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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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Cheap loans for Croatia’s women entrepreneurs

PrintDownload as PDF
Good practice
Šalis: Croatia
Section:
Entrepreneurship
Temos:
Entrepreneurship
Period:
2011 - 2014
Publication date:
06 Kovas 2015
Women Entrepreneurs’ Loan Programme

In brief

The Women Entrepreneurs’ Loan Programme is an innovative loan programme initiated in response to low levels of women’s employment and entrepreneurship in Croatia. It was set up by the Croatian Bank for Reconstruction and Development (HBOR) in cooperation with the Ministry of Entrepreneurship and Crafts (which provides funds for interest-rate subsidies) and the Croatian Agency for SMEs and Investments (HAMAG Invest) which provides guarantees to female entrepreneurs undertaking loans. Twenty-two commercial banks which operate in Croatia are taking part in the programme as well.

The programme targets trade and craft companies, sole proprietorships, co-operatives and institutes which are majority-owned and led by women. It makes favourable loans to women entrepreneurs to invest in initial funding, land, buildings, plant and machinery, breed stock and planting perennial crops, development of products or services, patents, licenses, copyrights, franchises, etc., and also to provide permanent working capital (up to 30% of the total loan). The loan conditions are much more favourable than the current situation on the market.

Altogether, 261 projects had been approved by the end of June 2014, and the amount lent totalled €15.912.329, – (on average €61,000 per project). Most applicants were in the service sector.

Narrowing the gender gap in business

The Women Entrepreneurs’ Loan Programme is an innovative loan programme set up by the Croatian Bank for Reconstruction and Development (HBOR) in cooperation with the Ministry of Entrepreneurship and Crafts (which provides funds for interest-rate subsidies), and the Croatian Agency for SMEs and Investments (HAMAG Invest) which provides guarantees to female entrepreneurs undertaking loans. The programme also involves 22 commercial banks which operate in Croatia.

The programme is open to trade and craft companies, sole proprietorships, co-operatives and institutes which are majority-owned and led by women. Its main aims are to encourage the establishment and development of small and medium-sized businesses owned by women, to increase the number of female entrepreneurs, to create conditions for the greater involvement of women in the economy and to create a favourable entrepreneurial climate.

The programme was initiated in 2011 as part of the National Policy for Gender Equality 2011-2015, which addresses the unfavourable position of women at the labour market and includes the promotion of women’s entrepreneurship among its measures. The policy statement lists the HBOR as one of the key stakeholders in that respect. Other relevant policy documents are the Strategy for Development of Women’s Entrepreneurship in Croatia 2010-2013 (which includes an Action Plan for Implementation of the Strategy, 2010-2013), and the Law on Gender Equality. The need to promote women’s entrepreneurship and employment have become critical due to the prolonged economic crisis (which has lasted since 2009, with little sign of recovery so far) and particularly low employment rate. The total employment rate was 55.4% in 2012 in Croatia (68.4% in EU28), and the women’s employment rate was only 50.2% (62.3% in EU28).

Within this context, and though several incentives in the area of women’s entrepreneurship had been implemented by state agencies and NGOs, the HBOR established this programme which has become the biggest in terms of funding and number of users. The most important aspect of the programme is interest rate subsidies, which are funded from the state budget, through the Ministry of Entrepreneurship and Crafts.

The relevance of the programme derives not only from employment data, but also from those pointing to the rate of entrepreneurship in general and the gender gap in the area of entrepreneurship. According to the Global Entrepreneurship Monitor 2012 Global Report, the established business ownership rate was only 3% (as against 7% in the EU). Croatia has similar rates of necessity-driven and opportunity-driven entrepreneurship, while in the EU as a whole opportunity-driven rate is higher. Among adults, male ‘total early-stage entrepreneurial activity’ (TEA)[1] was 12%, and female 5% in 2012. In this context of the low employment rate and unfavourable economic position of women in Croatia the programme contributes to the employ­ment and economic empowerment of women.

The programme’s implementation has been based on the intention to encourage and promote women’s entrepreneurship and gender equality, but there are insufficient data to assess its long-term effects. However, the programme’s effect is visible in the increased number of women who use guarantee schemes and risk capital funds for innovative projects.

Low-interest loans

The initiative makes available favourable loans for capital expenditure in women’s businesses: it may cover initial funding, land, buildings, plant and machinery, breed stock and planting perennial crops, development of products or services, patents, licenses, copyrights, franchises, as well as permanent working capital (up to 30% of the loan amount).

The loan conditions are much more favourable than the current situation on the market: the loan amount can range from 80,000 to 700,000 HRK (€10,000 to €90,000), with an interest rate of 4% per year minus the subsidies which can be up to 2% per year. There is a grace period of up to two or up to five years, and a repayment period of 12 years, with a possibility to finance up to 100% of the investment.

Each application is analysed according to the procedure required by other loan programmes, which means that in addition to checking the required documents, the economic and financial viability, the reality of the input data, sensitivity, etc. are also analysed.

The number of applications approved in 2011 was 32, of which 10 were from novice entrepreneurs,. In 2012 the number of applications approved grew to 86, of which 34 were submitted by novice entrepreneurs. By June 2014 it had approved 261 loans. The average loan was for €61,000 and the total amount lent was €15,912,329. The programme continues till the end of 2014.

The majority of the applicants are in the service sector, including personal services, health care, legal and accounting activities, manufacture of food products, vegetable and animal production, hunting and related services, and food, beverage and accommodation services, while there are significantly fewer applications from the manufacturing sector.

Working with stakeholders

The programme’s success has been to cooperate successfully with stakeholders in complimentary initiatives and those identified in the National Policy for Gender Equality. Cooperation with EBRD BAS Croatia (European Bank for Reconstruction and Development Business Advisory Services) within the BAS Women in Business framework allowed valuable joint promotion, exchange of information and mutual references. HAMAG Invest provided guarantees which were vital for start-up entrepreneurs. Subsidies from the state budget and the support of the Ministry of Entre­preneurship and Crafts made it possible to have one of the lowest interest rate on the market.

However this dependence on state organisations also represents a threat to the programme’s sustainability. In 2012 HAMAG Invest merged its Women Entrepreneurs Guarantee Programme into its newly adopted guarantee scheme. Also the ministry stopped providing its interest rate subsidies in the middle of 2013. However the HBOR continued to provide one of the most favourable interest rates on the market (2%) on its own and is planning to do so until the end of 2014. Thereafter, the future of the programme is uncertain. At the same time, the ministry itself launched a comprehensive SME programme in 2013. It has no separate line for women, but applications from women are scored preferentially. Being a woman (if a women has owned more than 51% of the company for at least one year) scores a bonus of 15 points out of 100, and being a woman, Roma, a person with disabilities, etc. brings a bonus of up to 30 points.

Another possible obstacle to the programme’s continuation is that the lack of monitoring and evaluation, and of statistical data in general, makes it difficult to provide evidence of the programme’s results.

Two lessons stand out. First, guarantees are vital for start-up business. Secondly, it is important to involve key stakeholders and decision-makers throughout the programme implementation, on the basis of a very clear political commitment to directly address women’s entrepreneurship.

[1] GEM defines TEA as the percentage of the 18-64 population who are either a nascent entrepreneur or the owner-manager of a new business

Contacts/Further Information

Contacts

Ivana Grahovac

HBOR

Strossmayerov trg 9

10000 Zagreb

Croatia
+385 1 45 91 605

msp@hbor.hr

Further information

Website

News and achievements of the HBOR Loan Programme

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Cheap loans for Croatia’s women entrepreneurs - Croatia
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Metadata

Tool:
Funding
  • In brief
  • Narrowing the gender gap in business
  • Low-interest loans
  • Working with stakeholders
  • Contacts/Further Information
  • More good practices
  • Downloads

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