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Lyčių aspekto integravimas

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

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Apie

Under the Constitution adopted in 1997, Poland grants women and men the same rights in all areas of their lives. Article 33(2) of the Constitution states that ‘Men and women shall have equal rights, in particular regarding education, employment and promotion, and shall have the right to equal compensation for work of similar value, to social security, to hold office and to receive public honours and decorations’.

Poland’s accession to the European Union (EU) and subsequent compliance with EU principles contributed to a general improvement of the legal framework for equality, including significant changes in the Labour Code. Both the Treaty on European Union (TEU) and the Treaty on the Functioning of the European Union (TFEU) take precedence over national law.

The EU has had a significant influence on gender mainstreaming in Poland due to the need to implement requirements for EU funding. For instance, all projects co-financed within the European Social Fund (ESF) framework must have a gender impact assessment. Gender mainstreaming has itself been the focus of a number of projects funded by the ESF, demonstrating its importance as a source of funding for activities aimed to improve gender equality and equal opportunities for women and men in Poland.

In 2014, the UN Committee on the Convention on the Elimination of Discrimination against Women reiterated its concerns in relation to the institutional mechanisms for gender mainstreaming in Poland [1]. The Committee noted that there is no government authority responsible exclusively for gender equality policies, there is a lack of resources, and the budget of the Plenipotentiary is not distinct from the total budget.

Legislative and policy framework

The first government commitment to gender mainstreaming was in the National Action Plan for Women (NAP) 1997–2000. However, due to a political shift in the 1997 election, this NAP was never implemented. With the support of the government’s Plenipotentiary for the Equal Status of Men and Women (established in 2001), the second NAP 2003–2005 was successfully launched, with the aim of mainstreaming gender equality into government policy at all levels. This positive development was interrupted in 2005, however, when the Plenipotentiary was dissolved after parliamentary elections and no new national gender equality programme was put in place.

 After the dissolution of the Plenipotentiary in 2005, its competences were taken over by the Department of Women, Family and Counteracting Discrimination within the Ministry of Labour and Social Policy. The Department was responsible for coordinating the implementation of the gender mainstreaming perspective but was dissolved in January 2010. However, to implement the task of providing equal opportunities to women and men in the labour market, the Division for Gender Equality in the Labour Market was created in the Department of Economic Analyses and Forecasts. In 2008, a new institution was established – the Plenipotentiary for Equal Treatment, which drew up a new NAP 2013–2016, including a firm commitment to gender mainstreaming.

The Act on the Implementation of the Regulations of the European Union in the Field of Equal Treatment, adopted in 2010, requires the development of an NAP for Equal Treatment by the government’s gender equality body [2]. The NAP is a horizontal, strategic document that gathers and ranks key equality activities carried out by government departments and agencies. In 2013, the Plenipotentiary for Equal Treatment published the NAP for 2013-2016. As of late 2019, no subsequent Plan has been developed, nor has an evaluation of the previous NAP been published.  

Poland has no legal provisions to enforce gender mainstreaming and thus there are no actions coordinated at national level. The NAP 2013-2016 designated the ministries responsible for implementing individual objectives listed in the Plan. As it is not being continued at present, however, this designation is no longer in effect.

Structures

In 2010, the Polish parliament adopted the Act on the Implementation of the Regulations of the European Union in the Field of Equal Treatment [3]. The Act implements several EU directives, including: Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006, on the implementation of the principle of equal opportunities and equal treatment of women and men in matters of employment and occupation; and Council Directive 2000/78/EC of 27 November 2000, establishing a general framework for equal treatment in employment and occupation. The Act sets general framework conditions for equal treatment policy in Poland and specifies the competent bodies in equal treatment issues, i.e. the Plenipotentiary for Equal Treatment as the government body and the Commissioner for Human Rights as the independent equality body.

Government responsibilities

The Plenipotentiary for Equal Treatment (Pełnomocnik Rządu ds. Równego Traktowania) is responsible for the implementation of government policy on equal treatment, including gender equality.  

The Plenipotentiary for Equal Treatment was established in 2010 under the Act on the Implementation of the Regulations of the European Union in the Field of Equal Treatment. It implements government policy on equal treatment, including gender equality, and is appointed and dismissed by the Prime Minister of the Republic of Poland. The Plenipotentiary does not have a separate budget and has limited human resources, as it sits within the Chancellery of the Prime Minister.

The tasks of the Plenipotentiary for Equal Treatment include:

  • Implementing government policy on the principle of equal treatment, including combating discrimination, in particular on grounds of sex, race, nationality, ethnicity, religion, belief, age, disability, and sexual orientation;
  • Preparing and reviewing draft legal acts in the field of equal treatment;
  • Conducting analyses and evaluations of legal solutions in terms of respecting the principle of equal treatment;
  • Applying to the competent authorities for issuing or amending legal acts in the field of matters belonging to the Plenipotentiary;
  • Taking action to eliminate or limit the consequences of infringements of the principle of equal treatment;
  • Analysing and assessing the legal and social situation in the field of equal treatment;
  • Initiating, implementing, coordinating or monitoring measures to ensure equal treatment and protect against discrimination and initiate actions to limit the impact of violations of the principle of equal treatment.

The Plenipotentiary should cooperate with national social organisations, including trade unions and employers' organisations, as well as with other countries, organisations, and international and foreign institutions in matters related to equal treatment and anti-discrimination. With the consent of the Prime Minister, the Plenipotentiary may submit draft government documents within its scope of operation.

After the change of government in January 2016, an additional post of Plenipotentiary for Civil Society was established. Since then, the same person holds both offices - Plenipotentiary for Equal Treatment and Plenipotentiary for Civil Society. The significance and influence of the Plenipotentiary for Equal Treatment decreased substantially following this change, in both its scope of its activity and public visibility. The lack of a new NAP is the most important example of this decrease.

Independent gender equality body

The Act on the Implementation of the Regulations of the European Union in the Field of Equal Treatment designates the Commissioner for Human Rights as the second central institution responsible for implementing equality policy. The Commissioner is responsible for the implementation of the principle of equal treatment under the conditions and in the modes set out in the Act of 15 July 1987 to the Commissioner for Human Rights.

One of the Commissioner’s key tasks is to act an independent body providing assistance to those filing complaints related to discrimination. It also conducts independent research on discrimination and publishes reports that include recommendations on legal changes required. In implementing the principle of equal treatment, the Commissioner may draw on a wide range of procedural rights, including the opportunity to demand the initiation of proceedings in civil cases, as well as taking part in any pending court proceedings or applying to the Constitutional Tribunal for examination of the compliance of legal provisions with the Constitution of the Republic of Poland and ratified international agreements.

The Commissioner is appointed by the lower house - with the consent of the upper house - for five years. It is independent in its operations, distinct from other state bodies and accountable only to the parliament, under the terms set out in the Act. The office of the Commissioner is obliged to submit an annual report on its actions to the parliament, which is then made public. However, the independence of the Commissioner’s activities has certain limits. The budget of the Commissioner for Human Rights is approved by the parliament and has seen incremental reductions since the change of government in 2015.

Parliamentary bodies

Article 22 of the Act on the Implementation of the Regulations of the European Union in the Field of Equal Treatment obliges the Plenipotentiary for Equal Treatment to prepare and submit annual reports to the Council of Ministers, providing information on activities, conclusions and recommendations related to compliance with the principle of equal treatment, together with a report on the implementation of the NAP on Equal Treatment (Article 23 of the Act). Both reports are publicly available on the website of the Plenipotentiary. The last report on the NAP implementation covers the year 2016 and no evaluation has yet been carried out.  

The Act does not provide any explicit obligation to conduct comprehensive monitoring or evaluation of the Act’s application, nor any sanctions to be imposed on competent authorities failing to achieve these goals.

Regional structures

Plenipotentiaries for Equal Treatment were appointed to improve the implementation of the principle of equal treatment in all voivodeships in Poland [4]. They were appointed based on Article 18(11) of the Act of 23 January 2009 on the voivode and government administration in the voivodeship [5], in connection with the NAP 2013-2016.  

These regional Plenipotentiaries cooperate with the Government Plenipotentiary for Equal Treatment, as well as with NGOs working on equal treatment and anti-discrimination. They are responsible for undertaking activities to promote the principle of equal treatment in the voivodeship and in the office servicing the voivode. At the request of the Government Plenipotentiary, they provide information on compliance with the principle of equal treatment in the voivodeship and the office servicing the voivode. The scope of their responsibility is the same in every voivodeship in Poland.

After the 2018 local elections and the completion of the NAP 2013-2016, most Plenipotentiaries continue to play a role in voivodeships, although experts note that their importance has  diminished [6]. Many local governments appoint their own Plenipotentiaries for Equal Treatment, independently of the central government and administration  (especially in the western part of Poland). These authorities operate under the rules set by local governments.

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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 Poland.

The application of the so-called ‘minimum standard’ (a set of questions and points that define the minimum conditions a project submitted for ESF funding should meet in terms of gender equality) has had a substantial influence on the implementation of the gender equality horizontal principle within activities undertaken in the framework of the ESF. It is assumed that the conclusions from the evaluation of gender equality principle implementation (planned to be carried out at least once during the programming period for operational programmes co-financed by the ESF) will be used to improve the effectiveness of the implementation of the gender equality principle within the programmes [7].

Training and awareness-raising

The Ministry of Investment and Economic Development is the public authority responsible for managing EU funds in Poland. It has undertaken a number of initiatives, such as: training sessions in the field of equality between women and men; using EU funds (not compulsory) addressed to the civil servants from Intermediate Bodies and Managing Authorities in Poland; and the preparation of an e-learning activity on the rules of implementation of the ESF in Poland. Part of the e-learning concerns accessibility for people with disabilities and equality between women and men.  Since 2016, this training has been mandatory for all employees working for Intermediate Bodies with responsibility for projects within the ESF framework. The Ministry also prepared specific guidelines on ‘How to implement equality between men and women in the projects co-financed by EU funds’. The guidelines target all actors involved in implementing EU funds, such as Managing Authorities, Intermediate Bodies, or potential beneficiaries. The document shows how to implement equality between women and men at the different stages of the EU funds, including programming, monitoring, and evaluation (among others).

The only training and awareness-raising actions on gender equality undertaken in Poland form part of EU fund implementation. ‘Action Agenda for equal opportunities and non-discrimination within the framework of EU funds’ serves as the legal basis for such undertakings. An evaluation of the implementation of the gender equality principle within the EU-fund framework is planned for 2019. Its results will provide a more comprehensive picture of how Polish authorities meet the European obligations in that respect.

Gender statistics

There is no comprehensive monitoring or systematic evaluation of the level of implementation of anti-discrimination legislation in Poland [8]. The issue of sex-disaggregated data would allow for more effective monitoring but is not yet regulated by law. The Central Statistical Office in Poland collects data gathered during the population survey, data obtained through reporting forms from private entities, and administrative data from public entities. However, only the population data are sex-disaggregated.

The Plenipotentiary for Equal Treatment raised this issue with the Central Statistical Office in 2017. Such a change would require the cooperation of all government administration bodies, however, and there is little political commitment to introduce such a system at present.

Browse all Poland methods and tools

Good practices

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References

Act of 15 July 1987 on the Ombudsman (Ustawa z dnia 15 lipca 1987 r. o Rzeczniku Praw Obywatelskich). (Journal of Laws 1987 No. 21 item 123) (Dz.U. 1987 nr 21 poz. 123). 

Act of 23 January 2009 on the voivode and government administration in the voivodship (Ustawa z dnia 23 stycznia 2009 r. o wojewodzie i administracji rządowej w województwie). Journal of Laws of 2009 No. 31 item 206 (Dz.U. 2009 nr 31 poz. 206).

Act of 3 December 2010 on the implementation of some regulations of European Union regarding equal treatment (Ustawa z dnia 3 grudnia 2010 r. o wdrożeniu niektórych przepisów Unii Europejskiej w zakresie równego traktowania). Journal of Laws 2010 No. 254 item 1700 (Dz.U. 2010 nr 254 poz. 1700). 

Action Agenda for equal opportunities and non-discrimination within the framework of EU funds 2014 – 2020 (Agenda działań na rzecz równości szans i niedyskryminacji w ramach funduszy unijnych 2014-2020). 

Committee on the Elimination of Discrimination against Women (2014). Concluding observations on the combined seventh and eighth periodic reports of Poland. CEDAW/C/POL/7-8). 

Druciarek, M. and Przybysz, I. (2017). The use of EU funds for gender equality in Poland. In-depth analysis for the FEMM Committee. 

 Government Plenipotentiary for Equal Treatment (2013). National Action Plan for Equal Treatment for 2013-2016 (Krajowy Program działań na rzecz równego traktowania na lata 2013-2016; Pełnomocnik Rząd ds Równego Traktowania). Warsaw.  

Government Plenipotentiary for Equal Treatment, Chancellery of the Prime Minister (2018). Report on the activities of the Government Plenipotentiary for Equal Treatment for the period from January 1, 2017 to December 31, 2017 (Sprawozdanie z działalności Pełnomocnika Rządu do spraw Równego Traktowania za okres od 1 stycznia 2017 r. Do 31 grudnia 2017 r). 

Ministry of Investment and Economic Development (2018). Guidelines on the implementation of the principle of equal opportunities and non-discrimination, including accessibility for people with disabilities, and the principle of equal opportunities for women and men under EU funds for 2014-2020 (Wytyczne w zakresie realizacji zasady równości szans i niedyskryminacji, w tym dostępności dla osób z niepełnosprawnościami oraz zasady równości szans kobiet i mężczyzn w ramach funduszy unijnych na lata 2014-2020). 

Samek Lodovici, M., Drufuca, S.M., Ferrari, E., Patrizio, M., Pesce, F., De Silvis, E. and Moja, C. (2018). Gender Dimension of the EU Cohesion Policy. Research for REGI Committee. Brussels: European Parliament, Policy Department for Structural and Cohesion Policies. 

Endnotes

[1] Committee on the Elimination of Discrimination against Women (2014). Concluding observations on the combined seventh and eighth periodic reports of Poland. CEDAW/C/POL/7-8.

[2] Plenipotentiary for Equal Treatment (2013). National Action Plan for Equal Treatment for 2013-2016 (Krajowy Program działań na rzecz równego traktowania na lata 2013-2016; Pełnomocnik Rząd ds Równego Traktowania). Warsaw.

[3] Act of 3 December 2010 on the implementation of some regulations of European Union regarding equal treatment (Ustawa z dnia 3 grudnia 2010 r. o wdrożeniu niektórych przepisów Unii Europejskiej w zakresie równego traktowania). Journal of Laws 2010 No. 254 item 1700 (Dz.U. 2010 nr 254 poz. 1700).

[4] A voivodeship is the highest-level administrative subdivision in Poland; a voivode is a government-appointed governor of the voivodeship.

[5] Journal of Laws of 2015, item 525, as amended.

[6] Based on the interview with the local Plenipotentiary for Equal Treatment.

[7] Druciarek M. and Przybysz I. (2017). The use of EU funds for gender equality in Poland. In-depth analysis for the FEMM Committee.

[8] The lack of a comprehensive monitoring and systematic evaluation of the level of implementation of the anti-discrimination legislation in Poland was mentioned in the NAP 2013-2016. According to the interview with the Head of the Department of Civil Society in the Office of the Government Plenipotentiary for Equal Treatment, creation of such a system is planned within an EU-funded project.

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