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Lyčių aspekto integravimas

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

PrintDownload as PDF
  • Back to toolkit page
  • Who is this toolkit for?
  • What is gender budgeting?
    • Introducing gender budgeting
    • Gender budgeting in women’s and men’s lived realities
    • What does gender budgeting involve in practice?
    • Gender budgeting in the EU Funds
      • Gender budgeting as a way of complying with EU legal requirements
      • Gender budgeting as a way of promoting accountability and transparency
      • Gender budgeting as a way of increasing participation in budget processes
      • Gender budgeting as a way of advancing gender equality
  • Why is gender budgeting important in the EU Funds?
    • Three reasons why gender budgeting is crucial in the EU Funds
  • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
    • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
      • Legislative and regulatory basis for EU policies on gender equality
      • Concrete requirements for considering gender equality within the EU Funds
      • EU Funds’ enabling conditions
      • Additional resources
    • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
      • Steps to assess and analyse gender inequalities and needs
      • Step 1. Collect information and disaggregated data on the target group
      • Step 2. Identify existing gender inequalities and their underlying causes
      • Step 3. Consult directly with the target groups
      • Step 4. Draw conclusions
      • Additional resources
    • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
      • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
      • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
      • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
      • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
      • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
    • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
      • Steps for enhancing coordination and complementarities between the funds
      • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
      • Steps 2 and 3. Identifying and developing possible work-life balance interventions
      • Step 4. Following-up through the use of indicators within M&E systems
      • Fictional case study 1: reconciling paid work and childcare
      • Fictional case study 2: reconciling shift work and childcare
      • Fictional case study 3: balancing care for oneself and others
      • Fictional case study 4: reconciling care for children and older persons with shift work
      • Additional resources
    • Tool 5: Defining partnerships and multi-level governance
      • Steps for defining partnerships and multi-level governance
      • Additional resources
    • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
      • Steps to develop quantitative and qualitative indicators
      • ERDF and Cohesion Fund
      • ESF+
      • EMFF
      • Additional resources
    • Tool 7: Defining gender-sensitive project selection criteria
      • Steps to support gender-sensitive project development and selection
      • Checklist to guide the preparation of calls for project proposals
      • Checklist for project selection criteria
      • Supplementary tool 7.a: Gender-responsive agreements with project implementers
    • Tool 8: Tracking resource allocations for gender equality in the EU Funds
    • Tool 9: Mainstreaming gender equality in project design
      • Steps to mainstream gender equality in project design
      • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
      • Step 2. Project development and application
      • Step 3. Project implementation
      • Step 4. Project assessment
    • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
      • Steps to integrate a gender perspective in M&E processes
      • Additional resources
    • Tool 11: Reporting on resource spending for gender equality in the EU Funds
      • Tracking expenditures for gender equality
      • Additional resources
  • Resources
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    • Abbreviations
    • Acknowledgements

Fondo sociale europeo Plus

Nel regolamento relativo al FSE+ si legge (allegato 1, pag. 1): «Indicatori comuni per il sostegno generale della componente del FSE+ in regime di gestione concorrente. Tutti i dati personali devono essere disaggregati per genere [femminile, maschile, “non binario”[1]]. Se alcuni risultati non sono possibili, i dati per questi risultati non devono essere rilevati e comunicati».

1. Indicatori comuni di output relativi alle operazioni rivolte alle persone:

Indicatori comuni di output per i partecipanti

Gli indicatori comuni di output per i partecipanti sono[2]:

  • i disoccupati, compresi i disoccupati di lunga durata (*),
  • i disoccupati di lunga durata (*),
  • le persone inattive (*),
  • i lavoratori, compresi i lavoratori autonomi (*),
  • le persone di età inferiore a 30 anni (*),
  • le persone di età superiore a 54 anni (*),
  • i titolari di un diploma d’istruzione secondaria inferiore o più basso (ISCED[3] 0-2)*,
  • i titolari di un diploma di insegnamento secondario superiore (ISCED 3) o di un diploma di istruzione post secondaria (ISCED 4) (*),
  • i titolari di un diploma d’istruzione terziaria (ISCED da 5 a 8) (*),

Il numero totale dei partecipanti dovrebbe essere calcolato automaticamente sulla base degli indicatori comuni di output relativi alla posizione nella professione.

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Quali sono le cause alla base della posizione nella professione di uomini e donne?
  • In tutti gli Stati membri la posizione nella professione di donne e uomini è diversa; quale ne è la causa nello Stato membro interessato?
  • Quali sono le cause specifiche alla radice delle disuguaglianze sul mercato del lavoro?
  • Qual è la percentuale di donne e uomini nei settori e nei gruppi di riferimento?

Examples of indicators

  • Spesa media per le misure a favore delle donne rispetto agli uomini
  • Tipi di occupazione tra le donne rispetto agli uomini
  • Disaggregate questi indicatori in base alle donne   e agli uomini alle donne con/senza figli
  • Disaggregate questi indicatori per donne e uomini genitori soli
  • Soddisfazione di donne e uomini partecipanti
  • Percentuale di spesa per misure esplicite in materia di parità di genere

Altri indicatori comuni di output 

Se i dati per questi indicatori non sono raccolti da registri di dati, i valori su tali indicatori possono essere determinati sulla base di stime informate da parte del beneficiario

  • partecipanti con disabilità (**)
  • cittadini di paesi terzi (*)
  • partecipanti di origine straniera (*)
  • minoranze (comprese le comunità emarginate come i Rom) (**)
  • senzatetto o persone colpite da esclusione abitativa (*)
  • partecipanti provenienti da zone rurali (*)

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Vi sono differenze tra donne e uomini all’interno di questi gruppi? Perché?
  • Come si possono affrontare queste differenze?

Examples of indicators

  • Uomini e donne partecipanti con figli
  • Uomini e donne partecipanti come genitori soli
  • Spesa media per donne e uomini  partecipanti
  • Soddisfazione di donne e uomini partecipanti
  • Percentuale di spesa per misure esplicite in materia di parità di genere

2. Gli indicatori comuni di output per gli enti sono:

  • numero di pubbliche amministrazioni o servizi pubblici che ricevono un sostegno a livello nazionale, regionale o locale
  • numero di micro, piccole e medie imprese che ricevono un sostegno (comprese le società cooperative e le imprese sociali)

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Esiste una differenza nel sostegno ottenuto da micro, piccole e medie imprese a capitale femminile e maschile (comprese le cooperative e le imprese sociali)? Perché?
  • Vogliamo promuovere una situazione diversa?

Examples of indicators

  • Tipo di sostegno ottenuto da micro, piccole e medie imprese a capitale femminile e maschile (comprese le cooperative e le imprese sociali)
  • Spesa media per le imprese a capitale femminile   e maschile
  • Soddisfazione di beneficiari donne e uomini
  • Percentuale di spesa per misure esplicite in materia di parità di genere

3. Gli indicatori comuni di risultato immediato per i partecipanti sono:

  • partecipanti che cercano un lavoro alla fine della loro partecipazione all’intervento (*)
  • partecipanti in un percorso d’istruzione o di formazione alla fine della loro partecipazione all’intervento (*)
  • partecipanti che ottengono una qualifica alla fine della loro partecipazione all’intervento (*)
  • partecipanti che hanno un lavoro, anche autonomo, alla fine della loro partecipazione all’intervento (*)

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Vi è una differenza tra donne e uomini all’interno di questi gruppi? Perché?
  • Vogliamo promuovere una situazione diversa?

Examples of indicators

  • Tipi di posti di lavoro cercati dalle donne rispetto agli uomini
  • Tipi di qualifiche tra donne e uomini alla fine della loro partecipazione all’intervento
  • Tipi di occupazione e lavoro autonomo tra donne  e uomini

4. Indicatori comuni di risultato a lungo termine per i partecipanti:

  • partecipanti che hanno un lavoro, anche autonomo, sei mesi dopo la fine della loro partecipazione all’intervento (*)
  • partecipanti che godono di una migliore situazione sul mercato del lavoro sei mesi dopo la fine della loro partecipazione all’intervento (*)

Come requisito minimo, questi dati dovrebbero essere raccolti sulla base di un campione rappresentativo di partecipanti all’interno di ciascun obiettivo specifico. La validità interna del campione dovrebbe essere garantita in modo tale che i dati possano essere generalizzati al livello dell’obiettivo specifico.

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Vi è una differenza tra donne e uomini all’interno di questi gruppi? Perché?

Examples of indicators

  • Tipi di occupazione tra le donne rispetto agli uomini
  • Salari medi tra donne e uomini
  • Indicatori relativi alla qualità del lavoro  di  donne e uomini
  • Percezione di beneficiari donne e uomini circa la loro situazione sul mercato del lavoro (ovvero se   è migliorata o meno)

Indicatori comuni per il sostegno del Fondo sociale europeo Plus volto a risolvere il problema della deprivazione materiale

1. Indicatori di prodotto

(a) Valore monetario totale dei beni e dei prodotti alimentari distribuiti:

valore totale del sostegno alimentare

  • valore monetario totale dei prodotti alimentari per i bambini
  • valore monetario totale dei prodotti alimentari per i senzatetto
  • valore monetario totale dei prodotti alimentari per altri gruppi destinatari

valore totale dei beni distribuiti

  • valore monetario totale dei beni per i bambini
  • valore monetario totale dei beni per i senzatetto
  • valore monetario totale dei beni per altri gruppi destinatari

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Vi è una differenza nel valore monetario totale dei prodotti alimentari erogati alle donne/ragazze rispetto a quelli erogati agli uomini/ai ragazzi all’interno di questi gruppi specifici?
  • È disponibile una valutazione della situazione dei diversi gruppi di donne e uomini e delle loro specifiche esigenze?
  • I beni forniti rispondono alle diverse preferenze ed esigenze di donne e uomini?
  • Vengono affrontate le esigenze specifiche delle donne in materia di salute riproduttiva?

Examples of indicators

  • Valore monetario totale dei beni forniti per rispondere alle esigenze di salute riproduttiva delle donne (ad esempio, assorbenti ecc.)
  • Valore monetario/spesa medi per donne e uomini in termini di distribuzione di prodotti alimentari e beni
  • Soddisfazione di beneficiari donne e uomini per i prodotti alimentari e i beni distribuiti

(b) Quantitativo totale di sostegno alimentare distribuito (tonnellate), nell’ambito del quale:

  • quota di prodotti alimentari per i quali solo il trasporto, la distribuzione e lo stoccaggio sono stati pagati dal programma (in %);
  • quota di prodotti alimentari cofinanziati dal FSE+ sul volume totale dei prodotti alimentari distribuiti ai beneficiari (in %)

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • In che modo si tiene conto delle diverse esigenze di uomini e donne?
  • Come sono coinvolti gli uomini e le donne nei sistemi di distribuzione?
  • Chi sono i fornitori di prodotti alimentari? Le imprese a capitale femminile e le imprese di agricoltrici sono rappresentate in  egual  misura  tra i fornitori?

Examples of indicators

  • Imprese a capitale femminile e maschile tra i fornitori
  • Percentuale di prodotti alimentari provenienti da imprese fornitrici a capitale femminile e maschile

3.  Indicatori comuni di risultato

Numero di destinatari finali che ricevono un sostegno alimentare, tra cui:

  • numero di bambini di età inferiore a 18 anni
  • numero di giovani di età compresa tra 18 e 29 anni
  • numero di destinatari finali di età superiore a 54 anni
  • numero di destinatari finali con disabilità
  • numero di cittadini di paesi terzi
  • numero di destinatari finali di origine straniera e minoranze (comprese le comunità emarginate come i Rom)
  • numero di destinatari finali senzatetto o di destinatari finali colpiti da esclusione abitativa Numero 

di destinatari finali che ricevono un sostegno materiale:

  • numero di bambini di età inferiore a 18 anni
  • numero di giovani di età compresa tra 18 e 29 anni
  • numero di destinatari finali di età superiore a 54 anni
  • numero di destinatari finali con disabilità
  • numero di cittadini di paesi terzi
  • numero di destinatari finali di origine straniera e minoranze (comprese le comunità emarginate come i Rom)
  • numero di destinatari finali senzatetto o di destinatari finali colpiti da esclusione abitativa

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Vi sono differenze nel sostegno alimentare erogato a uomini e donne?
  • Sono prese in considerazione le diverse esigenze di uomini e donne in termini di apporto di vitamine e alimenti durante l’intero ciclo di vita?
  • Si tiene conto delle preferenze di uomini e donne per quanto riguarda la fornitura di prodotti alimentari?
  • Vengono considerate le possibili differenze nel raggiungere i beneficiari donne e uomini?
  • Sono disponibili valutazioni delle diverse esigenze e preferenze di donne e uomini tra i gruppi destinatari?
  • Esiste una differenza nel sostegno materiale erogato a uomini e donne?
  • Sono prese in considerazione le diverse esigenze di sostegno materiale di uomini e donne durante l’intero ciclo di vita?
  • Sono prese in considerazione le modalità con cui il sostegno materiale può o meno creare per donne e uomini situazioni che possono mettere a repentaglio la loro vita?

Examples of indicators

  • Soddisfazione di beneficiari donne e uomini
  • Imprese a capitale femminile e maschile tra i fornitori

Indicatori del Fondo sociale europeo Plus per la componente sanità[4]

Livello di attività integrate nel settore sanitario e utilizzo dei risultati del programma nelle politiche sanitarie nazionali:

  • numero di pazienti sostenuti dalle reti europee di riferimento
  • numero di valutazioni cliniche congiunte delle tecnologie sanitarie
  • numero di migliori pratiche trasferite
  • grado di utilizzo dei risultati del programma nella politica sanitaria nazionale, secondo la misurazione effettuata tramite un questionario «prima e dopo»

Questions and examples of gender equality indicators

Questions for gender equality indicators

  • Vi sono differenze nel modo in cui i pazienti uomini e le pazienti donne ricevono il sostegno delle reti di riferimento europee?
  • Gli indicatori disaggregati presentano differenze quantitative? Se sono diverse le cifre di uomini  o donne sostenuti dalle reti di riferimento europee, come si può spiegare tale situazione?
  • Le donne sono più numerose degli uomini ad accedere alle valutazioni cliniche congiunte delle tecnologie sanitarie?
  • Vengono trasferite le pratiche migliori, comprese le descrizioni delle situazioni sanitarie di uomini e donne e delle loro diverse esigenze sanitarie durante il ciclo di vita?
  • Nelle politiche sanitarie nazionali vengono utilizzati più risultati inerenti alle donne o agli uomini? Perché gli altri risultati sono meno frequenti?

Examples of indicators

  • Studio di valutazione disponibile, attento alla dimensione di genere, sulla tecnologia sanitaria
  • Risultati del questionario disaggregati in base al genere
  • Tipo di problemi sanitari affrontati dalla tecnologia che beneficia di un sostegno, compresi i diversi bisogni e problemi di salute incontrati da donne e uomini
  • Risultati relativi all’integrazione della dimensione di genere nello sviluppo delle tecnologie e delle politiche sanitarie

Footnotes

[1] Una persona che non si identifica né come donna né come uomo.

[2] I dati comunicati per gli indicatori contrassegnati dal simbolo «(*)» sono dati personali ai sensi dell’articolo 4, paragrafo 1, del regolamento (UE) 2016/679. I dati comunicati per gli indicatori contrassegnati dal simbolo «(**)» sono una categoria particolare di dati ai sensi dell’articolo 9 del regolamento (UE) 2016/679.

[3] ISCED: International Standard Classification of Education (Classificazione internazionale tipo dell’istruzione)

[4] Si noti che la componente sanità del FSE+ è in gestione diretta. Pertanto, non segue le stesse regole del settore principale del FSE+ in regime di gestione concorrente.

  • ERDF and Cohesion Fund

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