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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • 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
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • 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
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Gender Budgeting

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  • Who is this toolkit for?
  • What is gender budgeting?
    • Introducing gender budgeting
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    • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
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      • 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
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      • 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
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Base législative et réglementaire des politiques de l’UE en matière d’égalité de genre

L’Union européenne est fondée sur l’état de droit. Cela signifie que toute action entreprise par l’UE est fondée sur des traités approuvés volontairement et démocratiquement par l’ensemble de ses États membres. Les traités sont des accords contraignants conclus entre les États membres de l’UE. Ils définissent les objectifs poursuivis par l’UE, les règles de fonctionnement des institutions européennes, les processus décisionnels et les relations entre l’UE et ses États membres.[1]

L’approche de l’UE en matière d’égalité de genre

L’égalité entre les femmes et les hommes est reconnue par l’UE comme un principe fondamental, une valeur essentielle de l’UE et une condition nécessaire à la réalisation des objectifs de l’UE en matière de croissance, d’emploi et de cohésion sociale.

Depuis 1996, la Commission s’est engagée dans une «double approche» pour parvenir à l’égalité de genre. Cette approche passe par l’intégration d’une perspective de genre dans toutes les politiques, tout en mettant en œuvre des mesures spécifiques pour éliminer, prévenir ou résorber les inégalités de genre. Les deux approches vont de pair et l’une ne peut remplacer l’autre. L’intégration de la dimension de genre n’est pas un objectif politique en soi, mais un moyen d’atteindre l’égalité entre les femmes et les hommes.

Qu’est-ce que l’intégration de la dimension de genre? (EIGE, 2016)

L’égalité de genre est une valeur fondamentale de l’Union européenne, consacrée dans les documents juridiques et politiques généraux de l’UE:

  • L’article 2 et l’article 3, paragraphe 3, du traité sur l’Union européenne[2], les articles 21 et 23 de la charte des droits fondamentaux de l’Union européenne[3], et l’article 8 du traité sur le fonctionnement de l’Union européenne[4] (TFUE) prônent l’égalité entre les femmes et les hommes. L’article 8 du TFUE, par exemple, dispose explicitement que, «[p]our toutes ses actions, l’Union cherche à éliminer les inégalités, et à promouvoir l’égalité, entre les hommes et les femmes» (intégration de la dimension de genre).
  • Le traité de Lisbonne[5] comporte un engagement en faveur de l’égalité entre les femmes et les hommes par l’intermédiaire de la déclaration no 19, annexée à l’acte final de la Conférence intergouvernementale qui a adopté le traité de Lisbonne[6].
  • La politique de croissance économique de l’UE (Europe 2020)[7] a notamment pour objectif d’accroître la participation des femmes au marché du travail. En outre, les objectifs de Barcelone[8] comprennent un objectif spécifique sur la couverture en matière de garde d’enfants afin de faciliter la conciliation de la vie professionnelle et de la vie privée des femmes et des hommes.
  • Les questions relatives à l’écart de rémunération et à la diversité organisationnelle sont des priorités claires pour la Commission européenne, qui sont directement liées aux objectifs des Fonds de l’UE. Ces priorités européennes ont été définies dans la directive 2014/95/UE juridiquement contraignante (concernant la publication d’informations non financières et d’informations relatives à la diversité par certaines grandes entreprises et certains groupes), dans la recommandation 2014/124/UE non contraignante (relative au renforcement du principe de l’égalité des rémunérations des femmes et des hommes grâce à la transparence) et dans le «Plan d’action de l’Union européenne 2017-2019 —  ‘Éliminer l’écart de rémunération entre les femmes et les hommes» '.[9]

Le cadre de l’engagement stratégique pour l’égalité de genre 2016-2019[10] souligne que les Fonds de l’UE constituent le principal instrument d’investissement de l’UE, notamment pour promouvoir l’égalité de genre:

  • en offrant un soutien continu aux États membres dans la réalisation des objectifs de Barcelone sur l’accueil des jeunes enfants et en assurant un suivi en la matière;
  • en tenant compte des résultats d’une consultation publique sur la conciliation de la vie professionnelle et de la vie privée[11];
  • en soutenant les entreprises dans leurs efforts visant à accroître la participation des femmes au marché du travail en facilitant les plateformes sur les chartes de la diversité ;[12]
  • en intégrant une perspective d’égalité dans la mise en œuvre de l’agenda européen en matière de migration[13], pour supprimer les obstacles à l’emploi et à la progression de carrière des migrantes, et en aidant les États membres à exploiter pleinement le Fonds social européen (FSE) dans ce domaine;
  • en sensibilisant à la promotion de l’entrepreneuriat des femmes, y compris par le lancement d’une plateforme en ligne pour l’entrepreneuriat des femmes (2016), par la création d’un réseau européen de business angels féminins (2016) et par le réseau des Women’s Web Entrepreneurs Hubs.

Le pacte européen pour l’égalité entre les hommes et les femmes (2011-2020)[14] comprend trois principales ambitions de l’UE en matière d’égalité entre hommes et femmes:

  1. combler les écarts entre hommes et femmes dans les domaines de l’emploi et de la protection sociale;
  2. promouvoir un meilleur équilibre entre la vie professionnelle et la vie privée des femmes et des hommes tout au long de leur vie;
  3. lutter contre toutes les formes de violence à l’égard des femmes.

Le socle européen des droits sociaux[15], approuvé par les institutions de l’UE lors du sommet social pour des emplois et une croissance équitables en novembre 2017, établit 20 principes clés comme cadre de convergence vers de meilleures conditions de vie et de travail dans l’UE. Il s’articule autour de trois catégories: l’égalité des chances et l’accès au marché du travail [y compris le principe clé 2[16]), des conditions de travail équitables, et la protection et l’insertion sociales. L’établissement d’un lien entre ces éléments et la future mise en œuvre des Fonds de l’UE, en particulier le nouveau FSE+, est destiné à appuyer la mise en œuvre du socle.

La directive (UE) 2019/1158 concernant l’équilibre entre vie professionnelle et vie privée, récemment adoptée[17] défend l’égalité entre les femmes et les hommes et met l’accent sur la mise en œuvre des éléments clés du socle européen des droits sociaux (principe clé 9[18]),  par des mesures juridiques et politiques:

  • mesure juridique: l’instauration d’un congé de paternité. Les pères/deuxièmes parents équivalents pourront prendre au moins dix jours ouvrables de congé de paternité au moment de la naissance de l’enfant, dont le niveau d’allocation sera au moins équivalent à celui de la prestation de maladie;
  • mesure juridique: renforcer le droit existant à quatre mois de congé parental en rendant deux de ces mois non transférables d’un parent à l’autre. Ceux-ci seront indemnisés à un niveau devant être fixé par les États membres;
  • mesure politique: faire un meilleur usage des Fonds de l’UE afin d’améliorer les services de garde d’enfants et les services de soins de longue durée;
  • mesure politique: supprimer les facteurs économiques dissuasifs pour le deuxième apporteur de revenu du ménage qui empêchent les femmes d’accéder au marché du travail ou de travailler à temps plein.

En 2015, tous les États membres de l’Organisation des Nations unies (ONU) — dont tous les États membres de l’UE — ont adopté le  programme de développement durable à l’horizon 2030[19] et ses objectifs de développement durable. L’égalité de genre est un élément transversal des 17 objectifs globaux, ainsi qu’un objectif autonome («ODD 5: parvenir à l’égalité des sexes et autonomiser toutes les femmes et les filles»)[20] en tant que tel. Le paragraphe 20 du programme à l’horizon 2030 souligne explicitement l’importance de réduire les inégalités entre les sexes et de renforcer l’égalité des sexes au moyen d’une intégration systématique de l’égalité des sexes, tandis que le cadre des ODD comprend également un indicateur spécifique sur la budgétisation sensible au genre (indicateur 5.c.1).

En savoir plus sur les ODD des Nations unies visant à réduire les inégalités entre les sexes et à renforcer l’égalité entre les sexes 

Paragraphe 20 du programme à l’horizon 2030

«Réaliser l’égalité des sexes et l’autonomisation des femmes et des filles apportera une contribution capitale à la réalisation de l’ensemble des objectifs et des cibles. La pleine réalisation du potentiel humain et du développement durable ne sera pas possible tant que la moitié de l’humanité continuera de se voir refuser la plénitude de ses droits humains et de ses chances. Les femmes et les filles doivent avoir accès, sur un pied d’égalité avec les hommes et les garçons, à une éducation de qualité, aux ressources économiques et à la vie politique active, et avoir les mêmes chances d’accéder à l’emploi, aux postes de direction et à la prise de décisions à tous les niveaux. Nous nous efforcerons d’investir beaucoup plus dans la réduction des inégalités entre les sexes et dans le renforcement des institutions qui soutiennent l’égalité des sexes et l’autonomisation des femmes aux plans mondial, régional et national. Toutes les formes de discrimination et de violence à l’égard des femmes et des filles seront éliminées, y compris avec le soutien actif des hommes et des garçons. Il est crucial que le principe de l’égalité des sexes soit systématiquement intégré dans la mise en œuvre du programme.»

Footnotes

[1] Union européenne (n.d.), «Traités européens», UE, Bruxelles, disponible à l’adresse suivante:  https://europa.eu/european-union/law/treaties_en

[2] Union européenne (2007), «Traité sur l’Union européenne», UE, Bruxelles, disponible à l’adresse suivante: https://eur-lex.europa.eu/legal-content/EN/ALL/?uri=celex%3A12012M%2FTXT

[3] Union européenne (2000), «Charte des droits fondamentaux de l’UE», UE, Bruxelles, disponible à l’adresse suivante:  https://ec.europa.eu/info/aid-development-cooperation-fundamental-rights...

[4] Union européenne (2007), «Traité sur le fonctionnement de l’Union européenne», UE, Bruxelles, disponible à l’adresse suivante:  https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex%3A12012E%2FTXT

[5]Parlement européen (2018), «Fiches thématiques sur l’Union européenne: Le traité de Lisbonne», Parlement européen, Bruxelles, disponible à l’adresse suivante: http://www.europarl.europa.eu/factsheets/en/sheet/5/the-treaty-of-lisbon

[6] Parlement européen (2018), «Fiches thématiques sur l’Union européenne: L’égalité entre les hommes et les femmes», Parlement européen, Bruxelles, disponible à l’adresse suivante: http://www.europarl.europa.eu/factsheets/en/sheet/59/equality-between-me...

[7] Commission européenne (2010), communication de la Commission intitulée «Europe 2020 — Une stratégie pour une croissance intelligente, durable et inclusive», COM(2010) 2020 final, Commission européenne, Bruxelles, disponible à l’adresse suivante: https://ec.europa.eu/info/business-economy-euro/economic-and-fiscal-poli...

[8] Commission européenne (2018), Rapport de la Commission au Parlement européen, au Conseil, au Comité économique et social européen et au Comité des régions — Objectifs de Barcelone sur le développement des structures d’accueil des jeunes enfants en vue d’accroître la participation des femmes au marché du travail, de promouvoir l’équilibre entre vie professionnelle et vie privée des parents qui travaillent et de favoriser une croissance durable et inclusive en Europe (les «objectifs de Barcelone»), Commission européenne, Bruxelles, disponible à l’adresse suivante: https://ec.europa.eu/info/sites/info/files/bcn_objectives-report2018_web...

[9] Commission européenne (n.d.), «EU action against pay discrimination» (Action de l’UE contre la discrimination salariale), disponible à l’adresse suivante:  https://ec.europa.eu/info/policies/justice-and-fundamental-rights/gender-equality/equal-pay/eu-action-against-pay-discrimination_en

[10] Commission européenne (2015), «Strategic engagement for gender equality 2016-2019» (Engagement stratégique pour l’égalité de genre 2016-2019), Commission européenne, Bruxelles, disponible à l’adresse suivante: https://ec.europa.eu/anti-trafficking/eu-policy/strategic-engagement-gen...

[11] European Commission (2015), First-phase consultation of social partners under Article 154 TFEU on possible action addressing work–life balance faced by working parents and caregivers, C(2015) 7754 final, European Commission, Brussels.

[12] European Commission (2019), Tackling Discrimination, Directorate-General for Justice and Consumers, Brussels. Available at: http://ec.europa.eu/justice/discrimination/diversity/index_en.htm

[13] Commission européenne (2015), «Première phase de consultation des partenaires sociaux, en vertu de l’article 154 du TFUE, sur d’éventuelles mesures concernant les problèmes pour concilier vie professionnelle et vie privée rencontrés par les parents et dispensateurs de soins qui travaillent», C(2015) 7754 final, Commission européenne, Bruxelles, disponible à l’adresse suivante: https://ec.europa.eu/social/BlobServlet?docId=14743&langId=fr.

[14] Conseil de l’Union européenne (2011), conclusions du Conseil du 7 mars 2011 sur le pacte européen pour l’égalité entre les hommes et les femmes (2011-2020), Conseil de l’Union européenne, Bruxelles, disponible à l’adresse suivante: https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A52011XG0525%...

[15] Commission européenne (2017), «Socle européen des droits sociaux», Commission européenne, Bruxelles, disponible à l’adresse suivante: https://ec.europa.eu/commission/priorities/deeper-and-fairer-economic-an...

[16] Le principe clé 2 (l’égalité entre les femmes et les hommes) dispose ceci: «L’égalité de traitement et l’égalité des chances entre les femmes et les hommes doivent être assurées et favorisées dans tous les domaines, y compris en ce qui concerne la participation au marché du travail, les conditions d’emploi et la progression de carrière. Les femmes et les hommes ont droit à la même rémunération pour un travail de valeur égale.» Pour en savoir plus, voir: https://ec.europa.eu/commission/priorities/deeper-and-fairer-economic-an...

[17] Commission européenne (2017), proposition de directive du Parlement européen et du Conseil concernant l’équilibre entre vie professionnelle et vie privée des parents et aidants et abrogeant la directive 2010/18/UE du Conseil, COM(2017) 253 final — 2017/0085 (COD), Commission européenne, Bruxelles, disponible à l’adresse suivante: https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=uriserv:OJ.L_.2019.1...

[18] Le principe clé 9 (l’équilibre entre la vie professionnelle et la vie privée) dispose ceci: «Les parents et les personnes ayant des responsabilités familiales ont droit à des congés appropriés, à des régimes de travail flexibles et à un accès à des services de garde d’enfants. Les femmes et les hommes doivent bénéficier d’un accès égal aux congés spéciaux afin de s’acquitter de leurs responsabilités familiales et sont encouragés à les utiliser de manière équilibrée.»

[19] Assemblée générale des Nations unies (2015), «Résolution adoptée par l’Assemblée générale le 25 septembre 2015 — Transformer notre monde: le programme de développement durable à l’horizon 2030», AGNU, New York, disponible à l’adresse suivante: https://www.un.org/ga/search/view_doc.asp?symbol=A/RES/70/1&Lang=E

[20] ONU Femmes (2015), «ODD 5: parvenir à l’égalité des sexes et autonomiser toutes les femmes et les filles», ONU Femmes, New York, disponible à l’adresse suivante: http://www.unwomen.org/en/news/in-focus/women-and-the-sdgs/sdg-5-gender-...

  • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
  • Concrete requirements for considering gender equality within the EU Funds

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