality. Gender budgeting thus became a financial policy tool for implementing the gender mainstreaming strategy.

The national foundations for the implementation of gender mainstreaming are set out in Article 7 of the Federal Constitutional Law and five subsequent resolutions passed by the Council of Ministers. At the Länder level, resolutions on the implementation of gender mainstreaming were passed by the provincial parliaments, the government and numerous municipalities. Additionally, according to Article 13(3) of the Federal Constitutional Act (Bundes-Verfassungsgesetz, B-VG), federal, state and local governments must strive for the actual equality of women and men in financial management, which translates into a federal commitment to gender budgeting.

Efforts to implement a gender mainstreaming strategy are published regularly (biannually) by the Austrian Ministry of Women’s Affairs. In these reports, the Ministry describes how other ministries implement gender mainstreaming in their respective policy fields. These reports are more a description of different steps taken by the ministries than an assessment of the impact of the measures, but nevertheless document the various efforts put in place by all ministries to contribute to gender equality [2].

Since 1979, the Equal Treatment Act has regulated the equal treatment of women and men at work in private enterprises. Despite this, gender equality policy is scattered and depends on the commitment of different ministries, departments and other public agencies. As a consequence, most gender equality experts typically focus on the analysis of specific areas, such as employment rates, rather than assuming a systemic approach. Experts criticise these unsophisticated systems, particularly when it comes to targets and indicators, which are not always linked to the relevant policies and vice versa. The patterns of gender equality policy are neither well-known nor reflected [3].

Some strategies, like the National Action Plan for Gender Equality in the Labour Market [4] of June 2010, ended in 2018, with no follow-up strategy. In addition, the 50 % quota for distributing the budget for active labour market policy will be cancelled as of 2020. The elimination of gender-specific inequalities in employment, labour market, access to qualifications, income and paid/unpaid work are important issues in Austria’s gender equality policy and legislative framework.

Browse all Austria laws and policies

Structures

Government responsibilities

The Department for Women was founded in 1997 within the Federal Chancellery. In 2000, the Department was incorporated into the operational area of the Federal Ministry for Social Security and Generations, but moved to the newly founded Federal Ministry for Health and Women in 2003 and then, in 2007, returned to the Federal Chancellery. From March 2014 to June 2016, the Department for Women belonged to the Federal Ministry of Education and Women's Affairs, while from 1 July 2016 to 7 January 2018, the Department was integrated into the Federal Ministry for Health and Women's Affairs. Finally, on 8 January 2018, the Department for Women and Equality moved back to the Federal Chancellery under the Amended Ministerial Law [5].

Today, the Department for Women and Equality comprises six departments. Its central task is to share information and raise public awareness of women’s issues and equality issues. This includes investigation and analysis of fundamental research and statistical data, as well as the realisation of gender-specific projects, representation in national and international bodies, provision of information and comments on legislation. It also promotes the so-called Women’s Projects, with part of the Department’s budget used to support about 250 projects each year, chiefly providing counselling and support services to women. The Department for Women and Equality monitors and reports on issues such as the elimination of discrimination against women and equal treatment, and reports to the Committee on the Elimination of Discrimination Against Women. These reports are regularly published in order to provide information on the status of gender equality to parliament and citizens.

The Department for Women and Equality is responsible for the management of the Inter-Ministerial Working Group on Gender Mainstreaming/Budgeting (IMAG GMB), which was set up in 2000 based on a resolution of the Council of Ministers. The IMAG GMB aims to create a basis for the implementation of the gender mainstreaming strategy at federal level, in compliance with Austria’s international obligations. Its tasks are:

  • to support and monitor the implementation process of gender mainstreaming in all departments and at all political levels;
  • to exchange information and best practice initiatives in the various departments, as well as domestic and foreign best-practice examples;
  • to develop criteria for the implementation of the gender mainstreaming strategy; and
  • to monitor and evaluate ongoing projects, measures and application of gender mainstreaming objectives.

Members are termed ‘GM agents’ (GM Beauftragte) and are appointed within the ministries and supreme organs (Constitutional Court, Supreme Administrative Court, Court of Auditors, Ombudsman Board and Parliamentary Directorate).

Policies on women and equality are a cross-cutting issue, meaning that comprehensive implementation is only possible in cooperation with all ministries, states, policy makers, etc. The Department for Women and Equality leads the coordination of administrative action on women’s issues and equality issues. Firstly, within the Department for Women and Equality, the Commission on Equal Treatment and the Federal Equal Treatment Commission deal with all questions of a general or individual nature that involve discrimination in employment or other areas of life based on sex, ethnic origin, religion or belief, age or sexual orientation. The Equal Treatment Commission was set up to scrutinise matters relating to discrimination under the Equal Treatment Act. It is a special institution designed to support labour, social and civil courts.

The Federal Ministry for Health and Women's Affairs compiles biannual reports on the initiatives taken by ministries and other public authorities to reduce discrimination against women. These outline the standalone initiatives taken by different ministries and other public agencies (most recently the Bundesministerium für Gesundheit und Frauen (2019)).

Independent gender equality body

The Ombud for Equal Treatment for the private sector (Gleichbehandlungsanwaltschaft) is the main point of contact for all persons who believe they have been discriminated against in employment and occupation on the grounds of sex, ethnic origin, religion or belief, age or sexual orientation. It was set up under Council Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation, and took effect on 1 July 2004.

Its specific functions are supporting victims of discrimination, conducting research and surveys, offering policy advice, promoting good practices, raising awareness and engaging with civil society.

 Parliamentary bodies

As per representative elected bodies, the Equal Treatment Committee (Gleichbehandlungsausschuss) is in charge of gender equality and women’s policy. The principle of the parliamentary procedure is that a decision on an item in the plenum of the National Council is preceded by a preliminary discussion in a committee. This is to ensure that expert members of parliament can discuss issues in small groups, perhaps alongside external consultants. The final decision is reserved for the plenum of the National Council, however.

Regional structures

Austria consists of nine federal states, which have an important role in implementing gender equality and women’s policy. In the Austrian Federal Constitution, the federation, Länder (federal states) and municipalities all commit to aiming for the equal status of women and men. Although the national obligation is the same for all federal states, implementation depends on political commitment, funding and the priority given to gender equality and women’s policy by the various federal governments and administrations.

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Methods and tools

Note: the methods and tools listed under this section were the focus of EIGE’s 2018-2019 assessment. If certain methods and tools are not mentioned in this section, this does not necessarily mean that they are not used at all by Austria.

Gender budgeting

Gender budgeting was included in the Austrian Constitution in 2009 and the IMAG GMB has the task of promoting gender budgeting at all levels. Members are drawn from all ministries, as well as the supreme authorities, the union of public service and representatives of the federal provinces. It is chaired by the Federal Minister within the Federal Chancellery for Women, Families and Youth. As of 1 January 2013, all federal ministries are obliged to consider gender equality in the planning, implementation and evaluation of budgetary measures and to implement effective equality between women and men as one of the principles of outcome-oriented impact assessment [7].

Gender budgeting/gender impact assessment in Austria is based on two pillars.

Firstly, within the regular budget cycle, the federal ministries and supreme authorities are obliged to formulate at least one gender equality objective and one measure for its implementation, as one of (at most) five objectives and measures. These must be included in the budget documents and are legally binding. The obligatory ex ante impact assessment of laws, directives and major programmes proposed at federal level must also explicitly consider the potential effects on gender equality in practice.
Secondly, the Federal Ministry of Finance is obliged to define one gender equality objective and one related measure for its implementation. Since the introduction of gender budgeting/impact assessment in 2013, the gender equality objective of the Federal Ministry of Finance has been to address the influence of the tax system on the distribution of paid and unpaid work between women and men.

The gender equality objective included in the most recent medium-term budgetary framework (adopted in April 2016 for the period 2017 to 2020) is stated as: ‘A more equal distribution of paid and unpaid work between women and men is supported by the tax system’. The more disaggregated yearly budget plans for the years 2014 to 2017 contained various concrete measures that essentially aimed to screen income tax law for gender pay gap-relevant provisions in order to eliminate them and reinforce positive employment incentives.

Since 2013, the annual Federal Budget Act (itself a key government document) has shown the medium-term political objectives of gender equality for the federal ministries and supreme authorities. The results-oriented objectives are measured by yearly monitoring and evaluation of key indicators that address identified gaps. The ‘Annual Report on Outcome Orientation’ delivers the evaluation results (i.e. progress made in gender equality) to parliament for discussion and political oversight. This reform of public financial management resulted in the development of a comprehensive gender-oriented budget and reporting framework that has been integrated into the government’s performance budgeting system. Gender budgeting has thus become a key policy tool for the gender mainstreaming strategy.

Training and awareness-raising  

Although there is training in the individual ministries, there is no legal obligation for specific training and/or awareness-raising activities. The management academy (Verwaltungsakademie) offers specific courses to raise gender competence at federal level.

Training courses may aim to foster and improve knowledge of the legal framework to facilitate the implementation of the relevant provisions, they may train executives to support equal treatment of women and men as employees, or train female employees to better communicate their aims and preferences with a view to career progression. These courses are not obligatory, however.

Gender statistics

The National Statistical Institute is the most important agency for sex-disaggregated data in Austria. Although there is neither a specific unit responsible for promoting the production of sex-disaggregated data within the Institute nor a network of focal points to promote the production of sex-disaggregated statistics within different areas of research, an operational unit is in charge of producing sex-disaggregated statistics (among other tasks). The mandate of the unit includes the collection, compilation, communication and publication of gender-relevant data and analyses of the gender pay gap.This includes the areas of demography, education, the labour market, income and poverty and their impact on income, employment and education. The unit is active in data-gathering and analysis. The results are published online, in books and in brochures and flyers. Special activities are set up to coincide with International Women’s Day (8 March) and particular attention is paid to analysing the gender pay gap in Austria.

Although there is no legal obligation for the national statistical offices to collect and/or disseminate data disaggregated by sex, there are ad hoc agreements to collect, analyse and disseminate data. Almost all data related to individuals is collected, compiled, analysed and presented by gender and other relevant characteristics.

Statistics Austria presents a compilation of data and facts of the situation of women and men in the country. The aim is to use selected statistics to provide a brief overview of the economic and social situation of women and men in different areas of life. The website of Statistics Austria makes available gender statistics on the topics of demography, education, the labour market, reconciliation of work and family, income, pensions and the poverty or exclusion risk, at both national and regional level.

A compilation of gender-specific data and statistics are available in the report ‘Equality in numbers’, published each year since 2011 by the Ministry of Women’s Affairs [8].

Finally, the national statistical office also has a section on gender statistics.

Browse all Austria methods and tools

Good practices

Browse all Austria good practices

References

Austrian Federal Government (Österreichische Bundesregierung) (2010). National Action Plan for Gender Equality in the Labour Market (Nationaler Aktionsplan zur Gleichstellung von Frauen und Männern am Arbeitsmarkt).

AÖF, Verein Autonome Österreichische Frauenhäuser (2017). Frauenhäuser in Österreich, Stand 2017. Vienna. 

Bundesgesetzblatt (BGBI) (2008). Bundesverfassungsgesetz: Änderung des Bundes-Verfassungsgesetzes und des Bundeshaushaltsgesetzes (NR: GP XXIII RV 203 AB 372 S. 42. BR: AB 7857S. 751.

Bundesministerium für Frauen und Öffentlichen Dienst im Bundeskanzleramt Österreich (2012). High-Risk Victims - Tötungsdelikte in Beziehungen. Verurteilungen 2008-2010. Vienna. 

Bundesministerium für Bildung und Frauen (BMBF) (2014). Nationaler Aktionsplan zum Schutz von Frauen vor Gewalt. Maßnahmen der österreichischen Bundesregierung. 2014 bis 2016. 

Bundeskanzleramt Österreich (2019a). Bericht der Bundesregierung betreffend den Abbau von Benachteiligungen von Frauen. Vienna.

Bundeskanzleramt Österreich (2019b). Gleichstellung in Zahlen. Gender Index 2018. Eine Zusammenstellung wichtiger geschlechterspezifischer Daten und Statistiken. Vienna.

Bundeskanzleramt Österreich (2017). Bericht zur Wirkungsorientierung 2016 gemäß § 68 (5) BHG 2013 iVm. § 7 (5) Wirkungscontrollingverordnung Kapitel: Berücksichtigung der tatsächlichen Gleichstellung von Frauen und Männern. Vienna.

Bundesministerium für Gesundheit und Frauen (2017a). Gleichstellung in Zahlen. Gender Index 2017. Eine Zusammenstellung wichtiger geschlechterspezifischer Daten und Statistiken. Vienna.

Bundesministerium für Gesundheit und Frauen (2017b). Bericht der Bundesregierung betreffend den Abbau von Benachteiligungen von Frauen. Vienna 2017.

Committee on the Elimination of Discrimination against Women (2017). Concluding observations. CEDAW/C/AUT/CO/9. 

European Commission (2017). Gender equality and taxation in the European Union. Directorate General for Internal Policies. Policy Department C: Citizens’ Rights and Constitutional Affairs. Women’s Rights and Gender Equality. 

Federal Chancellery (2015). Steuerreformgesetz 2015/2016—Vorblatt WFA—steuerlicher Teil. Vienna. Federal Chancellery.

Federal Chancellery (2016a). Bericht über die wirkungsorientierte Folgenabschätzung 2015. Vienna: Federal Chancellery.

Federal Chancellery (2016b). Bericht über die Wirkungsorientierung 2015. Vienna: Federal Chancellery.

Federal Chancellery (2017). Wirkungsmonitoring. Online Reporting on Performance Monitoring. Vienna: Federal Chancellery. 

Ministry of Health and Women (2017). Gender Budgeting. Website and Blog. 

O'Hagan, A. and Klatzer, E. (2018). Gender Budgeting in Europe. Developments and Challenges. Palgrave Macmillan.

Stadt Wien. Magistratsabteilung 57 - Frauenabteilung der Stadt Wien (Hg., 2014): Wiener Gleichstellungsmonitor 2013. Vienna. 

Endnotes

[1] Committee on the Elimination of Discrimination against Women (2017). Concluding observations. CEDAW/C/AUT/CO/9. Available at: https://tbinternet.ohchr.org/_layouts/15/treatybodyexternal/Download.asp....

[2] The most recent Ministry for Women’s Affairs report is the ‘Bundeskanzleramt 2019a’, available at: www.frauen-familien-jugend.bka.gv.at/frauen/publikationen/studien-und-be....

[3] O'Hagan, A. and Klatzer, E. (2018). Gender Budgeting in Europe. Developments and Challenges. Palgrave Macmillan.

[4] Austrian Federal Government (2010). National Action Plan for Gender Equality in the Labour Market (Nationaler Aktionsplan zur Gleichstellung von Frauen und Männern am Arbeitsmarkt).

[5] Bundesministeriengesetz 1986, amended Act Bundesministeriengesetz-Novelle 2017, BGBl. I Nr. 164/2017.

[6] O'Hagan, A. and Klatzer, E. (2018). Gender Budgeting in Europe. Developments and Challenges. Palgrave Macmillan; European Commission (2017). Gender equality and taxation in the European Union. Directorate General for Internal Policies. Policy Department C: Citizens’ Rights and Constitutional Affairs. Women’s Rights and Gender Equality.

[7] European Commission (2017). Gender equality and taxation in the European Union. Directorate General for Internal Policies. Policy Department C: Citizens’ Rights and Constitutional Affairs. Women’s Rights and Gender Equality. 

[8] The most recent Ministry of Women’s Affairs report is the ‘Bundeskanzleramt 2019b’.

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