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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
      • 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
      • A chi è destinato questo kit di strumenti?
      • Che cos’è il bilancio di genere?
        • Introduzione al bilancio di genere
        • Qual è il nesso tra il bilancio di genere e le realtà vissute da uomini e donne?
        • Che cosa comporta nella pratica il bilancio di genere?
        • Il bilancio di genere nei fondi UE
          • Il bilancio di genere quale strumento per ottemperare agli obblighi giuridici dell’UE
          • Il bilancio di genere quale strumento per promuovere l’assunzione di responsabilità e la trasparenza nella pianificazione e nella gestione delle finanze pubbliche
          • Il bilancio di genere come strumento per aumentare la partecipazione di donne e uomini alle procedure di bilancio
          • Il bilancio di genere quale strumento per promuovere la parità di genere per donne e uomini in tutta la loro diversità
      • Perché il bilancio di genere è importante nell’ambito dei fondi europei in regime di gestione concorrente?
        • Tre motivi per cui il bilancio di genere è fondamentale nei fondi UE
      • Come si può applicare il bilancio di genere nei fondi UE? Strumenti pratici ed esempi di Stati membri
        • Strumento 1 — Collegare i fondi UE al quadro normativo dell’UE sulla parità di genere
          • Base legislativa e normativa per le politiche dell’UE in materia di parità di genere
          • Requisiti concreti per tenere conto della parità di genere all’interno dei fondi UE
          • Condizioni abilitanti dei fondi UE
          • Risorse supplementari
        • Strumento 2 — Analizzare le disuguaglianze e le esigenze di genere a livello nazionale e regionale
          • Misure per valutare e analizzare le disuguaglianze e le esigenze di genere
          • Fase 1. Raccogliere informazioni e dati disaggregati relativi al gruppo di riferimento
          • Fase 2. Individuare le disparità di genere esistenti e le cause soggiacenti
          • Fase 3. Consultare direttamente i gruppi di riferimento
          • Fase 4. Trarre conclusioni
          • Risorse supplementari
        • Strumento 3 — Applicare la parità di genere agli obiettivi politici (accordi di partenariato) e agli obiettivi e misure specifici (programmi operativi)
          • Misure per tradurre in azioni concrete la parità di genere negli accordi di partenariato e nei programmi operativi
          • Orientamenti generali per applicare la parità di genere nell’elaborazione di obiettivi strategici e obiettivi e misure specifici
          • Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere negli accordi di partenariato
          • Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere nei programmi operativi
          • Esempi di integrazione della parità di genere come principio orizzontale negli obiettivi strategici e specifici
        • Strumento 4 — Coordinamento e complementarità tra i fondi UE per promuovere l’equilibrio tra vita professionale e vita privata
          • Misure per rafforzare il coordinamento e le complementarità tra i fondi
          • Fase 1 — Allineamento agli obiettivi dell’impegno strategico per la parità di genere
          • Fasi 2 e 3 — Individuare e sviluppare possibili interventi a favore dell’equilibrio tra vita professionale e vita privata
          • Fase 4 — Attività di verifica mediante l’uso di indicatori nell’ambito dei sistemi di sorveglianza e valutazione (M&E)
          • Studio di caso fittizio 1: conciliare il lavoro retribuito con la cura dei figli
          • Studio di caso fittizio 2: conciliare il lavoro a turni con la cura dei figli
          • Caso di studio fittizio 3: trovare l’equilibrio tra la cura di sé stessi e la cura degli altri
          • Caso di studio fittizio 4: conciliare la cura dei figli e degli anziani con il lavoro a turni
          • Risorse supplementari
        • Strumento 5 — Definizione di partenariati e governance multilivello: individuazione di partner pertinenti, ruolo degli esperti di genere e composizione dei comitati di sorveglianza
          • Misure per definire i partenariati e governance multilivello
          • Risorse supplementari
        • Strumento 6 — Sviluppare indicatori quantitativi e qualitativi per promuovere l’uguaglianza di genere
          • Fasi dell’elaborazione di indicatori quantitativi e qualitativi
          • FESR e Fondo di coesione (stessi indicatori comuni)
          • Fondo sociale europeo Plus
          • Fondo europeo per gli affari marittimi e la pesca
          • Risorse supplementari
        • Strumento 7 — Definire criteri di selezione dei progetti sensibili alla dimensione di genere
          • Analisi delle fasi per sostenere l’elaborazione e la selezione di progetti sensibili alla dimensione di genere
          • Lista di controllo per la preparazione degli inviti a presentare proposte di progetti
          • Lista di controllo per i criteri di selezione dei progetti
          • Strumento supplementare 7.a — Accordi che tengano conto della dimensione di genere con i responsabili dell’attuazione dei progetti
        • Strumento 8 — Controllare le assegnazioni di risorse per l’uguaglianza di genere nei fondi UE
          • 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
        • Strumento 9 — Integrare la parità di genere nella concezione dei progetti
          • Analisi delle fasi per integrare la parità di genere nella concezione dei progetti
          • Fase 1. Allineamento agli obiettivi e agli indicatori di genere degli accordi di partenariato e dei programmi operativi
          • Fase 2. Sviluppo del progetto e candidatura
          • Fase 3. Attuazione del progetto
          • Fase 4. Valutazione del progetto
        • Strumento 10 — Integrare una prospettiva di genere nei processi di sorveglianza e valutazione
          • Misure per integrare una prospettiva di genere nei processi di sorveglianza e valutazione
          • Risorse supplementari
        • Strumento 11 — Rendicontazione sull’esborso di risorse per la parità di genere nei fondi UE
          • Tracciamento delle spese per l’uguaglianza di genere
          • Risorse supplementari
      • Risorse
        • Bibliografia
        • Acronimi
        • Ringraziamenti
    • 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 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
      • 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
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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
        • 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
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          • 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
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        • A chi è destinato questo kit di strumenti?
        • Che cos’è il bilancio di genere?
          • Introduzione al bilancio di genere
          • Qual è il nesso tra il bilancio di genere e le realtà vissute da uomini e donne?
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          • Il bilancio di genere nei fondi UE
            • Il bilancio di genere quale strumento per ottemperare agli obblighi giuridici dell’UE
            • Il bilancio di genere quale strumento per promuovere l’assunzione di responsabilità e la trasparenza nella pianificazione e nella gestione delle finanze pubbliche
            • Il bilancio di genere come strumento per aumentare la partecipazione di donne e uomini alle procedure di bilancio
            • Il bilancio di genere quale strumento per promuovere la parità di genere per donne e uomini in tutta la loro diversità
        • Perché il bilancio di genere è importante nell’ambito dei fondi europei in regime di gestione concorrente?
          • Tre motivi per cui il bilancio di genere è fondamentale nei fondi UE
        • Come si può applicare il bilancio di genere nei fondi UE? Strumenti pratici ed esempi di Stati membri
          • Strumento 1 — Collegare i fondi UE al quadro normativo dell’UE sulla parità di genere
            • Base legislativa e normativa per le politiche dell’UE in materia di parità di genere
            • Requisiti concreti per tenere conto della parità di genere all’interno dei fondi UE
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            • Risorse supplementari
          • Strumento 2 — Analizzare le disuguaglianze e le esigenze di genere a livello nazionale e regionale
            • Misure per valutare e analizzare le disuguaglianze e le esigenze di genere
            • Fase 1. Raccogliere informazioni e dati disaggregati relativi al gruppo di riferimento
            • Fase 2. Individuare le disparità di genere esistenti e le cause soggiacenti
            • Fase 3. Consultare direttamente i gruppi di riferimento
            • Fase 4. Trarre conclusioni
            • Risorse supplementari
          • Strumento 3 — Applicare la parità di genere agli obiettivi politici (accordi di partenariato) e agli obiettivi e misure specifici (programmi operativi)
            • Misure per tradurre in azioni concrete la parità di genere negli accordi di partenariato e nei programmi operativi
            • Orientamenti generali per applicare la parità di genere nell’elaborazione di obiettivi strategici e obiettivi e misure specifici
            • Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere negli accordi di partenariato
            • Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere nei programmi operativi
            • Esempi di integrazione della parità di genere come principio orizzontale negli obiettivi strategici e specifici
          • Strumento 4 — Coordinamento e complementarità tra i fondi UE per promuovere l’equilibrio tra vita professionale e vita privata
            • Misure per rafforzare il coordinamento e le complementarità tra i fondi
            • Fase 1 — Allineamento agli obiettivi dell’impegno strategico per la parità di genere
            • Fasi 2 e 3 — Individuare e sviluppare possibili interventi a favore dell’equilibrio tra vita professionale e vita privata
            • Fase 4 — Attività di verifica mediante l’uso di indicatori nell’ambito dei sistemi di sorveglianza e valutazione (M&E)
            • Studio di caso fittizio 1: conciliare il lavoro retribuito con la cura dei figli
            • Studio di caso fittizio 2: conciliare il lavoro a turni con la cura dei figli
            • Caso di studio fittizio 3: trovare l’equilibrio tra la cura di sé stessi e la cura degli altri
            • Caso di studio fittizio 4: conciliare la cura dei figli e degli anziani con il lavoro a turni
            • Risorse supplementari
          • Strumento 5 — Definizione di partenariati e governance multilivello: individuazione di partner pertinenti, ruolo degli esperti di genere e composizione dei comitati di sorveglianza
            • Misure per definire i partenariati e governance multilivello
            • Risorse supplementari
          • Strumento 6 — Sviluppare indicatori quantitativi e qualitativi per promuovere l’uguaglianza di genere
            • Fasi dell’elaborazione di indicatori quantitativi e qualitativi
            • FESR e Fondo di coesione (stessi indicatori comuni)
            • Fondo sociale europeo Plus
            • Fondo europeo per gli affari marittimi e la pesca
            • Risorse supplementari
          • Strumento 7 — Definire criteri di selezione dei progetti sensibili alla dimensione di genere
            • Analisi delle fasi per sostenere l’elaborazione e la selezione di progetti sensibili alla dimensione di genere
            • Lista di controllo per la preparazione degli inviti a presentare proposte di progetti
            • Lista di controllo per i criteri di selezione dei progetti
            • Strumento supplementare 7.a — Accordi che tengano conto della dimensione di genere con i responsabili dell’attuazione dei progetti
          • Strumento 8 — Controllare le assegnazioni di risorse per l’uguaglianza di genere nei fondi UE
            • 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
          • Strumento 9 — Integrare la parità di genere nella concezione dei progetti
            • Analisi delle fasi per integrare la parità di genere nella concezione dei progetti
            • Fase 1. Allineamento agli obiettivi e agli indicatori di genere degli accordi di partenariato e dei programmi operativi
            • Fase 2. Sviluppo del progetto e candidatura
            • Fase 3. Attuazione del progetto
            • Fase 4. Valutazione del progetto
          • Strumento 10 — Integrare una prospettiva di genere nei processi di sorveglianza e valutazione
            • Misure per integrare una prospettiva di genere nei processi di sorveglianza e valutazione
            • Risorse supplementari
          • Strumento 11 — Rendicontazione sull’esborso di risorse per la parità di genere nei fondi UE
            • Tracciamento delle spese per l’uguaglianza di genere
            • Risorse supplementari
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          • Ringraziamenti
      • Gender-responsive Public Procurement
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          • Tool 1:Self-assessment questionnaire about the legal
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        • How to include gender aspects in tendering procedures
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            • 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
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            • Tool 9: Decision tree for setting GRPP selection criteria
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            • Tool 10: Formulating GRPP award criteria
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            • Tool 13: Template for a GRPP monitoring and reporting plan
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      • Foreword
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      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
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Cyprus

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EIGE has updated its information on gender mainstreaming in the EU Member States in November 2019. The information was collected in the process of EIGE’s 2018-2019 review of Institutional Mechanisms for Gender Equality and Gender Mainstreaming. It makes a reference to the United Kingdom as a member of the European Union and was published before the UK's withdrawal from the European Union on the 31 January 2020. 

About

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 on the ground of 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 have been passed in the last decade, covering the areas of equal treatment in employment, equal pay, maternity protection, parental leave and violence in the family, among others. Overall, the transposition of the EU directives on gender equality into Cyprus’s national laws is complete and these laws have begun to have a positive effect on the lives of working people.

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). Additionally, a number of National Action Plans (NAPs) and strategies have been developed to address gender inequality, including the NAP on Gender Equality, which specifically refers to gender mainstreaming.

Since 1994, the National Machinery for the Advancement of Women (NMWR) is responsible for gender mainstreaming, among other tasks. It is situated within the Ministry of Justice and Public Order (MJPO) and also hosts the Inter-ministerial Committee on Gender Equality, composed of 11 gender equality officers representing each of the ministries. 

Legislative and policy framework

Since Cyprus’s EU accession and associated harmonisation with the EU acquis, as well as its compliance with international instruments throughout the last 15 years, an increasing number of new gender equality legislative measures have been passed, together with amendments to existing measures.

Cyprus has no binding legislative framework for gender mainstreaming. Despite being included in the government strategy and in the NAP on Gender Equality for 2014-2017, it is presented as a non-binding strategy. The NAP for Gender Equality 2018-2021 is in the process of public consultation but, again, includes gender mainstreaming as a non-binding strategy. It does, however, include specific gender mainstreaming actions.

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. Its future and effectiveness continues to be tied to political developments. Gender mainstreaming in peace negotiations can have a transformative effect on the future of a country.

However, a new NAP on Women, Peace and Security 2018-2021 is being developed, headed by the Gender Equality Commissioner (GEC), in cooperation with civil society. This new NAP focuses on implementing UN Security Council Resolution 1325 on Women, Peace and Security, adopted in 2000.

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Structures

Government responsibilities

A Council of Ministers’ decision invests the government’s structure for gender equality with legal standing. Cyprus’ 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 set up in 1988. A Council of Ministers’ decision in 1994 reformed this agency as the National Machinery for the Advancement of Women (NMWR).

The NMWR consists of four structures:

  1. Council for Women’s Rights, chaired by the Gender Equality Commissioner (GEC) and composed of 19 women’s NGOs and trade unions;
  2. 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;
  3. Inter-ministerial Committee on Gender Equality, composed of public officers responsible for women’s rights within the ministries and the Planning Bureau;
  4. General Secretariat, which provides administrative and scientific support for the advisory institutions of the NMWR through the Equality Unit.

The Equality Unit of the NMWR 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 NMWR also hosts the Inter-ministerial Committee on Gender Equality, made up of 11 gender equality officers representing each of the ministries. This unit is situated 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 GEC was established in 2014 and also 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. A new bill is under consideration in the House of Representatives to amend the status of the office of the GEC to provide the office with the tools and tasks needed for policy-making. The bill also aims to reunite all public agencies working on gender equality policies under the authority of the GEC, as these are currently dispersed under different administrations.

Independent gender equality body

Two independent equality bodies deal with equal treatment of all persons experiencing discrimination on any grounds: the Gender Equality Committee in Employment and Vocational Training (GECEVT) [1] and the Equality Authority of the Ombudsperson’s Office. The legal basis of the GECEVT is the Equal Treatment of Men and Women in Employment and Vocational Training Law of 2002 (L.205.1/2002 and L.150.I/2014). Its mandate is to monitor enforcement, training, awareness and research, and to provide independent assistance to victims of discrimination, including legal aid.

The Equality Authority in the Ombudsperson’s Office 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 the area of accessing goods and services in the public and private sectors. The legal basis of the Equality Authority is Law Ν.42.1/2004 on Combating Racial and Some Other Forms of Discrimination (Commissioner) Law [2].

Parliamentary bodies

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.

The Committee examines legal proposals and issues related to equality and human rights. It invites the GEC, gender equality bodies and women’s organisations to express their opinions on gender equality issues.

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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 Cyprus.

Gender mainstreaming tools reported to EIGE by the Cypriot government include: gender awareness-raising measures, gender impact assessments (ex ante evaluation), gender equality training, gender planning, sex-disaggregated data and gender stakeholder consultation (although only for NAPs and proposals that directly relate to gender equality). Both gender awareness-raising and gender impact assessments lack systematic approaches, with their use noted as sporadic and varying widely among ministries. Gender planning is similarly variable.

As of 2019, programme evaluation in the framework of the European Structural and Investment Funds (ESI Funds) includes a thematic evaluation of gender mainstreaming. The 2005 Council of Ministers’ decision assigned the Equality Unit of the NMWR responsibility for evaluating and certifying the compliance of Structural Fund project proposals with national and EU legislation/policies on gender equality. The Directorate-General for European Programmes, Coordination, and Development, as the managing authority, published guidelines on project compliance with EU law on anti-discrimination and gender equality.

Training and awareness-raising

Public administrations are not legally required to undergo gender-related training and only some of the ministries participate. The training targets officials at the highest level, as well as all public employees, on an ad hoc basis. Training often forms part of the implementation of specific actions within the NAP for Gender Equality or various programmes co-funded by the European Social Funds (ESF), for example the Gender Pay Gap project, which funded training to tackle gender stereotypes in the education system.

Specific training on gender mainstreaming in public administration is expected to be implemented in 2019 by the National Academy for Public Administration. A new Gender Mainstreaming Handbook and Action Plan for public administration was approved and announced at the end of 2018. This will focus on training selected public administrators. The new Handbook and Action Plan, when implemented and supported, should contribute to gender mainstreaming and even the introduction of gender budgeting.

Gender statistics

As there is no legal basis for the collection of sex-disaggregated data, the Cyprus Statistical Service (CYSTAT) does not always systematically produce, analyse or publish data disaggregated by sex, nor does it always present gender gaps for some statistical indicators. Nevertheless, as most of the surveys are conducted in line with EU regulations, they typically collect data disaggregated by sex in practice.

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 sex-disaggregated data are ‘The Statistical Portrait of Women in Cyprus’ (2012) [3], ‘The Woman in Cyprus in Figures’ (2017) [4] and ‘The Life of Women and Men in Europe’ (2018) [5].

Although CYSTAT does not conduct surveys specifically on gender-related topics, it systematically includes gender as a variable in most of the surveys regulated by the EU on employment, education, health, living conditions, and income (e.g. 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.

Browse all Cyprus methods and tools

Good practices

Browse all Cyprus good practices

References

Commissioner for Administration and Protection of Human Rights (Ombudsperson) (2018). Annual Report 2017. 

Committee on the Elimination of Discrimination against Women (2018). Concluding observations. CEDAW/C/CYP/CO/8. 

Μεσογειακό Ινστιτούτο Μελετών Κοινωνικού Φύλου, για τον Εθνικό Μηχανισμό για τα Δικαιώματα της Γυναίκας, Υπουργείο Δικαιοσύνης και Δημοσίας Τάξεως, Ενδιαμεση Εκθεση Αξιολογησης Προοδου Υλοποιησης Εθνικου Σχεδιου Δρασης Για Την Ισοτητα Ανδρων Και Γυναικων 2007- 2013 (ΕΣΔΙ) 2007-2010.

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).

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).

National Machinery for Women’s Rights, Ministry of Justice and Public Order (2014). Cyprus National Report on the implementation of the Beijing Declaration and Platform for Action (1995) and the outcomes of the 23rd special session of the General Assembly (2000) in the context of the 20th anniversary of the Fourth World Conference on Women and the adoption of the Beijing Declaration and Platform for Action 2015. Nicosia. (Beijing +20).

National Machinery for Women’s Rights, Ministry of Justice and Public Order (2007). The National Action Plan for Gender Equality 2007-2013.

National Machinery for Women’s Rights, Ministry of Justice and Public Order (2014). The National Action Plan for Gender Equality 2014-2017.

Office of the Law Commissioner (2011). Convention on the Elimination οf all Forms of Discrimination Against Women: Combined sixth and seventh periodic report of Cyprus.

Office of the Law Commissioner (2017). Convention on the Elimination of all Forms of Discrimination Against Women: Eighth Periodic Report by the Republic of Cyprus. Nicosia.

Office of the Law Commissioner (2018). List of issues and questions in relation to the eighth periodic report of Cyprus, Addendum: Replies of Cyprus.

Γραφείο Επιτρόπου Ισότητας των Φύλων, Ετησια Εκθεση Πεπραγμενων, 2016, 2017.

Republic of Cyprus, Department of Labour (2011). Report on the implementation of European Directives 76/207/EEC, 2002/73/EC and 2006/54/EC (relating to the principle of equal treatment for men and women as regards access to employment, vocational training and promotion and working conditions). 

Endnotes

[1] More information available at: www.eif.gov.cy

[2] Περί Καταπολέμησης των Φυλετικών και Ορισμένων Άλλων Διακρίσεων (Επίτροπος) Νόμου (Ν.42(Ι)/2004).

[3] Cyprus Statistical Service (2012). The Statistical Portrait of Women in Cyprus, 2012.

[4] CYSTAT.

[5] CYSTAT. 

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