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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • WHAT
        • What is a Gender Equality Plan?
        • Terms and definitions
        • Which stakeholders need to be engaged into a GEP
        • About the Gear Tool
      • WHY
        • Horizon Europe GEP criterion
        • Gender Equality in Research and Innovation
        • Why change must be structural
        • Rationale for gender equality change in research and innovation
      • HOW
        • GEAR step-by-step guide for research organisations, universities and public bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR step-by-step guide for research funding bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
          • Work-life balance and organisational culture
          • Gender balance in leadership and decision making
          • Gender equality in recruitment and career progression
          • Integration of the sex/gender dimension into research and teaching content
          • Measures against gender-based violence including sexual harassment
          • Measures mitigating the effect of COVID-19
          • Data collection and monitoring
          • Training: awareness-raising and capacity building
          • GEP development and implementation
          • Gender-sensitive research funding procedures
        • Success factors for GEP development and implementation
        • Challenges & resistance
      • WHERE
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • À qui s’adresse cette boîte à outils?
      • Pourquoi la budgétisation sensible au genre des Fonds de l’UE relevant de la gestion partagée est-elle importante?
        • Trois raisons pour lesquelles la budgétisation sensible au genre est essentielle dans les Fonds de l’UE
      • Qu’est-ce que la budgétisation sensible au genre?
        • Présentation de la budgétisation sensible au genre
        • En quoi la budgétisation sensible au genre est-elle liée aux réalités vécues par les femmes et les hommes?
        • En quoi consiste la budgétisation sensible au genre dans la pratique
        • Budgétisation sensible au genre des Fonds de l’UE
          • La budgétisation sensible au genre comme moyen de se conformer aux exigences juridiques de l’UE
          • La budgétisation sensible au genre comme moyen de promouvoir la responsabilité et la transparence dans la planification et la gestion des finances publiques
          • La budgétisation sensible au genre comme moyen d’accroître la participation des femmes et des hommes aux processus budgétaires
          • La budgétisation sensible au genre comme moyen de favoriser l’égalité de genre pour les femmes et les hommes dans toute leur diversité
      • Comment pouvons-nous appliquer la budgétisation sensible au genre des Fonds de l’UE relevant de la gestion partagée? Outils pratiques et exemples des États membres
        • Outil 1 — Relier les Fonds de l’UE au cadre réglementaire de l’UE en matière d’égalité de genre
          • Base législative et réglementaire des politiques de l’UE en matière d’égalité de genre
          • Exigences concrètes pour la prise en considération de l’égalité de genre dans les Fonds de l’UE
          • Conditions favorisantes des Fonds de l’UE
          • Autres ressources
        • Outil 2 — Analyser les inégalités de genre et les besoins liés au genre aux niveaux national et infranational
          • Étapes concernant l’évaluation et l’analyse des inégalités de genre et les besoins liés au genre
          • Étape 1 — Recueillir des informations et des données ventilées sur le groupe cible
          • Étape 2 — Recenser les inégalités de genre existantes et leurs causes sous-jacentes
          • Étape 3 — Consulter directement les groupes cibles
          • Étape 4 — Tirer des conclusions
          • Autres ressources
        • Outil 3 — Mettre en œuvre l’égalité de genre dans les objectifs politiques (dans les accords de partenariat) et les objectifs/mesures spécifiques (dans les programmes opérationnels)
          • Étapes de la mise en œuvre opérationnelle de l’égalité de genre dans les accords de partenariat et les programmes opérationnels
          • Orientations générales sur la mise en œuvre de l’égalité de genre lors de l’élaboration d’objectifs stratégiques, d’objectifs spécifiques et de mesures
          • Liste de contrôle pour la mise en pratique du principe horizontal de l’égalité de genre dans les accords de partenariat
          • Liste de contrôle pour la mise en pratique du principe horizontal de l’égalité de genre dans les programmes opérationnels
          • Exemples d’intégration de l’égalité de genre en tant que principe horizontal dans les objectifs stratégiques et les objectifs spécifiques
        • Outil 4 — Coordination et complémentarités entre les Fonds de l’UE pour favoriser l’équilibre entre vie professionnelle et vie privée
          • Étapes à suivre pour améliorer la coordination et la complémentarité entre les Fonds
          • Étape 1 — Alignement sur les objectifs de l’engagement stratégique pour l’égalité de genre
          • Étapes 2 et 3 — Recenser et élaborer d’éventuelles interventions en faveur de l’équilibre entre vie professionnelle et vie privée
          • Étape 4 — Suivi à l’aide d’indicateurs au sein des systèmes de suivi et d’évaluation
          • Étude de cas fictive 1 — Concilier travail rémunéré et garde d’enfants
          • Étude de cas fictive 2 — Concilier travail posté et garde d’enfants
          • Étude de cas fictive 3 — Équilibrer les soins pour soi-même et pour les autres
          • Étude de cas fictive 4 — Concilier la garde des enfants et des personnes âgées avec le travail posté
          • Autres ressources
        • Outil 5 — Définir les partenariats et la gouvernance à plusieurs niveaux — Identifier les partenaires pertinents, le rôle des experts sur les questions de genre et la composition des comités de suivi
          • Étapes pour la définition des partenariats et de la gouvernance à plusieurs niveaux
          • Autres ressources
        • Outil 6 — Élaborer des indicateurs quantitatifs et qualitatifs pour faire progresser l’égalité de genre
          • Étapes pour l’élaboration d’indicateurs quantitatifs et qualitatifs
          • FEDER et Fonds de cohésion (mêmes indicateurs communs)
          • Fonds social européen plus
          • Fonds européen pour les affaires maritimes et la pêche
          • Autres ressources
        • Outil 7 — Définir des critères de sélection de projets sensibles au genre
          • Étapes à suivre pour favoriser l’élaboration et la sélection de projets sensibles à la dimension de genre
          • Liste de contrôle pour guider la préparation des appels à propositions de projets
          • Liste de contrôle pour les critères de sélection des projets
          • Outil complémentaire 7.a — Conventions tenant compte de la dimension de genre avec les personnes responsables de l’exécution des projets
        • Outil 8 — Contrôler les allocations de ressources en faveur de l’égalité de genre dans les Fonds de l’UE
          • 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
        • Outil 9 — Intégrer l’égalité de genre dans la conception des projets
          • Étapes pour intégrer l’égalité de genre dans la conception des projets
          • Étape 1 — Alignement sur les objectifs et indicateurs en matière de genre des accords de partenariat et des programmes opérationnels
          • Étape 2 — Élaboration et demande de projet
          • Étape 3 — Mise en œuvre du projet
          • Étape 4 — Évaluation du projet
        • Outil 10 — Intégrer une perspective de genre dans les processus de suivi et d’évaluation
          • Étapes pour intégrer une perspective de genre dans les processus de S & E
          • Autres ressources
        • Outil 11 — Rendre compte des dépenses de ressources en faveur de l’égalité de genre dans les Fonds de l’UE
          • Suivi des dépenses pour l’égalité de genre
          • Autres ressources
      • Ressources
        • Références
        • Abréviations
        • Remerciements
    • Gender-responsive Public Procurement
      • Back to toolkit page
      • Who is this toolkit for?
        • Guiding you through the toolkit
      • What is gender-responsive public procurement?
        • How is gender-responsive public procurement linked to gender equality?
        • How is gender-responsive public procurement linked to gender budgeting?
      • Why is gender-responsive public procurement important?
        • Five reasons why gender-responsive public procurement
        • Why was this toolkit produced
      • Gender-responsive public procurement in practice
        • Legal framework cross-references gender equality and public procurement
        • Public procurement strategies cover GRPP
        • Gender equality action plans or strategies mention public procurement
        • Capacity-building programmes, support structures
        • Regular collaboration between gender equality bodies
        • Effective monitoring and reporting systems on the use of GRPP
        • Tool 1:Self-assessment questionnaire about the legal
        • Tool 2: Overview of the legislative, regulatory and policy frameworks
      • How to include gender aspects in tendering procedures
        • Pre-procurement stage
          • Needs assessment
          • Tool 3: Decision tree to assess the gender relevance
          • Preliminary market consultation
          • Tool 4: Guiding questions for needs assessment
          • Defining the subject matter of the contract
          • Choosing the procedure
          • Tool 5: Decision tree for the choice of procedure for GRPP
          • Dividing the contract into lots
          • Tool 6: Guiding questions for dividing contracts into lots for GRPP
          • Light regime for social, health and other specific services
          • Tool 7: Guiding questions for applying GRPP under the light regime
          • Tool 8: Guiding questions for applying GRPP under the light regime
          • Reserved contracts
          • Preparing tender documents
        • Procurement stage
          • Exclusion grounds
          • Selection criteria
          • Technical specifications
          • Tool 9: Decision tree for setting GRPP selection criteria
          • Award criteria
          • Tool 10: Formulating GRPP award criteria
          • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
          • Use of labels/certifications
        • Post-procurement stage
          • Tool 12: Checklist for including GRPP contract performance conditions
          • Subcontracting
          • Monitoring
          • Reporting
          • Tool 13: Template for a GRPP monitoring and reporting plan
      • References
      • Additional resources
  • Methods and tools
    • Browse
    • About EIGE's methods and tools
    • Gender analysis
    • Gender audit
    • Gender awareness-raising
    • Gender budgeting
    • Gender impact assessment
    • Gender equality training
    • Gender evaluation
    • Gender statistics and indicators
    • Gender monitoring
    • Gender planning
    • Gender-responsive public procurement
    • Gender stakeholder consultation
    • Sex-disaggregated data
    • Institutional transformation
    • Examples of methods and tools
    • Resources
  • Good practices
    • Browse
    • About good practices
    • EIGE’s approach to good practices
  • Country specific information
    • Belgium
      • Overview
      • Browse all Belgium content
    • Bulgaria
      • Overview
      • Browse all Bulgaria content
    • Czechia
      • Overview
      • Browse all Czechia content
    • Denmark
      • Overview
      • Browse all Denmark content
    • Germany
      • Overview
      • Browse all Germany content
    • Estonia
      • Overview
      • Browse all Estonia content
    • Ireland
      • Overview
      • Browse all Ireland content
    • Greece
      • Overview
      • Browse all Greece content
    • Spain
      • Overview
      • Browse all Spain content
    • France
      • Overview
      • Browse all France content
    • Croatia
      • Overview
      • Browse all Croatia content
    • Italy
      • Overview
      • Browse all Italy content
    • Cyprus
      • Overview
      • Browse all Cyprus content
    • Latvia
      • Overview
      • Browse all Latvia content
    • Lithuania
      • Overview
      • Browse all Lithuania content
    • Luxembourg
      • Overview
      • Browse all Luxembourg content
    • Hungary
      • Overview
      • Browse all Hungary content
    • Malta
      • Overview
      • Browse all Malta content
    • Netherlands
      • Overview
      • Browse all Netherlands content
    • Austria
      • Overview
      • Browse all Austria content
    • Poland
      • Overview
      • Browse all Poland content
    • Portugal
      • Overview
      • Browse all Portugal content
    • Romania
      • Overview
      • Browse all Romania content
    • Slovenia
      • Overview
      • Browse all Slovenia content
    • Slovakia
      • Overview
      • Browse all Slovakia content
    • Finland
      • Overview
      • Browse all Finland content
    • Sweden
      • Overview
      • Browse all Sweden content
    • United Kingdom
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • À qui s’adresse cette boîte à outils?
        • Pourquoi la budgétisation sensible au genre des Fonds de l’UE relevant de la gestion partagée est-elle importante?
          • Trois raisons pour lesquelles la budgétisation sensible au genre est essentielle dans les Fonds de l’UE
        • Qu’est-ce que la budgétisation sensible au genre?
          • Présentation de la budgétisation sensible au genre
          • En quoi la budgétisation sensible au genre est-elle liée aux réalités vécues par les femmes et les hommes?
          • En quoi consiste la budgétisation sensible au genre dans la pratique
          • Budgétisation sensible au genre des Fonds de l’UE
            • La budgétisation sensible au genre comme moyen de se conformer aux exigences juridiques de l’UE
            • La budgétisation sensible au genre comme moyen de promouvoir la responsabilité et la transparence dans la planification et la gestion des finances publiques
            • La budgétisation sensible au genre comme moyen d’accroître la participation des femmes et des hommes aux processus budgétaires
            • La budgétisation sensible au genre comme moyen de favoriser l’égalité de genre pour les femmes et les hommes dans toute leur diversité
        • Comment pouvons-nous appliquer la budgétisation sensible au genre des Fonds de l’UE relevant de la gestion partagée? Outils pratiques et exemples des États membres
          • Outil 1 — Relier les Fonds de l’UE au cadre réglementaire de l’UE en matière d’égalité de genre
            • Base législative et réglementaire des politiques de l’UE en matière d’égalité de genre
            • Exigences concrètes pour la prise en considération de l’égalité de genre dans les Fonds de l’UE
            • Conditions favorisantes des Fonds de l’UE
            • Autres ressources
          • Outil 2 — Analyser les inégalités de genre et les besoins liés au genre aux niveaux national et infranational
            • Étapes concernant l’évaluation et l’analyse des inégalités de genre et les besoins liés au genre
            • Étape 1 — Recueillir des informations et des données ventilées sur le groupe cible
            • Étape 2 — Recenser les inégalités de genre existantes et leurs causes sous-jacentes
            • Étape 3 — Consulter directement les groupes cibles
            • Étape 4 — Tirer des conclusions
            • Autres ressources
          • Outil 3 — Mettre en œuvre l’égalité de genre dans les objectifs politiques (dans les accords de partenariat) et les objectifs/mesures spécifiques (dans les programmes opérationnels)
            • Étapes de la mise en œuvre opérationnelle de l’égalité de genre dans les accords de partenariat et les programmes opérationnels
            • Orientations générales sur la mise en œuvre de l’égalité de genre lors de l’élaboration d’objectifs stratégiques, d’objectifs spécifiques et de mesures
            • Liste de contrôle pour la mise en pratique du principe horizontal de l’égalité de genre dans les accords de partenariat
            • Liste de contrôle pour la mise en pratique du principe horizontal de l’égalité de genre dans les programmes opérationnels
            • Exemples d’intégration de l’égalité de genre en tant que principe horizontal dans les objectifs stratégiques et les objectifs spécifiques
          • Outil 4 — Coordination et complémentarités entre les Fonds de l’UE pour favoriser l’équilibre entre vie professionnelle et vie privée
            • Étapes à suivre pour améliorer la coordination et la complémentarité entre les Fonds
            • Étape 1 — Alignement sur les objectifs de l’engagement stratégique pour l’égalité de genre
            • Étapes 2 et 3 — Recenser et élaborer d’éventuelles interventions en faveur de l’équilibre entre vie professionnelle et vie privée
            • Étape 4 — Suivi à l’aide d’indicateurs au sein des systèmes de suivi et d’évaluation
            • Étude de cas fictive 1 — Concilier travail rémunéré et garde d’enfants
            • Étude de cas fictive 2 — Concilier travail posté et garde d’enfants
            • Étude de cas fictive 3 — Équilibrer les soins pour soi-même et pour les autres
            • Étude de cas fictive 4 — Concilier la garde des enfants et des personnes âgées avec le travail posté
            • Autres ressources
          • Outil 5 — Définir les partenariats et la gouvernance à plusieurs niveaux — Identifier les partenaires pertinents, le rôle des experts sur les questions de genre et la composition des comités de suivi
            • Étapes pour la définition des partenariats et de la gouvernance à plusieurs niveaux
            • Autres ressources
          • Outil 6 — Élaborer des indicateurs quantitatifs et qualitatifs pour faire progresser l’égalité de genre
            • Étapes pour l’élaboration d’indicateurs quantitatifs et qualitatifs
            • FEDER et Fonds de cohésion (mêmes indicateurs communs)
            • Fonds social européen plus
            • Fonds européen pour les affaires maritimes et la pêche
            • Autres ressources
          • Outil 7 — Définir des critères de sélection de projets sensibles au genre
            • Étapes à suivre pour favoriser l’élaboration et la sélection de projets sensibles à la dimension de genre
            • Liste de contrôle pour guider la préparation des appels à propositions de projets
            • Liste de contrôle pour les critères de sélection des projets
            • Outil complémentaire 7.a — Conventions tenant compte de la dimension de genre avec les personnes responsables de l’exécution des projets
          • Outil 8 — Contrôler les allocations de ressources en faveur de l’égalité de genre dans les Fonds de l’UE
            • 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
          • Outil 9 — Intégrer l’égalité de genre dans la conception des projets
            • Étapes pour intégrer l’égalité de genre dans la conception des projets
            • Étape 1 — Alignement sur les objectifs et indicateurs en matière de genre des accords de partenariat et des programmes opérationnels
            • Étape 2 — Élaboration et demande de projet
            • Étape 3 — Mise en œuvre du projet
            • Étape 4 — Évaluation du projet
          • Outil 10 — Intégrer une perspective de genre dans les processus de suivi et d’évaluation
            • Étapes pour intégrer une perspective de genre dans les processus de S & E
            • Autres ressources
          • Outil 11 — Rendre compte des dépenses de ressources en faveur de l’égalité de genre dans les Fonds de l’UE
            • Suivi des dépenses pour l’égalité de genre
            • Autres ressources
          • Références
          • Abréviations
          • Remerciements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
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          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
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          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
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          • Tool 1:Self-assessment questionnaire about the legal
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            • Tool 3: Decision tree to assess the gender relevance
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            • Tool 4: Guiding questions for needs assessment
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            • 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
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            • Preparing tender documents
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            • Tool 9: Decision tree for setting GRPP selection criteria
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            • Tool 10: Formulating GRPP award criteria
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            • Tool 13: Template for a GRPP monitoring and reporting plan
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      • Foreword
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        • Still far from the finish line
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Policy cycle in research

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Policy cycle
Topics:
Research
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 research statistics

European Commission, Directorate-General for Research & Innovation: The She Figures report

European Commission, Directorate-General for Research & Innovation: The She Figures report is the main source of pan-European comparable statistics on the state of gender equality in research and innovation. Published every 3 years since 2003, She Figures is the European Commission’s publication that presents human resource statistics and indicators in the research and technological development (RTD) sector and on gender equality in science. It provides information on the situation of women in science and research, based on data collected every 3 years by the European Commission’s Directorate-General for Research & Innovation, in close cooperation with the Helsinki Group on Women and Science and its statistical correspondents. It covers a wide range of themes, including the proportions of women and men among top‑level graduates, academic staff and research/advisory boards, the working conditions of women and men researchers, the integration of the gender dimension in the content of peer-reviewed scientific articles, and various indicators measuring gender gaps in scientific and innovation outputs. In She Figures, the joint repository for these data are referred to as the Women in Science database (WiS).

In 2012, the European Commission published the fourth She Figures. In July 2015, preliminary findings of the She Figures 2015 report were published (the full report is due to be released at the end of 2015).

The Eurostat Statistics on Research and Development

The Eurostat Statistics on Research and Development is a collection that provides data concerning R&D expenditure and R&D personnel broken down by the following institutional sectors: business enterprise (BES), government (GOV), higher education (HES) and private non-profit (PNP). It also provides the total of all sectors. All data are broken down by the sectors of performance. R&D personnel data are available in full-time equivalent (FTE), in head count (HC), as a percentage of employment, and as a percentage of the labour force. The data are further broken down by occupation, qualification, sex, size class, citizenship, age groups, fields of science, economic activity (NACE Rev. 2) and regions (NUTS 2 level). At EU level, the sector is the basis for the calculation of the main sex-disaggregated indicators concerning R&D, in particular for the She Figures publication and database. 

The UNESCO Institute for Statistics (UIS)

The UNESCO Institute for Statistics (UIS) began to study science, technology, engineering and mathematics (STEM) gender indicators in 2006. It follows an innovative methodology. In 2007, the UIS, together with UNESCO’s Natural Sciences Sector, published the first international report on science, technology and gender. Through its biennial survey and partnerships with other statistical organisations, the UIS collects cross-nationally comparable, gender-disaggregated statistics on research and experimental development – by sector, area of research and level of education – for more than 200 countries and territories. These data are used to support national and international policymaking to promote gender equality in science and technology and to expand the role of women in all fields of scientific research. 

MORE2 (funded by the European Commission, Directorate-General for Research)

MORE2 (funded by the European Commission, Directorate-General for Research) is a study that intends to provide ‘support for continued data collection and analysis concerning mobility patterns and career paths of researchers’, as provided for under the 2010 People Work Programme of the Seventh Framework Programme. This foresees support for continued data collection and analysis and provides the opportunity to consolidate, improve and refine the results achieved under MORE1. Within this framework, a set of internationally comparable indicators on stocks, flows, working conditions and career paths of European researchers, as well as a database, were implemented. Indicators on the stock, employment situation and mobility of researchers in all EU countries in 2012 are presented, ‘disaggregated by sex’.

Examples of studies, research and reports

European Commission, Meta-Analysis of Gender and Science Research

This report sets out the first comprehensive view of experiences and practices in Europe and abroad relating to women and science research. Its aim is to collect and analyse research on horizontal and vertical gender segregation in research careers, as well as the underlying causes and effects of these 2 processes. The objectives of the study were to thus provide an exhaustive overview and analysis of research on gender and science carried out at the European, national and regional levels; to make the study results accessible to researchers and policymakers via an informed bibliography (online database) and a set of reports; and finally, to steer policymaking on gender and science and define future research priorities within the framework programme, in particular through examples of good practice and gap analysis in the various research topics.

European Commission – Directorate-General for Research, Mapping the Maze: Getting more women to the top in research

The report presents a summary of the situation in the field of research decision-making, with the aim of identifying problem areas and recommending changes. The report does not cover all the possible sectors in which research in Europe is performed. Nevertheless, the conclusions may still apply to a wide range of sectors (institutions of higher education, public and private research institutions, membership organisations such as science academies, non-governmental/non-profit organisations and commercial enterprises).

European Commission – Directorate-General for Research, Stocktaking 10 years of ‘Women in Science’ policy by the European Commission 1999–2009

This report describes and assesses the large number of projects funded by the Sixth and Seventh European Framework Programmes for Research and Technological Development, highlighting their contribution to 2 major steps: the first aimed at encouraging, preparing and adapting women to the existing research system, and the second aimed at adapting the research system to women’s needs (structural change).

European Commission – Directorate-General for Research, Gender research in the 6th Framework Programme and the first period of the 7th Framework Programme: Socio-Economic Sciences and Humanities Programme

This compendium is intended to be a useful reference for anyone interested in gender research. It presents the wide range of activities carried out under the Sixth and the beginning of the Seventh Framework Research Programme in the field of socioeconomic sciences and humanities. These pursued both gender-specific research as well as the mainstreaming of gender issues in research.

European Commission – Directorate-General for Research & Innovation, Gender Equality Policies in Public Research

This report is based on a survey among the members of the Helsinki Group, the Commission’s advisory group on gender, research and innovation. It gives a detailed analysis of the current state-of-play in terms of EU Member States’ and associated countries’ initiatives for promoting gender equality in research and innovation.

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 collect 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.

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

European Commission, Gendered Innovations – How Gender Analysis Contributes to Research: Report of the expert group ‘Innovation through gender’

This publication includes case studies as concrete illustrations of how gender analysis leads to new ideas and excellence in research in several fields such as health and medicine, environment and climate change, food and nutrition, transport and technological development.

L. Schiebinger, I. Klinge, A. Arlow and S. Newman, ‘Introduction’, in L. Schiebinger and I. Klinge (eds.), Gendered Innovations: Mainstreaming Sex and Gender Analysis into Basic and Applied Research: Meta-Analysis of Gender and Science Research – Topic Report

This text presents the main steps to be followed when performing gender analysis in the research sector.

An example of gender impact assessment

European Commission – Directorate-General for Research/Science and Society/C.5 Women and Science, Gender in Research: Gender impact assessment of the specific programmes of the Fifth Framework Programme

This report presents a synthesis of the key findings and recommendations of 7 studies carried out as part of the gender impact assessment exercise, launched by the European Commission in June 2000, with a view to assessing the way in which gender issues are being addressed within the Fifth Framework Programme (FP5). It entails specific recommendations for mainstreaming gender in the framework programme implementation cycle and research areas.

Examples of stakeholders that can be consulted

European Platform of Women Scientists

The European Platform of Women Scientists (EPWS) is an umbrella organisation bringing together networks of women scientists and organisations committed to gender equality in research in all disciplines in Europe and the countries associated with the EU’s Framework Programmes for Research and Technological Development. The platform welcomes researchers working in any discipline and working in science in its widest sense, ranging from the natural to the social sciences, and including, but not restricted to, science, engineering and technology. EPWS currently includes more than 100 member organisations and represents more than 12 000 women researchers all over Europe who are active in academia and industrial research.

GenderSTE

This is a COST-funded network for the promotion of gender equality in research and innovation. It organises awareness-raising events across Europe.

GenPORT

GenPORT is a developing online community of practitioners, served by an Internet portal and made up of organisations and individuals working across the globe for gender equality and excellence in science, technology or innovation.

For a more detailed description of how gender can be mainstreamed into 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 on women and men respectively. Thus, gender budgeting thus 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 research

The Women’s Academy Munich regulation association (FAM Frauenakademie München)

The Women’s Academy Munich regulation association (FAM Frauenakademie München) undertook a project, Gender budgeting as an instrument for managing scientific organisations to promote equal opportunities for women and men – with the example of universities, in 2007. This is a transnational EU project (carried out in Germany, Austria and Poland), showing which dimensions and which phases of the budgeting process have to be considered. It provides basic steps for systematically integrating gender issues into the budgeting process in research and scientific organisations.

Examples of indicators for monitoring gender and research

Share of women researchers, by sectors of performance

This indicator is calculated as the percentage of women researchers out of the total number of researchers. It can be calculated as a percentage of the total researchers in all sectors or disaggregated by sector (business enterprise: BES, government: GOV, higher education: HES, private non-profit : PNP). This indicator provides a means of measuring gender imbalances in research. The indicator is available in head count (HC), i.e. people employed, and in full-time equivalents (FTE).

The latest figures are from 2011, when 33% of researchers in all sectors were women. The indicator is available from Eurostat’s Statistics on Research and Development – R&D personnel at national and regional level (online data code: rd_p_femres).

Proportion of women researchers in the sectors of performance, by fields of science

This indicator is calculated as the percentage of women researchers out of the total researchers in each sector of performance (business enterprise: BES, government: GOV, higher education: HES, private non-profit: PNP) and in different field of sciences (natural sciences, engineering and technology, medical and health sciences, agricultural sciences, social sciences and humanities). The indicators provide a means of measuring gender imbalances in the field of research. The indicators can be calculated using the number of women and total head count (HC), derived from Eurostat Statistics on Research and Development – R&D personnel at national and regional level (online data code: rd_p_perssci).

Proportion of women in a grade A academic position

This indicator is calculated as a percentage of women in a grade A academic position out of the total members of academic staff at grade A. Grade A is the single highest grade/post at which a researcher is normally employed. The statistics on the seniority of academic staff are collected at the national level through higher education and R&D surveys or directly from higher education institutions as part of their own monitoring systems and administrative records.

This indicator is included in the set of indictors for monitoring Area B of the Beijing Platform for Action – ‘Education and Training of Women’. Data are available on the Women in Science (WiS) database , which was implemented for the realisation of She Figures reports by DG Research & Innovation and is updated triennially with every new edition of the She Figures. The latest available data are from 2010 and show that women represent only 20% of academic staff at grade A.

Examples of procurement

European Commission, The gender challenge in research funding: Assessing the European national scenes

This report focuses on research funding across Europe, mainly but not exclusively from a gender perspective. It is the result of the work of an EU expert group set up by the European Commission to provide ‘recommendations on the improvement of transparency and accountability of procedures used in selection committees for grants and fellowship awards, and access to research funding in general’. The report analyses the gender dynamics among applicants, recipients and gatekeepers of research funding, in funding processes, instruments and criteria, and the role of key funding organisations in promoting gender equality in research. An overview of the national situations in terms of research landscape and gender settings is annexed to the report.

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 those 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.

Example of capacity-building initiatives on gender and research

Gender in EU-funded research

Gender in EU-funded research is a training programme was financed under the Seventh Framework Programme (FP7) by the European Commission, delivering 73 one-day training sessions across the EU on ‘gender in EU-funded research’. A toolkit and training activities are available on the website.

The Association of Commonwealth Universities 

The Association of Commonwealth Universities has prepared a training module, Introduction to gender mainstreaming universities, which presents several activities/exercises to mainstream gender within universities. A specific chapter is dedicated to Methods of mainstreaming gender into the academic curriculum/discipline/department.

Practising gender equality in science, guidelines for gender equality programmes in science

Practising gender equality in science, guidelines for gender equality programmes in science, 2009, is based on the collation and assessment of practices developed in Europe, North America and Australia. These guidelines aim to best exploit the available theoretical and practical knowledge on how to promote gender equality in science and technology. The guidelines are intended to be useful to universities, research centres and other stakeholders in terms of implementing institutional and cultural change in favour of greater inclusivity for women scientists and improving working conditions for women (and men) on their premises.

Example of gender language in research

L. Husu and L. Tainio, ‘Representations of women scientists in Finnish print media: Top researchers, multi-talents and experts’, in L. Mattfolk, S. Nordlund-Laurent and J. O. Ostman, (eds.), Language, politeness, and gender, Nordica Helsingiensia, University of Helsinki, Helsinki, 2007. The use of language and concepts can determine the direction of scientific practice, the questions asked, the results obtained and the interpretations of those results. This study points to the use of language in programme materials and how this can constitute and create gender bias, or simply fail to take account of gender differences.

Check

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

Monitoring ongoing work allows those involved to follow up progress and remedying unforeseen difficulties. This process should take into account the indicators set out in the planning phase and 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 its learning potential.

Examples of monitoring and evaluating gender in research

European Commission – Directorate-General for Research & Innovation, Indicators for promoting and monitoring responsible research and innovation: Report from the expert group on policy indicators for responsible research and innovation

Early in 2014, the European Commission appointed an expert group ‘to identify and propose indicators and other effective means to monitor and assess the impacts of responsible research and innovation (RRI) initiatives, and evaluate their performance in relation to general and specific RRI objectives’. This report presents the results of the work of the expert group. It contains 3 parts: first, a conceptual introduction of RRI; second, a detailed review of possible indicators in 8 key areas for RRI policy; and third, a number of concrete proposals for indicator design and implementation. One of the 8 key areas is gender equality.

European Commission – Directorate-General for Research, Monitoring Progress towards gender equality in the Sixth Framework Programme – Synthesis Report

This report presents a synthesis of 6 gender monitoring studies carried out by research teams representing universities, research institutes and organisations specialising in gender research. The studies were commissioned by the European Commission to monitor advancement towards gender equality, both at project and programme level.

For a more detailed description of how gender can be mainstreamed in this phase of the policy cycle, click here.
  • Define
    • Examples of gender and research statistics
    • Examples of studies, research and reports
    • Examples of gender analysis
    • An example of gender impact assessment
    • Examples of stakeholders that can be consulted
  • Plan
    • Example of gender budgeting in research
    • Examples of indicators for monitoring gender and research
    • Examples of procurement
  • Act
    • Example of capacity-building initiatives on gender and research
    • Example of gender language in research
  • Check
    • Examples of monitoring and evaluating gender in research

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