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      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Find a gender trainer
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
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      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • What is a Gender Equality Plan?
        • EU objectives for gender equality in research
        • Why change must be structural
        • Who is this guide for?
        • The GEAR Step-by-Step Guide
          • Step 1: Getting started
          • Step 2: Analysing and assessing the state-of-play in the institution
          • Step 3: Setting up a Gender Equality Plan
          • Step 4: Implementing a Gender Equality Plan
          • Step 5: Monitoring progress and evaluating a Gender Equality Plan
          • Step 6: What comes after the Gender Equality Plan?
        • GEAR action toolbox
        • Who is involved in a Gender Equality Plan?
        • Rationale for gender equality in research
        • Basic requirements and success factors
        • Obstacles and solutions
        • Legislative and policy backgrounds
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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
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
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    • Cyber violence against women
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      • 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
    • Geroji praktika, skirta kovoti su smurtu lyties pagrindu
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    • Reguliavimas ir teisinis pagrindas
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      • Strategic framework on violence against women 2015-2018
      • Teisinės apibrėžimai ES valstybėse narėse
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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
          • 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
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        • Common gendered nouns
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      • 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
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A-Z Index

Available in:

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A

action positive
aide juridictionnelle
asylum-seeking women and girls
autonomisation des femmes
avortement
avortement médicalisé

B

balanced participation of women and men
benefits
best practices for gender equality
biphobia
bisexualité
bisexuel(le)
body, woman’s
budgétisation sensible au genre

C

capacity building
care economy
care ethics
care work
caring masculinity
charge de la preuve
coercive control
cohabitation
competence development
conflict-related sexual violence
congé parental
conjoint aidant
consultative and participatory techniques and tools
crime commis au nom de «l'honneur»
crime d'honneur
cultural violence
cyber harassment
cyber stalking
cyber violence against women and girls

D

de facto gender equality
dignité au travail
diligence voulue
dimension de l'égalité
disadvantaged groups
discrimination directe
discrimination fondée sur le genre
discrimination indirecte
discrimination à l'encontre des femmes
diversité
division du travail
division du travail fondée sur le genre
domestic division of labour
domestic responsibilities
données sexuées
double standards
doxing
droits dérivés
droits en matière de procréation
droits fondamentaux des femmes et des filles
dual approach to gender equality
déficit démocratique
déségrégation du marché du travail

E

early marriage
economic violence
emancipation of women
emergency contraception
emotional abuse
emploi atypique
entrepreneuriat des femmes
equal access to resources for women and men
equality bodies
equality of outcome
equality of women and men
ethics of care
excision
exploitation sexuelle des enfants à des fins commerciales
exploitation économique

F

family care
family leave
family violence
female
female circumcision
femininities
feminism(s)
feminist studies
femme issue d'une minorité
femme migrante
flexibilité dans l’aménagement du temps de travail
forced abortion
forced sterilisation
formal gender equality
formation à l'égalité de genre
foyer d'hébergement
foyer dirigé par une femme
foyer pour femmes
féminicide
féminisation de la migration
féminisation de la pauvreté

G

GAD
garde des enfants
gender analysis
gender and development
gender audit
gender awareness
gender awareness raising
gender balance
gender bias
gender blindness
gender budgeting
gender contract
Gender Development Index (GDI)
gender dimension
gender discrimination
gender disparities
gender division of labour
gender dynamics
gender education
gender empowerment measures (GEM)
gender equality
gender equality bodies
gender equality competence
gender equality competence development
Gender Equality Index
gender equality machinery
gender expression
gender gap
gender impact assessment
gender indicators
gender inequality
gender issue(s)
gender mainstreaming in national policies and programmes
gender mainstreaming in statistics
gender monitoring and evaluation
gender needs of women
gender norms
gender parity
gender pay gap
gender planning
gender position
gender power relations
gender procurement
gender proofing
gender quotas
gender reassignment
gender redistributive policies
gender relations
gender relevance
gender roles
gender segregation
gender sensitivity
gender socialisation
gender statistics
gender stereotyping
gender studies
gender system
gender training
gender(s)
gender-neutral
gender-neutral language
gender-neutral legislation
gender-neutral policies
gender-sensitive
gender-sensitive accountability
gender-sensitive institutional transformation
gender-sensitive monitoring and evaluation
gender-specific monitoring and evaluation
gendered
gendering
genre
glass ceiling
glass cliff
good practice for gender mainstreaming
governmental gender equality body
grossesse
grossesse forcée

H

harassment
harcèlement des femmes
harcèlement sexuel
harmful practices
harmful stereotypes
harmful traditional practices
hegemonic masculinity
heterosexism
heterosexual
heterosexuality
hidden unemployment
home-based work
homophobia
homosexual
homosexuality
horizontal segregation
hypermasculinity
hétéronormativité

I

identité de genre
indirect violence against women
individual rights
infanticide des filles
informal economy
informal work
institutional capacity for gender mainstreaming
institutional mechanisms for gender equality
integration of gender equality perspective
integration of gender perspective
interruption de carrière/pause dans la carrière
intersectional discrimination
intersectional discrimination
intersectionality
intersex
intimate partner violence
intra-household resource distribution
intégration de la dimension de genre
invisible barriers

J

job sharing
judicial stereotyping

L

langage sensible au genre
lesbian
lesbophobia
LGBTQ
lone parent

M

mainstreaming a gender equality principle
mainstreaming a gender perspective
male
maltraitance des personnes âgées
man
marginalised position
marginalized groups
mariage d'enfants
mariage forcé
marital status
marriage migration
masculinité
maternity leave
mentoring
men’s studies
mesure d'action positive
mesure de protection
methods for gender mainstreaming
minimum wage
multiple burden
multiple discrimination
mutilation génitale féminine
mécanisme national chargé de favoriser la promotion de la femme
médiation sensible au genre

N

National Human Rights Institutions (NHRIs)
national women’s helplines
new household economics
non-consensual pornography
non-governmental organisations (NGOs)
non-sexist use of language

O

occupational gender segregation
offender management
older women workers
ombudsperson
ordonnance de protection
organisational culture
organisme national de promotion de l'égalité indépendant
orientation sexuelle
other/third gender

P

parental rights
parity
parity democracy
parity threshold
part-time employment
partage égal des responsabilités domestiques
participation équilibrée des femmes et des hommes
participatory gender audit
paternity leave
patriarchy
pay gap
perpetrator
perspective de genre
physical violence
planification familiale
positive discrimination
positive measures
power relations
practical gender needs of women (PGNs)
pre-natal sex selection
precarious and/or irregular employment
preferential treatment
prejudices
principle of equal treatment
proactive measures
prostitution forcée
protection de la maternité
psychological assault
psychological violence
public/private dichotomy

Q

queer
queer theory
quotas

R

rape crisis centre
rape culture
re-victimisation
reassault
recidivism
recognition and valuation of unpaid work
reconciliation of work and family/household life
reconciliation of work, family and private life
referral system
refuge
refugee women
regulation of part-time work
repeat victimisation
representation of women
reproductive health
reproductive labour
reproductive work
responsabilités familiales
restraining order
revendication sur les ressources
revenge porn
risk assessment
risk management
rémunération égale pour travail de valeur égale

S

safe housing
safe motherhood
safety planning
satellite account
sectoral approach to gender mainstreaming
segregation of the labour market
sex
sex bias in data collection
sex discrimination
sex stereotype
sex trade
sex trafficking
sex- and gender-based discrimination
sex-disaggregated statistics
sex-role stereotype
sexism
sexual abuse
sexual assault on women
sexual division of labour
sexual exploitation
sexual health
sexual identity
sexual rights
sexual slavery
sexual stereotype
sexual violence
sexual violence referral centre
sexuality
single parent
société civile
soins aux personnes dépendantes
special measures
specialised services for women
specific action
specific measures
stakeholder consultations
stateless women
statistical gender bias
stealthing
sticky floor
strategic gender interests (SGIs)
strategic gender needs of women (SGNs)
structural adjustment
structural inequality
stéréotype composé
stéréotype de genre
substantive gender equality
survivor of gender-based violence
ségrégation dans l'emploi
ségrégation des emplois

T

temporary special measures
the third gender
the ‘Other gender’
time use survey
tokenism
tools for gender mainstreaming
traditional harmful practices
trafficking in women and girls
traite d'êtres humains
traite des êtres humains
transgender
transphobia
transsexual
transsexuality
travail domestique
travail ménager
travail/emploi atypique
travailleur familial
triple burden
triple rôle
triple task

U

unpaid work
unremunerated work
unsafe abortion

V

vertical segregation
victime
victimisation
victimisation secondaire
viol
viol marital
viol sur rendez-vous
violence against women and girls in armed conflict
violence at work
violence contre les détenues
violence de genre
violence directe envers les femmes
violence domestique
violence fondée sur le genre
violence fondée sur le genre envers les femmes
violence à l'encontre des femmes
vulnerable groups

W

woman
woman worker
woman’s body
women in development (WID)
women’s centre
women’s human rights
women’s human rights defenders (WHRDs)
women’s multiple burden
women’s studies
women’s triple burden
women’s triple role
women’s triple task
work–family balance
work–life balance
wrongful gender stereotyping

É

égalité d'accès à la justice entre les femmes et les hommes
égalité de genre de jure
égalité de rémunération entre les femmes et les hommes
égalité de traitement entre les femmes et les hommes
égalité des chances entre les femmes et les hommes
égalité entre les femmes et les hommes
équité de genre
équité entre les femmes et les hommes
étalonnage des performances
évaluation genrée
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