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Gender mainstreaming

  • What is Gender mainstreaming
    • Policy cycle
  • Institutions and structures
    • European Union
    • EU Member States
    • Stakeholders
    • International organizations
  • Policy areas
    • Agriculture and rural development
      • Policy cycle
    • Culture
      • Policy cycle
    • Digital agenda
      • Policy cycle
    • Economic and financial affairs
      • Economic Benefits of Gender Equality in the EU
      • Policy cycle
    • Education
      • Policy cycle
    • Employment
      • Policy cycle
      • Structures
    • Energy
      • Policy cycle
    • Entrepreneurship
      • Policy cycle
    • Environment and climate change
      • Policy cycle
    • Health
      • Policy cycle
    • Justice
      • Policy cycle
    • Maritime affairs and fisheries
      • Policy cycle
    • Migration
      • Policy cycle
    • Poverty
      • Policy cycle
    • Regional policy
      • Policy cycle
    • Research
      • Policy cycle
    • Security
      • Policy cycle
    • Sport
      • Policy cycle
    • Tourism
      • Policy cycle
    • Transport
      • Policy cycle
    • Youth
      • Policy cycle
  • Toolkits
    • Gender Equality Training
      • Back to toolkit page
      • What is Gender Equality Training
      • Why invest in Gender Equality Training
      • Who should use Gender Equality Training
      • Step-by-step guide to Gender Equality Training
        • Preparation phase
          • 1. Assess the needs
          • 2. Integrate initiatives to broader strategy
          • 3. Ensure sufficient resources
          • 4. Write good terms of reference
          • 5. Select a trainer
        • Implementation phase
          • 6. Engage in the needs assessment
          • 7. Actively participate in the initiative
          • 8. Invite others to join in
          • 9. Monitoring framework and procedures
        • Evaluation and follow-up phase
          • 10. Set up an evaluation framework
          • 11. Assess long-term impacts
          • 12. Give space and support others
      • Designing effective Gender Equality Training
      • Gender Equality Training in the EU
      • Good Practices on Gender Equality Training
      • More resources on Gender Equality Training
      • More on EIGE's work on Gender Equality Training
    • Gender Impact Assessment
      • Back to toolkit page
      • What is Gender Impact Assessment
      • Why use Gender Impact Assessment
      • Who should use Gender Impact Assessment
      • When to use Gender Impact Assessment
      • Guide to Gender Impact Assessment
        • Step 1: Definition of policy purpose
        • Step 2: Checking gender relevance
        • Step 3: Gender-sensitive analysis
        • Step 4: Weighing gender impact
        • Step 5: Findings and proposals for improvement
      • Following up on gender impact assessment
      • General considerations
      • Examples from the EU
        • European Union
          • European Commission
        • National level
          • Austria
          • Belgium
          • Denmark
          • Finland
          • Sweden
        • Regional level
          • Basque country
          • Catalonia
        • Local level
          • Lower Saxony
          • Swedish municipalities
    • Institutional Transformation
      • Back to toolkit page
      • What is Institutional Transformation
        • Institutional transformation and gender: Key points
        • Gender organisations
        • Types of institutions
        • Gender mainstreaming and institutional transformation
        • Dimensions of gender mainstreaming in institutions: The SPO model
      • Why focus on Institutional Transformation
        • Motivation model
      • Who the guide is for
      • Guide to Institutional Transformation
        • Preparation phase
          • 1. Creating accountability and strengthening commitment
          • 2. Allocating resources
          • 3. Conducting an organisational analysis
          • 4. Developing a strategy and work plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting gender equality objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing gender mainstreaming
          • 9. Developing gender equality competence
          • 10. Establishing a gender information management system
          • 11. Launching gender equality action plans
          • 12. Promotional equal opportunities
        • Evaluation and follow-up phase
          • 13. Monitoring and steering organisational change
      • Dealing with resistance
        • Discourse level
        • Individual level
        • Organisational level
        • Statements and reactions
      • Checklist: Key questions for change
      • Examples from the EU
        • Preparation phase
          • 1. Strengthening accountability
          • 2. Allocating resources
          • 3. Organisational analysis
          • 4. Developing a strategy and working plan
        • Implementation phase
          • 5. Establishing a support structure
          • 6. Setting objectives
          • 7. Communicating gender mainstreaming
          • 8. Introducing methods and tools
          • 9. Developing Competence
          • 10. Establishing a gender information management system
          • 11. Launching action plans
          • 12. Promoting within an organisation
        • Evaluation and follow-up phase
          • 13. Monitoring and evaluating
    • Gender Equality in Academia and Research
      • Back to toolkit page
      • WHAT
        • What is a Gender Equality Plan?
        • Terms and definitions
        • Which stakeholders need to be engaged into a GEP
        • About the Gear Tool
      • WHY
        • Horizon Europe GEP criterion
        • Gender Equality in Research and Innovation
        • Why change must be structural
        • Rationale for gender equality change in research and innovation
      • HOW
        • GEAR step-by-step guide for research organisations, universities and public bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR step-by-step guide for research funding bodies
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
          • Work-life balance and organisational culture
          • Gender balance in leadership and decision making
          • Gender equality in recruitment and career progression
          • Integration of the sex/gender dimension into research and teaching content
          • Measures against gender-based violence including sexual harassment
          • Measures mitigating the effect of COVID-19
          • Data collection and monitoring
          • Training: awareness-raising and capacity building
          • GEP development and implementation
          • Gender-sensitive research funding procedures
        • Success factors for GEP development and implementation
        • Challenges & resistance
      • WHERE
        • Austria
        • Belgium
        • Bulgaria
        • Croatia
        • Cyprus
        • Czechia
        • Denmark
        • Estonia
        • Finland
        • France
        • Germany
        • Greece
        • Hungary
        • Ireland
        • Italy
        • Latvia
        • Lithuania
        • Luxembourg
        • Malta
        • Netherlands
        • Poland
        • Portugal
        • Romania
        • Slovakia
        • Slovenia
        • Spain
        • Sweden
        • United Kingdom
    • Gender-sensitive Parliaments
      • Back to toolkit page
      • What is the tool for?
      • Who is the tool for?
      • How to use the tool
      • Self-assessment, scoring and interpretation of parliament gender-sensitivity
        • AREA 1 – Women and men have equal opportunities to ENTER the parliament
          • Domain 1 – Electoral system and gender quotas
          • Domain 2 - Political party/group procedures
          • Domain 3 – Recruitment of parliamentary employees
        • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Domain 1 – Parliamentarians’ presence and capacity in a parliament
          • Domain 2 – Structure and organisation
          • Domain 3 – Staff organisation and procedures
        • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • Domain 1 – Gender mainstreaming structures
          • Domain 2 – Gender mainstreaming tools in parliamentary work
          • Domain 3 – Gender mainstreaming tools for staff
        • AREA 4 – The parliament produces gender-sensitive LEGISLATION
          • Domain 1 – Gender equality laws and policies
          • Domain 2 – Gender mainstreaming in laws
          • Domain 3 – Oversight of gender equality
        • AREA 5 – The parliament complies with its SYMBOLIC function
          • Domain 1 – Symbolic meanings of spaces
          • Domain 2 – Gender equality in external communication and representation
      • How gender-sensitive are parliaments in the EU?
      • Examples of gender-sensitive practices in parliaments
        • Women and men have equal opportunities to ENTER the parliament
        • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
        • Women’s interests and concerns have adequate SPACE on parliamentary agenda
        • The parliament produces gender-sensitive LEGISLATION
        • The parliament complies with its SYMBOLIC function
      • Glossary of terms
      • References and resources
    • Gender Budgeting
      • Back to toolkit page
      • ¿A quién está destinada esta guía?
      • ¿Por qué la presupuestación con perspectiva de género es importante en los Fondos Europeos objeto de gestión compartida?
        • Tres motivos por los que la presupuestación con perspectiva de género es fundamental en los Fondos de la UE
      • ¿Qué es la presupuestación con perspectiva de género?
        • La presupuestación con perspectiva de género: una introducción
        • ¿Qué tiene que ver la presupuestación con perspectiva de género con la vida de las mujeres y de los hombres?
        • ¿Qué implica la presupuestación con perspectiva de género en la práctica?
        • La presupuestación con perspectiva de género en los Fondos de la UE
          • La presupuestación con perspectiva de género como forma de cumplir los requisitos legales de la UE
          • La presupuestación con perspectiva de género como forma de promover la rendición de cuentas y la transparencia en la planificación y gestión de las finanzas públicas
          • La presupuestación con perspectiva de género como forma de aumentar la participación de las mujeres y los hombres en los procesos presupuestarios
          • La presupuestación con perspectiva de género como forma de impulsar la igualdad entre mujeres y hombres en toda su diversidad
      • ¿De qué modo podemos aplicar la presupuestación con perspectiva de género a los Fondos de la UE? Herramientas prácticas y ejemplos de Estados miembros
        • Herramienta 1: Adaptación de los Fondos de la UE al marco normativo de la UE en materia de igualdad de género
          • Base normativa y legislativa para las políticas de la UE en materia de igualdad de género
          • Requisitos concretos para la consideración de la igualdad de género en el marco de los Fondos de la UE
          • Condiciones favorables para los Fondos de la UE
          • Otros recursos
        • Herramienta 2: Análisis de las desigualdades y las necesidades en materia de género a escala nacional y subnacional
          • Pasos para evaluar y analizar las desigualdades y las necesidades en materia de género
          • Fase 1. Recopilar información y datos desagregados sobre el grupo destinatario
          • Fase 2. Identificar las desigualdades de género existentes y sus causas subyacentes
          • Fase 3. Consultar directamente a los grupos destinatarios
          • Fase 4. Extraer conclusiones
          • Otros recursos
        • Herramienta 3: La puesta en práctica de la igualdad de género en objetivos políticos (en acuerdos de asociación) y en objetivos/medidas específicos (en programas operativos)
          • Pasos para hacer efectiva la igualdad de género en acuerdos de asociación y programas operativos
          • Orientaciones generales sobre la integración efectiva de la igualdad de género en la formulación de objetivos políticos, medidas y objetivos específicos
          • Lista de control para poner en práctica el principio horizontal de la igualdad de género en los acuerdos de asociación
          • Lista de comprobación para poner en práctica el principio horizontal de la igualdad de género en los programas operativos
          • Ejemplos de la integración de la igualdad de género como principio horizontal en objetivos estratégicos y específicos
        • Herramienta 4: Coordinación y aspectos complementarios entre los Fondos de la UE para promover la conciliación de la vida familiar y la vida profesional
          • Medidas para mejorar la coordinación y los aspectos complementarios entre los Fondos
          • Paso 1. Adaptación a los objetivos estratégicos de la UE para la igualdad de género y los objetivos nacionales de igualdad de género
          • Pasos 2 y 3: Identificación y desarrollo de posibles intervenciones dirigidas a impulsar la conciliación entre la vida profesional y la vida familiar
          • Paso 4: Supervisión mediante el uso de indicadores dentro de los sistemas de seguimiento y evaluación
          • Estudio de caso ficticio 1: Conciliar el trabajo remunerado y la atención a la infancia
          • Estudio de caso ficticio 2: Conciliar el trabajo por turnos y la atención a la infancia
          • Estudio de caso ficticio 3: Conciliar el cuidado personal con el cuidado a los otros
          • Estudio de caso ficticio 4: Conciliar el cuidado de los hijos y las hijas y de personas de edad avanzada con el trabajo a turnos
          • Otros recursos
        • Herramienta 5: Definir asociaciones y la gobernanza multinivel: designar a los socios pertinentes, establecer la función de las personas expertas en cuestiones de género y determinar la composición de los comités de seguimiento
          • Pasos para definir las asociaciones y la gobernanza multinivel
          • Otros recursos
        • Herramienta 6: Desarrollar indicadores cuantitativos y cualitativos para promover la igualdad de género
          • Pasos para desarrollar indicadores cuantitativos y cualitativos
          • El FEDER y el Fondo de Cohesión (los mismos indicadores comunes)
          • FSE+
          • FEMP
          • Otros recursos
        • Herramienta 7: Definir los criterios de selección de los proyectos con enfoque de género
          • Pasos para apoyar la selección y el desarrollo de proyectos sensibles al género
          • Lista de control para la preparación de las propuestas de convocatorias de proyectos
          • Lista de control para los criterios de selección de proyectos
          • Herramienta complementaria: Acuerdos sensibles al género con las personas encargadas de la ejecución del proyecto
        • Herramienta 8: Seguimiento de las asignaciones de recursos para la igualdad de género en los fondos de la UE
          • Ensuring gender relevance in EU Funds
          • The tracking system
          • Steps for tracking resource allocations on gender equality
          • Step 1: Ex ante approach
          • Step 2: Ex post approach
          • Examples of Step 2a
          • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
          • Annex 2: The EU’s gender equality legal and policy framework
        • Herramienta 9: Transversalidad de género en el diseño de los proyectos
          • Pasos para integrar la perspectiva de igualdad de género en el diseño de los proyectos
          • Fase 1. Adecuación a los indicadores y objetivos en materia de género de los acuerdos de asociación y los programas operativos
          • Fase 2. Desarrollo y diseño del proyecto
          • Face 3. Ejecución del proyecto
          • Fase 4. Evaluación del proyecto
        • Herramienta 10: Integración de la perspectiva de género en los procesos de seguimiento y evaluación
          • Pasos para integrar la perspectiva de género en los procesos de seguimiento y evaluación
          • Otros recursos
        • Herramienta 11: Presentación de informes sobre el gasto en recursos en favor de la igualdad de género en los Fondos de la UE
          • Seguimiento de los gastos destinados a promover la igualdad de género
          • Otros recursos
      • Recursos
        • Referencias
        • Siglas y acrónimos
        • Agradecimientos
    • Gender-responsive Public Procurement
      • Back to toolkit page
      • Who is this toolkit for?
        • Guiding you through the toolkit
      • What is gender-responsive public procurement?
        • How is gender-responsive public procurement linked to gender equality?
        • How is gender-responsive public procurement linked to gender budgeting?
      • Why is gender-responsive public procurement important?
        • Five reasons why gender-responsive public procurement
        • Why was this toolkit produced
      • Gender-responsive public procurement in practice
        • Legal framework cross-references gender equality and public procurement
        • Public procurement strategies cover GRPP
        • Gender equality action plans or strategies mention public procurement
        • Capacity-building programmes, support structures
        • Regular collaboration between gender equality bodies
        • Effective monitoring and reporting systems on the use of GRPP
        • Tool 1:Self-assessment questionnaire about the legal
        • Tool 2: Overview of the legislative, regulatory and policy frameworks
      • How to include gender aspects in tendering procedures
        • Pre-procurement stage
          • Needs assessment
          • Tool 3: Decision tree to assess the gender relevance
          • Preliminary market consultation
          • Tool 4: Guiding questions for needs assessment
          • Defining the subject matter of the contract
          • Choosing the procedure
          • Tool 5: Decision tree for the choice of procedure for GRPP
          • Dividing the contract into lots
          • Tool 6: Guiding questions for dividing contracts into lots for GRPP
          • Light regime for social, health and other specific services
          • Tool 7: Guiding questions for applying GRPP under the light regime
          • Tool 8: Guiding questions for applying GRPP under the light regime
          • Reserved contracts
          • Preparing tender documents
        • Procurement stage
          • Exclusion grounds
          • Selection criteria
          • Technical specifications
          • Tool 9: Decision tree for setting GRPP selection criteria
          • Award criteria
          • Tool 10: Formulating GRPP award criteria
          • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
          • Use of labels/certifications
        • Post-procurement stage
          • Tool 12: Checklist for including GRPP contract performance conditions
          • Subcontracting
          • Monitoring
          • Reporting
          • Tool 13: Template for a GRPP monitoring and reporting plan
      • References
      • Additional resources
  • Methods and tools
    • Browse
    • About EIGE's methods and tools
    • Gender analysis
    • Gender audit
    • Gender awareness-raising
    • Gender budgeting
    • Gender impact assessment
    • Gender equality training
    • Gender evaluation
    • Gender statistics and indicators
    • Gender monitoring
    • Gender planning
    • Gender-responsive public procurement
    • Gender stakeholder consultation
    • Sex-disaggregated data
    • Institutional transformation
    • Examples of methods and tools
    • Resources
  • Good practices
    • Browse
    • About good practices
    • EIGE’s approach to good practices
  • Country specific information
    • Belgium
      • Overview
      • Browse all Belgium content
    • Bulgaria
      • Overview
      • Browse all Bulgaria content
    • Czechia
      • Overview
      • Browse all Czechia content
    • Denmark
      • Overview
      • Browse all Denmark content
    • Germany
      • Overview
      • Browse all Germany content
    • Estonia
      • Overview
      • Browse all Estonia content
    • Ireland
      • Overview
      • Browse all Ireland content
    • Greece
      • Overview
      • Browse all Greece content
    • Spain
      • Overview
      • Browse all Spain content
    • France
      • Overview
      • Browse all France content
    • Croatia
      • Overview
      • Browse all Croatia content
    • Italy
      • Overview
      • Browse all Italy content
    • Cyprus
      • Overview
      • Browse all Cyprus content
    • Latvia
      • Overview
      • Browse all Latvia content
    • Lithuania
      • Overview
      • Browse all Lithuania content
    • Luxembourg
      • Overview
      • Browse all Luxembourg content
    • Hungary
      • Overview
      • Browse all Hungary content
    • Malta
      • Overview
      • Browse all Malta content
    • Netherlands
      • Overview
      • Browse all Netherlands content
    • Austria
      • Overview
      • Browse all Austria content
    • Poland
      • Overview
      • Browse all Poland content
    • Portugal
      • Overview
      • Browse all Portugal content
    • Romania
      • Overview
      • Browse all Romania content
    • Slovenia
      • Overview
      • Browse all Slovenia content
    • Slovakia
      • Overview
      • Browse all Slovakia content
    • Finland
      • Overview
      • Browse all Finland content
    • Sweden
      • Overview
      • Browse all Sweden content
    • United Kingdom
      • Overview
  • EIGE’s publications on Gender mainstreaming
  • Concepts and definitions
  • Power Up conference 2019
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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
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      • Gender-sensitive Parliaments
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        • What is the tool for?
        • Who is the tool for?
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        • 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
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          • 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
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        • ¿A quién está destinada esta guía?
        • ¿Por qué la presupuestación con perspectiva de género es importante en los Fondos Europeos objeto de gestión compartida?
          • Tres motivos por los que la presupuestación con perspectiva de género es fundamental en los Fondos de la UE
        • ¿Qué es la presupuestación con perspectiva de género?
          • La presupuestación con perspectiva de género: una introducción
          • ¿Qué tiene que ver la presupuestación con perspectiva de género con la vida de las mujeres y de los hombres?
          • ¿Qué implica la presupuestación con perspectiva de género en la práctica?
          • La presupuestación con perspectiva de género en los Fondos de la UE
            • La presupuestación con perspectiva de género como forma de cumplir los requisitos legales de la UE
            • La presupuestación con perspectiva de género como forma de promover la rendición de cuentas y la transparencia en la planificación y gestión de las finanzas públicas
            • La presupuestación con perspectiva de género como forma de aumentar la participación de las mujeres y los hombres en los procesos presupuestarios
            • La presupuestación con perspectiva de género como forma de impulsar la igualdad entre mujeres y hombres en toda su diversidad
        • ¿De qué modo podemos aplicar la presupuestación con perspectiva de género a los Fondos de la UE? Herramientas prácticas y ejemplos de Estados miembros
          • Herramienta 1: Adaptación de los Fondos de la UE al marco normativo de la UE en materia de igualdad de género
            • Base normativa y legislativa para las políticas de la UE en materia de igualdad de género
            • Requisitos concretos para la consideración de la igualdad de género en el marco de los Fondos de la UE
            • Condiciones favorables para los Fondos de la UE
            • Otros recursos
          • Herramienta 2: Análisis de las desigualdades y las necesidades en materia de género a escala nacional y subnacional
            • Pasos para evaluar y analizar las desigualdades y las necesidades en materia de género
            • Fase 1. Recopilar información y datos desagregados sobre el grupo destinatario
            • Fase 2. Identificar las desigualdades de género existentes y sus causas subyacentes
            • Fase 3. Consultar directamente a los grupos destinatarios
            • Fase 4. Extraer conclusiones
            • Otros recursos
          • Herramienta 3: La puesta en práctica de la igualdad de género en objetivos políticos (en acuerdos de asociación) y en objetivos/medidas específicos (en programas operativos)
            • Pasos para hacer efectiva la igualdad de género en acuerdos de asociación y programas operativos
            • Orientaciones generales sobre la integración efectiva de la igualdad de género en la formulación de objetivos políticos, medidas y objetivos específicos
            • Lista de control para poner en práctica el principio horizontal de la igualdad de género en los acuerdos de asociación
            • Lista de comprobación para poner en práctica el principio horizontal de la igualdad de género en los programas operativos
            • Ejemplos de la integración de la igualdad de género como principio horizontal en objetivos estratégicos y específicos
          • Herramienta 4: Coordinación y aspectos complementarios entre los Fondos de la UE para promover la conciliación de la vida familiar y la vida profesional
            • Medidas para mejorar la coordinación y los aspectos complementarios entre los Fondos
            • Paso 1. Adaptación a los objetivos estratégicos de la UE para la igualdad de género y los objetivos nacionales de igualdad de género
            • Pasos 2 y 3: Identificación y desarrollo de posibles intervenciones dirigidas a impulsar la conciliación entre la vida profesional y la vida familiar
            • Paso 4: Supervisión mediante el uso de indicadores dentro de los sistemas de seguimiento y evaluación
            • Estudio de caso ficticio 1: Conciliar el trabajo remunerado y la atención a la infancia
            • Estudio de caso ficticio 2: Conciliar el trabajo por turnos y la atención a la infancia
            • Estudio de caso ficticio 3: Conciliar el cuidado personal con el cuidado a los otros
            • Estudio de caso ficticio 4: Conciliar el cuidado de los hijos y las hijas y de personas de edad avanzada con el trabajo a turnos
            • Otros recursos
          • Herramienta 5: Definir asociaciones y la gobernanza multinivel: designar a los socios pertinentes, establecer la función de las personas expertas en cuestiones de género y determinar la composición de los comités de seguimiento
            • Pasos para definir las asociaciones y la gobernanza multinivel
            • Otros recursos
          • Herramienta 6: Desarrollar indicadores cuantitativos y cualitativos para promover la igualdad de género
            • Pasos para desarrollar indicadores cuantitativos y cualitativos
            • El FEDER y el Fondo de Cohesión (los mismos indicadores comunes)
            • FSE+
            • FEMP
            • Otros recursos
          • Herramienta 7: Definir los criterios de selección de los proyectos con enfoque de género
            • Pasos para apoyar la selección y el desarrollo de proyectos sensibles al género
            • Lista de control para la preparación de las propuestas de convocatorias de proyectos
            • Lista de control para los criterios de selección de proyectos
            • Herramienta complementaria: Acuerdos sensibles al género con las personas encargadas de la ejecución del proyecto
          • Herramienta 8: Seguimiento de las asignaciones de recursos para la igualdad de género en los fondos de la UE
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
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            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Herramienta 9: Transversalidad de género en el diseño de los proyectos
            • Pasos para integrar la perspectiva de igualdad de género en el diseño de los proyectos
            • Fase 1. Adecuación a los indicadores y objetivos en materia de género de los acuerdos de asociación y los programas operativos
            • Fase 2. Desarrollo y diseño del proyecto
            • Face 3. Ejecución del proyecto
            • Fase 4. Evaluación del proyecto
          • Herramienta 10: Integración de la perspectiva de género en los procesos de seguimiento y evaluación
            • Pasos para integrar la perspectiva de género en los procesos de seguimiento y evaluación
            • Otros recursos
          • Herramienta 11: Presentación de informes sobre el gasto en recursos en favor de la igualdad de género en los Fondos de la UE
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      • Gender-responsive Public Procurement
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            • Tool 8: Guiding questions for applying GRPP under the light regime
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      • Foreword
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      • Introduction
        • Still far from the finish line
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Sweden

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

Apie

Sweden’s Constitution sets out to combat discrimination, including, among others, on the grounds of gender in Article 2. Since 1 January 2018, the Gender Equality Agency is tasked with raising awareness of gender equality policy and gender mainstreaming, increasing coordination, contributing to knowledge and methods and supporting implementation.

Gender mainstreaming is Sweden’s main strategy for achieving its gender equality policy objectives. Sweden has a history of gender equality legislation, with the first government bill solely focusing on gender equality in different spheres presented to the parliament (Riksdag) in 1988 (Prop. 1987/88:105). Since 2014, Sweden even has the world's first feminist government, meaning that gender equality is crucial to government priorities, in both decision-making and resource allocation. One of the main pillars of this feminist government is ensuring that gender equality is included in political policy, both nationally and internationally.

Gender mainstreaming − and to a lesser extent gender budgeting − take place at many different levels: national, government agencies, county administrative governments, county councils, municipalities, etc., despite the lack of a legal obligation in this respect. There is a de facto binding government decision regarding gender mainstreaming, impact assessment and gender budgeting [1] and the government in power decides the extent to which gender mainstreaming and gender budgeting will be implemented [2]. Overall, Sweden uses a variety of methods and tools to mainstream gender, although these sometimes lack institutionalisation and regularity.

Legislative and policy framework

In line with the Swedish Constitution, public institutions work to combat discrimination on the grounds of gender, race, national or ethnic origin, linguistic or religious affiliation, functional disability, sexual orientation, age or any other individual circumstances (Article 2) [3]. Legislation prohibiting gender-based discrimination in the labour market was adopted in 1997 (1997: 1118). The 1992 legislation on women’s and men’s equal rights in working life was replaced by the Discrimination Act in 2008 (2008: 567). The purpose of this Act is to combat discrimination and promote equal rights and opportunities, using an intersectional approach, regardless of sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age.   

Sweden has no national action plan on gender equality, as such. Rather, there are several action plans related to different aspects of gender equality, with the most recent action plans addressing:

  • prostitution and trafficking (February 2018);
  • female genital mutilation (June 2018);
  • gender equal pensions (January 2017);
  • gender equal life income (December 2017); and
  • feminist foreign policy 2015-2018 (February 2018).

Sweden also has a written communication, titled ‘Power, Goals and Agency - a feminist policy for a gender equal future’ [4], in which the government presents the focus of its gender equality policy. This document outlines the goals, the gender equality agency and the 10-year strategy to prevent and combat violence against women.

The overarching goal of Sweden’s national gender equality work is to invest women and men with the same power to shape society and their own lives. There are six sub-goals, which have been in force since 2017 [5]: (1) Equal division of power and influence; (2) Economic equality; (3) Gender equal education; (4) Equal distribution of unpaid housework and provision of care; (5) Equal health; and (6) Elimination of violence against women.

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Structures

Government responsibilities

Sweden has appointed a Minister for Gender Equality, with responsibility for policy implementation and development, as well as for anti-discrimination and anti-segregation. The Minister is responsible for gender equality, children's rights, democracy and human rights, and newly arrived migrant establishment. The Minister for Gender Equality has the same autonomous power and authority as other ministries, although the responsibility for gender equality is not established by law[6].

Further tasks of the Minister for Gender Equality are coordination, development and follow-up of gender mainstreaming in their areas of responsibility. However, in accordance with the principle of gender mainstreaming, each minister is responsible for taking a gender equality perspective in their own decisions and for steering agencies and activities within their areas of responsibility to do the same[7].

Each ministry has a Gender Equality Coordinator, who is part of an inter-ministerial working group on gender mainstreaming that meets quarterly. The work is supported, coordinated and followed up by the Gender Equality Unit, which prepares and coordinates gender equality questions in the government offices. It also drafts gender equality policy for the government, as well as providing input to information, publications and training.

In the Budget Bill for 2017, the government announced its intention to establish the Swedish Gender Equality Agency [8], which was subsequently set up on 1 January 2018 to contribute to the effective implementation of gender equality policy. One of the Agency’s key tasks is the systematic follow-up and analysis of the development of society and its impact on progress towards the achievement of the six sub-goals of Sweden’s gender equality policy [9]. The work of the Agency requires close cooperation with other government agencies, municipalities, county councils, regions, civil society, enterprises and industry [10]. The work is carried out in the following areas:

  1. Analysis and follow-up of Sweden’s six gender equality sub-goals and evaluation of the measures implemented;
  2. Support government agencies, county councils, regions and municipalities in the implementation of gender equality policy;
  3. Coordination and performance of certain assignments in the area of gender equality policy;
  4. Allocation of government grants to gender equality projects and women’s organisations; and
  5. Assist the government with expertise in international gender equality cooperation.

By 31 March each year, the Gender Equality Agency shall present, collect and analyse the measures adopted by relevant government agencies and other actors in order to reach the goals of Sweden’s gender equality policy. The expectation is that the Gender Equality Agency will ensure that the priorities in the government´s gender equality policy have an impact and contribute to more effective implementation of Swedish gender equality policy.

Independent gender equality body

The Equality Ombudsman (DO) is an independent government agency that works on behalf of the Swedish parliament and government to promote equal rights and opportunities and to combat discrimination [11]. The mandate of the DO also encompasses transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation and age. The DO’s tasks are to influence, guide and encourage employers, agencies, municipalities and others to minimise discrimination. The DO receives about 2,000 reports each year, around 200 of which result in supervision (i.e. they are investigated for their compliance with the Act on Discrimination).

The DO also makes recommendations on reducing discrimination in the future. Although its decisions are not legally binding, they may result in a change, for example removing a discriminatory rule or bringing in a new way of working so as to prevent discrimination. Every year a small number of cases come before the courts.

Parliamentary bodies

As for representative elected bodies, the parliament maintains 15 committees, none of which is specifically dedicated to gender equality. In 2007, the Gender Equality Council (Jämställdhetsrådet) consisted of 48 organisations and networks, such as political parties, women’s and employers’ organisations and unions. Ten additional organisations became members of the Council in subsequent years. They met under the leadership of the Minister of Gender Equality once or twice a year [12] until the Gender Equality Council was disbanded on 1 July 1 2017.

Today, Sweden has Thematic Consultations, in which voluntary organisations participate. They are intended to broaden and deepen knowledge and perspectives on gender equality.

Regional structures

Sweden has 20 county councils (landsting), which are self-governing local authorities and one of the principal administrative subdivisions. These county councils are governed by a county council assembly (landstingsfullmäktige), which is elected by county constituents every four years, in conjunction with general elections. County councils’ key responsibilities are public healthcare and public transport.  

Each county has a county administrative board (länsstyrelse), a Swedish government agency that is responsible for government administration at county level. The board is appointed by the government for a six-year term and is led by a governor (landshövding). The county government comprises a state coordination agency, a service agency, and an appeal body, with supervisory responsibility.

Through ordinances, the government has assigned county administrative boards responsibility for developing county gender mainstreaming strategies for the period 2018-2020. They have an important role to play as coordinators of regional action to prevent violence against women (by men), honour-related violence and oppression, prostitution and trafficking for sexual purposes, and protection of children subjected to violence. They are also important partners in the new Gender Equality Agency.

Sweden has 290 municipalities, each of which has an elected assembly - the municipal council - which makes decisions on municipal matters. The municipal executive board leads and coordinates the work, with key responsibilities in the areas of social services, childcare, care for older persons and schools.

The Swedish Association of Local Authorities and Regions (SALAR) represents the government, professional and employers’ interests of Sweden's 20 county councils/regions and 290 municipalities. There is an agreement between the state and SALAR to further gender equality-related actions at local and regional levels in the period of 2018–2020 [13]. 

SALAR has adopted the European Charter for Equality of Women and Men in Local life, committing itself to promoting gender equality in its capacity as a political organisation, employer and service provider. By signing the charter, SALAR has adopted the strategy of gender mainstreaming, thus committing to work towards adopting a gender perspective in all of its planning, decision-making and work on behalf of its members. In numerous municipalities and county councils, the elected councils have also adopted the Charter, similarly undertaking to achieve gender equality in their own operations.

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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 Sweden.

A de facto binding government decision guides the use of gender mainstreaming, gender impact assessment and gender budgeting [14].

Over the years, Sweden has developed many methods and tools to cover different stages of the gender mainstreaming process. In the past three years, gender impact assessment, gender monitoring and gender evaluation have all been undertaken. Several evaluation procedures have been adopted (with the exception of regular review meetings) to establish the degree to which reports from the evaluation studies are available.

Gender budgeting

Gender budgeting is widely used in most ministries, with some requiring an adjustment to make the outcomes more gender equal in the past three years. The government provides a clear statement of gender-related objectives in respect of budgets and each proposal in the Budget Act is accompanied by a gender impact assessment. Data on gender equality budgetary allocations are published.

In 2017, the government tasked the Swedish National Financial Management Authority with proposing methods to follow up and account for the overall effects of the gender equality reforms proposed and implemented, in light of the costs [15]. That follow-up shows gender differences among the recipients of several reforms, with women and men, girls and boys getting varying shares of the measures. 

Training and awareness-raising  

Government employees, including officials at the highest political level, employees of the government’s Gender Equality Unit and the majority of employees in other ministries, participate in gender equality training on an ad hoc basis. The training includes general sensitivity to gender issues, as well as specific training on gender mainstreaming, understanding and performing gender impact assessment, and gender budgeting. The training takes up to four hours a year, with the exception of the employees of the government’s gender equality body, who receive eight hours of training per year. The training is not compulsory, however.

Gender statistics

Since 1994, official statistics related to individuals must be disaggregated by sex unless there are special reasons for not doing so (Section 14 of the Official Statistics Ordinance, 2001: 100). There are also national regulations on the quality and evaluation of official statistics. Statistics Sweden has certified its entire production of statistics according to the international standards of marketing, opinion and social research, ISO 20252.

The production of official statistics is decentralised, and a number of agencies produce relevant statistics within their different fields of expertise. It is not possible to list all of the agencies that gather some form of data from a gender equality perspective. Official statistics include only part of the statistics produced by government agencies. Several agencies currently have requirements related to sex-disaggregated statistics in their instructions, including for non-official statistics. 

Statistics Sweden has a specific unit in charge of promoting the production of sex-disaggregated data. The unit has been active since 1983 and is a legal obligation since 1994. Areas covered by national gender statistics are: population, health and social care, education and research, time use, parental insurance, unpaid work, income-generating employment, entrepreneurship, wages/salaries, income, influence and power, and crime (including violence against women). There are indicators for each of the six sub-goals of gender equality policy.

The gender equality web page of Statistics Sweden presents 172 tables with gender-disaggregated data, all at national level. The statistics are updated twice every year. Statistics Sweden also presents the development of gender equality every other year, in a publication titled ‘Women and men in Sweden. Facts and Figures’ (På tal om kvinnor och män [16]). Similar products are also developed at regional and local levels.

The Budget Bill adopts sex-disaggregated data and a gender perspective in several areas of expenditure. ‘Gender equality and newly arrived migrant establishment’ (Jämställdhet och nyanlända invandrares etablering Uo 13), for example, is followed-up on the basis of the gender equality indicators and the allocation of resources to gender equality policy. In Annex 3, ‘Economic gender equality between women and men’ (Ekonomisk jämställdhet mellan kvinnor och män), the indicators and the development of economic gender equality are presented more thoroughly, alongside a discussion of the areas of power and influence and unpaid domestic and care work.

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Good practices

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References

Committee on the Elimination of Discrimination against Women (2016). Concluding observations. CEDAW/C/SWE/CO/8-9.

Diskrimieringsombudsmannen (2018). Årsredovisning 2017. 

Diskrimineringsombudsmannen (2019). Om DO. 

Government Offices (2016a). Gender-responsive budgeting. 

Government Offices (2016b). National strategy to prevent and combat men’s violence against women.  

Jämställdhetsmyndigheten (2019). Om myndigheten.

Ministry of Health and Social Affairs (2008). Gender Equality in Public Services: Some useful advice on gender mainstreaming. 

Nyberg, A. (2010). Mycket snack och lite verkstad? Rapport 1/10. Göteborgs universitet: Jämi.

Prop. (1987). Regeringens proposition 1987/88:105 om jämställdhetspolitiken inför 90-talet.  

Prop. (2005). Regeringens proposition 2005/06:155 Makt att forma samhället och sitt eget liv – nya mål i jämställdhetspolitiken. 

Prop. (2016). Budgetpropositionen för 2017. Uo. 13. Stockholm: Finansdepartementet.

Prop. (2018). Budgetpropositionen för 2019. Stockholm: Finansdepartementet. 

Prop. (2018). Budgetpropositionen för 2019. Uo. 13. Stockholm: Finansdepartementet. 

Skr. (2016). Makt, mål och myndighet – feministisk politik för en jämställd framtid. Stockholm: Socialdepartementet. 

Socialdepartementet och Sveriges Kommuner och Landsting SKL (2018). Överenskommelse mellan staten och Sveriges Kommuner och Landsting för att stärka jämställdhetsarbetet på lokal och regional nivå 2018–2020. 

Statskontoret (2011). Myndighetsanalys av Diskrimineringsombudsmannen 2011:26. 

Sveriges Riksdag (2016). The Constitution of Sweden. 

Sveriges Regering (2019).

Endnotes

[1] Ministry of Health and Social Affairs (2008). Gender Equality in Public Services. Some useful advice on gender mainstreaming. 

[2] Government Offices (2016a). Gender-responsive budgeting.

[3] Sveriges Riksdag (2016). The Constitution of Sweden. 

[4] Skr. (2016). Makt, mål och myndighet – feministisk politik för en jämställd framtid. Stockholm: Socialdepartementet.

[5] Skr. (2016). Makt, mål och myndighet – feministisk politik för en jämställd framtid. Stockholm: Socialdepartementet.

[6] Sveriges Regering (2019). 

[7] Skr. (2016). Makt, mål och myndighet – feministisk politik för en jämställd framtid. Stockholm: Socialdepartementet.

[8] Prop. (2016). Budgetpropositionen för 2017. Uo. 13. Stockholm: Finansdepartementet.

[9] Prop. (2016). Budgetpropositionen för 2017. Uo. 13. Stockholm: Finansdepartementet. Available at: 

[10] Jämställdhetsmyndigheten (2019). Om myndigheten.

[11] Diskrimineringsombudsmannen (2019). Om DO.

[12] Prop. (2016). Budgetpropositionen för 2017. Uo. 13. Stockholm: Finansdepartementet.

[13] Socialdepartementet och Sveriges Kommuner och Landsting SKL (2018). Överenskommelse mellan staten och Sveriges Kommuner och Landsting för att stärka jämställdhetsarbetet på lokal och regional nivå 2018–2020.

[14] Ministry of Health and Social Affairs (2008). Gender Equality in Public Services: Some useful advice on gender mainstreaming.

[15] Prop. (2018)/19:1. Budgetpropositionen för 2019. Uo. 13. Stockholm: Finansdepartementet.

[16] Statistics Sweden (2018): Women and men in Sweden. Facts and figures 2018.

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