• 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 Budgeting
  • 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

Gender Budgeting

PrintDownload as PDF
  • 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

Requisiti concreti per tenere conto della parità di genere all’interno dei fondi UE

La proposta della Commissione europea per i regolamenti per il periodo 2021-2027 definisce una serie di requisiti e doveri concreti per gli Stati membri e le autorità di gestione al momento della programmazione e dell’attuazione dei programmi dei fondi UE, che costituiscono i requisiti minimi per tenere conto della parità di genere nei fondi UE. Tuttavia, essi possono anche essere utilizzati come punti di riferimento per andare oltre i requisiti di base sulla piena attuazione del duplice approccio alla parità di genere all’interno dei fondi UE, in linea con gli obblighi derivanti dai trattati.  

Tali requisiti stabiliti nella proposta di regolamento sulle disposizioni comuni (COM(2018) 375 final) comprendono:

  • l’obbligo di considerare la parità di genere come un principio orizzontale (considerando 5 del regolamento sulle disposizioni comuni);
  • la definizione dei partner da coinvolgere nei processi di programmazione e nell’attuazione dei programmi, compresi gli «organismi responsabili della promozione […] della parità di genere» (articolo 6 del regolamento sulle disposizioni comuni);
  • l’obbligo delle autorità di gestione di stabilire e applicare criteri e procedure non discriminatori e trasparenti e garantire la parità di genere (articolo 67 del regolamento sulle disposizioni comuni).

Il requisito di considerare la parità di genere come un principio orizzontale deve essere inteso come l’obiettivo di rispettare il duplice approccio dell’UE alla parità di genere, comprese misure specifiche e più in generale l’integrazione della dimensione di genere.

Approfondimento sull’uguaglianza di genere come principio orizzontale [considerando 5 del regolamento sulle disposizioni comuni, COM(2018) 375 final]

«È opportuno che i principi orizzontali esposti nell’articolo 3 del trattato sull’Unione europea (“TUE”) e nell’articolo 10 del TFUE, tra cui i principi di sussidiarietà e proporzionalità sanciti dall’articolo 5 del TUE, siano rispettati nell’attuazione dei fondi, tenendo presente la Carta dei diritti fondamentali dell’Unione europea. È altresì opportuno che gli Stati membri rispettino gli obblighi derivanti dalla Convenzione delle Nazioni Unite sui diritti delle persone con disabilità e assicurino l’accessibilità, coerentemente con l’articolo 9 del documento citato e con il diritto dell’Unione sull’armonizzazione delle prescrizioni di accessibilità per i prodotti e i servizi. Gli Stati membri e la Commissione dovrebbero mirare a eliminare le ineguaglianze e a promuovere la parità di genere e a integrare la prospettiva di genere, come anche a contrastare le discriminazioni fondate sul sesso, la razza o l’origine etnica, la religione o le convinzioni personali, la disabilità, l’età o l’orientamento sessuale. I fondi non dovrebbero sostenere alcuna azione che contribuisca a qualsiasi forma di segregazione».

L’articolo 6, relativo ai partenariati e alla governance a più livelli, chiede il coinvolgimento dei partner in tutte le attività volte a promuovere la parità di genere.

Approfondimento sul coinvolgimento dei partner nella promozione della parità di genere [articolo 6 del regolamento sulle disposizioni comuni, COM(2018) 375 final]

1. Ciascuno Stato membro organizza un partenariato con le competenti autorità regionali e locali. Il partenariato comprende almeno i partner seguenti:

a)    le autorità cittadine e altre autorità pubbliche,
b)    i partner economici e le parti sociali,
c)    i pertinenti organismi che rappresentano la società civile, i partner ambientali e gli organismi responsabili della promozione dell’inclusione sociale, dei diritti fondamentali, dei diritti delle persone con disabilità, della parità di genere e della non discriminazione.

L’articolo 67 stabilisce i requisiti generali per i criteri e le procedure di selezione dei progetti sensibili alla dimensione di genere nell’ambito della «selezione delle operazioni da parte dell’autorità di gestione».

Approfondimento sui criteri di selezione dei progetti [articolo 67 del regolamento sulle disposizioni comuni, COM(2018) 375 final]

1. Per la selezione delle operazioni l’autorità di gestione stabilisce e applica criteri e procedure non discriminatori e trasparenti, garantisce la parità di genere e tiene conto della Carta dei diritti fondamentali dell’Unione europea e del principio dello sviluppo sostenibile e della politica dell’Unione in materia ambientale in conformità all’articolo 11 e all’articolo 191, paragrafo 1, del TFUE.

Oltre al regolamento sulle disposizioni comuni, ulteriori disposizioni per tener conto dell’uguaglianza di genere sono definite nei regolamenti specifici di ciascun fondo. Ciò vale in particolare per il Fondo sociale europeo Plus (FSE+), mentre il Fondo europeo di sviluppo regionale (FESR), il Fondo di coesione e il Fondo europeo agricolo per lo sviluppo rurale (FEASR) riprendono in larga misura disposizioni già definite nel regolamento sulle disposizioni comuni proposto.

Fondo sociale europeo (FSE+)

Il regolamento del Fondo sociale europeo (FSE+) [COM(2018) 382 final] comprende obiettivi specifici, uno dei quali riguarda la promozione della partecipazione delle donne al mercato del lavoro e un migliore equilibrio tra lavoro e vita privata, compreso l’accesso all’assistenza all’infanzia (articolo 4 del regolamento relativo al FSE+). Esso chiede esplicitamente azioni a sostegno della parità tra uomini e donne; chiede, ad esempio, pari opportunità per garantire «l’uguaglianza tra uomini e donne per l’intera durata della relativa preparazione, attuazione, sorveglianza e valutazione» (articolo 6 del regolamento relativo al FSE+).

Approfondimento sui requisiti in materia di uguaglianza di genere nel regolamento relativo al FSE+ [COM(2018) 382 final]

[Articolo 4, Obiettivi specifici]: «Il FSE+ sostiene i seguenti obiettivi specifici nei settori di intervento dell’occupazione, dell’istruzione, dell’inclusione sociale e della sanità, contribuendo pertanto anche all’obiettivo politico di “Un’Europa più sociale — Attuazione del pilastro europeo dei diritti sociali” di cui all’articolo [4] del [futuro regolamento sulle disposizioni comuni]: [...] iii) promuovere la partecipazione delle donne al mercato del lavoro, un migliore equilibrio tra lavoro e vita privata, compreso l’accesso all’assistenza all’infanzia, un ambiente di lavoro sano e adeguato che tiene conto dei rischi per la salute, l’adattamento dei lavoratori, delle imprese e degli imprenditori ai cambiamenti e un invecchiamento attivo e sano».

[Articolo 6, Uguaglianza tra uomini e donne, pari opportunità e non discriminazione]: «1. Tutti i programmi attuati nell’ambito della componente del FSE+ in regime di gestione concorrente, come pure le operazioni sostenute dalle componenti Occupazione e innovazione sociale e sanità, garantiscono l’uguaglianza tra uomini e donne per l’intera durata della relativa preparazione, attuazione, sorveglianza e valutazione. Essi promuovono inoltre le pari opportunità per tutti, senza discriminazioni fondate sul sesso, la razza o l’origine etnica, la religione o le convinzioni personali, la disabilità, l’età o l’orientamento sessuale per l’intera durata della relativa preparazione, attuazione, sorveglianza e valutazione.

2. Gli Stati membri e la Commissione sostengono altresì azioni mirate specifiche per promuovere   i principi di cui al paragrafo 1 nell’ambito di uno qualsiasi degli obiettivi del FSE+, compreso il passaggio dall’assistenza in residenze/istituti all’assistenza nell’ambito della famiglia e in comunità».

[Preambolo]: «(13) Il FSE+ dovrebbe puntare a promuovere l’occupazione tramite interventi attivi che consentano la (re)integrazione nel mercato del lavoro, in particolare dei giovani, i disoccupati di lungo periodo e le persone inattive, nonché tramite la promozione del lavoro autonomo e dell’economia sociale. Il FSE+ dovrebbe puntare a migliorare il funzionamento dei mercati del lavoro sostenendo la modernizzazione delle istituzioni del mercato del lavoro come i servizi pubblici per l’impiego, al fine di migliorare la loro capacità di fornire maggiore consulenza e orientamento mirati durante le fasi di ricerca di un lavoro e di transizione verso l’occupazione, e migliorare la mobilità dei lavoratori. Il FSE+ dovrebbe promuovere la partecipazione delle donne al mercato del lavoro attraverso misure volte a garantire, tra l’altro, un migliore equilibrio tra lavoro e vita privata e l’accesso all’assistenza all’infanzia. Il FSE+ dovrebbe altresì puntare ad assicurare un ambiente di lavoro sano e adeguato, per poter contrastare i rischi per la salute correlati all’evoluzione delle forme di lavoro e soddisfare le esigenze di una forza lavoro in costante invecchiamento. (…)

(28) Gli Stati membri e la Commissione dovrebbero garantire che il FSE+ contribuisca alla promozione della parità tra uomini e donne, conformemente all’articolo 8 del TFUE, per promuovere la parità di trattamento e di opportunità tra uomini e donne in tutti i settori, anche per quanto riguarda la partecipazione al mercato del lavoro, i termini e le condizioni di lavoro e l’avanzamento di carriera. Essi dovrebbero altresì garantire che il FSE+ promuova le pari opportunità per tutti senza discriminazioni, in conformità all’articolo 10 del TFUE, e che promuova l’inclusione nella società delle persone con disabilità, su base di uguaglianza con gli altri, contribuendo all’attuazione della Convenzione delle Nazioni Unite sui diritti delle persone con disabilità. Questi principi dovrebbero rientrare in tutte le dimensioni e in tutte le fasi di preparazione, sorveglianza, attuazione e valutazione dei programmi, in modo tempestivo e coerente, garantendo altresì che siano realizzate azioni specifiche volte a promuovere la parità di genere e le pari opportunità. Il FSE+ dovrebbe inoltre promuovere il passaggio dall’assistenza in residenze/istituti all’assistenza nell’ambito della famiglia e in comunità, in particolare per quanti sono oggetto di discriminazioni multiple. Il FSE+ non dovrebbe sostenere azioni che contribuiscono alla segregazione o all’esclusione sociale. Il regolamento (UE) n. [futuro regolamento sulle disposizioni comuni] prevede che le regole concernenti l’ammissibilità delle spese siano stabilite a livello nazionale, con alcune eccezioni per le quali è necessario stabilire regole specifiche relative alla componente del FSE+ in regime di gestione concorrente. (…)

(33) La mancanza di accesso ai finanziamenti per le microimprese, l’economia sociale e le imprese sociali è uno dei principali ostacoli alla creazione di imprese, in particolare per le persone più lontane dal mercato del lavoro. Il regolamento relativo al FSE+ stabilisce disposizioni per l’istituzione di un ecosistema di mercato volto ad aumentare l’offerta di finanziamenti e l’accesso agli stessi a favore delle imprese sociali per far fronte alla domanda di chi più ne ha bisogno, in particolare i disoccupati, le donne e le persone vulnerabili che intendono creare o sviluppare una microimpresa. Tale obiettivo sarà perseguito anche mediante gli strumenti finanziari e la garanzia di bilancio nel quadro della componente di intervento Investimenti sociali e competenze del Fondo InvestEU».

 Condividere le esperienze con la comunità di pratiche in materia di integrazione di genere — Lo Standard per il FSE (2014-2020)

La Commissione europea ha istituito una comunità di pratiche in materia di integrazione di genere (GenderCoP) nell’ambito del Fondo sociale europeo (FSE) durante il periodo di programmazione 2007-2013, nel contesto della cooperazione transnazionale. Tale comunità di esperti ha svolto la funzione di rete di apprendimento per coadiuvare le autorità di gestione e gli organismi intermedi nell’ambito del FSE nel fare un uso migliore delle strategie di integrazione della dimensione di genere nell’attuazione degli assi prioritari del FSE. I membri della GenderCoP hanno elaborato uno Standard europeo, un orientamento su come attuare una prospettiva di genere in tutte le fasi della gestione del FSE. Lo Standard della GenderCoP è stato applicato in via sperimentale in quattro Stati membri: Fiandre (Belgio), Cechia, Finlandia e Svezia. La Commissione europea ha incoraggiato tutti gli Stati membri a utilizzare tale Standard, avallandolo formalmente.

Lo STANDARD elaborato nel periodo 2007-2013 dei fondi UE mira a guidare una programmazione informata e attenta alla dimensione di genere e all’attuazione dei programmi del FSE. Tale periodo è stato caratterizzato da obiettivi e ambizioni più concreti per quanto riguarda l’attuazione di una dimensione di genere nell’ambito di applicazione del FSE rispetto a tutti gli altri fondi. Lo Standard contiene esperienze molto preziose, spiegazioni ed esempi di buone pratiche sul modo in cui la parità di genere può essere integrata nelle procedure e nelle priorità del FSE. Può essere utilizzato sia come guida per integrare la dimensione di genere nel FSE, sia come strumento per valutare e sorvegliare le pratiche attuali. Più specificamente, lo Standard contiene requisiti per l’integrazione della dimensione di genere e azioni specifiche nell’ambito del FSE, sia a livello europeo che nazionale. A livello nazionale sono definiti requisiti per i programmi operativi nazionali o regionali e per l’attuazione e i progetti a livello nazionale o regionale. Nello Standard è utilizzato un modello generale per descrivere il FSE.

Lo Standard sottolinea inoltre l’importanza di integrare in modo coerente una prospettiva di genere nelle procedure dei fondi UE, dal livello dell’UE (bilancio e regolamenti) alle priorità e ai livelli «successivi» (pianificazione, programmazione e definizione di condizioni e criteri di selezione degli Stati membri per i progetti). Poiché la parità di genere è un obiettivo trasversale, la coerenza è un obbligo a diversi livelli strategici. Lo Standard è stato concepito per integrare in modo coerente la parità di genere, e il duplice approccio della parità di genere, in tutte le fasi della gestione del FSE. La coerenza tra i diversi cicli e procedure delle politiche è importante. Questo perché ogni livello fornisce il contesto per il livello successivo. Senza coerenza, i progetti finanziati dai fondi UE non possono integrare con successo una dimensione di parità di genere.

  • Per ulteriori informazioni sullo Standard, fate clic qui
  • Per ulteriori informazioni su altri documenti della GenderCoP, fate clic qui

Fondo europeo di sviluppo regionale (FESR) e Fondo di coesione

Il regolamento specifico relativo al Fondo europeo di sviluppo regionale (FESR) e al Fondo di coesione [COM(2018) 372 final] ribadisce l’obbligo di considerare la parità di genere come un principio orizzontale, secondo la definizione contenuta nel regolamento sulle disposizioni comuni[1] (considerando 5).

Fondo europeo agricolo per lo sviluppo rurale (FEASR)

Il regolamento specifico relativo al Fondo europeo agricolo per lo sviluppo rurale (FEASR) [COM(2018) 392 final] ribadisce la necessità di coinvolgere «organismi incaricati di promuovere [...] la parità di genere» come partner «se del caso» (articolo 94). Essa definisce inoltre l’obbligo, per le autorità di gestione, di informare gli organismi che promuovono la parità tra uomini e donne in merito alle possibilità di ricevere finanziamenti (articolo 110).

Approfondimento sull’obbligo di informare gli organismi che lavorano per la parità di genere in merito alle opportunità di ricevere finanziamenti, previsto nel regolamento relativo alla PAC/al FEASR [COM(2018) 392 final]

[articolo 94, Obblighi procedurali]: «[…] 3. Ciascuno Stato membro organizza un partenariato con le autorità regionali e locali competenti che include inoltre almeno i seguenti partner:

(a) le autorità pubbliche pertinenti,
(b) i partner economici e le parti sociali,
(c) gli organismi pertinenti che rappresentano la società civile e, se del caso, gli organismi incaricati di promuove l’inclusione sociale, i diritti fondamentali, la parità di genere e la non discriminazione. Gli Stati membri coinvolgono detti partner nella preparazione dei piani strategici della PAC [politica agricola comune]».

[articolo 110,   Autorità di gestione — Coordinamento e governance]: «2. L’autorità di gestione è responsabile dell’efficace, efficiente e corretta gestione e attuazione del piano strategico della PAC. Essa assicura in particolare: […] k) che sia data pubblicità al piano strategico della PAC, tra l’altro attraverso la rete nazionale della PAC, informando i potenziali beneficiari, le organizzazioni professionali, le parti economiche e sociali, gli organismi coinvolti nella promozione della parità di genere e le organizzazioni non governative interessate (incluse le organizzazioni che operano nel settore dell’ambiente) circa le possibilità offerte dal piano strategico della PAC e le condizioni per poter accedere ai finanziamenti dello stesso, nonché informando i beneficiari e il pubblico circa i contributi dell’Unione all’agricoltura e allo sviluppo rurale tramite il piano strategico della PAC».

Footnotes

[1] Nella proposta di regolamento COM(2018) 372 final, al considerando 5 si legge: «È opportuno che i principi orizzontali di cui all’articolo 3 del trattato sull’Unione europea (“TUE”) e all’articolo 10 del TFUE, compresi i principi di sussidiarietà e di proporzionalità di cui all’articolo 5 del TUE, siano rispettati nell’ambito dell’attuazione del FESR e del Fondo di coesione, tenendo conto della Carta dei diritti fondamentali dell’Unione europea. È altresì opportuno che gli Stati membri rispettino gli obblighi derivanti dalla Convenzione delle Nazioni Unite sui diritti delle persone con disabilità e assicurino l’accessibilità, coerentemente con l’articolo 9 del documento citato e con il diritto dell’Unione sull’armonizzazione delle prescrizioni di accessibilità per i prodotti e i servizi. Gli Stati membri e la Commissione dovrebbero mirare ad eliminare le ineguaglianze, a promuovere la parità tra uomini e donne e a integrare la prospettiva di genere, nonché a combattere le discriminazioni fondate sul sesso, la razza o l’origine etnica, la religione o le convinzioni personali, la disabilità, l’età o l’orientamento sessuale. I fondi non dovrebbero sostenere alcuna azione che contribuisca a qualsiasi forma di segregazione [...]».

  • Legislative and regulatory basis for EU policies on gender equality
  • EU Funds’ enabling conditions

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