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Gender mainstreaming
What is Gender mainstreaming
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Toolkits
Gender Equality Training
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What is Gender Equality Training
Why invest in Gender Equality Training
Who should use Gender Equality Training
Step-by-step guide to Gender Equality Training
Preparation phase
1. Assess the needs
2. Integrate initiatives to broader strategy
3. Ensure sufficient resources
4. Write good terms of reference
5. Select a trainer
Implementation phase
6. Engage in the needs assessment
7. Actively participate in the initiative
8. Invite others to join in
9. Monitoring framework and procedures
Evaluation and follow-up phase
10. Set up an evaluation framework
11. Assess long-term impacts
12. Give space and support others
Designing effective Gender Equality Training
Gender Equality Training in the EU
Good Practices on Gender Equality Training
More resources on Gender Equality Training
More on EIGE's work on Gender Equality Training
Gender Impact Assessment
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What is Gender Impact Assessment
Why use Gender Impact Assessment
Who should use Gender Impact Assessment
When to use Gender Impact Assessment
Guide to Gender Impact Assessment
Step 1: Definition of policy purpose
Step 2: Checking gender relevance
Step 3: Gender-sensitive analysis
Step 4: Weighing gender impact
Step 5: Findings and proposals for improvement
Following up on gender impact assessment
General considerations
Examples from the EU
European Union
European Commission
National level
Austria
Belgium
Denmark
Finland
Sweden
Regional level
Basque country
Catalonia
Local level
Lower Saxony
Swedish municipalities
Institutional Transformation
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What is Institutional Transformation
Institutional transformation and gender: Key points
Gender organisations
Types of institutions
Gender mainstreaming and institutional transformation
Dimensions of gender mainstreaming in institutions: The SPO model
Why focus on Institutional Transformation
Motivation model
Who the guide is for
Guide to Institutional Transformation
Preparation phase
1. Creating accountability and strengthening commitment
2. Allocating resources
3. Conducting an organisational analysis
4. Developing a strategy and work plan
Implementation phase
5. Establishing a support structure
6. Setting gender equality objectives
7. Communicating gender mainstreaming
8. Introducing gender mainstreaming
9. Developing gender equality competence
10. Establishing a gender information management system
11. Launching gender equality action plans
12. Promotional equal opportunities
Evaluation and follow-up phase
13. Monitoring and steering organisational change
Dealing with resistance
Discourse level
Individual level
Organisational level
Statements and reactions
Checklist: Key questions for change
Examples from the EU
Preparation phase
1. Strengthening accountability
2. Allocating resources
3. Organisational analysis
4. Developing a strategy and working plan
Implementation phase
5. Establishing a support structure
6. Setting objectives
7. Communicating gender mainstreaming
8. Introducing methods and tools
9. Developing Competence
10. Establishing a gender information management system
11. Launching action plans
12. Promoting within an organisation
Evaluation and follow-up phase
13. Monitoring and evaluating
Gender Equality in Academia and Research
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What is a Gender Equality Plan?
EU objectives for gender equality in research
Why change must be structural
Who is this guide for?
The GEAR Step-by-Step Guide
Step 1: Getting started
Step 2: Analysing and assessing the state-of-play in the institution
Step 3: Setting up a Gender Equality Plan
Step 4: Implementing a Gender Equality Plan
Step 5: Monitoring progress and evaluating a Gender Equality Plan
Step 6: What comes after the Gender Equality Plan?
GEAR action toolbox
Who is involved in a Gender Equality Plan?
Rationale for gender equality in research
Basic requirements and success factors
Obstacles and solutions
Legislative and policy backgrounds
Austria
Belgium
Bulgaria
Croatia
Cyprus
Czechia
Denmark
Estonia
Finland
France
Germany
Greece
Hungary
Ireland
Italy
Latvia
Lithuania
Luxembourg
Malta
Netherlands
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
United Kingdom
Relevant insights
Examples
A practice to award and ensure greater visibility for women researchers
A survey to know your institution
AKKA
Age limit extension in calls for female researchers with children under 10
Cascade Model GFZ
Compulsory awareness-raising session for B.A. students
Election procedure for the Board
Elections for the University's Council
Encouraging gender equality activities at the grassroots level across the university
Family-leave without consequences for the academic career
Gender Equality Report
Gender Project Manager
Gender Report
Gender Sensitive PhD Supervisor Toolkit
Gender and Diversity Controlling
Gender certification: a road to change? (SE)
Gender lectureship: a model for mainstreaming in higher education
GenderNet Freie Universität Berlin (DE)
High-profile tenure-track positions for top female scientists
Introducing a gender perspective in research content and teaching
Maternity Cover Fund and Return to Work policy
National connections at Fraunhofer Gesellschaft: the National Committee
Overcoming bias in personnel selection procedures
Participatory approach towards development of Career Development Plan
Protocol for preventing and tackling sexual harassment and gender-based violence
School of drafting and management for European projects
Stimulating personal development to improve women academics’ positions
Teaching-free period when returning from parental leave
The Gender Balance Committee of the Genomic Regulation Centre (ES)
WiSER (Centre for Women in Science and Engineering Research)
Women represented in all rounds of applications
Key resources
Gender-sensitive Parliaments
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What is the tool for?
Who is the tool for?
How to use the tool
Self-assessment, scoring and interpretation of parliament gender-sensitivity
AREA 1 – Women and men have equal opportunities to ENTER the parliament
Domain 1 – Electoral system and gender quotas
Domain 2 - Political party/group procedures
Domain 3 – Recruitment of parliamentary employees
AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
Domain 1 – Parliamentarians’ presence and capacity in a parliament
Domain 2 – Structure and organisation
Domain 3 – Staff organisation and procedures
AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
Domain 1 – Gender mainstreaming structures
Domain 2 – Gender mainstreaming tools in parliamentary work
Domain 3 – Gender mainstreaming tools for staff
AREA 4 – The parliament produces gender-sensitive LEGISLATION
Domain 1 – Gender equality laws and policies
Domain 2 – Gender mainstreaming in laws
Domain 3 – Oversight of gender equality
AREA 5 – The parliament complies with its SYMBOLIC function
Domain 1 – Symbolic meanings of spaces
Domain 2 – Gender equality in external communication and representation
How gender-sensitive are parliaments in the EU?
Examples of gender-sensitive practices in parliaments
Women and men have equal opportunities to ENTER the parliament
Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
Women’s interests and concerns have adequate SPACE on parliamentary agenda
The parliament produces gender-sensitive LEGISLATION
The parliament complies with its SYMBOLIC function
Glossary of terms
References and resources
Gender Budgeting
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Who is this toolkit for?
What is gender budgeting?
Introducing gender budgeting
Gender budgeting in women’s and men’s lived realities
What does gender budgeting involve in practice?
Gender budgeting in the EU Funds
Gender budgeting as a way of complying with EU legal requirements
Gender budgeting as a way of promoting accountability and transparency
Gender budgeting as a way of increasing participation in budget processes
Gender budgeting as a way of advancing gender equality
Why is gender budgeting important in the EU Funds?
Three reasons why gender budgeting is crucial in the EU Funds
How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
Legislative and regulatory basis for EU policies on gender equality
Concrete requirements for considering gender equality within the EU Funds
EU Funds’ enabling conditions
Additional resources
Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
Steps to assess and analyse gender inequalities and needs
Step 1. Collect information and disaggregated data on the target group
Step 2. Identify existing gender inequalities and their underlying causes
Step 3. Consult directly with the target groups
Step 4. Draw conclusions
Additional resources
Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
Steps for enhancing coordination and complementarities between the funds
Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
Steps 2 and 3. Identifying and developing possible work-life balance interventions
Step 4. Following-up through the use of indicators within M&E systems
Fictional case study 1: reconciling paid work and childcare
Fictional case study 2: reconciling shift work and childcare
Fictional case study 3: balancing care for oneself and others
Fictional case study 4: reconciling care for children and older persons with shift work
Additional resources
Tool 5: Defining partnerships and multi-level governance
Steps for defining partnerships and multi-level governance
Additional resources
Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
Steps to develop quantitative and qualitative indicators
ERDF and Cohesion Fund
ESF+
EMFF
Additional resources
Tool 7: Defining gender-sensitive project selection criteria
Steps to support gender-sensitive project development and selection
Checklist to guide the preparation of calls for project proposals
Checklist for project selection criteria
Supplementary tool 7.a: Gender-responsive agreements with project implementers
Tool 8: Tracking resource allocations for gender equality in the EU Funds
Tool 9: Mainstreaming gender equality in project design
Steps to mainstream gender equality in project design
Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
Step 2. Project development and application
Step 3. Project implementation
Step 4. Project assessment
Tool 10: Integrating a gender perspective in monitoring and evaluation processes
Steps to integrate a gender perspective in M&E processes
Additional resources
Tool 11: Reporting on resource spending for gender equality in the EU Funds
Tracking expenditures for gender equality
Additional resources
Resources
References
Abbreviations
Acknowledgements
Methods and Tools
Browse
About EIGE's methods and tools
Gender Analysis
Gender Audit
Gender Awareness-raising
Gender Budgeting
Gender Impact Assessment
Gender Equality Training
Gender Evaluation
Gender Statistics and indicators
Gender Monitoring
Gender Planning
Gender Procurement
Gender stakeholder consultation
Sex-disaggregated Data
Institutional Transformation
Examples of methods and tools
Resources
Good Practices
Browse
About Good Practices
EIGE’s approach to Good Practices
Country specific information
Belgium
Overview
Browse all Belgium content
Bulgaria
Overview
Browse all Bulgaria content
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Overview
Browse all Czechia content
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Overview
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Overview
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Overview
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Overview
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Browse all Croatia content
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Overview
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Overview
Browse all Latvia content
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Overview
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Luxembourg
Overview
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Hungary
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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Finland
Overview
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Sweden
Overview
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United Kingdom
Overview
EIGE’s publications on Gender mainstreaming
Concepts and definitions
Power Up conference 2019
Videos
Gender-based violence
What is gender-based violence?
Forms of violence
EIGE’s work on gender-based violence
Administrative data collection
Data collection on violence against women
About the tool
Administrative data sources
Advanced search
Analysis of EU directives from a gendered perspective
Costs of gender-based violence
Cyber violence against women
Intimate partner violence and witness intervention
Female genital mutilation
Risk estimations
Risk assessment and risk management by police
Risk assessment principles and steps
Principles
Principle 1: Prioritising victim safety
Principle 2: Adopting a victim-centred approach
Principle 3: Taking a gender-specific approach
Principle 4: Adopting an intersectional approach
Principle 5: Considering children’s experiences
Steps
Step 1: Define the purpose and objectives of police risk assessment
Step 2: Identify the most appropriate approach to police risk assessment
Step 3: Identify the most relevant risk factors for police risk assessment
Step 4: Implement systematic police training and capacity development
Step 5: Embed police risk assessment in a multiagency framework
Step 6: Develop procedures for information management and confidentiality
Step 7: Monitor and evaluate risk assessment practices and outcomes
Risk management principles and recommendations
Principle 1. Adopting a gender-specific approach
Principle 2. Introducing an individualised approach to risk management
Principle 3. Establishing an evidence-based approach
Principle 4. Underpinning the processes with an outcome-focused approach
Principle 5. Delivering a coordinated, multiagency response
Legal and policy framework
Tools and approaches
Areas for improvement
References
Good practices in EU Member States
Methods and tools in EU Member States
White Ribbon Campaign
About the White Ribbon Campaign
White Ribbon Ambassadors
Regulatory and legal framework
International regulations
EU regulations
Strategic framework on violence against women 2015-2018
Legal Definitions in the EU Member States
Literature and legislation
EIGE's publications on gender-based violence
Videos
Gender Equality Index
View countries
Compare countries
Thematic Focus
About Index
Publications
Index Game
Videos
Gender Statistics Database
Browse Gender Statistics
Data talks
FAQs
About
Search
Beijing Platform for Action
Countries
Belgium
Bulgaria
Czechia
Denmark
Germany
Estonia
Ireland
Greece
Spain
France
Croatia
Italy
Cyprus
Latvia
Lithuania
Luxembourg
Hungary
Malta
Netherlands
Austria
Poland
Portugal
Romania
Slovenia
Slovakia
Finland
Sweden
Topics
Health
Covid-19 and gender equality
Violence
Agriculture and rural development
Culture
Digital agenda
Economic and financial affairs
Education
Employment
Energy
Entrepreneurship
Environment and climate change
Justice
Maritime affairs and fisheries
Migration
Poverty
Regional policy
Research
Sport
Tourism
Transport
Youth
About EIGE
EIGE's organisation
Management board
Experts' forum
EIGE staff
Our work
Stakeholders
EU candidate countries and potential candidates
About the IPA project
Examples from the region
Browse
About the examples
Gender equality indices in the Western Balkans and Turkey
Gender statistics in the Western Balkans and Turkey
Justice and Home Affairs (JHA) agencies
Projects
Running projects
Closed projects
Planning and reporting documents
Documents registry
Request for access to EIGE documents
Contact us
To visit our library in Vilnius
Recruitment
Open vacancies
Closed vacancies
About Recruitment
FAQs
Selection procedure appeals
Relevant forms and information
Welcome guide
Procurement
Open procedures
Closed procedures
About Procurement
External Experts' Database
News
Events
Upcoming events
Past events
EIGE’s publications
Gender-sensitive Communication
Overview of the toolkit
First steps towards more inclusive language
Terms you need to know
Why should I ever mention gender?
Choosing whether to mention gender
Key principles for inclusive language use
Challenges
Stereotypes
Avoid gendered pronouns (he or she) when the person’s gender is unknown
Avoid irrelevant information about gender
Avoid gendered stereotypes as descriptive terms
Gendering in-animate objects
Using different adjectives for women and men
Avoid using stereotypical images
Invisibility and omission
Do not use ‘man’ as the neutral term
Do not use ‘he’ to refer to unknown people
Do not use gender-biased nouns to refer to groups of people
Take care with ‘false generics’
Greetings and other forms of inclusive communication
Subordination and trivialisation
Naming conventions
Patronising language
Test your knowledge
Quiz 1: Policy document
Quiz 2: Job description
Quiz 3: Legal text
Practical tools
Solutions for how to use gender-sensitive language
Pronouns
Invisibility or omission
Common gendered nouns
Adjectives
Phrases
Policy context
Work-life balance in the ICT sector
Back to toolkit page
EU policies on work-life balance
Women in the ICT sector
The argument for work-life balance measures
Challenges
Step-by-step approach to building a compelling business case
Step 1: Identify national work-life balance initiatives and partners
Step 2: Identify potential resistance and find solutions
Step 3: Maximise buy-in from stakeholders
Step 4: Design a solid implementation plan
Step 5: Carefully measure progress
Step 6: Highlight benefits and celebrate early wins
Toolbox for planning work-life balance measures in ICT companies
Work–life balance checklist
Gender Equality Index 2019. Work-life balance
Back to toolkit page
Foreword
Highlights
Introduction
1. Gender equality in the European Union: improvements and challenges between 2005 and 2017
Still far from the finish line
Snail’s-pace progress on gender equality in the EU continues
More women in decision-making drives progress
Convergence on gender equality in the EU
2. Domain of work
Gender equality inching slowly forward in a fast-changing world of work
Women dominate part-time employment, consigning them to jobs with poorer career progression
Motherhood, low education and migration are particular barriers to work for women
3. Domain of money
Patchy progress on gender-equal access to financial and economic resources
Paying the price for motherhood
Lifetime pay inequalities fall on older women
4. Domain of knowledge
Gender equality in education standing still even as women graduates outnumber men graduates
Both women and men limit their study fields
Adult learning stalls most when reskilling needs are greatest
5. Domain of time
Enduring burden of care perpetuates inequalities for women
Uneven impact of family life on women and men
6. Domain of power
More women in decision-making but still a long way to go
Democracy undermined by absence of gender parity in politics
More gender equality on corporate boards — but only in a few Member States
Limited opportunities for women to influence social and cultural decision-making
7. Domain of health
Behavioural change in health is key to tackling gender inequalities
Women live longer but in poorer health
Lone parents and people with disabilities are still without the health support they need
8. Domain of violence
Data gaps mask the true scale of gender-based violence in the EU
Backlash against gender equality undermines legal efforts to end violence against women
9. Work-life balance: a thematic focus
Conceptual framework
Parental-leave policies
Informal care of older people, people with disabilities and long-term care services
Informal care of children and childcare services
Transport and public infrastructure
Flexible working arrangements
Lifelong learning
10. Conclusions
Sexism at work
Background
Part 1. Understand
What is sexism?
What is the impact of sexism at work?
Where does sexism come from?
Sexism at work
What happens when you violate sexist expectations?
What is sexual harassment?
Violating sexist expectations can lead to sexual harassment
Under-reporting of sexual harassment
Part 2. Test yourself
Part 3. Act
How can I combat sexism? A ten-step programme for managers
How can all staff create cultural change
How can I report a problem?
Eradicating sexism to change the face of the EU
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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
doxing
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
gender(s)
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
other/third gender
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 žien
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
traditional harmful practices
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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n
o
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ľ
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