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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
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        • #3 Steps Forward
          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
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      • Education
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      • Employment
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    • 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
        • ¿A quién está destinada esta guía?
        • ¿Por qué la presupuestación con perspectiva de género es importante en los Fondos Europeos objeto de gestión compartida?
          • Tres motivos por los que la presupuestación con perspectiva de género es fundamental en los Fondos de la UE
        • ¿Qué es la presupuestación con perspectiva de género?
          • La presupuestación con perspectiva de género: una introducción
          • ¿Qué tiene que ver la presupuestación con perspectiva de género con la vida de las mujeres y de los hombres?
          • ¿Qué implica la presupuestación con perspectiva de género en la práctica?
          • La presupuestación con perspectiva de género en los Fondos de la UE
            • La presupuestación con perspectiva de género como forma de cumplir los requisitos legales de la UE
            • La presupuestación con perspectiva de género como forma de promover la rendición de cuentas y la transparencia en la planificación y gestión de las finanzas públicas
            • La presupuestación con perspectiva de género como forma de aumentar la participación de las mujeres y los hombres en los procesos presupuestarios
            • La presupuestación con perspectiva de género como forma de impulsar la igualdad entre mujeres y hombres en toda su diversidad
        • ¿De qué modo podemos aplicar la presupuestación con perspectiva de género a los Fondos de la UE? Herramientas prácticas y ejemplos de Estados miembros
          • Herramienta 1: Adaptación de los Fondos de la UE al marco normativo de la UE en materia de igualdad de género
            • Base normativa y legislativa para las políticas de la UE en materia de igualdad de género
            • Requisitos concretos para la consideración de la igualdad de género en el marco de los Fondos de la UE
            • Condiciones favorables para los Fondos de la UE
            • Otros recursos
          • Herramienta 2: Análisis de las desigualdades y las necesidades en materia de género a escala nacional y subnacional
            • Pasos para evaluar y analizar las desigualdades y las necesidades en materia de género
            • Fase 1. Recopilar información y datos desagregados sobre el grupo destinatario
            • Fase 2. Identificar las desigualdades de género existentes y sus causas subyacentes
            • Fase 3. Consultar directamente a los grupos destinatarios
            • Fase 4. Extraer conclusiones
            • Otros recursos
          • Herramienta 3: La puesta en práctica de la igualdad de género en objetivos políticos (en acuerdos de asociación) y en objetivos/medidas específicos (en programas operativos)
            • Pasos para hacer efectiva la igualdad de género en acuerdos de asociación y programas operativos
            • Orientaciones generales sobre la integración efectiva de la igualdad de género en la formulación de objetivos políticos, medidas y objetivos específicos
            • Lista de control para poner en práctica el principio horizontal de la igualdad de género en los acuerdos de asociación
            • Lista de comprobación para poner en práctica el principio horizontal de la igualdad de género en los programas operativos
            • Ejemplos de la integración de la igualdad de género como principio horizontal en objetivos estratégicos y específicos
          • Herramienta 4: Coordinación y aspectos complementarios entre los Fondos de la UE para promover la conciliación de la vida familiar y la vida profesional
            • Medidas para mejorar la coordinación y los aspectos complementarios entre los Fondos
            • Paso 1. Adaptación a los objetivos estratégicos de la UE para la igualdad de género y los objetivos nacionales de igualdad de género
            • Pasos 2 y 3: Identificación y desarrollo de posibles intervenciones dirigidas a impulsar la conciliación entre la vida profesional y la vida familiar
            • Paso 4: Supervisión mediante el uso de indicadores dentro de los sistemas de seguimiento y evaluación
            • Estudio de caso ficticio 1: Conciliar el trabajo remunerado y la atención a la infancia
            • Estudio de caso ficticio 2: Conciliar el trabajo por turnos y la atención a la infancia
            • Estudio de caso ficticio 3: Conciliar el cuidado personal con el cuidado a los otros
            • Estudio de caso ficticio 4: Conciliar el cuidado de los hijos y las hijas y de personas de edad avanzada con el trabajo a turnos
            • Otros recursos
          • Herramienta 5: Definir asociaciones y la gobernanza multinivel: designar a los socios pertinentes, establecer la función de las personas expertas en cuestiones de género y determinar la composición de los comités de seguimiento
            • Pasos para definir las asociaciones y la gobernanza multinivel
            • Otros recursos
          • Herramienta 6: Desarrollar indicadores cuantitativos y cualitativos para promover la igualdad de género
            • Pasos para desarrollar indicadores cuantitativos y cualitativos
            • El FEDER y el Fondo de Cohesión (los mismos indicadores comunes)
            • FSE+
            • FEMP
            • Otros recursos
          • Herramienta 7: Definir los criterios de selección de los proyectos con enfoque de género
            • Pasos para apoyar la selección y el desarrollo de proyectos sensibles al género
            • Lista de control para la preparación de las propuestas de convocatorias de proyectos
            • Lista de control para los criterios de selección de proyectos
            • Herramienta complementaria: Acuerdos sensibles al género con las personas encargadas de la ejecución del proyecto
          • Herramienta 8: Seguimiento de las asignaciones de recursos para la igualdad de género en los fondos de la UE
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Herramienta 9: Transversalidad de género en el diseño de los proyectos
            • Pasos para integrar la perspectiva de igualdad de género en el diseño de los proyectos
            • Fase 1. Adecuación a los indicadores y objetivos en materia de género de los acuerdos de asociación y los programas operativos
            • Fase 2. Desarrollo y diseño del proyecto
            • Face 3. Ejecución del proyecto
            • Fase 4. Evaluación del proyecto
          • Herramienta 10: Integración de la perspectiva de género en los procesos de seguimiento y evaluación
            • Pasos para integrar la perspectiva de género en los procesos de seguimiento y evaluación
            • Otros recursos
          • Herramienta 11: Presentación de informes sobre el gasto en recursos en favor de la igualdad de género en los Fondos de la UE
            • Seguimiento de los gastos destinados a promover la igualdad de género
            • Otros recursos
          • Referencias
          • Siglas y acrónimos
          • Agradecimientos
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • 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
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • Administrative data collection
      • Data collection on violence against women
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
    • Femicide
    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Good practices in EU Member States
    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Regulatory and legal framework
      • International regulations
      • EU regulations
      • Strategic framework on violence against women 2015-2018
      • Legal Definitions in the EU Member States
    • Literature and legislation
    • EIGE's publications on gender-based violence
    • Videos
  • Gender Equality Index
    • View countries
    • Compare countries
    • Thematic Focus
    • About Index
    • Publications
    • Forum 2022
    • Index Game
    • Videos
  • Gender Statistics Database
    • Browse Gender Statistics
    • Data talks
    • FAQs
    • About
    • Search
  • Beijing Platform for Action
  • Countries
    • Belgium
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    • Denmark
    • Germany
    • Estonia
    • Ireland
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    • Luxembourg
    • Hungary
    • Malta
    • Netherlands
    • Austria
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    • Portugal
    • Romania
    • Slovenia
    • Slovakia
    • Finland
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  • Topics
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    • Maritime affairs and fisheries
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    • Youth
  • About EIGE
    • EIGE's organisation
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    • Our work
      • Stakeholders
      • EU candidate countries and potential candidates
        • About the IPA project
        • Examples from the region
          • Browse
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        • Gender equality indices in the Western Balkans and Turkey
        • Gender statistics in the Western Balkans and Turkey
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    • Gender Equality Forum 2022
      • About
      • Agenda
      • Videos
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      • Practical information
  • EIGE’s publications
    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
        • Subordination and trivialisation
          • Naming conventions
          • Patronising language
      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
        • Solutions for how to use gender-sensitive language
        • Pronouns
        • Invisibility or omission
        • Common gendered nouns
        • Adjectives
        • Phrases
      • Policy context
    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
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    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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Gender Equality in Academia and Research

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  • 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
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    • Bulgaria
    • Croatia
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    Slovakia

    Country: 
    Slovakia

    PROMOTING GENDER EQUALITY IN RESEARCH

    Legal framework

    As of September 2021, Slovakia has not adopted any specific strategies, laws or regulations promoting gender equality in research and innovation.

    Policy framework

    The National Strategy for Gender Equality in the Slovak Republic 2014-2019[1] was prepared by the Ministry of Labour, Social Affairs and Family. It partially supported the integration of gender equality into science, research and higher education as one of its six priorities. Planned measures focused on the issue of gender mainstreaming, reconciliation of work and family life, and participation of women in decision-making (fostering women’s participation in management and decision-making of universities and research organisations). The Ministry of Labour, Social Affairs and Family and the Ministry of Education, Science, Research and Sport were responsible for implementing the measures, alongside the Gender Equality Committee of the Governmental Council for Human Rights, Minorities and Gender Equality. Despite being expected to be implemented by 2018, as of 2021 none of the measures were realised, implemented or monitored. Coordination between the key stakeholders was unsuccessful, and the growing influence of populist and right-wing political parties meant that the gender agenda has become a topic of polarisation in the society. The word “gender” is a subject of controversy and misunderstanding and is now used by numerous (even leading) political representatives as a synonym for anti-family policies and the LGBTQI+ agenda. In short, the gender ideology rhetoric has become an ideological and political battleground, dividing society (and politicians) at a number of levels[2].

    Since the creation of the new coalition government in March 2020, the Department of Gender Equality and Equal Opportunities of the Ministry of Labour, Social Affairs and Family) has been renamed the Department of Equality between Women and Men and Equal Opportunities (so as to avoid the word “gender”). It was also restructured and moved under the remit of Family Policy. A new Department of Horizontal Principles – Equality between Men and Women and Non-Discrimination was also established under the section of Family Policy[3].

    The funding schemes of the Ministry of Labour, Social Affairs and Family and its equality department(s) demonstrated a new approach to the gender equality agenda. No feminist organisations received financial support - only pro-family and pro-life organisations received funding (despite the efforts of an official independent review panel)[4].

    In April 2021, the Slovak Government adopted the “State Strategy for Equality between Women and Men and Equal Opportunities 2021-2027” and its Action Plan, prepared by the Department of Equality between Women and Men and Equal Opportunities. The Strategy and Action Plan have eight priorities, including ”equality between women and men and equal opportunities in education, research and science”. This priority does not meet the requirements of the EU and Horizon Europe, but, rather, focuses on lower-level education, combating stereotypes, violence against women and children, and sexual harassment. In general, it emphasises the importance of combating violence against women and children, supporting families and single mothers, and encouraging men to take-up parental leave[5].

    The Slovak Centre of Scientific and Technical Information (CVTI[6]) is part of the Ministry of Education, Science, Research and Sport. It is responsible for supporting the Horizon research programmes and European Research Area (ERA)-related activities. The CVTI is the only public institution carrying out initiatives related to gender equality in research and innovation.

    The CVTI organises the annual “Scientist of the Year” competition, in cooperation with the Slovak Academy of Sciences and the Union of Associations for Science and Technology. It rewards and publicises outstanding scientific results. In 2015, a new category was added – “Woman Scientist of the Year”, with the competition rewarding women and men scientists separately. Other categories (“Young Scientist”, “Scientist in Technology” or “Lifelong Achievement”) remained gender-neutral. In 2017, “Woman Scientist of the Year” was cancelled with no explanation, with the main award now called “Scientist of the Year”, using a masculine grammar form.

    The CVTI managed a sub-webpage, “Women in Science”, focusing on women in science and research. It contained information on relevant national and EU documents, including results from international projects on gender equality in research and innovation. It also promoted women scientists from a historical perspective and presented interviews with successful contemporary women scientists. This initiative ended in 2019, when the Centre’s new website was introduced, featuring a new ERA portal[7]. That portal presents gender equality in research[8] by introducing key EU documents and deliverables of selected EU projects with Slovak participation. Inspiring personal interviews with women scientists no longer feature.

    The CVTI is a key organiser of information days and workshops on Horizon 2020 and Horizon Europe. A presentation on gender aspects is always an integral part of these workshops. It also arranges ad hoc seminars on gender equality in research and innovation, such as the gender equality dimension in Horizon 2020 and Horizon Europe. The CVTI’s most recent initiative aims to support research organisations to prepare their Gender Equality Plans (GEPs). It has established a network of research organisations’ representatives and experts to support universities that need help in preparing their GEPs. The Centre is also preparing basic guidelines on developing GEPs. Despite these positive initiatives, the CVTI’s activities do not have a significant impact on official national strategies and policies, which remain lacking.

    Other stimulatory initiatives

    Between 2007 and 2013, the Slovak-Czech Women’s Fund awarded the Ludmila Cuchranova Memorial Stipend. Stipends were awarded to women doctoral students in STEM disciplines to cover their travel expenses to international conferences. The stipend aimed to support women scientists in research areas where women are underrepresented in order to promote their research and develop their scientific careers.

    In 2019, the ESET Foundation (part of the private IT security company ESET) launched the “ESET Science Award” to publicly recognise exceptional (women or men) individuals in science. All ESET activities demonstrate an interest in and support for gender equality/diversity policies. The company is an example of how a private sector company can contribute to changing institutional cultures regarding equality/diversity practices and policies. ESET’s award ceremonies are broadcast at prime time by Slovak Television, demonstrating the importance of science in society and celebrating the work of women and men scientists.

    Key actors

    The CVTI is the only national institution that carries out initiatives to promote gender equality in research and innovation.

    INITIATIVES FOR GENDER EQUALITY BY RESEARCH PERFORMING ORGANISATIONS

    Gender equality initiatives in public research organisations are generally project-based and are not embedded within institutions’ strategic goals and structural activities. They typically consist of short-term activities (seminars, conferences, training), lacking long-term vision, impact or drive for institutional structural change. Sex-disaggregated data collection and research on the position of women in academia remain rare in Slovak research organisations, largely because the Ministry of Education, Science, Research and Sport does not require the collection of sex-disaggregated data.

    Gender equality initiatives at the Slovak Academy of Sciences (SAS) included a 2002 empirical survey (including in-depth interviews) of the situation of women working as researchers in SAS The survey examined the need for a specific intervention and led (indirectly) to the creation of the so-called children’s corner. In 2005, SAS sought to contribute to structural change by establishing an Equal Opportunity Committee. The initiative did not last long, with the Committee active for only a few years. In 2020, SAS became a member of the Horizon 2020 ATHENA project, and is in the process of preparing its first GEP.

    The Faculty of Informatics and Information Technology of the Slovak University of Technology in Bratislava implemented the “You, too, in IT” (Aj ty v IT) project since 2013 (together with the civic association, Aj ty v IT). This project aims to attract women and girls into informatics and IT. The project webpage[9] promotes women in informatics through personal stories, information on IT professions and study programmes. The Faculty and civic association organise workshops for girls and young women, as well as mentoring programmes for students interested in studying informatics. Since 2014, they have organised “Girls’ Day”, which sees IT companies and institutions welcome girls aged 14-18 to visit their facilities (e.g. ESET). In 2021, the Faculty started developing a GEP in order to meet Horizon Europe programme requirements. The Project Management Department was charged with preparing the GEP.

    Research funding organisations have not been active partners in gender equality in the research and innovation agenda. Some progress is evident, however. The Slovak Research and Development Agency (Agentúra pre podporu vedy a výskumu, SRDA) is participating in the Horizon 2020 project “Grant Allocation Disparities from a Gender Perspective” (GRANteD)[10].

    RELEVANT EXAMPLES OF PRACTICES

    Gender Equality Strategy/GEP

    Pavel Jozef Šafárik University in Košice was the first Slovak university to voluntarily prepare a gender equality strategy. In 2017, a working group consisting of five people from several faculties was formed, on the initiative of top management. The group undertook a gender audit, analyses of numerous international documents, studies and report and qualitative surveys before drafting the Gender Equality Strategy. The Rector subsequently restructured the group as an advisory body, the “Advisory Board for Gender Equality”. It built on the Gender Equality Strategy and prepared the Gender Equality Plan for 2020-2022. The plan is connected to the Human Resources Excellence in Research Award, granted to the University by the European Commission in the framework of the Human Resources Strategy for Researchers (HRS4R) in 2021.

    At Žilina University, the ERA Chair project, ERAdiate, prompted consideration of a GEP. One of the initiatives discussed during the project was an opportunity to take part in the Horizon 2020 CHANGE project. That project saw the University organise a number of activities, such as an exhibition on women scientists and a series of workshops for research organisations and funding organisations. A GEP was developed and is expected to be adopted by the end of 2021.

    Comenius University (Univerzita Komenského, UK) is the oldest Slovak university and also the most complex, with 13 faculties. It has a Centre for Gender Studies in the Faculty of Arts , which has provided university education in Gender Studies since 2001(the only one of its kind). Participation in the Horizon 2020 Equal4Europe project provided the Centre with an opportunity to influence the gender equality strategy at UK. It undertook quantitative and qualitative surveys, which will form the basis of its first gender equality strategy and GEP.

    The Faculty of Materials, Science and Technology at the Slovak University of Technology is another research organisation that developed a GEP (2021) within the EU-funded Horizon 2020 “Gender equality in STEM Research” (CALIPER) project.

    Career Development Plan (CDP)

    In 2013, the Faculty of Health Care and Social Work at Trnava University developed a GEP (as part of the FP7 project, GENOVATE). The GEP included a measure to implement a CDP for university research employees. The project team took a participatory approach to developing the CDP. It mapped the state-of-play in two faculties, collected sex-disaggregated data on research and education employees, interviewed the Human Resources Department of the Rectorate and personnel administrators of both faculties, surveyed research employees, and distributed questionnaires on gender equality at awareness-raising activities. The inclusion of surveys, questionnaires and discussions demonstrated evidence-based policy-making, contributed to raising awareness of gender equality and the policy itself, and created a sense of ownership within the two faculties.

    Matej Bel University in Banská Bystrica developed gender equality policies and a GEP as part of the Human Resources Excellence in Research award (HRS4R). It was the first Slovak institution to receive the award in December 2018. Planning a GEP was part of the HRS4R Action Plan. Working towards the award made it easier to discuss and agree the need to develop a GEP at the top management level. The Vice-Rector for Research established a working group on gender equality that collected sex-disaggregated data and conducted focus groups. The GEP was developed using the EIGE’s GEAR tool and results of a number of successful EU projects, and is expected to be adopted by the end of 2021. This example suggests the HRS4R agenda is a useful way of overcoming resistance.

    Footnotes

    [1] text text

    [2] text text

    [1] https://www.gender.gov.sk/en/files/2015/06/Strategy_EN.pdf

    [2] Valkovičová, V. and Meier, P., “Everyone has the right to their opinion: ‘Gender Ideology’ Rhetoric and Epistemic Struggles in Slovak Policymaking”, Social Politics, 2021, pp. 1-20.

    [3] This department chose “equality between men and women“ rather than “equality between women and men“, as per the other department.  

    [4] https://dennikn.sk/2078386/krajniak-vymazava-slovo-rod-peniaze-na-rodovu..., https://dennikn.sk/2235009/krajniak-utoci-na-feministicke-organizacie-do...

    [5] Celoštátna stratégia rovnosti žien a mužov a rovnosti príležitostí V Slovenskej republike na roky 2021–2027,  https://epale.ec.europa.eu/sk/resource-centre/content/celostatna-strateg...

    [6] www.cvtisr.sk

    [7] www.eraportal.sk/en

    [8] https://eraportal.sk/en/eraportal/gender-equality-in-research

    [9] https://ajtyvit.sk

    [10] https://ec.europa.eu/programmes/horizon2020/what-horizon-2020

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