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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
      • Gender equality training
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      • Gender statistics and indicators
      • Gender monitoring
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      • Gender stakeholder consultation
      • Sex-disaggregated data
      • 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
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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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    • 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
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      • Test your knowledge
        • Quiz 1: Policy document
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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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A

atypická zamestnanosť

B

bezpečné bývanie
bezpečné materstvo
bezprostredné násilie páchané na ženách
bifóbia
bisexualita
bisexuál
budovanie kapacít

C

centrum pre ženy
citové zneužívanie

D

delené pracovné miesto
demokratický deficit
desegregácia na trhu práce
deľba práce
deľba práce na základe pohlavia
dimenzia rovnosti
diskriminácia na základe pohlavia
diskriminácia na základe pohlavia a rodu
diskriminácia žien
distribúcia príjmov v rámci domácnosti
domáce násilie
domáce násilie
domáce práce
domácnosť vedená ženou
druhotná viktimizácia
duálny prístup k rodovej rovnosti
dvojaké normy
dôkazné bremeno
dôstojnosť pri práci

E

ekonomické násilie
ekonomika starostlivosti
emancipácia žien
etika starostlivosti
etika starostlivosti

F

femicída
feministické štúdia
feminizmus
feminizácia chudoby
feminizácia migrácie
formálna rodová rovnosť
fyzické násilie

G

genderovaný
genderujúci

H

hegemónna maskulinita
heteronormativita
heterosexizmus
heterosexualita
heterosexuál
homofóbia
homosexualita
homosexuál
horizontálna segregácia
hospodárske vykorisťovanie
hypermaskulinita

I

Index rodovej rovnosti pre Európsku úniu
index rodového rozvoja
individuálne práva
intersex
intervenčné centrum pre obete sexuálneho násilia
iný rod
inštitucionálna kapacita uplatňovania rodového hľadiska
inštitucionálna transformácia zohľadňujúca rodové hľadisko
inštitucionálne mechanizmy pre rodovú rovnosť

J

jazyk zohľadňujúci rodové hľadisko

K

kohabitácia
komerčné sexuálne vykorisťovanie detí
kompetencia rodovej rovnosti
konkrétne opatrenie
konzultácia so zainteresovanými stranami
krízové centrum pre obete znásilnenia
kultúra znásilňovania
kultúrne násilie
kvóty
kybernetické násilie na dievčatách a ženách
kybernetické obťažovanie
kybernetické prenasledovanie

L

lesba
lesbofóbia
LGBTQ

M

manželstvo maloletých
marginalizovaná skupina
marginalizované postavenie
maskulinita poskytujúca starostlivosť
materská dovolenka
mechanizmy pre rodovú rovnosť
medikamentózne ukončenie tehotenstva
mediácia zohľadňujúca rodové hľadisko
mentorstvo
metóda uplatňovania hľadiska rodovej rovnosti
migrantka
migrácia z dôvodu manželstva
mimovládna organizácia
minimálna mzda
mocenské vzťahy
monitorovanie a hodnotenie zohľadňujúce rodové hľadisko
mrzačenie ženských pohlavných orgánov
mrzačenie ženských pohlavných orgánov
muž
mužskosť
mužské

N

Nedobrovoľná pornografia
neformálna ekonomika
neformálna práca
neisté zamestnanie
neodborne vykonané prerušenie tehotenstva
neplatená práca
neplatená práca
nepravidelné zamestnanie
nepriama diskriminácia
nepriame násilie
neprípustná tradičná praktika
nesexistický jazyk
neviditeľná bariéra
nezávislý vnútroštátny subjekt pre rovnaké zaobchádzanie
nová ekonomika domácnosti
náležitá starostlivosť
národná linka pomoci pre ženy
národné inštitúcie pre ľudské práva
národný mechanizmus pre pokrok žien
nárok na zdroje
násilie na pracovisku
násilie páchané na ženách
násilie páchané na ženách počas konfliktov
násilie páchané na ženách v zaistení
násilná sterilizácia
nástroj na uplatňovanie hľadiska rodovej rovnosti
núdzová antikoncepcia
nútená prostitúcia
nútené manželstvo
nútené tehotenstvo
nútené ukončenie tehotenstva

O

obchodovanie na sexuálne účely
obchodovanie s ľuďmi
obchodovanie s ľuďmi
obchodovanie so sexom
obchodovanie so ženami a dievčatami
obeť
obhajcovia ľudských práv žien
obmedzujúci príkaz
občianska spoločnosť
obťažovanie spojené s pohlavím
ochrana materstva
ochranné opatrenie
odvetvové prístupy v oblasti uplatňovania hľadiska rodovej rovnosti
odvodené práva
ombudsman/ka
opakovaná viktimizácia
opakovaná viktimizácia
Opakované napadnutie
opatrenia v oblasti rodovej rovnosti
organizačná kultúra
orgán pre rodovú rovnosť
osamelý rodič
Osoba, ktorá prežila násile / preživšia
osobitné dočasné opatrenie
osvedčený postup uplatňovania rodového hľadiska
osvedčený postup v oblasti rodovej rovnosti
otcovská dovolenka
otázka súvisiaca s rodovou rovnosťou

P

paritná demokracia
paritný prah
participatórny rodový audit
patriarchát
Plánovanie bezpečia
plánovanie rodičovstva
podnikanie žien
pohlavie
poradná alebo účastnícka technika alebo nástroj
Porno z pomsty
posilnenie postavenia žien
posudzovanie vplyvu na rodovú rovnosť
povinnosti v domácnosti
pozitívna diskriminácia
pozitívne konanie
pozitívne opatrenie
pracovníčka
pracovníčka v staršom veku
praktické rodové potreby žien
predsudok
preferenčné zaobchádzanie
prenasledovanie
prerušenie kariéry
Presadzovanie moci a kontroly
priama diskriminácia
prierezová diskriminácia
prierezový charakter
proaktívne opatrenie
pružnosť úpravy pracovného času
Práca s páchateľmi
práca v domácnosti
práca v domácom prostredí
práca v oblasti reprodukcie
právna pomoc
príkaz na ochranu
prínos
psychické násilie
psychologický útok
páchateľ

Q

queer

R

Recidíva
referenčné porovnávanie
regulácia práce na kratší pracovný čas
reproduktívna práca
reprodukčné práva
reprodukčné zdravie
Riadenie rizík
rod
rod a rozvoj
rod a rozvoj
rodinná dovolenka
rodinné násilie
rodinné povinnosti
rodinný stav
rodič samoživiteľ
rodičovská dovolenka
rodičovské práva
rodovo motivované násilie
rodovo motivované násilie
rodovo motivované verejné obstarávanie
rodovo neutrálna legislatíva
rodovo neutrálna politika
rodovo neutrálny
rodovo neutrálny jazyk
rodovo podmienené násilie na ženách
rodovo vyvážené zastúpenie
rodovo špecifické monitorovanie a hodnotenie
rodová analýza
rodová citlivosť
rodová deľba práce
rodová deľba práce
rodová dimenzia
rodová diskriminácia
rodová diskriminácia
rodová dynamika
rodová identita
rodová nerovnosť
rodová parita
rodová redistributívna politika
rodová relevancia
rodová rovnosť
rodová rovnosť de facto
rodová rovnosť de iure
rodová rovnováha
rodová segregácia
rodová segregácia povolaní
rodová slepota
rodová socializácia
rodová spravodlivosť
rodová stereotypizácia
rodová zmluva
rodové dokazovanie
rodové hľadisko
rodové kvóty
rodové mocenské vzťahy
rodové monitorovanie a hodnotenie
rodové normy
rodové plánovanie
rodové postavenie
rodové posudzovanie
rodové potreby žien
rodové povedomie
rodové rozpočtovanie
rodové vychýlenie
rodové vyjadrenie
rodové vzťahy
rodové úlohy
rodové štatistiky
rodové štúdie
rodový audit
rodový rozdiel
rodový rozdiel
rodový stereotyp
rodový stereotyp
rodový stereotyp
rodový systém
rodový tréning
rodový tréning
rodový ukazovateľ
rovnaká odmena za prácu rovnakej hodnoty
rovnaké odmeňovanie mužov a žien
rovnaké zaobchádzanie s mužmi a ženami
rovnaký prístup k spravodlivosti pre ženy a mužov
rovnaký prístup k zdrojom pre ženy a mužov
rovnocennosť
rovnosť medzi ženami a mužmi
rovnosť príležitostí pre ženy a mužov
rovnosť výsledkov
rovnosť žien a mužov
rovnosť žien a mužov
rovnováha medzi pracovným a rodinným životom
rovnováha medzi pracovným a súkromným životom
rozdelenie prác v domácnosti
rozdiel v odmeňovaní
rozdiel v odmeňovaní žien a mužov
rozmanitosť
rozpočtovanie zohľadňujúce rodové hľadisko
rozvoj kompetencií
rozvoj kompetencií v oblasti rodovej rovnosti

S

satelitný účet
segregácia na trhu práce
segregácia pracovných miest
segregácia trhu práce
sexizmus
sexualita
sexuálna identita
sexuálna orientácia
sexuálne násilie
Sexuálne násilie v konfliktoch
sexuálne obťažovanie
sexuálne otroctvo
sexuálne práva
sexuálne vykorisťovanie
sexuálne zdravie
sexuálne zneužívanie
sexuálny útok proti ženám
sklenený útes
sklený strop
skoré manželstvo
skrytá nezamestnanosť
skutočná rodová rovnosť
spravodlivá deľba úloh v domácnosti
starostlivosť
starostlivosť o deti
starostlivosť o rodinu
starostlivosť o závislé osoby
stealthing
stereotypné úlohy podľa pohlavia
strategické rodové potreby žien
strategické rodové záujmy
subjekt pre rovnaké zaobchádzanie
Systém odporúčania
súdna stereotypizácia

T

tehotenstvo
telo, ženské
teória queer
tokenizmus
transfóbia
transrodová osoba
transsexualita
transsexuál
tretí rod
trojitá záťaž
trojnásobná rola
trojnásobná rola žien
trojnásobná záťaž žien
trojnásobná úloha
trojnásobná úloha žien

U

umelé prerušenie tehotenstva
uplatňovanie hľadiska rodovej rovnosti
uplatňovanie hľadiska rodovej rovnosti v štatistike
uplatňovanie hľadiska rodovej rovnosti vo vnútroštátnych politikách a programoch
uplatňovanie princípu rodovej rovnosti
uplatňovanie rodového hľadiska
utečenec/utečenkyňa
utečenka
uznanie a ocenenie neplatenej práce

V

verejná/súkromná dichotómia
vertikálna segregácia
viacnásobná diskriminácia
viacnásobná zaťaž žien
viacnásobné zaťaženie
viktimizácia
vládny orgán pre rodovú rovnosť
vraždy novorodencov ženského pohlavia
Vyhodnocovanie rizík
vypomáhajúci manžel alebo manželka
vypomáhajúci člen domácnosti v rodinnom podniku
vyrovnaná účasť žien a mužov
vyrovnávajúce opatrenia
vyvodenie zodpovednosti zohľadňujúce rodové hľadisko
vzdelávanie v oblasti rodovej problematiky
výber plodu na základe pohlavia

Z

zamestnanie na kratší pracovný čas
zastúpenie žien
zaujatosť voči pohlaviu pri zbere údajov
začlenenie hľadiska rodovej rovnosti
začlenenie rodového hľadiska
združené stereotypy
zisťovanie využívania času
zločin spáchaný v mene tzv. „cti“
zločin zo cti
zlé zaobchádzanie so starými ľuďmi
zmena pohlavia
znemožnenie postúpiť vyššie v zamestnaní a získať lepší príjem
znevýhodnené skupiny
znásilnenie
znásilnenie medzi manželmi
znásilnenie počas schôdzky
zohľadňujúci rodové hľadisko
zosúladenie pracovného a rodinného života/života v domácnosti
zosúladenie pracovného, rodinného a súkromného života
zraniteľná skupina
zvyšovanie rodového povedomia
zásada rovnakého zaobchádzania

Ú

údaje rozčlenené podľa pohlavia
útulok
útulok pre ženy

Ľ

ľudské práva žien
ľudské práva žien a dievčat

Š

škodlivá rodová stereotypizácia
škodlivé praktiky
škodlivý stereotyp
špecializované služby pre ženy
špecifická činnosť
špeciálne opatrenie
štatistická odchýlka z dôvodu rodových predsudkov
štatistika rozčlenená podľa pohlavia
štrukturálna nerovnosť
štrukturálna úprava
štúdie o mužoch
štúdie o ženách

Ž

žena
žena alebo dievča žiadajúce o azyl
žena bez štátnej príslušnosti
žena z menšiny
ženskosť
ženská obriezka
ženské telo
ženský
ženy v rozvoji
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