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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
      • A chi è destinato questo kit di strumenti?
      • Che cos’è il bilancio di genere?
        • Introduzione al bilancio di genere
        • Qual è il nesso tra il bilancio di genere e le realtà vissute da uomini e donne?
        • Che cosa comporta nella pratica il bilancio di genere?
        • Il bilancio di genere nei fondi UE
          • Il bilancio di genere quale strumento per ottemperare agli obblighi giuridici dell’UE
          • Il bilancio di genere quale strumento per promuovere l’assunzione di responsabilità e la trasparenza nella pianificazione e nella gestione delle finanze pubbliche
          • Il bilancio di genere come strumento per aumentare la partecipazione di donne e uomini alle procedure di bilancio
          • Il bilancio di genere quale strumento per promuovere la parità di genere per donne e uomini in tutta la loro diversità
      • Perché il bilancio di genere è importante nell’ambito dei fondi europei in regime di gestione concorrente?
        • Tre motivi per cui il bilancio di genere è fondamentale nei fondi UE
      • Come si può applicare il bilancio di genere nei fondi UE? Strumenti pratici ed esempi di Stati membri
        • Strumento 1 — Collegare i fondi UE al quadro normativo dell’UE sulla parità di genere
          • Base legislativa e normativa per le politiche dell’UE in materia di parità di genere
          • Requisiti concreti per tenere conto della parità di genere all’interno dei fondi UE
          • Condizioni abilitanti dei fondi UE
          • Risorse supplementari
        • Strumento 2 — Analizzare le disuguaglianze e le esigenze di genere a livello nazionale e regionale
          • Misure per valutare e analizzare le disuguaglianze e le esigenze di genere
          • Fase 1. Raccogliere informazioni e dati disaggregati relativi al gruppo di riferimento
          • Fase 2. Individuare le disparità di genere esistenti e le cause soggiacenti
          • Fase 3. Consultare direttamente i gruppi di riferimento
          • Fase 4. Trarre conclusioni
          • Risorse supplementari
        • Strumento 3 — Applicare la parità di genere agli obiettivi politici (accordi di partenariato) e agli obiettivi e misure specifici (programmi operativi)
          • Misure per tradurre in azioni concrete la parità di genere negli accordi di partenariato e nei programmi operativi
          • Orientamenti generali per applicare la parità di genere nell’elaborazione di obiettivi strategici e obiettivi e misure specifici
          • Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere negli accordi di partenariato
          • Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere nei programmi operativi
          • Esempi di integrazione della parità di genere come principio orizzontale negli obiettivi strategici e specifici
        • Strumento 4 — Coordinamento e complementarità tra i fondi UE per promuovere l’equilibrio tra vita professionale e vita privata
          • Misure per rafforzare il coordinamento e le complementarità tra i fondi
          • Fase 1 — Allineamento agli obiettivi dell’impegno strategico per la parità di genere
          • Fasi 2 e 3 — Individuare e sviluppare possibili interventi a favore dell’equilibrio tra vita professionale e vita privata
          • Fase 4 — Attività di verifica mediante l’uso di indicatori nell’ambito dei sistemi di sorveglianza e valutazione (M&E)
          • Studio di caso fittizio 1: conciliare il lavoro retribuito con la cura dei figli
          • Studio di caso fittizio 2: conciliare il lavoro a turni con la cura dei figli
          • Caso di studio fittizio 3: trovare l’equilibrio tra la cura di sé stessi e la cura degli altri
          • Caso di studio fittizio 4: conciliare la cura dei figli e degli anziani con il lavoro a turni
          • Risorse supplementari
        • Strumento 5 — Definizione di partenariati e governance multilivello: individuazione di partner pertinenti, ruolo degli esperti di genere e composizione dei comitati di sorveglianza
          • Misure per definire i partenariati e governance multilivello
          • Risorse supplementari
        • Strumento 6 — Sviluppare indicatori quantitativi e qualitativi per promuovere l’uguaglianza di genere
          • Fasi dell’elaborazione di indicatori quantitativi e qualitativi
          • FESR e Fondo di coesione (stessi indicatori comuni)
          • Fondo sociale europeo Plus
          • Fondo europeo per gli affari marittimi e la pesca
          • Risorse supplementari
        • Strumento 7 — Definire criteri di selezione dei progetti sensibili alla dimensione di genere
          • Analisi delle fasi per sostenere l’elaborazione e la selezione di progetti sensibili alla dimensione di genere
          • Lista di controllo per la preparazione degli inviti a presentare proposte di progetti
          • Lista di controllo per i criteri di selezione dei progetti
          • Strumento supplementare 7.a — Accordi che tengano conto della dimensione di genere con i responsabili dell’attuazione dei progetti
        • Strumento 8 — Controllare le assegnazioni di risorse per l’uguaglianza di genere nei fondi UE
          • 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
        • Strumento 9 — Integrare la parità di genere nella concezione dei progetti
          • Analisi delle fasi per integrare la parità di genere nella concezione dei progetti
          • Fase 1. Allineamento agli obiettivi e agli indicatori di genere degli accordi di partenariato e dei programmi operativi
          • Fase 2. Sviluppo del progetto e candidatura
          • Fase 3. Attuazione del progetto
          • Fase 4. Valutazione del progetto
        • Strumento 10 — Integrare una prospettiva di genere nei processi di sorveglianza e valutazione
          • Misure per integrare una prospettiva di genere nei processi di sorveglianza e valutazione
          • Risorse supplementari
        • Strumento 11 — Rendicontazione sull’esborso di risorse per la parità di genere nei fondi UE
          • Tracciamento delle spese per l’uguaglianza di genere
          • Risorse supplementari
      • Risorse
        • Bibliografia
        • Acronimi
        • Ringraziamenti
    • 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
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          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
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        • 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
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        • Glossary of terms
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      • Gender Budgeting
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        • A chi è destinato questo kit di strumenti?
        • Che cos’è il bilancio di genere?
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          • Il bilancio di genere nei fondi UE
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            • Il bilancio di genere come strumento per aumentare la partecipazione di donne e uomini alle procedure di bilancio
            • Il bilancio di genere quale strumento per promuovere la parità di genere per donne e uomini in tutta la loro diversità
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          • Tre motivi per cui il bilancio di genere è fondamentale nei fondi UE
        • Come si può applicare il bilancio di genere nei fondi UE? Strumenti pratici ed esempi di Stati membri
          • Strumento 1 — Collegare i fondi UE al quadro normativo dell’UE sulla parità di genere
            • Base legislativa e normativa per le politiche dell’UE in materia di parità di genere
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          • Strumento 2 — Analizzare le disuguaglianze e le esigenze di genere a livello nazionale e regionale
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            • Fase 1. Raccogliere informazioni e dati disaggregati relativi al gruppo di riferimento
            • Fase 2. Individuare le disparità di genere esistenti e le cause soggiacenti
            • Fase 3. Consultare direttamente i gruppi di riferimento
            • Fase 4. Trarre conclusioni
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          • Strumento 3 — Applicare la parità di genere agli obiettivi politici (accordi di partenariato) e agli obiettivi e misure specifici (programmi operativi)
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            • Esempi di integrazione della parità di genere come principio orizzontale negli obiettivi strategici e specifici
          • Strumento 4 — Coordinamento e complementarità tra i fondi UE per promuovere l’equilibrio tra vita professionale e vita privata
            • Misure per rafforzare il coordinamento e le complementarità tra i fondi
            • Fase 1 — Allineamento agli obiettivi dell’impegno strategico per la parità di genere
            • Fasi 2 e 3 — Individuare e sviluppare possibili interventi a favore dell’equilibrio tra vita professionale e vita privata
            • Fase 4 — Attività di verifica mediante l’uso di indicatori nell’ambito dei sistemi di sorveglianza e valutazione (M&E)
            • Studio di caso fittizio 1: conciliare il lavoro retribuito con la cura dei figli
            • Studio di caso fittizio 2: conciliare il lavoro a turni con la cura dei figli
            • Caso di studio fittizio 3: trovare l’equilibrio tra la cura di sé stessi e la cura degli altri
            • Caso di studio fittizio 4: conciliare la cura dei figli e degli anziani con il lavoro a turni
            • Risorse supplementari
          • Strumento 5 — Definizione di partenariati e governance multilivello: individuazione di partner pertinenti, ruolo degli esperti di genere e composizione dei comitati di sorveglianza
            • Misure per definire i partenariati e governance multilivello
            • Risorse supplementari
          • Strumento 6 — Sviluppare indicatori quantitativi e qualitativi per promuovere l’uguaglianza di genere
            • Fasi dell’elaborazione di indicatori quantitativi e qualitativi
            • FESR e Fondo di coesione (stessi indicatori comuni)
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          • Strumento 7 — Definire criteri di selezione dei progetti sensibili alla dimensione di genere
            • Analisi delle fasi per sostenere l’elaborazione e la selezione di progetti sensibili alla dimensione di genere
            • Lista di controllo per la preparazione degli inviti a presentare proposte di progetti
            • Lista di controllo per i criteri di selezione dei progetti
            • Strumento supplementare 7.a — Accordi che tengano conto della dimensione di genere con i responsabili dell’attuazione dei progetti
          • Strumento 8 — Controllare le assegnazioni di risorse per l’uguaglianza di genere nei fondi UE
            • Ensuring gender relevance in EU Funds
            • The tracking system
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            • Step 1: Ex ante approach
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            • 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
          • Strumento 9 — Integrare la parità di genere nella concezione dei progetti
            • Analisi delle fasi per integrare la parità di genere nella concezione dei progetti
            • Fase 1. Allineamento agli obiettivi e agli indicatori di genere degli accordi di partenariato e dei programmi operativi
            • Fase 2. Sviluppo del progetto e candidatura
            • Fase 3. Attuazione del progetto
            • Fase 4. Valutazione del progetto
          • Strumento 10 — Integrare una prospettiva di genere nei processi di sorveglianza e valutazione
            • Misure per integrare una prospettiva di genere nei processi di sorveglianza e valutazione
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          • Strumento 11 — Rendicontazione sull’esborso di risorse per la parità di genere nei fondi UE
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            • Tool 8: Guiding questions for applying GRPP under the light regime
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      • Foreword
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      • Introduction
        • Still far from the finish line
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Estonia

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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

Gender issues began to receive attention in Estonia in the late 1990s, following the ratification of international conventions and preparation for accession to the European Union (EU). The legal framework for gender equality is enshrined in the Estonian Constitution, which states that everyone is equal before the law and no one shall be discriminated against on the grounds of sex. It is similarly protected in the Gender Equality Act that followed Estonia’s accession to the EU in 2004, which defines equality of women and men as a fundamental human right and provides for gender equality to be mainstreamed into all areas of social life.

The first gender-mainstreaming initiative in Estonia took place in the early 2000s, organised by the Ministry of Social Affairs. The aim of the project was to improve understanding of gender equality and to use the dual-track approach to achieve equality and develop specific methods and tools (particularly gender impact assessment) to promote gender mainstreaming. In the following years, several EU-funded projects were developed, focusing on gender mainstreaming. These continue to be implemented. There is no system for regular reporting on gender equality initiatives and progress to the government and/or to representative elective bodies within the Estonian policy-making system, however.

A national gender equality plan and subsequent systemic approach are not yet in place in Estonia. Rather, the state has provided actions and plans that intend to regulate specific gender equality policies, for instance on the gender pay gap. 

Legislative and policy framework

Article 12 of the Estonian Constitution states that everyone is equal before the law and no one may be discriminated against based on their nationality, race, skin colour, sex, language, origin, religion, political or other views, property or social status, or on other grounds. The Gender Equality Act has been in force since 2004 and was followed by the Equal Treatment Act in 2009. The latter has the broader aim of protecting people against discrimination on the grounds of nationality, race, colour, religion or other beliefs, age, disability or sexual orientation. It provides for the principles and promotion of equal treatment, defines the responsibilities for implementation, and the settlement of discrimination-related disputes.

The 2004 Gender Equality Act, on the other hand, aims to ensure the equal treatment of women and men specifically, by defining and prohibiting gender-based discrimination in both the public and private sector, obliging the state and local government authorities, educational and research institutions and employers to promote equality between women and men, while also providing the right to compensation.

Estonia has no national gender equality plan in place. Between 2012 and 2015, however, it had an action plan to reduce the gender pay gap, although this has yet to be renewed. Amendments to the Gender Equality Act that aimed to reduce the gender pay gap were approved by the government and discussed by the parliament in 2018. The reform strengthens employers’ obligation to collect data disaggregated by gender, by defining the type of data and setting timeframes.

Systematic approaches to other gender equality-related topics are still lacking, however. To date, the state has provided actions and plans regulating specific gender equality policies, such as a Strategy for Preventing Violence 2015-2020, and a Strategy of Children and Families 2012-2020.

Family and work reconciliation issues are becoming increasingly significant in policy-making and public debates, although the main emphasis is leave and services to be provided to families (parental leave and childcare) rather than making work more flexible. Several policy documents mention flexible work but few initiatives have targeted increased flexibility or the need for employers to provide employees in general, or parents of small children, with more flexible working arrangements.

The Estonian Welfare Development Plan 2016–2023 acknowledges that the capacity of the state to systematically and efficiently reduce gender inequality at ministry or local level is both limited and uneven. The Plan has set a goal to build institutional capacity but sets neither indicators nor measurement frameworks to assess progress on institutional mechanisms. Similarly, the Estonian Gender Equality and Equal Treatment Commissioner publishes annual reports but these have yet to address progress on institutional mechanisms.

Finally, in its 2016 concluding recommendations on the implementation of the Convention on the Elimination of All Forms of Violence against Women (CEDAW), the Committee on the Elimination of Violence against Women[1] highlights that, since 2007, Estonia has introduced several legislative changes and has ratified or acceded to several international and regional instruments, all of which contribute to the improvement of gender equality in the country. However, several concerns are noted, including the lack of a national strategy for gender equality, heavy reliance on European and international funds for financing gender mainstreaming, the lack of gender impact assessment in legislative processes despite the ‘Rules for Good Legislative Practice and Legislative Drafting’[2], and the overall lack of gender budgeting and mainstreaming.

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Structures

Government responsibilities

The Government of the Republic Act stipulates that the Ministry of Social Affairs is responsible for equal treatment and promotion of the equality of women and men, thus the Minister of Social Affairs has responsibility. Within the Ministry, the Department of Equality Policy is the government’s gender equality body, responsible for implementing policies that promote fair treatment. Originally established in 1996 as the Gender Equality Bureau, it then became the Gender Equality Department in December 2003, with responsibility for developing gender mainstreaming processes and methodologies since 2005. A 2014 reorganisation saw the department become the Department of Equality Policy.

When the Gender Equality Act was enforced in 2004, the law mandated the establishment of a Gender Equality Council as an advisory body within the Ministry of Social Affairs. The Council was duly approved by the government and set up on 24 October 2013. The Council has 24 members, including the Gender Equality and Equal Treatment Commissioner and representatives of different NGOs working in the field of gender equality.

As an advisory body, the Gender Equality Council approves the general objectives of gender equality policy, advises the government on matters relating to strategies for the promotion of gender equality, and presents the government with its opinion on compliance of national programmes presented by the ministries (Article 9 of the Gender Equality Act sets out how the state and local authorities should promote gender equality).

In September 2017, the Minister of Social Affairs convened a Council of Equal Opportunities. Made up of social scientists, the Council analyses the impact of policies and reforms on societal inequalities. It also monitors the situation and dynamics of equal opportunities and advises in the process of policy-making. The Council publishes an annual report on equal opportunities[3]. According to Directive No. 93 of 7 September 2017 of the Minister of Social Affairs, the Council has six members, a Head of Council and two representatives from the Ministry of Social Affairs. The Council adopts a general approach to inequalities, as the Directive does not specify the social inequalities to be addressed. The Council meets four times a year and no time limit has been set for its work.

Independent gender equality body

The Gender Equality and Equal Treatment Commissioner (initially the Gender Equality Commissioner as established in 2005) is an independent gender equality body responsible for monitoring compliance of legislation and policies with the Gender Equality Act and with the Equal Treatment Act. In recent years, however, the lack of earmarked resources does not allow for it to function properly as an equal treatment body.

In March 2015, the Commissioner established the Gender Equality and Equal Treatment Competence Centre for the use of Cohesion Policy Funding. The aim of the Centre is to consult and train the institutions responsible for EU structural funds. The Centre has two employees tasked with supporting ministries to use EU structural funds to better achieve gender equality, ensure that specific interventions are targeted at people with disabilities, and make sure that all social groups are treated equally. In addition to consulting, the Centre provides information and training in collaboration with the Ministry of Finance. The Centre is funded through EU financial resources. As of October 2019, the Centre is being transferred under the Ministry of Social Affairs as part of the equality policies department.

Parliamentary bodies

In October 2017, the parliament’s Women’s Association was formed. Here, members of the parliament can draw attention to specific issues and support or protect the interests of different groups. The Women’s Association consists of 10 members of parliament, all women. The association aims to tackle the gender pay gap, gender-based violence, domestic violence and inequality between women and men in decision-making. In addition to seeking solutions to these issues, they also intend to monitor the inclusion of a gender perspective in all new legislative acts.

There is no system for regular reporting on gender equality initiatives and progress to the government and/or to representative elective bodies within the Estonian policy-making system.

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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 Estonia.

Gender budgeting

No new developments on gender budgeting/auditing in Estonia have taken place since completing the project ‘Mainstreaming a gender perspective into the state budget’ in April 2012. That project was launched by the Ministry of Social Affairs and the Gender Equality and Equal Treatment Commissioner and saw the publication of a tailored gender budgeting handbook[4]. Currently, gender budgeting is not used in Estonia anymore.

Training and awareness raising  

The EU-funded Gender Equality and Equal Treatment Competence Centre for the Use of Cohesion Policy Funding provides information and training in collaboration with the Ministry of Finance. Training projects include considering the cross-cutting issue of equal opportunities when utilising EU subsidies, managing the impact of project activities on ensuring equal opportunities, training on gender equality for career counsellors, and a workshop on ‘Breaking Stereotypes and Bias’.

During 2013–2016, the Ministry of Social Affairs coordinated the programme ‘Mainstreaming Gender Equality and Promoting Work-Life Balance’, funded by the Norwegian/European Economic Area (EEA). The total amount provided was EUR 2,000,000. Activities included developing a new concept for gathering and analysing gender pay gap statistics, promoting gender equality through empowerment and mainstreaming, promoting gender equality through the creation and/or implementation of systemic structures that raise awareness of the importance of gender equality among various target groups and stakeholders, promoting balance between work, private, and family life by enabling the reconciliation of work and private life, and enhancing the capacity of networks and organisations active in the field of gender equality.

Handbooks were also published to help policy makers to better mainstream gender equality during the preparation, monitoring and assessment of development plans, strategies and programmes[5], as well as to instruct public sector managers on how to mainstream gender equality into their organisations’ work processes and the development of public services[6].

Gender statistics

The Estonian statistical system is regulated by the Official Statistics Act, which does not, however, stipulate any requirements to collect and produce sex-disaggregated data within Statistics Estonia. Although no specific unit is charged with promoting the production of sex-disaggregated data within Statistics Estonia, the individual microdata collected allow for sex-specific aggregated statistics, a considerable proportion of the key indicators are calculated and disseminated across sex, and special reports on gender equality have been produced.

An EEA financial mechanisms grant was provided to the Gender Equality and Equal Treatment Commissioner to promote gender equality through empowerment and mainstreaming. The grant was used to develop a model for measuring equality in society (among other things). The model measured and compared the overall situation, individual well-being and accessibility of services and opportunities that allow people from different social groups (defined by gender, age, ethnicity, disability and sexuality) to fully participate in social life. It was the first time that such a large range of indicators was gathered through statistical databases and surveys and then analysed.

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Good practices

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References

Committee on the Elimination of Discrimination against Women (2016). Concluding observations. CEDAW/C/EST/CO/5-6.

Espenberg, K., Aksen, M., Lees, K. and Puolokainen, T. (2014). Palgaerinevuste statistika parem kättesaadavus soolise palgaerinevuse analüüs. Tartu Ülikooli rakendusuuringute Keskus.

Lees, K., Vahaste- Pruul, S., Sammul, M., Humal, K., Lamesoo, K., Veemaa, J., Kann, A., Espenberg, K., Varblane, U. and Roosalu, T. (2016). Kellel on Eestis hea, kellel parem? Võrdõiguslikkuse mõõtmise mudel.

Paats, M. and Lunev, M. (2014). Palgaerinevuste statistika parem kättesaadavus: kasutatavad andmeallikad –Statistikaamet, 2014.

Pehk, L. (2014). Soolõime käsiraamat.

Pehk, L. (2016). Soolõimest avaliku sektori juhile.

Põder, K. (2015). Meeste ja naiste palgaerinevuste statistika. Gender pay gap statistics. Metoodikakogumik. Methodological report. Statistikaamet. 

Quinn, S. (2011). Gender budgeting: practical implementation. Handbook. 

Sotsiaalministeerium. Turu-uuringute AS. (2016). Soolise võrdõiguslikkuse. Monitoring.

Statistikaamet (2016). Soolise võrdõiguslikkuse näitajad.- Eesti Statistika, Tallinn 2016. Kättesaadav.

Endnotes

[1] Committee on the Elimination of Discrimination against Women (2016). Concluding observations. CEDAW/C/EST/CO/5-6.

[2] Government Regulation:  Rules for Good Legislative Practice and Legislative Drafting. In force as of January 2012. 

[3] Ministry of Social Affairs (Sotsiaalministeerium) (2017). ’Minister Ossinovski convened the Council of Equal Opportunities composed of social scientists’. Press release, 7 September 2017.

[4] Quinn, S. (2011). Gender budgeting: practical implementation. 

[5] Pehk, L. (2014). Soolõime käsiraamat. .

[6] Pehk, L. (2016). Soolõimest avaliku sektori juhile.

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