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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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Latvia

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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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