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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • #3 Steps Forward
        • How can you make a difference?
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • WHAT
        • What is a Gender Equality Plan?
        • Terms and definitions
        • Which stakeholders need to be engaged into a GEP
        • About the Gear Tool
      • WHY
        • Horizon Europe GEP criterion
        • Gender Equality in Research and Innovation
        • Why change must be structural
        • Rationale for gender equality change in research and innovation
      • HOW
        • GEAR step-by-step guide for research organisations, universities and public bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR step-by-step guide for research funding bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
          • Work-life balance and organisational culture
          • Gender balance in leadership and decision making
          • Gender equality in recruitment and career progression
          • Integration of the sex/gender dimension into research and teaching content
          • Measures against gender-based violence including sexual harassment
          • Measures mitigating the effect of COVID-19
          • Data collection and monitoring
          • Training: awareness-raising and capacity building
          • GEP development and implementation
          • Gender-sensitive research funding procedures
        • Success factors for GEP development and implementation
        • Challenges & resistance
      • WHERE
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • Für wen ist dieses Toolkit gedacht?
      • Warum ist die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung für die europäischen Fonds in geteilter Verwaltung von Bedeutung?
        • Drei Gründe, warum es wichtig ist, den Gleichstellungsaspekt bei der Haushaltsplanung für die EU-Fonds zu berücksichtigen
      • Was ist die Berücksichtigung von Gleichstellungsaspekten bei der Haushaltsplanung?
        • Einführung der Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung
        • Was hat die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung mit den Lebenswirklichkeiten von Frauen und Männern zu tun?
        • Was umfasst die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung in der Praxis?
        • Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung im Rahmen der EU-Fonds
          • Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als Form der Einhaltung von EU-Rechtsvorschriften
          • Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als eine Form der Förderung der Rechenschaftspflicht und Transparenz bei der öffentlichen Haushaltsplanung und Verwaltung
          • Die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als Weg, um die Teilnahme von Frauen und Männern an den Haushaltsverfahren zu steigern
          • Die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als Weg zur Förderung der Gleichstellung von Frauen und Männern in ihrer gesamten Vielfalt
      • Wie können wir den Gleichstellungsaspekt bei der Haushaltsplanung im Rahmen der EU‑Fonds berücksichtigen? Praktische Instrumente und Beispiele aus den Mitgliedstaaten
        • Instrument 1: Verknüpfung der EU-Fonds mit dem EU-Rechtsrahmen zur Geschlechtergleichstellung
          • Gesetzgeberische und gesetzliche Grundlage für die Gleichstellungspolitik der EU
          • Konkrete Anforderungen für die Berücksichtigung der Geschlechtergleichstellung innerhalb der EU-Fonds
          • Grundlegende Voraussetzungen der EU-Fonds
          • Zusätzliche Ressourcen
        • Instrument 2: Analyse der geschlechtsspezifischen Ungleichheiten und Bedürfnisse auf nationaler und subnationaler Ebene
          • Schritte zur Bewertung und Analyse der geschlechtsspezifischen Ungleichheiten und Bedürfnisse
          • Schritt 1: Erfassung von Informationen und aufgeschlüsselten Daten zur Zielgruppe
          • Schritt 2: Ermittlung der vorhandenen geschlechtsspezifischen Ungleichheiten und der zugrunde liegenden Ursachen
          • Schritt 3: Direkter Austausch mit den Zielgruppen
          • Schritt 4. Schlussfolgerungen ziehen
          • Zusätzliche Ressourcen
        • Instrument 3: Operationalisierung der Geschlechtergleichstellung in den politischen Zielsetzungen (in Partnerschaftsvereinbarungen) und spezifischen Zielsetzungen/ Maßnahmen (in operationellen Programmen)
          • Schritte zur Operationalisierung der Geschlechtergleichstellung in Partnerschaftsvereinbarungen und operationellen Programmen
          • Allgemeine Leitlinien zur Operationalisierung der Geschlechtergleichstellung bei der Entwicklung der politischen Zielsetzungen, spezifischen Ziele und Maßnahmen
          • Checkliste für die Umsetzung des bereichsübergreifenden Grundsatzes der Gleichstellung der Geschlechter in Partnerschaftsvereinbarungen
          • Checkliste für die Umsetzung des bereichsübergreifenden Grundsatzes der Gleichstellung der Geschlechter in operationellen Programmen
          • Beispiele für die Integration der Geschlechtergleichstellung als bereichsübergreifender Grundsatz in die politischen Ziele und spezifischen Zielsetzungen
        • Instrument 4: Koordinierung der EU-Fonds zur Verbesserung der Vereinbarkeit von Beruf und Privatleben und Komplementaritäten zwischen diesen Fonds
          • Schritte zur Verbesserung der Koordinierung und Komplementarität zwischen den Fonds
          • Schritt 1: Ausrichtung an den Zielen der EU des strategischen Engagements für die Gleichstellung der Geschlechter und an den nationalen Zielen für die Geschlechtergleichstellung
          • Schritte 2 und 3: Ermittlung und Entwicklung möglicher Interventionen zur Verbesserung der Vereinbarkeit von Beruf und Privatleben
          • Schritt 4: Nachbereitung durch die Verwendung von Indikatoren im Rahmen der Überwachungs- und Evaluierungssysteme
          • Fiktive Fallstudie 1: Vereinbarkeit von bezahlter Arbeit und Kinderbetreuung
          • Fiktive Fallstudie 2: Vereinbarkeit von Schichtarbeit und Kinderbetreuung
          • Fiktive Fallstudie 3: Ausgleich zwischen Versorgungsarbeit für sich und andere
          • Fiktive Fallstudie 4: Vereinbarkeit von Pflege und Betreuung von Kindern und älteren Personen mit der Schichtarbeit
          • Zusätzliche Ressourcen
        • Instrument 5: Festlegung von Partnerschaften und Steuerung auf mehreren Ebenen – Identifizierung der relevanten Partnerinnen und Partner, die Rolle von Gleichstellungsexpertinnen und -experten und die Zusammensetzung der Überwachungsausschüsse
          • Schritte für die Festlegung von Partnerschaften und Steuerung auf mehreren Ebenen
          • Zusätzliche Ressourcen
        • Instrument 6: Ausarbeitung von quantitativen und qualitativen Indikatoren für die Förderung der Geschlechtergleichstellung
          • Schritte für die Entwicklung von quantitativen und qualitativen Indikatoren
          • EFRE und Kohäsionsfonds (die gleichen gemeinsamen Indikatoren)
          • Europäischer Sozialfonds Plus
          • Europäischer Meeres- und Fischereifonds
          • Zusätzliche Ressourcen
        • Instrument 7: Festlegung der gleichstellungsorientierten Kriterien für die Auswahl der Vorhaben
          • Schritte zur Unterstützung der gleichstellungsorientierten Entwicklung und Auswahl von Vorhaben
          • Checkliste für die Ausarbeitung von Aufforderungen zur Einreichung von Vorschlägen für Vorhaben
          • Checkliste für die Kriterien zur Auswahl der Vorhaben
          • Zusätzliches Instrument 7.a: Geschlechtergerechte Vereinbarungen mit den Projektträgern
        • Instrument 8: Nachverfolgung der Mittelzuweisungen für die Geschlechtergleichstellung bei den EU-Fonds
          • 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
        • Instrument 9: Einbeziehung der Geschlechtergleichstellung bei der Konzipierung des Projekts
          • Schritte für die Einbeziehung der Geschlechtergleichstellung bei der Konzipierung des Projekts
          • Schritt 1: Ausrichtung an den Gleichstellungszielen und Indikatoren der Partnerschaftsvereinbarungen und operationellen Programme
          • Schritt 2: Entwicklung des Vorhabens und Antrag
          • Schritt 3. Umsetzung des Vorhabens
          • Schritt 4. Beurteilung des Vorhabens
        • Instrument 10: Berücksichtigung der Geschlechterperspektive bei den Überwachungs- und Evaluierungsverfahren
          • Schritte zur Einbeziehung der Geschlechterperspektive in die Überwachungs- und Evaluierungsverfahren
          • Zusätzliche Ressourcen
        • Instrument 11: Berichterstattung zur Mittelverwendung für die Geschlechtergleichstellung im Rahmen der EU-Fonds
          • Nachverfolgung der Ausgaben für die Geschlechtergleichstellung
          • Zusätzliche Ressourcen
      • Ressourcen
        • Literaturverzeichnis
        • Abkürzungen
        • Danksagung
    • 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
        • #3 Steps Forward
          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
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          • GEAR action toolbox
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        • WHERE
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      • Gender-sensitive Parliaments
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        • 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
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        • Für wen ist dieses Toolkit gedacht?
        • Warum ist die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung für die europäischen Fonds in geteilter Verwaltung von Bedeutung?
          • Drei Gründe, warum es wichtig ist, den Gleichstellungsaspekt bei der Haushaltsplanung für die EU-Fonds zu berücksichtigen
        • Was ist die Berücksichtigung von Gleichstellungsaspekten bei der Haushaltsplanung?
          • Einführung der Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung
          • Was hat die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung mit den Lebenswirklichkeiten von Frauen und Männern zu tun?
          • Was umfasst die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung in der Praxis?
          • Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung im Rahmen der EU-Fonds
            • Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als Form der Einhaltung von EU-Rechtsvorschriften
            • Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als eine Form der Förderung der Rechenschaftspflicht und Transparenz bei der öffentlichen Haushaltsplanung und Verwaltung
            • Die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als Weg, um die Teilnahme von Frauen und Männern an den Haushaltsverfahren zu steigern
            • Die Berücksichtigung des Gleichstellungsaspekts bei der Haushaltsplanung als Weg zur Förderung der Gleichstellung von Frauen und Männern in ihrer gesamten Vielfalt
        • Wie können wir den Gleichstellungsaspekt bei der Haushaltsplanung im Rahmen der EU‑Fonds berücksichtigen? Praktische Instrumente und Beispiele aus den Mitgliedstaaten
          • Instrument 1: Verknüpfung der EU-Fonds mit dem EU-Rechtsrahmen zur Geschlechtergleichstellung
            • Gesetzgeberische und gesetzliche Grundlage für die Gleichstellungspolitik der EU
            • Konkrete Anforderungen für die Berücksichtigung der Geschlechtergleichstellung innerhalb der EU-Fonds
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          • Instrument 2: Analyse der geschlechtsspezifischen Ungleichheiten und Bedürfnisse auf nationaler und subnationaler Ebene
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            • Schritt 1: Erfassung von Informationen und aufgeschlüsselten Daten zur Zielgruppe
            • Schritt 2: Ermittlung der vorhandenen geschlechtsspezifischen Ungleichheiten und der zugrunde liegenden Ursachen
            • Schritt 3: Direkter Austausch mit den Zielgruppen
            • Schritt 4. Schlussfolgerungen ziehen
            • Zusätzliche Ressourcen
          • Instrument 3: Operationalisierung der Geschlechtergleichstellung in den politischen Zielsetzungen (in Partnerschaftsvereinbarungen) und spezifischen Zielsetzungen/ Maßnahmen (in operationellen Programmen)
            • Schritte zur Operationalisierung der Geschlechtergleichstellung in Partnerschaftsvereinbarungen und operationellen Programmen
            • Allgemeine Leitlinien zur Operationalisierung der Geschlechtergleichstellung bei der Entwicklung der politischen Zielsetzungen, spezifischen Ziele und Maßnahmen
            • Checkliste für die Umsetzung des bereichsübergreifenden Grundsatzes der Gleichstellung der Geschlechter in Partnerschaftsvereinbarungen
            • Checkliste für die Umsetzung des bereichsübergreifenden Grundsatzes der Gleichstellung der Geschlechter in operationellen Programmen
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          • Instrument 4: Koordinierung der EU-Fonds zur Verbesserung der Vereinbarkeit von Beruf und Privatleben und Komplementaritäten zwischen diesen Fonds
            • Schritte zur Verbesserung der Koordinierung und Komplementarität zwischen den Fonds
            • Schritt 1: Ausrichtung an den Zielen der EU des strategischen Engagements für die Gleichstellung der Geschlechter und an den nationalen Zielen für die Geschlechtergleichstellung
            • Schritte 2 und 3: Ermittlung und Entwicklung möglicher Interventionen zur Verbesserung der Vereinbarkeit von Beruf und Privatleben
            • Schritt 4: Nachbereitung durch die Verwendung von Indikatoren im Rahmen der Überwachungs- und Evaluierungssysteme
            • Fiktive Fallstudie 1: Vereinbarkeit von bezahlter Arbeit und Kinderbetreuung
            • Fiktive Fallstudie 2: Vereinbarkeit von Schichtarbeit und Kinderbetreuung
            • Fiktive Fallstudie 3: Ausgleich zwischen Versorgungsarbeit für sich und andere
            • Fiktive Fallstudie 4: Vereinbarkeit von Pflege und Betreuung von Kindern und älteren Personen mit der Schichtarbeit
            • Zusätzliche Ressourcen
          • Instrument 5: Festlegung von Partnerschaften und Steuerung auf mehreren Ebenen – Identifizierung der relevanten Partnerinnen und Partner, die Rolle von Gleichstellungsexpertinnen und -experten und die Zusammensetzung der Überwachungsausschüsse
            • Schritte für die Festlegung von Partnerschaften und Steuerung auf mehreren Ebenen
            • Zusätzliche Ressourcen
          • Instrument 6: Ausarbeitung von quantitativen und qualitativen Indikatoren für die Förderung der Geschlechtergleichstellung
            • Schritte für die Entwicklung von quantitativen und qualitativen Indikatoren
            • EFRE und Kohäsionsfonds (die gleichen gemeinsamen Indikatoren)
            • Europäischer Sozialfonds Plus
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            • Zusätzliche Ressourcen
          • Instrument 7: Festlegung der gleichstellungsorientierten Kriterien für die Auswahl der Vorhaben
            • Schritte zur Unterstützung der gleichstellungsorientierten Entwicklung und Auswahl von Vorhaben
            • Checkliste für die Ausarbeitung von Aufforderungen zur Einreichung von Vorschlägen für Vorhaben
            • Checkliste für die Kriterien zur Auswahl der Vorhaben
            • Zusätzliches Instrument 7.a: Geschlechtergerechte Vereinbarungen mit den Projektträgern
          • Instrument 8: Nachverfolgung der Mittelzuweisungen für die Geschlechtergleichstellung bei den EU-Fonds
            • 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
          • Instrument 9: Einbeziehung der Geschlechtergleichstellung bei der Konzipierung des Projekts
            • Schritte für die Einbeziehung der Geschlechtergleichstellung bei der Konzipierung des Projekts
            • Schritt 1: Ausrichtung an den Gleichstellungszielen und Indikatoren der Partnerschaftsvereinbarungen und operationellen Programme
            • Schritt 2: Entwicklung des Vorhabens und Antrag
            • Schritt 3. Umsetzung des Vorhabens
            • Schritt 4. Beurteilung des Vorhabens
          • Instrument 10: Berücksichtigung der Geschlechterperspektive bei den Überwachungs- und Evaluierungsverfahren
            • Schritte zur Einbeziehung der Geschlechterperspektive in die Überwachungs- und Evaluierungsverfahren
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          • Instrument 11: Berichterstattung zur Mittelverwendung für die Geschlechtergleichstellung im Rahmen der EU-Fonds
            • Nachverfolgung der Ausgaben für die Geschlechtergleichstellung
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          • Literaturverzeichnis
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      • Gender-responsive Public Procurement
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          • Tool 1:Self-assessment questionnaire about the legal
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            • 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
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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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Latvia

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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

Prior to 2004, the European Union (EU) accession process played an essential role in promoting gender mainstreaming in Latvia, with the EU Equality Directives being transposed into national law and principles enshrined in the fundamental EU Treaties being applied in national legislation and policy-making.

Article 91, amended to the 1922 Latvian Constitution in 1998, states that ’All human beings in Latvia shall be equal before the law and the courts. Human rights shall be realised without discrimination of any kind’ . Although there is no specific provision on gender equality, various laws in specific policy areas (e.g. labour law) entail provisions on gender equality. With respect to Latvia’s actions on equal opportunities at European level, gender equality is included as a horizontal priority for actions undertaken by the European Social Fund (ESF) and by all EU Structural Funds in the period 2007–2013.

At national level, gender equality is ensured by the Minister of Welfare, who is responsible for planning, implementing and coordinating gender equality policy, despite the lack of formal legislation assigning responsibility for gender equality matters to a government body. Overall, awareness of gender equality and its importance in action plans, strategies and budgets is very limited at national level [1]. In general terms, there remains a prevailing perception that inequality between women and men at work and during social activities is acceptable and even positive.

Legislative and policy framework

Latvia does not have a specific legal regulation on gender equality, although the prevention of discrimination on the grounds of sex [2] is legislated under various laws. Initially, gender equality principles were integrated into the area of labour relations. Over the years, gender equality has developed further and has been embedded in policy areas such as social protection, social insurance, employment, education and healthcare, as well as the provision of goods and services in both the public and private sectors.

While there is a similar lack of a legal basis for gender mainstreaming, Latvia’s commitment is evident in its strategic documents. The first Concept Paper on Gender Equality Implementation (2001) established gender mainstreaming as an approach for developing, implementing and sustaining gender equality. This Concept Paper was used as the basis for the development of further action plans and documents. Since then, it has been adjusted and improved in response to economic, social, and political changes and increasing awareness of how gender pervades all government policies.

Gender mainstreaming has thus been at the centre of each of the policy action plans adopted by the government in 2004, 2007, 2012, and 2018. These plans focused on different aspects of gender mainstreaming, including raising awareness of integrated, coordinated implementation of gender equality issues and the development of sustainable institutional mechanisms.

The Plan for the Promotion of Equal Rights and Opportunities for Women and Men for 2018–2020 [3] aims to promote integrated, purposeful and efficient implementation of sectoral policies. The plan is in line with the EU Roadmap for Gender Equality. The objectives set out in the Plan focus on five directions of action:

  1. Promotion of economic independence and equal opportunities for women and men in the labour market.
  2. Promotion of equal educational opportunities for girls and boys, women and men.  
  3. Reduction of the prevalence of gender-based violence.
  4. Strengthening the capacity of authorities in gender equality issues.  
  5. Educating the public in gender equality issues.

To increase public understanding – and that of the relevant authorities - of each of the selected sectoral policies and their connection with gender equality principles, one field will be targeted each year.

The Ministry of Welfare is responsible for the implementation of the Plan, in close cooperation with other ministries, the Ombudsman, social partners and gender equality NGOs. No budget is foreseen for the implementation of the plan, but, rather, activities are intended to be implemented within the framework of the state budget resources granted to the relevant authorities. This is considered a key weakness of the Plan, as it provides no specific fund for pursuing gender equality. Other issues are the lack of specific evaluation procedures, and the fact that evaluation is undertaken only at the end of the planning period and is carried out by the Ministry of Welfare itself.

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Structures

Government responsibilities

Although there is no national legislation (laws or regulations) that serves as a legal basis to assign gender equality responsibilities to a specific government body/public institution, the Ministry of Welfare has been responsible for the development of gender equality policy in the government since 1999 [4]. Since 2003, gender equality issues have been the responsibility of the Department of European and Legal Affairs, of which the Gender Equality Unit was originally a part. In December 2009, gender equality became part of the policy field of the Equal Opportunities Division, together with equal opportunities for people with disabilities and social inclusion policy. Since 2012, the Gender Equality Unit is integrated into the Social Policy Planning and Development Department at the Ministry of Welfare.

The Social Policy Planning and Development Department is responsible for the coordination of gender equality policy, monitoring and assessment. It is also tasked with the promotion of programmes and projects and assessing their political impact from a gender equality perspective. This encompasses research or analysis of gender equality issues, and information, publishing and training events.  In 2018, two members of the Social Policy Planning and Development Department dealt directly with gender equality issues, supported by the Director of the Department and the Deputy State Secretary.

The Committee of Gender Equality was established within the Ministry of Welfare by Ministerial Order [5], to ensure effective coordination of the activities performed by different ministries, social partners, NGOs and other relevant actors. It is composed of representatives from state administration institutions and government agencies, the Latvian Association of Local and Regional Governments, the Ombudsman, social partners and other organisations and institutions competent in gender equality issues. The Committee’s main task is to provide support, thus it has no direct policy-making or legislative function. It provides expertise to policy makers by giving its opinion on legislative proposals and possible legislation and policy developments. In addition, it summarises research activities and their findings, and analyses statistical data, court cases and other relevant information.

Independent gender equality body

According to the Ombudsman Law (Section 11, point 2), one of the main functions of the office is ‘to promote the compliance with the principles of equal treatment and prevention of any discrimination’. The Ombudsman examines complaints of discrimination against private persons and offers legal protection for the victims of discrimination, as well as legal counselling. The office of the Ombudsman does not actively pursue gender equality, as distinct from gender-based discrimination.

Parliamentary bodies

There is no specific representative elected body focused on gender equality in the parliament of Latvia. Traditionally, gender equality issues fall under the competence of the parliamentary Committee on Human Rights and Public Affairs. The involvement of this Committee with gender issues, however, is minimal.  

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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 Latvia.

The Committee of Gender Equality at the Ministry of Welfare coordinates the tasks of gender mainstreaming. It meets quarterly and promotes the use of various gender mainstreaming tools:

  1. gender analysis;
  2. gender awareness-raising;
  3. gender budgeting;
  4. gender impact assessment [6];
  5. gender indicators;
  6. gender monitoring [7];
  7. gender statistics; and
  8. sex-disaggregated data.

A methodology has only been developed for sex-disaggregated data. Gender impact assessment has formed part of larger equal opportunities impact assessments.

In March 2019, the mid-term evaluation of the impact of EU funds on the achievement of the horizontal principle ‘Equal opportunities’ (which promotes gender equality, anti-discrimination, the rights of persons with disabilities, and inclusion) was carried out for the 2014-2020 programming period [8]. Gender equality was one of four aspects analysed, with the impact assessment concluding that ‘in the area of gender equality, there is a growing awareness of the importance of equal opportunities in all areas of life, regardless of gender’.

With respect to gender budgeting, a regulation of the Cabinet of Ministers foresees the results of budget analysis should be disaggregated by sex.

Training and awareness-raising  

Government employees participate in gender equality training on an ad hoc basis. There is no specific legal basis for compulsory gender equality training. The Plan for the Promotion of Equal Rights and Opportunities for Women and Men for 2018–2020 includes the aim of strengthening the capacity of authorities in respect of gender equality. It aims to educate officials and public administration staff on gender equality and sets several related targets: one training session for high-level officials [9]; three training sessions for employees of public bodies [10]; and eight workshops for employees of federal agencies involved in the management and administration of EU funds [11]. The Plan specifies the number of training sessions but not the number of participants [12]. The Ministry of Welfare has been charged with organising these training sessions, in cooperation with the State Chancellery and the Society Integration Foundation.

The Ministry of Welfare newsletter on gender equality provides information about news and events related to gender equality policy [13]. The Ministry also produces some materials for its target groups, in the form of brochures, leaflets and online publications, for example, on issues such as violence against women. These publications often form part of the deliverables of other projects [14].

Gender statistics

The Central Statistical Bureau of Latvia collects statistical data disaggregated by sex. Primary information is also presented disaggregated by gender (e.g. the Statistical Yearbook). More specific data are collected but not necessarily presented by gender. If a ministry is interested in sex-disaggregated data for certain issues, it can break the data down by gender and include the analysis in its own publications. Some government institutions still do not collect sex-disaggregated data on their services, however. The Central Statistical Bureau also carries out research (e.g. Workforce Survey, Statistical Bulletin on Household Budget, statistical data collection on Time Use of the Population of Latvia, etc.). These surveys include data and analysis from a gender perspective, and the research and publications are publicly available on the Bureau’s website.

The complete information on sex-disaggregated data is summarised regularly (once every three years) in the publication ‘Women and Men in Latvia’. This collection of statistics aims to provide statistical information on the status of women and men in society: numbers of women and men, age and ethnicity, number of marriages and divorces, fertility and mortality, morbidity, employment, unemployment, wages and salaries, income, at-risk-of-poverty rate, social protection, education, tourism, use of information technology, crime, and representation in legislative and executive institutions.

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Good practices

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References

Baltic Institute of Social Sciences (2019). The mid-term evaluation of the impact of the EU funds on the achievement of the horizontal principle ‘Equal opportunities’, promoting gender equality, the rights of persons with disabilities and inclusion, antidiscrimination in the 2014-2020 programming period.

Committee on the Elimination of Discrimination against Women (2004). Concluding observations. A/59/38(SUPP).

Informatīvais ziņojums par Programmā dzimumu līdztiesības īstenošanai 2005.-2006.gadam iekļauto pasākumu īstenošanas gaitu 2005. gadā (2006).

Informatīvais ziņojums par Programmā dzimumu līdztiesības īstenošanai 2005.-2006.gadam iekļauto pasākumu īstenošanas gaitu 2006. gadā (2007). 

Informatīvais ziņojums par Programmā dzimumu līdztiesības īstenošanai 2007.-2010. gadam iekļauto pasākumu īstenošanas gaitu 2007.-2008. gadā (2009). 

Informatīvais ziņojums par Programmas dzimumu līdztiesības īstenošanai 2007. - 2010.gadam izpildi (2011).

Informatīvais ziņojums par Plāna dzimumu līdztiesības īstenošanai 2012.-2014.gadam izpildi.

Koncepcija dzimumu līdztiesības īstenošanai (2001). 

Plāns dzimumu līdztiesības īstenošanai 2012.-2014.gadam (2012). 

Plāns sieviešu un vīriešu vienlīdzīgu tiesību un iespēju veicināšanai 2018.-2020.gadam. 

Programmas dzimumu līdztiesības īstenošanai 2005.-2006.gadam kopsavilkums (2004). 

Programmas dzimumu līdztiesības īstenošanai 2007.-2010.gadam informatīvā daļa (2006).

Sievietes un vīrieši Latvijā (2016).

Zitmane, M. (2016). Evils of the Istanbul Convention. Discourse analysis of Latvian press publications. Femeris : Revista Multidisciplinar de Estudios de Género, 3(1), pp. 111-124.

Endnotes

[1] Dzimuma aspekta ietekmes analīze valsts un pašvaldību budžeta procesos (Gender impact aspect implementation in the state and municipal budgetary processes) (2017). 

[2] The term ‘sex’ is used in Latvian for gender equality. In Latvian the term ‘gender equality’ is translated as sex equality, accordingly law prohibits discrimination based on sex.

[3] It is important to stress that the title of the action plan has changed from ‘Gender Equality Action Plan’ to ‘Equal Rights and Opportunities for Women and Men’. This reflects an attempt to stay away from the controversies stemming from use of the term ‘gender’.

[4] The functions and competence of the Ministry of Welfare are set out in the By-law of the Ministry of Welfare, Cabinet Regulation No. 49, adopted on 27 January 2004.

[5] The Committee was set up by the Ministerial Order of 10 May 2010.

[6] In Latvia, a kind of gender impact assessment was partly introduced as a part of the mid-term evaluation carried out for the Ministry of Finance, as the Managing Authority of EU Funds’ implementation.

[7] The latest gender monitoring report is  the ’Informative Report on the Implementation of the Plan for the Implementation of Gender Equality for 2012-2014;.

[8] Baltic Institute of Social Sciences (2019). The mid-term evaluation of the impact of the EU funds on the achievement of the horizontal principle ‘Equal opportunities’, promoting gender equality, the rights of persons with disabilities and inclusion, antidiscrimination in the 2014-2020 programming period. 

[9] The training is planned as part of the ESF-funded project implemented by the State Chancellery for capacity-building among higher level officials.

[10] Training will be funded from the budget of the Ministry of Welfare.

[11] The workshops are planned as part of the  ESF-funded project implemented by the Ministry of Welfare, aimed at fostering the functions of the coordinating body for the implementation of the horizontal principle of equal opportunities.

[12] Such training, where it takes place, is ad hoc and is foreseen as part of the activities of other projects implemented by public bodies or NGOs. For example, in 2017, the Society Integration Foundation implemented a pilot project on gender budgeting and organised a series of seminars with almost 100 participants.

[13] Ministry of Welfare. Newsletter on gender equality issues.

[14] Ministry of Welfare. Information about projects and events in the domain of gender equality.

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