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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
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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
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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
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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
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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
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Who is this toolkit for?
What is gender budgeting?
Introducing gender budgeting
Gender budgeting in women’s and men’s lived realities
What does gender budgeting involve in practice?
Gender budgeting in the EU Funds
Gender budgeting as a way of complying with EU legal requirements
Gender budgeting as a way of promoting accountability and transparency
Gender budgeting as a way of increasing participation in budget processes
Gender budgeting as a way of advancing gender equality
Why is gender budgeting important in the EU Funds?
Three reasons why gender budgeting is crucial in the EU Funds
How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
Legislative and regulatory basis for EU policies on gender equality
Concrete requirements for considering gender equality within the EU Funds
EU Funds’ enabling conditions
Additional resources
Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
Steps to assess and analyse gender inequalities and needs
Step 1. Collect information and disaggregated data on the target group
Step 2. Identify existing gender inequalities and their underlying causes
Step 3. Consult directly with the target groups
Step 4. Draw conclusions
Additional resources
Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
Steps for enhancing coordination and complementarities between the funds
Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
Steps 2 and 3. Identifying and developing possible work-life balance interventions
Step 4. Following-up through the use of indicators within M&E systems
Fictional case study 1: reconciling paid work and childcare
Fictional case study 2: reconciling shift work and childcare
Fictional case study 3: balancing care for oneself and others
Fictional case study 4: reconciling care for children and older persons with shift work
Additional resources
Tool 5: Defining partnerships and multi-level governance
Steps for defining partnerships and multi-level governance
Additional resources
Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
Steps to develop quantitative and qualitative indicators
ERDF and Cohesion Fund
ESF+
EMFF
Additional resources
Tool 7: Defining gender-sensitive project selection criteria
Steps to support gender-sensitive project development and selection
Checklist to guide the preparation of calls for project proposals
Checklist for project selection criteria
Supplementary tool 7.a: Gender-responsive agreements with project implementers
Tool 8: Tracking resource allocations for gender equality in the EU Funds
Tool 9: Mainstreaming gender equality in project design
Steps to mainstream gender equality in project design
Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
Step 2. Project development and application
Step 3. Project implementation
Step 4. Project assessment
Tool 10: Integrating a gender perspective in monitoring and evaluation processes
Steps to integrate a gender perspective in M&E processes
Additional resources
Tool 11: Reporting on resource spending for gender equality in the EU Funds
Tracking expenditures for gender equality
Additional resources
Resources
References
Abbreviations
Acknowledgements
Metodai ir priemonės
Browse
Apie EIGE metodus ir priemones
Lyčių analizė
Gender Audit
Informuotumo apie lytis didinimas
Gender Budgeting
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Lyties atžvilgiu jautrūs pirkimai
Lyčių atžvilgiu jautrių suinteresuotų šalių konsultacijos
Lyčių atžvilgiu suskirstyti duomenys
Institucininio transformavimo priemonės
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Smurto lyties pagrindu kaina
Cyber violence against women
Moterų lyties organų žalojimas
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
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Avoid gendered pronouns (he or she) when the person’s gender is unknown
Avoid irrelevant information about gender
Avoid gendered stereotypes as descriptive terms
Gendering in-animate objects
Using different adjectives for women and men
Avoid using stereotypical images
Invisibility and omission
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’
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Test your knowledge
Quiz 1: Policy document
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Quiz 3: Legal text
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Work-life balance in the ICT sector
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EU policies on work-life balance
Women in the ICT sector
The argument for work-life balance measures
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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
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Literatūra ir teisės aktai
L'accompagnement sociojuridique des femmes confrontées aux mariages forcés (French)
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Resource
Šalis:
European Union
Section:
Gender-based violence
Temos:
Health
,
Violence
Pradžios data:
2004
Publication date:
01 Sausis 2004
The information was last updated in 2013 and may have changed since.
Forced Marriage
Weblinks
Link to website
Source
Hommes & migrations (1987)
Country of origin:
FR
Metadata
Type:
Publication
Creator/Author:
DEWITTE, Philippe (Auteur des parties liminaires / Author of introductory parts)
Reviewer:
MA
Language:
French
Format:
Journal
Keywords:
justice
forced marriage
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