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Lyčių aspekto integravimas

  • Kas yra lyčių lygybės aspekto integravimas?
    • Policy cycle
  • Institutions and structures
    • Europos Sąjunga
    • EU Member States
    • Suinteresuotosios šalys
    • Tarptautinės organizacijos
  • Sektoriai
    • Žemės ūkis ir kaimo plėtra
      • Policy cycle
    • Kultūra
      • Policy cycle
    • Skaitmeninė darbotvarkė
      • Policy cycle
    • Ekonomika ir finansai
      • #3 Steps Forward
        • How can you make a difference?
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Išsilavinimas
      • Policy cycle
    • Darbas
      • Policy cycle
      • Struktūros
    • Energetika
      • Policy cycle
    • Verslumas
      • Policy cycle
    • Aplinka ir klimato kaita
      • Policy cycle
    • Sveikata
      • Policy cycle
    • Teisė
      • Policy cycle
    • Jūrų reikalai ir žuvininkystė
      • Policy cycle
    • Migration
      • Policy cycle
    • Skurdas
      • Policy cycle
    • Regioninė politika
      • Policy cycle
    • Mokslas
      • Policy cycle
    • Security
      • Policy cycle
    • Sportas
      • Policy cycle
    • Turizmas
      • Policy cycle
    • Transportas
      • Policy cycle
    • Jaunimas
      • 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
      • 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
        • 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
      • HOW
        • 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
      • 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?
      • Why is gender-responsive public procurement important?
        • 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
  • Metodai ir priemonės
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    • Gender audit
    • Informuotumo apie lytis didinimas
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    • Lyties poveikio verrtinimas
    • Kompetencijų tobulinimas - Lyčių lygybės mokymai
    • Vertinimas
    • Indikatoriai
    • Monitoringas
    • Gender planning
    • Lyties atžvilgiu jautrūs pirkimai
    • Lyčių atžvilgiu jautrių suinteresuotų šalių konsultacijos
    • Lyčių atžvilgiu suskirstyti duomenys
    • Institucininio transformavimo priemonės
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    • Apie gerąją praktiką
    • EIGE požiūris į gerąją praktiką
  • Country specific information
    • Belgium
      • Overview
    • Bulgaria
      • Overview
    • Czechia
      • Overview
    • Denmark
      • Overview
    • Germany
      • Overview
    • Estonia
      • Overview
    • Ireland
      • Overview
    • Greece
      • Overview
    • Spain
      • Overview
    • France
      • Overview
    • Croatia
      • Overview
    • Italy
      • Overview
    • Cyprus
      • Overview
    • Latvia
      • Overview
    • Lithuania
      • Overview
    • Luxembourg
      • Overview
    • Hungary
      • Overview
    • Malta
      • Overview
    • Netherlands
      • Overview
    • Austria
      • Overview
    • Poland
      • Overview
    • Portugal
      • Overview
    • Romania
      • Overview
    • Slovenia
      • Overview
    • Slovakia
      • Overview
    • Finland
      • Overview
    • Sweden
      • Overview
  • EIGE leidiniai apie lyčių aspekto integravimą
  • Concepts and definitions
  • Power Up conference 2019
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  • Menu
  • Lyčių aspekto integravimas
    • Kas yra lyčių lygybės aspekto integravimas?
      • Policy cycle
    • Institutions and structures
      • Europos Sąjunga
      • EU Member States
      • Suinteresuotosios šalys
      • Tarptautinės organizacijos
    • Sektoriai
      • Žemės ūkis ir kaimo plėtra
        • Policy cycle
      • Kultūra
        • Policy cycle
      • Skaitmeninė darbotvarkė
        • Policy cycle
      • Ekonomika ir finansai
        • #3 Steps Forward
          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Išsilavinimas
        • Policy cycle
      • Darbas
        • Policy cycle
        • Struktūros
      • Energetika
        • Policy cycle
      • Verslumas
        • Policy cycle
      • Aplinka ir klimato kaita
        • Policy cycle
      • Sveikata
        • Policy cycle
      • Teisė
        • Policy cycle
      • Jūrų reikalai ir žuvininkystė
        • Policy cycle
      • Migration
        • Policy cycle
      • Skurdas
        • Policy cycle
      • Regioninė politika
        • Policy cycle
      • Mokslas
        • Policy cycle
      • Security
        • Policy cycle
      • Sportas
        • Policy cycle
      • Turizmas
        • Policy cycle
      • Transportas
        • Policy cycle
      • Jaunimas
        • 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
        • 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
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            • 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
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          • References
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      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
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            • Tool 3: Decision tree to assess the gender relevance
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            • 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
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            • Exclusion grounds
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            • 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
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            • Tool 13: Template for a GRPP monitoring and reporting plan
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        • Additional resources
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  • Lyčių aspekto integravimas

Kas yra lyčių aspekto integravimas?

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Lyčių aspekto integravimas – tai papildoma tarptautiniu lygiu įgyvendinamos lyčių lygybės strategijos priemonė. Tai apima lyčių perspektyvos integravimą į politikos ruošimą, kūrimą, įgyvendinimą, stebėjimą ir vertinimą, reguliavimo priemones bei išlaidų programas siekiant propaguoti lyčių lygybę bei kovoti su diskriminacija..

Pagrindinės sąvokos 

Kodėl tai yra svarbu?

Lyčių aspekto integravimas reiškia, kad bus formuojama tokia politika ir priimami tokie įstatymai, kurie daug geriau atitiktų visų piliečių – moterų ir vyrų, mergaičių ir berniukų – poreikius. Lyčių aspekto integravimas užtikrina efektyvesnį visuomenės įsitraukimą ir padeda pašalinti nelygybę sukuriančias sąlygas.

Lyčių aspekto integravimu siekiama ne tik išvengti nelygybės susidarymo arba sustiprėjimo, kuris gali padaryti neigiamą poveikį moterims ir vyrams. Tai apima ir esamos situacijos analizę siekiant nustatyti nelygybę bei kurti politiką, kuria siekiama pašalinti tą nelygybę, ir mechanizmus, padedančius jai atsirasti. 

Kas yra atsakingas už lyčių aspekto integravimą?

Europos lygiu už lyčių aspekto integravimą yra atsakingos ES institucijos, o nacionaliniu lygiu – valstybių narių vyriausybės. Tačiau tai nėra vien tik tam tikrose srityse arba padaliniuose dirbančių asmenų atsakomybė. Turi būti sukurtos tam tikros struktūros ir paskirti atsakingi asmenys, už lyčių aspekto integravimą turi būti atsakingi visi viešųjų įstaigų darbuotojai, kuriems atitinkamai vadovaujama.

Sužinokite daugiau apie atsakingas ES institucijų struktūras

Sužinokite daugiau apie atsakingas ES valstybių narių struktūras

Kaip tai veikia?

Lyčių lygybės užtikrinimo politinis įsipareigojimas ir suderinama teisinė sistema yra pagrindinės sėkmingos lyčių aspekto integravimo strategijos sąlygos. Be konkrečių strategijos tikslų ir uždavinių, lyčių aspekto integravimui būtinas ir aiškus veiksmų planas. Tokiame plane turi būti atsižvelgiama į kontekstą, vykdomos būtinos sąlygos, apimami visi susiję aspektai, numatomi konkretūs metodai ir priemonės, atsakomybė bei užtikrinami reikalingi įgaliojimai, kad per suplanuotą laikotarpį būtų pasiekti numatyti rezultatai.

Lyčių aspekto integravimo aspektai

Lyčių aspekto integravimas reikalauja lyčių perspektyvą įtraukti į skirtingą politiką bei išspręsti moterų ir vyrų dalyvavimo problemą konkrečios politikos srityje.

Visuose politikos formavimo proceso etapuose reikia atsižvelgti į abu aspektus – lyčių dalyvavimą ir atsižvelgimą į jas.

Lyčių dalyvavimas politikos srityje

Dalyvavimo problemos sprendimas reiškia lyčių diskriminacijos panaikinimą darbo jėgos pasiskirstymo bei sprendimų priėmimo srityse ir vienodų teisių užtikrinimą.

Skaitykite daugiau

ES politika vienodai taikoma tiek vyrams, tiek moterims. Tačiau, palyginti su vyrais, jos per mažai dalyvauja priimant sprendimus. Renkant informaciją apie abi lytis kaip naudotojus / naudos gavėjus, galima geriau pritaikyti politikos priemones ir įvertinti jų poveikį skirtingoms grupėms.

Skirtingose politikos srityse dirbančių moterų ir vyrų dalyvavimas įvairiuose sektoriuose skiriasi, taip pat jis priklauso nuo darbo tipo arba atliekamų pareigų. Pavyzdžiui, moterys per mažai dalyvauja atsinaujinančios energijos sektoriuje (22,1 % darbo jėgos). Paprastai jos dirba mažesnės kvalifikacijos reikalaujančius darbus (daugiausia administravimo ir ryšių srityje), o didesnių įgūdžių reikalaujančius ir geriau apmokamus darbus daugiausia dirba vyrai. Švietimo srityje moterys daugiausia dirba mokytojomis pradinio ir pagrindinio ugdymo įstaigose, tačiau jos per mažai dalyvauja sprendimų priėmimo procese, ypač kalbant apie aukštojo mokslo įstaigas.

Kai politikos veiksmų planavimo ir sprendimų priėmimo procesuose dalyvauja ne po lygiai moterų ir vyrų, tai gali turėti pasekmių, svarbių ir moterims, ir vyrams. Politikoje yra naudingos skirtingos perspektyvos: labiau subalansuotas abiejų lyčių dalyvavimas suteiktų skirtingos patirties, kuri gali pagerinti sprendimų priėmimo procesą ir bendrus rezultatus.

Sužinokite daugiau apie moterų dalyvavimą pagrindinėse ES politikos srityse

Lyčių aspekto integravimas apima lyčių nelygybės šalinimą visuomenėje, taikant politiką bei organizacijoms randant savų veiklos būdų. Dalyvavimo institucijose problemos sprendimas apima ir lyčių aspektą organizacinėse struktūrose, ir darbo procedūras.     

Sužinokite daugiau apie institucijų transformaciją

Politikos turinys lyčių atžvilgiu

Nors skaičiai ir yra svarbūs, taip pat svarbu apsvarstyti, kaip lytys yra susijusios su politikos priemonių turiniu, kad būtų geriau suprasta, kokia iš to nauda moterims ir vyrams. Į lytis atsižvelgianti politika užtikrina, kad vienodas dėmesys bus skiriamas visų piliečių poreikiams – moterų ir vyrų. 

Skaitykite daugiau

Tradiciškai vyriausybės politika ir įstatymai vertinami kaip lyčių požiūriu neutralūs instrumentai darant prielaidą, kad viešoji politika vienodai naudinga visiems visuomenės atstovams.

Tačiau mūsų visuomenėje vis dar egzistuoja struktūrinė lyčių nelygybė. Net jei įstatymai moteris ir vyrus traktuoja vienodai, moterys vis dar negali lygiomis teisėmis pasiekti ir valdyti išteklių bei turto.

Plačiajai visuomenei skirta politika dažnai moteris ir vyrus veikia skirtingai. Jei nebus atsižvelgiama į skirtingą poveikį lytims, tokia politika lyčių požiūriu bus akla. Norint to išvengti būtina atsižvelgti į skirtingus moterų ir vyrų poreikius bei interesus norint nustatyti lyčių nelygybę pasiekiant ir valdant išteklius, apsvarstyti požiūriu į lytis pagrįstų stereotipų poveikį ir tradicinius lyčių vaidmenis, numatyti skirtingą poveikį moterims ir vyrams, užtikrinti lyčių lygybę. 

Sužinokite daugiau apie lyčių svarbą pagrindinėse ES politikos srityse

Lyčių poveikio įvertinimas yra pirmasis žingsnis siekiant išvengti politikos, kurioje neatsižvelgiama į lyčių perspektyvą. Toks įvertinimas analizuoja naujo reguliavimo, politikos arba programos poveikį siekiant lyčių lygybės bei numato poveikį, kuris galimas moterų ir vyrų gyvenimui.

Sužinokite, kaip atlikti lyčių poveikio įvertinimą

Lyčių aspekto integravimo sąlygų įgyvendinimas

Norint efektyviai integruoti lyčių aspektą būtinas pasiruošimas ir organizavimas. Skirtumą gali lemti sprendimus priimantys žmonės, nes jie daro didesnę įtaką pokyčiams. 

Skaitykite daugiau

Pagrindiniai svarstytini elementai:

  • Paruošimas: sudarykite lyčių aspekto integravimo įgyvendinimo planą, nustatykite veiksmus ir etapus, priskirkite užduotis ir įpareigojimus, planą įforminkite bei apie jį praneškite.
     
  • Ištekliai: būtini pakankami ištekliai; norint efektyviai integruoti lyčių aspektą būtinas biudžetas ir laikas. Pagalvokite apie žinomumo didinimo ir gebėjimų stiprinimo iniciatyvas. Galima apsvarstyti ir specialios (išorinės) patirties naudojimą.
     
  • Suinteresuotųjų šalių įtraukimas: artimi ryšiai su visomis suinteresuotosiomis šalimis yra svarbūs viso politikos ciklo metu, kad būtų atsižvelgta į tikslinių grupių rūpesčius, lūkesčius ir požiūrį. Rekomenduojama padidinti suinteresuotųjų šalių dalyvavimo politikos procese ir konsultacijų galimybes.
     
  • Stebėjimas ir vertinimas: nustatykite atskaitomybės mechanizmus siekdami užtikrinti tinkamą tolesnį įgyvendinimą ir pažangą. Pagalvokite apie reguliarias ataskaitas ir dalykitės rezultatais.
     
  • Žinių telkimas: žinių apie lyčių lygybę ir geros lyčių aspekto integravimo praktikos kaupimas prisideda prie metodo efektyvumo. Galite prisidėti prie institucinio mokymo rinkdami duomenis ir informaciją apie rodiklius, pranešdami apie pažangą bei palengvindami patirties mainus. 
     
  • Kompetencija lyčių srityje: ši kompetencija turėtų būti vidinė, bet galima apsvarstyti ir specialių išorės išteklių naudojimą.

Lyčių aspekto integravimo ciklas

Praktinis lyčių perspektyvos integravimo į politikos / programavimo ciklą vadovas

Lyčių perspektyvos integravimas į politiką reiškia, kad lyčių lygybė, kaip visiems rūpimas principas, turėtų būti svarbi visuose sprendimuose, kiekviename politikos formavimo proceso etape ir visiems procesų dalyviams.

Politikos procesas suvokiamas kaip keleto etapų ciklas, įskaitant apibrėžimą, planavimą, įgyvendinimą ir tikrinimą (stebėjimas bei vertinimas). Daugeliu atvejų šie etapai tampa ciklu ir kiekvienas veiksmas kartojamas, kai įvyksta pokyčių. Pavyzdžiui, kai vertinama politika, ji gali atskleisti naujų problemų, kurias reikia išspręsti norint pakeisti programą. 

Čia pristatytas lyčių aspekto integravimo ciklas gali būti koreguojamas atsižvelgiant į skirtingus viešosios politikos / programavimo procesus. Toliau pateiktoje diagramoje nurodomi specialūs ciklo etapai ir reikalingi elementai, į kuriuos reikia atkreipti dėmesį kiekviename etape. Įtraukti kiekviename tokio ciklo etape naudotini specialūs lyčių aspekto integravimo metodai ir priemonės. Kai kurie metodai ir priemonės, pvz., konsultacijos su suinteresuotosiomis šalimis arba lyčių lygybės mokymo paslaugų teikimas susijusiems dalyviams, gali būti naudingi daugiau nei viename etape. Be to, svarbu atminti, kad dirbant su duomenimis jie turi būti atskirti pagal lytis. EIGE lyčių statistikos duomenų bazė yra naudinga priemonė, kurią galima naudoti norint rasti patikimą, palyginamą ir naujausią informaciją apie lyčių lygybę.

EIGE gerosios praktikos rinkinys taip pat turėtų būti naudojamas, nes jame yra patikrintų metodų pavyzdžių, politikos ir praktikos, kuri pasirodė efektyvi įgyvendinant lyčių aspekto integravimo strategijas ES valstybėse narėse.

Daugiau informacijos apie skirtingus lyčių aspekto integravimo ciklo etapus gausite spustelėję kiekvieną etapą.

Click on a phase for details

Define Tools
  • Gender Statistics
  • Gender Analysis
  • Gender Impact Assessment
  • Gender Stakeholders Consultation
Plan Tools
  • Gender Budgeting
  • Gender Procurement
  • Gender Indicators
Check Tools
  • Gender Monitoring
  • Gender Evaluation
Act Tools
  • Gender Equality Training
  • Gender-sensitive Institutional Transformation
  • Gender awareness-raising

ES požiūris į lyčių aspekto integravimą

Lyčių aspekto integravimas nėra savaiminis politikos tikslas, jis reiškia lyčių lygybės siekimą. Lyčių lygybė ES pripažįstama kaip pagrindinė teisė – bendra ES vertybė ir reikalinga sąlyga siekiant ES augimo, užimtumo bei socialinės sanglaudos tikslų.

Nuo 1996 m. Komisija įsipareigojo taikyti „dvejopą požiūrį“ į lyčių lygybės realizavimą. Šis požiūris apima lyčių perspektyvos įtraukimą į visą politiką, kartu įgyvendinant specialias priemones, kad lyčių nelygybė būtų pašalinta ir nebūtų leidžiama jai atsirasti. Abu požiūriai taikomi kartu, vienas negali pakeisti kito.

Žr. mūsų laiko juostą norėdami sužinoti apie lyčių lygybės etapus ES.

Timeline

Treaty of Rome

Treaty of Rome. The Treaty incorporates the principle of equal pay for equal work (Art 119). 

1957
1957
European Commission’s Communication on Incorporating Equal Opportunities for Women and Men into all Community Policies and Activities

Incorporating Equal Opportunities for Women and Men into all Community Policies and Activities: The Commission committed itself to gender mainstreaming as a strategy for the promotion of gender equality in all its policies and activities, alongside the implementation of specific measures. It thus committed itself to a ‘dual approach’ towards realising gender equality that “…involves not restricting efforts to promote equality to the implementation of specific measures to help women, but mobilising all general policies and measures specifically for the purpose of achieving equality” 

1996
1996
Treaty of Amsterdam

Treaty of Amsterdam. The Treaty substantially strengthened the legal basis for Community action in favour of equality between women and men. Articles 2 and 3 of the Treaty formalise the Community commitment to gender mainstreaming by establishing equality between women and men as a specific task of the Community as well as a horizontal objective affecting all Community policies and programmes.

1999
1999
European Pact for Gender Equality 2011-2020

https://www.consilium.europa.eu/uedocs/cms_data/docs/pressdata/en/lsa/119628.pdf

2011
2020
European Parliament resolution on gender mainstreaming in the European Parliament

European Parliament resolution on gender mainstreaming in the European Parliament: The Parliament adopted its first Resolution on gender mainstreaming, which contains a commitment to regularly adopting and implementing a policy plan for gender mainstreaming, and suggests some guidelines for implementing gender mainstreaming in the committees' and delegations' policy work.

2003
2003
First European Pact for Gender Equality

   First European Pact for Gender Equality.

2006
2006
EU Roadmap for Equality between Women and Men for 2006-2010

EU Roadmap for Equality between Women and Men for 2006-2010: The Roadmap outlines he following priorities: Equal economic independence for women and men; Reconciliation of private and professional life; Equal representation in decision-making; Eradication of all forms of gender-based violence; Elimination of gender stereotypes; Promotion of gender equality in external and development policies.

2006
2010
TFEU - Treaty on the functioning of the European Union

TFEU - Treaty on the functioning of the European Union. Article 19 of the TFEU provides the legal base for EU legislation combatting discrimination based on sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation. The Treaty also takes gender into account in the following fields: Principle of gender mainstreaming: ‘In all its activities, the Union shall aim to eliminate inequalities, and to promote equality between women and men’ (Article 8); Social exclusion and discrimination (Article 9); Principle of equality between man and woman with regard to labour market opportunities and treatment (Article 157); Prevention and action against all kinds of trafficking and sexual abuse of women (Article 79); The fight against domestic violence (Declaration on Article 8 of TEU).

2007
2007
Communication "Non-discrimination and equal opportunities: A renewed commitment"

Communication "Non-discrimination and equal opportunities: A renewed commitment". The Communication establishes the framework for the Commission to carry out different activities aiming to fight against discrimination

2008
2008
Treaty of Lisbon

Treaty of Lisbon. The Treaty includes enhancements to the social dimension of the European Union. It adds the non-discrimination principle and equality between women and men to the values of the European Union (Article 2 TEU) and mandates that the Union shall combat discrimination and promote equality between women and men (Article 3 TEU). 

2009
2009
Charter of Fundamental Rights

Charter of Fundamental Rights. Article 21 Article 21 affirms the principle of non-discrimination based on any ground, including sex. Article 23 relates to women’s rights and gender equality, affirming that ‘equality between women and men must be ensured in all areas, including employment, work and pay’

2010
2010
Strategy for Equality between Women and Men for 2010-2015

Strategy for Equality between Women and Men for 2010-2015: The Strategy identifies the following priority areas for action: Equal economic independence; Equal pay for equal work and work of equal value; Equality in decision-making; Dignity, integrity and an end to gender-based violence; Gender equality in external actions (including the EU plan of action); Horizontal issues. In this Strategy, the Commission has specified gender equality goals for each priority field. Furthermore, all Directorates-General are invited to set gender equality objectives in the Commission’s yearly programming cycle and work programme. Monitoring of the Strategy is ensured through the publication of annual reports, as well as through a Mid-Term Review and final evaluation. In addition, all Directorates-General have to assess the impact of gender equality: 1) as part of the social impact of the Impact Assessment exercise, 2) in evaluation, and 3) in the budget, where relevant. For the implementation of the Strategy, a Commission staff working document was approved on actions to be implemented by the different Directorates-General as their contribution to the strategy. The actions demonstrate the commitment of these Directorates-General concerning gender equality in their policy field.

2010
2015
Strategic Engagement for Gender Equality 2016-2019

The Strategy identified five priority areas for actions: Equal economic independence for women and men; Equal pay for work of equal value; Equality in decision-making; Dignity, integrity and ending gender-based violence; Promoting gender equality beyond the EU.

2016
2019

Ar norite sužinoti daugiau?

Europos Komisijos politikos dokumentai

  • Europos Komisija (2010 m.). Komisijos komunikatas Europos Parlamentui, Tarybai, Europos ekonomikos ir socialinių reikalų komitetui bei Regionų komitetui. 2010–2015 m. lyčių lygybės strategija (SEC(2010) 1079 / SEC(2010) 1080)
  • Europos Komisija. (2010 m.). 2010–2015 m. lyčių lygybės strategijos įgyvendinimo veiksmai. Komisijos tarnybų darbinis dokumentas, papildantis Komisijos komunikatą Europos Parlamentui, Tarybai, Europos ekonomikos ir socialinių reikalų komitetui bei Regionų komitetui. (SEC(2010) 1079/2)
  • Europos Komisija. (2011 m.). 2010–2015 m. lyčių lygybės strategija: Europos Sąjungos leidinių biuras.
  • Europos Komisija. (2015 m.). 2016–2019 m. strateginis įsipareigojimas dėl lyčių lygybės: Europos Sąjungos leidinių biuras.

Europos Komisijos lyčių aspekto integravimo ištekliai

  • Europos Komisija – Žmogiškųjų išteklių ir saugumo generalinis direktoratas (nenust.). Lyčių aspekto integravimas
  • Europos Komisija – Užimtumo, socialinių reikalų ir lygių galimybių generalinis direktoratas (2008 m.). Lyčių aspekto integravimo vadovas – užimtumo, socialinės įtraukties ir socialinės apsaugos politika
  • Europos Komisija – Užimtumo ir socialinių reikalų generalinis direktoratas (2005 m.). Lyčių aspekto integravimo LYGYBĖS vadovas
  • Europos Komisija. (1998 m.). Poveikio lytims įvertinimo vadovas.
  • Europos Komisija – Bendradarbiavimo ir vystymosi generalinis direktoratas (2004 m.). Lyčių lygybės integravimo priemonių rinkinys, taikomas EK bendradarbiavime vystymosi labui.

Lyčių aspekto integravimo ištekliai iš kitų institucijų / vyriausybių

  • Jungtinių Tautų vystymo programa (2007 m.). Lyčių aspekto integravimas praktiškai: priemonių rinkinys. Redagavo Nadja Dolata, paruošė Astrida Niemanis, Dono Abdurazakova, Shannon Brooker, Anneli Gustafsson, Mamura Nasirova, Jafar Javan ir Louise Sperl
  • Europos Taryba (2009 m.). Lyčių biudžeto apskaičiavimas: praktinio įgyvendinimo mokymo priemonė. Paruošė Sheila Quinn
  • Europos Taryba (2004 m.). Lyčių aspekto integravimas: konceptuali sistema, metodika ir gerosios praktikos pristatymas. Integravimo specialistų grupės veiklos galutinė ataskaita (EG-S-MS)
  • Lyčių aspekto integravimo priemonių, filmų ir kitų išteklių galima rasti adresu Includegender.org
  • Švedijos vyriausybės oficialios ataskaitos (2007 m.). Lyčių aspekto integravimo vadovas – Švedijos lyčių aspekto integravimo pagalbos komiteto (JämStöd) praktinių metodų knyga.
  • Lygybės propagavimo nacionalinė komisija (2012 m.). Lyčių aspekto integravimas praktiškai – išsamus poveikio lytims vertinimo vadovas.
  • Belgijos lyčių lygybės institutas (2007 m.). Lygios lyčių galimybės viešųjų pirkimų sutartyse – keletas rekomendacijų.

Kiti ištekliai

  • Europos Komisija (1998 m.). 100 žodžių apie lygybę.
  • Europos Komisija – Užimtumo generalinis direktoratas (2008 m.). ES lyčių lygybės įstatymas. Paruošė Susanne Burri ir Sacha Prechal
  • Europos Komisija – Teisingumo generalinis direktoratas (2011 m.). Nediskriminavimo / lygybės integravimo praktikos rinkinys

About this Platform (in English)

The European Institute for Gender Equality created this Platform on Gender Mainstreaming to support the EU institutions and governmental bodies with the integration of a gender perspective in their work.

This online Platform provides insights on the relevance of gender in a variety of policy areas. It also suggests what EU officials and civil servants in the EU countries can practically do to take account of gender aspects in their daily tasks and responsibilities.

This online Platform helps to improve individual competences to mainstream gender throughout the different stages of the process of policy/programme/project development and implementation. Understanding how to design, plan, implement, monitor and evaluate policies from a gender perspective will strengthen EU policies, increase their societal relevance and responsiveness.

The focus of this online Platform is on gender as a social category. Gender as a social concept is always linked to and interwoven with other social categories like ethnicity, age, religion, sexual orientation, disability, or health status. 

  • Pagrindinės sąvokos 
  • Lyčių aspekto integravimo aspektai
  • Lyčių aspekto integravimo sąlygų įgyvendinimas
  • Lyčių aspekto integravimo ciklas
  • ES požiūris į lyčių aspekto integravimą
  • Timeline
  • Ar norite sužinoti daugiau?
  • About this Platform (in English)

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