… protection for women facing violence. But the latest EU Gender-Based Violence Survey shows how far we must go: only … Associação Plano i, a Portuguese NGO supporting victims of gender-based violence. “Awareness is essential but it is not … challenges, programmes like those run by Plano i show what gender-sensitive, victim-friendly protection looks like when …
… Marking International Women’s Day and the launch of the EU Gender Equality Strategy 2026–2030, the Cyprus Presidency … transformation strengthens – rather than undermines – gender equality. Here are Carlien’s perspective during the … initial reactions to the presentation of the new European Gender Equality Strategy, and which priority areas you think …
… the methodology of the second wave of the Survey on Gender Gaps in Unpaid Care, Individual and Social Activities … wave conducted in 2022. The CARE Survey aims to address gender inequalities in care, enhancing the Gender Equality … care, along with exploring respondents’ view on genderroles. The survey also provides background information on …
… have heard from the different speakers the extent to which gender equality is under pressure. And when we hear it … timely that we are having this discussion just as the new Gender Equality Strategy for 2026–2030 is being launched. … what the evidence tells us about where the principles of gender equality are under the greatest strain – and what that …
… on using the Graduated factor comparison method for your gender-neutral job evaluation and classification. You will … 10 workers), with a limited number of jobs or similar job roles, often without formal HR systems. Method The graduated … factor comparison, a light-touch approach using the four gender-neutral job evaluation factors (skills, …
… and one worker) to allow for discussion, reduce individual gender bias and avoid relying on self-assessment. If that’s … collective agreements are not guaranteed to be free from gender biases, and your organisation may need to go beyond … role changes after the job evaluation and classification? Roles should be re-evaluated if their responsibilities change …
… the information gathered in a job profile. Remember to use gender-neutral, inclusive language. Read more here. What are … and questionnaires). It serves as the basis for assessing roles during the job evaluation and classification process. A …
… job evaluator(s), it is important to look out for implicit gender biases that may creep in during the process. This … and subfactor plan Select the subfactors Evaluate job roles against the selected subfactors Add up the results Check for gender bias Create a simple pay structure Check complementary …
… Ideally, you should use all subfactors to evaluate the job roles in your organisation. If this isn’t feasible, you can … (not individual performance)? Yes No Is the missing aspect gender-neutral – not gender-biased or something that will reinforce gender …
… Why? Evaluating jobs systematically ensures that all roles are assessed on the same basis How? Focus on one job at … the level you have chosen for each subfactor, for all job roles under evaluation. Add a short justification. Note a … classification outcome is likely balanced and free from gender biases. If you left any boxes unticked: review those …
… Why? Even in small organisations, roles change quickly. Monitoring keeps fairness alive. How? … (fewer than 10 workers) track progress after completing a gender-neutral job evaluation and classification. It ensures … Step 7 of Tool 3, and Tools 6 and 7. EU-wide guidelines on gender-neutral job evaluation and classification: …
… organisations (50–250 workers) with few and similar job roles (up to 15) and limited HR capacity and resources. … demands. Get started! Your journey Prepare Understanding gender bias – Tool 0 Getting started – Tool 1 Gathering job … the pathway in practice. Downloads EU-wide guidelines on gender-neutral job evaluation and classification: …
… you need accurate, comparable information on all the job roles in scope. This ensures that the job evaluation and … each job using the job profile template. Remember to use gender-neutral, inclusive language. Read more here . Check … checklist to review whether a job description is ready for gender-neutral job evaluation and classification. Does it …
… value of jobs and rank them. The method compares job roles in order to rank them based on their overall … the job evaluation committee to stay alert to unconscious gender bias and ensure fair, objective decisions. This is … Review results to check the rankings and look for gender bias Build or adjust your basic pay structure Check …
… (not individual performance)? Yes No Is the missing aspect gender-neutral – not gender-biased or something that will reinforce gender … Do not add it. It will create inconsistency across job roles. Reset Downloads For guidance on how to add additional …
… to make sure that the results are reflected in how job roles are described. Job titles and descriptions influence … the organisation. If they are inaccurate, outdated or gender-biased, they can undermine the fairness of the job evaluation and classification and reinforce gender stereotypes. Tool 6 helps you review existing job …
… job description. Click on any words or phrases that look gender-biased or stereotyped. Replace them with the suggested … the corrected version. Try all three rounds to become a gender-bias buster! Round 1 – Receptionist We are looking for … and support the office team. There are 3 examples of gender-biased terms, coloured red below. We explain why the …