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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
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            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
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            • 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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      • Foreword
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      • Introduction
        • Still far from the finish line
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        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
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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
    • References
    • Abbreviations
    • Acknowledgements

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Misure per integrare una prospettiva di genere nei processi di sorveglianza e valutazione

Opzioni di valutazione 1-3

La valutazione dovrebbe giudicare il conseguimento, da parte del programma, di tutti gli obiettivi specifici relativi alla dimensione di genere indicati nel documento di pianificazione, nel piano finanziario o in altri documenti del programma. A tal fine, dovrebbe utilizzare gli indicatori di genere definiti dal programma.

Se non sono definiti obiettivi specifici relativi alla dimensione di genere, dovrebbero essere utilizzati criteri di valutazione generali, come indicato all’articolo 39 del regolamento sulle disposizioni comuni: efficacia, efficienza, rilevanza, coerenza e valore aggiunto dell’UE. Le domande che seguono possono essere utilizzate come guida.

Rilevanza

  • Il programma ha contribuito efficacemente alla creazione di condizioni favorevoli per la promozione della parità di genere?
  • Il programma ha risposto alle esigenze concrete e strategiche di donne e uomini?
  • Ha contribuito agli impegni politici e agli obblighi nazionali, regionali e dell’UE in materia di parità di genere?
  • Il programma ha trattato in modo costante   e coerente le questioni della parità di genere durante l’intera fase attuativa?
  • Sono stati effettuati adeguamenti per reagire a fattori esterni (ad esempio, crisi economica, nuovo governo ecc.) che hanno influenzato le relazioni di genere?
  • Il programma si è basato su dati disaggregati pertinenti?
  • Si è basato su consultazioni con i gruppi destinatari e altre parti interessate istituzionali pertinenti?

Efficienza

  • Il programma ha fatto un uso efficiente delle risorse per conseguire risultati in materia di uguaglianza di genere dai quali hanno tratto vantaggio sia uomini che donne?
  • I meccanismi di monitoraggio, comunicazione e valutazione del programma garantiscono l’inclusione dei criteri di genere e la presentazione di elementi di prova in questo senso?
  • I meccanismi di comunicazione sono stati utilizzati in modo coerente?
  • È possibile individuare i nessi tra assegnazione di risorse e risultati?
  • Nel caso in cui le assegnazioni delle risorse abbiano prodotto risultati positivi o negativi per uomini o donne, questi dati hanno orientato azioni correttive o l’avvio di una «fase successiva»?

Efficacia

  • Il programma ha conseguito i risultati previsti?
  • I risultati tangibili del programma hanno promosso l’uguaglianza di genere e affrontato    i divari di genere a livello locale/regionale?
  • Vi sono stati benefici tangibili per i gruppi destinatari? Vi sono differenze tra donne e uomini nei risultati conseguiti?
  • Gli indicatori e i dati relativi ai singoli soggetti sono stati disaggregati per genere per pianificare, attuare e monitorare il programma?
  • Le parti interessate (organizzazioni, istituzioni, gruppi destinatari indiretti) hanno beneficiato degli interventi del programma in termini di sviluppo delle capacità istituzionali in materia di integrazione della dimensione di genere e di sviluppo della competenza in materia di genere tra il loro personale?

Coerenza

  • In che modo le finanze dei fondi UE sono state combinate per affrontare i  divari di  genere e promuovere la parità di genere? Ad esempio, in che modo sono stati utilizzati fondi combinati per migliorare la fornitura di infrastrutture, affrontare il problema dell’equilibrio tra vita professionale e vita privata, sviluppare la base di competenze a livello locale, promuovere la partecipazione delle donne al mercato del lavoro, aumentare la diversità nella leadership delle PMI e in altri settori industriali e occupazionali?
  • Come sono stati articolati gli obiettivi comuni in materia di uguaglianza di genere in tutti     i fondi UE e in che modo tali obiettivi sono stati monitorati e riferiti congiuntamente?

Valore aggiunto dell’Unione europea

  • In che modo il programma riflette gli obiettivi dell’UE in materia di promozione della parità di genere?
  • Il programma ha generato un valore aggiunto in termini di promozione della parità di genere rispetto agli altri progressi perseguiti dagli Stati membri? Ha favorito, ad esempio, una serie di progressi per effetto di diversi fattori come miglioramenti nel coordinamento, certezza del diritto, maggiore efficacia o sinergie?

Opzione di valutazione 4

Una valutazione specifica del bilancio di genere[1] può basarsi sul quadro seguente in quattro aspetti delle finanze pubbliche[2]. La valutazione può incentrarsi su uno di questi aspetti o affrontarli tutti e quattro. Può valutare l’intero bilancio del programma, un determinato settore o un progetto specifico.

1. Valutare il programma per uno o più di questi quattro aspetti relativi alle finanze pubbliche

  • Spese. Che cosa si finanzia? Chi è il beneficiario? Quali sono i divari di genere di riferimento? In che modo le spese vengono destinate sia alle donne che agli uomini, in funzione delle loro esigenze? Ad esempio, chi partecipa ai programmi per il mercato del lavoro, e a quali di questi? ecc.;
  • Reddito. Chi paga tasse, l’IVA e/o le commissioni? Chi deve pagare determinati servizi di tasca propria?
  • Effetti macroeconomici. Quali effetti ha avuto il programma sulla distribuzione del lavoro retribuito e non retribuito tra donne e uomini? Quali impatti ha avuto sulla crescita e la sostenibilità economica a livello locale o regionale?
  • Processi decisionali. Come sono stati rappresentati donne e uomini nel processo decisionale del programma? In che modo, ad esempio, le informazioni di base sono state diffuse e adeguate a un’ampia gamma di parti interessate?

La valutazione di tali questioni può rispondere  a interrogativi generali quali:

  • Le risorse del bilancio del programma hanno raggiunto sia gli uomini che le donne?
  • Uomini e donne sono riusciti ad accedere a servizi che rispondano alle loro esigenze?
  • Il programma è stato trasformativo? Ha affrontato, ad esempio, le norme e i valori che sono alla base del perpetuarsi delle disuguaglianze di genere?

2. Analizzare le assegnazioni di risorse nell’ambito dell’attività principale del programma in relazione alle cifre, alle esigenze e alle preferenze

Tenendo conto dei dati disaggregati per genere raccolti dal programma e, se possibile, aggiungendo dati disaggregati per altre caratteristiche quali l’età, la situazione economica, la razza, l’origine etnica, la disabilità, l’uso del tempo, l’uso di spazi pubblici, strutture e risorse ecc., selezionate un bilancio o un’attività da analizzare. Nell’ambito della vostra analisi potete:

  • stabilire il bilancio totale eseguito;
  • chiedere «A chi è stato destinato?». Identificate i gruppi destinatari e i dati specifici che possedete su tali gruppi;
  • utilizzare i dati raccolti, gli studi esistenti, le ricerche e le indagini tra i cittadini per determinare se le risorse sono state utilizzate per rispondere alle esigenze e alle preferenze del gruppo destinatario;
  • calcolare le assegnazioni delle risorse da una prospettiva di genere; ad esempio, calcolare separatamente il costo per gruppo di donne e gruppo di uomini e calcolare il costo medio per donna e per uomo;
  • effettuare un raffronto e chiedere «Quale sarebbe stato l’impatto sul bilancio totale del programma se donne e uomini avessero ricevuto un sostegno dello stesso importo?»

3. Valutare in che misura sono state necessarie risorse e attività alternative o complementari

Oltre alle risorse del programma, valutare in che misura sono state necessarie risorse e attività alternative o complementari, come ad esempio:

  • tempo dei singoli soggetti, lavoro non retribuito o volontario;
  • fondi privati per commissioni o altre spese;
  • altri finanziamenti pubblici per locali, trasporto e altre attività;
  • prodotti e servizi alternativi del settore privato.

È importante chiedere:

  • Quali investimenti in infrastrutture hanno accompagnato le attività del programma?
  • Chi sta utilizzando queste risorse? (disaggregate i dati/l’analisi per donne e uomini e altre caratteristiche pertinenti).

4. Valutazione di genere

  • Analizzare i risultati della mappatura di livello 2 e 3. Vi sono differenze nel modo in cui le risorse sono state assegnate a donne e uomini e da loro utilizzate?
  • Quali norme e valori esistono? Tali norme e valori sono specifici per genere?
  • Nel programma, gli uomini e le donne sono trattati in modo diverso? Alle attività dominate dalle donne viene attribuito un valore più alto o più basso rispetto a quelle dominate dagli uomini?

5. Altri aspetti delle valutazioni del bilancio di genere

Che cos’è un investimento? Esaminare in che modo la dimensione di genere si inserisce negli investimenti in infrastrutture fisiche. Ad esempio, gli investimenti nei servizi e nelle strutture cui accedono donne e uomini, o gli investimenti che possono promuovere l’equilibrio tra attività professionale e vita privata, l’espansione delle tecnologie informatiche e l’inclusione digitale, come ad esempio l’assistenza all’infanzia, l’assistenza sociale e l’assistenza agli anziani, i trasporti accessibili, il sostegno all’assistenza domiciliare digitale ecc. L’espansione dell’infrastruttura fisica dei servizi di assistenza — come gli asili e le strutture di assistenza sociale intergenerazionale — può ampliare i mercati locali del lavoro e la base imponibile generando posti di lavoro nuovi e sostenibili con significativi ritorni sugli investimenti. Gli investimenti nella forza lavoro assistenziale  locale  e nelle relative competenze sono un esempio   di investimenti che affrontano la segregazione occupazionale di genere; ciò significa investire in professioni in cui le donne sono sovrarappresentate (e sottovalutate). È altresì importante valutare se gli sforzi compiuti per ampliare le infrastrutture informatiche e digitali stiano affrontando il problema della sottorappresentanza femminile nelle professioni tecniche con retribuzioni più elevate.

Nella gestione del progetto e nei documenti d’indirizzo è inserita la dimensione di genere? È importante chiedere:

  • Questi documenti contengono obiettivi di genere e orientamenti specifici correlati ai regolamenti sui fondi UE in materia di parità di genere?
  • Presentano dati disaggregati per genere? Utilizzano un lessico sensibile alla dimensione di genere?
  • Donne e uomini sono rappresentati in egual misura nell’amministrazione e nei comitati di sorveglianza del programma?

Il programma è trasformativo? Valutate se le assegnazioni delle risorse del programma si sono ispirate a obiettivi volti a promuovere la parità di genere. Il bilancio di genere è un approccio per trasformare l’analisi, la concezione e i risultati del programma dal punto di vista delle finanze pubbliche. A tal fine è necessario riflettere   in modo più olistico sulle dimensioni di genere delle infrastrutture, delle competenze e dello sviluppo occupazionale, mettendo al contempo in discussione gli stereotipi di genere e le relazioni di genere restrittive. Nel valutare un programma per il mercato del lavoro, verificate se il progetto del programma includeva componenti finalizzate a migliorare l’accesso delle donne al lavoro retribuito. Accanto alla formazione per perfezionare le competenze delle donne, componenti chiave potrebbero essere il finanziamento per l’assistenza all’infanzia, il miglioramento dell’utilizzo del tempo mediante trasporti integrati e la disponibilità di servizi, e innovazioni tecnologiche a sostegno delle comunicazioni digitali o delle modalità di lavoro flessibili.

 Austria: il genere nelle valutazioni dei fondi UE

In linea con l’accordo di partenariato dell’Austria, i comitati di sorveglianza hanno promosso valutazioni che integrano una prospettiva di genere. La valutazione del programma operativo del Fondo europeo di sviluppo regionale (FESR) comprende una valutazione diversa dei principi orizzontali dell’UE, comprese le attività di integrazione della dimensione di genere in tutti i singoli assi prioritari del programma. La valutazione coinvolge inoltre attivamente le parti interessate pertinenti, inserendole in gruppi direttivi e laboratori.

Per monitorare e valutare il Fondo sociale europeo (FSE), sono stati creati fin dall’inizio due gruppi di riflessione distinti: uno sull’integrazione della dimensione di genere e un altro sulla parità di genere. Il loro compito è monitorare i progressi compiuti nell’eliminazione delle disuguaglianze individuate tra donne e uomini attraverso misure finanziate dal FSE. Le valutazioni esterne delle attività del FSE comprendono una valutazione dei principi orizzontali dell’UE, con particolare attenzione alla non discriminazione e alle pari opportunità tra donne e uomini.

Il comitato di sorveglianza del Fondo europeo agricolo per lo sviluppo regionale (FEASR) è caratterizzato dalla rappresentanza equilibrata di donne e uomini, che comprendono rappresentanti delle parti sociali pertinenti. Tre valutazioni relative alla parità di genere sono state definite per il periodo di finanziamento 2014-2020 del FEASR, in particolare:

Per monitorare e valutare il Fondo sociale europeo (FSE), sono stati creati fin dall’inizio due gruppi di riflessione distinti: uno sull’integrazione della dimensione di genere e un altro sulla parità di genere. Il loro compito è monitorare i progressi compiuti nell’eliminazione delle disuguaglianze individuate tra donne e uomini attraverso misure finanziate dal FSE. Le valutazioni esterne delle attività del FSE comprendono una valutazione dei principi orizzontali dell’UE, con particolare attenzione alla non discriminazione e alle pari opportunità tra donne e uomini.

  • un indice di genere sull’occupazione e sulle condizioni di lavoro di uomini e donne a livello regionale;
  • una valutazione sulle pari opportunità in Leader;
  • una valutazione globale sulla parità di genere, che giudicherà globalmente il sostegno dei programmi del FEASR all’uguaglianza di genere.

Footnotes

[1] Basata su Osika, I., & Klerby, A. (senza data), Gender Budgeting – en checklista, disponibile all’indirizzo: https://www.jamstall.nu/wp-con-tent/uploads/2014/02/Gender-Budgeting-en-...

[2] Elson, D. (2006), Budgeting for Women’s Rights: Monitoring Government Budgets for Compliance with CEDAW (Definizione del bilancio per i diritti delle donne: monitoraggio della conformità alla CEDAW dei bilanci pubblici), Unifem, New York. Disponibile all’indirizzo: http://gender-financing.unwomen.org/en/resources/b/u/d/budgeting-for-wom...

  • Tool 10: Integrating a gender perspective in monitoring and evaluation processes

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