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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
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        • Economic Benefits of Gender Equality in the EU
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    • 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
        • 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
            • 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
          • 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
      • 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
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      • Gender monitoring
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      • Sex-disaggregated data
      • Institutional transformation
      • Examples of methods and tools
      • Resources
    • Good practices
      • Browse
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    • Country specific information
      • Belgium
        • 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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        • Overview
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        • Overview
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        • 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
      • 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
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    • Gender Equality Forum 2022
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      • 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
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          • Greetings and other forms of inclusive communication
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      • Test your knowledge
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        • Quiz 3: Legal text
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    • 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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assalt psikoloġiku
Assessjar tar-riskji
assoċjazzjoni mal-ġeneru
Attakk ripetut
Attur
awditjar tal-ġeneru
awditu tal-ġeneru parteċipatorju
azzjoni pożittiva
azzjoni speċifika
aċċess indaqs għall-ġustizzja għan-nisa u għall-irġiel
aċċess indaqs għar-riżorsi għan-nisa u għall-irġiel
aġġustament strutturali

B

baġitjar skont il-ġeneru
benefiċċju
bidla fil-ġeneru
bifobija
bilanċ bejn il-ġeneru
bilanċ bejn ix-xogħol u l-familja
bilanċ bejn ix-xogħol u l-ħajja
bini tal-kapaċitajiet
bisesswali
bisesswalità

D

data maqsuma skont is-sess
defiċit demokratiku
demokrazija ta' parità
desegregazzjoni tas-suq tax-xogħol
difensuri tad-drittijiet umani tan-nisa
differenza bejn il-ġeneru
differenza fil-pagi
dikotomija pubblika/privata
diliġenza dovuta
dimensjoni tal-ugwaljanza
dimensjoni tal-ġeneru
dinamika bejn il-ġeneri
dinjità fuq il-post tax-xogħol
diskrepanza fil-pagi bejn il-ġeneri
diskriminazzjoni bbażata fuq il-ġeneru
diskriminazzjoni diretta
diskriminazzjoni fuq il-bażi ta' sess u ġeneru
diskriminazzjoni indiretta
diskriminazzjoni intersettorjali
diskriminazzjoni kontra n-nisa
diskriminazzjoni multipla
diskriminazzjoni pożittiva
diskriminazzjoni sesswali
diskriminazzjoni tal-ġeneru
disparità bejn il-ġeneri
distribuzzjoni tar-riżorsi ġewwa d-dar
diversità
diviżjoni tax-xogħol abbażi tal-ġeneru
drittijiet derivati
drittijiet individwali
drittijiet riproduttivi
drittijiet sesswali
drittijiet tal-bniedem tan-nisa
drittijiet tal-bniedem tan-nisa u t-tfajliet
drittijiet tal-ġenituri

E

edukazzjoni dwar il-ġeneru
ekonomija informali
ekonomija ta' kura
ekonomiji domestiċi ġodda
ekwità bejn il-ġeneri
ekwità bejn in-nisa u l-irġiel
emanċipazzjoni tan-nisa
espressjoni tal-ġeneru
eteronormatività
eterosessiżmu
eterosesswali
eterosesswalità
etika tal-kura
etika tal-kura
evalwazzjoni tal-impatt tal-ġeneru
evalwazzjoni tal-ġeneru
evalwazzjoni u monitoraġġ sensittiv għall-ġeneru
evalwazzjoni u monitoraġġ speċifi għall-ġeneru

F

fastidju
fastidju sesswali
fastidju ċibernetiku
femiċidju
femminili
femminilità
femminizzazzjoni tal-faqar
femminizzazzjoni tal-migrazzjoni
femminiżmu
flessibilità tal-arranġamenti tal-ħinijiet tax-xogħol

G

GAD
grupp marġinalizzat
grupp vulnerabbli
grupp żvantaġġat
għajnuna legali
għażla tas-sess qabel it-twelid
għodda għall-integrazzjoni tal-ġeneri
għolja tal-ħġieġ

H

helpline nazzjonali tan-nisa

I

ibbaġitjar skont il-ġeneru
identità sesswali
identità tal-ġeneru
il-kompitu tripplu tan-nisa
il-piż tripplu tan-nisa
impjieg atipiku
impjieg irregolari
impjieg prekarju
indikatur tal-ġeneru
Indiċi ta' Żvilupp tal-Ġeneru
Indiċi tal-Ugwaljanza bejn il-Ġeneri għall-Unjoni Ewropea
indukrar tal-persuni dipendenti
indukrar tat-tfal
infantiċidju femminili
integrazzjoni tal-perspettiva tal-ugwaljanza bejn il-ġeneri
integrazzjoni tal-perspettiva tal-ġeneru
integrazzjoni tal-perspettiva tal-ġeneru
integrazzjoni tal-prinċipju tal-ugwaljanza bejn is-sessi
integrazzjoni tal-prinċipju tal-ugwaljanza bejn is-sessi
integrazzjoni tal-prinċipju tal-ugwaljanza bejn is-sessi fil-politiki u l-programmi nazzjonali
integrazzjoni tal-prinċipju tal-ugwaljanza bejnn is-sessi fl-istatistika
interessi strateġiċi relatati mal-ġeneru
interruzzjoni fil-karriera
intersesswali
intersezzjonalità
intraprenditorija tan-nisa
inugwaljanza strutturali
inugwaljanza tal-ġeneru
ipermaskulinità
ippjanar tal-familja
ippjanar tal-ġeneru
ir-rwol tripplu tan-nisa
Istituzzjonijiet Nazzjonali tad-Drittijiet tal-Bniedem
it-tqajjim ta' kuxjenza dawr il-ġeneru

K

kapaċità istituzzjonali għall-integrazzjoni tal-prinċipju tal-ugwaljanza bejn is-sessi
kenn
kenn għan-nisa
kenn sikur
koabitazzjoni
kompetenza tal-ugwaljanza bejn il-ġeneri
kompitu tripplu
konjuġi ta' għajnuna
konsultazzjoni mal-partijiet interessati
kont satellita
kontraċezzjoni ta' emerġenza
kontroll sfurzat
korp dwar l-ugwaljanza bejn il-ġeneri
korp governattiv tal-ugwaljanza bejn il-ġeneri
korp nazzjonali indipendenti għall-ugwaljanza
korp tal-ugwaljanza
kultura organizzattiva
kultura ta' stupru
kummerċ tas-sess
kuntratt tal-ġeneru
kura familjari
kuxjenza dwar il-ġeneru
kwistjoni dwar il-ġeneru
kwoti
kwoti skont il-ġeneru

L

l-aqwa prattika għall-ugwaljanza bejn is-sessi
leave għall-ġenituri
leave tal-maternità
leave tal-paternità
lesofobija
leġiżlazzjoni dwar il-ġeneru newtrali
LGBTQ
lingwa newtrali mil-lat tal-ġeneru
lingwaġġ sensittiv għall-ġeneru
liv tal-familja
liżbjana

M

ma jqisux il-kwistjonijiet tas-sessi
makkinarju nazzjonali għall-avvanz tan-nisa
makkinarju tal-ugwaljanza bejn il-ġeneri
mara
mara bla stat
mara jew tifla li qed tfittex ażil
mara migranta
mara refuġjata
mara ta' minoranza
maskil
maskulinità
maskulinità eġemonika
maskulinità li tindokra
maternità bla periklu
medjazzjoni sensittiva għall-ġeneru
mekkaniżmi istituzzjonali għall-ugwaljanza tal-ġeneri
mentoraġġ
metodu għall-integrazzjoni tal-ġeneri
migrazzjoni għal raġunijiet ta' żwieġ
miżura pożittiva
miżura proattiva
miżura protettiva
miżura speċifika
miżura speċjali
miżura speċjali temporanja
miżuri ta' azzjoni affermattiva
miżuri ta' għoti tas-setgħa lill-ġeneri
Mmaniġġjar tar-riskji
monitoraġġ u evalwazzjoni tal-ġeneru
mutilazzjoni ġenitali femminili

N

nisa fl-iżvilupp
nisa kapijiet tad-dar
normi tal-ġeneru

O

ombudsperson
omofobija
omosesswali
omosesswalità
oneru tal-provi
opportunitajiet indaqs għan-nisa u l-irġiel
ordni ta' protezzjoni
ordni ta' trażżin
organizzazzjoni mhux governattiva
orjentazzjoni sesswali
ostakolu inviżibbli

P

paga minima
paga ugwali għal xogħol ta' valur ugwali
parità
parità tal-ġeneru
parteċipazzjoni bilanċjata tal-ġeneru
parteċipazzjoni bilanċjata tan-nisa u l-irġiel
patriarkija
perspettiva tal-ġeneru
piż multiplu
piż multiplu tan-nisa
piż tripplu
Pjanar tas-sigurta'
politika dwar il-ġeneru newtrali
politika ridistributtiva tal-ġeneru
pornografija mhux konsenswali
Pornografija vendikattiva
pożizzjoni marġinalizzata
pożizzjoni tal-ġeneru
prattika tajba għall-integrazzjoni tal-ugwaljanza bejn is-sessi
prattika tradizzjonali dannuża
prattiki tradizzjonali ta' ħsara
pretensjonijiet għar-riżorsi
preġudizzju
preġudizzju abbażi tal-ġeneru
preġudizzju statistiku relatat mal-ġeneru
preġudizzju tal-ġeneru fil-ġbir tad-data
prinċipju ta' trattament ugwali
prostituzzjoni sfurzata
protezzjoni tal-maternità

Q

qgħad mistur
qsim tal-impjieg
qsim tax-xogħol skont is-sess
qtugħ tal-ġenitali femminili
queer

R

rappreżentazzjoni tan-nisa
raġel
reat imwettaq f'isem 'l hekk imsejjaħ unur
reat relatat mal-unur
regolazzjoni ta' xogħol part-time
relazzjoni tas-saħħa tal-ġeneru
relazzjonijiet bejn il-ġeneri
relazzjonijiet tal-poter
remunerazzjoni ndaqs għan-nisa u l-irġiel
responsabbiltajiet domestiċi
responsabbiltajiet tal-familja
responsabbiltà sensittiva fir-rigward tal-ġeneru
Reċediviżmu
rifuġju
rikonoxximent u valutazzjoni ta' xogħol mhux imħallas
rikonċiljazzjoni bejn ix-xogħol u l-ħajja familjari/domestika
rikonċiljazzjoni bejn ix-xogħol, il-familja u l-ħajja privata
rilevanza tal-ġeneru
rwol tripplu
rwoli tal-ġeneru

S

saqaf tal-ħġieġ
saħħa riproduttiva
saħħa sesswali
segregazzjoni bejn il-ġeneri
segregazzjoni fis-suq tax-xogħol
segregazzjoni okkupazzjonali tal-ġeneru
segregazzjoni orizzontali
segregazzjoni tal-impjiegi
segregazzjoni tal-impjiegi
segregazzjoni vertikali
Segwiement bil-moħbi
Segwiment ta' persuna bil-moħbi b'mod ċibernetiku
sensittiv fir-rigward tal-ġeneru
sensittività għall-ġeneru
Servizzi speċjalizzati għan-nisa
sess
sessiżmu
sesswalità
sfruttament sesswali
sfruttament sesswali kummerċjali tat-tfal
Sistema ta' riferiment
sistema tal-ġeneru
skambju ugwali ta' responsabbiltajiet domestiċi
skjavitú sesswali
soċjalizzazzjoni tal-ġeneru
soċjetà ċivili
standards doppji
statistika dwar il-ġeneru
statistika maqsuma skont is-sess
status ċivili
stealthing
stereotip sessista
stereotip tar-rwol tas-sess
stereotip tas-sess
stereotipar ġudizzjarju
stereotipar ħażin tal-ġeneru
stereotipi aggravati
stereotipi tal-ġeneru
stereotipi tal-ġeneru
sterilizzazzjoni furzata
sterjotipar ta' ħsara
studji dwar il-ġeneru
studji tan-nisa
studju femminista
studju tal-irġiel
stupru
stupru fiż-żwieġ
stupru waqt appuntament
stħarriġ dwar l-użu tal-ħin
superstitu

T

tal-ġeneru
taħriġ dwar il-ġeneru
taħriġ fl-ugwaljanza bejn il-ġeneri
teknika jew għodda konsultattiva u parteċipatorja
teorija ta' queer
tielet ġeneru
tisħiħ tal-pożizzjoni tan-nisa
tokeniżmu
tqala
tqala furzata
tqassim tax-xogħol
tqassim tax-xogħol domestiku
tqassim tax-xogħol skond il-ġeneru
traffikar tal-bnedmin
traffikar tal-bnedmin
traffikar tal-persuni għas-sess
traffikar tan-nisa u l-bniet
transesswali
transesswalità
transfobija
transġeneru
trasformazzjoni istituzzjonali sensittiva għall-ġeneru
trattament preferenzjali
trattament ugwali tan-nisa u l-irġiel

U

ugwaljanza bejn il-ġeneri
ugwaljanza bejn in-nisa u l-irġiel
ugwaljanza bejn in-nisa u l-irġiel
ugwaljanza bejn is-sessi de facto
ugwaljanza bejn is-sessi de jure
ugwaljanza formali bejn il-ġeneri
ugwaljanza sustantiva
ugwaljanza tal-eżitu
użu mhux sessista tal-lingwa

V

valur ta' limitu tal-parità
valutazzjoni komparattiva
verifika tal-ġeneru
vittimizazzjoni ripetuta
vittimizzazzjoni
vittimizzazzjoni mill-ġdid
vittimizzazzjoni sekondarja
vittmi
vjolenza abbażi tal-ġeneru
vjolenza abbażi tal-ġeneru kontra n-nisa
vjolenza bbażata fuq il-ġeneru
vjolenza diretta kontra n-nisa
vjolenza domestika
vjolenza ekonomika
vjolenza fil-familja
vjolenza fiżika
vjolenza fuq ix-xogħol
vjolenza indiretta
vjolenza kontra n-nisa
vjolenza kontra n-nisa u tfal f'' kunflitt armat
vjolenza kulturali
vjolenza minn sieħeb intimu
vjolenza psikoloġika
vjolenza sesswali
vjolenza sesswali relatata ma' kunflitt
vjolenza ta' kustodja kontra n-nisa
vjolenza ċibernetika kontra nisa u bniet

X

xogħol domestiku
xogħol informali
xogħol li jsir bla ħlas
xogħol mhux imħallas
xogħol mid-dar
xogħol part-time
xogħol riproduttiv
xogħol riproduttiv
xogħol tad-dar
xogħol tal-kura

Ċ

ċentru ta' kriżi ta' stupru
ċentru ta' referenza għal vjolenza sesswali
ċentru tan-nisa
ċirkonċiżjoni femminili

Ġ

ġeneru
ġeneru ieħor
ġeneru newtrali
ġeneru u żvilupp
ġenitur waħdu
ġenitur wieħed
Ġestjoni ta' min iwettaq reat
ġisem ta' mara
ġisem, ta' mara

Ħ

ħaddiem tal-familja
ħaddiema
ħaddiema mara t’età akbar
ħtiġijiet prattiċi tal-ġeneru tan-nisa
ħtiġijiet strateġiċi relatati mal-ġeneru tan-nisa
ħtiġijiet tal-ġeneru tan-nisa

Ż

żamma tal-impjegati fil-kategoriji l-baxxi tal-iskala tax-xogħol
żvilupp tal-kompetenza
żvilupp tal-kompetenzi tal-ugwaljanza bejn il-ġeneri
żwieġ furzat
żwieġ kmieni
żwieġ ta' minorenni
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