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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • WHAT
        • What is a Gender Equality Plan?
        • Terms and definitions
        • Which stakeholders need to be engaged into a GEP
        • About the Gear Tool
      • WHY
        • Horizon Europe GEP criterion
        • Gender Equality in Research and Innovation
        • Why change must be structural
        • Rationale for gender equality change in research and innovation
      • HOW
        • GEAR step-by-step guide for research organisations, universities and public bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR step-by-step guide for research funding bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
          • Work-life balance and organisational culture
          • Gender balance in leadership and decision making
          • Gender equality in recruitment and career progression
          • Integration of the sex/gender dimension into research and teaching content
          • Measures against gender-based violence including sexual harassment
          • Measures mitigating the effect of COVID-19
          • Data collection and monitoring
          • Training: awareness-raising and capacity building
          • GEP development and implementation
          • Gender-sensitive research funding procedures
        • Success factors for GEP development and implementation
        • Challenges & resistance
      • WHERE
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • Who is this toolkit for?
      • What is gender budgeting?
        • Introducing gender budgeting
        • Gender budgeting in women’s and men’s lived realities
        • What does gender budgeting involve in practice?
        • Gender budgeting in the EU Funds
          • Gender budgeting as a way of complying with EU legal requirements
          • Gender budgeting as a way of promoting accountability and transparency
          • Gender budgeting as a way of increasing participation in budget processes
          • Gender budgeting as a way of advancing gender equality
      • Why is gender budgeting important in the EU Funds?
        • Three reasons why gender budgeting is crucial in the EU Funds
      • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
        • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
          • Legislative and regulatory basis for EU policies on gender equality
          • Concrete requirements for considering gender equality within the EU Funds
          • EU Funds’ enabling conditions
          • Additional resources
        • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
          • Steps to assess and analyse gender inequalities and needs
          • Step 1. Collect information and disaggregated data on the target group
          • Step 2. Identify existing gender inequalities and their underlying causes
          • Step 3. Consult directly with the target groups
          • Step 4. Draw conclusions
          • Additional resources
        • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
          • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
          • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
          • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
          • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
          • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
        • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
          • Steps for enhancing coordination and complementarities between the funds
          • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
          • Steps 2 and 3. Identifying and developing possible work-life balance interventions
          • Step 4. Following-up through the use of indicators within M&E systems
          • Fictional case study 1: reconciling paid work and childcare
          • Fictional case study 2: reconciling shift work and childcare
          • Fictional case study 3: balancing care for oneself and others
          • Fictional case study 4: reconciling care for children and older persons with shift work
          • Additional resources
        • Tool 5: Defining partnerships and multi-level governance
          • Steps for defining partnerships and multi-level governance
          • Additional resources
        • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
          • Steps to develop quantitative and qualitative indicators
          • ERDF and Cohesion Fund
          • ESF+
          • EMFF
          • Additional resources
        • Tool 7: Defining gender-sensitive project selection criteria
          • Steps to support gender-sensitive project development and selection
          • Checklist to guide the preparation of calls for project proposals
          • Checklist for project selection criteria
          • Supplementary tool 7.a: Gender-responsive agreements with project implementers
        • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Ensuring gender relevance in EU Funds
          • The tracking system
          • Steps for tracking resource allocations on gender equality
          • Step 1: Ex ante approach
          • Step 2: Ex post approach
          • Examples of Step 2a
          • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
          • Annex 2: The EU’s gender equality legal and policy framework
        • Tool 9: Mainstreaming gender equality in project design
          • Steps to mainstream gender equality in project design
          • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
          • Step 2. Project development and application
          • Step 3. Project implementation
          • Step 4. Project assessment
        • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
          • Steps to integrate a gender perspective in M&E processes
          • Additional resources
        • Tool 11: Reporting on resource spending for gender equality in the EU Funds
          • Tracking expenditures for gender equality
          • Additional resources
      • Resources
        • References
        • Abbreviations
        • Acknowledgements
    • Gender-responsive Public Procurement
      • Back to toolkit page
      • Who is this toolkit for?
        • Guiding you through the toolkit
      • What is gender-responsive public procurement?
        • How is gender-responsive public procurement linked to gender equality?
        • How is gender-responsive public procurement linked to gender budgeting?
      • Why is gender-responsive public procurement important?
        • Five reasons why gender-responsive public procurement
        • Why was this toolkit produced
      • Gender-responsive public procurement in practice
        • Legal framework cross-references gender equality and public procurement
        • Public procurement strategies cover GRPP
        • Gender equality action plans or strategies mention public procurement
        • Capacity-building programmes, support structures
        • Regular collaboration between gender equality bodies
        • Effective monitoring and reporting systems on the use of GRPP
        • Tool 1:Self-assessment questionnaire about the legal
        • Tool 2: Overview of the legislative, regulatory and policy frameworks
      • How to include gender aspects in tendering procedures
        • Pre-procurement stage
          • Needs assessment
          • Tool 3: Decision tree to assess the gender relevance
          • Preliminary market consultation
          • Tool 4: Guiding questions for needs assessment
          • Defining the subject matter of the contract
          • Choosing the procedure
          • Tool 5: Decision tree for the choice of procedure for GRPP
          • Dividing the contract into lots
          • Tool 6: Guiding questions for dividing contracts into lots for GRPP
          • Light regime for social, health and other specific services
          • Tool 7: Guiding questions for applying GRPP under the light regime
          • Tool 8: Guiding questions for applying GRPP under the light regime
          • Reserved contracts
          • Preparing tender documents
        • Procurement stage
          • Exclusion grounds
          • Selection criteria
          • Technical specifications
          • Tool 9: Decision tree for setting GRPP selection criteria
          • Award criteria
          • Tool 10: Formulating GRPP award criteria
          • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
          • Use of labels/certifications
        • Post-procurement stage
          • Tool 12: Checklist for including GRPP contract performance conditions
          • Subcontracting
          • Monitoring
          • Reporting
          • Tool 13: Template for a GRPP monitoring and reporting plan
      • References
      • Additional resources
  • Methods and tools
    • Browse
    • About EIGE's methods and tools
    • Gender analysis
    • Gender audit
    • Gender awareness-raising
    • Gender budgeting
    • Gender impact assessment
    • Gender equality training
    • Gender evaluation
    • Gender statistics and indicators
    • Gender monitoring
    • Gender planning
    • Gender-responsive public procurement
    • Gender stakeholder consultation
    • Sex-disaggregated data
    • Institutional transformation
    • Examples of methods and tools
    • Resources
  • Good practices
    • Browse
    • About good practices
    • EIGE’s approach to good practices
  • Country specific information
    • Belgium
      • Overview
      • Browse all Belgium content
    • Bulgaria
      • Overview
      • Browse all Bulgaria content
    • Czechia
      • Overview
      • Browse all Czechia content
    • Denmark
      • Overview
      • Browse all Denmark content
    • Germany
      • Overview
      • Browse all Germany content
    • Estonia
      • Overview
      • Browse all Estonia content
    • Ireland
      • Overview
      • Browse all Ireland content
    • Greece
      • Overview
      • Browse all Greece content
    • Spain
      • Overview
      • Browse all Spain content
    • France
      • Overview
      • Browse all France content
    • Croatia
      • Overview
      • Browse all Croatia content
    • Italy
      • Overview
      • Browse all Italy content
    • Cyprus
      • Overview
      • Browse all Cyprus content
    • Latvia
      • Overview
      • Browse all Latvia content
    • Lithuania
      • Overview
      • Browse all Lithuania content
    • Luxembourg
      • Overview
      • Browse all Luxembourg content
    • Hungary
      • Overview
      • Browse all Hungary content
    • Malta
      • Overview
      • Browse all Malta content
    • Netherlands
      • Overview
      • Browse all Netherlands content
    • Austria
      • Overview
      • Browse all Austria content
    • Poland
      • Overview
      • Browse all Poland content
    • Portugal
      • Overview
      • Browse all Portugal content
    • Romania
      • Overview
      • Browse all Romania content
    • Slovenia
      • Overview
      • Browse all Slovenia content
    • Slovakia
      • Overview
      • Browse all Slovakia content
    • Finland
      • Overview
      • Browse all Finland content
    • Sweden
      • Overview
      • Browse all Sweden content
    • United Kingdom
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • 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
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          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
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            • ERDF and Cohesion Fund
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          • Tool 7: Defining gender-sensitive project selection criteria
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          • Tool 9: Mainstreaming gender equality in project design
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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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      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
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      • 3. Domain of money
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        • Gender equality in education standing still even as women graduates outnumber men graduates
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      • 5. Domain of time
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        • More women in decision-making but still a long way to go
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      • 7. Domain of health
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Malta

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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

Gender equality is not enshrined in the Maltese Constitution and the discourse surrounding gender mainstreaming is relatively new. The first reference to the term in official documentation is the Office of the Prime Minister (OPM) Circular No. 24/2000 ‘Gender Mainstreaming’ (issued in 2000). Previous documentation focuses on equality of the sexes and gender equality, but gender mainstreaming is now defined as the ‘process of assessing the implications for women and men of any planned action and integrating them within the dimension of the design, implementation, monitoring and evaluation of the policies and programmes in all political, economic and social spheres’[1].

An EU report included Malta in the group of countries that ‘… are in the first phase of gender mainstreaming implementation. They have started to implement gender mainstreaming in strict relation to EU equal treatment directives and have little infrastructure for the implementation of gender mainstreaming. The integration of gender equality issues within national policies is mainly associated with membership in the EU’ [2]. 

Malta itself ‘reported that they have plans neither for gender equality policy nor for gender mainstreaming’ [3] and its use of gender mainstreaming tools has declined since 2012. Malta has also asked for EU funding to implement and evaluate the current gender mainstreaming propositions, going so far as to suggest stricter supervision by the European Commission.   

Despite this, Malta has a toolkit for training purposes, it uses gender impact assessment and has tried gender budgeting. Although ‘there were specific resources in form of money or personnel for implementing gender mainstreaming’[4], it is generally viewed as a human resources issue within the country[5]. It appears, for instance, that the (limited) statistical data produced by different entities could benefit from greater coordination, a task that could be managed by the newly established Gender Mainstreaming Unit. An inter-ministerial committee that is to be launched could play a similar coordination role. 

Legislative and policy framework

Although not legally bound to, the government has set itself the task of monitoring gender mainstreaming in its ministries. A de facto binding decision is defined in the circulars issued by the Office of the Prime Minister (OPM). The role of coordinating gender mainstreaming was allocated to the NCPE.

At present, Malta does not have a national strategy or action plan on gender mainstreaming. However, the country intends to adopt a Strategy and Action Plan in 2019, covering the years 2019-2022. On the occasion of Women’s Day 2019, an online public consultation (OPC) process was launched in respect of the document, ‘Towards a Gender Equality Mainstreaming Framework’. The consultation process ran until 8 April and feedback is still being evaluated. The Gender Mainstreaming Unit will then develop and implement ‘the first national strategy and action plan in relation to gender equality mainstreaming, and the introduction of corresponding legislation’[6].

The consultation document states that an inter-ministerial committee on gender mainstreaming will be established to ensure coordination between the Human Rights and Integration Directorate (HRID) and the ministries to implement the forthcoming Strategy and Action Plan.

In its last concluding recommendations on the implementation of the Convention on the Elimination of all Forms of Discrimination against Women (CEDAW)[7], the Committee on the Elimination of Violence against Women commended the work carried out by the NCPE and its numerous projects to raise awareness of gender equality. The Committee welcomed EU support for the projects, while noting a concern about the dependence of the institutional mechanisms for gender mainstreaming on EU funding.

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Structures

Government responsibilities

Equality measures in Malta are the responsibility of a cabinet minister, who can hold other competences at the same time. Gender equality is currently part of the Ministry for European Affairs and Equality (MEAE).  The range of responsibilities (as established by law) includes equality, industrial relations, health and safety at work, EU funds and programmes, state aid, social dialogue and nuclear security. The powers of ministers and the cabinet are derived from the Constitution of Malta. The cabinet endeavours to operate on a consensus level, with ministers having the power and responsibility to take autonomous policy initiatives by presenting cabinet memos for endorsement. Cabinet meetings are generally private. A junior minister (parliamentary secretary and part of the cabinet) also has responsibility for reform, including the issue of gender balance in parliament within the context of constitutional reform, together with legal issues concerning prostitution. The parliamentary secretary is part of the OPM.

The MEAE has a number of entities that focus on women’s issues. These include the National Commission for the Promotion of Equality (Il-Kummissjoni ghall-Promozzjoni tal-Ugwaljanza, NCPE) (set up under Chapter 456 of the Laws of Malta), the Commission on Gender-Based Violence and Domestic Violence (Kummissjoni dwar il-Vjolenza tal-Generu u l-Vjolenza Domestika, set up under Chapter 581 of the Laws of Malta), the Inter-ministerial Committee on Domestic Violence, and the Consultative Council for Women’s Rights (these latter are officially appointed bodies). The NCPE has managed various gender mainstreaming projects, either at EU level or commissioned by another international institution, including a report on gender responsive budgeting, which looks at the experience of five European countries[8]. The NCPE coordinates committees and acts as a contact point.

Under the MEAE is the Human Rights and Integration Directorate (HRID), which is the government’s gender equality body and part of the civil service. The HRID was set up in 2015 and became fully functional in 2017. It appears to be more focused on human rights and the integration of minorities, particularly since successfully spearheading legislation on LGBTQI+ issues in recent years. The HRID is not consulted on gender equality issues very often, in part because it is a new directorate, and work on gender equality and gender mainstreaming strategies remain in their infancy.

Although relatively small, the HRID has a broad remit, meaning that its limited workforce must follow several issues at a time. The tasks of the Directorate include: initiating and drafting legislation associated with gender equality; promoting the implementation of government decisions; monitoring, assessment and analysis of reform; drafting and coordinating anti-discrimination policy; conducting research on gender equality issues; engaging in related EU and international affairs; and providing information and training.  All of these tasks will now be taken over by the Gender Mainstreaming Unit, which was established within the HRID in January 2019. This unit is at intermediate level within the Ministry.

The Gender Mainstreaming Unit will concentrate primarily on gender mainstreaming in all policy areas and will take an intersectional approach to gender equality. Although it does not have a legal basis, the Unit forms part of the general bureaucratic structure of the civil service. Together with the HRID, it will lead legislation on gender equality and gender mainstreaming later in 2019. The unit will need to grow if it is to deal with all issues involving gender equality and gender mainstreaming. It is also expected to need more resources if it is to drive ambitious reform in terms of gender mainstreaming.

Independent gender equality body

The NCPE is the legally established independent equality body for the promotion of equal treatment without discrimination (Chapter 456 of the Laws of Malta, i.e. the Equality for Men and Women Act). The Act is dated 9 December 2003 and was amended by Legal Notice 427 of 2007 and Acts IV of 2009, IX of 2012, XVIII of 2014 and VII and XI of 2015.

The NCPE’s mandate encompasses different types of discrimination, including ‘discrimination based on sex or because of family responsibilities, sexual orientation, age, religion or belief, racial or ethnic origin, or gender identity, gender expression or sex characteristics and (...) the treatment of a person in a less favourable manner than another person is, has been or would be treated on these grounds’[9],.

Even though the Act does not provide for intersectionality, the NCPE may nevertheless take an intersectional approach to gender equality. The new Equality Bill, which is expected to be presented in parliament by the end of 2019, will take this into consideration. The NCPE is independent in its case assessments, situational analyses and decisions, and reports to the MEAE.

In addition to the NCPE, there is also a Consultative Council for Women’s Rights, set up by MEAE in 2017, which does not have legal status but incorporates 22 NGOs/civil rights entities that deal with various women’s issues. The Council aims to advise the government on women’s issues, policies and other measures by engaging in continuous dialogue with the Minister. The Council is currently divided into several committees, covering the gender pay gap, the introduction of gender equality quotas for all government appointed boards, prostitution, more measures dealing with gender-based and domestic violence, equality legislation, and the proposed Work-Life Balance Directive.

Parliamentary bodies

As regards representative elected bodies, ministries, departments and government entities are required to prepare annual reports that are then presented to parliament. The Labour Party is currently in government and its electoral manifesto became its action plan for the subsequent five years. Reports on the overarching measures and specific key performance indicators are discussed on a monthly basis in inter-ministerial meetings. Some entities also hold an annual conference, including the NCPE. However, there is no specific gender equality committee in parliament and therefore no regular reporting on the progress of gender equality. Other committees may discuss gender-related issues on an ad hoc basis.

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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 Malta.

As yet, Malta has little experience of gender mainstreaming tools, using gender stakeholder consultation and some sex-disaggregated data only on an irregular basis. Gender equality indicators are limited. Other tools such as gender impact assessment in drafting legislation, gender budgeting, gender audit (except in the case of MEAE in relation to its own legislative proposals) and gender planning in general are largely unknown concepts. The general government budget does not make any clear statement on gender-related objectives.

The coming years are likely to bring increased awareness of gender mainstreaming, given the forthcoming legislation and the new Gender Mainstreaming Unit. In view of these proposals, the HRID has already engaged in several evaluation processes to assess the current situation, although none of the reports commissioned are available to the public. Malta stands to gain significantly from the experiences of other countries in implementing gender mainstreaming.  

Training and awareness-raising

On 5 March 2019, the Permanent Secretary of the MEAE issued a circular on training sessions, in connection with the reporting obligations of government departments and entities. The training sessions deal with ‘Gender Mainstreaming in Practice’ and were offered by the NCPE on 27/29 March 2019.  The initiative was likely a response to the concerns raised in the NCPE annual report, which noted that the public servants tasked with gender mainstreaming were not fully aware of the implications of their lack of commitment to this concept.  

In the past three years, the NCPE has delivered several related training sessions. Data provided via email indicate that, in 2016, a total of 1,100 individuals participated in 48 training sessions on the role and remit of the NCPE, Malta’s equality legislation, defining equality and non-discrimination, gender and equality mainstreaming, preventing/addressing sexual harassment, challenging stereotypes and adopting a diversity management approach. Trainees included students, teachers, asylum-seekers, employees and management personnel from the local councils, public and private sectors. During 2017, the number of participants increased to 1,300, with 63 training sessions in total. In 2018, the NCPE delivered 61 training sessions to 940 participants. Of these 61 sessions, seven dealt specifically with gender mainstreaming, with 75 participants attending. In view of the forthcoming legislation, more training is expected to be scheduled in 2019. This is particularly important given the persistent lack of knowledge of what gender mainstreaming in policy-making actually entails.

Awareness raising on gender issues is normally undertaken by the NCPE and may be related to EU projects. The past three years have seen two campaigns: the PayM€qually campaign on the gender pay gap, and the Equality beyond Gender Roles campaign. These campaigns used various media to reach the widest possible audience but no assessment of their impact is available.  These campaigns are sporadic and need to be more regular if they are to be truly influential.  

In October 2018, the NCPE conducted a seminar on ‘Putting the Council of Europe Gender Equality Strategy 2018-2023 into action’, which included several presentations by academics and other speakers from NGOs in the field of gender equality. One presentation focused on gender mainstreaming in Malta, where it reiterated that there is ‘limited understanding of the concept of gender mainstreaming’ and that there are ‘few tangible actions aimed at implementing the gender mainstreaming strategy in policy making’, indicating that ‘both in-depth knowledge on implementing the strategy in practice, as well as a commitment to it, are lacking’[10].

Gender statistics

There is no specific unit charged with promoting the production of sex-disaggregated data within the National Statistics Office (NSO). However, several sub-units (such as labour statistics, living conditions, education, population and migration) offer data disaggregated by gender. These are all coordinated by the Director of Social Statistics. This lack of data makes it impossible to quantify the numbers of persons/technicians actually engaged in gathering or processing sex-disaggregated data, or to estimate the budget related to the publication of such data. On International Women’s Day (8 March), the NSO publishes several sex-disaggregated data. All news releases and publications are the responsibility of the Director General. 

Certain gaps in sex-disaggregated data are evident across almost all sectors. For example, employment data are missing on women entrepreneurs, the numbers of people they employ, and the types of jobs women are in (such as mini jobs). Limitations also exist in terms of other data dealing with the economy in general, in finance, education and research, leadership and career trajectories.

Although the Commission on Gender-Based Violence and Domestic Violence collects data, non-reporting by victims suggests that under-reporting may be an issue. Some data on crime statistics are available from the police. The Health Information Survey is a regulated social survey that provides sex-disaggregated information on health issues. Sex-disaggregated data are provided as per EU regulations and each survey is designed to disaggregate by sex. Surveys are not the only source of data but the country lacks a comprehensive system of administrative registration: e.g. there are no registers for housing or skilled workers which significantly limits the availability of data.

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Good practices

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References

Azzopardi, R.M. (2017). The Gender Pay Gap in Malta. International Journal of Arts and Sciences, 10(2), pp. 41-54.

Bergmann, N., Scambor, E. and Woynicka, K. (2014). Framing the Involvement of Men in Gender Equality in Europe: Between Institutionalised and non-Institutionalised Politics. Masculinities and Social Change, 3(1), pp. 62-82. Available at: doi:10,4471/MC.2014.42

Committee on the Elimination of Discrimination against Women (2010). Concluding observations. CEDAW/C/MLT/CO/4. 

Darmanin, M. (2006). Gender Equality in Malta: A Southern European Perspective. Scottish Affairs, No 56, pp. 69-87.

Government of Malta (2003). Laws of Malta, Chapter 456, Equality for Men and Women Act.

Government of Malta (2018). Laws of Malta, Chapter 581, Commission against Gender-Based Violence and Domestic Violence.

Government of Malta (2012). Gender Mainstreaming in Practice. Circular 15/2012 issued by the Office of the Prime Minister.

Ministry for European Affairs and Equality (2019). Towards a Gender Equality Mainstreaming Framework. Consultation Process. 

Ministry for Justice, Culture and Local Government (2019). Laws of Malta.

National Commission for the Promotion of Equality (2009a). Gender Mainstreaming – The Way Forward.  EU project part-financed by the European Social Fund 2004-2006.

National Commission for the Promotion of Equality (2009b). Affirming Gender Mainstreaming at a National Level.  Project No. ESF 48. 

National Commission for the Promotion of Equality (2009c). Implementing Gender Mainstreaming. A National Public Service and Pubic Sector Initiatives and Good Practices Document. Project supported by the European Community Programme for Employment and Social Solidarity – PROGRESS (2007-2013).

National Commission for the Promotion of Equality (2009d). Gender Responsive Budgeting – A study on GRB Initiatives in Sweden, Switzerland, Italy, United Kingdom and France. Project supported by the European Community Programme for Employment and Social Solidarity – PROGRESS (2007-2013).

National Commission for the Promotion of Equality (2012). Gender Mainstreaming in Practice. Project supported by the European Community Programme for Employment and Social Solidarity – PROGRESS (2007-2013).

National Commission for the Promotion of Equality (2017). Annual Report 2017.  Malta: NCPE.

National Commission for the Promotion of Equality (2018). Putting the Council of Europe Gender Equality Strategy 2018-2023 into action. Seminar held in October 2018 in Malta.

Naudi, M. (2004). Gender Mainstreaming in the Public Employment Service – Statements and Comments, Malta. In: European Commission (2004), Final Report on Gender Mainstreaming in the Public Employment Service, Peer Review Programme of the European Employment Strategy, Copenhagen, October 25-26, pp. 80-89.

Sterner, G. and Biller, H. (2007). Gender mainstreaming in the EU Member States: progress, obstacles and experiences at governmental level. Report for the project set up in December 2005, with Sweden as coordinator.

Endnotes

[1] Government of Malta (2012). Gender Mainstreaming in Practice.  Circular 15/2012 issued by the OPM.

[2] Bergmann, N., Scambor, E. and Woynicka, K. (2014). Framing the Involvement of Men in Gender Equality in Europe: Between Institutionalised and non-Institutionalised Politics. Masculinities and Social Change, 3(1), p. 71.

[3] Sterner, G. and Biller, H. (2007). Gender mainstreaming in the EU Member States: progress, obstacles and experiences at governmental level. Report for the project set up in December 2005, with Sweden as coordinator, p. 14.

[4] Sterner, G. and Biller, H. (2007). Gender mainstreaming in the EU Member States: progress, obstacles and experiences at governmental level. Report for the project set up in December 2005, with Sweden as coordinator, p. 18.

[5] National Commission for the Promotion of Equality (2018). Putting the Council of Europe Gender Equality Strategy 2018-2023 into action. Seminar held in October 2018 in Malta.

[6] Ministry for European Affairs and Equality (2019). Towards a Gender Equality Mainstreaming Framework. Consultation Process.

[7] Committee on the Elimination of Discrimination against Women (2010). Concluding observations. CEDAW/C/MLT/CO/4.

[8] National Commission for the Promotion of Equality (2009d). Gender Responsive Budgeting – A study on GRB Initiatives in Sweden, Switzerland, Italy, United Kingdom and France. Project supported by the European Community Programme for Employment and Social Solidarity – PROGRESS (2007-2013).

[9] Government of Malta (2015). Laws of Malta, Chapter 456, Equality for Men and Women Act.

[10] National Commission for the Promotion of Equality (2018). Putting the Council of Europe Gender Equality Strategy 2018-2023 into action. Seminar held in October 2018 in Malta.

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