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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
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      • Gender monitoring
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      • Institutional transformation
      • Examples of methods and tools
      • Resources
    • Good practices
      • Browse
      • About good practices
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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
    • 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
    • Videos
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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
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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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A

abismo de vidro
abordagem dupla da igualdade de género
abordagem setorial da integração da perspetiva de género
aborto
aborto forçado
abrigo
abrigo para mulheres
abuso emocional
abuso sexual
acolhimento de crianças
agregados familiares a cargo de mulheres
agressão psicológica
agressão sexual contra mulheres
ajustamento estrutural
análise comparativa
análise das questões de género
apoio judiciário
assédio relacionado com o sexo
assédio sexual
auditoria de género
auditoria participativa de género
avaliação com base no género
avaliação de impacto em função do género
ação de sensibilização para as questões de género
ação específica
ação positiva

B

barreira invisível
benefício
bifobia
bissexual
bissexualidade
boas práticas em matéria de igualdade de género
boas práticas em matéria de integração da perspetiva de género

C

capacitação das mulheres
casa abrigo
casamento de menores
casamento forçado
casamento precoce
centro de atendimento a mulheres
centro de atendimento a vítimas de violência sexual
centro para vítimas de violação sexual
circuncisão feminina
coabitação
competência institucional para a integração da perspetiva de género
competências em igualdade de género
comércio do sexo
conciliação da vida profissional e familiar/doméstica
conciliação entre vida profissional, privada e familiar
consulta das partes interessadas
conta satélite
contraceção de emergência
contrato social de género
contributo das mulheres para o desenvolvimento
corpo da mulher
corpo, da mulher
corte dos genitais femininos
cotas
crime de honra
crime em nome da chamada honra
cuidado da família
cuidadores masculinos
cuidados a pessoas dependentes
cultura de violação sexual
cultura organizacional
cônjuge auxiliar

D

dados desagregados por sexo
de género
decisão de proteção
democracia paritária
desemprego oculto
desenvolvimento de competências
desenvolvimento de competências em igualdade de género
desigualdade de género (ABC)
desigualdade estrutural
dessegregação do mercado de trabalho
dicotomia público/privado
dignidade no trabalho
diligência devida
dimensão da igualdade
dimensão de género
dinâmica de género
direitos derivados
direitos humanos das mulheres
direitos humanos das mulheres e raparigas
direitos individuais
direitos parentais
direitos reprodutivos
direitos sexuais
direitos sobre recursos
discriminação baseada no género e no sexo
discriminação com base no género
discriminação contra as mulheres
discriminação de género
discriminação direta
discriminação em razão do sexo
discriminação indireta
discriminação intersetorial
discriminação múltipla
discriminação positiva
disparidade de género
distribuição intrafamiliar de recursos
diversidade
divisão do trabalho
divisão do trabalho em função do género
divisão do trabalho por género
divisão sexual do trabalho
dualidade de critérios
défice democrático

E

economia de cuidados
economia informal
educação em matéria de género
emancipação das mulheres
empreendedorismo das mulheres
emprego a tempo parcial
emprego atípico
emprego irregular
emprego precário
equidade entre géneros
equidade entre mulheres e homens
equilíbrio da vida profissional e familiar
equilíbrio de género
equilíbrio entre a vida profissional e a vida privada
escravatura sexual
estado civil
estatísticas de género
estatísticas desagregadas por sexo
estereotipia de género
estereotipia de género na justiça
estereótipo associado ao sexo
estereótipo de género
estereótipo de género abusivo
estereótipo do papel em função do sexo
estereótipo sexual
estereótipos combinados
estereótipos nefastos
esterilização forçada
estudo feminista
estudo sobre masculinidade
estudos de género
estudos sobre as mulheres
exploração económica
exploração sexual
exploração sexual para fins comerciais
expressão de género

F

feminicídio
feminilidade
feminino
feminismo
feminização da migração
feminização da pobreza
formação em igualdade de género
formação em questões de género
fosso entre géneros
fosso salarial
fosso salarial entre géneros

G

generificação
gravidez
gravidez forçada
grupo desfavorecido
grupo marginalizado
grupo vulnerável
género
género e desenvolvimento

H

heteronormatividade
heterossexismo
heterossexual
heterossexualidade
hipermasculinidade
homem
homofobia
Homossexual
homossexualidade

I

identidade de género
identidade sexual
IDG
igualdade de género
igualdade de género de jure
igualdade de género nos contratos públicos
igualdade de muheres e homens
igualdade de oportunidades entre mulheres e homens
igualdade de remuneração entre mulheres e homens
igualdade de remuneração por trabalho de igual valor
igualdade de tratamento
igualdade de tratamento entre mulheres e homens
igualdade efetiva
igualdade entre mulheres e homens
igualdade formal entre os géneros
igualdade na partilha de responsabilidades domésticas
igualdade no acesso a recursos para homens e mulheres
igualdade no acesso à justiça para homens e mulheres
indicador de género
infanticídio feminino
inquérito ao uso do tempo
insensibilidade à dimensão de género
instituições nacionais de defesa dos direitos humanos
instrumento para a integração da perspetiva de género
Integração da perspetiva de género
integração da perspetiva de género
integração da perspetiva de género nas estatísticas
integração da perspetiva de género nas políticas e nos programas nacionais
integração da perspetiva de igualdade do género
integração de uma perspetiva de género
integração do princípio da igualdade de género
interesses estratégicos de género
interrupção clínica da gravidez
interrupção da carreira
interseccionalidade
intersexo

L

legislação neutra do ponto de vista do género
lesbofobia
LGBTQ
licença de paternidade
licença para assistência à família
licença parental
licença por maternidade
limiar de paridade
linguagem neutra em termos de género
linguagem sensível ao género
lésbica

M

masculinidade
masculinidade hegemónica
masculino
maternidade segura
maus-tratos a pessoas idosas
mecanismos institucionais para a igualdade de género
mecanismos nacionais para o progresso das mulheres
mecanismos para a igualdade de género
mediação sensível ao género
medida de proteção
medida especial
medida específica
medida positiva
medida proativa
medida temporária especial
medidas de ação positiva
medidas de empoderamento ou capacitação segundo o género
migração relacionada com o casamento
modalidades relativas à flexibilidade do tempo de trabalho
monitorização e avaliação com base no género
monitorização e avaliação em função do género
monitorização e avaliação sensível ao género
mudança de género
mulher
mulher apátrida
mulher migrante
mulher ou rapariga requerente de asilo
mulher pertencente a uma minoria
mulher refugiada
mutilação genital feminina
método para a integração da perspetiva de género
múltiplo fardo
múltiplo fardo das mulheres

N

necessidades das mulheres em função do género
necessidades estratégicas das mulheres em função do género
necessidades práticas das mulheres em função do género
neutro em termos de género
normas de género
nova economia doméstica
não aplicável

O

ordem judicial de afastamento
organismo de promoção da igualdade
organismo nacional independente para a igualdade
organismo responsável pela igualdade de género
organização não governamental
orientação sexual
orçamentação em função do género
orçamentação sensível ao género
outro género
outro género

P

papéis atribuídos em função do género
paridade
paridade de género
participação equilibrada de mulheres e homens
participação equilibrada em termos de género
participação simbólica (tokenismo)
partilha do trabalho
patriarcal
perseguição obsessiva
perspetiva de género
pessoa da familia a trabalhar
pessoas que defendem os direitos humanos das mulheres
piso pegajoso
planeamento em função do género
planeamento familiar
política neutra em termos de género
política redistributiva com base no género
posição de género
posição marginalizada
preconceito
preconceito de género
preconceito de género na metodologia estatística
preconceito sexual na recolha de dados
prestação de cuidados
princípio da igualdade de tratamento
progenitor ou progenitora isolado/a
progenitor ou progenitora que educa as suas crianças sozinho/a
prostituição forçada
proteção da maternidade
provedor ou provedora de justiça
prática nefasta
prática tradicional nefasta
prática tradicional nefasta
práticas abortivas perigosas

Q

queer
questão de género
quota de género

R

reconhecimento e valorização do trabalho não remunerado
reforço de capacidades
refúgio
regulamentação do trabalho a tempo parcial
relações de género
relações de poder
relações de poder com base no género
relevância em termos de género
repartição das tarefas domésticas
representação das mulheres
responsabilidades domésticas
responsabilidades familiares
responsabilização sensível ao género

S

salário mínimo
saúde reprodutiva
saúde sexual
segregação do mercado de trabalho
segregação em função do género
segregação horizontal
segregação no emprego
segregação no trabalho
segregação profissional em função do género
segregação vertical
seleção pré-natal do sexo
sensibilidade para as questões de género
sensibilização para as questões de género
sensível ao género
sexismo
sexo
sexualidade
sistema social de género
sobrevivente
socialização do género
sociedade civil

T

tarefas domésticas
tarefas reprodutivas
teoria queer
terceiro género
teto de vidro
trabalhadora
trabalhadora idosa
trabalho doméstico
trabalho informal
trabalho no domicílio
trabalho não pago
trabalho não remunerado
trabalho reprodutivo
transexual
transexualidade
transfobia
transformação institucional sensível ao género
transgénero
tratamento preferencial
tripla tarefa
tripla tarefa das mulheres
triplo fardo
triplo fardo das mulheres
triplo papel
triplo papel das mulheres
tráfico de mulheres e raparigas
tráfico de seres humanos
tráfico humano
tráfico sexual
tutoria
técnica ou instrumento de participação e consulta

U

utilização não sexista da linguagem

V

verificação da integração da perspetiva de género
violação conjugal
violação numa relação ocasional
violação sexual
violência com base no género
violência contra as mulheres
violência contra as mulheres detidas
violência contra as mulheres em situações de conflito
violência cultural
violência de género
violência de género exercida contra as mulheres
violência direta contra as mulheres
violência doméstica
violência económica
violência familiar
violência física
violência indireta
violência nas relações íntimas
violência no trabalho
violência psicológica
violência sexual
vitimização
vitimização repetida
vitimização secundária
vítima

É

ética dos cuidados
ética em cuidados

Í

Índice de Igualdade de Género da União Europeia

Ó

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