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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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  • What is 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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    • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
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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
      • 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
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      • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
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Base legislativa e normativa per le politiche dell’UE in materia di parità di genere

L’Unione europea è fondata sullo Stato di diritto. Ciò significa che ogni azione intrapresa dall’UE si fonda su trattati approvati volontariamente e democraticamente da tutti gli Stati membri dell’Unione. I trattati sono accordi vincolanti tra gli Stati membri dell’Unione europea che stabiliscono gli obiettivi di quest’ultima, le norme per le istituzioni dell’UE, le modalità di adozione delle decisioni e i rapporti tra l’Unione e i suoi membri.[1]

L’approccio dell’UE alla parità di genere

La parità tra donne e uomini è riconosciuta dall’UE come un principio fondamentale, un valore essenziale dell’Unione e una condizione necessaria per il conseguimento degli obiettivi dell’Unione europea in materia di crescita, occupazione e coesione sociale.

Dal 1996, la Commissione si impegna in un «duplice approccio» finalizzato alla realizzazione dell’uguaglianza di genere. Tale approccio prevede l’integrazione di una prospettiva di genere in tutte le politiche, unitamente all’attuazione di misure specifiche per eliminare o prevenire le disuguaglianze di genere o porvi rimedio. Entrambi gli approcci procedono di pari passo  e l’uno non può sostituire l’altro. L’integrazione della dimensione di genere non è un obiettivo politico in sé, bensì un mezzo per conseguire la parità di genere.

What is gender mainstreaming? (EIGE, 2016)

La parità di genere è un valore fondamentale dell’Unione europea, sancito nei documenti giuridici e politici generali dell’UE.

  • L’articolo 2 e l’articolo 3, paragrafo 3 del trattato istitutivo dell’Unione europea (TUE)[2], gli articoli 21 e 23 della Carta dei diritti fondamentali[3], e l’articolo 8 del trattato sul funzionamento dell’Unione europea[4] (TFUE) chiedono la parità tra donne e uomini. L’articolo 8 del TFUE, ad esempio, dispone esplicitamente: «Nelle sue azioni l’Unione mira ad eliminare le ineguaglianze, nonché a promuovere la parità, tra uomini e donne» (integrazione della dimensione di genere).
  • Il trattato di Lisbona[5] prevede un impegno a favore della parità di genere attraverso la dichiarazione n. 19 allegata all’atto finale della Conferenza intergovernativa che l’ha adottato[6].
  • Uno degli obiettivi della politica di crescita economica dell’UE (Europa 2020)[7] è l’aumento della partecipazione delle donne al mercato del lavoro. Inoltre, gli obiettivi di Barcellona[8] comprendono un obiettivo specifico relativo alla copertura dei servizi di assistenza all’infanzia per facilitare la conciliazione tra vita privata e professionale sia per le donne sia per gli uomini.
  • Per la Commissione europea le questioni del divario retributivo e della diversità organizzativa sono delle chiare priorità direttamente collegate agli obiettivi dei fondi UE. Tali priorità europee sono state stabilite nella direttiva 2014/95/UE, giuridicamente vincolante (sulla comunicazione di informazioni di carattere non finanziario e di informazioni sulla diversità da parte di talune imprese e di taluni gruppi di grandi dimensioni), nella raccomandazione non vincolante 2014/124/UE (sul potenziamento del principio della parità retributiva tra uomini e donne tramite la trasparenza) e nel piano di azione dell’UE per il 2017-2019: ‘«Affrontare la retribuzione di genere»'.[9]

Il quadro per l’impegno strategico per la parità di genere 2016-2019[10] mette in evidenza come i fondi UE siano il più importante strumento d’investimento dell’UE, anche per la promozione della parità di genere nei modi indicati di seguito:

  • sorvegliando e sostenendo costantemente gli Stati membri nel conseguimento degli obiettivi di Barcellona per quanto riguarda l’assistenza all’infanzia;
  • tenendo conto dei risultati di una consultazione pubblica sull’equilibrio tra vita professionale e vita familiare [11];
  • sostenendo gli sforzi delle imprese per aumentare la partecipazione delle donne al mercato del lavoro agevolando le piattaforme della Carta della diversità [12]
  • integrando una prospettiva di genere nell’attuazione dell’agenda europea sulla migrazione [13], affrontando gli ostacoli che si frappongono all’occupazione delle donne migranti e aiutando gli Stati membri ad avvalersi pienamente delle possibilità offerte dal Fondo sociale europeo (FSE) a tale riguardo;
  • realizzando azioni di sensibilizzazione per promuovere l’imprenditorialità femminile, anche mediante l’avvio di una piattaforma elettronica per le imprenditrici (2016), creando una rete europea di donne imprenditrici («business angels») (2016) e istituendo la rete dei poli dell’imprenditorialità femminile sul web.

Il patto per la parità di genere 2011-2020[14] comprende tre principali ambizioni dell’UE in materia di parità di genere:

  1. colmando i divari di genere nel campo dell’occupazione e della previdenza sociale;
  2. promuovendo un migliore equilibrio tra vita professionale e vita privata per donne e uomini lungo tutto l’arco della vita;
  3. combattendo tutte le forme di violenza contro le donne.

Il pilastro europeo dei diritti sociali[15], introdotto dalle istituzioni dell’UE in occasione del vertice sociale per l’occupazione equa e la crescita nel novembre 2017, stabilisce un quadro di 20 principi fondamentali per una convergenza verso migliori condizioni di vita e di lavoro in tutta l’Unione. Il pilastro è strutturato intorno a tre categorie: pari opportunità e accesso al mercato del lavoro — compreso il «principio chiave 2: parità di genere»[16]), — condizioni di lavoro eque, previdenza sociale e inclusione. Collegando questi elementi alla futura attuazione dei fondi UE, in particolare il nuovo Fondo sociale europeo Plus (FSE+), si intende sostenere l’attuazione del pilastro.

La direttiva relativa all’equilibrio tra attività professionale e vita familiare [direttiva (UE) 2019/1158] [17] di recente adozione, difende l’uguaglianza di genere e si concentra sulla realizzazione dei principali elementi del pilastro dei diritti sociali dell’UE [principio chiave 9: equilibrio tra attività professionale e vita familiare[18]), attraverso misure giuridiche e politiche:

  • misura giuridica: introduzione del congedo di paternità. I padri o i secondi genitori equivalenti potranno usufruire, prima o dopo la nascita di un figlio, di un congedo di paternità di almeno 10 giorni lavorativi, che saranno retribuiti almeno al livello dell’indennità di malattia;
  • misura giuridica: rafforzare l’attuale diritto a quattro mesi di congedo parentale rendendo due di questi mesi non trasferibili da un genitore all’altro; il livello di retribuzione sarà stabilito dagli Stati membri;
  • misura politica: utilizzare meglio i fondi dell’UE per migliorare i servizi a lungo termine e i servizi di assistenza all’infanzia;
  • misura politica: eliminare i disincentivi economici per le persone il cui lavoro costituisce o costituirebbe la seconda fonte del reddito familiare, disincentivi che impediscono alle donne di accedere al mercato del lavoro o di lavorare a tempo pieno.

Nel 2015, tutti gli Stati membri delle Nazioni Unite (ONU), compresi tutti gli Stati membri dell’UE, hanno adottato l’Agenda 2030 per lo sviluppo sostenibile[19] e i relativi obiettivi di sviluppo sostenibile (OSS). La parità di genere è un elemento trasversale di tutti i 17 obiettivi globali, nonché un obiettivo a sé stante (OSS 5: «Raggiungere la parità di genere ed emancipare tutte le donne  e le ragazze»)[20]. Il paragrafo 20 dell’Agenda 2030 sottolinea esplicitamente l’importanza di colmare i divari di genere e di sostenere la parità di genere integrando sistematicamente la prospettiva di genere, mentre il quadro degli OSS comprende anche un indicatore specifico relativo al bilancio di genere (indicatore 5.c.1.).

Approfondimento sugli obiettivi di sviluppo sostenibile delle Nazioni Unite volti   a colmare i divari di genere e sostenere la parità di genere

Il paragrafo 20 dell’Agenda 2030 afferma che: 

«Realizzando la parità di genere e l’emancipazione di donne e ragazze si darà un contributo fondamentale al progresso in tutti gli obiettivi e i traguardi. Il raggiungimento del pieno potenziale umano e dello sviluppo sostenibile non è possibile se una metà dell’umanità continua a essere privata della totalità dei diritti umani e delle opportunità.    Le donne e le ragazze devono avere pari accesso a un’istruzione di qualità, alle risorse economiche e alla partecipazione politica, nonché pari opportunità con gli uomini e i ragazzi per quanto riguarda l’occupazione, la leadership e il processo decisionale a tutti i livelli. Lavoreremo per un aumento significativo degli investimenti per colmare il divario di genere e rafforzare il sostegno alle istituzioni in relazione alla parità di genere e all’emancipazione delle donne a livello mondiale, regionale e nazionale. Saranno eliminate tutte le forme di discriminazione e violenza nei confronti delle donne e delle ragazze, anche attraverso l’impegno di uomini e ragazzi. È fondamentale integrare sistematicamente una prospettiva di genere nell’attuazione dell’Agenda».

Footnotes

[1] Unione europea (senza data), I trattati dell’UE, UE, Bruxelles. Disponibile all’indirizzo: https://europa.eu/european-union/law/treaties_en

[2] Unione europea (2007), Trattato sull’Unione europea, UE, Bruxelles. Disponibile all’indirizzo: https://eur-lex.europa.eu/legal-content/ EN/ALL/?uri=celex%3A12012M%2FTXT

[3] Unione europea (2000), Carta dei diritti fondamentali dell’Unione, UE, Bruxelles. Disponibile all’indirizzo: https://ec.europa.eu/info/ aid-development-cooperation-fundamental-rights/your-rights-eu/eu-charter-fundamental-rights_en

[4] Unione europea (2007), Trattato sul funzionamento dell’Unione europea, UE, Bruxelles. Disponibile all’indirizzo: https://eur-lex.europa. eu/legal-content/EN/TXT/?uri=celex%3A12012E%2FTXT

[5] Parlamento europeo (2018), Note tematiche sull’Unione europea: il trattato di Lisbona, Parlamento europeo, Bruxelles. Disponibile all’indirizzo: http://www.europarl.europa.eu/factsheets/en/sheet/5/the-treaty-of-lisbon

[6] Parlamento europeo (2018), Note tematiche sull’Unione europea: uguaglianza tra uomini e donne, Parlamento europeo, Bruxelles. Disponibile all’indirizzo: http://www.europarl.europa.eu/factsheets/en/sheet/59/equality-between-me...

[7] Commissione europea (2010), La strategia Europa 2020, Commissione europea, Bruxelles. Disponibile all’indirizzo: https://eur-lex. europa.eu/legal-content/IT/TXT/PDF/?uri=CELEX:52010DC2020&from=it

[8] Commissione europea (2018), Relazione della Commissione al Parlamento europeo, al Consiglio, al Comitato economico e sociale europeo e al Comitato delle regioni: obiettivi di Barcellona sullo sviluppo dei servizi di assistenza all’infanzia al fine di incrementare la partecipazione delle donne al mercato del lavoro, promuovere l’equilibrio tra attività professionale e vita familiare per i genitori che lavorano e favorire una crescita sostenibile e inclusiva in Europa, Commissione europea, Bruxelles. Disponibile all’indirizzo: https://ec.europa.eu/info/sites/info/ files/bcn_objectives-report2018_web_en.pdf

[9] Commissione europea (senza data), EU Action against Pay Discrimination. Disponibile all’indirizzo: https://ec.europa.eu/info/policies/ justice-and-fundamental-rights/gender-equality/equal-pay/eu-action-against-pay-discrimination_en

[10] Commissione europea (2015), Impegno strategico per la parità di genere 2016-2019, Commissione europea, Bruxelles. Disponibile all’indirizzo: https://ec.europa.eu/anti-trafficking/eu-policy/strategic-engagement-gen...

[11] Commissione europea (2015), Prima consultazione delle parti sociali ai sensi dell’articolo 154 del TFUE, sulla possibile azione per affrontare le sfide dell’equilibrio tra attività professionale e vita familiare cui sono confrontati genitori e prestatori di assistenza [C(2015) 7754 final], Commissione europea, Bruxelles.

[12] Commissione europea (2019), Tackling discrimination [Affrontare la discriminazione], Commissione europea, direzione generale della Giustizia e dei consumatori, Bruxelles. Disponibile all’indirizzo: http://ec.europa.eu/justice/discrimination/diversity/index_en.htm

[13] Commissione europea (2015), Comunicazione della Commissione al Parlamento europeo, al Consiglio, al Comitato economico e sociale europeo e al Comitato delle regioni: Agenda europea sulla migrazione [COM(2015) 240 final], Commissione europea, Bruxelles. Disponibile all’indirizzo: https://ec.europa.eu/anti-trafficking/sites/antitrafficking/files/commun...

[14] Consiglio dell’Unione europea (2011), Conclusioni del Consiglio del 7 marzo 2011 sul Patto europeo per la parità di genere (2011-2020), Consiglio dell’Unione europea, Bruxelles. Disponibile all’indirizzo: https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A-52011XG0525...

[15] Commissione europea (2017), Il pilastro europeo dei diritti sociali, Commissione europea, Bruxelles. Disponibile all’indirizzo: https:// ec.europa.eu/commission/priorities/deeper-and-fairer-economic-and-monetary-union/european-pillar-social-rights_en

[16] Il principio chiave 2 (parità di genere) specifica che: «La parità di trattamento e di opportunità tra donne e uomini deve essere garantita e rafforzata 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; [e] Donne e uomini hanno diritto alla parità di retribuzione per lavoro di pari valore». Per ulteriori informazioni, potete consultare la pagina: https://ec.europa.eu/commission/priorities/deeper-and-fairer-economic-an...

[17] Direttiva (UE) 2019/1158  del Parlamento europeo e del Consiglio, del 20 giugno 2019, relativa all’equilibrio tra attività professionale e vita familiare per i genitori e i prestatori di assistenza e che abroga la direttiva 2010/18/UE del Consiglio. Disponibile all’indirizzo: https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=uriserv:OJ.L_.2019.1...

[18] Il principio chiave 9 (equilibrio tra attività professionale e vita familiare) specifica che: «I genitori e le persone con responsabilità di assistenza hanno diritto a un congedo appropriato, modalità di lavoro flessibili e accesso a servizi di assistenza. Gli uomini e le donne hanno pari accesso ai congedi speciali al fine di adempiere le loro responsabilità di assistenza e sono incoraggiati a usufruirne in modo equilibrato».

[19] Assemblea generale delle Nazioni Unite (2015), Risoluzione approvata dall’Assemblea generale il 25 settembre 2015, Trasformare il nostro mondo: l’Agenda 2030 Agenda per lo sviluppo sostenibile, Assemblea generale delle nazioni unite, New York. Disponibile all’indirizzo: https://www.un.org/ga/search/view_doc.asp?symbol=A/RES/70/1&Lang=E

[20] UN Women (2015), OSS 5: Raggiungere la parità di genere ed emancipare tutte le donne e le ragazze, UN Women, New York. Disponibile all’indirizzo: 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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