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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
      • #3 Steps Forward
        • How can you make a difference?
      • 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
      • 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
          • 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
        • 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
    • 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-responsive 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
    • Bulgaria
      • Overview
    • Czechia
      • Overview
    • Denmark
      • Overview
    • Germany
      • Overview
    • Estonia
      • Overview
    • Ireland
      • Overview
    • Greece
      • Overview
    • Spain
      • Overview
    • France
      • Overview
    • Croatia
      • Overview
    • Italy
      • Overview
    • Cyprus
      • Overview
    • Latvia
      • Overview
    • Lithuania
      • Overview
    • Luxembourg
      • Overview
    • Hungary
      • Overview
    • Malta
      • Overview
    • Netherlands
      • Overview
    • Austria
      • Overview
    • Poland
      • Overview
    • Portugal
      • Overview
    • Romania
      • Overview
    • Slovenia
      • Overview
    • Slovakia
      • Overview
    • Finland
      • Overview
    • Sweden
      • 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
        • #3 Steps Forward
          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • Policy cycle
    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • 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+
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Policy cycle in security

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Policy cycle
Define
Plan
Act
Check

Define

In the ‘define’ phase, it is recommended that in­formation be gathered on the situation of women and men in a particular area. This means looking for sex-disaggregated data and gender statistics, along with checking for the existence of studies, programme or project reports, and/or evaluations from previous periods.

Examples of gender and internal security statistics

At the EU level, relevant databases and indices have been developed to address the dimension of gender in security through Eurostat. At the in­ternational level, the UNODC is a useful resource. Databases may also exist at the level of individual Member States.

Eurostat – on crime

The Eurostat section on crime and criminal justice is a relevant source. The database provides demo­graphic contextual information. All data are disag­gregated by sex and include the following areas:

  1. recorded intentional homicides and sexual offences,
  2. persons in the criminal justice system,
  3. court processes,
  4. prison and prisoner characteristics,
  5. crime – historical data.

However, the data sets are limited due to a lack of sex-disaggregated data collected in a rigorous and methodical way by some Member States. Comparing countries may not be possible and could lead to misleading inferences or wrong con­clusions. Adherence to European norms on data collection, storage and analysis requires a buy-in from national statistical agencies. Additionally, different criminal justice systems rely on different definitions, reference times, norms and counting and calculation methods. It may therefore be challenging to identify gender-related patterns in crime.

United Nations Office on Drugs and Crime – on cybercrime

The cybercrime repository brings together, in a central location, all national-level cybercrime laws (including legislation and case-law) and lessons learned, in order to facilitate ongoing assessment of needs and criminal justice capabilities. The da­tabase is searchable, which means that references to gender, women and men in national legislation can be identified.

European Commission - data collection on trafficking in human beings (THB) in the EU

The final report from Lancaster University pub­lished in 2018, presents EU-wide data on THB with sex and age breakdown on victims and perpetra­tors (suspects, prosecutions and convictions), on forms of exploitation and nationality.

Examples of studies, research and reports

The European Commission 2017 ‘Operational guidelines on the preparation and implemen­tation of EU financed actions specific to coun­tering terrorism and violent extremism in third countries’ represent an example of a policy that has successfully embedded a gender-sensitive approach. In line with EIGE’s approach, gender is considered at all stages of the policy cycle. The document recognises the different pathways to radicalisation and draws links between gender, empowerment and human rights. Specifically, the document calls for programmes aimed at wom­en’s empowerment, linking security objectives to education, engagement and participation within local communities. Deep understanding of the local context is also a necessary precondition for the effective operationalisation of the principles and to avoid the co-optation or instrumentalisation of gender equality as a principle.

The European Parliament Committee on Women’s Rights and Gender Equality study draws attention to the impact of gender stereotypes on the op­erationalisation of key policies. The report found that the focus of European and national policies on the active perpetrators of political violence, i.e. mostly men, has overlooked women’s role in and support for violent extremism. Although women still represent the minority of individuals travelling to join jihadist groups in Iraq and Syria (approximately 17 % of the total in 2016), it raises important questions about the role of gender in radicalisation.

A few examples at the UN and Member State levels are included below, looking at violent extremism, organised crime and cybercrime. These studies help to highlight the unconscious biases of traditional research methods in the harvesting of data that are gender sensitive and help to mainstream gen­der within policy domains traditionally perceived to be gender free.

International Alert and the UN Development Pro­gramme provide a 2018 toolkit for improving the impact of PVE programming, which is a good example of a mainstream document that seeks to move beyond gender stereotyping in the area of terrorism and CVE. This document highlights the impact terrorism has on men through profiling and on women whose vulnerability, particularly in the context of the private sphere/family, is often marginalised. This document adopts a gen­der-sensitive approach, as it helps to break down assumptions underpinning policy decisions that have contributed to women’s disempowerment and the increased securitisation of men in the context of armed conflict by inadvertently reproducing gender stereotypes.

United Nations Office on Drugs and Crime – resource on terrorism

In 2017, UNODC produced the ‘Handbook on Children Recruited and Exploited by Terrorist and Violent Extremist Groups – The role of the justice system’. This document provides a detailed assess­ment of strategies for preventing the recruitment of children by terrorist and violent extremist groups. The report draws attention to the importance of integrating a gender and cultural dimension into such mechanisms and is therefore an important resource for considering a gender perspective.

EIGE’s report Gender-Specific Measures in An­ti-Trafficking Actions provides a gender analy­sis of the provisions and obligations under the anti-trafficking directive and the victims’ rights directive, identifying strengths and opportunities for improvement in the protection and response to the needs of victims of trafficking for sexual exploitation.

European Commission - study on the gender dimension of trafficking in human beings (2016)

The study is situated within the law and policy en­vironment in the EU on anti-trafficking in human beings and on gender equality. This includes anal­ysis of the gender dimension of each of the fields that are identified as priorities in the EU Strategy (COM(2012) 286 final) towards the eradication of trafficking in human beings (victim assistance, law enforcement, prevention by demand reduction, coherence and coordination, and knowledge and emerging concerns).

FRA - “Children deprived of parental care found in an EU Member State other than their own - A guide to enhance child protection focusing on victims of trafficking”

The report aims to strengthen the response of all relevant actors for child protection. The protection of those girls and boys is paramount and an ob­ligation for EU Member States, derived from the international and European legal framework. The guide includes a focus on child victims of trafficking and children at risk, implementing an action set forth in the 2017 Communication stepping up EU action against trafficking in human beings, and takes into account identified patterns, including with respect to the gender specificity of the crime.

 

Examples of gender analysis

The dangerous women project

In the dangerous women project, Professor Liz Campbell provides a comprehensive overview of the literature on organised crime from a gender perspective. The report identifies the limited con­sideration of the roles women adopt and play and the lack of attention given to the gendered impact of policy measures – such as, at a national level, the Criminal Justice and Licensing Act 2010, which makes it an offence for a person to fail to report to the police their knowledge or even suspicion that another person is involved in, or directs, organised crime. This crime of omission is categorised as such because it is an individual’s failure to act or to prevent harm, rather than a positive action, which constitutes the offence. Knowledge of organised crime can come from employment or from personal relationships. The latter has significant gendered implications. For example, in Scotland, the majority of those involved in organised crime are men (89 %). This means that the burden of reporting falls on partners (the majority of whom will be women). The report draws attention to how this encroaches on private and family life (protected by Article 8 of the European Convention on Human Rights). This places an unjustifiable and dangerous burden on partners, spouses and children.

Feminist triangles and coalitions for advancing gender in security institutions

Professor Roberta Guerrina, Dr Katharine Wright and Dr Laura Chappell have been examining the impact of feminist triangles on generating institutional buy-in for gender in the area of Eu­ropean security and defence. Two studies high­light the importance of feminist constellations in supporting the inclusion of this agenda in a policy domain traditionally reluctant to work towards, or resistant to, the full operationalisation of gender mainstreaming as a policy strategy. This work identifies three groups of critical actors: experts operating within the institutions, advocacy groups holding the organisations to account and, finally, epistemic communities. The development of the EU’s role as a feminist foreign policy actor overlaps with the emergence of a feminist constellation in this broader policy field.

Plan

In the ‘plan’ phase, it is relevant to analyse budgets from a gender perspective. Gender budgeting is used to identify how budget allocations contribute to promoting gender equality. Gender budgeting shows how much public money is spent for wom­en and men respectively and therefore it aims to ensure that public funds are fairly distributed between them. It also contributes to accounta­bility and transparency about how public funds are being spent.

When planning, monitoring and evaluation systems must be established, along with indicators that will allow for the measurement and comparison of the impact of the policy or programme on women and men over the time frame of its implementation. It is necessary to establish appropriate moments for monitoring and evaluating the policy.

Examples of gender budgeting in security

The 2015 European Parliament study The EU Budget for Gender Equality analyses the EU budget from a gender perspective to reveal how revenue and spending decisions impact gender equality. It includes the operational expenditure of six policy areas, including that of justice. The study also includes an in-depth presentation of the ‘capability’ approach used to carry out the gender analysis of the EU budget in the selected policy areas, including internal security. In 2019, the European Parliament published an update to the 2015 study, assessing the progress made in gender budgeting since 2015.

Examples of indicators for monitoring gender and security

Duke Law International Human Rights Clinic and the Women Peacemakers Program

The Duke Law International Human Rights Clinic and the Women Peacemakers Program produced a report in 2017 entitled ‘Tightening the Purse Strings: What countering terrorism financing costs gender equality and security’. This report high­lights the importance of monitoring and evaluat­ing existing policies. It finds rules for countering terrorism financing have been both designed and implemented in a way that takes no account of the way in which women’s organisations function, and works against them. For example, the regulatory frameworks for countering terrorism financing often restrict transnational financial flows, involve heavy compliance requirements, block receipt of funds, favour established and also often in­ternational organisations, require extensive and detailed information on civil society organisations’ activities, and decrease the risks donors and banks are willing to take. Such a response to terrorism and violent extremism may then in practice work against gender equality. In practice, prohibitions support both indirect and direct discrimination based on sex and gender, guaranteeing freedom of association, assembly, and expression, which necessitated ensuring access to resources.

Act

In the implementation, or ‘act’ phase of a policy or programme, it is necessary to ensure that all those involved are sufficiently aware of the relevant gen­der objectives and plans. If they are not, briefings and capacity‑building initiatives should be set up according to staff needs. Researchers, proposal evaluators, monitoring and evaluation experts, scientific officers and programme committee members should all be taken into consideration.

Examples of capacity‑building initiatives about gender and security

UN Women ‘empowered women, peaceful communities’ programme

This programme seeks to understand women’s diverse roles in violent extremism, from promot­ers to preventers. UN Women is working directly with women at the community level to support their empowerment as a key strategy for support­ing and building community cohesion. This has contributed to increasing women’s knowledge of violent extremism and as a result improved their confidence to engage in initiatives to pre­vent it. Both women and men in the programme recognised that the economic empowerment of women reduced tensions within the family and the community and thereby contributed to more peaceful and resilient societies.

The DCAF, OSCE Office for Democratic Institutions and Human Rights and UN Women Gender and Security Toolkit is a series of practical and policy guides to promote gender equality and integrate a gender perspective into the security and justice sector. The toolkit focuses both on advancing gender equality within security and justice insti­tutions and on how the security and justice sector can help achieve gender equality and WPS goals within society. Drawing on the past decade of policy innovation and best practices, the tools highlight what success in this area looks like and how it can be achieved.

Examples of gendered language in security

UN Development Programme Lebanon – ‘Guide Note to Gender Sensitive Communication’

The UN Development Programme’s gender-sen­sitive communication guide is an important tool for ensuring a transformative approach to gender equality and women’s empowerment with wider applicability. It calls for all staff to be attentive to their language and vocabulary because the use of specific words can reinforce or subvert gender inequalities. It highlights how language plays a key role in understanding behaviour and lines of thinking. The gender communication guidebook helps individuals avoid stereotypes and common mistakes when talking about gender in all audio­visual and written communication, be it in articles, media, field visits, reports or emails. It promotes gender awareness, which requires critical thinking, sensitivity and receptiveness.

Check

A policy cycle or programme should be checked both during – i.e. monitored – and at the end – i.e. evaluated – of its implementation.

Monitoring the ongoing work allows for progress to be followed up and for unforeseen difficulties to be remedied. This exercise should take into account the indicators delineated in the planning phase and realign data collection based on those indicators.

At the end of a policy cycle or programme, a gen­der‑sensitive evaluation should take place. The evaluation should be made publicly accessible and its results strategically disseminated to promote its educational potential.

Stakeholders (e.g. gender experts, civil society organisations) could be consulted on the topic at hand, to share and validate findings and improve the policy or programme proposal. This will enhance the learning process on the subject for all those involved and will improve the quality of the work done at EU level. The stakeholder consultation process will start in this phase, but could also be considered as an important method to be applied along all the phases of the policy cycle.

Examples of monitoring and evaluation of gender and security

United Nations

The responsibility for the implementation of UN­SCRs related to WPS lies first and foremost with UN member states and the UN itself, in addition to civil society organisations and international and regional security institutions. To support this, the UN Security Council has encouraged member states to develop national action plans detailing their implementation plans, including goals and timetables, to enable monitoring. UN Women has also produced useful toolkits and resources for planning and monitoring.

OSCE – Implementing the Women, Peace and Security Agenda in the OSCE Region

By analysing the national action plans on WPS of the OSCE participating states, this report illustrates the progress made in the implementation of the WPS agenda in the OSCE region. It highlights main trends and challenges, including in the monitoring and evaluation of the national action plans.

Geneva Centre for the Democratic Control of Armed Forces (DCAF) – Gender self-assessment guide for the police, armed forces and justice sector

In 2011, the DCAF produced its Gender Self-Assess­ment Guide for the Police, Armed Forces and Justice Sector for assessing the gender responsiveness of security sector institutions. While it can be used by other security sector institutions, it is designed for use by police services, armed forces and justice sector institutions in particular. The guide includes a specific section on monitoring and evaluation.

Europol – ‘The Female Factor – Gender balance in law enforcement’

In 2012, Europol launched its own gender-bal­ance project to explore the causes of the gender imbalance in its staff base, in particular at senior levels. The project aimed to address the gender imbalance, raise awareness of gender equality and ensure that gender equality became integral to the working environment of Europol. Europol interviewed delegates at the European Police Chiefs Convention in The Hague, with a key ques­tion in mind: ‘why are there so few women at a senior level in law enforcement compared to other professions?’ The report concluded: if ‘we [Europol] are to remain competitive in the fight against international organised crime and achieve the desired successes, then we must embrace gender diversity, bringing together talent, skills and knowledge from all sides to create the most effective workforce’.

Examples of stakeholders that could be consulted

  • The European Network of Policewomen. An EU-wide network aiming to facilitate positive changes with regard to gender mainstreaming and the management of diversity, as well as improving the position of women within European police and other law enforcement organisations.
  • The European Peacebuilding Liaison Office. An independent civil society platform of 16 European non-governmental organisations, non-govern­mental organisation networks and think tanks that work to build peace and prevent conflict, founded in 2001.
  • The European Women’s Lobby. The largest umbrella organisation of women’s associations in the EU, representing more than 200 organisations and working to promote women’s rights and equality between women and men.

Practical examples of gender mainstreaming in security

2014 Global Counterterrorism Forum – ‘Good Practices on Women and Countering Violent Extremism’

This report of good practices highlights practical examples of the benefits and the necessity of mainstreaming gender in the security sector. This includes discussion of working methods, training of security bodies and improving the inclusivity of institutions, which improves operational ef­fectiveness and oversight of CVE measures. In particular, it points to the benefits of the full and active engagement of men and boys in supporting gender mainstreaming and advancing the roles of women and girls in CVE. It highlights how engaging male leaders can support the creation of spaces for women and girls in otherwise male-dominated settings, including communities and government.

  • Define
    • Examples of gender and internal security statistics
    • Examples of studies, research and reports
    • Examples of gender analysis
  • Plan
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    • Examples of monitoring and evaluation of gender and security
    • Examples of stakeholders that could be consulted
    • Practical examples of gender mainstreaming in security

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