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Lyčių aspekto integravimas

  • Kas yra lyčių lygybės aspekto integravimas?
    • Policy cycle
  • Institutions and structures
    • Europos Sąjunga
    • EU Member States
    • Suinteresuotosios šalys
    • Tarptautinės organizacijos
  • Sektoriai
    • Žemės ūkis ir kaimo plėtra
      • Policy cycle
    • Kultūra
      • Policy cycle
    • Skaitmeninė darbotvarkė
      • Policy cycle
    • Ekonomika ir finansai
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Išsilavinimas
      • Policy cycle
    • Darbas
      • Policy cycle
      • Struktūros
    • Energetika
      • Policy cycle
    • Verslumas
      • Policy cycle
    • Aplinka ir klimato kaita
      • Policy cycle
    • Sveikata
      • Policy cycle
    • Teisė
      • Policy cycle
    • Jūrų reikalai ir žuvininkystė
      • Policy cycle
    • Migration
      • Policy cycle
    • Skurdas
      • Policy cycle
    • Regioninė politika
      • Policy cycle
    • Mokslas
      • Policy cycle
    • Security
      • Policy cycle
    • Sportas
      • Policy cycle
    • Turizmas
      • Policy cycle
    • Transportas
      • Policy cycle
    • Jaunimas
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Find a gender trainer
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • What is a Gender Equality Plan?
      • EU objectives for gender equality in research
      • Why change must be structural
      • Who is this guide for?
      • The GEAR Step-by-Step Guide
        • Step 1: Getting started
        • Step 2: Analysing and assessing the state-of-play in the institution
        • Step 3: Setting up a Gender Equality Plan
        • Step 4: Implementing a Gender Equality Plan
        • Step 5: Monitoring progress and evaluating a Gender Equality Plan
        • Step 6: What comes after the Gender Equality Plan?
      • GEAR action toolbox
      • Who is involved in a Gender Equality Plan?
      • Rationale for gender equality in research
      • Basic requirements and success factors
      • Obstacles and solutions
      • Legislative and policy backgrounds
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
      • Relevant insights
      • Examples
        • A practice to award and ensure greater visibility for women researchers
        • A survey to know your institution
        • AKKA
        • Age limit extension in calls for female researchers with children under 10
        • Cascade Model GFZ
        • Compulsory awareness-raising session for B.A. students
        • Election procedure for the Board
        • Elections for the University's Council
        • Encouraging gender equality activities at the grassroots level across the university
        • Family-leave without consequences for the academic career
        • Gender Equality Report
        • Gender Project Manager
        • Gender Report
        • Gender Sensitive PhD Supervisor Toolkit
        • Gender and Diversity Controlling
        • Gender certification: a road to change? (SE)
        • Gender lectureship: a model for mainstreaming in higher education
        • GenderNet Freie Universität Berlin (DE)
        • High-profile tenure-track positions for top female scientists
        • Introducing a gender perspective in research content and teaching
        • Maternity Cover Fund and Return to Work policy
        • National connections at Fraunhofer Gesellschaft: the National Committee
        • Overcoming bias in personnel selection procedures
        • Participatory approach towards development of Career Development Plan
        • Protocol for preventing and tackling sexual harassment and gender-based violence
        • School of drafting and management for European projects
        • Stimulating personal development to improve women academics’ positions
        • Teaching-free period when returning from parental leave
        • The Gender Balance Committee of the Genomic Regulation Centre (ES)
        • WiSER (Centre for Women in Science and Engineering Research)
        • Women represented in all rounds of applications
      • Key resources
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • Who is this toolkit for?
      • What is gender budgeting?
        • Introducing gender budgeting
        • Gender budgeting in women’s and men’s lived realities
        • What does gender budgeting involve in practice?
        • Gender budgeting in the EU Funds
          • Gender budgeting as a way of complying with EU legal requirements
          • Gender budgeting as a way of promoting accountability and transparency
          • Gender budgeting as a way of increasing participation in budget processes
          • Gender budgeting as a way of advancing gender equality
      • Why is gender budgeting important in the EU Funds?
        • Three reasons why gender budgeting is crucial in the EU Funds
      • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
        • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
          • Legislative and regulatory basis for EU policies on gender equality
          • Concrete requirements for considering gender equality within the EU Funds
          • EU Funds’ enabling conditions
          • Additional resources
        • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
          • Steps to assess and analyse gender inequalities and needs
          • Step 1. Collect information and disaggregated data on the target group
          • Step 2. Identify existing gender inequalities and their underlying causes
          • Step 3. Consult directly with the target groups
          • Step 4. Draw conclusions
          • Additional resources
        • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
          • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
          • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
          • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
          • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
          • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
        • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
          • Steps for enhancing coordination and complementarities between the funds
          • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
          • Steps 2 and 3. Identifying and developing possible work-life balance interventions
          • Step 4. Following-up through the use of indicators within M&E systems
          • Fictional case study 1: reconciling paid work and childcare
          • Fictional case study 2: reconciling shift work and childcare
          • Fictional case study 3: balancing care for oneself and others
          • Fictional case study 4: reconciling care for children and older persons with shift work
          • Additional resources
        • Tool 5: Defining partnerships and multi-level governance
          • Steps for defining partnerships and multi-level governance
          • Additional resources
        • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
          • Steps to develop quantitative and qualitative indicators
          • ERDF and Cohesion Fund
          • ESF+
          • EMFF
          • Additional resources
        • Tool 7: Defining gender-sensitive project selection criteria
          • Steps to support gender-sensitive project development and selection
          • Checklist to guide the preparation of calls for project proposals
          • Checklist for project selection criteria
          • Supplementary tool 7.a: Gender-responsive agreements with project implementers
        • Tool 8: Tracking resource allocations for gender equality in the EU Funds
        • Tool 9: Mainstreaming gender equality in project design
          • Steps to mainstream gender equality in project design
          • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
          • Step 2. Project development and application
          • Step 3. Project implementation
          • Step 4. Project assessment
        • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
          • Steps to integrate a gender perspective in M&E processes
          • Additional resources
        • Tool 11: Reporting on resource spending for gender equality in the EU Funds
          • Tracking expenditures for gender equality
          • Additional resources
      • Resources
        • References
        • Abbreviations
        • Acknowledgements
  • Metodai ir priemonės
    • Browse
    • Apie EIGE metodus ir priemones
    • Lyčių analizė
    • Gender Audit
    • Informuotumo apie lytis didinimas
    • Gender Budgeting
    • Lyties poveikio verrtinimas
    • Kompetencijų tobulinimas - Lyčių lygybės mokymai
    • Vertinimas
    • Indikatoriai
    • Monitoringas
    • Gender Planning
    • Lyties atžvilgiu jautrūs pirkimai
    • Lyčių atžvilgiu jautrių suinteresuotų šalių konsultacijos
    • Lyčių atžvilgiu suskirstyti duomenys
    • Institucininio transformavimo priemonės
    • Metodų ir priemonių pavyzdžiai
    • Šaltiniai
  • Geroji praktika
    • Browse
    • Apie gerąją praktiką
    • EIGE požiūris į gerąją praktiką
  • Country specific information
    • Belgium
      • Overview
      • Browse all Belgium content
    • Bulgaria
      • Overview
      • Browse all Bulgaria content
    • Czechia
      • Overview
      • Browse all Czechia content
    • Denmark
      • Overview
      • Browse all Denmark content
    • Germany
      • Overview
      • Browse all Germany content
    • Estonia
      • Overview
      • Browse all Estonia content
    • Ireland
      • Overview
      • Browse all Ireland content
    • Greece
      • Overview
      • Browse all Greece content
    • Spain
      • Overview
      • Browse all Spain content
    • France
      • Overview
      • Browse all France content
    • Croatia
      • Overview
      • Browse all Croatia content
    • Italy
      • Overview
      • Browse all Italy content
    • Cyprus
      • Overview
      • Browse all Cyprus content
    • Latvia
      • Overview
      • Browse all Latvia content
    • Lithuania
      • Overview
      • Browse all Lithuania content
    • Luxembourg
      • Overview
      • Browse all Luxembourg content
    • Hungary
      • Overview
      • Browse all Hungary content
    • Malta
      • Overview
      • Browse all Malta content
    • Netherlands
      • Overview
      • Browse all Netherlands content
    • Austria
      • Overview
      • Browse all Austria content
    • Poland
      • Overview
      • Browse all Poland content
    • Portugal
      • Overview
      • Browse all Portugal content
    • Romania
      • Overview
      • Browse all Romania content
    • Slovenia
      • Overview
      • Browse all Slovenia content
    • Slovakia
      • Overview
      • Browse all Slovakia content
    • Finland
      • Overview
      • Browse all Finland content
    • Sweden
      • Overview
      • Browse all Sweden content
    • United Kingdom
      • Overview
  • EIGE leidiniai apie lyčių aspekto integravimą
  • Concepts and definitions
  • Power Up conference 2019
  • Videos
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  • FI - Suomi
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  • Menu
  • Lyčių aspekto integravimas
    • Kas yra lyčių lygybės aspekto integravimas?
      • Policy cycle
    • Institutions and structures
      • Europos Sąjunga
      • EU Member States
      • Suinteresuotosios šalys
      • Tarptautinės organizacijos
    • Sektoriai
      • Žemės ūkis ir kaimo plėtra
        • Policy cycle
      • Kultūra
        • Policy cycle
      • Skaitmeninė darbotvarkė
        • Policy cycle
      • Ekonomika ir finansai
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Išsilavinimas
        • Policy cycle
      • Darbas
        • Policy cycle
        • Struktūros
      • Energetika
        • Policy cycle
      • Verslumas
        • Policy cycle
      • Aplinka ir klimato kaita
        • Policy cycle
      • Sveikata
        • Policy cycle
      • Teisė
        • Policy cycle
      • Jūrų reikalai ir žuvininkystė
        • Policy cycle
      • Migration
        • Policy cycle
      • Skurdas
        • Policy cycle
      • Regioninė politika
        • Policy cycle
      • Mokslas
        • Policy cycle
      • Security
        • Policy cycle
      • Sportas
        • Policy cycle
      • Turizmas
        • Policy cycle
      • Transportas
        • Policy cycle
      • Jaunimas
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Find a gender trainer
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
        • Relevant insights
        • Examples
          • A practice to award and ensure greater visibility for women researchers
          • A survey to know your institution
          • AKKA
          • Age limit extension in calls for female researchers with children under 10
          • Cascade Model GFZ
          • Compulsory awareness-raising session for B.A. students
          • Election procedure for the Board
          • Elections for the University's Council
          • Encouraging gender equality activities at the grassroots level across the university
          • Family-leave without consequences for the academic career
          • Gender Equality Report
          • Gender Project Manager
          • Gender Report
          • Gender Sensitive PhD Supervisor Toolkit
          • Gender and Diversity Controlling
          • Gender certification: a road to change? (SE)
          • Gender lectureship: a model for mainstreaming in higher education
          • GenderNet Freie Universität Berlin (DE)
          • High-profile tenure-track positions for top female scientists
          • Introducing a gender perspective in research content and teaching
          • Maternity Cover Fund and Return to Work policy
          • National connections at Fraunhofer Gesellschaft: the National Committee
          • Overcoming bias in personnel selection procedures
          • Participatory approach towards development of Career Development Plan
          • Protocol for preventing and tackling sexual harassment and gender-based violence
          • School of drafting and management for European projects
          • Stimulating personal development to improve women academics’ positions
          • Teaching-free period when returning from parental leave
          • The Gender Balance Committee of the Genomic Regulation Centre (ES)
          • WiSER (Centre for Women in Science and Engineering Research)
          • Women represented in all rounds of applications
        • Key resources
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • 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
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          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
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          • Tool 7: Defining gender-sensitive project selection criteria
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          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Tool 9: Mainstreaming gender equality in project design
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            • 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
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          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
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          • Acknowledgements
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      • Foreword
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      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
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        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
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Lithuania

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Apie

The general principle of equal opportunity and equal treatment is enshrined in Article 29 of the 1992 Constitution of the Republic of Lithuania. Efforts to promote gender mainstreaming have been formalised in important policy documents, such as the national programmes on equal opportunities for women and men and subsequent action plans for the implementation of those programmes.

The Adoption of the Beijing Declaration and the Platform for Action (BPfA) stimulated the creation of gender equality institutional mechanisms in Lithuania. The first attempt to implement gender mainstreaming was the Lithuanian Women’s Advancement Programme, approved by the government in 1996.

The process of accession to the European Union (EU) played a crucial role in fostering gender equality and gender mainstreaming in Lithuania’s national policy and body of legislation. All public documents were then required to meet EU standards, including an approach to gender mainstreaming. The concept was first addressed in 1999, when Lithuania entered negotiations to accede to the EU. Gender mainstreaming has been actively promoted since 2012. Two National Programmes on Equal Opportunities for Women and Men (2010-2014 and 2015-2021) have since been approved, together with their associated implementation plans (National Programmes on Equal Opportunities for Women and Men Implementation Plan 2015-2017 and 2018-2021).

Legislative and policy framework

The Law on Equal Opportunities for Women and Men (1998) and the Law on Equal Treatment (2005) provide for consistent and systematic implementation of programmes, measures and projects and are aimed at fostering de facto gender equality.

The Law on Equal Opportunities for Women and Men forbids any discrimination – whether direct or indirect – on the ground of sex, including sexual harassment. An independent Equal Opportunities Ombudsperson was appointed and its Office was established in 1999. The Law on Equal Treatment (2005) has been reformed several times (2001 (twice), 2002, 2003, 2004, 2005, 2006, 2007, 2008, 2009, 2012, 2013, 2014 and 2016) and is now fully in line with the EU acquis and other international instruments. The Equal Opportunities Ombudsperson is responsible for the supervision and implementation of the Law on Equal Opportunities for Women and Men (1998) and the Law on Equal Treatment (2005).

As a result of recommendations from various professionals and non-governmental organisations (NGOs), several improvements were made to the Law on Equal Treatment (2005) and the Law on Equal Opportunities for Women and Men (1998) in 2016. The amendments to the Law on Equal Treatment (2005) include, firstly, a prohibition to give any priority to either gender (except in cases foreseen by the law) in job advertisements for civil service recruitment. Secondly, potential employers are forbidden to ask jobseekers for any information on their family status, age (except in cases foreseen by law), private life, family formation and attitudes towards family planning. Thirdly, equal opportunities must be ensured for women and men in purchasing goods and services, including less favourable treatment of women because of pregnancy, childbirth and nursing (except in cases foreseen by law).

Since 2012, Lithuania has compiled several key strategic documents: the National Programme on Equal Opportunities for Women and Men 2010–2014 (adopted in 2014); the National Programme on Equal Opportunities for Women and Men 2015–2021 (approved in 2015); and the National Programme Implementation Plans for 2015-2017 and 2018-2021 (approved in 2018), respectively, which set out concrete actions, implementation deadlines, responsible institutions, state budget allocations needed for each step, and evaluation criteria.

The purpose of the National Programme on Equal Opportunities for Women and Men 2015–2021 (Valstybinė moterų ir vyrų lygių galimybių programa 2015–2021) is to ensure a consistent, sophisticated and systematic approach to gender equality issues in all fields, as well as the implementation of the Law on Equal Opportunities for Women and Men (1998), in compliance with EU and international obligations in the field of gender equality. The National Programme pursues four main priorities:

  1. Equal opportunities for women and men in the labour market;
  2. Gender balance in decision-making;
  3. Gender mainstreaming (especially in culture, education and science, national defence and international obligations); 
  4. Increased management effectiveness.

Gender equality activities are in the priority areas of employment, science and education, healthcare, environmental protection, national defence, decision-making, EU and international cooperation and the development of mechanisms and methods to implement equal opportunities for women and men. The National Programme on Equal Opportunities for Women and Men 2015–2021 aims to promote the integration of the gender equality principle in the following fields: education and science, healthcare, culture, national defence and international cooperation.

In 2014, the Committee on the Elimination of Discrimination Against Women, in its concluding observations on the fifth periodic report of Lithuania on the implementation of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), in particular on the institutional mechanisms on gender mainstreaming, expressed concerns ‘at the limited effectiveness and lack of visibility of the Office of the Ombudsperson for Equal Opportunities, the low number of complaints of sex- and gender-based discrimination dealt with (only 14 % of all complaints) and the absence of disaggregated data on the regional distribution and outcome of such complaints’ [1].

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Structures

Government responsibilities

The Ministry of Social Security and Labour (Socialinės apsaugos ir darbo ministerija) is responsible for gender equality policy and gender mainstreaming, as well as implementation, monitoring and follow-up of the central strategies and measures. The Ministry coordinates gender equality issues and gender mainstreaming, particularly ensuring equal opportunities for women and men in the areas of employment and social protection. Ministerial responsibility for gender equality is not established by law.

Since 2006, gender equality issues are dealt with by a separate gender equality department in the Ministry of Social Security and Labour. The Department of Equal Opportunities, Equality between Women and Men (formerly the Equality between Women and Men Division) is an internal structure of the Ministry at intermediate level. It is responsible for designing, coordinating, implementing and overseeing government policy on gender equality, as well as EU and international cooperation on gender equality matters. The Department also serves as secretariat for the Inter-Institutional Commission on Equal Opportunities for women and men.

In 2001, the government established an Inter-Institutional Commission on Equal Opportunities for Women and Men, composed of representatives of every ministry, together with the Lithuanian Department of Statistics, women’s centres (the Women’s Information Centre, Women’s Forum, etc.), trade unions, social partners, other institutions and NGOs. The Commission is responsible for coordinating the implementation of the National Programme on Equal Opportunities for Women and Men 2015–2021, although different ministries may be responsible for the implementation of several concrete measures of the Programme. It also manages the implementation of the principle of equal rights and opportunities for women and men in the activities of state institutions and enterprises.

The Commission meets quarterly to discuss amendments to the law and the implementation of the relevant action plans. Municipalities, women’s organisations, gender studies centres, social partners and other relevant bodies are encouraged to cooperate in the implementation of the National Programme on Equal Opportunities for Women and Men 2015–2021. The Programme incorporates suggestions made by NGOs, social partners and gender study centres to make sure that gender equality problems are tackled consistently and systematically and that gender gaps are reduced.

Every year, progress on the implementation of the National Programme is reported to the government, while an independent external comparative assessment of the overall impact of the National Programme is carried out every five years.

Independent gender equality body

The Office of the Equal Opportunities Ombudsperson (Lygių galimybių kontrolieriaus tarnyba) was established by the Law on Equal Opportunities for Women and Men (1998). The Equal Opportunities Ombudsperson is an independent body that deals with all grounds of discrimination such as gender, sexual orientation, age, disability, race, ethnic origin, nationality, language, social status, belief or religion, convictions or views, and citizenship.

Parliamentary bodies

There is a Human Rights Committee of the Seimas (parliament) of the Republic of Lithuania.

Regional structures

To ensure gender equality at local level, the Ministry of Social Security and Labour organised seminars to support the municipalities to integrate the gender aspect in their programmes. It provided specific measures to be applied at local level to promote gender equality, noting their advantages and the added value of gender equality for the communities. The third goal of the National Programme for Equal Opportunities for Woman and Men 2015-2021 - ‘Effectiveness of institutional mechanisms’ - includes assistance for municipalities with actions to ensure equal opportunities for women and men.

Similarly, the Office of the Ombudsperson is running a project called ‘Municipalities' Success Code – Gender Equality’, which started in December 2016 and is to end in December 2019. One of the projects within the Municipalities' Success Code, the Social Innovation Fund, arranged seminars on ‘Municipalities’ steps towards equality between women and men, which were attended by 150 representatives from municipalities and NGOs. 

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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 Lithuania.

The National Programme on Equal Opportunities for Women and Men 2015-2021 notes that one of the main factors in ineffective gender equality implementation is the lack of gender impact assessment of decisions. In fact, the Programme states that ‘draft laws and other decisions are not evaluated in terms of impact on the situation of women and men’.

Article 3, part 1 of the Law on Equal Opportunities for Women and Men (2015) states that: ‘state and municipal institutions must ensure, within their competence, that all legal acts that they draft and adopt must ensure equal rights of women and men. They must also draw up and implement programmes and measures aimed at ensuring equal opportunities for women and men and, in the manner prescribed by laws, must support the programmes of public establishments, associations and charitable foundations which assist in implementing equal opportunities for women and men.[2]'

Training and awareness-raising

Training and awareness-raising campaigns were organised regularly during the last three years by different NGOs dealing with gender equality issues. The National Programme on Equal Opportunities for Women and Men 2015–2021 budgets for training and awareness-raising campaigns. Within the framework of the programme, several institutions organised training for civil servants, diplomats, officers and judges to enhance their ability to work in the field of gender equality. Another training period is envisioned in the National Programme on Equal Opportunities for Women and Men Implementation Plan covering the years 2018–2021.

Gender statistics

There is no specific unit responsible for promoting the production of sex-disaggregated data within the national statistical body - the Lithuanian Department of Statistics - nor is there any legal obligation to collect sex-disaggregated statistics. Instead of a specific gender unit, the Demographic and Migration Statistics division is tasked with producing and disseminating sex-disaggregated statistics. The group is active in both data gathering and data analysis.

Until 2017, the Demographic and Migration Statistics division produced an annual report on the situation of women and men (‘Women and Men in Lithuania’ (Moterys ir vyrai Lietuvoje). The most recent report was published in 2017, in both Lithuanian and English. It presented data disaggregated by sex, as well as discussing some of the gender equality indicators. The report covered the following areas: population and family, childcare, education and science, use of information technology, labour market, health, social protection, recreation and tourism, violence, crime, living standards, power and decision-making, and statistical data of the EU Member States.

Gender equality statistics are published on the Official Statistics Portal, including the Database of Indicators and thematic tables (‘Gender Statistics Indicators’). In 2016, the Equal Opportunities Ombudsperson requested the publication of more detailed gender statistics at territorial level. Following an analysis by specialists of Department of Statistics, more detailed gender statistics, by municipality and county, have been published on the Official Statistics Portal since 2017.

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Good practices

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References

Committee on the Elimination of Discrimination against Women (2014). Concluding observations. CEDAW/C/LTU/CO/5. 

Constitution of Republic of Lithuania (1992).

Department of Statistics (2017). Women and Men in Lithuania 2016. Vilnius. 

Dromantaitė-Stancikienė A. and Gineitienė Z. (2010). Situation of women seeking a career in Lithuania, Social Sciences Studies index. Research Gate ISSN 2029–2236 (print); ISSN 2029–2244 (online).

European Institute for Gender Equality (EIGE) (2011). Review of the implementation of the Beijing Platform for Action: Women and the Economy.

Krinickienė, E. (2014). Assessment of the impact of the gender aspect on economic policy: Lithuania’s case. Doctoral Dissertation. ISBN 978-9955-19-659-4.

Law on Equal Opportunities for Women and Men (1998).

Law on Equal Treatment (2005). 

Ladygaitė, L. (2009). Gender Mainstreaming in Lithuania‘s Labour Market.  Master thesis. Mykolas Riomeris University.

Lithuanian Department of Statistics.

Matonytė I. (2014). Gender democracy in Lithuania: case study of the transposition of EC directive 2004/113/EB. Gender studies and Research. ISSN 1822-6310.

Ministry of Social Security and Labour.

National Programme on Equal Opportunities for Women and Men 2015–2021.

National Programme on Equal Opportunities for Women and Men 2015-2021 Implementation Plan 2018-2021.

National Programme on Equal Opportunities for Women and Men 2010-2014. 

Novelskaitė, A. (2016). Reconsidering the foundations for gender equality establishment targeted structural change in research and innovation in the Baltic States. Gender studies and research, 14.

Office of the Equal Opportunities Ombudsperson. 

Social Report 2016-2017.

Šidlauskienė, V. and Pocevičienė, R. (2015). Gender segregation in the labour market and education: comparative analysis. Gender studies and Research, 13.

Šidlauskienė V. (2015). Evaluation methodology or gender equality advice for state and municipal institutions. Evaluation methodology.

Register of NGOs in Lithuania. 

Zalenienė, I., Rakauskienė, O.G. and Grigolovičienė, D. (2013). Gender equality in the Lithuanian system of education and science. European Scientific Journal, 9(17). ISSN: 1857 – 7881 (Print) e - ISSN 1857- 7431.

Žvinklienė, A. (2016). Innovations in gender equality politics in the Baltic states: from woman to gender mainstreaming. Filosofija. Sociologija, 27(4), pp. 353–363.

Žiogelytė, L. (2012). Assessment of Differences in Male and Female Earnings in Lithuania. Economics and Management: Current Issues and Perspectives, 2(26), pp. 6–16. ISSN 1648-9098.

Endnotes

[1] Committee on the Elimination of Discrimination against Women (2014). Concluding observations. CEDAW/C/LTU/CO/5, p.3.

[2] Part 2, National Programme on Equal Opportunities for Women and Men 2015-2021 (2015). 

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