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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
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        • #3 Steps Forward
          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
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    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
        • Gender-responsive public procurement in practice
          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
          • Capacity-building programmes, support structures
          • Regular collaboration between gender equality bodies
          • Effective monitoring and reporting systems on the use of GRPP
          • Tool 1:Self-assessment questionnaire about the legal
          • Tool 2: Overview of the legislative, regulatory and policy frameworks
        • How to include gender aspects in tendering procedures
          • Pre-procurement stage
            • Needs assessment
            • Tool 3: Decision tree to assess the gender relevance
            • Preliminary market consultation
            • Tool 4: Guiding questions for needs assessment
            • Defining the subject matter of the contract
            • Choosing the procedure
            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
            • Light regime for social, health and other specific services
            • Tool 7: Guiding questions for applying GRPP under the light regime
            • Tool 8: Guiding questions for applying GRPP under the light regime
            • Reserved contracts
            • Preparing tender documents
          • Procurement stage
            • Exclusion grounds
            • Selection criteria
            • Technical specifications
            • Tool 9: Decision tree for setting GRPP selection criteria
            • Award criteria
            • Tool 10: Formulating GRPP award criteria
            • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
            • Use of labels/certifications
          • Post-procurement stage
            • Tool 12: Checklist for including GRPP contract performance conditions
            • Subcontracting
            • Monitoring
            • Reporting
            • Tool 13: Template for a GRPP monitoring and reporting plan
        • References
        • Additional resources
    • Methods and tools
      • Browse
      • About EIGE's methods and tools
      • Gender analysis
      • Gender audit
      • Gender awareness-raising
      • Gender budgeting
      • Gender impact assessment
      • Gender equality training
      • Gender-responsive evaluation
      • Gender statistics and indicators
      • Gender monitoring
      • Gender planning
      • Gender-responsive public procurement
      • Gender stakeholder consultation
      • Sex-disaggregated data
      • Institutional transformation
      • Examples of methods and tools
      • Resources
    • Good practices
      • Browse
      • About good practices
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    • Country specific information
      • Belgium
        • Overview
      • Bulgaria
        • Overview
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        • Overview
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        • Overview
      • Germany
        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
      • Slovenia
        • Overview
      • Slovakia
        • Overview
      • Finland
        • Overview
      • Sweden
        • Overview
    • EIGE’s publications on Gender mainstreaming
    • Concepts and definitions
    • Power Up conference 2019
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • Administrative data collection
      • Data collection on violence against women
        • The need to improve data collection
        • Advancing administrative data collection on Intimate partner violence and gender-related killings of women
        • Improving police and justice data on intimate partner violence against women in the European Union
        • Developing EU-wide terminology and indicators for data collection on violence against women
        • Mapping the current status and potential of administrative data sources on gender-based violence in the EU
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
    • Femicide
    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Good practices in EU Member States
    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Regulatory and legal framework
      • International regulations
      • EU regulations
      • Strategic framework on violence against women 2015-2018
      • Legal Definitions in the EU Member States
    • Literature and legislation
    • EIGE's publications on gender-based violence
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    • Gender Equality Forum 2022
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    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
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          • Take care with ‘false generics’
          • Greetings and other forms of inclusive communication
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      • Test your knowledge
        • Quiz 1: Policy document
        • Quiz 2: Job description
        • Quiz 3: Legal text
      • Practical tools
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    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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  • Gender-responsive Public Procurement
  • Gender-responsive public procurement in practice

Gender-responsive Public Procurement

PrintDownload as PDF
  • Back to toolkit page
  • Who is this toolkit for?
    • Guiding you through the toolkit
  • What is gender-responsive public procurement?
    • How is gender-responsive public procurement linked to gender equality?
    • How is gender-responsive public procurement linked to gender budgeting?
  • Why is gender-responsive public procurement important?
    • Five reasons why gender-responsive public procurement
    • Why was this toolkit produced
  • Gender-responsive public procurement in practice
    • Legal framework cross-references gender equality and public procurement
    • Public procurement strategies cover GRPP
    • Gender equality action plans or strategies mention public procurement
    • Capacity-building programmes, support structures
    • Regular collaboration between gender equality bodies
    • Effective monitoring and reporting systems on the use of GRPP
    • Tool 1:Self-assessment questionnaire about the legal
    • Tool 2: Overview of the legislative, regulatory and policy frameworks
  • How to include gender aspects in tendering procedures
    • Pre-procurement stage
      • Needs assessment
      • Tool 3: Decision tree to assess the gender relevance
      • Preliminary market consultation
      • Tool 4: Guiding questions for needs assessment
      • Defining the subject matter of the contract
      • Choosing the procedure
      • Tool 5: Decision tree for the choice of procedure for GRPP
      • Dividing the contract into lots
      • Tool 6: Guiding questions for dividing contracts into lots for GRPP
      • Light regime for social, health and other specific services
      • Tool 7: Guiding questions for applying GRPP under the light regime
      • Tool 8: Guiding questions for applying GRPP under the light regime
      • Reserved contracts
      • Preparing tender documents
    • Procurement stage
      • Exclusion grounds
      • Selection criteria
      • Technical specifications
      • Tool 9: Decision tree for setting GRPP selection criteria
      • Award criteria
      • Tool 10: Formulating GRPP award criteria
      • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
      • Use of labels/certifications
    • Post-procurement stage
      • Tool 12: Checklist for including GRPP contract performance conditions
      • Subcontracting
      • Monitoring
      • Reporting
      • Tool 13: Template for a GRPP monitoring and reporting plan
  • References
  • Additional resources

Tool 2: Overview of the legislative, regulatory and policy frameworks relevant for GRPP in the 27 EU Member States

This tool provides you with an overview of the legislative, regulatory and policy frameworks relevant for GRPP that exist in your country.

You can also compare the frameworks that exist in your country with the frameworks from other EU Member States. If you are a policymaker, you can draw inspiration from other EU Member States.

You can also use this tool in combination with Tool 1, ‘Self-assessment questionnaire about the legal, regulatory and policy frameworks’, to determine your level of knowledge about the frameworks that exist in your country.

  • Belgium
  • Bulgaria
  • Czech Republic
  • Denmark
  • Germany
  • Estonia
  • Ireland
  • Greece
  • Spain
  • France
  • Croatia
  • Italy
  • Cyprus
  • Latvia
  • Lithuania
  • Luxembourg
  • Hungary
  • Malta
  • Netherlands
  • Austria
  • Poland
  • Portugal
  • Romania
  • Slovenia
  • Slovakia
  • Finland
  • Sweden

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Gender mainstreaming law of 12 January 2007, Article 3, paragraph 3: https://igvm-iefh.belgium.be/sites/default/files/downloads/loigm.pdf

Public procurement strategies promote SRPP and GRPP

  • Sustainability report for 2019 published by FPS Economy: https://economie.fgov.be/fr/publications/rapport-de-durabilite-2019

  • Article 31 of the administration agreement for 2019–2021 published by FPS Economy: https://economie.fgov.be/fr/publications/le-contrat-dadministration

  • Regional level
    Social clauses scheme published by Wallonia: https://marchespublics.wallonie.be/home/pouvoirs-adjudicateurs/passer-un...

Gender equality action plans mention public procurement as a tool to promote gender equality

  • Regional level
    Action plan for equality between men and women for 2020–2022 published by BXL Feminist: https://www.bruxelles.be/plan-egalite-femmes-hommes

  • Regional level
    Circular of 26 November 2020 published by the government of the Brussels-Capital Region: https://www.actiris.brussels/media/jzjdfik1/vade-mecum-clauses-sociales-h-A52D444A.pdf

Existence of support structures or entities providing capacity building to promote GRPP

  • Institute for the Equality of Women and Men: https://igvm-iefh.belgium.be/en
  • Regional level Brussels Pouvoirs locaux: http://pouvoirs-locaux.brussels

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • Only indirectly
    2018 report on equality between women and men in Bulgaria: https://mlsp.government.bg/uploads/1/blgarsko-zakonodatelstvo/doklad-rav...

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Only indirectly
    Act No 1147 on equality between women and men of 3 July 2020: https://www.retsinformation.dk/eli/lta/2020/1147

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality at federal level
  • Regional level
    Bavaria, ordinance on equal pay for women and men in the awarding of public contracts of 6 December 2019: https://www.stmi.bayern.de/assets/stmi/kub/2019-12-06_-_rundschreiben_an...

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

  • Regional level
    North-Rhine Westphalia, Ordinance No 16/2013 on promoting the reconciliation of work and family life / work–life balance of 31 May 2013 of https://recht.nrw.de/lmi/owa/br_vbl_detail_text?anw_nr=6&vd_id=13865&vd_...

  • Regional level
    Berlin, Ordinance No 19/2011 on the promotion of women and reconciliation of work and family life of 19 July 2011: https://www.berlin.de/sen/frauen/recht/landesgleichstellungsgesetz/fraue...

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • Act No 8 on public procurement of 8 July 2020, Articles 2(2), 77(4) and 85: https://www.riigiteataja.ee/en/eli/505092017003/consolide

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Only indirectly
    Act No 21/1998 on employment equality of 18 June 1998: http://www.irishstatutebook.ie/eli/1998/act/21/enacted/en/html

  • Act No 25/2014 of the Irish Human Rights and Equality Commission of 27 July 2014: http://www.irishstatutebook.ie/eli/2014/act/25/enacted/en/html

Public procurement strategies promote SRPP and GRPP

  • Office for Government Procurement report on incorporating social considerations in public procurement of 2018: https://www.gov.ie/en/publication/170d6-information-note-incorporating-s...

Gender equality action plans mention public procurement as a tool to promote gender equality

  • Only indirectly
    National strategy for women and girls for 2017–2020: https://www.gov.ie/en/publication/a70fc-gender-equality-national-policy-...

Existence of support structures or entities providing capacity building to promote GRPP

  • Irish Human Rights and Equality Commission: https://www.ihrec.ie/our-work/public-sector-duty/

Public procurement law explicitly mentions gender equality as objective

  • Law No 4412/2016 on public procurement of projects, supplies and services of 8 August 2016, Article 86, paragraph 3, and Article 130, paragraph 3: https://www.eaadhsy.gr/n4412/

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Only indirectly
    Law No 4604/2019 on substantial gender equality of 26 March 2019: https://isotita.gr/nomothesia/ethniki-nomothesia/

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • Law No 9/2017 on public sector contracts of 8 November 2017: https://www.boe.es/buscar/act.php?id=BOE-A-2017-12902

  • Regional level
    Basque Country, Law No 3/2016 for the inclusion of certain social clauses in public procurement of 7 April 2016, Article 4: https://www.boe.es/boe/dias/2016/05/02/pdfs/BOE-A-2016-4172.pdf

  • Regional level
    Navarre, Law No 2/2018 on public procurement of 13 April 2018: https://www.boe.es/buscar/act.php?id=BOE-A-2018-6001&p=20201231&tn=1#a1

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Organic Law No 3/2007 for effective equality between women and men of 23 March 2007, Articles 33 and 34: https://www.boe.es/buscar/act.php?id=BOE-A-2007-6115
  • Regional level
    Basque Country, Act No 4/2005 on equal opportunities between men and women of 18 February 2005, Articles 22(3) and 22(3): https://www.emakunde.euskadi.eus/contenidos/informacion/english_about_us...

  • Regional level
    Castille-La Mancha, Law No 12/2010 on gender equality of 18 November 2010: https://www.boe.es/buscar/pdf/2011/BOE-A-2011-2708-consolidado.pdf

  • Regional level
    Galicia, Act No 2/2015 on equality of 12 February 2015: https://www.boe.es/buscar/doc.php?id=DOG-g-2015-90667

  • Regional level
    Andalusia, Law No 9/2018 on promotion of gender equality of 8 October 2018: https://www.juntadeandalucia.es/boja/2018/199/2

  • Regional level
    Cantabria, Law No 2/2019 for effective equality between men and women of 7 March 2019: https://boc.cantabria.es/boces/verAnuncioAction.do?idAnuBlob=336499

  • Provincial level
    Gipuzkoa, Law No 2/2015 on equality of women and men of 16 March 2015: https://www.gipuzkoa.eus/documents/2556071/2587361/c1502351.pdf/

Public procurement strategies promote SRPP and GRPP

  • Plan to promote socially responsible public procurement of 2019: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2019-7831
  • Regional level
    Basque Country, agreement of the governing council of the Basque government on the incorporation of clauses for equal pay in public procurement of 10 May 2019: https://www.euskadi.eus/bopv2/datos/2019/05/1902185a.pdf

  • Regional level
    Catalonia, guide to gender mainstreaming in public procurement of 2018: https://contractacio.gencat.cat/web/.content/principis/contractacio-estr...

  • Local level
    Zaragoza, instruction relative to the incorporation of social clauses of gender in the contracts of the City Council of Zaragoza: https://www.zaragoza.es/contenidos/normativa/instruccion-igualdad-contra...

  • Local level
    Valencia, responsible public procurement instruction and an inclusive guide to social clauses and the compliance verification system: https://www.valencia.es/documents/20142/44448/20190225%2520INSTRUCCIO%25...

Gender equality action plans mention public procurement as a tool to promote gender equality

  • Plan for gender equality in the General State Administration of 29 December 2020: https://www.boe.es/eli/es/res/2020/12/29/(2)/con
  • Regional level
    Basque Autonomous Community, plan for the equality of women and men of 2018, objective BG.12: https://www.emakunde.euskadi.eus/contenidos/informacion/emakunde7plana/e...

  • Local level
    Gipuzkoa, gender equality action plan for 2020–2023: www.gipuzkoa.es

Existence of support structures or entities providing capacity building to promote GRPP

  • National Institute of Women: https://www.inmujeres.gob.es/home.htm
  • Regional level
    Emakunde – The Basque Institute for Women: https://www.emakunde.euskadi.eus

  • Regional level
    Catalan government: https://govern.cat/gov/

  • Local level
    Zaragoza City Council: https://zaragoza.es/ciudad/

  • Local level
    Barcelona City Council: https://ajuntament.barcelona.cat/es/

  • Local level
    Gipuzkoa Provincial Council: https://www.gipuzkoa.eus/es/inicio

  • Local level
    Vitoria-Gasteiz City Council: https://www.vitoria-gasteiz.org/we001/was/we001Action.do?accionWe001=fic...

Public procurement law explicitly mentions gender equality as objective

  • Public procurement code of 1 April 2019: https://www.legifrance.gouv.fr/codes/texte_lc/LEGITEXT000037701019/2019-...
  • Possibilities of social clauses on equality between women and men in public procurement: http://www.occitanie.developpement-durable.gouv.fr/IMG/pdf/clauses_socia...
  • Circular No 5688/SG on the development of daytime cleaning services in state services of 6 November 2013: https://www.economie.gouv.fr/files/files/directions_services/dae/doc/cir...

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Law No 2014-873 on real equality of 4 August 2014, Articles 16 and 61: https://www.legifrance.gouv.fr/loda/id/JORFTEXT000029330832?init=true&pa...Ã

Public procurement strategies promote SRPP and GRPP

  • National action plan for responsible public procurement for 2015–2020: https://www.ecologie.gouv.fr/sites/default/files/Plan_national_d_action_...

Gender equality action plans mention public procurement as a tool to promote gender equality

  • Inter-ministerial plan for gender equality at work for 2016–2020, point 49: https://www.egalite-femmes-hommes.gouv.fr/wp-content/uploads/2017/04/Pla...

Existence of support structures or entities providing capacity building to promote GRPP

  • High Council for Equality: https://haut-conseil-egalite.gouv.fr

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • Only indirectly
    Legislative Decree No 50/2016 of 18 April 2016, Article 30, paragraph 1: https://www.gazzettaufficiale.it/atto/serie_generale/caricaDettaglioAtto...

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Only indirectly
    Code of equal opportunities between men and women of 11 April 2006, Article 41: https://www.gazzettaufficiale.it/dettaglio/codici/pariOpportunita

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Only indirectly
    Law No XII-2767 on equal opportunities for women and men of 8 November 2016, Article 4: https://e-seimas.lrs.lt/portal/legalAct/lt/TAD/d6ed8e50a74a11e68987e8320...

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • Impact assessment form for legislative, regulatory and other measures: https://conseil-etat.public.lu/content/dam/conseil_etat/fr/avis/2013/07/...

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • Women Win (NGO): https://womenwinlearninglab.thinkific.com/courses/gender-responsive-proc...

Public procurement law explicitly mentions gender equality as objective

  • Act No 65/2018 on public procurement of 18 April 2018, Article 20, paragraph 6, and Article 193, paragraph 6: https://www.ris.bka.gv.at/GeltendeFassung.wxe?Abfrage=Bundesnormen&Geset...

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • Resolution BKA-F140.240/0058-II/1/2011 of the Gender Mainstreaming Council of Ministers of 31 August 2011: https://www.imag-gmb.at/gender-mainstreaming/implementierung-in-oesterre...

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • Gender equality impact-oriented assessment and gender mainstreaming/budgeting strategy implemented by the interministerial working group on gender mainstreaming/budgeting: https://www.oeffentlicherdienst.gv.at/wirkungsorientierte_verwaltung/fol... https://www.imag-gmb.at/gender-budgeting/gleichstellung-und-wirkungsorie...

Existence of support structures or entities providing capacity building to promote GRPP

  • Local level Help desk of the Department for Gender Mainstreaming of the city of Vienna: https://www.wien.gv.at/english/administration/gendermainstreaming/office...

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • National action programme for equal treatment: https://www.gov.pl/web/rownetraktowanie/krajowy-program-dzialan-na-rzecz...

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • Code No 18/2008 on public procurement of 29 January 2008, Article 42, point 6: http://www.base.gov.pt/mediaRep/inci/files/ccp2018/CCP-DL_111-B.pdf

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • National strategy for equality and non-discrimination for 2018–2030, strategic objective 1: https://dre.pt/web/guest/home/-/dre/115360036/details/maximized

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • No reference to GRPP

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • No support structures exist to promote GRPP

Public procurement law explicitly mentions gender equality as objective

  • No reference to gender equality

(Gender) equality law explicitly mentions public procurement as a tool to promote gender equality

  • No reference to GRPP

Public procurement strategies promote SRPP and GRPP

  • Socially sustainable procurement strategy of the National Agency for Public Procurement, objective 7: https://www.upphandlingsmyndigheten.se/forbered-organisationen/nationell...

Gender equality action plans mention public procurement as a tool to promote gender equality

  • No reference to GRPP

Existence of support structures or entities providing capacity building to promote GRPP

  • National Agency for Public Procurement: https://www.upphandlingsmyndigheten.se/en
  • Swedish Association of Local Authorities and Regions: https://skr.se/skr/tjanster/englishpages.411.html

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