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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
      • #3 Steps Forward
        • How can you make a difference?
      • 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
      • 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
        • 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
      • HOW
        • 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
      • 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?
      • Why is gender-responsive public procurement important?
        • 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
    • Browse
    • About EIGE's methods and tools
    • Gender analysis
    • Gender audit
    • Gender awareness-raising
    • Gender budgeting
    • Gender impact assessment
    • Gender equality training
    • Gender-responsive evaluation
    • Gender statistics and indicators
    • Gender monitoring
    • Gender planning
    • Gender-responsive public 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
    • Bulgaria
      • Overview
    • Czechia
      • Overview
    • Denmark
      • Overview
    • Germany
      • Overview
    • Estonia
      • Overview
    • Ireland
      • Overview
    • Greece
      • Overview
    • Spain
      • Overview
    • France
      • Overview
    • Croatia
      • Overview
    • Italy
      • Overview
    • Cyprus
      • Overview
    • Latvia
      • Overview
    • Lithuania
      • Overview
    • Luxembourg
      • Overview
    • Hungary
      • Overview
    • Malta
      • Overview
    • Netherlands
      • Overview
    • Austria
      • Overview
    • Poland
      • Overview
    • Portugal
      • Overview
    • Romania
      • Overview
    • Slovenia
      • Overview
    • Slovakia
      • Overview
    • Finland
      • Overview
    • Sweden
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
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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
        • #3 Steps Forward
          • How can you make a difference?
        • 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
        • 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
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Cyprus

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  • Overview
The information on this page was last updated in December 2022. The information was collected in the process of EIGE’s 2021 data collection on institutional mechanisms for the promotion of gender equality and gender mainstreaming.

Legislative and policy framework

Article 28 of the Cypriot Constitution of 1960 enshrines the principle of equal treatment and the prohibition of any form of direct and indirect discrimination based on gender. In Cyprus, the promotion of gender equality through policy and legislation is a relatively recent phenomenon. As a result of Cyprus’s harmonisation with the EU acquis communautaire, a significant number of legislative measures related to gender equality were passed. Gender mainstreaming is primarily influenced by EU directives and international conventions for the promotion of gender equality, such as the United Nations (UN) Convention on the Elimination of Discrimination against Women (CEDAW) and the Beijing Platform for Action (BPfA).

Cyprus does not have an overall national law on gender equality but does have sectoral laws on specific aspects of gender equality in areas such as employment, equal work and pay, access to commodities and services, gender-based violence and domestic violence.

Currently, there is no government strategy for gender equality. However, there is a National Action Plan on Gender Equality 2019-2022,[1] along with several sectoral action plans on specific aspects of gender equality. The horizontal promotion of gender mainstreaming is one of the main activities of the National Action Plan for Gender Equality. Regarding its implementation, an ad-hoc committee was set up aiming to produce a Guide on Gender Mainstreaming in public policies. The ad-hoc committee is comprised of representatives of the MJPO, the Gender Equality Committee in Employment and Vocational Training, the Cyprus Academy of Public Administration, the Commissioner for Administration (Ombudsperson) and the Office of the GEC. Action plans, both at the national and sectoral levels, do not include specific targets that are measurable against indicators; instead, they include priorities and objectives.

There is a policy commitment to gender mainstreaming in decision No. 61.649 of the Council of Ministers (2005). Based on this framework, the National Machinery for the Advancement of Women ensures that gender mainstreaming is incorporated into all stages of the utilisation of the funds granted to Cyprus from the Structural Funds. It is responsible for evaluating and certifying that projects funded by the Structural Funds comply with national and EU legislation and policies on gender equality. The promotion of gender mainstreaming in the public administration is one of the main priorities of the government of the Republic of Cyprus.

One of the most fundamental developments in Cyprus is gender mainstreaming in peace and security. Currently, the Technical Committee on Gender Equality operates separately from other technical committees (including the two communities discussing Cyprus’s reunification) rather than integrating gender into the technical committees concerned with security, territory, property, and constitutional arrangements. The Committee’s operation was suspended in August 2017, following the collapse of the UN-supported International Conference on Cyprus at Crans-Montana, but later re-established.[2]

Structures

Governmental equality bodies

A Council of Ministers’ decision ensures the government’s structure for gender equality with legal standing. Cyprus’s 1985 ratification of CEDAW provided the context for the establishment of a permanent government body for women’s rights and gender equality, with the Permanent Central Agency for Women being set up in 1988.

The National Machinery for the Advancement of Women (NMWR) has been responsible for gender mainstreaming, among other tasks, since 1994. It is situated within the Ministry of Justice and Public Order (MJPO).[3]

National Machinery for the Advancement of Women (NMWR) structures

  • Council for Women’s Rights Chaired by the Gender Equality Commissioner (GEC) and composed of 19 women’s rights non-governmental organisations and trade unions
  • National Committee for Women’s Rights Composed of 69 organisations promoting gender equality, including all members of the Council for Women’s Rights and all public officers responsible for women’s rights within the ministries and agencies
  • Inter-ministerial Committee on Gender Equality Composed of public officers who are focal points responsible for women’s rights within all ministries and the Planning Bureau
  • General Secretariat Provides administrative and scientific support for the advisory institutions of the NMWR through the Gender Equality Unit

The Gender Equality Unit (GEU) of the NMWR plays a leading role in the overall promotion of gender equality at a national level and implements gender mainstreaming through participation in several multidisciplinary committees of other ministries. This participation aims to include a gender perspective in the formulation and implementation of policies dealing with family, children, violence against women, trafficking, social inclusion, employment, demography, and women’s entrepreneurship. The Gender Equality Unit is made up of three officers.

The NMWR also hosts the Inter-ministerial Committee on Gender Equality, made up of 11 gender equality officers representing each of the ministries. This committee is located within the Ministry of Justice and Public Order (MJPO) and is the main structure responsible for formulating, coordinating, and promoting gender equality policy, including gender mainstreaming.

The Gender Equality Commissioner (GEC) was established in 2014 is an agency and serves as the chair of the Council for Women’s Rights of the NMWR. Although housed in the Ministry of Justice together with the NMWR, the GEC is, however, under the authority of the Presidency. At the end of each year, the Commissioner submits an annual report with comments and recommendations directly to the President of the Republic. The Gender Equality Commissioner includes a staff of three.

Despite the establishment of various governmental bodies focused on gender equality, there is no formal mechanism for consultations with these bodies for the promotion of gender equality through policies, laws and programmes that do not directly involve a gender equality policy area. There is only a procedure for ensuring that gender mainstreaming is incorporated in all stages of the utilisation of the funds granted to Cyprus from the Structural Funds.

Independent equality body

The independent equality body in Cyprus is the Commissioner for Administration and the Protection of Human Rights (ombudsperson) which was founded in 1991. The ombudsperson is an extra-judicial mechanism that has jurisdiction to investigate complaints of gender discrimination in the areas of equal pay and equal treatment in employment and vocational training, as well as in accessing goods and services in the public and private sectors. The legal basis of the ombudsperson is Law Νo. 42.1/2004 on Combating Racial and Certain Other Discrimination (Commissioner) Law.[4]

The Commissioner for Administration and the Protection of Human Rights (ombudsperson) has 10 officers. The personnel of the ombudsperson institution work on the whole spectrum of the institution's mandate. The amount of work dedicated to equality issues is approximately 25% of the office of the ombudsperson's total work, whereas time spent on gender equality issues is less than that.

Consultation with this independent body usually takes place when new or existing policies, laws, or programmes are discussed before a parliamentary committee. The opinion of the ombudsperson is valued by the members of parliament and considered in the final decision on the issue at hand.

Parliamentary body

The original Parliamentary Committee on Equal Opportunities for Men and Women was set up in 2006. A 2011 decision of the House of Representatives consolidated two separate parliamentary committees into the Parliamentary Committee on Human Rights and Equal Opportunities for Men and Women. This consolidated parliamentary committee examines law proposals and issues relating to equality and human rights. During its sessions, the committee frequently invites the Gender Equality Commissioner and the Ministry of Justice to report on progress on gender equality issues, including progress on the implementation of national action plans, as well as to discuss legislative proposals.

Consultation with civil society

Civil society in Cyprus participates in several committees and bodies focused on gender equality as established by law:

  • The Council of the National Machinery for Women's Rights (NMWR) consists of 20 women’s rights organisations. An additional 70 NGOs are members of the National Committee. The National Committee is the largest of the four bodies of the NMWR. The NMWR also participates in several multidisciplinary committees under other ministries dealing with issues such as family, children, violence against women, trafficking, social inclusion, and employment and contributes substantially to ensuring a gender perspective in the formulation and implementation of relevant policies.
  • Civil society organisations also participate in consultations and committees that occur in the fields of domestic violence, gender-based violence, and trafficking and exploitation of human beings.

Women's rights organisations and NGOs furthermore regularly participate in consultations in the process of preparing gender equality reforms, such as on national action plans and legislation relating to women's rights and gender equality. The Gender Equality Unit and the Commissioner for Gender Equality often involve women's rights organisations and NGOs in the implementation of activities such as research, training, the preparation of guidelines and manuals, as well as awareness raising.

Methods and tools

Note: the methods and tools listed under this section were the focus of EIGE's 2021 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 Cyprus.

Gender impact assessment and gender budgeting

There is no obligation on public bodies to undertake an ex-ante gender impact assessment when drafting laws, policies, plans or programmes. Similarly, impact evaluation is seldom used as a method for gender mainstreaming. In addition, there is limited action on introducing gender budgeting in the public sector.[5] However, action aimed at securing the adoption of gender budgeting in the future is underway. A Gender Mainstreaming Handbook and Action Plan for public administration were approved and announced at the end of 2018 and training of a limited number of selected public administrators followed in 2019. While the Handbook and Action Plan include elements of gender budgeting, this has not been supported by the adoption of a clear policy on gender budgeting in the public sector and the development of expertise and know-how. As a result, it cannot be claimed that gender budgeting is understood or implemented at any level.

Training and awareness-raising

There have been measures to promote the use of gender-neutral language. In the framework of the implementation of the Strategic Action Plan on Equality between Women and Men 2014-2017, the Office of the CGE and the NMWR organised 5 two-day seminars on the Elimination of Linguistic Sexism in the documents of public services. Furthermore, the NGO Cyprus Gender Equality Observatory (CGEO) conducted a survey entitled ‘Overcoming Linguistic Sexism in the documents of the public administration of the Republic of Cyprus’, with the financial support of the NMWR, as well as a practical guide. The guide aims to highlight linguistic sexism in public documents and at the same time proposes practical ways of deconstructing it. The guide was adopted by a Ministerial Decision (83.337) and the Ministry of Justice and Public Order prepared an action plan for the implementation of the recommendations set out in the guide. The decision also requires all ministries, semi-state organisations, local authorities, and other public sector organisations to cooperate vis-à-vis the implementation of the action plan.

The Cyprus Academy for Public Administration implements training modules, such as Gender Equality in Employment and Vocational Training in the Public Service, Combating Sexual Harassment and Harassment in the Workplace, and Gender Mainstreaming in Public Policies in the framework of the implementation of the National Action Plan on Gender Equality. However, public administration staff are not legally required to undergo gender-related training sessions and only some of the ministries participate.

Gender statistics

Though there is no legal basis for the collection of sex-disaggregated data, most of the surveys conducted by the Cyprus Statistical Service (CYSTAT)[6] do collect data disaggregated by sex due to EU regulations and thus most datasets are indeed sex-disaggregated. CYSTAT is responsible for collecting and publishing all sex-disaggregated data produced, although there is neither a formal mechanism nor a designated unit responsible for sex-disaggregated statistics. Examples of publications reporting and analysing sex-disaggregated data are ‘The Statistical Portrait of Women in Cyprus’ (2012)[7], ‘The Woman in Cyprus in Figures’ (2017)[8] and ‘The Life of Women and Men in Europe’ (2018)[9] . However, such publications are disseminated on an ad-hoc basis and there is no specific website or section of a website dedicated to gender statistics.

CYSTAT also systematically includes gender as a variable in most of the surveys regulated by the EU on employment, education, health, living conditions, and income; for example, the European Union Statistics on Income and Living Conditions (EU-SILC), Labour Force Survey (LFS), Information and Communication Technologies (ICT), European Health Interview Survey (EHIS) and Adult Education Survey (AES). The national population census also includes sex-disaggregated information. Where the survey data are available by gender, the disseminated results reflect this. Dissemination methods are at the discretion of survey project managers, with common methods including websites, print publications and information bulletins.

Monitoring progress

Indicators for monitoring progress on institutional mechanisms for the promotion of gender equality and gender mainstreaming in the EU, under Area H of the Beijing Platform for Action

This section analyses the scores achieved by Cyprus for data collection in 2021 for the four officially agreed-on indicators on institutional mechanisms for the promotion of gender equality and gender mainstreaming to monitor progress on Area H of the Beijing Platform for Action. It also analyses scores under an expanded measurement framework which includes the role of independent gender equality bodies and assesses the effectiveness of efforts to disseminate statistics disaggregated by sex. Institutional mechanisms refer to national machineries that implement, monitor, evaluate, and mobilise support for policies that promote gender equality and gender mainstreaming. All indicators and sub-indicators are available on the Gender Statistics Database here, including metadata about how the scores are calculated.

For Indicator H1 on the status of commitment to the promotion of gender equality and considering only the governmental commitment in line with the officially adopted indicator, Cyprus scored 8.0 out of a possible 12, above the EU average of 7.2. It lost the most points on sub-indicator H1e on accountability of the governmental gender equality body where it lost 3.0 points out of a maximum possible score of 5 in part because there is no national strategy on gender equality in place and the relevant action plan does not include targets.

Under an expanded measurement framework which includes sub-indicator H1f on the mandate and functions of the independent gender equality body, Cyprus scored an additional 1.5 points, out of a possible 3 points. It lost 1.0 point because the mandate of the independent gender equality body is gender equality combined with other non-discrimination areas, rather than exclusively focused on gender equality. The overall score for the expanded H1 indicator was 9.5 out of a possible 15, above the EU average of 9.1.

Indicator H2 analyses the personnel resources of the national gender equality bodies. For sub-indicator H2a, regarding the governmental body, Cyprus scored 0.5 out of a maximum score of 2 which was lower than the EU average of 1.0, because there were 5-10 employees working on gender equality in each governmental body. For sub-indicator H2b, regarding the independent body, Cyprus’s score was 0.0, while the EU average was higher at 0.8 because there were 0-5 or more employees working on gender equality in the independent body. For both sub-indicators, the maximum 2 points was awarded where the number of employees was over 100 as an indication of the body being sufficiently resourced.

Indicator H3 relates to gender mainstreaming. Here, Cyprus scored 4.0 out of maximum possible 12, which was below the EU average of 5.1. Cyprus lost 4.5 points, out of a maximum possible 6, on sub-indicator H3c on the commitment to and use of methods and tools for gender mainstreaming because, in part, it does not have a legal obligation to undertake ex-ante gender impact assessment or gender budgeting.

Under an expanded measurement framework which includes sub-indicator H3d on consultation of the independent equality body, Cyprus scored 4.5 points out of a maximum of 12, which was also lower than the EU average of 5.4. Under this sub-indicator, Cyprus lost 1.5 points out of the maximum of 2, because the independent gender equality body is only consulted by departments or ministries on the gender impact of new or existing policies in some cases, although those consultations lead to relevant adjustments in the majority of cases.

For Indicator H4 on the production and dissemination of statistics disaggregated by sex, Cyprus scored 0.0 points out of 6 points, against an EU average of 3.4, because it does not have a commitment to collect data disaggregated by sex or a relevant website dedicated to disseminating gender statistics.

References

Endnotes

[1] National Action plan on Gender Equality 2019-2022 (2019) http://www.institutionforgenderequality.gov.cy/equality/equality.nsf/All/0276C88652C8317AC225850500403411?OpenDocument

[2] Demetriou, C., (2019) Gender in the Cyprus negotiations, PRIO. PCC Report 3/2019 https://www.prio.org/publications/11300

[3] UNECE (2015). Cyprus National Report on the implementation of the Beijing Declaration and Platform for Action (1995) and the outcomes of the twenty-third special session of the General Assembly (2000) in the context of the twentieth anniversary of the Fourth World Conference on Women and the adoption of the Beijing Declaration and Platform for Action 2015 https://unece.org/fileadmin/DAM/Gender/publications_and_papers/Cyprus_FINAL_REPORT_BEIJING_20.pdf

[4] Ombudsman – Republic of Cyprus (n.d.) Equality and Anti-Discrimination Agency http://www.ombudsman.gov.cy/ombudsman/ombudsman.nsf/page07_gr/page07_gr?opendocument

[5] Republic of Cyprus (2019). National Report on the Twenty-fifth Anniversary of the Fourth World Conference on Women and adoption of the Beijing Declaration and Platform for Action (1995) Beijing+25 https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/CSW/64/National-reviews/Cyprus.pdf

[6] Cyprus Statistical Service (n.d.) Cyprus Statistical Service (CYSTAT) https://www.cystat.gov.cy/en/default

[7] Cyprus Statistical Service (2008). The Statistical Portrait of Women in Cyprus, 2008 https://www.cystat.gov.cy/en/Announcement?id=54742

[8] Mediterranean Institute for Gender Studies on the National Mechanism for Women's Rights (2017). Gender Mainstreaming Guide to Public Policy (Μεσογειακό Ινστιτούτο Μελετών Κοινωνικού Φύλου για τον Εθνικό Μηχανισμό για τα Δικαιώματα της Γυναίκας (2017). Οδηγός Ένταξης της Διάστασης του Φύλου στις Δημόσιες Πολιτικές)

[9] Mediterranean Institute of Gender Studies (2012). The Policy on Gender Equality in Cyprus. For the European Parliament Directorate-General for Internal Policies (Μεσογειακό Ινστιτούτο Μελετών Κοινωνικού Φύλου (2012). Η πολιτική για την ισότητα των φύλων στην Κύπρο)

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