• Skip to language switcher
  • Skip to main categories navigation
  • Skip to secondary categories navigation
  • Skip to current category navigation
  • Skip to main navigation
  • Pereiti į pagrindinį turinį
  • Skip to footer

Smurtas lyties pagrindu

  • Kas yra smurtas lyties pagrindu?
  • Smurto formos
  • EIGE tyrimai apie smurtą lyties pagrindu
  • Administracinių duomenų šaltiniai apie smurtą lyties pagrindu
    • Duomenų rinkimas
    • Apie įrankį
    • ES žemėlapis
    • Advanced search
  • Nusikaltimų aukų teisių direktyva
  • Smurto lyties pagrindu kaina
  • Cyber violence against women
  • Intimate partner violence and witness intervention
  • Moterų lyties organų žalojimas
    • Risk estimations
  • Risk assessment and risk management by police
    • Risk assessment principles and steps
      • Principles
        • 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
      • Steps
        • 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
  • Geroji praktika, skirta kovoti su smurtu lyties pagrindu
  • Metodai ir įrankiai siekiant kovoti su smurtu lyties pagrindu
  • Baltojo kaspino kampanija
    • About the White Ribbon Campaign
    • White Ribbon Ambassadors
  • Reguliavimas ir teisinis pagrindas
    • Tarptautiniai teisės aktai
    • ES teisės aktai
    • Strategic framework on violence against women 2015-2018
    • Teisinės apibrėžimai ES valstybėse narėse
  • Literatūra ir teisės aktai
  • EIGE's publications on gender-based violence
  • Videos
Europos lyčių lygybės institutas logoEuropos lyčių lygybės institutas
Paieška

Paieškos forma

Lietuvių kalba
  • EN - English
  • LT - Lietuvių kalba
  • EN - English
  • BG - Български
  • ES - Español
  • CS - Čeština
  • DA - Dansk
  • DE - Deutsch
  • ET - Eesti
  • EL - Ελληνικά
  • FR - Français
  • GA - Gaeilge
  • HR - Hrvatski
  • IT - Italiano
  • LV - Latviešu valoda
  • LT - Lietuvių kalba
  • HU - Magyar
  • MT - Malti
  • NL - Nederlands
  • PL - Polski
  • PT - Português
  • RO - Română
  • SK - Slovenčina (slovenský jazyk)
  • SL - Slovenščina (slovenski jezik)
  • FI - Suomi
  • SV - Svenska
  • 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
        • 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
        • Find a gender trainer
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
          • Gender Project Manager
          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • 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
    • Metodai ir priemonės
      • Browse
      • Apie EIGE metodus ir priemones
      • Lyčių analizė
      • Gender Audit
      • Informuotumo apie lytis didinimas
      • Gender Budgeting
      • 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
      • Metodų ir priemonių pavyzdžiai
      • Šaltiniai
    • Geroji praktika
      • Browse
      • Apie gerąją praktiką
      • EIGE požiūris į gerąją praktiką
    • Country specific information
      • Belgium
        • Overview
        • Browse all Belgium content
      • Bulgaria
        • Overview
        • Browse all Bulgaria content
      • Czechia
        • Overview
        • Browse all Czechia content
      • Denmark
        • Overview
        • Browse all Denmark content
      • Germany
        • Overview
        • Browse all Germany content
      • Estonia
        • Overview
        • Browse all Estonia content
      • Ireland
        • Overview
        • Browse all Ireland content
      • Greece
        • Overview
        • Browse all Greece content
      • Spain
        • Overview
        • Browse all Spain content
      • France
        • Overview
        • Browse all France content
      • Croatia
        • Overview
        • Browse all Croatia content
      • Italy
        • Overview
        • Browse all Italy content
      • Cyprus
        • Overview
        • Browse all Cyprus content
      • Latvia
        • Overview
        • Browse all Latvia content
      • Lithuania
        • Overview
        • Browse all Lithuania content
      • Luxembourg
        • Overview
        • Browse all Luxembourg content
      • Hungary
        • Overview
        • Browse all Hungary content
      • Malta
        • Overview
        • Browse all Malta content
      • Netherlands
        • Overview
        • Browse all Netherlands content
      • Austria
        • Overview
        • Browse all Austria content
      • Poland
        • Overview
        • Browse all Poland content
      • Portugal
        • Overview
        • Browse all Portugal content
      • Romania
        • Overview
        • Browse all Romania content
      • Slovenia
        • Overview
        • Browse all Slovenia content
      • Slovakia
        • Overview
        • Browse all Slovakia content
      • Finland
        • Overview
        • Browse all Finland content
      • Sweden
        • Overview
        • Browse all Sweden content
      • United Kingdom
        • Overview
    • EIGE leidiniai apie lyčių aspekto integravimą
    • Concepts and definitions
    • Power Up conference 2019
    • Videos
  • Smurtas lyties pagrindu
    • Kas yra smurtas lyties pagrindu?
    • Smurto formos
    • EIGE tyrimai apie smurtą lyties pagrindu
    • Administracinių duomenų šaltiniai apie smurtą lyties pagrindu
      • Duomenų rinkimas
      • Apie įrankį
      • ES žemėlapis
      • Advanced search
    • Nusikaltimų aukų teisių direktyva
    • Smurto lyties pagrindu kaina
    • Cyber violence against women
    • Intimate partner violence and witness intervention
    • Moterų lyties organų žalojimas
      • 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
    • Geroji praktika, skirta kovoti su smurtu lyties pagrindu
    • Metodai ir įrankiai siekiant kovoti su smurtu lyties pagrindu
    • Baltojo kaspino kampanija
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Reguliavimas ir teisinis pagrindas
      • Tarptautiniai teisės aktai
      • ES teisės aktai
      • Strategic framework on violence against women 2015-2018
      • Teisinės apibrėžimai ES valstybėse narėse
    • Literatūra ir teisės aktai
    • EIGE's publications on gender-based violence
    • Videos
  • Gender Equality Index
    • View countries
    • Compare countries
    • Thematic Focus
    • About Index
    • Publications
    • Conference 2020
    • Index Game
  • Gender Statistics Database
    • Browse Gender Statistics
    • Data talks
    • FAQs
    • About
    • Search
  • Pekino veiksmų platformos stebėsena
  • Countries
    • Belgium
    • Bulgaria
    • Czechia
    • Denmark
    • Germany
    • Estonia
    • Ireland
    • Greece
    • Spain
    • France
    • Croatia
    • Italy
    • Cyprus
    • Latvia
    • Lithuania
    • Luxembourg
    • Hungary
    • Malta
    • Netherlands
    • Austria
    • Poland
    • Portugal
    • Romania
    • Slovenia
    • Slovakia
    • Finland
    • Sweden
  • Topics
    • Health
      • Covid-19 and gender equality
    • Violence
    • Agriculture and rural development
    • Culture
    • Digital agenda
    • Economic and financial affairs
    • Education
    • Employment
    • Energy
    • Entrepreneurship
    • Environment and climate change
    • Justice
    • Maritime affairs and fisheries
    • Migration
    • Poverty
    • Regional policy
    • Research
    • Sport
    • Tourism
    • Transport
    • Youth
  • About EIGE
    • EIGE struktūra
      • Management board
      • Experts' forum
      • EIGE staff
    • Our work
      • Stakeholders
      • Darbas su suinteresuotosiomis šalimis
        • About the IPA project
        • Examples from the region
          • Browse
          • About the examples
        • Gender equality indices in the Western Balkans and Turkey
        • Gender statistics in the Western Balkans and Turkey
      • Justice and Home Affairs (JHA) agencies
    • Projects
      • Running projects
      • Closed projects
    • Planning and reporting documents
    • Dokumentų registras
      • Prašymas gauti prieigą prie EIGE dokumentų
    • Susisiekite su mumis
      • Renginio organizavimas EIGE Išteklių ir dokumentacijos centre
      • Apsilankymas EIGE bibliotekoje Vilniuje
  • Įdarbinimas
    • Open vacancies
    • Buvusios pozicijos
    • About Recruitment
    • Dažnai užduodami klausimai apie įdarbinimo tvarką
    • Apeliaciniai skundai dėl atrankos procedūros – išsamesnė informacija
    • Relevant forms and information
    • Welcome guide
  • Viešieji pirkimai
    • Open procedures
    • Pasibaigę pirkimai
    • About Procurement
    • External Experts' Database
  • Naujienos
  • Renginių kalendorius
    • Upcoming events
    • Ankstesni renginiai
  • EIGE leidiniai
    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • 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
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
          • Naming conventions
          • Patronising language
      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
        • Invisibility or omission
        • Common gendered nouns
        • Adjectives
        • Phrases
      • Policy context
    • 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
        • What is sexism?
        • 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
  • Išteklių ir dokumentacijos centras
    • Search
    • Apie EIGE Išteklių ir dokumentacijos centrą
  • Glossary & Thesaurus
    • Overview
    • About
    • A-Z Index
    • Browse
    • Search
Toggle sidebar menu
  • Pirmas
  • Smurtas lyties pagrindu
  • Geroji praktika, skirta kovoti su smurtu lyties pagrindu

Danish campaign targets diversity in domestic violence

PrintDownload as PDF
Good practice
Šalis: Denmark
Section:
Domestic Violence
Temos:
Health, Violence
Period:
2010
Publication date:
05 Kovas 2015
Danish campaign targets diversity in domestic violence image

Danish campaign targets diversity in domestic violence image

Bryd tavsheden (Break the silence)

In brief

Since 2002, Denmark has adopted four National Action Plans to stop violence against women, and these have adapted to evolving patterns of violence. The Bryd tavsheden (Break the silence) campaign in 2010 specifically targeted ethnic minority women to help them to escape from violence by their partners. It was carried out by the ministry for gender equality in co-operation with LOKK, the national association of women’s shelters.

Its strategy was to formulate a strong simple message, and to direct this at ethnic minority women in a way they would understand. The campaign therefore published its information leaflets in nine languages, and distributed there in places where ethnic minority women would come across them. This multilingual approach also made it easy for ethnic minority media, which often do not have the budgets to pay for translations, to come on board the campaign. It obtained endorsements from popular ethnic minority role models, and produced short films in 10 languages. The campaign’s website is still in use to this day.

It also created a simple but imaginative tool in the form of a hairbrush bearing the number of the 24-hour telephone hotline for battered women. The brushes stimulated debates in hairdressers’ and beauty salons and many women took the brushes home, thus spreading the message further.

An external evaluation was built into the project design. It found that the campaign had been a great success, in terms of reaching its targets, but for the future it recommended also including men and the native Danish media within its scope. It also discovered a significant stumbling block in the lack of response from trade unions representing ethnic minority women.

Break the silence has been followed up with the Red Card and White Ribbon campaigns.

Recognition of diversity in domestic violence

Even if the Danes are reportedly the happiest people on earth, it is a truth with some very unfortunate exceptions. In August 2014, 14 women lost their lives due to partner violence – the figure exceeding the total of 13 for the whole year of 2013. The figures are sad evidence that most partner violence is about men’s violence against women. The latest Danish research shows that some 29,000 women and 10,000 men are exposed to violence from a former or current partner. Around 28,000 children grow up in homes with violence, and these children face higher risks of bringing a pattern as a perpetrator and/or a victim with them into their relationships in adult life.

Since 2002, Denmark has adopted four National Action Plans to stop violence against women according to the definition of the UN Beijing protocol of 1995. In the first of these, adopted in 2002, one of the main aims was explicitly to break the taboo surrounding domestic violence against women. This has proven right, and domestic violence is now less considered as a private affair and it seems more legitimate for politicians as well as for the public at large to address violence against women. The terminology has changed accordingly, and rather than talking about domestic trouble (husspetakler), the term is now ‘partner violence’ or the more precise term, ‘men’s violence against women’. The first Danish NAPs encompassed women in general but also specific groups such as women of ethnic minority background, who were considered to be particularly vulnerable. This attention to ethnic minority women is also present in the national Danish strategy to prevent violence in intimate relationships (2011) which explicitly recognises that ethnic minority women have specific and bigger difficulties in getting out of violent relationships than native Danish women. As a matter of fact, they often go back to their violent partners and very seldom establish their own homes after leaving the crisis centre. Various initiatives (especially those of the Ministry of Refugee, Integration and Immigration Affairs) have been taken to tackle this issue and to make these women aware of the opportunities available.

A campaign for ethnic minority women

Seven years previously, on 10 November 2003, a month-long Stop violence against women – Break the Silence (Bryd tavsheden) awareness-raising campaign was launched. The target audience was the public in general and victims of domestic violence. This first campaign addressed domestic violence and used outdoor posters, buses, trains, television and the internet as media channels.

Given the increasing attention being paid to ethnic minority women, in 2010 it was decided to conduct a communication campaign addressed specifically to them. Its aim was to break the taboo surrounding violence against women in local ethnic communities and to inform ethnic minority women about their rights and the sources of support they could turn to. The campaign was organised and carried out with the direct involvement of LOKK (Lands­organisation af Kvindekrisecentre), the national organisation of shelters for battered women. A number of professionals were also involved, especially those already working in the networks of battered ethnic minority women.

The campaign’s relevance stems from the fact that it allowed for diversity amongst victims of domestic violence, provided a wide range of communication tools, advertised a 24-hour hotline on violence against women and distributed handy cards which gave victims of domestic violence all the information they need to find help in their local communities.

The campaign took place in February-May 2010 and was financed by the state with a budget of €212,800, including evaluation. At the time it fell under the responsibility of the Ministry for Gender Equality and Ecclesiastical Affairs and the Ministry of Integration, but is now looked after by the Ministry of Children, Gender Equality, Integration and Social Affairs. The campaign was successful in involving ethnic minority community networks, which had a large impact on the wider environment within which abused ethnic minority women live. Its effectiveness is proved by the results obtained.

Role models, multilingual leaflets and films

An information folder was produced and distributed in credit card format. It is headed “Stop the violence against women – Break the silence” in Danish and eight other languages (English, Arabic, Bosnian, Somali, Turkish, Russian, Thai and Farsi). The information folders were distributed throughout the country in libraries, general health practitioners, police stations, hospitals – and also hairdressers (hairbrushes with the 24-hour hotline number on them were distributed to ethnic hairdressers and beauty salons) and other meeting points in local communities. The folder is also accessible on the web at www.voldmodkvinder.dk. It contains information about shelters along with practical advice to women exposed to violence. The publication also refers women to the 24-hour hotline (70 20 30 82) and mentions the availability of cultural mediators and interpreters.

Nine well-known women with different ethnic minority backgrounds were used as role models (“ambassadors”) to express their dissociation from domestic violence. Dialogue meetings with relevant networks in contact with ethnic minority women were held. Besides the campaign, information films addressed to ethnic minority women about their rights and opportunities of assistance in Danish society have been produced. The films show battered women’s encounters with the police, the shelter, the municipality, the county and the lawyer. The films were prepared in ten languages (Danish, Greenlandic, English, Arabic, Urdu, Somali, Turkish, Russian, Thai and Farsi) and distributed to shelters, language schools, day folk high schools for women, counselling facilities for women and ethnic minorities, local communities, counsellors, municipalities and the libraries of relevant educational programmes – for example the Police College and the College of Social Work. The five films are still available on various websites, including www.lige.dk and www.voldmodkvinder.dk.

Reaching illiterate victims

An external ex post evaluation carried out by international consultancy group COWI showed that the campaign was successful in gaining a high number of mentions in ethnic media, in boosting the number of calls to a nationwide hotline by ethnic minority women and in scoring high satisfaction ratings among the actors involved. It has also made efficient use of resources, as the tools it created are still available after its conclusion and being used. It is notable for its multilingual approach.

The evaluation identified the campaign’s strengths and weaknesses and made suggestions on how to improve communication with the target victim groups (for example, communicating information through films means that it is also possible to reach women who cannot read). The campaign was very positively evaluated in relation to the objective of informing ethnic minority women on their rights and options.

Several elements of the campaign’s design were particularly effective. The use of the minority communities’ own languages was a major factor in reaching the target women, and it also enabled cash-strapped ethnic minority media, which could not afford to pay for translation, to promulgate the message. The promotion of female role models as “ambassadors” was particularly successful in involving a number of networks. Dialogue meetings with local networks helped to identify key actors who spread the campaign’s message more widely. And the hairbrushes bearing the 24-hour hotline number were a particular talking point: they stimulated debates at hairdressers and beauty salons. Many customers took the hairbrushes and accompanying information home with them, thus spreading the message further.

However the evaluation also made some suggestions for improvement:

  • the campaign’s profile in the Danish media could have been higher
  • the website at www.voldmodkvinder.dk needed improvement
  • any future campaign should make more use of district nurses and networks of battered ethnic minority women to carry the message
  • future campaigns should also target men. All men should be considered so to avoid stigmatising ethnic minority men.

It also noted that one of the outreach methods used, dialogue meetings with trade unions which had a lot of ethnic minority women members, had not brought the expected results. This may have been because most trade union representative are men, who find it difficult to tackle the issue, that ethnic minority women are underrepresented and their problems are not visible in the workplace, and that domestic violence is still considered to be a private problem.

Give violence against women the red card

Give violence against women the red card - Campaign imageThese lessons were taken on board in a wave of campaigns aiming to include men in the fight for gender equality and make them aware of their role in the fight against violence against women. The campaigns addressed men as abusers, but also as fathers, husbands and sons of the victims of violence. Inspired by a Spanish campaign, Denmark has run the Give violence against women the Red Card campaign twice.

In 2011 the ministry teamed up with the Danish Football Association and two young football players, acting as role models and spokespersons for the message: Don’t hit! We demand fair play on the football pitch – and in the family. The intent was to engage a new audience – boys and men – in fighting violence against women. Interest among the Danish champion’s league clubs was very positive and the campaign succeeded in getting a fair amount of attention from the press. Owing to the immense interest that Danish handball attracted at the time, the ministry chose to repeat the campaign, now including also a top player from the national handball team. He and a football “icon” were the faces that were linked to the campaign.

The White Ribbon Campaign

In March 2013 Denmark launched the White Ribbon Campaign, which is a worldwide initiative to end men’s violence against women. White Ribbon is an independent network for men, engaging other men to pledge to the following three things:

  • not to commit violence against women
  • not to defend other men’s violence against women
  • not to be silent about men’s violence against women

White Ribbon campaign image - DenmarkUntil the end of 2013, the Ministry of Gender Equality had the main responsibility for running the campaign, after which it was taken over by volunteers. The start was slow and difficult. But the dedicated voluntary spokesperson has succeeded in creating partnerships with various private companies and public agencies. The number of ‘likes’ on the campaign’s webpage has gone up considerably, and the spokesman often makes speeches in various settings about the campaign and the facts about violence against women.  

Patterns of violence change over time

Denmark’s four National Action Plans show a progressive broadening of the scope of work against gender-based violence. Since Beijing 1995, the overall approach has been that violence against women is a gender equality problem, that domestic violence is totally unacceptable, and that all relevant means must be used to prevent it, to stop it and to support the victims. Denmark has so far implemented three national action plans and the fourth plan was launched in July 2014.

With the first action plan (2002) to stop violence against women, the issue became a part of the political agenda and the results were significant:

  • abused women got easier access to help
  • professionals increased their knowledge and awareness
  • there was a special focus on men’s role in breaking the cycle of violence

Not least, national data on the prevalence of domestic violence were published, showing that approximately 42,000 women each year were exposed to violence from a present or former partner. An external evaluation concluded that the action plan had confronted the most critical areas regarding violence against women, but also that future actions should focus more on preventive initiatives.

The second action plan (2005) widened the scope of the issue, which is indicated by the title: National action plan to stop men’s domestic violence against women and children. It still focused on support to victims, it continued to offer treatment to perpetrators, it advocated a strong multi-disciplinary effort, and it emphasised the need for more knowledge among all stakeholders. The external evaluation found that the plan had raised victims’ awareness of their rights and of the possibilities for support. It noted that knowledge and information about violence against women and domestic violence had increased and that professionals and authorities had benefitted from it to some extent. But the evaluation also said that profes­sionals and front-line staff at the local level did not know enough about domestic violence and the way it influences the whole family, especially the children.

The third action plan (2010-2013) expanded the scope once more. The plan is called the National strategy to prevent violence in families and intimate relations, which acknowledges that partner violence also takes place when family relations have changed. The target groups for the strategy were women, children, male perpetrators and front-line staff working in a variety of job functions in the municipalities. The external evaluation concluded that the plan had contributed to a holistic and coordinated approach to the many different activities which characterise the area. The existing support and treatment-services were streng­thened, and new methods to reach and support battered women were developed.

The fourth action plan – young people, bidirectional violence and stalking

Preparing for the fourth action plan it became very clear that people other than women may be exposed to domestic violence. Surveys show that the number of men who are exposed to domestic violence has increased, and that far too many young people are exposed to violence from a girlfriend or boyfriend. Organisations who work with perpetrators reported that one out of five abusers that they see for treatment is a woman. Furthermore, these organisations also reported that the so-called bidirectional violence has a huge extent – a general finding which is backed by American research. Finally, it become clear that stalking is a major problem and that victims of stalking lack sufficient support from the general public system. The fourth national action plan therefore embraces the fact that the patterns and target groups of violence change over time.

Violence against women is still at the core of the government’s measures in this area, because women remain those most affected. However with its fourth’s action plan, the government wishes to continue and improve measures in favour of a broad target group of people exposed to violence in intimate relations. So far the established system has not focused particularly on bi-directional violence between adults in a family, or on the fact that a man can be exposed to physical and psychological violence from a woman. Neither has focus been on support to victims of stalking or on preventing and treating the consequences of non-honour-related violence in ethnic minority families. Finally, it has proved difficult to address violence in relationships between young people, and the various services and facilities for young people who have been exposed to dating violence typically depend on whether the young person is above or below the age of 18.

To sum up, national action plans (NAPs for short) have been a very effective means to break the silence about domestic violence and violence in intimate relations: nowadays a majority of Danes do not consider violence against women to be a private problem, and also know where abused women can seek help and guidance. The NAPs maintain a constant focus on domestic violence within the administration, and create an institutional framework within which many different stakeholders can join forces to solve the problem. They supplement the established social, health and legal system and give room for pilots in order to find effective ways to combat domestic violence. Finally the action plans have financed research and mapping that have broadened the knowledge base for all who work in this field.

Contacts/Further Information

Contacts

Søren Winter

Ministeriet for Børn, Ligestilling, Integration og Sociale Forhold (Ministry of Children, Gender Equality, Integration and Social Affairs)

Holmens Kanal 22

1060 København K

Denmark
+45 22 68 85 49

sewi@sm.dk

Further information

Good practice website

Facebook page

NB image copyright

Images supplied / approved by ministry

Downloads

Break the Silence - Awareness raising - Denmark
EN (PDF, 408.65 KB)

Metadata

Tool:
Awareness-raising
  • In brief
  • Recognition of diversity in domestic violence
  • A campaign for ethnic minority women
  • Role models, multilingual leaflets and films
  • Reaching illiterate victims
  • Give violence against women the red card
  • The White Ribbon Campaign
  • Patterns of violence change over time
  • The fourth action plan – young people, bidirectional violence and stalking
  • Contacts/Further Information
  • Downloads

Share:

Join EuroGender

EIGE’s online cooperation and consultation hub
EuroGender logo

Subscribe to our newsletter

Get the latest EIGE's updates on a personalised basis. See all past newsletters.

Contact us

  • Gedimino pr. 16, LT-01103 Vilnius, Lietuva
  • El. paštas: eige.sec@eige.europa.eu
  • Telefonas: +370 5 215 7444
  • Administracija: +370 5 215 7400
  • Užpildykite šią formą, jei norite susisiekti su mumis / mūsų vieta žemėlapyje

    Find us

    image of map

    Gedimino pr. 16, LT-01103 Vilnius, Lithuania

    Useful links

    • About EIGE
    • News
    • Recruitment
    • Topics
    • Country information

    EIGE in social media

    • Follow us on Twitter
    • Follow us on Facebook
    • Follow us on Youtube
    • Follow us on Linkedin
    EIGE logo
    Making equality between women and men a reality for all Europeans and beyond
     

    © 2021 Europos lyčių lygybės institutas

    Help us improve

    Take me to top

    • Svetainės prieinamumas
    • Teisiniai pranešimai
    • Asmeninių duomenų apsauga
    • Slapukų politika
    • The UK on EIGE's website
    • Contact us
    • Login