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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • #3 Steps Forward
        • How can you make a difference?
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • WHAT
        • What is a Gender Equality Plan?
        • Terms and definitions
        • Which stakeholders need to be engaged into a GEP
        • About the Gear Tool
      • WHY
        • Horizon Europe GEP criterion
        • Gender Equality in Research and Innovation
        • Why change must be structural
        • Rationale for gender equality change in research and innovation
      • HOW
        • GEAR step-by-step guide for research organisations, universities and public bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR step-by-step guide for research funding bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
          • Work-life balance and organisational culture
          • Gender balance in leadership and decision making
          • Gender equality in recruitment and career progression
          • Integration of the sex/gender dimension into research and teaching content
          • Measures against gender-based violence including sexual harassment
          • Measures mitigating the effect of COVID-19
          • Data collection and monitoring
          • Training: awareness-raising and capacity building
          • GEP development and implementation
          • Gender-sensitive research funding procedures
        • Success factors for GEP development and implementation
        • Challenges & resistance
      • WHERE
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • 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-responsive 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
    • Bulgaria
      • Overview
    • Czechia
      • Overview
    • Denmark
      • Overview
    • Germany
      • Overview
    • Estonia
      • Overview
    • Ireland
      • Overview
    • Greece
      • Overview
    • Spain
      • Overview
    • France
      • Overview
    • Croatia
      • Overview
    • Italy
      • Overview
    • Cyprus
      • Overview
    • Latvia
      • Overview
    • Lithuania
      • Overview
    • Luxembourg
      • Overview
    • Hungary
      • Overview
    • Malta
      • Overview
    • Netherlands
      • Overview
    • Austria
      • Overview
    • Poland
      • Overview
    • Portugal
      • Overview
    • Romania
      • Overview
    • Slovenia
      • Overview
    • Slovakia
      • Overview
    • Finland
      • Overview
    • Sweden
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • #3 Steps Forward
          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • 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
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      • Foreword
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      • Introduction
        • Still far from the finish line
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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
        • Enduring burden of care perpetuates inequalities for women
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        • More women in decision-making but still a long way to go
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      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
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Slovenia

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  • Overview
The information on this page was last updated in December 2022. The information was collected in the process of EIGE’s 2021 data collection on institutional mechanisms for the promotion of gender equality and gender mainstreaming.

Legislative and policy framework

The Slovenian Constitution guarantees equal human rights and fundamental freedoms, prohibits discrimination based on any personal circumstances, including sex (Article 14), and guarantees the right to equal employment opportunities (Article 49).

Gender mainstreaming was introduced into Slovenian national legislation through the Equal Opportunities for Women and Men Act in 2002, which remains the key legal instrument for gender equality and gender mainstreaming.[1] The government and all ministries are obliged to consider gender equality when planning, designing, and implementing policy measures (Article 11). All ministers must appoint Coordinators for Equal Opportunities for Women and Men, who are then responsible for the implementation of duties within the competence of the Ministry. Additionally, the Equal Treatment Act of 2006 was succeeded by the Protection against Discrimination Act in May 2016.[2]

In 1997, the Women’s Policy Office carried out a pilot project on gender mainstreaming focused on capacity-building for policymakers and decision-makers and to develop guidelines for gender mainstreaming. Slovenia’s pre-accession processes and EU legislative and policy framework on gender equality had an important influence on the establishment of structures and policies during its EU accession candidacy (1996–2004).

Based on the Equal Opportunities for Women and Men Act (Article 15), the first national programme on gender equality was adopted in 2005, since which time gender mainstreaming has been recognised as a horizontal strategy to be implemented throughout all policy areas. Under the Equal Opportunities for Women and Men Act (Article 16), a two-year action plan should be adopted to implement a National Programme, with the government reporting on their implementation to the National Assembly every two years (Article 17). The objectives and measures defined in the national programme provide guidelines to the ministries and other governmental authorities for planning and implementing their respective policies and programmes as regards gender equality. The most recently adopted strategy was the Resolution on the National Programme for Equal Opportunities for Women and Men known as the National Programme for Equal Opportunities 2015–2020,[3] which was set up following the 2005-2013 Resolution on the National Programme for Equal Opportunities for Women and Men. It introduced a dual approach of special measures and gender mainstreaming, with this approach being applied to all policies and programmes to achieve the goal of gender equality in practice.

The National Programme for Equal Opportunities 2015–2020 Priority areas

  1. Economic independence
  2. Reconciliation of professional and private or family life
  3. Knowledge society without gender stereotypes
  4. Social inclusion
  5. Health
  6. Balanced representation of women and men
  7. Violence against women
  8. Gender equality in foreign policy and international development cooperation

After the strategy expired in 2020, no further strategy was put in place. However, the National Programme for Equal Opportunities for Women and Men 2022-2030 has been drafted and once adopted, it will be implemented through two-year action plans.

In 2015, the Ministry of Labour, Family, Social Affairs and Equal Opportunities (MDDSZEM) adopted a set of Guidelines for Gender Mainstreaming in the Work of Ministries 2016-2020. The Guidelines acknowledge the need to strengthen gender equality policy, including the gender mainstreaming work of ministries and coordinators. They support the Coordinators for Equal Opportunities in performing their core tasks, such as promotion of equal opportunities, monitoring consideration of gender equality aspects in drafting regulations and measures, and cooperation in preparing and implementing the national programme, as well as international commitments.

Structures

Governmental equality bodies

In Slovenia, the responsibility for promoting gender equality is set at the ministerial level. The Minister of Labour, Family, Social Affairs and Equal Opportunities (MDDSZEM) is responsible for the promotion of gender equality, and the Minister is vested with the same power and authority as other ministries in autonomous policymaking initiatives. Ministerial responsibility is established by law and encompasses gender equality, along with labour relations, labour rights, social and family policy or disability issues.

The Equal Opportunities Division (Sektor za enake možnosti) of the MDDSZEM is responsible for gender equality. It was established in 2012 to replace the Governmental Office for Equal Opportunities (formerly named Women’s Policy Office) that had been in place since 1992. The Division is established as a unit and thus exists at an intermediate level within the Ministry. It coordinates gender equality policy and proposes, recommends, implements and promotes programmes and measures for strengthening equality between women and men. It provides expert support to ministries and municipalities in implementing gender mainstreaming. The Ministry prepares the National Programme for Equal Opportunities for Women and Men, as well as analyses, produces reports and carries out awareness-raising campaigns. It cooperates with the EU, international organisations, and civil society in the field of empowerment of women and achievements of gender equality. Moreover, the Head of the Equal Opportunities Division is directly responsible to the Minister.

The Equal Opportunities Division has seven employees. The Division is rarely consulted about government policies, programmes, and measures in fields other than gender equality, as policies are generally seen as being "gender neutral", and thus having the same impact on both women and men. However, the Division is sometimes consulted during the inter-ministerial coordination phase of adopting new policies and legislative proposals.

In accordance with the Equal Opportunities for Women and Men Act (Article 13), gender mainstreaming is coordinated through officials appointed within each of the 16 ministries and they perform the duties of a coordinator for equal opportunities for women and men. The coordinator is responsible for the implementation of tasks within the competence of the ministry based on this Act and must cooperate with the gender equality body to this end. Coordinators for equal opportunities for women and men perform their tasks alongside their regular work.

Independent equality body

In 2012, Slovenia dissolved its independent gender equality body and re-established it as an equality body, covering all grounds of discrimination, initially operating under the MDDSZEM. Since October 2016, a new independent body for the promotion of equal treatment - the Advocate of the Principle of Equality (Advocate) (Zagovornik načela enakosti), established under the Protection against Discrimination Act (PADA), has been operational. It covers all grounds of discrimination as per PADA. It was established in response to a formal notice by the European Commission concerning the implementation of Directives 2000/43/EC, 2004/113/EC, and 2006/54/EC. This new body is vested with increased autonomy when compared to its predecessor.

The mandate of the Advocate is the promotion of equality and prevention of discrimination on several grounds, including gender, ethnicity, race or ethnic origin, religion or belief, disability, age and sexual orientation.

The Advocate of the Principle of Equality Functions

  • Conducting and disseminating independent research on the position of people with certain personal characteristics including gender
  • Publishing independent reports and making recommendations to state authorities, local communities, holders of public authorisations, employers, business entities and other bodies regarding the established situation of people with certain personal characteristics
  • Providing independent assistance and legal support to persons subject to discrimination through counselling and legal assistance
  • Formally deciding on complaints (e.g., a decision or recommendation addressed to the parties)
  • Raising awareness amongst the general public on discrimination and measures to prevent it
  • Participating in judicial proceedings by representing a victim or by instituting a judicial review of the legislation involving discrimination as per this Act
  • Ensuring the exchange of available information on discrimination with bodies of the European Union

The Advocate is consulted regarding new or existing policies on an ad-hoc basis. However, even when not consulted, the Advocate may still give recommendations i.e., to introduce a policy at any time. Input tends to be given during the process of public consultations and may be provided through participation in the Gender Equality Expert Council of the Ministry for Labour, Family, Social Affairs and Equal Opportunities, which is consulted on selected topics approximately once a year.

The Advocate has 20 employees who spend 0-25 % of their time on gender equality issues, as the body covers multiple discrimination grounds, and no staff member works exclusively on gender equality issues.

The Ombudsperson is the public body responsible for the protection of human rights and fundamental freedoms and is independent of state authorities, local government and public authorities.

Parliamentary body

The Commission for Petitions, Human Rights and Equal Opportunities (Komisija za peticije, človekove pravice in enake možnosti) is located within the body of the National Assembly (Državni zbor Republike Slovenije) and covers gender equality as a specific part of its brief. The role of the Commission is legally based on the Ordinance regarding the establishment and tasks of working bodies in the National Assembly (2014). Its tasks encompass the broader scope of petitioning as a democratic and public mechanism for exposing various potential inequalities and discrimination in the actions of the National Assembly, as well as monitoring, analysing and promoting human rights and liberties, including equal opportunities policies (specifically mentioning gender equality).

Regional structure

Local administrations are obliged to promote and create equal opportunities according to their jurisdiction and to take a gender perspective into account when planning and implementing their actions and activities (Article 30, paragraph 1 of the Equal Opportunities for Women and Men Act). They can establish a local Coordinator for Equal Opportunities for Women and Men, who cooperates on the planning and implementation of gender equality policy at the local level.

The Ministry encourages local administrations to appoint such a coordinator at the start of new local mandates. Some 20 % of municipalities have done so and there is a trend of strengthening local engagement and local gender equality policy and practice. Around 5 % of municipalities have also adopted specific gender equality action plans. The Ministry has developed guidelines for the preparation of these plans, alongside guidelines for the elimination of stereotypes and the strengthening of gender equality (2016). These guidelines present case studies of gender-blind local policy, together with advice on how to better incorporate a gender perspective into the work of local institutions.

Consultation with civil society

Article 3 of the Equal Opportunities for Women and Men Act posits a legal obligation for the government and ministries to cooperate with social partners and non-governmental organisations (NGOs) working in the field of equal opportunities in formulating solutions and proposals for achieving the purpose of this act. A legally established advisory body is also attached to the MDDSZEM responsible for gender equality - the Expert Council for Gender Equality. The Council is composed of various professionals working in a variety of fields, from academia to trade unions and NGOs active in gender equality, alongside the Advocate of the Principle of Equality. Independent civil society organisations are often partners of the Ministry in EU-funded projects that promote gender equality issues. They are also consulted when gender strategies or laws are being implemented. When the Ministry organises conferences or seminars on gender equality, they also invite civil society to take part.

Methods and tools

Note: the methods and tools listed under this were the focus of EIGE's 2021 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 Slovenia.

Gender impact assessment and gender budgeting

In Slovenia, the use of gender impact assessments remains in its infancy and is currently only carried out systematically in three ministries. Gender budgeting is also still at its foundational stage as ministries approach budgets in gender-neutral terms. However, some ministries plan their budgets by allocating certain funds for the implementation of projects aimed at gender equality.

Training and awareness-raising

The MDDSZEM published comprehensive guidelines on gender-sensitive language in 2018. The guidelines were the outcome of a discussion held by an informal working group, which was formed in spring 2017 at the initiative of the Slovenian Translation Department of the European Commission's Directorate General for Translation and the Equal Opportunities Sector of the Ministry of Labour, Family, Social Affairs and Equal Opportunities. The guiding principle of the group in drafting the guidelines was that gender-sensitive language use must be fair and socially responsible. The group sought to gather existing language tools and principles that could be used to employ gender-sensitive language and to highlight cases for which satisfactory solutions have not yet been developed in terms of language use.[4]

Regarding training, only employees of the Division of Equal Opportunities and some other employees receive gender equality training voluntarily. For example, three gender equality training sessions were organised for the employees of the Ministry of Education, Science and Sport, the Ministry of Defence and the Ministry of Infrastructure in 2019, to boost the gender equality skills of public administration employees. This reflects the fact that there is no legal basis for training although it is mentioned in the Guidelines, which recommends the inclusion of the topic of gender equality in relevant training programmes.

Gender statistics

Within the National Statistical Office (Statistični urad Republike Slovenije – SURS) there is an operational unit that produces sex-disaggregated statistics. The unit works exclusively in the areas of demography, the standard of living, labour market and education. It is established as an inter-departmental cooperation group within SURS’ Demography and Social Statistics Division.

The legal basis of SURS is the National Statistics Act in reference to the Medium-Term Programme of Statistical Surveys for 2018-2022 and the Annual Programme of Statistical Surveys for 2021.[5] Annual programmes of statistical surveys are the legal basis for conducting statistical surveys in the current year. Each annual programme of statistical surveys contains a detailed overview of regular and development tasks to be implemented by all authorised producers of national statistics, including data on gender in specific fields of operation.

Based on this legal obligation, SURS publishes sex-disaggregated data and successfully manages to disaggregate data for more than 75 % of variables. On the current website of the National Statistical Office, around 760 tables can be found in the SiStat Database, which includes "sex" in the title of the table. Additionally, there are numerous tables where the variable "sex" is used but is not included in the title.

Dissemination is potentially hindered by the lack of a webpage dedicated to gender statistics, but gender statistics are analysed and disseminated regularly through a press release on international women's day and men's day with a short overview of the position of women/men in Slovenia.[6]

Monitoring progress

Indicators for monitoring progress on institutional mechanisms for the promotion of gender equality and gender mainstreaming in the EU, under Area H of the Beijing Platform for Action

This section analyses the scores achieved by Slovenia for data collection in 2021 for the four officially agreed-on indicators on institutional mechanisms for the promotion of gender equality and gender mainstreaming in order to monitor progress on Area H of the Beijing Platform for Action. It also analyses scores under an expanded measurement framework which includes the role of independent gender equality bodies and assesses the effectiveness of efforts to disseminate statistics disaggregated by sex. Institutional mechanisms refer to national machineries that implement, monitor, evaluate, and mobilise support for policies that promote gender equality and gender mainstreaming. All indicators and sub-indicators are available on the Gender Statistics Database here, including metadata about how the scores are calculated.

For Indicator H1 on the status of commitment to the promotion of gender equality and considering only the governmental commitment in line with the officially adopted indicator, Slovenia scored 6.5 points out of a possible 12, below the EU average of 7.2. It scored particularly low on sub-indicator H1e on the accountability of the governmental gender equality body where it lost 4.5 points out of a maximum possible score of 5 because there is no national strategy or action plan on gender equality.

Under an expanded measurement framework, which includes sub-indicator H1f on the mandate and functions of the independent gender equality body, Slovenia scored an additional 2.0 points, out of a possible 3. It lost 1.0 point because the mandate of the independent gender equality body is gender equality combined with other non-discrimination areas, rather than exclusively focused on gender equality. The overall score for the expanded H1 indicator was 8.5 out of a possible 15, below the EU average of 9.1.

Indicator H2 analyses the personnel resources of the national gender equality bodies. For sub-indicator H2a, regarding the governmental body, Slovenia scored 0.5 out of 2 available which was lower than the EU average of 1.0, because there were 5-10 employees working on gender equality in the governmental body. For sub-indicator H2b, regarding the independent body, Slovenia’s score was also 0.5, although the EU average was slightly higher at 0.8 because there were 5-10 or more employees working on gender equality in the independent body. For both sub-indicators, the maximum 2 points was awarded where the number of employees was over 100 as an indication of the body being sufficiently resourced.

Indicator H3 relates to gender mainstreaming. Here, Slovenia scored 4.8 points out of the maximum possible 12, which was below the EU average of 5.1. Slovenia lost 4.7 points, out of the maximum possible score of 6, on sub-indicator H3c on the commitment to and use of methods and tools for gender mainstreaming, in part because there is no legal obligation to undertake an ex-ante gender impact assessment and or gender budgeting.

Under an expanded measurement framework, which includes sub-indicator H3d on consultation of the independent equality body, Slovenia scored 4.8 points out of a maximum of 14, which was lower than the EU average which increased to 5.4. Under sub-indicator H3d, Slovenia lost both available points because the independent gender equality body is only consulted on by department or ministries on the gender impact of new or existing policies, law or programmes in a few cases.

For Indicator H4 on the production and dissemination of statistics disaggregated by sex, Slovenia scored 3.0 points, just below the EU average of 3.4. It scored the maximum of 2 points for sub-indicator H4a on government commitment to the production of statistics disaggregated by sex because there is a legal obligation for the national statistical office to collect data disaggregated by sex. However, it lost 3.0 points, out of a maximum of 4, for sub-indicator H4c on the effectiveness of efforts to disseminate statistics disaggregated by sex, as there is no website or section of a website devoted to gender statistics which would facilitate dissemination.

References

Endnotes

[1] Equal Opportunities for Women and Men Act (2002) (Official Gazette of the Republic of Slovenia, No. 59/02 , 61/07 - ZUNEO-A, 33/16 - ZVarD and 59/19 ) / Zakon o enakih možnostih žensk in moških (Uradni list RS, št. 59/02, 61/07 – ZUNEO-A, 33/16 – ZVarD in 59/19) https://www.ilo.org/dyn/natlex/docs/ELECTRONIC/61659/89154/F762567517/SVN61659.pdf

[2] Protection Against Discrimination Act (2016) (Zakon o varstvu pred diskriminacijo (ZVarD)) http://www.pisrs.si/Pis.web/pregledPredpisa?id=ZAKO7273

[3] Resolution on the National Programme for Equal Opportunities for Women and Men 2015-2020 (ReNPEMŽM15-2). http://www.pisrs.si/Pis.web/pregledPredpisa?id=RESO108

[4] Ministry of Labour, Family, Social Affairs and Equal Opportunities (2018). Smernice za spolno občutljivo rabo jezika (Guidelines for gender-sensitive language) https://www.ki.si/fileadmin/user_upload/datoteke-splosno/Projektna_pisarna/PLOTINA/smernice_web.pdf

[5] Official Gazette of the Republic of Slovenia, No. 45/95 and 9/01 in reference to the Medium-Term Programme of Statistical Surveys for 2018-2022 (OG RS, No. 63/17) Slovenian version: http://www.pisrs.si/Pis.web/pregledPredpisa?id=DRUG4366, English version: https://www.stat.si/StatWeb/File/DocSysFile/9809/MTPSS%202018-2022-eng.pdf; and Annual Programme of Statistical Surveys for 2021: English version: https://www.stat.si/statweb/en/LegislationAndDocuments/StatSurveys,

[6] Slovenian Statistical Office (2021). International Women’s Day https://www.stat.si/StatWeb/en/news/Index/9419 Slovenian Statistical Office (2021). International Men’s Day https://www.stat.si/StatWeb/en/News/Index/9963 Slovenian Statistical Office (2016). Simply Not the Same: Women and Men from Childhood to Old Age https://www.stat.si/dokument/8908/Simply-not-the-same.pdf%20

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