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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Find a gender trainer
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • What is a Gender Equality Plan?
      • EU objectives for gender equality in research
      • Why change must be structural
      • Who is this guide for?
      • The GEAR Step-by-Step Guide
        • Step 1: Getting started
        • Step 2: Analysing and assessing the state-of-play in the institution
        • Step 3: Setting up a Gender Equality Plan
        • Step 4: Implementing a Gender Equality Plan
        • Step 5: Monitoring progress and evaluating a Gender Equality Plan
        • Step 6: What comes after the Gender Equality Plan?
      • GEAR action toolbox
      • Who is involved in a Gender Equality Plan?
      • Rationale for gender equality in research
      • Basic requirements and success factors
      • Obstacles and solutions
      • Legislative and policy backgrounds
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
      • Relevant insights
      • Examples
        • A practice to award and ensure greater visibility for women researchers
        • A survey to know your institution
        • AKKA
        • Age limit extension in calls for female researchers with children under 10
        • Cascade Model GFZ
        • Compulsory awareness-raising session for B.A. students
        • Election procedure for the Board
        • Elections for the University's Council
        • Encouraging gender equality activities at the grassroots level across the university
        • Family-leave without consequences for the academic career
        • Gender Equality Report
        • Gender Project Manager
        • Gender Report
        • Gender Sensitive PhD Supervisor Toolkit
        • Gender and Diversity Controlling
        • Gender certification: a road to change? (SE)
        • Gender lectureship: a model for mainstreaming in higher education
        • GenderNet Freie Universität Berlin (DE)
        • High-profile tenure-track positions for top female scientists
        • Introducing a gender perspective in research content and teaching
        • Maternity Cover Fund and Return to Work policy
        • National connections at Fraunhofer Gesellschaft: the National Committee
        • Overcoming bias in personnel selection procedures
        • Participatory approach towards development of Career Development Plan
        • Protocol for preventing and tackling sexual harassment and gender-based violence
        • School of drafting and management for European projects
        • Stimulating personal development to improve women academics’ positions
        • Teaching-free period when returning from parental leave
        • The Gender Balance Committee of the Genomic Regulation Centre (ES)
        • WiSER (Centre for Women in Science and Engineering Research)
        • Women represented in all rounds of applications
      • Key resources
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • Who is this toolkit for?
      • What is gender budgeting?
        • Introducing gender budgeting
        • Gender budgeting in women’s and men’s lived realities
        • What does gender budgeting involve in practice?
        • Gender budgeting in the EU Funds
          • Gender budgeting as a way of complying with EU legal requirements
          • Gender budgeting as a way of promoting accountability and transparency
          • Gender budgeting as a way of increasing participation in budget processes
          • Gender budgeting as a way of advancing gender equality
      • Why is gender budgeting important in the EU Funds?
        • Three reasons why gender budgeting is crucial in the EU Funds
      • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
        • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
          • Legislative and regulatory basis for EU policies on gender equality
          • Concrete requirements for considering gender equality within the EU Funds
          • EU Funds’ enabling conditions
          • Additional resources
        • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
          • Steps to assess and analyse gender inequalities and needs
          • Step 1. Collect information and disaggregated data on the target group
          • Step 2. Identify existing gender inequalities and their underlying causes
          • Step 3. Consult directly with the target groups
          • Step 4. Draw conclusions
          • Additional resources
        • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
          • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
          • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
          • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
          • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
          • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
        • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
          • Steps for enhancing coordination and complementarities between the funds
          • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
          • Steps 2 and 3. Identifying and developing possible work-life balance interventions
          • Step 4. Following-up through the use of indicators within M&E systems
          • Fictional case study 1: reconciling paid work and childcare
          • Fictional case study 2: reconciling shift work and childcare
          • Fictional case study 3: balancing care for oneself and others
          • Fictional case study 4: reconciling care for children and older persons with shift work
          • Additional resources
        • Tool 5: Defining partnerships and multi-level governance
          • Steps for defining partnerships and multi-level governance
          • Additional resources
        • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
          • Steps to develop quantitative and qualitative indicators
          • ERDF and Cohesion Fund
          • ESF+
          • EMFF
          • Additional resources
        • Tool 7: Defining gender-sensitive project selection criteria
          • Steps to support gender-sensitive project development and selection
          • Checklist to guide the preparation of calls for project proposals
          • Checklist for project selection criteria
          • Supplementary tool 7.a: Gender-responsive agreements with project implementers
        • Tool 8: Tracking resource allocations for gender equality in the EU Funds
        • Tool 9: Mainstreaming gender equality in project design
          • Steps to mainstream gender equality in project design
          • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
          • Step 2. Project development and application
          • Step 3. Project implementation
          • Step 4. Project assessment
        • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
          • Steps to integrate a gender perspective in M&E processes
          • Additional resources
        • Tool 11: Reporting on resource spending for gender equality in the EU Funds
          • Tracking expenditures for gender equality
          • Additional resources
      • Resources
        • References
        • Abbreviations
        • Acknowledgements
  • Methods and Tools
    • Browse
    • About EIGE's methods and tools
    • Gender Analysis
    • Gender Audit
    • Gender Awareness-raising
    • Gender Budgeting
    • Gender Impact Assessment
    • Gender Equality Training
    • Gender Evaluation
    • Gender Statistics and indicators
    • Gender Monitoring
    • Gender Planning
    • Gender Procurement
    • Gender stakeholder consultation
    • Sex-disaggregated Data
    • Institutional Transformation
    • Examples of methods and tools
    • Resources
  • Good Practices
    • Browse
    • About Good Practices
    • EIGE’s approach to Good Practices
  • Country specific information
    • Belgium
      • Overview
      • Browse all Belgium content
    • Bulgaria
      • Overview
      • Browse all Bulgaria content
    • Czechia
      • Overview
      • Browse all Czechia content
    • Denmark
      • Overview
      • Browse all Denmark content
    • Germany
      • Overview
      • Browse all Germany content
    • Estonia
      • Overview
      • Browse all Estonia content
    • Ireland
      • Overview
      • Browse all Ireland content
    • Greece
      • Overview
      • Browse all Greece content
    • Spain
      • Overview
      • Browse all Spain content
    • France
      • Overview
      • Browse all France content
    • Croatia
      • Overview
      • Browse all Croatia content
    • Italy
      • Overview
      • Browse all Italy content
    • Cyprus
      • Overview
      • Browse all Cyprus content
    • Latvia
      • Overview
      • Browse all Latvia content
    • Lithuania
      • Overview
      • Browse all Lithuania content
    • Luxembourg
      • Overview
      • Browse all Luxembourg content
    • Hungary
      • Overview
      • Browse all Hungary content
    • Malta
      • Overview
      • Browse all Malta content
    • Netherlands
      • Overview
      • Browse all Netherlands content
    • Austria
      • Overview
      • Browse all Austria content
    • Poland
      • Overview
      • Browse all Poland content
    • Portugal
      • Overview
      • Browse all Portugal content
    • Romania
      • Overview
      • Browse all Romania content
    • Slovenia
      • Overview
      • Browse all Slovenia content
    • Slovakia
      • Overview
      • Browse all Slovakia content
    • Finland
      • Overview
      • Browse all Finland content
    • Sweden
      • Overview
      • Browse all Sweden content
    • United Kingdom
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
  • Videos
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Find a gender trainer
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
          • Gender Project Manager
          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
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      • Foreword
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      • Introduction
        • Still far from the finish line
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Hungary

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About

The Fundamental Law of Hungary entered into force on 1 January 2012. Article XV para (3) establishes that ‘Women and men shall have equal rights’, while para (5) establishes the protection of women through positive actions. Article L para (1) declares that the Hungarian state protects marriage as a ‘union of a man and a woman’ and ‘the family as the basis of survival of the nation’.

The concept of gender mainstreaming and the introduction of gender equality policies followed the process of accession to the European Union (EU) in 2004. In 2003, Hungary transposed the EU acquis communautaire through the adoption of Act CXXV on Equal Treatment and the Promotion of Equality of Opportunities.

In 2010, the National Strategy for the Promotion of Gender Equality 2010–2021 was adopted, emphasising the importance of gender mainstreaming as the main policy to promote gender equality. The Hungary Development Plan (the plan for expenditure of EU structural funds) indicates gender mainstreaming as one of the measures guiding the funding programming. Although Hungary does not have a women’s action plan, negotiations are underway for a policy action plan for women.

Legislative and policy framework

The National Strategy for the Promotion of Gender Equality – Guidelines and Objectives 2010–2021 (Nők és Férfiak Társadalmi Egyenlőségét Elősegítő Nemzeti Stratégia - Irányok és Célok 2010-2021) was approved by the government in 2010 [1]. Its objectives are to be achieved by mainstreaming gender into the planning, implementation, monitoring and evaluation phases of political processes. For the first two years (2010–2011), the strategy defined six objectives:

  1. elimination of gender inequalities in wages and employment;
  2. support for work-life balance;
  3. support for the reduction of gender imbalance in participation in political and economic decision-making processes, and in science;
  4. effective prevention and combating of gender-based violence;
  5. support for the fight against gender-based stereotypes; and
  6. commitment to increasing professional skills through training, awareness-raising, gender-sensitive budgeting and sex-disaggregated data.

However, the strategy was not implemented and consequently, there have been no progress reports or evaluation of these objectives.  

In 2013, the Committee on the Elimination of Discrimination against Women, reporting on the institutional mechanisms of gender machinery and on the implementation of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) in Hungary, highlighted several reasons for concern, including ‘the absence of partnerships with the various women’s non-governmental organisations (NGOs) in implementing the Convention’. The Committee recommended ‘ensur[ing] the necessary financial, technical and human resources for the Department of Family Policy of the Ministry of Human Resources to discharge its mandate and to complete the establishment of the envisaged entities for the advancement of women, in particular the Council for Social Equality among Women and Men’ [2].

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Structures

Government responsibilities

Responsibility for gender equality at the national level belongs to the Ministry of Human Capacities, formerly the Ministry of Human Resources. This Ministry has a broad scope of responsibility, including education, health, social protection, family, youth and sports, as defined in Governmental Order 94/2018 (V.22) [3].

Within the Ministry, two departments are responsible for gender equality issues: the Family and Women’s Policy Department (Család- és Nőpolitikai Főosztály), established in 2014; and the Department of Opportunity Programmes (Esélyteremtési Főosztály), established in 2010. Both departments belong to the State Secretariat of Family and Youth.

Within the Family and Women’s Policy Department, a Unit for Women’s Policy (Nőpolitikai Osztály) deals with gender equality and gender mainstreaming. Issues related to violence against women are dealt with by the Department of Opportunity Programmes. The Unit for Women’s Policy drafts and reviews gender equality and anti-discrimination legislation and policy, as well as managing EU and international affairs in those fields. According to the Ministry of Human Capacities, other government departments regularly consult the Family and Women’s Policy Department when drafting policies, which typically  results in the adjustment of government policy.

The Women’s Rights Thematic Working Group (Nők Jogaiért Felelős Munkacsoport) within the Human Rights Roundtable (Emberi Jogi Kerekasztal) in the Ministry of Justice is an ad hoc body for coordinating gender mainstreaming.

Independent Gender Equality Body

The Equal Treatment Authority (Egyenlő Bánásmód Hatóság – EBH) was established by Act CXXV of 2003 on Equal Treatment and the Promotion of Equality of Opportunities. It ensures compliance with equal treatment principles by state and non-state actors. The Authority deals with the so-called individual protected characteristics: gender, ethnic origin, race, skin colour, age, mother tongue, disability, state of health, motherhood (pregnancy) or fatherhood, family status, sexual orientation, gender identity, social origin, financial status, religious or ideological beliefs, political or other opinion, part-time or fixed-term employment status, and membership of a representative organisation. In 2018, the Authority handled almost 1,000 complaints and rendered 315 public administration decisions.

The EBH can initiate proceedings against an employer/public institution at the request of an individual. If the person filing the request is proven right, the Authority can order the termination of the situation, prohibit its future occurrence, publish the decision and impose a fine.

Parliamentary bodies

No representative elected bodies exist in Hungary nor is there any regular reporting to representative elected bodies on the progress of gender equality efforts. However, one brief report on female employment was produced by the Office of the Hungarian Parliament in March 2017 [4].

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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 Hungary.

According to the information provided by the Ministry of Human Capacities on gender mainstreaming methods and tools, it has become customary to consult the relevant stakeholders in the gender equality field, while sex-disaggregated data are available for labour market issues. There is no regular monitoring or systematic analysis of the development of gender mainstreaming actions, or gender equality mechanisms and policies.

Training and awareness-raising  

According to information provided by the Ministry of Human Capacities, training and awareness-raising campaigns were organised in the field of domestic violence and women’s employment opportunities. The Ministry also reported gender equality training for civil servants, noting that 16 employees participated in training that lasted 24 hours over the course of one year.

Gender statistics

Sex-disaggregated data on some of the most important population and economy-related issues are available on the website of the Hungarian Central Statistical Office (HCSO - Központi Statisztikai Hivatal). In relation to gender differences in the different forms of work, gender-sensitive statistical analysis has highlighted the inequality of domestic labour carried out by women and men [5]. There is, however, no legal obligation or any other kind of agreement in place for the HCSO or other bodies to collect data disaggregated by sex or disseminate gender statistics.

Since 2001, the HCSO has issued a yearbook of data on women and men, titled ‘Women and Men in Hungary’ (Nők és férfiak Magyarországon). The table of contents is available free-of-charge online, including data from 2011, 2012, 2014, 2015, 2016 and 2017. Further data are available in print format, for a fee. The publications contain gender statistics on the population, health and healthcare, education, research and innovation, social protection, employment, wages, consumption and pensions, crime and tourism.

No other public institution is actively producing sex-disaggregated data. The Centre for Economic and Regional Studies of the Hungarian Academy of Sciences issues a freely downloadable annual publication on ‘The Hungarian Labour Market’ (Munkaerőpiaci Tükör), providing employment-related longitudinal data, some of which are available in sex-disaggregated form. The last issue published in 2018 focuses on women in the labour market and contains sex-disaggregated data on economic activity for the years 1980–2017 (including parental leaves).

Sex-disaggregated data are freely available online in the time-series data tables of the HCSO for the most important demographic, labour and economic data. The longitudinal statistical tables do not contain sex-disaggregated data on economic activity and average earnings (data for 1960–2017) or on the use of social benefits (data for 1960–2017). However, sex-disaggregated data by region (data for 1992–2017) are available in the tables on: economic activity of the population aged 15–74; number of employed by the highest level of education, age and economic sector (from 2008); number of unemployed; and economically active population by age and highest level of education.

Country-wide, sex-disaggregated data are also available for 1998–2017, on full-time and part-time employment, the duration and nature of the employment contract. Beyond the data published on the HCSO website (Stadat), the most recent issue (2017) of The Hungarian Labour Market (redacted by the Centre for Economic and Regional Studies of the Hungarian Academy of Sciences) contains sex-disaggregated data on economic activity for 1980–2017 (including parental leave). The HCSO organised a conference on household, voluntary and invisible work in 2016 and subsequently published selected conference papers in 2017.

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Good practices

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References

Committee on the Elimination of Discrimination against Women (2013). Concluding observations. CEDAW/C/HUN/CO/7-8. 

Fazekas, K. and János, K. (Eds.) (2017). The Hungarian Labour Market. Budapest: Institute for Economics, Hungarian Academy of Sciences. 

Government Resolution No.1004/I.21 on the National Strategy for the Promotion of Gender Equality – Guidelines and Objectives 2010-2021. 

Gregor, A. and Kováts, E. (2018). Women’s Affairs 2018. Societal problems and solution strategies (Nőügyek 2018. Társadalmi problémák és megoldási stratégiák). Budapest: Friedrich-Ebert-Stiftung.

Hungarian Central Statistical Office (2018). Stadat database.

Juhász, B. (Ed.) (2014). The Price of the Years without Women. Public policy analysis of women’s situation in Hungary between 1989 and 2013 (A Nőtlen Évek Ára. A nők helyzetének közpolitikai elemzése, 1989-2013). Budapest: Hungarian Women’s Lobby (Magyar Női Érdekérvényesítő Szövetség).

Kováts, E. and Poim, M. (Eds.) (2015). Gender as Symbolic Glue. The position and role of conservative and far-right parties in the anti-gender mobilisations in Europe. France, Germany, Hungary, Poland and Slovakia. Budapest: FEPS and Friedrich-Ebert-Stiftung.

Neményi, M., Ságvári, B. and Tardos K. (2017). Legal Awareness of the Right to Equal Treatment. Survey Findings. Equal Treatment Authority - Hungarian Academy of Sciences Centre for Social Sciences, Budapest (Egyenlő Bánásmód Hatóság – Magyar Tudományos Akadémia Társadalomtudományi Kutatóközpont).

Országgyűlés, H. (2017). Women in the labour market (Nők a munkaerőpiacon). Budapest, 3 March 2017.  

Sándor, B. (2016). Monitoring how courts treat domestic violence in Hungary: a court watch programme (Csak legyintett arra, hogy családon belüli erőszak. Bíróságok monitorozása a párkapcsolati erőszakkal érintett esetek kezelésében). A Patent Egyesület 14 hónapos programjának ismertetése). Budapest: Patent Association (Patent Egyesület).

Sebők, C. (2017). Gender-based changes in time dedicated to household work between 1999-2000 and 2009-2010 (A háztartási munkára fordított idő nemek szerinti változásai 1999–2000 és 2009–2010 között). In: J. Katalin, S. Katalin and T. Károlyné (Eds.), Household work, voluntary work, invisible work, I. Measurement and analysis of household and voluntary work conference volume (Háztartási munka, önkéntes munka, láthatatlan munka, I. Háztartási és önkéntes munka mérése, elemzése konferenciakötet), pp. 15-58. Budapest: Hungarian Central Statistical Office (Központi Statisztikai Hivatal). 

Statute C of 2012 on the Criminal Code.

Statute I of 2012 on the Labour Code.

Tóth, O. (2017). Sexual violence in the mirror of the international studies (Szexuális erőszak két nemzetközi kutatás tükrében), In: P. Katalin (Ed.), Sexual violence: myth and reality (Szexuális erőszak: mítosz és valóság), pp 11-36. Budapest: National Institute of Criminology, Chief Prosecutor’s Office (Országos Kriminológiai Intézet).

Endnotes

[1] Government Resolution No.1004/I.21 on the National Strategy for the Promotion of Gender Equality – Guidelines and Objectives 2010-2021.

[2] Committee on the Elimination of Discrimination against Women (2013). Concluding observations. CEDAW/C/HUN/CO/7-8.

[3] Available to order at: net.jogtar.hu/jogszabaly?docid=A1800094.KOR (94/2018. (V. 22.) Korm. rendelet a Kormány tagjainak feladat- és hatásköréről, az Emberi Erőforrások Miniszterének feladat –és hatásköreinek leírása).

[4] Nők a munkaerőpiacon. Az Országgyűlés Hivatala által kiadott tájékoztató anyag. Budapest, 3 March 2017.

[5] Sebők, C. (2017). Gender-based changes in time dedicated to household work between 1999-2000 and 2009-2010 (A háztartási munkára fordított idő nemek szerinti változásai 1999–2000 és 2009–2010 között) In: J. Katalin, S. Katalin and T. Károlyné (Eds.), Household work, voluntary work, invisible work, I. Measurement and analysis of household and voluntary work conference volume (Háztartási munka, önkéntes munka, láthatatlan munka, I. Háztartási és önkéntes munka mérése, elemzése konferenciakötet), pp. 15-58. Budapest: Hungarian Central Statistical Office (Központi Statisztikai Hivatal).

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