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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
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    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
        • Gender-responsive public procurement in practice
          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
          • Capacity-building programmes, support structures
          • Regular collaboration between gender equality bodies
          • Effective monitoring and reporting systems on the use of GRPP
          • Tool 1:Self-assessment questionnaire about the legal
          • Tool 2: Overview of the legislative, regulatory and policy frameworks
        • How to include gender aspects in tendering procedures
          • Pre-procurement stage
            • Needs assessment
            • Tool 3: Decision tree to assess the gender relevance
            • Preliminary market consultation
            • Tool 4: Guiding questions for needs assessment
            • Defining the subject matter of the contract
            • Choosing the procedure
            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
            • Light regime for social, health and other specific services
            • Tool 7: Guiding questions for applying GRPP under the light regime
            • Tool 8: Guiding questions for applying GRPP under the light regime
            • Reserved contracts
            • Preparing tender documents
          • Procurement stage
            • Exclusion grounds
            • Selection criteria
            • Technical specifications
            • Tool 9: Decision tree for setting GRPP selection criteria
            • Award criteria
            • Tool 10: Formulating GRPP award criteria
            • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
            • Use of labels/certifications
          • Post-procurement stage
            • Tool 12: Checklist for including GRPP contract performance conditions
            • Subcontracting
            • Monitoring
            • Reporting
            • Tool 13: Template for a GRPP monitoring and reporting plan
        • References
        • Additional resources
    • Methods and tools
      • Browse
      • About EIGE's methods and tools
      • Gender analysis
      • Gender audit
      • Gender awareness-raising
      • Gender budgeting
      • Gender impact assessment
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      • Examples of methods and tools
      • Resources
    • Good practices
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      • Belgium
        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
      • Sweden
        • Overview
    • EIGE’s publications on Gender mainstreaming
    • Concepts and definitions
    • Power Up conference 2019
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • Administrative data collection
      • Data collection on violence against women
        • The need to improve data collection
        • Advancing administrative data collection on Intimate partner violence and gender-related killings of women
        • Improving police and justice data on intimate partner violence against women in the European Union
        • Developing EU-wide terminology and indicators for data collection on violence against women
        • Mapping the current status and potential of administrative data sources on gender-based violence in the EU
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
    • Femicide
    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Good practices in EU Member States
    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
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          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
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        • Quiz 1: Policy document
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        • Quiz 3: Legal text
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    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
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        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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  • European Union

Gender Impact Assessment

PrintDownload as PDF
  • 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

European Commission

  • Model
  • Actors involved
  • Guidelines
  • Strenghts and weaknesses

Model

The European Commission deploys a variety of methods in its approach to gender mainstreaming. These methods span the whole policy cycle, from policy definition, through implementation to monitoring and evaluation.

In the policy-definition phase, gender impact assessment is integrated within the European Commission’s impact assessment system. Indeed, the Commission does not perform gender impact assessments as a separate, standalone exercise. Rather, it has integrated the consideration of gender issues within its general impact assessment system.

Since 2002, the Commission has introduced a centralised system of impact assessment for major legislative proposals, non-legislative initiatives that define future policies, and implementation measures to replace previously used single-sector types of assessment (such as gender impact assessment). The Commission’s impact assessment system aims to enhance the coherence of initiatives across policy areas, and the quality of new policy proposals.

To do this, the Commission has set up an integrated approach to impact assessments, incorporating three different dimensions. The aim is to assess the potential economic, social and environmental consequences that proposed initiatives may have. The gender-related impacts are to be addressed under social issues.

European commission's integrated approach to impact assessments

Impact assessment gathers and presents evidence that helps determine possible policy options and their comparative advantages and disadvantages. The impact assessment runs parallel with and feeds into the development  of the Commission’s proposal and is carried out before a proposed activity is adopted. Impact assessments in the Commission accompany legislative, regulatory or other policy proposals which have an economic, social and/or environmental impact and which are presented in the Commission’s Work Programme or Annual Policy Strategy.

A robust quality assurance system is in place, with detailed guidelines, support and helpdesk functions, training, and a review system. Furthermore, the Commission strives for transparency and accountability within the system and publishes all impact assessments online. All opinions of the Impact Assessment Board (see Actors involved section) are also published once the Commission has adopted the relevant proposal.

Actors involved

Impact assessments are organised in a decentralised way in the Commission. Directorates-general and services are responsible for  implementing their respective  functions and  activities. Yet Commission-wide networks have also been  set up to coordinate activities at Commission level. They are organised by a central unit in the  Secretariat-General for Impact Assessment.

The Impact Assessment Board

The Impact Assessment Board (IAB) is a central quality control and support function working under the authority of the Commission President. It was created at the end of 2006. It is chaired by the Deputy Secretary-General for Better Regulation. The IAB examines and makes public opinions on all the Commission’s impact assessments.

The IAB is composed of the Deputy Secretary-General (Chair) and eight permanent officials at director level, who participate in IAB meetings on a rotating basis. Two directors are nominated from each of the following areas of expertise:

  • Macroeconomic
  • Microeconomic
  • Environmental
  • Social

The members are appointed in a personal capacity and on the basis of their expert knowledge. The IAB is independent of the policymaking departments.

The IAB examines and comments on the quality of draft impact assessments prepared by the Commission departments. It can draw on external expertise. Upon request, the IAB can also provide advice to Commission departments on methodology at the early stages of preparation of impact assessments.

When scrutinising draft impact assessments, the IAB has to perform the following tasks:

  1. Check the application of Commission guidelines and agreed standards in impact assessment work;
  2. Deliver an opinion as to whether the degree of analysis in the impact assessment is proportionate to the potential broad economic, social and environmental impacts of the proposed initiative;
  3. Assess whether the analysis is of sufficient quality with reference to the reliability of the data used and the tools/methodology applied for the analysis of the options.

The opinions of the IAB are not binding. However, the opinion accompanies the draft initiative together with the impact assessment report throughout the Commission’s political decision-making process. Ultimately it is the Commission that decides whether or not to adopt an initiative, taking account of the impact assessment and the IAB’s opinion.

The Impact Assessment Steering Groups

They bring together representatives of the Commission services with an interest in the development of the proposal submitted for impact assessment. They are fully involved in all phases of impact assessment work, and provide important expertise toward the development of the impact assessments.

The Impact Assessment Working Group

This is a network of officials who contribute to the Commission’s impact assessment work and its coordination. It is coordinated by the General Secretariat. In 2011, it met four times and discussed topics such as guidance documents on assessing fundamental rights and impacts on competitiveness, and initiatives to improve inter-service cooperation in collecting and managing data and in enhancing the reliability and credibility of estimates and modelling results used in impact assessments.

Guidelines

This integrated approach is coherent with the principles of gender mainstreaming, and should ensure that the gender dimensions of legislative and policy initiatives are not overlooked. The use of a centralised system of impact assessment in the Commission should contribute to the quality and coherence of major initiatives taken by the European Commission, including from a gender perspective.

The latest general EU Guidelines for Impact Assessment were issued in 2009. The document outlines three major steps:

  1. Identification of economic, social and environmental impacts;
  2. Qualitative assessment of the more significant impacts;
  3. In-depth qualitative and quantitative analysis of the most significant impacts.

The guidelines also draw attention to the fact that a proposal may appear gender neutral, but in practice has a different impact on women and men, for example due to differences in the lifestyles of women and men.

Regarding further guidance on gender impact assessment, specific guidelines have been drafted to support civil servants in the analysis of social impact. These guidelines promote both a gender analysis and the necessity of promoting gender equality.

According to the EC guidance on social impact assessment, the questions to be asked when conducting a gender impact assessment are:

  • a. Does the option have a different impact on women and men
  • b. Does the option promote equality between women and men

This guidance document explains how the gender perspective should be integrated into the analysis, and how potential impacts on gender should be assessed:

The assessment of potential impacts on gender should take into account the existing differences between women and men that are relevant to the given policy field, in particular in terms of participation rates, distribution of resources, benefits and responsibilities in private and public life, and in the norms/values, attitudes and behaviour that influence gender roles. Analysis of impacts on gender means to compare and assess, according to the gender criteria abovementioned and sex-desegregated data, the current situation/trend with the expected developments resulting from the introduction of the proposed policy, in order to ensure that the proposal contributes to eliminate inequalities and promote the Community objective of equality between women and men. Gender attention is required in particular in the analysis of groups affected and “should take into account the existing differences between women and men that are relevant to the given policy field”. More specific references are given under job quality, workers’ rights, social inclusion and social protection of specific groups of women. (p. 19 EC guidance on Social Impact Assessment)

The guidance recalls that gender mainstreaming is a commitment at European level, provides reference to articles in the Treaty of Amsterdam and states that the gender perspective should be integrated in all policies at each stage of policy development — design, implementation, monitoring and evaluation. Equality between women and men should be promoted at all levels and in all policy area.

Strenghts and weaknesses

The European Commission set up an integrated approach to impact assessments, incorporating the economic, social and environmental dimensions. The gender-related impacts are to be addressed under social issues. A robust quality assurance system is in place, with detailed guidelines, support and helpdesk functions, training, and a review system.

This integrated approach is coherent with the principles of gender mainstreaming, but still has some risks. It is interesting to analyse its strengths and its weaknesses in order to use the  different steps as drivers for gender mainstreaming and the promotion of gender equality.

Strengths

  • Integrated approach (guidelines, helpdesk, training, review system)
  • Transparency and accountability

Weaknesses

  • Lack of guarantee of gender expertise during the process and within the system
  • Risk of overlooking the gender dimension

The Commission’s impact assessment should take advantage of its strengths and take into account the risk of overlooking the gender dimension.

1

Coverage of policy cycle

The ex ante impact assessment relates to the initial definition and planning phases of the policy cycle and applies a structured ex ante assessment of impacts, including those related to gender equality.

From a gender mainstreaming perspective, gender analysis should be conducted in the identification of economic, social and environmental impact and should also be integrated in the in-depth analysis of important impacts. Gender mainstreaming requires that ‘people’ are made visible as potential beneficiaries or final users. It also implies assessing the gender dimensions across groups (young people, older people, migrants, etc.), since women and men have different social positions due to gender roles.

2

Commitment and leadership

Gender is a value stated in general guidance documents (guidelines for impact assessment; social impact guidance). Since the impact assessment guidelines refer to articles of the Treaty of Amsterdam and to the necessity of taking gender equality into consideration, attention to gender equality within the impact assessment mechanisms should be given in a systematic and institutionalised way.

To do this, it is paramount to involve gender experts in the process, to provide gender training and to ensure systematic reporting on gender equality issues. In the Commission’s approach, a good practice section on impact assessment exists and it could benefit from the inclusion of examples of good impact assessment exercises in terms of gender. The impact assessment performed for the Communication on the European Research Area, for instance, is an interesting example.

3

Stakeholder involvement

An important aspect of the impact assessment process is the consultation of interest groups and stakeholders. Those groups can be traditional counterparts (representatives from Member States, relevant industry or sector, research centres, etc.), social partners or specific bodies in the field. As a way to gather the relevant experience of groups affected by or benefiting from a policy initiative, stakeholder consultation is a key factor for gender mainstreaming.

In this context, consultation of organisations working on gender equality would ensure that a gender perspective is taken into account when analysing any policy proposal under consideration. Providing up-to-date information about gender equality expert groups, women’s organisations and NGOs could be very useful to facilitate this work.

4

Gender expertise

Access to gender expertise is clearly needed to strengthen the quality of the analysis for social, economic and environmental impacts. This expertise can be provided internally or externally. As mentioned above, gender equality bodies should play a relevant role together with gender experts from the different fields. In any case, statistics and indicators on gender gaps are not enough. Specific knowledge is needed in order to be able to analyse the data and information from a gender perspective.

Finally, it is important to highlight that a number of specific evaluations of gender aspects (mid-term or ex post), in particular in the social and employment  field, have been conducted over the years. Their results should also be used in the impact assessment process.

5

Resources

The Commission organises impact assessment training regularly. It would be very useful to open up the possibility of organising such gender-specific training in the framework of this systematic activity.

As knowledge on gender inequalities is needed to develop gender impact assessment, the Gender Equality Unit could also provide a useful helpdesk function when required. EIGE could also act as a useful resource for the provision of data, reports or gender experts’ contacts that can possibly be called upon in steering groups.

6

Structured understanding of gender inequalities

The social impact guidance document precisely explains what gender analysis is about: it is about existing differences in terms of participation rates, distribution of resources, benefits and responsibilities in private and public life, and in norms, values, attitudes and behaviours.

However, knowledge and expertise as well as awareness-raising on gender issues are required to be able to identify such existing differences. In this respect, a number of relevant resources on gender inequalities and on the integration  of the gender  perspective in a number of sectors are being produced by EIGE.

Guiding questions to make people aware of the gender relevance of specific policies is very important. The gender impact assessment guide commissioned by the European Commission in 1998 can be useful in this respect.

7

Transparency and accountability structures

Impact assessment reports together with IAB opinions are systematically published on the Web when the report has been accepted and the proposal is formally approved by the Commission.

Recommendations are not binding but as they are public this can be seen as a positive incentive to improve the attention to social and in particular to gender issues. Transparency about the coverage of the gender dimension in impact assessment exercises is achieved by including an explicit question on gender in the IAB reporting template.
 

8

Learning process

There is still significant variation in how the gender equality dimension is addressed and  understood. That is why it could be important to use the work performed to identify good practices of impact assessment exercises in terms of gender.

The aim would be to generate a common understanding about the gender dimension within the impact assessment system and to promote learning processes toward gender equality.

  • Examples from the EU
  • Austria

Downloads

Download the Gender Impact Assessment guide EN (1.26 MB)

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