… be concluded at some point. However, this is not ‘the end’ of promoting gender equality in your organisation. It is … organisational change process. This further development of the organisation in the direction of gender equality is … the existing distribution of power in society between women and men. Budget cycles and procedures were designed …
… resources Monitoring and evaluation are important parts of the process of change . As you know by now, a gender equality plan (GEP) … only at quantitative figures (e.g. the participation ofwomen in senior positions, the number of cases of sexual …
… Tools and resources After carrying out an assessment of the gender equality status quo ( see step 2 ) in your … setting up a gender equality plan (GEP). The findings of the initial analysis allow you to identify the areas of … may cause discomfort. For instance, ‘attracting more women researchers’ for a certain discipline may be identified …
… The best starting point for developing an effective set of measures is to have a thorough understanding of how your organisation is currently doing regarding the … steps: map the existing internal measures to promote women to sensitise about gender equality, to enhance …
… The purpose of grounds for exclusion is to determine whether an operator … procedure or to be awarded the contract. Several of the exclusion grounds set out in Article 57 of Directive … not, for example, make sure that they provide equal pay to women and men for equivalent work have an unfair competitive …