• Skip to language switcher
  • Skip to main categories navigation
  • Skip to secondary categories navigation
  • Skip to main navigation
  • Pereiti į pagrindinį turinį
  • Skip to footer
Europos lyčių lygybės institutas logoEuropos lyčių lygybės institutas
Paieška

Paieškos forma

Lietuvių kalba
  • EN - English
  • LT - Lietuvių kalba
  • EN - English
  • BG - Български
  • ES - Español
  • CS - Čeština
  • DA - Dansk
  • DE - Deutsch
  • ET - Eesti
  • EL - Ελληνικά
  • FR - Français
  • GA - Gaeilge
  • HR - Hrvatski
  • IT - Italiano
  • LV - Latviešu valoda
  • LT - Lietuvių kalba
  • RO - Română
  • PT - Português
  • MT - Malti
  • PL - Polski
  • FI - Suomi
  • HU - Magyar
  • NL - Nederlands
  • SK - Slovenčina (slovenský jazyk)
  • SL - Slovenščina (slovenski jezik)
  • SV - Svenska
  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
      • EU Member States
      • Stakeholders
      • International organizations
    • Policy areas
      • Agriculture and rural development
        • Policy cycle
      • Culture
        • Policy cycle
      • Digital agenda
        • Policy cycle
      • Economic and financial affairs
        • #3 Steps Forward
          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
        • Policy cycle
      • Education
        • Policy cycle
      • Employment
        • Policy cycle
        • Structures
      • Energy
        • Policy cycle
      • Entrepreneurship
        • Policy cycle
      • Environment and climate change
        • Policy cycle
      • Health
        • Policy cycle
      • Justice
        • Policy cycle
      • Maritime affairs and fisheries
        • Policy cycle
      • Migration
        • Policy cycle
      • Poverty
        • Policy cycle
      • Regional policy
        • Policy cycle
      • Research
        • Policy cycle
      • Security
        • Policy cycle
      • Sport
        • Policy cycle
      • Tourism
        • Policy cycle
      • Transport
        • Policy cycle
      • Youth
        • 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
        • 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
        • À qui s’adresse cette boîte à outils?
        • Pourquoi la budgétisation sensible au genre des Fonds de l’UE relevant de la gestion partagée est-elle importante?
          • Trois raisons pour lesquelles la budgétisation sensible au genre est essentielle dans les Fonds de l’UE
        • Qu’est-ce que la budgétisation sensible au genre?
          • Présentation de la budgétisation sensible au genre
          • En quoi la budgétisation sensible au genre est-elle liée aux réalités vécues par les femmes et les hommes?
          • En quoi consiste la budgétisation sensible au genre dans la pratique
          • Budgétisation sensible au genre des Fonds de l’UE
            • La budgétisation sensible au genre comme moyen de se conformer aux exigences juridiques de l’UE
            • La budgétisation sensible au genre comme moyen de promouvoir la responsabilité et la transparence dans la planification et la gestion des finances publiques
            • La budgétisation sensible au genre comme moyen d’accroître la participation des femmes et des hommes aux processus budgétaires
            • La budgétisation sensible au genre comme moyen de favoriser l’égalité de genre pour les femmes et les hommes dans toute leur diversité
        • Comment pouvons-nous appliquer la budgétisation sensible au genre des Fonds de l’UE relevant de la gestion partagée? Outils pratiques et exemples des États membres
          • Outil 1 — Relier les Fonds de l’UE au cadre réglementaire de l’UE en matière d’égalité de genre
            • Base législative et réglementaire des politiques de l’UE en matière d’égalité de genre
            • Exigences concrètes pour la prise en considération de l’égalité de genre dans les Fonds de l’UE
            • Conditions favorisantes des Fonds de l’UE
            • Autres ressources
          • Outil 2 — Analyser les inégalités de genre et les besoins liés au genre aux niveaux national et infranational
            • Étapes concernant l’évaluation et l’analyse des inégalités de genre et les besoins liés au genre
            • Étape 1 — Recueillir des informations et des données ventilées sur le groupe cible
            • Étape 2 — Recenser les inégalités de genre existantes et leurs causes sous-jacentes
            • Étape 3 — Consulter directement les groupes cibles
            • Étape 4 — Tirer des conclusions
            • Autres ressources
          • Outil 3 — Mettre en œuvre l’égalité de genre dans les objectifs politiques (dans les accords de partenariat) et les objectifs/mesures spécifiques (dans les programmes opérationnels)
            • Étapes de la mise en œuvre opérationnelle de l’égalité de genre dans les accords de partenariat et les programmes opérationnels
            • Orientations générales sur la mise en œuvre de l’égalité de genre lors de l’élaboration d’objectifs stratégiques, d’objectifs spécifiques et de mesures
            • Liste de contrôle pour la mise en pratique du principe horizontal de l’égalité de genre dans les accords de partenariat
            • Liste de contrôle pour la mise en pratique du principe horizontal de l’égalité de genre dans les programmes opérationnels
            • Exemples d’intégration de l’égalité de genre en tant que principe horizontal dans les objectifs stratégiques et les objectifs spécifiques
          • Outil 4 — Coordination et complémentarités entre les Fonds de l’UE pour favoriser l’équilibre entre vie professionnelle et vie privée
            • Étapes à suivre pour améliorer la coordination et la complémentarité entre les Fonds
            • Étape 1 — Alignement sur les objectifs de l’engagement stratégique pour l’égalité de genre
            • Étapes 2 et 3 — Recenser et élaborer d’éventuelles interventions en faveur de l’équilibre entre vie professionnelle et vie privée
            • Étape 4 — Suivi à l’aide d’indicateurs au sein des systèmes de suivi et d’évaluation
            • Étude de cas fictive 1 — Concilier travail rémunéré et garde d’enfants
            • Étude de cas fictive 2 — Concilier travail posté et garde d’enfants
            • Étude de cas fictive 3 — Équilibrer les soins pour soi-même et pour les autres
            • Étude de cas fictive 4 — Concilier la garde des enfants et des personnes âgées avec le travail posté
            • Autres ressources
          • Outil 5 — Définir les partenariats et la gouvernance à plusieurs niveaux — Identifier les partenaires pertinents, le rôle des experts sur les questions de genre et la composition des comités de suivi
            • Étapes pour la définition des partenariats et de la gouvernance à plusieurs niveaux
            • Autres ressources
          • Outil 6 — Élaborer des indicateurs quantitatifs et qualitatifs pour faire progresser l’égalité de genre
            • Étapes pour l’élaboration d’indicateurs quantitatifs et qualitatifs
            • FEDER et Fonds de cohésion (mêmes indicateurs communs)
            • Fonds social européen plus
            • Fonds européen pour les affaires maritimes et la pêche
            • Autres ressources
          • Outil 7 — Définir des critères de sélection de projets sensibles au genre
            • Étapes à suivre pour favoriser l’élaboration et la sélection de projets sensibles à la dimension de genre
            • Liste de contrôle pour guider la préparation des appels à propositions de projets
            • Liste de contrôle pour les critères de sélection des projets
            • Outil complémentaire 7.a — Conventions tenant compte de la dimension de genre avec les personnes responsables de l’exécution des projets
          • Outil 8 — Contrôler les allocations de ressources en faveur de l’égalité de genre dans les Fonds de l’UE
            • 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
          • Outil 9 — Intégrer l’égalité de genre dans la conception des projets
            • Étapes pour intégrer l’égalité de genre dans la conception des projets
            • Étape 1 — Alignement sur les objectifs et indicateurs en matière de genre des accords de partenariat et des programmes opérationnels
            • Étape 2 — Élaboration et demande de projet
            • Étape 3 — Mise en œuvre du projet
            • Étape 4 — Évaluation du projet
          • Outil 10 — Intégrer une perspective de genre dans les processus de suivi et d’évaluation
            • Étapes pour intégrer une perspective de genre dans les processus de S & E
            • Autres ressources
          • Outil 11 — Rendre compte des dépenses de ressources en faveur de l’égalité de genre dans les Fonds de l’UE
            • Suivi des dépenses pour l’égalité de genre
            • Autres ressources
          • Références
          • Abréviations
          • Remerciements
      • 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
      • EIGE’s approach to good practices
    • Country specific information
      • Belgium
        • Overview
      • Bulgaria
        • Overview
      • Czechia
        • Overview
      • Denmark
        • Overview
      • Germany
        • Overview
      • Estonia
        • Overview
      • Ireland
        • Overview
      • Greece
        • Overview
      • Spain
        • Overview
      • France
        • Overview
      • Croatia
        • Overview
      • Italy
        • Overview
      • Cyprus
        • Overview
      • Latvia
        • Overview
      • Lithuania
        • Overview
      • Luxembourg
        • Overview
      • Hungary
        • Overview
      • Malta
        • Overview
      • Netherlands
        • Overview
      • Austria
        • Overview
      • Poland
        • Overview
      • Portugal
        • Overview
      • Romania
        • 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
    • Videos
  • Gender Equality Index
    • View countries
    • Compare countries
    • Thematic Focus
    • About Index
    • Publications
    • Forum 2022
    • Index Game
    • Videos
  • Gender Statistics Database
    • Browse Gender Statistics
    • Data talks
    • FAQs
    • About
    • Search
  • Beijing Platform for Action
  • Countries
    • Belgium
    • Bulgaria
    • Czechia
    • Denmark
    • Germany
    • Estonia
    • Ireland
    • Greece
    • Spain
    • France
    • Croatia
    • Italy
    • Cyprus
    • Latvia
    • Lithuania
    • Luxembourg
    • Hungary
    • Malta
    • Netherlands
    • Austria
    • Poland
    • Portugal
    • Romania
    • Slovenia
    • Slovakia
    • Finland
    • Sweden
  • Topics
    • Health
      • Covid-19 and gender equality
    • Violence
      • Orange the World
    • Agriculture and rural development
    • Culture
    • Digital agenda
    • Economic and financial affairs
    • Education
    • Employment
    • Energy
    • Entrepreneurship
    • Environment and climate change
    • Justice
    • Maritime affairs and fisheries
    • Migration
    • Poverty
    • Regional policy
    • Research
    • Sport
    • Tourism
    • Transport
    • Youth
  • About EIGE
    • EIGE's organisation
      • Management board
      • Experts' forum
      • EIGE staff
    • Our work
      • Stakeholders
      • EU candidate countries and potential candidates
        • About the IPA project
        • Examples from the region
          • Browse
          • About the examples
        • Gender equality indices in the region
        • Gender statistics in the region
        • Measuring violence against women in the region
      • Justice and Home Affairs (JHA) agencies
    • Projects
      • Running projects
      • Closed projects
    • Planning and reporting documents
    • Documents registry
      • Request for access to EIGE documents
    • Contact us
    • Director’s speeches
  • Recruitment
    • Open vacancies
    • Closed vacancies
    • About Recruitment
    • FAQs
    • Selection procedure appeals
    • Relevant forms and information
    • Welcome guide
  • Procurement
    • Open procedures
    • Closed procedures
    • About Procurement
    • External Experts' Database
  • News
  • Events
    • Upcoming events
    • Past events
    • Gender Equality Forum 2022
      • About
      • Agenda
      • Videos
      • Speakers
      • Practical information
  • EIGE’s publications
    • 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
        • Phrases
      • Policy context
    • 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
    • Upcoming publications
  • Library
    • Search
    • About
  • Glossary & Thesaurus
    • Overview
    • About
    • A-Z Index
    • Browse
    • Search
  • Pirmas
  • EIGE’s publications
  • EIGE-2021 Gender Equality Index 2021 Report: Health

EIGE-2021 Gender Equality Index 2021 Report: Health

PrintDownload as PDF
  • Back to toolkit page
  • Foreword
  • Highlights
  • Thematic focus: health
  • Introduction
  • Gender equality in the European Union at a glance
    • Progress is an uphill struggle
    • Decision-making driving change, segregation blocking it
    • Small drop in disparities in gender equality across the European Union, but COVID-19 could change that
  • Domain of work
    • Fragile pace of change since 2010
    • Unpaid childcare still hindering women from working full time
    • Women bear the brunt of the impact of COVID-19 on jobs
  • Domain of money
    • Earnings and income equality still out of reach
    • Single women, particularly in old age, are at highest risk of poverty
    • COVID-19 exacerbates women’s economic vulnerability and hardship
  • Domain of knowledge
    • Snail-pace progress comes to a halt
    • Hard-to-reach groups would benefit most from adult learning
    • School closures due to COVID-19 reinforce and add new inequalities in education and unpaid work
  • Domain of time
    • Gender inequalities in use of time live on
    • Gender differences on household chores entrenched from childhood
    • Unpaid care workloads and social isolation affect well-being
  • Domain of power
    • Decision-making gains drive gender equality progress
    • Legislative action makes a difference
    • Gender-balanced decision-making is imperative post pandemic
  • Domain of health
    • Enduring health inequalities stall progress
    • COVID-19 lowers life expectancy for men and birth rates
  • Domain of violence
    • A dearth of evidence hampers true assessment of violence against women
    • Inequalities heighten the risk of violence against women
    • Gender-based violence amplified by the COVID-19 pandemic
  • Thematic focus
    • Gender inequalities in health in the European Union
      • Gender differences in health reflect lifelong inequalities
        • Men are more likely to perceive their health as good
        • Women are more likely to have health limitations over their lifetime
        • The main causes of premature mortality are gendered
        • Women report poorer mental well-being than men
        • Gender differences in mental disorders begin early in life
        • Gender-based violence
        • Work stressors
        • Traditional norms of masculinity
        • Body image drives poor mental health, especially in youth
      • Health and risk behaviours are clearly gendered
      • Gender and intersecting inequalities in access to health services
    • Health dimensions in focus
      • Rights, access and outcomes – sexual and reproductive health in focus
      • The COVID-19 pandemic aggravates and brings forth health inequalities
  • Conclusions
  • References
  • Abbreviations

Thematic focus: health

Gender inequalities in health

Gender differences in health status

  • Overall, women tend to report worse health than men. In the 27 Member States of the EU (EU-27), 66 % of women and 71 % of men perceive their health to be good or very good. In all age groups, health limitations tend to have a greater effect on the activities of daily living in women than in men. The greater likelihood of women experiencing poor health also manifests in data on healthy life years. Women and men in the EU can expect to be in good health until 65 and 64 years of age[1], respectively. However, as women tend to live longer, more of their life is spent in poor health – an average of 19 years, compared with 14 years for men.
  • Looking at mental well-being specifically, the same trend can be seen, with women being more likely to report poor mental well-being. Analysis of the World Health Organization Five Well-Being Index (WHO-5) – where a score of 100 represents the best imaginable well-being while scores of 50 or lower indicate risk of depression – shows that the self-rated mental health index is higher for men (66 points) than for women (62 points). Analysis of self-assessed mental well-being across population groups shows that women report lower levels of mental well-being regardless of family composition, age, income, country of birth and disability.

Health and risk behaviours

  • Overall, health and risk behaviours are clearly gendered in the EU. There are persistent gender gaps in health-promoting behaviour, such as healthy eating and physical activity. While more women meet the World Health Organization (WHO) target of consuming five portions of fruit or vegetables a day (14 %)[2], more men meet the target of 180 minutes of physical activity a week (47 %)[3]. However, more men engage in high-risk behaviours such as tobacco smoking and hazardous drinking. These gendered health and risk behaviours are already visible in adolescence, and the gap between men and women widens with age.

Access to health services

  • Universal access to health services has not yet been achieved in the EU. Gender inequalities and gender norms intersect with socioeconomic, geographic and cultural factors and create structural barriers when accessing healthcare. Several population groups, such as lone parents, older people, migrants and people with disabilities, and within each of these groups women in particular, stand out as being highly vulnerable to unmet healthcare needs. Overall, about 7 % of women and 6 % of men with disabilities report unmet needs for medical services in the EU, but the levels are much higher in Estonia (29 % of women and 23 % of men), Romania (25 % of women and 23 % of men) and Greece (25 % of women and 22 % of men). In Denmark, Sweden, Hungary, Bulgaria, the Netherlands and Luxembourg, among those with disabilities, men are more likely than women to report unmet medical needs.
  • Many factors can inhibit access to medical services, such as the cost associated with them, experiences of discrimination and issues related to cultural sensitivity and a lack of gender sensitivity. The cost of medical services as a barrier to access is more frequently mentioned by people aged 65 years or older than by the general population (40 % of women and 34 % of men aged 65 or older, compared with 33 % of women and 29 % of men in the adult population as a whole). Data shows that large segments of the EU population would find it difficult to pay for unexpected dental care (41 % of women and 35 % of men), mental health services (39 % of women and 33 % of men) and other hospital or medical specialist services (32 % of women and 29 % of men)[4].
  • The COVID-19 pandemic has further exacerbated barriers to access to healthcare services in the EU either as a result of deferment and deprioritisation of certain medical procedures or because of fear of infection. In particular, the European Foundation for the Improvement of Living and Working Conditions (Eurofound) COVID-19 e-survey found that 21 % of respondents had missed a medical examination or treatment during the pandemic. This proportion was highest in Hungary, Portugal and Latvia. In spring 2021, 18 % of respondents were experiencing a health issue for which they could not get treatment (Eurofound, 2021c).

Health dimensions in focus

Sexual and reproductive health

  • Sexual and reproductive health and rights (SRHR) are heavily gendered within the EU. Although 95 %[5] of women in the EU can meet their need for contraceptives, health inequalities still exist. Availability, access, cost and stigma issues around contraceptives introduce barriers to SRHR, especially for young people. Laws, policies and comprehensive sexuality education vary across Member States (BZgA and IPPF EN, 2018). Access to safe abortion and high-quality maternal care remains unequal across the EU, especially for vulnerable groups such as young women and migrants.
  • Severe gender data gaps persist in key areas of SRHR, ranging from comprehensive data on contraceptive use to disaggregated epidemiological data on sexually transmitted diseases (STDs) in the EU. Gender bias frames sexual and reproductive health (SRH) as a concern mainly for women and girls, leading to caveats. In particular, men are overlooked in the data collection concerning SRH, and the needs of men in the areas of reproductive health are underexplored in the scientific literature.

The COVID-19 pandemic

  • The data shows that the likelihood of being infected with COVID-19 is similar for women and men[6], but men are at higher risk of severe disease and have a higher risk of death, with gender differences increasing with age. Data from the European Centre for Disease Prevention and Control (ECDC) for 10 EU Member States shows that, as of June 2021, overall, 8 % of women and 10 % of men infected with COVID-19 were hospitalised; however, among those aged 70–79 years, 24 % of women and 33 % of men were hospitalised. For patients aged 80 years or older, the rate of hospitalisation reached 31 % for women and 45 % for men. Since the beginning of the pandemic, men have accounted for 55 % of COVID-19 deaths. The risk of dying from COVID-19 is higher for men than for women in almost all EU countries for which data is available, with the exception of Lithuania and Slovenia.
  • Women have been disproportionately exposed to infection by COVID-19 as a result of being over-represented among essential workers and frontline workers. Eurostat data shows that women represent 88 % of personal care workers, 84 % of cleaners and helpers, 73 % of education workers and 72 % of health professionals in EU countries[7]. A study of 10 European countries, including seven Member States[8], found that infections among working-age women far outnumber those among working-age men until about the age of 60 years. The authors found that higher rates of infection among women have been linked to their presence in the caring professions, especially healthcare (Tomáš Sobotka et al., 2020). This is consistent with findings that poor working conditions, including the lack of appropriate occupational health and safety measures and precarious employment, contribute to high infection levels in women-dominated frontline sectors (OECD, 2020b; Pelling, 2021; Shallcross et al., 2021).
  • Emerging evidence points to significant numbers of people with COVID-19 continuing to have symptoms weeks or even months after contracting the virus (Dennis et al., 2020). Women of working age, people with disabilities, those living in deprived areas and people working in care professions are most likely to be affected by ‘long COVID’ (Ayoubkhani, 2021). Most of those affected report that symptoms adversely impact their day-to-day activities.
  • Apart from the direct health consequences of the virus, there are also secondary impacts on physical and mental health. These are likely to be gender specific and long-lasting. Major stressors include social isolation, fear of infection for oneself and loved ones, grief and financial distress. In spring and early summer 2021, mental well-being was at its lowest level since the outbreak began, with large segments of the population at risk of depression (Eurofound, 2021c). Women have had lower levels of mental well-being than men in each of the three pandemic waves, with the lowest levels recorded among working-age women during the third wave. Evidence is mounting on the profound mental health toll of the pandemic on frontline workers, particularly in the care sector. The true extent of the pandemic’s mental health consequences will take time to unfurl, with experts warning that the peak may come long after the pandemic is controlled.
  • The restrictions and economic uncertainties resulting from the COVID-19 pandemic have given rise to a ‘shadow pandemic’ of gender-based violence; in particular, there has been a surge in intimate partner violence. Forced cohabitation brought about by lockdowns and economic and labour instability are considered stressors associated with an increase in intimate partner violence (Buller et al., 2018; Buttell and Ferreira, 2020; Jarnecke and Flanagan, 2020). Furthermore, the increase in psychological distress during lockdowns (S. K. Brooks et al., 2020; Gillespie et al., 2021) is another risk associated with intimate partner violence (Clemens et al., 2019; Curtis et al., 2019; Straus and Douglas, 2019). Lockdown measures may have compounded risks of violence against vulnerable groups such as women with disabilities; homeless women, undocumented migrants or migrants with temporary visas; families with low socioeconomic status or children; and lesbian, gay, bisexual, transgender, intersex, queer,+ (LGBTIQ*) couples (Arenas-Arroyo et al., 2020; De Schrijver et al., 2021; Flatau et al., 2020; Pleace et al., 2021; Segrave and Pfitzner, 2020; Zero and Geary, 2020).

 

Footnotes

[1] Eurostat, ‘Healthy life years by sex (from 2004 onwards)’, https://ec.europa.eu/eurostat/web/products-datasets/-/hlth_hlye, 2019.

[2] Eurostat, ‘Daily consumption of fruit and vegetables by sex, age and educational attainment level’, https://ec.europa.eu/eurostat/web/products-datasets/-/hlth_ehis_fv3e

[3] Eurostat, Persons performing physical activity outside working time by duration in a typical week, educational attainment level, sex and age’, https://ec.europa.eu/eurostat/web/products-datasets/-/ilc_hch07.

[4] European Quality of Life Survey (EQLS), 2016. Respondents were asked, for each type of medical service, ‘How easy or difficult would it be for you to cover expenses for each of the following services, if you needed to use it tomorrow?’ The percentages in the text are the proportions responding to ‘Rather difficult’ or ‘Very difficult’.

[5] UN Database, ‘Family planning indicators’, https://www.un.org/development/desa/pd/data/family-planning-indicators, 2017.

[6] At the time of writing, over half of all COVID-19 cases in EU countries for which data is available were among women (52 % among women and 48 % among men). Source: The Sex, Gender and COVID-19 Project, Global Health 50/50, the African Population and Health Research Center and the International Center for Research on Women. Accessed from https://globalhealth5050.org/the-sex-gender-and-covid-19-project/ on 25 June 2021. EU: authors’ elaboration for (BG, HR, CY, MT, data was not available). Updated on 21 June 2021.

[7] EIGE, COVID-19 web page, https://eige.europa.eu/covid-19-and-gender-equality/essential-workers. Data from EU-LFS, 2018.

[8] Belgium, Czechia, Denmark, Germany, Italy, Norway, Portugal, Spain, Switzerland and the United Kingdom.

Share:

Useful links

  • Who we are
  • Recruitment
  • News 
  • Events

Subscribe to our newsletter

Get the latest EIGE's updates on a personalised basis. See all past newsletters.

General enquiries

  • Gedimino pr. 16, LT-01103 Vilnius, Lietuva
  • El. paštas: eige.sec@eige.europa.eu
  • Telefonas: +370 5 215 7444
  • Administracija: +370 5 215 7400
  • Užpildykite šią formą, jei norite susisiekti su mumis / mūsų vieta žemėlapyje

    Find us

    image of map

    Gedimino pr. 16, LT-01103 Vilnius, Lithuania

    Media enquiries

    • Georgie Bradley
    •  +370 6 982 7826
    • georgie.bradley@eige.europa.eu

    EIGE in social media

    • Follow us on Twitter
    • Follow us on Facebook
    • Follow us on Youtube
    • Follow us on Linkedin
    EIGE logo
    Making equality between women and men a reality for all Europeans and beyond
     

    © 2023 Europos lyčių lygybės institutas

    Help us improve

    Take me to top

    • Web Accessibility
    • Legal notices
    • Personal Data Protection
    • Cookies Policy
    • The UK on EIGE's website
    • Contact us
    • Login