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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • WHAT
        • What is a Gender Equality Plan?
        • Terms and definitions
        • Which stakeholders need to be engaged into a GEP
        • About the Gear Tool
      • WHY
        • Horizon Europe GEP criterion
        • Gender Equality in Research and Innovation
        • Why change must be structural
        • Rationale for gender equality change in research and innovation
      • HOW
        • GEAR step-by-step guide for research organisations, universities and public bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR step-by-step guide for research funding bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
          • Work-life balance and organisational culture
          • Gender balance in leadership and decision making
          • Gender equality in recruitment and career progression
          • Integration of the sex/gender dimension into research and teaching content
          • Measures against gender-based violence including sexual harassment
          • Measures mitigating the effect of COVID-19
          • Data collection and monitoring
          • Training: awareness-raising and capacity building
          • GEP development and implementation
          • Gender-sensitive research funding procedures
        • Success factors for GEP development and implementation
        • Challenges & resistance
      • WHERE
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • Who is this toolkit for?
      • What is gender budgeting?
        • Introducing gender budgeting
        • Gender budgeting in women’s and men’s lived realities
        • What does gender budgeting involve in practice?
        • Gender budgeting in the EU Funds
          • Gender budgeting as a way of complying with EU legal requirements
          • Gender budgeting as a way of promoting accountability and transparency
          • Gender budgeting as a way of increasing participation in budget processes
          • Gender budgeting as a way of advancing gender equality
      • Why is gender budgeting important in the EU Funds?
        • Three reasons why gender budgeting is crucial in the EU Funds
      • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
        • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
          • Legislative and regulatory basis for EU policies on gender equality
          • Concrete requirements for considering gender equality within the EU Funds
          • EU Funds’ enabling conditions
          • Additional resources
        • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
          • Steps to assess and analyse gender inequalities and needs
          • Step 1. Collect information and disaggregated data on the target group
          • Step 2. Identify existing gender inequalities and their underlying causes
          • Step 3. Consult directly with the target groups
          • Step 4. Draw conclusions
          • Additional resources
        • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
          • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
          • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
          • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
          • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
          • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
        • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
          • Steps for enhancing coordination and complementarities between the funds
          • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
          • Steps 2 and 3. Identifying and developing possible work-life balance interventions
          • Step 4. Following-up through the use of indicators within M&E systems
          • Fictional case study 1: reconciling paid work and childcare
          • Fictional case study 2: reconciling shift work and childcare
          • Fictional case study 3: balancing care for oneself and others
          • Fictional case study 4: reconciling care for children and older persons with shift work
          • Additional resources
        • Tool 5: Defining partnerships and multi-level governance
          • Steps for defining partnerships and multi-level governance
          • Additional resources
        • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
          • Steps to develop quantitative and qualitative indicators
          • ERDF and Cohesion Fund
          • ESF+
          • EMFF
          • Additional resources
        • Tool 7: Defining gender-sensitive project selection criteria
          • Steps to support gender-sensitive project development and selection
          • Checklist to guide the preparation of calls for project proposals
          • Checklist for project selection criteria
          • Supplementary tool 7.a: Gender-responsive agreements with project implementers
        • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Ensuring gender relevance in EU Funds
          • The tracking system
          • Steps for tracking resource allocations on gender equality
          • Step 1: Ex ante approach
          • Step 2: Ex post approach
          • Examples of Step 2a
          • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
          • Annex 2: The EU’s gender equality legal and policy framework
        • Tool 9: Mainstreaming gender equality in project design
          • Steps to mainstream gender equality in project design
          • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
          • Step 2. Project development and application
          • Step 3. Project implementation
          • Step 4. Project assessment
        • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
          • Steps to integrate a gender perspective in M&E processes
          • Additional resources
        • Tool 11: Reporting on resource spending for gender equality in the EU Funds
          • Tracking expenditures for gender equality
          • Additional resources
      • Resources
        • References
        • Abbreviations
        • Acknowledgements
    • Gender-responsive Public Procurement
      • Back to toolkit page
      • Who is this toolkit for?
        • Guiding you through the toolkit
      • What is gender-responsive public procurement?
        • How is gender-responsive public procurement linked to gender equality?
        • How is gender-responsive public procurement linked to gender budgeting?
      • Why is gender-responsive public procurement important?
        • Five reasons why gender-responsive public procurement
        • Why was this toolkit produced
      • Gender-responsive public procurement in practice
        • Legal framework cross-references gender equality and public procurement
        • Public procurement strategies cover GRPP
        • Gender equality action plans or strategies mention public procurement
        • Capacity-building programmes, support structures
        • Regular collaboration between gender equality bodies
        • Effective monitoring and reporting systems on the use of GRPP
        • Tool 1:Self-assessment questionnaire about the legal
        • Tool 2: Overview of the legislative, regulatory and policy frameworks
      • How to include gender aspects in tendering procedures
        • Pre-procurement stage
          • Needs assessment
          • Tool 3: Decision tree to assess the gender relevance
          • Preliminary market consultation
          • Tool 4: Guiding questions for needs assessment
          • Defining the subject matter of the contract
          • Choosing the procedure
          • Tool 5: Decision tree for the choice of procedure for GRPP
          • Dividing the contract into lots
          • Tool 6: Guiding questions for dividing contracts into lots for GRPP
          • Light regime for social, health and other specific services
          • Tool 7: Guiding questions for applying GRPP under the light regime
          • Tool 8: Guiding questions for applying GRPP under the light regime
          • Reserved contracts
          • Preparing tender documents
        • Procurement stage
          • Exclusion grounds
          • Selection criteria
          • Technical specifications
          • Tool 9: Decision tree for setting GRPP selection criteria
          • Award criteria
          • Tool 10: Formulating GRPP award criteria
          • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
          • Use of labels/certifications
        • Post-procurement stage
          • Tool 12: Checklist for including GRPP contract performance conditions
          • Subcontracting
          • Monitoring
          • Reporting
          • Tool 13: Template for a GRPP monitoring and reporting plan
      • References
      • Additional resources
  • Methods and tools
    • Browse
    • About EIGE's methods and tools
    • Gender analysis
    • Gender audit
    • Gender awareness-raising
    • Gender budgeting
    • Gender impact assessment
    • Gender equality training
    • Gender evaluation
    • Gender statistics and indicators
    • Gender monitoring
    • Gender planning
    • Gender-responsive public procurement
    • Gender stakeholder consultation
    • Sex-disaggregated data
    • Institutional transformation
    • Examples of methods and tools
    • Resources
  • Good practices
    • Browse
    • About good practices
    • EIGE’s approach to good practices
  • 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’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
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          • Tool 7: Defining gender-sensitive project selection criteria
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            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
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            • Step 1: Ex ante approach
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          • Tool 9: Mainstreaming gender equality in project design
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          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
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          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
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      • Gender-responsive Public Procurement
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            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
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            • Tool 8: Guiding questions for applying GRPP under the light regime
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            • Tool 13: Template for a GRPP monitoring and reporting plan
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      • Foreword
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      • Introduction
        • Still far from the finish line
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Czechia

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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

The concept of equality is defined in the Czech Charter of Fundamental Rights and Basic Freedoms, which is part of the 1993 Constitution. References to gender equality can be also found in the Labour Code.

 

The influence of the European Union (EU) on the advancement of gender equality in Czechia was fundamental during the accession process, especially in terms of harmonising legislation with the EU acquis. Since 2001, efforts to promote gender equality, including gender mainstreaming, have been formalised in the Priorities and Policies of the Government in Implementing Equality for Women and Men.

After the initial promotion of gender equality within the framework of the ministerial agenda for human rights, equal opportunities and the legislature of 2014, the government body for gender equality underwent a series of changes in 2017 and now falls within the remit of the Prime Minister. Under the guidance of the Department of Gender Equality, gender focal points (GFPs) are in place at respective ministries, with responsibility for gender mainstreaming. The Department of Gender Equality undertakes an annual evaluation of progress towards the goals and targets of the Government Strategy for Equality of Women and Men for 2014–2020, with the Strategy then used to set the Priorities and Policies of the Government in Promoting of Gender Equality.

Legislative and policy framework

The legal basis of the gender equality agenda is set primarily in the Constitution of the Czech Republic (namely Article 3(1) of the Charter of Fundamental Rights and Freedoms contained within the Constitution, entitling everyone to rights and liberties regardless of their sex) and international agreements (such as the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) and other UN and Council of Europe conventions) [1].

The Anti-discrimination Act of 1 December 2009 is the central piece of legislation aimed at preventing discrimination based on gender. The Government Strategy for Equality of Women and Men for 2014–2020 is a medium-term document adopted by the government of Czechia and used to set government priorities each year. Compliance with the Strategy is monitored and assessed regularly, although there is no sanction mechanism for failure to comply.

In May 2018, the Standard of the Gender Focal Point (GFP) Positions was adopted by the government to liaise on gender equality issues across different ministries and strengthen the role of GFPs in carrying out gender impact assessments of legislative and non-legislative materials. Gender expertise varies between GFPs but the Standard recommends graduates with degrees in gender studies, law and social sciences for the post. The Standard also specifies that gender training for GFPs should be officially recognised by their employers as part of continuing professional development (CPD) [2]. Implementation of the Standard will form part of the annual report on the equality of women and men 2018, to be discussed and adopted by the government of the Czech Republic in May 2019.

A gender mainstreaming approach and objectives are set by the Strategy for Equality of Women and Men for 2014–2020. Progress is evaluated annually and specific targets and indicators are set in the Priorities and Policies of the Government in Promoting of Gender Equality. The Strategy effectively provides a roadmap for most of the actions taken in gender mainstreaming and serves as the main evaluation framework.

Considerable effort is being applied to drafting the forthcoming Government Equality Strategy for 2021+. Gender evaluation of the Strategy 2014–2020 [3] concluded that the indicators complemented each of the specific goals (or targets) of the Strategy, although the Strategy remained focused on establishing the process of gender mainstreaming and gender equality promotion. Alongside the need for a medium-term document to guide gender equality and gender mainstreaming policy, Strategy 2021+ considers the eligibility conditions for EU funding in the 2021–2027 programming period.

The design and adoption of Strategy 2021+ are of utmost importance to the State, with particular attention paid to the development of precise indicators. Since the beginning of 2019, a fairly robust consultation process has been underway, through the medium of working groups. Strategy 2021+ is expected to be submitted to the government in March 2020.

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Structures

Government responsibilities

Czechia’s gender equality agenda is within the remit of the Prime Minister. There is criticism of the location and supervision of all human rights government councils – including that of gender equality - as the Prime Minister simultaneously acts as the chair of the Government Council for Gender Equality (Rada vlády pro rovnost žen a mužů, ‘the Council’) [4], the permanent advisory body to the Czech government, allowing potentially extensive control over these kinds of advisory bodies. The Council was established by Government Resolution No. 1033 of October 10, 2001. The Statute of the Council states: ‘by its activities, the Council assists in and promotes the achievement of equality between women and men, i.e. equal standing and balanced participation of women and men in all spheres of life and at all levels of society, including legislature, and it acts to raise general consciousness about equality between women and men and about measures to achieve equality’ [5].

The Department of Gender Equality (Odbor rovnosti žen a mužů při Úřadu vlády ČR) is the government gender equality body at national level. It serves as the Secretariat of the Council, as set out in the Statute of the Council [6]. The Department is an organisational unit at the Office of the Government, located in the Human Rights section. The Department of Gender Equality is divided into two different groups – the Secretariat of the Government Council for Gender Equality and the Unit for Horizontal Agendas [7]. The Department is the structure with primary responsibility for coordinating activities in the field of gender mainstreaming. The actual gender mainstreaming work is therefore carried out at various levels: within the Council and its committees and working groups, within the Department, and at the level of relevant ministries.

Effective communication between government advisory structures (the Council) and the relevant ministries is ensured via membership or guest participation of the GFPs at Council meetings, committees and working groups. The Department of Gender Equality meets regularly with GFPs outside of Council meetings.  

Independent gender equality body

The Public Defender of Rights (Veřejný ochránce práv) is the body for equal treatment, whose mandate is designated by EU Directive 2002/73/EC, the Anti-discrimination Act (198/2009 Coll.) and the Act on the Public Defender of Rights. According to the Act on the Public Defender of Rights, it ‘shall contribute to promotion of the right to equal treatment of all persons irrespective of their race or ethnic origin, nationality, sex, age, disability, religion, belief or opinions, and to this end shall:

  • Provide methodological assistance to victims of discrimination in lodging their proposals for commencement of proceedings concerning that discrimination;
  • Undertake research;
  • Publish reports and issue recommendations on discrimination-related issues;
  • Provide for exchange of available information with the relevant European parties’ [8].

The Defender’s mandate is chiefly concerned with research, recommendations and cooperation with other stakeholders.

Parliamentary bodies

In the parliament’s Chamber of Deputies, the Permanent Commission on Family Issues, Equal Opportunities and Minorities deals with the gender equality agenda. Similarly, within the Senate, the agenda is held by the Sub-Committee on Human Rights and Equal Opportunities of the Committee on Education, Science, Culture, Human Rights and Petitions. Although still in existence, the Sub-Committee has been on hiatus since February 2017.

The Report on Gender Equality, prepared annually by the Department of Gender Equality, is regularly presented to the government for adoption but is not required to be presented to any of the parliamentary committees.

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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 Czechia.

The standardisation, development and evaluation of standards and methodologies are essential steps in mainstreaming gender issues in state policies. Gender budgeting is still underdeveloped but is expected to form part of Strategy 2021+, which is still in preparation. In 2015, the Methodology for Gender Impact Assessment of Materials Submitted to the Government [9], and the Gender Audit Standard [10] were developed.

Training and awareness raising  

The Department of Gender Equality does not carry out gender awareness-raising activities to increase general sensitivity. Rather, the Government Council for Gender Equality, its committees, and working groups hold meetings that aim to increase general sensitivity to the issue of gender equality, especially among members of these bodies. Informal gender awareness-raising is part of the support provided by the Department of Gender Equality to various ministerial officers, including the GFPs in carrying out gender impact assessment.

Gender statistics

There is no legal obligation to produce gender statistics and sex-disaggregated data. However, particular institutions have certain obligations to provide data on the gender of natural persons.

The primary provider of statistical data in Czechia is the Czech Statistical Office, whose authority is delineated in Act No 89/1995 Coll. on the State Statistical Service.

According to Section 8 of the Act, in statistical surveys of natural persons, the birth certificate number may be collected. Section 12 of the Act goes on to say that in population statistics and the population and housing census information, government bodies and providers of health services are obliged to provide a birth certificate number. While there is no legal obligation to produce sex-disaggregated data, therefore, data must be gathered that are readily available for sex-disaggregation.

In 2015, a Gender Statistics Concept was published by the Czech Statistical Office and the Office of the Government of Czechia. The Concept aims to review the adequacy of the official statistical system and its coverage of gender issues and to formulate further tasks in the production of gender statistics. Although it serves as a guideline for sex-disaggregated data collection, analysis and gender statistics production, it is not legally binding [11]. Despite the absence of legal standing, the dissemination of sex-disaggregated data and gender statistics has improved in recent years. Dissemination of data is made possible by the high degree of cooperation between the responsible unit of the Czech Statistical Office and the Department of Gender Equality.

The unit responsible for promoting the production of sex-disaggregated data within the Czech Statistical Office is the Unit for Labour Forces, Migration and Equal Opportunities, within the Labour Market and Equal Opportunities Statistics Department.

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Good practices

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References

Committee for Institutional Safeguarding of Equal Opportunities for Women and Men at the Government Council for Gender Equality (2012 – 2018). Minute of meetings.

Committee on the Elimination of Discrimination against Women (2016). Concluding observations. CEDAW/C/CZE/CO/6. 

Kos Mottlová, M. (Ed.) (2019). A Dangerous Gender Ideology in the Czech Republic? Social Watch Monitoring Report on Gender Equality (Nebezpečná genderová ideologie v České republice? Monitorovací zpráva Social Watch o genderové rovnosti 2019). Praha: Social Watch Česká republika.

Office of the Government of Czechia – Department of Human Rights and Minorities (2014). Government Strategy for Equality of Women and Men for 2014-2020 (Vládní strategie pro rovnost žen a mužů v České republice na léta 2014 – 2020). Praha: Úřad vlády České republiky - Odbor lidských práv a ochrany menšin.

Office of the Government of the Czech Republic (2014). Report on the Opportunities for Optimisation of the Data Collection Used for the Evaluation of Gender Equality Implementation (Zpráva o možnostech optimalizace sběru dat k hodnocení naplňování principů rovnosti žen a mužů). Praha: Úřad vlády České republiky.

Office of the Government of the Czech Republic – Department of Human Rights and Minorities (2016). Gender Audit Standards: 2nd version (Standard genderového auditu : 2. verze). Praha: Úřad vlády České republiky - Odbor lidských práv a ochrany menšin. 

Office of the Government of the Czech Republic – Department of Gender Equality (2018). Standard of the Gender Focal Point Positions at Respective Ministries (Standard pozice rezortních koordinátorek a koordinátorů rovnosti žen a mužů). Praha: Úřady vlády České republiky. 

Office of the Government of the Czech Republic – Department of Gender Equality (2018). The analysis of the implementation of Methodology for Gender Impact Assessment of Materials Submitted to the Government (Analýza uplatňování Metodiky hodnocení dopadů na rovnost žen a mužů pro materiály předkládané vládě České republiky). Praha: Úřad vlády ČR - Odbor rovnosti žen a mužů.

Office of the Government of the Czech Republic - Government Council for Gender Equality (2018). Annual Report: 2017. As well as annual reports for 2012 – 2016 (Rada vlády pro rovnost žen a mužů, ‘Výroční zpráva za rok 2017). Praha.

Řezanka, M. and Návarová, J. (2015). The Gender Statistics Concept (Český statistický úřad - Oddělení pracovních sil, migrace a rovných příležitostí ‘Koncepce genderové statistiky’ & Úřad vlády ČR - Oddělení rovnosti žen a mužů). Czech Statistical Office.  

Špondrová, P., Hejzlarová, E., Walek, C. and Čmolíková Cozlová, K. (2015). Methodology for Gender Impact Assessment of Materials Submitted to the Government : Guidelines (Metodika hodnocení dopadů na rovnost žen a mužů pro materiály předkládané vládě ČR : příručka). Office of the Government of the Czech Republic – Department of Human Rights and Minorities. Praha: Úřad vlády České republiky - Odbor lidských práv a ochrany menšin.

Statute of the Government Council for Gender Equality: Government Resolution No. 544 of July 8, 2015 (Statut Rady vlády pro rovnost žen a mužů, 2015).

Endnotes

[1] For an exhaustive account of gender equality legislation in Czechia, see Government Strategy for Equality of Women and Men for 2014 – 2020 (Vládní strategie pro rovnost žen a mužů v České republice na léta 2014 – 2020) (2014).

[2] Office of the Government of the Czech Republic – Department of Human Rights and Minorities (2016). Gender Audit Standards: 2nd version (Standard genderového auditu : 2. Verze). Praha: Úřad vlády České republiky - Odbor lidských práv a ochrany menšin. 

[3] The evaluation of the Strategy is not public and to date has only been introduced in the working meetings on the design and planning of the Government Strategy for Gender Equality 2021+.

[4] The Government Council for Gender Equality is not included in Section 2 of the questionnaire.

[5] Government of Czechia (2015). Statute of the Government Council for Gender Equality: Government Resolution No. 544 of July 8, 2015 (Statut Rady vlády pro rovnost žen a mužů).

[6] Government of Czechia (2015). The statute of the Government Council for Gender Equality: Government Resolution No. 544 of July 8, 2015 (Statut Rady vlády pro rovnost žen a mužů).

[7] See the ‘Organisation Scheme of the Office of the Government’.

[8] Act on the Public Defender of Rights (Zákon o veřejném ochránci práv, č. 349/1999 Sb. ze dne 8. prosince 1999).

[9] Špondrová, P., Hejzlarová, E., Walek, C. and Čmolíková Cozlová, K. (2015). Methodology for Gender Impact Assessment of Materials Submitted to the Government: Guidelines (Metodika hodnocení dopadů na rovnost žen a mužů pro materiály předkládané vládě ČR: příručka). Office of the Government of the Czech Republic – Department of Human Rights and Minorities. Praha: Úřad vlády České republiky - Odbor lidských práv a ochrany menšin.

[10] Office of the Government of Czechia – Department of Human Rights and Minorities (2016). Gender Audit Standards: 2nd version (Standard genderového auditu : 2. Verze). Praha: Úřad vlády České republiky - Odbor lidských práv a ochrany menšin. 

[11] Řezanka, M. and Návarová, J. (2015). The Gender Statistics Concept (Český statistický úřad - Oddělení pracovních sil, migrace a rovných příležitostí ‘Koncepce genderové statistiky’ & Úřad vlády ČR - Oddělení rovnosti žen a mužů). Czech Statistical Office. For more details on the Concept, see the Review Cards (the appendix to the Literature Review).

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