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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
      • 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
      • 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 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 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
      • 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
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  • FI - Suomi
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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
        • 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
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Cyprus

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EIGE has updated its information on gender mainstreaming in the EU Member States in November 2019. The information was collected in the process of EIGE’s 2018-2019 review of Institutional Mechanisms for Gender Equality and Gender Mainstreaming. It makes a reference to the United Kingdom as a member of the European Union and was published before the UK's withdrawal from the European Union on the 31 January 2020. 

Apie

Article 28 of the Cypriot Constitution of 1960 enshrines the principle of equal treatment and the prohibition of any form of direct and indirect discrimination on the ground of gender.

In Cyprus, the promotion of gender equality through policy and legislation is a relatively recent phenomenon. As a result of Cyprus’s harmonisation with the EU acquis communautaire, a significant number of legislative measures related to gender equality have been passed in the last decade, covering the areas of equal treatment in employment, equal pay, maternity protection, parental leave and violence in the family, among others. Overall, the transposition of the EU directives on gender equality into Cyprus’s national laws is complete and these laws have begun to have a positive effect on the lives of working people.

Gender mainstreaming is primarily influenced by EU directives and international conventions for the promotion of gender equality, such as the United Nations (UN) Convention on the Elimination of Discrimination against Women (CEDAW) and the Beijing Platform for Action (BPfA). Additionally, a number of National Action Plans (NAPs) and strategies have been developed to address gender inequality, including the NAP on Gender Equality, which specifically refers to gender mainstreaming.

Since 1994, the National Machinery for the Advancement of Women (NMWR) is responsible for gender mainstreaming, among other tasks. It is situated within the Ministry of Justice and Public Order (MJPO) and also hosts the Inter-ministerial Committee on Gender Equality, composed of 11 gender equality officers representing each of the ministries. 

Legislative and policy framework

Since Cyprus’s EU accession and associated harmonisation with the EU acquis, as well as its compliance with international instruments throughout the last 15 years, an increasing number of new gender equality legislative measures have been passed, together with amendments to existing measures.

Cyprus has no binding legislative framework for gender mainstreaming. Despite being included in the government strategy and in the NAP on Gender Equality for 2014-2017, it is presented as a non-binding strategy. The NAP for Gender Equality 2018-2021 is in the process of public consultation but, again, includes gender mainstreaming as a non-binding strategy. It does, however, include specific gender mainstreaming actions.

One of the most fundamental developments in Cyprus is gender mainstreaming in peace and security. Currently, the Technical Committee on Gender Equality operates separately from other technical committees (including the two communities discussing Cyprus’s reunification) rather than integrating gender into the technical committees concerned with security, territory, property and constitutional arrangements. The Committee’s operation was suspended in August 2017, following the collapse of the UN-supported International Conference on Cyprus at Crans-Montana. Its future and effectiveness continues to be tied to political developments. Gender mainstreaming in peace negotiations can have a transformative effect on the future of a country.

However, a new NAP on Women, Peace and Security 2018-2021 is being developed, headed by the Gender Equality Commissioner (GEC), in cooperation with civil society. This new NAP focuses on implementing UN Security Council Resolution 1325 on Women, Peace and Security, adopted in 2000.

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Structures

Government responsibilities

A Council of Ministers’ decision invests the government’s structure for gender equality with legal standing. Cyprus’ 1985 ratification of CEDAW provided the context for the establishment of a permanent government body for women’s rights and gender equality, with the Permanent Central Agency for Women set up in 1988. A Council of Ministers’ decision in 1994 reformed this agency as the National Machinery for the Advancement of Women (NMWR).

The NMWR consists of four structures:

  1. Council for Women’s Rights, chaired by the Gender Equality Commissioner (GEC) and composed of 19 women’s NGOs and trade unions;
  2. National Committee for Women’s Rights, composed of 69 organisations promoting gender equality, including all members of the Council for Women’s Rights and all public officers responsible for women’s rights within the ministries and agencies;
  3. Inter-ministerial Committee on Gender Equality, composed of public officers responsible for women’s rights within the ministries and the Planning Bureau;
  4. General Secretariat, which provides administrative and scientific support for the advisory institutions of the NMWR through the Equality Unit.

The Equality Unit of the NMWR implements gender mainstreaming through participation in several multidisciplinary committees of other ministries. This participation aims to include a gender perspective in the formulation and implementation of policies dealing with family, children, violence against women, trafficking, social inclusion, employment, demography and women’s entrepreneurship.

The NMWR also hosts the Inter-ministerial Committee on Gender Equality, made up of 11 gender equality officers representing each of the ministries. This unit is situated within the Ministry of Justice and Public Order (MJPO) and is the main structure responsible for formulating, coordinating and promoting gender equality policy, including gender mainstreaming.

The GEC was established in 2014 and also serves as the chair of the Council for Women’s Rights of the NMWR. Although housed in the Ministry of Justice together with the NMWR, the GEC is, however, under the authority of the Presidency. A new bill is under consideration in the House of Representatives to amend the status of the office of the GEC to provide the office with the tools and tasks needed for policy-making. The bill also aims to reunite all public agencies working on gender equality policies under the authority of the GEC, as these are currently dispersed under different administrations.

Independent gender equality body

Two independent equality bodies deal with equal treatment of all persons experiencing discrimination on any grounds: the Gender Equality Committee in Employment and Vocational Training (GECEVT) [1] and the Equality Authority of the Ombudsperson’s Office. The legal basis of the GECEVT is the Equal Treatment of Men and Women in Employment and Vocational Training Law of 2002 (L.205.1/2002 and L.150.I/2014). Its mandate is to monitor enforcement, training, awareness and research, and to provide independent assistance to victims of discrimination, including legal aid.

The Equality Authority in the Ombudsperson’s Office is an extra-judicial mechanism that has jurisdiction to investigate complaints of gender discrimination in the areas of equal pay and equal treatment in employment and vocational training, as well as in the area of accessing goods and services in the public and private sectors. The legal basis of the Equality Authority is Law Ν.42.1/2004 on Combating Racial and Some Other Forms of Discrimination (Commissioner) Law [2].

Parliamentary bodies

The original Parliamentary Committee on Equal Opportunities for Men and Women was set up in 2006. A 2011 decision of the House of Representatives consolidated two separate parliamentary committees into the Parliamentary Committee on Human Rights and Equal Opportunities for Men and Women.

The Committee examines legal proposals and issues related to equality and human rights. It invites the GEC, gender equality bodies and women’s organisations to express their opinions on gender equality issues.

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Methods and tools

Note: the methods and tools listed under this section were the focus of EIGE’s 2018-2019 assessment. If certain methods and tools are not mentioned in this section, this does not necessarily mean that they are not used at all by Cyprus.

Gender mainstreaming tools reported to EIGE by the Cypriot government include: gender awareness-raising measures, gender impact assessments (ex ante evaluation), gender equality training, gender planning, sex-disaggregated data and gender stakeholder consultation (although only for NAPs and proposals that directly relate to gender equality). Both gender awareness-raising and gender impact assessments lack systematic approaches, with their use noted as sporadic and varying widely among ministries. Gender planning is similarly variable.

As of 2019, programme evaluation in the framework of the European Structural and Investment Funds (ESI Funds) includes a thematic evaluation of gender mainstreaming. The 2005 Council of Ministers’ decision assigned the Equality Unit of the NMWR responsibility for evaluating and certifying the compliance of Structural Fund project proposals with national and EU legislation/policies on gender equality. The Directorate-General for European Programmes, Coordination, and Development, as the managing authority, published guidelines on project compliance with EU law on anti-discrimination and gender equality.

Training and awareness-raising

Public administrations are not legally required to undergo gender-related training and only some of the ministries participate. The training targets officials at the highest level, as well as all public employees, on an ad hoc basis. Training often forms part of the implementation of specific actions within the NAP for Gender Equality or various programmes co-funded by the European Social Funds (ESF), for example the Gender Pay Gap project, which funded training to tackle gender stereotypes in the education system.

Specific training on gender mainstreaming in public administration is expected to be implemented in 2019 by the National Academy for Public Administration. A new Gender Mainstreaming Handbook and Action Plan for public administration was approved and announced at the end of 2018. This will focus on training selected public administrators. The new Handbook and Action Plan, when implemented and supported, should contribute to gender mainstreaming and even the introduction of gender budgeting.

Gender statistics

As there is no legal basis for the collection of sex-disaggregated data, the Cyprus Statistical Service (CYSTAT) does not always systematically produce, analyse or publish data disaggregated by sex, nor does it always present gender gaps for some statistical indicators. Nevertheless, as most of the surveys are conducted in line with EU regulations, they typically collect data disaggregated by sex in practice.

CYSTAT is responsible for collecting and publishing all sex-disaggregated data produced, although there is neither a formal mechanism nor a designated unit responsible for sex-disaggregated statistics. Examples of publications reporting sex-disaggregated data are ‘The Statistical Portrait of Women in Cyprus’ (2012) [3], ‘The Woman in Cyprus in Figures’ (2017) [4] and ‘The Life of Women and Men in Europe’ (2018) [5].

Although CYSTAT does not conduct surveys specifically on gender-related topics, it systematically includes gender as a variable in most of the surveys regulated by the EU on employment, education, health, living conditions, and income (e.g. European Union Statistics on Income and Living Conditions (EU-SILC), Labour Force Survey (LFS), Information and Communication Technologies (ICT), European Health Interview Survey (EHIS) and Adult Education Survey (AES)). The national population census also includes sex-disaggregated information. Where the survey data are available by gender, the disseminated results reflect this. Dissemination methods are at the discretion of survey project managers’, with common methods including websites, print publications and information bulletins.

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Good practices

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References

Commissioner for Administration and Protection of Human Rights (Ombudsperson) (2018). Annual Report 2017. 

Committee on the Elimination of Discrimination against Women (2018). Concluding observations. CEDAW/C/CYP/CO/8. 

Μεσογειακό Ινστιτούτο Μελετών Κοινωνικού Φύλου, για τον Εθνικό Μηχανισμό για τα Δικαιώματα της Γυναίκας, Υπουργείο Δικαιοσύνης και Δημοσίας Τάξεως, Ενδιαμεση Εκθεση Αξιολογησης Προοδου Υλοποιησης Εθνικου Σχεδιου Δρασης Για Την Ισοτητα Ανδρων Και Γυναικων 2007- 2013 (ΕΣΔΙ) 2007-2010.

Mediterranean Institute for Gender Studies on the National Mechanism for Women's Rights (2017). Gender Mainstreaming Guide to Public Policy (Μεσογειακό Ινστιτούτο Μελετών Κοινωνικού Φύλου για τον Εθνικό Μηχανισμό για τα Δικαιώματα της Γυναίκας (2017). Οδηγός Ένταξης της Διάστασης του Φύλου στις Δημόσιες Πολιτικές).

Mediterranean Institute of Gender Studies (2012). The Policy on Gender Equality in Cyprus. For the European Parliament Directorate-General for Internal Policies (Μεσογειακό Ινστιτούτο Μελετών Κοινωνικού Φύλου (2012). Η πολιτική για την ισότητα των φύλων στην Κύπρο).

National Machinery for Women’s Rights, Ministry of Justice and Public Order (2014). Cyprus National Report on the implementation of the Beijing Declaration and Platform for Action (1995) and the outcomes of the 23rd special session of the General Assembly (2000) in the context of the 20th anniversary of the Fourth World Conference on Women and the adoption of the Beijing Declaration and Platform for Action 2015. Nicosia. (Beijing +20).

National Machinery for Women’s Rights, Ministry of Justice and Public Order (2007). The National Action Plan for Gender Equality 2007-2013.

National Machinery for Women’s Rights, Ministry of Justice and Public Order (2014). The National Action Plan for Gender Equality 2014-2017.

Office of the Law Commissioner (2011). Convention on the Elimination οf all Forms of Discrimination Against Women: Combined sixth and seventh periodic report of Cyprus.

Office of the Law Commissioner (2017). Convention on the Elimination of all Forms of Discrimination Against Women: Eighth Periodic Report by the Republic of Cyprus. Nicosia.

Office of the Law Commissioner (2018). List of issues and questions in relation to the eighth periodic report of Cyprus, Addendum: Replies of Cyprus.

Γραφείο Επιτρόπου Ισότητας των Φύλων, Ετησια Εκθεση Πεπραγμενων, 2016, 2017.

Republic of Cyprus, Department of Labour (2011). Report on the implementation of European Directives 76/207/EEC, 2002/73/EC and 2006/54/EC (relating to the principle of equal treatment for men and women as regards access to employment, vocational training and promotion and working conditions). 

Endnotes

[1] More information available at: www.eif.gov.cy

[2] Περί Καταπολέμησης των Φυλετικών και Ορισμένων Άλλων Διακρίσεων (Επίτροπος) Νόμου (Ν.42(Ι)/2004).

[3] Cyprus Statistical Service (2012). The Statistical Portrait of Women in Cyprus, 2012.

[4] CYSTAT.

[5] CYSTAT. 

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