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Gender mainstreaming
What is Gender mainstreaming
Policy cycle
Institutions and structures
European Union
EU Member States
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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
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
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
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
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
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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
Resources
References
Abbreviations
Acknowledgements
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 Evaluation
Gender Statistics and indicators
Gender Monitoring
Gender Planning
Gender 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
Browse all Belgium content
Bulgaria
Overview
Browse all Bulgaria content
Czechia
Overview
Browse all Czechia content
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Overview
Browse all Denmark content
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Overview
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Overview
Browse all Estonia content
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Overview
Browse all Ireland content
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Overview
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Overview
Browse all Spain content
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Overview
Browse all France content
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Overview
Browse all Croatia content
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Overview
Browse all Italy content
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Overview
Browse all Cyprus content
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Overview
Browse all Latvia content
Lithuania
Overview
Browse all Lithuania content
Luxembourg
Overview
Browse all Luxembourg content
Hungary
Overview
Browse all Hungary content
Malta
Overview
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Overview
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Overview
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Overview
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Overview
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Overview
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Overview
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Slovakia
Overview
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Finland
Overview
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Sweden
Overview
Browse all Sweden content
United Kingdom
Overview
EIGE’s publications on Gender mainstreaming
Concepts and definitions
Power Up conference 2019
Videos
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
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
Intimate partner violence and witness intervention
Female genital mutilation
Risk estimations
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
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
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
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 Western Balkans and Turkey
Gender statistics in the Western Balkans and Turkey
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
To visit our library in Vilnius
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
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
1. Gender equality in the European Union: improvements and challenges between 2005 and 2017
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
9. Work-life balance: a thematic focus
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
Part 1. Understand
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
Part 3. Act
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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"Stealthing"
A
aill ghloine
Aiteach
an chóir chomhionann
An tIonad Éigeandála um Éigniú
anailís inscne
aontíos céileachais
Athdhearbhú
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Athíospairt
Atitimeachas
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Bainistiú ciontóra
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banúlacht
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ciorrú ball giniúna ban
Ciorrú giniúna ban
claontacht
cleachtas traidisiúnta dochrach
cleachtas traidisiúnta díobhálach
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comhionannas deiseanna do mhná agus d’fhir
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comhionannas inscne de jure
comhionannas inscne substainteach
comhionannas toraidh
comhlacht comhionannais
comhlacht comhionannais inscne
comhlacht comhionannais náisiúnta neamhspleách
comhlacht rialtais um chomhionannas inscne
comhroinnt na bhfreagrachtaí tí
comhtháthú ghné an chomhionannais inscne
comhtháthú ghné na hinscne
conradh inscne
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cothromaíocht oibre-teaghlaigh
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dícheall cuí
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dídheighilt mhargadh an tsaothair
dífhostaíocht fholaigh
dínit ag an obair
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eacnamaíocht nua teaghlaigh
eagraíocht neamhrialtasach
easnamh daonlathach
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F
faireachán agus meastóireacht atá íogair ó thaobh inscne
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fear
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fireannacht
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fireannacht chomhbhách
forbairt inniúlachtaí
foréigean ag an obair
foréigean baile
foréigean baile
foréigean cultúrtha
foréigean díreach in aghaidh na mban
foréigean eacnamaíoch
foréigean fisiceach
foréigean gnéasach
foréigean in aghaidh ban faoi choimeád
foréigean in aghaidh na mban
foréigean in aghaidh na mban i gcásanna coinbhleachta
foréigean inscne
foréigean inscne
foréigean inscne in aghaidh na mban
foréigean neamhdhíreach
foréigean síceolaíoch
foréigean teaghlaigh
fostaíocht fhorbhásach
fostaíocht neamhrialta
fostaíocht neamhthipiciúil
fostaíocht pháirtaimseartha
freagrachtaí teaghlaigh
freagrachtaí teaghlaigh
friotal neamhghnéasaíoch a úsáid
frithghiniúint éigeandála
fuascailt na mban
féiniúlacht ghnéis
féiniúlacht inscne
G
GAD (inscne agus forbairt)
gaol idir cumhacht agus inscne
gaol stádais
geilleagar an chúraim
geilleagar neamhfhoirmiúil
gender empowerment measures (GEM)
gender(s)
ginmhilleadh
ginmhilleadh de réir inscne
ginmhilleadh leighis
ginmhilleadh neamhshábháilte
ginmhilleadh éigeantais
gné chomhionannais
gné na hinscne
gné na hinscne
gné na hinscne a phríomhshruthú
gnéas
gnéasachas
gnéasacht
gnéaschlaonadh
gníomhaíocht dhearfach
gníomhaíocht shonrach
grúpa faoi mhíbhuntáiste
grúpa imeallaithe
grúpa leochaileach
gáinneáil ar dhaoine
gáinneáil ar dhaoine
gáinneáil ar ghnéas
gáinneáil ar mhná agus ar chailíní
H
heitreanormáltacht
heitrighnéasach
heitrighnéasachas
heitrighnéasacht
homafóibe
homaighnéasach
homaighnéasachas
I
iarrthóir tearmainn mná nó cailín
idirdhealú bunaithe ar ghnéas
idirdhealú bunaithe ar ghnéas
idirdhealú bunaithe ar ghnéas agus ar inscne
idirdhealú dearfach
idirdhealú díreach
idirdhealú in aghaidh na mban
idirdhealú indíreach
idirdhealú inscne
idirdheighilt chothrománach
idirdheighilt ingearach
idirghabháil atá íogair ó thaobh inscne
idirghnéasach
il-leithcheal
ilualach
ilualach na mban
imirce phósta
imirceach mná
iniúchadh inscne
iniúchadh rannpháirtíochta inscne
inniúlacht chomhionannais inscne
inniúlacht chomhionannas inscne a fhorbairt
innéacs comhionannais inscne d’Aontas na hEorpa
Innéacs Forbartha Inscne
inscne
inscne agus forbairt
inscne eile
inscneach
inscniú
Institúidí Naisiúnta um Chearta an Duine
ionad atreorúcháin maidir le foréigean gnéasach
ionad na mban
ionadaíocht ban
ionsaí gnéasach ar mhná
ionsaí síceolaíoch
L
laofacht gnéis i mbailiú sonraí
laofacht inscne
laofacht staitistiúil inscne
leasanna straitéiseacha inscne
leispiach
leispiafóibe
leithcheal trasnach
leithscaradh gairme na n-inscní
leithscaradh inscne
LGBTQ
luach saothair comhionann d'oibrithe baineanna agus fireanna
luathphósadh
léann an fheimineachais
léann inscne
léann na bhfear
léann na mban
léiriú inscne
líne chabhrach náisiúnta do mhná
M
marthanóir
meantóireacht
meastóireacht inscne
Measúnú riosca
measúnú tionchair inscne
meicníocht chomhionannas inscne
meicníochtaí náisiúnta um chur chun cinn na mban
mná san Fhorbairt
modh príomhshruthaithe inscne
máithreachas sábháilte
N
naíonmharú baineann
neamhionannas inscne
neartú acmhainní
neodrach ó thaobh inscne de
norm inscne
O
obair a dhéantar sa bhaile
obair atáirgthe
obair chúraim
obair gan íocaíocht
obair gan íocaíocht
obair gan íocaíocht a aithint agus a luacháil
Obair ghnéasach éigeantach.
obair neamhfhoirmiúil
obair pháirtaimseartha a rialáil
obair tí
obair tí
oibrí ar ball den teaghlach é
oibrí mná
oibrí mná scothaosta
oideachas inscne
oiliúint chomhionannais inscne
oiliúint inscne
ombudsman
ordú cosanta
ordú sriantach
other/third gender
P
paireacht
paireacht inscne
patrarcacht
pleanáil clainne
pleanáil inscne
Pleanáil sábháilteachta
Porn Díoltas
Pornagrafaíocht neamhthoiliúil
postroinnt
prionsabal an chaithimh chomhionainn
prionsabal an chomhionnais inscne a phríomhshruthú
promhadh inscne
príomhshruthú inscne
príomhshruthú inscne i mbeartais agus i gcláir náisiúnta
príomhshruthú inscne i staidreamh
pá comhionann as obair chomhionann
pá íosta
pósadh leanaí
pósadh éigeantais
R
rannpháirtíocht atá cothrom ó thaobh inscne de
rannpháirtíocht chothrom idir mná agus fir
reachtaíocht atá neodrach ó thaobh inscne de
riachtanais inscne na mban
riachtanais inscne phraiticiúla na mban
riachtanais straitéiseacha inscne na mban
Rialú comhéigneach
rochtain chomhionann ar acmhainní do mhná agus d'fhir
rochtain chomhionann ar an gceartas do mhná agus d'fhir
roinnt an tsaothair
roinnt an tsaothair ar bhonn gnéis
roinnt an tsaothair ar bhonn inscne
roinnt an tsaothair ar bhonn inscne
roinnt an tsaothair sa bhaile
réiteach idir saol na hoibre agus saol an teaghlaigh/tí
réiteach idir saol na hoibre, saol an teaghlaigh agus an saol príobháideach
rófhireannacht
ról inscne
ról triarach
ról triarach na mban
S
saincheist inscne
saoire atharthachta
saoire do thuismitheoirí
saoire mháithreachais
saoire teaghlaigh
saothar atáirgthe
sclábhaíocht ghnéasach
Seirbhísi Speisialaithe do mhná
sláinte atáirgthe
sláinte ghnéis
sochar
sochaí shibialta
socruithe maidir le solúbthacht uaireanta oibre
soláthar inscne
sonraí imdhealaithe de réir gnéis
sos gairme
staid imeallaithe
staidreamh imdhealaithe de réir gnéis
staidreamh inscne
stailcaireacht cíbear
stalcaireacht a dhéanamh ar mhná
steiriliú éigeantais
steiréitíopa díobhálach
steiréitíopa gnéasach
steiréitíopa gnéis
steiréitíopa inscne
steiréitíopaí ginearálaithe
steiréitíopáil ar bhonn gnéasróil
steiréitíopáil ar bhonn inscne
steiréitíopáil bhreithiúnach
steiréitíopáil éagórach inscne
stádas inscne
stádas pósta
suirbhé ar úsáid ama
sásraí institiúideacha um chomhionannas inscne
síleáil ghloine
sóisialú inscne
T
tagarmharcáil
tairseach na paireachta
tasc triarach
tasc triarach ban
teacht i dtír gnéasach
teaghlach dar ceann baineann
teanga atá neodrach ó thaobh inscne de
teanga atá íogair ó thaobh inscne
tearmann
tearmann
tearmann
tearmann do mhná
teicníc nó uirlis chomhairleach agus rannpháirtíochta
teoiric na haiteachta
toircheas
toircheas éigeantais
traditional harmful practices
trasfóibe
trasghnéasach
trasghnéasachas
trasnachas
trádáil an ghnéis
tríú hinscne (an)
tuismitheoir aonair
tuismitheoir aonair
táscaire inscne
U
ualach triarach
ualach triarach na mban
uirlis phríomhshruthaithe inscne
urlár greamaitheach
Á
ábharthacht inscne
É
éagothromaíocht idir na hinscní
éagothromaíocht idir na hinscní
éagothromaíocht struchtúrach
éagsúlacht
éigniú
éigniú coinne
éigniú pósta
éileamh ar acmhainní
Í
íogair ó thaobh inscne
íogaireacht ó thaobh inscne
íospairt
íospairt thánaisteach
íospartach
a
b
c
d
e
f
g
h
i
j
k
l
m
n
o
p
q
r
s
t
u
v
w
x
y
z
"
á
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