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Toolkits
Gender Equality Training
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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
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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
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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
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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
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Spain
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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
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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
Gender equality in parliaments across the EU and the European Parliament in 2019
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
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
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EIGE leidiniai apie lyčių aspekto integravimą
Concepts and definitions
Power Up conference 2019
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Smurtas lyties pagrindu
Kas yra smurtas lyties pagrindu?
Smurto formos
EIGE tyrimai apie smurtą lyties pagrindu
Administracinių duomenų šaltiniai apie smurtą lyties pagrindu
Apie įrankį
Išsplėstinė paieška
Duomenų rinkimas
ES žemėlapis
Nusikaltimų aukų teisių direktyva
Smurto lyties pagrindu kaina
Cyber violence against women
Moterų lyties organų žalojimas
Risk assessment and risk management by police
Risk assessment principles and steps
Principles
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
Steps
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
Geroji praktika, skirta kovoti su smurtu lyties pagrindu
Metodai ir įrankiai siekiant kovoti su smurtu lyties pagrindu
Baltojo kaspino kampanija
About the White Ribbon Campaign
White Ribbon Ambassadors
Reguliavimas ir teisinis pagrindas
Tarptautiniai teisės aktai
ES teisės aktai
Strategic framework on violence against women 2015-2018
Teisinės apibrėžimai ES valstybėse narėse
Literatūra ir teisės aktai
EIGE's publications on gender-based violence
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Gender Equality Index
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Thematic Focus
About Index
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EIGE leidiniai
Gender-sensitive Communication
Overview of the toolkit
First steps towards more inclusive language
Terms you need to know
Why should I ever mention gender?
Choosing whether to mention gender
Key principles for inclusive language use
Challenges
Stereotypes
Avoid gendered pronouns (he or she) when the person’s gender is unknown
Avoid irrelevant information about gender
Avoid gendered stereotypes as descriptive terms
Gendering in-animate objects
Using different adjectives for women and men
Avoid using stereotypical images
Invisibility and omission
Do not use ‘man’ as the neutral term
Do not use ‘he’ to refer to unknown people
Do not use gender-biased nouns to refer to groups of people
Take care with ‘false generics’
Greetings and other forms of inclusive communication
Subordination and trivialisation
Naming conventions
Patronising language
Test your knowledge
Quiz 1: Policy document
Quiz 2: Job description
Quiz 3: Legal text
Practical tools
Solutions for how to use gender-sensitive language
Pronouns
Invisibility or omission
Common gendered nouns
Adjectives
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