• Skip to language switcher
  • Skip to main categories navigation
  • Skip to secondary categories navigation
  • Skip to current category navigation
  • Skip to main navigation
  • Skip to main content
  • Skip to footer

Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Find a gender trainer
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • What is a Gender Equality Plan?
      • EU objectives for gender equality in research
      • Why change must be structural
      • Who is this guide for?
      • The GEAR Step-by-Step Guide
        • Step 1: Getting started
        • Step 2: Analysing and assessing the state-of-play in the institution
        • Step 3: Setting up a Gender Equality Plan
        • Step 4: Implementing a Gender Equality Plan
        • Step 5: Monitoring progress and evaluating a Gender Equality Plan
        • Step 6: What comes after the Gender Equality Plan?
      • GEAR action toolbox
      • Who is involved in a Gender Equality Plan?
      • Rationale for gender equality in research
      • Basic requirements and success factors
      • Obstacles and solutions
      • Legislative and policy backgrounds
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
      • Relevant insights
      • Examples
        • A practice to award and ensure greater visibility for women researchers
        • A survey to know your institution
        • AKKA
        • Age limit extension in calls for female researchers with children under 10
        • Cascade Model GFZ
        • Compulsory awareness-raising session for B.A. students
        • Election procedure for the Board
        • Elections for the University's Council
        • Encouraging gender equality activities at the grassroots level across the university
        • Family-leave without consequences for the academic career
        • Gender Equality Report
        • Gender Project Manager
        • Gender Report
        • Gender Sensitive PhD Supervisor Toolkit
        • Gender and Diversity Controlling
        • Gender certification: a road to change? (SE)
        • Gender lectureship: a model for mainstreaming in higher education
        • GenderNet Freie Universität Berlin (DE)
        • High-profile tenure-track positions for top female scientists
        • Introducing a gender perspective in research content and teaching
        • Maternity Cover Fund and Return to Work policy
        • National connections at Fraunhofer Gesellschaft: the National Committee
        • Overcoming bias in personnel selection procedures
        • Participatory approach towards development of Career Development Plan
        • Protocol for preventing and tackling sexual harassment and gender-based violence
        • School of drafting and management for European projects
        • Stimulating personal development to improve women academics’ positions
        • Teaching-free period when returning from parental leave
        • The Gender Balance Committee of the Genomic Regulation Centre (ES)
        • WiSER (Centre for Women in Science and Engineering Research)
        • Women represented in all rounds of applications
      • Key resources
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • Who is this toolkit for?
      • What is gender budgeting?
        • Introducing gender budgeting
        • Gender budgeting in women’s and men’s lived realities
        • What does gender budgeting involve in practice?
        • Gender budgeting in the EU Funds
          • Gender budgeting as a way of complying with EU legal requirements
          • Gender budgeting as a way of promoting accountability and transparency
          • Gender budgeting as a way of increasing participation in budget processes
          • Gender budgeting as a way of advancing gender equality
      • Why is gender budgeting important in the EU Funds?
        • Three reasons why gender budgeting is crucial in the EU Funds
      • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
        • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
          • Legislative and regulatory basis for EU policies on gender equality
          • Concrete requirements for considering gender equality within the EU Funds
          • EU Funds’ enabling conditions
          • Additional resources
        • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
          • Steps to assess and analyse gender inequalities and needs
          • Step 1. Collect information and disaggregated data on the target group
          • Step 2. Identify existing gender inequalities and their underlying causes
          • Step 3. Consult directly with the target groups
          • Step 4. Draw conclusions
          • Additional resources
        • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
          • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
          • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
          • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
          • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
          • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
        • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
          • Steps for enhancing coordination and complementarities between the funds
          • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
          • Steps 2 and 3. Identifying and developing possible work-life balance interventions
          • Step 4. Following-up through the use of indicators within M&E systems
          • Fictional case study 1: reconciling paid work and childcare
          • Fictional case study 2: reconciling shift work and childcare
          • Fictional case study 3: balancing care for oneself and others
          • Fictional case study 4: reconciling care for children and older persons with shift work
          • Additional resources
        • Tool 5: Defining partnerships and multi-level governance
          • Steps for defining partnerships and multi-level governance
          • Additional resources
        • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
          • Steps to develop quantitative and qualitative indicators
          • ERDF and Cohesion Fund
          • ESF+
          • EMFF
          • Additional resources
        • Tool 7: Defining gender-sensitive project selection criteria
          • Steps to support gender-sensitive project development and selection
          • Checklist to guide the preparation of calls for project proposals
          • Checklist for project selection criteria
          • Supplementary tool 7.a: Gender-responsive agreements with project implementers
        • Tool 8: Tracking resource allocations for gender equality in the EU Funds
        • Tool 9: Mainstreaming gender equality in project design
          • Steps to mainstream gender equality in project design
          • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
          • Step 2. Project development and application
          • Step 3. Project implementation
          • Step 4. Project assessment
        • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
          • Steps to integrate a gender perspective in M&E processes
          • Additional resources
        • Tool 11: Reporting on resource spending for gender equality in the EU Funds
          • Tracking expenditures for gender equality
          • Additional resources
      • Resources
        • References
        • Abbreviations
        • Acknowledgements
  • Methods and Tools
    • Browse
    • About EIGE's methods and tools
    • Gender Analysis
    • Gender Audit
    • Gender Awareness-raising
    • Gender Budgeting
    • Gender Impact Assessment
    • Gender Equality Training
    • Gender Evaluation
    • Gender Statistics and indicators
    • Gender Monitoring
    • Gender Planning
    • Gender Procurement
    • Gender stakeholder consultation
    • Sex-disaggregated Data
    • Institutional Transformation
    • Examples of methods and tools
    • Resources
  • Good Practices
    • Browse
    • About Good Practices
    • EIGE’s approach to Good Practices
  • Country specific information
    • Belgium
      • Overview
      • Browse all Belgium content
    • Bulgaria
      • Overview
      • Browse all Bulgaria content
    • Czechia
      • Overview
      • Browse all Czechia content
    • Denmark
      • Overview
      • Browse all Denmark content
    • Germany
      • Overview
      • Browse all Germany content
    • Estonia
      • Overview
      • Browse all Estonia content
    • Ireland
      • Overview
      • Browse all Ireland content
    • Greece
      • Overview
      • Browse all Greece content
    • Spain
      • Overview
      • Browse all Spain content
    • France
      • Overview
      • Browse all France content
    • Croatia
      • Overview
      • Browse all Croatia content
    • Italy
      • Overview
      • Browse all Italy content
    • Cyprus
      • Overview
      • Browse all Cyprus content
    • Latvia
      • Overview
      • Browse all Latvia content
    • Lithuania
      • Overview
      • Browse all Lithuania content
    • Luxembourg
      • Overview
      • Browse all Luxembourg content
    • Hungary
      • Overview
      • Browse all Hungary content
    • Malta
      • Overview
      • Browse all Malta content
    • Netherlands
      • Overview
      • Browse all Netherlands content
    • Austria
      • Overview
      • Browse all Austria content
    • Poland
      • Overview
      • Browse all Poland content
    • Portugal
      • Overview
      • Browse all Portugal content
    • Romania
      • Overview
      • Browse all Romania content
    • Slovenia
      • Overview
      • Browse all Slovenia content
    • Slovakia
      • Overview
      • Browse all Slovakia content
    • Finland
      • Overview
      • Browse all Finland content
    • Sweden
      • Overview
      • Browse all Sweden content
    • United Kingdom
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
  • Videos
European Institute for Gender Equality logoEuropean Institute for Gender Equality
Search

Search form

English
  • EN - English
  • LT - Lietuvių kalba
  • EN - English
  • BG - Български
  • ES - Español
  • CS - Čeština
  • DA - Dansk
  • DE - Deutsch
  • ET - Eesti
  • EL - Ελληνικά
  • FR - Français
  • GA - Gaeilge
  • HR - Hrvatski
  • IT - Italiano
  • LV - Latviešu valoda
  • LT - Lietuvių kalba
  • HU - Magyar
  • MT - Malti
  • NL - Nederlands
  • PL - Polski
  • PT - Português
  • RO - Română
  • SK - Slovenčina (slovenský jazyk)
  • SL - Slovenščina (slovenski jezik)
  • FI - Suomi
  • SV - Svenska
  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Find a gender trainer
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
          • Gender Project Manager
          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • 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
          • References
          • Abbreviations
          • Acknowledgements
    • Methods and Tools
      • Browse
      • About EIGE's methods and tools
      • Gender Analysis
      • Gender Audit
      • Gender Awareness-raising
      • Gender Budgeting
      • Gender Impact Assessment
      • Gender Equality Training
      • Gender Evaluation
      • Gender Statistics and indicators
      • Gender Monitoring
      • Gender Planning
      • Gender Procurement
      • Gender stakeholder consultation
      • Sex-disaggregated Data
      • Institutional Transformation
      • Examples of methods and tools
      • Resources
    • Good Practices
      • Browse
      • About Good Practices
      • EIGE’s approach to Good Practices
    • Country specific information
      • Belgium
        • Overview
        • Browse all Belgium content
      • Bulgaria
        • Overview
        • Browse all Bulgaria content
      • Czechia
        • Overview
        • Browse all Czechia content
      • Denmark
        • Overview
        • Browse all Denmark content
      • Germany
        • Overview
        • Browse all Germany content
      • Estonia
        • Overview
        • Browse all Estonia content
      • Ireland
        • Overview
        • Browse all Ireland content
      • Greece
        • Overview
        • Browse all Greece content
      • Spain
        • Overview
        • Browse all Spain content
      • France
        • Overview
        • Browse all France content
      • Croatia
        • Overview
        • Browse all Croatia content
      • Italy
        • Overview
        • Browse all Italy content
      • Cyprus
        • Overview
        • Browse all Cyprus content
      • Latvia
        • Overview
        • Browse all Latvia content
      • Lithuania
        • Overview
        • Browse all Lithuania content
      • Luxembourg
        • Overview
        • Browse all Luxembourg content
      • Hungary
        • Overview
        • Browse all Hungary content
      • Malta
        • Overview
        • Browse all Malta content
      • Netherlands
        • Overview
        • Browse all Netherlands content
      • Austria
        • Overview
        • Browse all Austria content
      • Poland
        • Overview
        • Browse all Poland content
      • Portugal
        • Overview
        • Browse all Portugal content
      • Romania
        • Overview
        • Browse all Romania content
      • Slovenia
        • Overview
        • Browse all Slovenia content
      • Slovakia
        • Overview
        • Browse all Slovakia content
      • Finland
        • Overview
        • Browse all Finland content
      • Sweden
        • Overview
        • Browse all Sweden content
      • United Kingdom
        • Overview
    • EIGE’s publications on Gender mainstreaming
    • Concepts and definitions
    • Power Up conference 2019
    • Videos
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • Administrative data collection
      • Data collection on violence against women
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Good practices in EU Member States
    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Regulatory and legal framework
      • International regulations
      • EU regulations
      • Strategic framework on violence against women 2015-2018
      • Legal Definitions in the EU Member States
    • Literature and legislation
    • EIGE's publications on gender-based violence
    • Videos
  • Gender Equality Index
    • View countries
    • Compare countries
    • Thematic Focus
    • About Index
    • Publications
    • Conference 2020
    • Index Game
  • Gender Statistics Database
    • Browse Gender Statistics
    • Data talks
    • FAQs
    • About
    • Search
  • Beijing Platform for Action
  • Countries
    • Belgium
    • Bulgaria
    • Czechia
    • Denmark
    • Germany
    • Estonia
    • Ireland
    • Greece
    • Spain
    • France
    • Croatia
    • Italy
    • Cyprus
    • Latvia
    • Lithuania
    • Luxembourg
    • Hungary
    • Malta
    • Netherlands
    • Austria
    • Poland
    • Portugal
    • Romania
    • Slovenia
    • Slovakia
    • Finland
    • Sweden
  • Topics
    • Health
      • Covid-19 and gender equality
    • Violence
    • Agriculture and rural development
    • Culture
    • Digital agenda
    • Economic and financial affairs
    • Education
    • Employment
    • Energy
    • Entrepreneurship
    • Environment and climate change
    • Justice
    • Maritime affairs and fisheries
    • Migration
    • Poverty
    • Regional policy
    • Research
    • Sport
    • Tourism
    • Transport
    • Youth
  • About EIGE
    • EIGE's organisation
      • Management board
      • Experts' forum
      • EIGE staff
    • Our work
      • Stakeholders
      • EU candidate countries and potential candidates
        • About the IPA project
        • Examples from the region
          • Browse
          • About the examples
        • Gender equality indices in the Western Balkans and Turkey
        • Gender statistics in the Western Balkans and Turkey
      • Justice and Home Affairs (JHA) agencies
    • Projects
      • Running projects
      • Closed projects
    • Planning and reporting documents
    • Documents registry
      • Request for access to EIGE documents
    • Contact us
      • Organising an event in EIGE's entry point
      • To visit our library in Vilnius
  • Recruitment
    • Open vacancies
    • Closed vacancies
    • About Recruitment
    • FAQs
    • Selection procedure appeals
    • Relevant forms and information
    • Welcome guide
  • Procurement
    • Open procedures
    • Closed procedures
    • About Procurement
    • External Experts' Database
  • News
  • Events
    • Upcoming events
    • Past events
  • EIGE’s publications
    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
          • Naming conventions
          • Patronising language
      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
        • Invisibility or omission
        • Common gendered nouns
        • Adjectives
        • Phrases
      • Policy context
    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
  • Library
    • Search
    • About
  • Glossary & Thesaurus
    • Overview
    • About
    • A-Z Index
    • Browse
    • Search
Toggle sidebar menu
  • Home
  • Gender mainstreaming
  • Toolkits
  • Gender Equality in Academia and Research

Gender Equality in Academia and Research

PrintDownload as PDF
  • Back to toolkit page
  • What is a Gender Equality Plan?
  • EU objectives for gender equality in research
  • Why change must be structural
  • Who is this guide for?
  • The GEAR Step-by-Step Guide
    • Step 1: Getting started
    • Step 2: Analysing and assessing the state-of-play in the institution
    • Step 3: Setting up a Gender Equality Plan
    • Step 4: Implementing a Gender Equality Plan
    • Step 5: Monitoring progress and evaluating a Gender Equality Plan
    • Step 6: What comes after the Gender Equality Plan?
  • GEAR action toolbox
  • Who is involved in a Gender Equality Plan?
  • Rationale for gender equality in research
  • Basic requirements and success factors
  • Obstacles and solutions
  • Legislative and policy backgrounds
    • Austria
    • Belgium
    • Bulgaria
    • Croatia
    • Cyprus
    • Czechia
    • Denmark
    • Estonia
    • Finland
    • France
    • Germany
    • Greece
    • Hungary
    • Ireland
    • Italy
    • Latvia
    • Lithuania
    • Luxembourg
    • Malta
    • Netherlands
    • Poland
    • Portugal
    • Romania
    • Slovakia
    • Slovenia
    • Spain
    • Sweden
    • United Kingdom
  • Relevant insights
  • Examples
    • A practice to award and ensure greater visibility for women researchers
    • A survey to know your institution
    • AKKA
    • Age limit extension in calls for female researchers with children under 10
    • Cascade Model GFZ
    • Compulsory awareness-raising session for B.A. students
    • Election procedure for the Board
    • Elections for the University's Council
    • Encouraging gender equality activities at the grassroots level across the university
    • Family-leave without consequences for the academic career
    • Gender Equality Report
    • Gender Project Manager
    • Gender Report
    • Gender Sensitive PhD Supervisor Toolkit
    • Gender and Diversity Controlling
    • Gender certification: a road to change? (SE)
    • Gender lectureship: a model for mainstreaming in higher education
    • GenderNet Freie Universität Berlin (DE)
    • High-profile tenure-track positions for top female scientists
    • Introducing a gender perspective in research content and teaching
    • Maternity Cover Fund and Return to Work policy
    • National connections at Fraunhofer Gesellschaft: the National Committee
    • Overcoming bias in personnel selection procedures
    • Participatory approach towards development of Career Development Plan
    • Protocol for preventing and tackling sexual harassment and gender-based violence
    • School of drafting and management for European projects
    • Stimulating personal development to improve women academics’ positions
    • Teaching-free period when returning from parental leave
    • The Gender Balance Committee of the Genomic Regulation Centre (ES)
    • WiSER (Centre for Women in Science and Engineering Research)
    • Women represented in all rounds of applications
  • Key resources

Key resources

Here you can find important resources and relevant web-links, such as:

The EU-funded Gender Action Project, which is devoted to analyze Member States’ progress towards implementing gender equality in research and innovation through national ERA action plans and strategies. It provides an updated overview of the state-of-play at country level, delivers capacity-building activities and mutual learning opportunities for national representatives and Horizon 2020 National Contact Points, and build new collaborations to advance gender equality in international cooperation in science, technology and innovation.

European Commission’s webpages related to gender equality in research

  • The European Commission’s e-library with key publications dealing with gender equality in research.
  • She Figures provide key statistics on the position of women in science in the EU, across disciplines and academic positions. Latest issue: She Figures 2015 (and the She Figures 2015 - Handbook), European Commission. Luxembourg: Publications Office of the European Union.
  • The European Charter for Researchers and a Code of Conduct for the Recruitment of Researchers are two documents, addressed to researchers as well as to employers and funders in both the public and private sectors. These documents are key elements in the European Union's policy to make research an attractive career. 
    • The Charter for Researchers mentions, among other things, that employers and funders “should aim to provide working conditions which allow both women and men researchers to combine family and work, children and career. Particular attention should be paid, inter alia, to flexible working hours, part-time working, tele-working and sabbatical leave, as well as to the necessary financial and administrative provisions governing such arrangements” (page 17). It also emphasises gender balance, stating that “Employers and/or funders should aim for a representative gender balance at all levels of staff, including at supervisory and managerial level. This should be achieved on the basis of an equal opportunity policy at recruitment and at the subsequent career stages without, however, taking precedence over quality and competence criteria. To ensure equal treatment, selection and evaluation committees should have an adequate gender balance.” (page 18). 
    • The Code of Conduct for Recruitment mentions, among others, that selection committees should have an adequate gender balance, that the recruitment process and criteria need to be transparent and that for the assessment of merit, both quantitative and qualitative criteria have to be taken into consideration. (pages 25-26)
  • European Commission (2018). Guidance to facilitate the implementation of targets to promote gender equality in research and innovation. Luxembourg: Publications Office of the European Union.
  • European Commission (2015). Interim Evaluation: Gender equality as a crosscutting issue in Horizon 2020. Luxembourg: Publications Office of the European Union.
  • European Commission (2012). Structural Change in Research Institutions: Enhancing excellence, gender equality and efficiency in research and innovation. Luxembourg: Publications Office of the European Union.
  • European Commission (2013). Fact sheet: Gender Equality in Horizon 2020. Luxembourg: Publications Office of the European Union.
  • European Commission (2014). Gender Equality in Horizon 2020. Luxembourg: Publications Office of the European Union. The purpose of this guide is to provide the Commission/ Agency staff, potential applicants, the Helsinki Group, National Contact Points, as well as experts’ evaluators and other actors involved in the implementation of Horizon 2020 with practical guidance on the effective application of the current Gender Equality provisions. This means integrating Gender Equality issues at each stage of the research cycle: from programming through implementation, monitoring and programme evaluation.

EU-funded institutional change and related projects

H2020 projects

  • CALIPER - The CALIPER project: linking research and innovation for gender equality (2020-2023)
  • LeTSGEPs - Leading Towards Sustainable Gender Equality Plans in research perfoming organisations (2020-2023)
  • EQUAL4EUROPE - Gender Equality Standards for AHMSSBL institutions throughout Europe (2020-2023)
  • CASPER - Certification-Award Systems to Promote gender Equality in Research (2020-2023)
  • GRANteD - GRant AllocatioN Disparities from a gender perspective (2019-2023)
  • GEARING ROLES - Gender Equality Actions in Research Institutions to traNsform Gender ROLES (2019-2022)
  • SPEAR - Supporting and Implementing Plans for Gender Equality in Academia and Research (2019-2022)
  • Gender-SMART - Agriculture and life sciences, including Research and Teaching (2019-2022)
  • GE Academy - Gender Equality Academy (2019-2021)
  • CHANGE - CHAlleNging Gender (In)Equality in science and research (2018-2022)
  • SUPERA - Supporting the Promotion of Equality in Research and Academia (2018-2022)
  • R-I PEERS - Pilot experiences for improving gender equality in research organisations (2018-2022)
  • ACT - Communities of PrACTice for Accelerating Gender Equality and Institutional Change in Research and Innovation across Europe (2018-2021)
  • GENDERNET Plus - ERA-NET Cofund Promotinig Gender Equality in H2020 and the ERA (2017-2022)
  • GENDERACTION - GENDer equality in the ERA Community To Innovate policy implementatiON (2017-2021)
  • GEECCO - Gender Equality in Engineering through Communication and Commitment (2017-2021)
  • TARGET - Taking a Reflexive approach to Gender Equality for institutional Transformation (2017-2021)
  • EFFORTI - Evaluation Framework for Promoting Gender Equality in Research and Innovation (2016-2019)
  • EQUAL-IST - Gender Equality Plans for Information Sciences and Technology Research Institutions (2016-2019)
  • BALTIC Gender - Gender Baltic Consortium on Promoting Gender Equality in Marine Research Organizations (2016-2020)
  • PLOTINA - Promoting gender balance and inclusion in research, innovation and training (2016-2020)
  • SAGE - Systemic Action for Gender Equality (2016-2019)
  • HYPATIA - Gender tools Gender Equality (2015-2018)
  • GEDII - Gender Diversity Impact – Improving research and innovation through gender diversity (2015-2018)
  • GENERA - Gender Equality Network in the European Research Area (2015-2018)
  • LIBRA - Leading innovative measures to reach gender balance in research activities(2015-2019)

FP7 projects

  • EGERA - Effective Gender Equality in Research and the Academia (2014-2017)
  • GARCIA - Gendering the Academy and Research: combating Career Instability and Asymmetries (2014-2017)
  • GENPORT - Gender Portal (2013-2017)
  • TRIGGER - TRansforming Institutions by Gendering contents and Gaining Equality in Research (2014-2017)
  • GENDER-NET - Promoting gender equality in research institutions and the integration of the gender dimension in research contents (2013-2016)
  • GENDERTIME - Transferring Implementing Monitoring Equality (2013-2016)
  • GENOVATE - Transforming Organisational Culture for Gender Equality in Research and Innovation (2013-2016)
  • SAPGERIC - Structural Changes Promoting Gender Equality in Reseach Organisations (2013-2014)
  • STAGES - Structural Change Toward Gender Equality in Science (2012-2015)
  • FESTA - Female Empowerment in Science and Technology Academia (2012-2017)
  • INTEGER - INstitutional Transformation for Effecting Gender Equality in Research (2011-2015)
  • SHEMERA - SHE Euro Mediterranean Research Area (2011-2014)
  • GENIS LAB - Gender in Science and Technology Lab (2011-2014)
  • TWIST - Towards Women in Science & Technology (2010-2012)
  • DIVERSITY - Improving the gender diversity management in materials research institutions (2009-2012)
  • GENDERA - Gender Debate in the European Research Area (2009-2012)
  • IRIS - Interests and Recruitment in Science. Factors influencing recruitment, retention and gender equality in science, technology and mathematics in higher education (2009-2012)
  • GENSET - Gender in Science (2009-2012)
  • HELENA - Higher Education Leading to ENgineering And scientific careers (2009-2011)
  • WHIST - Women's careers hitting the target: gender management in scientific and technological research (2009-2012)
  • PRAGES - Practising Gender Equality in Science (2008-2009)

Resources from the European Institute for Gender Equality (EIGE)

  • EIGE has developed a webpage devoted to raising awareness on those and other challenges related to gender and COVID-19. The information made available draws on EIGE’s existing research and gender statistucs to highlight how the different realities that men and women could be facing in light of the pandemic.
  • European Institute for Gender Equality (2016). Analytical paper: integrating gender equality into academia and research organisations.

  • European Institute for Gender Equality (2015). Supporting reconciliation of work, family and private life – Good Practices.

  • The Toolkit for gender-sensitive communication is one of a series of documents produced by the European Institute for Gender Equality (EIGE) to raise awareness of gender-sensitive language.
  • European Institute for Gender Equality (2016). Gender Equality in Research and Academia - Step-by-Step Guide. Luxembourg: Publications Office of the European Union.
  • European Institute for Gender Equality (2016). Analytical paper on integrating gender equality in research and higher education institutions. Luxembourg: Publications Office of the European Union.
  • European Institute for Gender Equality (2016). Opinion paper on the positive impact of gender mainstreaming in research and higher education institutions. Luxembourg: Publications Office of the European Union.
  • European Institute for Gender Equality (2016). Roadmap to Gender Equality Plans in research and higher education institutions - a short guide. Luxembourg: Publications Office of the European Union.
  • European Institute for Gender Equality (2016). Roadmap to Gender Equality Plans in research and higher education institutions - success factors and common obstacles. Luxembourg: Publications Office of the European Union.
  • EIGE’s institutional transformation tool offers guidance on structural change towards gender equality in public administrations.
  • EIGE’s online tool on Gender Equality Training.
  • Eurogender’s Stakeholders Directory to find gender experts and trainers in your country.
  • Country specific information about the EU Member States' legal and policy frameworks related to gender equality and gender mainstreaming.

Relevant documents from the Council of the European Union

  • Council of the European Union (December 2015). Council conclusions on advancing gender equality in the European Research Area. Brussels: Council of the European Union.

Literature about gender equality in research

  • League of European Research Universities (2015). Gendered Research and Innovation: Integrating sex and gender analysis into the research process.
  • League of European Research Universities (2012). Women, research and universities: Excellence without gender bias.
  • Gendered Innovations presents a summary of selected literature on institutional transformation in research organisations, presented in three sections: 1) disparities between women and men; 2) subtle gender bias; 3) solutions and best practices.
  • GenPORT: Gender and Science Policy Briefs: From “Where to start” to “How to innovate”
  • A bibliography on Cognitive Bias and Gender Stereotypes, from the Gender Bias Learning Project.
  • Rice, Curt (No Date). 6 Steps to Gender Equality: and more essays about how every university can get more women to the top and why they should. Tromsø: University of Tromsø.
  • Horvath, Manfred. Gender Equality at European Universities of Science and Technology, based on the CESAER Gender Equality Survey 2014.
  • An annotated bibliography of recent studies covering gender bias in academia, while also taking intersectionality into account, is available at hastac (an interdisciplinarity community of humanists, artists, social scientists, scientists and technologists that are changing the way they teach and learn). 

Tools to support gender equality institutional change

  • The Athena SWAN Charter, managed by the Equality Challenge Unit in the UK. This Charter scheme, promoting the advancement of gender equality, was launched in 2005 in the UK and in 2015 expanded to Ireland.
  • The StratEGIC toolkit is a rich resource, drawing on the experiences and insights gained by institutions that participated in the (US) National Science Foundation’s ADVANCE programme for Institutional Transformation. The toolkit contains 13 Strategic Intervention Briefs, 15 Institutional Portfolios, 11 videos featuring institutional change leaders talking about the experiences and challenges faced and sharing advice.
  • The Norwegian Committee for Gender Balance and Diversity in Research compiled on its website a set of resources that are relevant for those working on gender equality in the research field. It provides arguments, examples of Gender Equality Plans, an overview of the applicable Norwegian legislation as well a set of possible measures that can be used to promote gender equality.
  • The Swedish Secretariat for Gender Research developed guidelines for mainstreaming gender in academia. The purpose of the guidelines is to facilitate the establishment of gender mainstreaming, for example during problem assessment, prioritisation and organisation. The guidelines are based on the Secretariat’s experiences from the related project Gender Mainstreaming in Government Agencies (GMGA), as well as the latest research on and evaluation of gender mainstreaming in public administration.

Repositories and databases

  • GenPort: A repository of resources on gender and science. You can also search for experts in different scientific fields in particular countries
  • AcademiaNet is a database of outstanding female scientists from a variety of disciplines. This database can serve as a resource for identifying experts, (keynote) speakers, panelists, jury members, etc.
  • Do you need to find a Gender Trainer to organise a training at your organisation? Search on Eurogender’s Gender Trainer Directory.
  • Women represented in all rounds of applications

Downloads

Download the Gender Equality in Academia and Research - GEAR tool guide EN (852 KB)

Share:

Join EuroGender

EIGE’s online cooperation and consultation hub
EuroGender logo

Subscribe to our newsletter

Get the latest EIGE's updates on a personalised basis. See all past newsletters.

Contact us

  • Email: eige.sec@eige.europa.eu
  • Operations: +370 5 215 7444
  • Administration: +370 5 215 7400
  • Contact form

Find us

image of map

Gedimino pr. 16, LT-01103 Vilnius, Lithuania

Useful links

  • About EIGE
  • News
  • Recruitment
  • Topics
  • Country information

EIGE in social media

  • Follow us on Twitter
  • Follow us on Facebook
  • Follow us on Youtube
  • Follow us on Linkedin
EIGE logo
Making equality between women and men a reality for all Europeans and beyond
 

© 2021 European Institute for Gender Equality

Help us improve

Take me to top

  • Web Accessibility
  • Legal notices
  • Personal Data Protection
  • Cookies Policy
  • The UK on EIGE's website
  • Contact us
  • Login