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

Gender Budgeting

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  • Back to toolkit page
  • Who is this toolkit for?
  • What is gender budgeting?
    • Introducing gender budgeting
    • Gender budgeting in women’s and men’s lived realities
    • What does gender budgeting involve in practice?
    • Gender budgeting in the EU Funds
      • Gender budgeting as a way of complying with EU legal requirements
      • Gender budgeting as a way of promoting accountability and transparency
      • Gender budgeting as a way of increasing participation in budget processes
      • Gender budgeting as a way of advancing gender equality
  • Why is gender budgeting important in the EU Funds?
    • Three reasons why gender budgeting is crucial in the EU Funds
  • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
    • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
      • Legislative and regulatory basis for EU policies on gender equality
      • Concrete requirements for considering gender equality within the EU Funds
      • EU Funds’ enabling conditions
      • Additional resources
    • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
      • Steps to assess and analyse gender inequalities and needs
      • Step 1. Collect information and disaggregated data on the target group
      • Step 2. Identify existing gender inequalities and their underlying causes
      • Step 3. Consult directly with the target groups
      • Step 4. Draw conclusions
      • Additional resources
    • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
      • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
      • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
      • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
      • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
      • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
    • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
      • Steps for enhancing coordination and complementarities between the funds
      • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
      • Steps 2 and 3. Identifying and developing possible work-life balance interventions
      • Step 4. Following-up through the use of indicators within M&E systems
      • Fictional case study 1: reconciling paid work and childcare
      • Fictional case study 2: reconciling shift work and childcare
      • Fictional case study 3: balancing care for oneself and others
      • Fictional case study 4: reconciling care for children and older persons with shift work
      • Additional resources
    • Tool 5: Defining partnerships and multi-level governance
      • Steps for defining partnerships and multi-level governance
      • Additional resources
    • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
      • Steps to develop quantitative and qualitative indicators
      • ERDF and Cohesion Fund
      • ESF+
      • EMFF
      • Additional resources
    • Tool 7: Defining gender-sensitive project selection criteria
      • Steps to support gender-sensitive project development and selection
      • Checklist to guide the preparation of calls for project proposals
      • Checklist for project selection criteria
      • Supplementary tool 7.a: Gender-responsive agreements with project implementers
    • Tool 8: Tracking resource allocations for gender equality in the EU Funds
      • Ensuring gender relevance in EU Funds
      • The tracking system
      • Steps for tracking resource allocations on gender equality
      • Step 1: Ex ante approach
      • Step 2: Ex post approach
      • Examples of Step 2a
      • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
      • Annex 2: The EU’s gender equality legal and policy framework
    • Tool 9: Mainstreaming gender equality in project design
      • Steps to mainstream gender equality in project design
      • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
      • Step 2. Project development and application
      • Step 3. Project implementation
      • Step 4. Project assessment
    • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
      • Steps to integrate a gender perspective in M&E processes
      • Additional resources
    • Tool 11: Reporting on resource spending for gender equality in the EU Funds
      • Tracking expenditures for gender equality
      • Additional resources
  • Resources
    • References
    • Abbreviations
    • Acknowledgements

Available in:

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  • Español
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  • Italiano
  • Slovenčina (slovenský jazyk)

Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes

The CPR specifies that the content of each OP must contain the following elements[1]:

Each programme shall set out a strategy for the programme's contribution to the policy objectives and the communication of its results.

Checklist with questions on gender equality

Does the strategy build on a gender-sensitive context analysis connected to the policy objectives?

  • If not, identify relevant analysis to make the case specifically.

Does the strategy include words such as equality, equity, gender, women, men, girls, boys, sex, age, race, ethnicity and/or diversity?

  • If not, it will most likely not comply with the mandatory obligation of integrating the horizontal principle of gender equality. Therefore, the strategy will require revision.

Does the communications strategy include references to how women and men – in all their diversity – will be addressed as targets of communications? Can the roles that women and/or men play in the Member State influence how results are communicated? Is it clear how the communication of results will include potential differences in results between women and men?

  • If not, consider specifying these points to comply with horizontal principle requirements.

A programme shall consist of priorities. Each priority shall correspond to a single policy objective or to technical assistance. A priority corresponding to a policy objective shall consist of one or more specific objectives. More than one priority may correspond to the same policy objective. For programmes supported by the EMFF, each priority may correspond to one or more policy objectives. 

Checklist with questions on gender equality

Can you clearly identify the horizontal principle of gender equality in the priorities?

  • If not, consider revising the priorities so that this principle is clearly put into practice. This can be done by making concrete references to gender equality obligations and commitments (see Tool 1).

Are the chosen priorities connected to advancing the situation of women and men in their diversity (i.e. considering not only their sex but also age, race, ethnicity, socio-economic situation, religion, rural or urban location, etc.) in the Member State?

  • If not, consider explicitly specifying this connection.

Are the priorities connected to the gender equality objectives as defined in legal and policy commitments?

  • If not, consider explicitly specifying this connection.

Each programme shall set out:

  1. a summary of the main challenges, taking into account:
    • economic, social and territorial disparities, except for programmes supported by the EMFF;
    • market failures, investment needs and complementarity with other forms of support;
    • challenges identified in relevant country-specific recommendations and other relevant Union recommendations addressed to the Member State;
    • challenges in administrative capacity and governance;
    • lessons learnt from past experience;
    • macro-regional strategies and sea-basin strategies where Member States and regions participate in such strategies; for programmes supported by the AMIF[2], the ISF[3] and the BMVI[4], progress in implementing the relevant Union acquis and action plans;
  2. a justification for the selected policy objectives, corresponding priorities, specific objectives and the forms of support;
  3. for each priority, except for technical assistance, specific objectives;
  4. for each specific objective:
    • the related types of actions, including a list of planned operations of strategic importance, and their expected contribution to those specific objectives and to macro-regional strategies and sea-basin strategies, where appropriate;
    • output indicators and result indicators with the corresponding milestones and targets;
    • the main target groups;
    • specific territories targeted, including the planned use of integrated territorial investment, community-led local development or other territorial tools;
    • the interregional and transnational actions with beneficiaries located in at least one other Member State;
    • the planned use of financial instruments;
    • the types of intervention and an indicative breakdown of the programmed resources by type of intervention or area of support;
  5. the planned use of technical assistance in accordance with Articles 30 to 32 and relevant types of intervention;
  6. a financing plan containing:
    • a table specifying the total financial allocations for each of the Funds and for each category of region for the whole programming period and by year, including any amounts transferred pursuant to Article 21;
    • a table specifying the total financial allocations for each priority by Fund and by category of region and the national contribution and whether it is made up of public and private contribution;
    • for programmes supported by the EMFF, a table specifying for each type of area of support, the amount of the total financial allocations of the support from the Fund and the national contribution;
    • for programmes supported by the AMIF, the ISF and the BMVI, a table specifying, by specific objective, the total financial allocations by type of action, the national contribution and whether it is made up of public and private contribution;
  7. the actions taken to involve the relevant partners referred to in Article 6 in the preparation of the programme, and the role of those partners in the implementation, monitoring and evaluation of the programme;
  8. for each enabling condition, established in accordance with Article 11, Annex III and Annex IV, an assessment of whether the enabling condition is fulfilled at the date of submission of the programme;
  9. the envisaged approach to communication and visibility for the programme through defining its objectives, target audiences, communication channels, social media outreach, planned budget and relevant indicators for monitoring and evaluation; and
  10. the managing authority, the audit authority and the body which receives payments from the Commission.

Checklist with questions on gender equality

 

Are there challenges related to gender inequalities in any form? These can be inequalities between women and men, or between women and men of different ages, different races or rather ethnicities, different sexual orientations and other characteristics. Are these challenges mentioned in the summary?

  • If not, consider revising the summary to comply with the obligation to put into practice the horizontal principle of gender equality.

Have economic, social and territorial disparities been analysed considering women’s and men’s different roles and responsibilities in the Member State? (See Tool 2 for more information on socioeconomic analysis from this perspective.)

  • If not, either consider carrying out such a gender analysis or include findings from available analyses (e.g. research and other policy analyses).

Have market failures and investment needs been analysed at a micro level, considering how they may influence the situations of women and men? Has such an analysis considered the needs of women and men in all their diversity to address these market failures and investments?

  • If not, either consider carrying out such a gender analysis or include findings from available analyses (e.g. research and other policy analyses).

Are there recommendations from the EU and/or lessons learnt from past experiences related to gender inequalities in any form? These can be inequalities between women and men, and between women and men with different characteristics (age, socio-economic background, race, ethnicity, sexual orientation, location, etc.). Are these included?

  • If not, consider including these. If necessary, draw on expertise from gender equality institutions, NGOs or gender experts.

Is the justification for the selected policy objectives, corresponding priorities, specific objectives and the forms of support based on addressing gender inequalities in any form and/or advancing gender equality?

Are references made to national gender equality policies, strategies and/or regulations to justify the selection?

  • If not, make sure to revise the draft to include these references. If necessary, draw on expertise from gender equality institutions, NGOs or gender experts.

Will the actions take into account possible differences in situation between women and men and contribute to more equality between women and men in all their diversity, and thus contribute to both the EU's overarching goal of gender equality and the country-specific national gender equality goals?

  • If not, revise the actions to make sure that they comply with the horizontal principle of gender equality.

Are indicators disaggregated by sex? Are they disaggregated considering other socio-demographic factors such as age, location, race or ethnicity, disability and education?

  • If not, disaggregate all indicators by sex where meaningful and possible. Include further disaggregation as needed.

Is the main target group identified as women and/or men? Are other socio-demographic factors considered for the target group?

  • If not, specify target groups at least as women and/or men – and, where possible and meaningful, by further disaggregation.

Are specific territories targeted considering their possible vulnerability to exclusion and/or marginalisation from a gender perspective?

  • If not, make sure to include this based on relevant analysis and/or expertise from gender equality institutions, NGOs or gender experts.

Are community-led local development tools designed in a gender-sensitive way?

  • If not, consider revising the draft to integrate gender equality in local development tools, for example, by building the tools based on the needs of women and men, or ensuring gender equality in participation and implementation.

Will the planned use of financial instruments allow for clear follow-up on indicators related to gender equality?

  • If not, consider elaborating a monitoring tool to enhance follow-up on gender equality.

Do the financial instruments proposed address the needs of the target groups, including in a sex-disaggregated way?

  • If not, consider revising these financial instruments to comply with the obligations of the horizontal principle of gender equality.

Can you clearly connect the indicative breakdown of the programmed resources to the target groups of women and men?

  • If not, break down the target groups by women and men (and other disaggregation, where relevant). Link this to the breakdown of programme resources.

Is (gender) equality mentioned in the planned use of technical assistance? This is highly relevant, as technical assistance can contribute to building a body of very practical knowledge on gender equality in the funds.

  • If not, consider taking advantage of technical assistance resources to build a body of knowledge on gender equality as a horizontal principle. This can be done by, for example, mobilising technical assistance resources for specific studies, expertise related to gender equality, pilot work on gender equality assessments and tools, or using funds to establish gender equality support structures.

Does the financial plan reflect the findings of the gender impact analysis?

  • If not, consider revising the financial plan to include these findings.

Has the financial plan considered:

  • the identified target groups of women and men in all their diversity?
  • its impact on women and men’s live;
  • women’s and men’s use of time, in terms of their unpaid labour and volunteer work;
  • the private economic sphere in terms of fees and/or costs;
  • other public budgets, such as transport?
  • If not, consider revising the financial plan to include these elements.

As per Article 6 'the partnership shall include at least the following partners: ... relevant bodies representing civil society, environmental partners, and bodies responsible for promoting social inclusion, fundamental rights, rights of persons with disabilities, gender equality and non-discrimination'. Are partners and bodies responsible for gender equality clearly included and described?

  • If not, carry out a mapping of relevant partners working on gender equality and consider their inclusion and full participation.
  • Consider mobilising resources to provide capacity building for these partners on the funds and related processes. This is important because they can provide strong expertise on gender equality but may lack sufficient expertise on the EU Funds.

Has an assessment been undertaken on how enabling conditions related to gender equality have been fulfilled?

  • If not, undertake such an assessment and integrate it.

Does the approach to communication and visibility include a strategy on how to promote gender equality and ensure gender-sensitive communication? Does it clearly communicate that gender equality is a horizontal principle? Does it clearly communicate that project applicants, and programme's monitoring requirements, must provide evidence of gender equality objectives and outcomes?

  • If not, revise the approach to clarify the links between gender equality as a horizontal principle and the communication strategy.

For further information about gender and communication please have a look at the corresponding EIGE toolkit or the summary on gender-equal communication of the Swedish Secretariat for Gender Research.

Do staff at the managing authority, and any other body involved in the EU Funds’ management understand the horizontal principle of gender equality? What information and guidance is offered internally and to partners?

  • If not, consider capacity building activities and support structures related to gender equality by mobilising technical assistance resources.

Footnotes

[1] Please note that steps 5, 6, and 7 have been excluded, as these refer to annexes and/or other articles in the CPR.

[2] Asylum and Migration Fund

[3] Internal Security Fund

[4] Border Management and Visa Instrument

  • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
  • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives

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