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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
            • 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
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            • Ensuring gender relevance in EU Funds
            • The tracking system
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      • Gender-responsive Public Procurement
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        • Still far from the finish line
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Policy cycle in energy

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Policy cycle
Topics:
Energy
Define
Plan
Act
Check

Define

In this phase, it is recommended that information is gathered on the situation of women and men in a particular area. This means looking for sex-disaggregated data and gender statistics, and checking for the existence of studies, programme or project reports, and/or evaluations from previous periods.

Did you know that EIGE has a Gender Statistics Database? Check whether there are relevant statistics to feed into your analysis.

Examples of gender and energy statistics

European Union labour force survey (EU-LFS)

The European Union labour force survey (EU-LFS) provides the main aggregated statistics on labour market outcomes in the European Union. It provides disaggregated statistics on employment by sex, age groups, economic activity, education attainment and field of education, from which it is possible to measure the presence of women working in the energy sector.

European Union living conditions survey (EU-SILC)

The European Union living conditions survey (EU-SILC) is an instrument seeking to collect comparable data on income, poverty, social exclusion and living conditions. It contains, among other data, information on housing deprivation that is relevant for measuring energy poverty by sex.

IEA energy outlook

The IEA energy outlook includes comparable world statistics on energy access, efficiency and renewable energy. However, access to the latest data and reports is not free of charge. The 2011 edition includes a section called Energy for all which covers data on access and investments in electricity and clean cooking facilities that are relevant from a gender point of view.

Examples of studies, research and reports

EURELECTRIC, EPSU and EMCEF, The impact of restructuring on women in the energy sector, 1999

The study assesses the impact of the sector restructuring on women’s employment in this sector, presenting data on women employed in the sector.

European Foundation for the Improvement of Living and Working Conditions, Trends and drivers of change in the European energy sector: Mapping report, 2008

The study includes, among others, data on women employed in the energy sector.

Roehr U., Gender and Energy: A perspective from the North, background paper for the workshop Gender Perspectives for Earth Summit 2002, Energy, Transport, Information for Decision-Making, Berlin, Germany, 10 – 12 January, 2001

The report analyses gender aspects in the energy field. It is based mostly on German sources and examples. However, findings are also suitable for the other EU Member States.

Panjwani A., Energy as a key variable in promoting gender equality and empowering women: A gender and energy perspective on MDG #3, 2005

This paper explores whether links between gender and energy and MDG 3 shown in the literature exist in real-world practice. It does that by looking at empirical evidence from studies on the subject and presenting an overview of the results, as well as more detailed findings.

OECD, Gender and sustainable development maximising the economic, social and environmental role of women, 2008

The report provides information on gender in sustainable development, including an analysis of gender in the energy field.

Räty, R. and Carlsson-Kanyama, A., Comparing energy use by gender, age and income in some European countries, FOI, Swedish Defence Research Agency, 2009

This study analyses energy consumption patterns by gender in four European countries (Germany, Sweden, Norway and Greece).

ADAPT, Women in the renewable energy sector (WiRES), 2010

The report presents the main findings of the WiRES project (Women in Renewable Energy Sector) co-funded by the European Commission, DG Employment, Social Affairs and Equal Opportunities under budget heading 04.03.03.01, industrial relations and social dialogue.

The report provides insights on:

  • the occupational impact for women in the renewable energy sector in Europe.
  • the role of social dialogue in women’s access to employment in the renewable energy sector and the relative working conditions.
  • best practices of social dialogue in the renewable energy field and policy recommendations.

Ministry of Foreign Affairs of Denmark, Gender equality, women's rights and access to energy services: An inspiration paper in the run-up to Rio+20, 2012

This study aims to increase international attention on the gender equality dimensions of energy access in the run-up to Rio+20, and to contribute to the sustainable energy for all (SE4ALL) initiative and its goal of ensuring universal access to modern energy services by 2030. It conceptualises gender and energy in development from a gender and rights perspective and presents an analysis of energy system governance at household, national and global levels.

EIGE, Review of the implementation in the EU Area K of the Beijing Platform of Action: Women and the environment–gender equality and climate change, 2012

The report prepared by the EIGE reviews the progress made by the European Union Member States in the implementation of 1 of the 12 areas of concern of the Beijing Declaration and Platform for Action for Equality, Development and Peace (BPfA), namely of Area K: Women and the environment. It is the first EU-wide report on gender equality and climate change which provides comparable data at the EU level. Furthermore, it introduces the first indicators to support policy makers in measuring progress in climate change policies from the perspective of gender equality. It includes specific sections on energy e.g. energy needs, energy consumption.

International Labour Foundation for Sustainable Development (Sustainlabour), Green jobs and related policy frameworks: An overview of the European Union, 2013

The study provides an outlook on green jobs in the EU, including information on women employed in green sectors such as the energy sector.

Cambridge Econometrics, Employment effects of selected scenarios from the Energy Roadmap 2050, 2013

This report provides an assessment of the employment and labour market impacts of the scenarios in the Energy Roadmap 2050. It also provides estimates of the current level of employment in energy supply sectors in the EU, also providing information on women employed in the energy sector and future projections.

Begoña M., Sánchez López A., and Martín L.,. Green jobs and related policy frameworks: An overview of the European Union, 2013

This paper provides insights on women’s participation in the green economy, including the energy sector.

Sustainable Energy for All (UN programme on energy) under the coordination of the World Bank and IEA, Global tracking framework, 2014

The report includes a snapshot of the status of more than 170 countries with respect to energy access, action on energy efficiency and renewable energy, and energy consumption. It also provides information on women’s access to energy.

CEDEFOP, Green skills and innovation for inclusive growth, Luxembourg, Publications Office of the European Union, 2015

The report contains evidence and policy analysis to foster an equitable shift to greener economies and more sustainable societies, including data on gender and skills/education and employment in the green sectors.

HEDON, Women, energy and economic empowerment, 2015

This focuses on the role of women in providing energy products and services to the poor and ‘difficult to reach’ consumers. It also explores the impact that women-led micro and small enterprises selling energy services can have, with respect to household spending, poverty, gender equality and local markets and economies.

Did you know that EIGE has a Resource and Documentation Centre? Check whether there is relevant information to feed into your analysis.

One of the first steps to take when defining your policy/project/programme is to gather information and analyse the situation of women and men in the respective policy area. The information and data you collected will allow an understanding of the reality and assist you in designing your policy, programme or project. Specific methods that can be used in this phase are gender analysis and gender impact assessment.

Examples of gender analysis

Caprile M. (ed.), Sánchez B., Vallès N., Gómez A., Potrony J., Sixto E., Herrera D., Oleaga M., Amate M., and Isasa I., Monitoring progress towards gender equality in the sixth framework programme–sustainable energy systems

Luxembourg: Office for Official Publications of the European Union, 2008

This report presents the main results, conclusions and recommendations on how to integrate gender in the sub-priority 6.1 of the specific programme 1, integrating and strengthening the European research area (2002 – 2006): Sustainable energy systems. The report also provides a set of recommendations for making further steps towards gender equality in framework programme activities.

The 2010 gender and energy toolkit

This toolkit, drafted by ETC/ENERGIA to support Norad’s Energy Department provides information on available tools for gender analysis in the energy field.

The 2011 mainstreaming gender in energy

This practical handbook, drafted by ENERGIA, seeks to provide guidance, practical tools and examples for energy projects that show how to undertake gender analysis systematically.

The 2004 UNDP gender and energy for sustainable development

This is a toolkit and resource guide that targets development practitioners, energy planners, community groups and gender experts. It provides information on ways to address gender in energy issues at the project and policy levels.

The 2014 UNIDPO guide on gender mainstreaming in energy and climate change projects

This guide aims at providing practical guidance on how to systematically address gender inequalities specific to UNIDO’s energy and climate change projects, through a gender analysis.

Joy Clancy, Late developers - Gender mainstreaming in the energy sector

The paper presents describes the approach to gender mainstreaming in the energy sector undertaken by ENERGIA in selected countries in Africa. The paper includes a framework for engendering energy projects and policies in both the design and implementation phases.

Examples of stakeholders that can be consulted

ENERGIA

ENERGIA - International network on gender and sustainable energy.

GenderCC – Women for Climate Justice

GenderCC – Women for Climate Justice - global network on gender and climate justice.

For a more detailed description of how gender can be mainstreamed in this phase of the policy cycle, click here.

Plan

In this phase, it’s appropriate to analyse budgets from a gender perspective. Gender budgeting is used to identify how budget allocations contribute to promoting gender equality. Gender budgeting brings visibility to how much public money is spent for women and men respectively. Thus, gender budgeting ensures that public funds are fairly distributed between women and men. It also contributes to accountability and transparency about how public funds are being spent.

Example of gender budgeting in energy

The Norwegian Agency for Development Cooperation, in cooperation with ENERGIA - Gender budgeting framework in the energy sector

The Norwegian Agency for Development Cooperation, in cooperation with ENERGIA, has developed a gender budgeting framework in the energy sector. Gender equality in financing energy for all, drafted in 2011, provides insights on gender-responsive budgeting in financing energy.

The 2014 guide on gender mainstreaming UNIDO’s energy and climate change portfolio

The 2014 guide on gender mainstreaming UNIDO’s energy and climate change portfolio includes a framework on gender budgeting in the energy field.

Examples of indicators for monitoring gender and energy

Lack of sex-disaggregated data in the energy field is a major problem in adopting gender oriented policy in this field in the EU: No data – no visibility; no visibility – no interest. According to Clancy, the lack of gender disaggregated data has been partly attributed to policy makers and planners who aren’t aware of the gender effects of energy policies. On the other hand, it is also attributable to the weak communication of existing gender tools for gender mainstreaming in the energy field.

While the European Commission undertook efforts in collecting data disaggregated by sex for some energy-related indicators (e.g. home heating, skills and education, employment by sector of activity), much of the indicators used to monitor progress on the advancement towards the 2020 energy targets are not disaggregated by sex.

However, the following are useful indicators for measuring gender inequalities in the energy sector.

Percentage of women employed in electricity, gas, steam and air-conditioning supply activities

Participation of women in the energy sector is quite low. The figure may be derived from the percentage of women employed in electricity, gas, steam and air-conditioning supply activities, based on Eurostat data (Eurostat, LFS, table Employment by sex, age groups and economic activity, from 2008, NACE Rev. 2, 1000, lfsa_egan2.

Percentage of population with primary reli­ance on non-solid fuels

Ensure access to affordable, reliable, sustainable and modern energy for all is a goal of the 2015 UN position paper Monitoring gender equality and the empowerment of women and girls in the 2030 agenda for sustainable development. The suggested indicator is percentage of population with primary reli­ance on non-solid fuels, by income/wealth, urban/rural location. The indicator can monitor some key gender dimensions on lack of access to energy sources. This includes the time women and girls spend in the collection of firewood and other fuel sources, as well as the health impacts of indoor household pollution. It can be calculated through household surveys.

When preparing calls for proposals as part of funding programmes, or terms of reference for public procurement procedures, do not forget to formalise gender-related requirements. This particularly affects contractors to be hired for policy support services. This will ensure the projects and services which the European Commission will fund are not gender-blind or gender-biased.

Example of procurement

European Commission, Buying social: A guide to taking account of social considerations in public procurement, 2010

This guide aims to raise contracting authorities’ awareness of the potential benefits of integrating social considerations in public procurement. It also explains in a practical way the opportunities offered by the existing EU legal framework for public authorities to take social considerations into account in their public procurement. This means they pay attention not only to price, but also to the best value for money. The guide follows the procurement procedures step by step. Energy efficiency and gender equality represent two of the social responsible criteria included in the guide.

The 2014 Recommendations for the federal procurement offices in Switzerland

The 2014 Recommendations for the federal procurement offices in Switzerland includes recommendations for sustainable procurement. Energy efficiency and gender equality, e.g. equal pay for women and men, represent two of the criteria to be considered by sustainable procurement.

The 2014 guide on gender mainstreaming UNIDO’s energy and climate change portfolio

The 2014 guide on gender mainstreaming UNIDO’s energy and climate change portfolio includes a suggestions on public procurement and in particular on terms of reference for the employment of a gender expert in the policy/programme/project design and implementation phases.

The energy sector management assistance (ESMAP) programme Gender: Social inclusion in energy

The programme provides a series of examples of terms of reference for involving consultants in different stages of the energy policy cycle.

For a more detailed description of how gender can be mainstreamed in this phase of the policy cycle, click here.

Act

In the implementation phase of a policy or programme, ensure that all who are involved are sufficiently aware about the relevant gender objectives and plans. If not, set up briefings and capacity-building initiatives according to staff needs. Think about researchers, proposal evaluators, monitoring and evaluation experts, scientific officers, programme committee members, etc.

Examples of capacity-building initiatives about energy

The gender toolkit, a training module on energy funded by the European Commission within the FP7 programme

The gender toolkit, a training module on energy funded by the European Commission within the FP7 programme, takes a closer look at how gender is relevant in the specific field of energy in FP7. It points out the relevance of gender within the field, discusses the topics that have been put forward by the European Commission in the field’s work programme. It provides suggestions on gender-relevant issues which may be taken up by the research teams. To illustrate how planned research in energy can be made gender sensitive, examples of projects are included based on project summaries found on the CORDIS FP7.

The 2010 UNIDO Guidance note on sustainable energy for all

The 2010 UNIDO Guidance note on sustainable energy for all: the gender dimensions provides a brief overview of issues related to gender equality. It serves as a starting point in working with policy makers and other stakeholders in developing programmatic and policy activities in energy.

ENERGIA's training course "The gender face of energy"

ENERGIA has developed a training course entitled The gender face of energy, which includes the following training modules available online:

  • concepts in gender and energy.
  • gender tools for energy projects.
  • engendering energy policy.
  • gender and energy advocacy.
  • engendering energy project proposal development.
  • capacity-building of organisations.

There is also a sub-module on the communication of the project result.

The UNDP's gender and climate change training modules and policy briefs

The UNDP has developed a series of gender and climate change training modules and policy briefs directed at practitioners and policy makers, in particular in the Asia-Pacific region. The themes covered focus on climate change issues such as adaptation and mitigation, disaster risk reduction, energy and finance.

Example of gender language in energy

ENERGIA's fact sheets on gender mainstreaming in the energy field

ENERGIA has produced a series of fact sheets on gender mainstreaming in the energy field, providing definitions and examples from real-world programmes, including developing countries. Some examples of issues tackled are:

  • gender mainstreaming in rural electrification programmes.
  • gender mainstreaming in biogas programmes.
  • institutionalising gender mainstreaming processes in energy organisations.
  • gender, energy technology and climate change.
  • building a framework for gender-responsive energy projects and policies.

The ESMAP briefing note on integrating gender considerations into energy operations

The ESMAP briefing note on integrating gender considerations into energy operations provides a range of definitions related to gender mainstreaming in energy and practical examples on how to integrate gender mainstreaming in energy policies and all policy cycles.

Check

A policy cycle or programme should be checked both during – monitoring, and at the end – evaluation, of its implementation.

Monitoring the ongoing work allows for the follow-up of progress and remedying unforeseen difficulties. This process should take into account the indicators delineated in the planning phase and realign data collection based on those indicators.

At the end of a policy cycle or programme, a gender-sensitive evaluation should take place. Make your evaluation publicly accessible and strategically disseminate its results to promote learning potential.

Example of monitoring and evaluating gender in energy

The 2004 UNDP gender and energy for sustainable development

The 2004 UNDP gender and energy for sustainable development: A toolkit and resource guide includes indications on monitoring and evaluation of gender issues in energy.

The 2014 UNIDPO guide on gender mainstreaming energy and climate change projects

The 2014 UNIDPO guide on gender mainstreaming energy and climate change projects provides information on the formulation of gender outcomes, outputs and indicators in the energy field and on their monitoring and evaluation.

The 2003 Monitoring and evaluation in rural electrification projects: A demand-oriented approach report

The 2003 Monitoring and evaluation in rural electrification projects: A demand-oriented approach report, drafted by ESAMP, develops a methodology for measuring the socioeconomic impacts of rural electrification projects, with a focus on poverty and gender.

  • Define
    • Examples of gender and energy statistics
    • Examples of studies, research and reports
    • Examples of gender analysis
    • Examples of stakeholders that can be consulted
  • Plan
    • Example of gender budgeting in energy
    • Examples of indicators for monitoring gender and energy
    • Example of procurement
  • Act
    • Examples of capacity-building initiatives about energy
    • Example of gender language in energy
  • Check
    • Example of monitoring and evaluating gender in energy

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