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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
Find a gender trainer
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
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National level
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Belgium
Denmark
Finland
Sweden
Regional level
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Catalonia
Local level
Lower Saxony
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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
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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
Domain 2 - Political parties/groups’ procedures
Domain 3 – Staff recruitment policies
AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
Domain 1 – Parliamentarians’ presence and capacity in 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
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
Documents by European Institutions
Literature about gender-sensitive parliaments at National level
Literature about gender-sensitive parliaments at general and European level
Websites of useful organisations and institutions
Methods and Tools
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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 Procurement
Gender stakeholder consultation
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EIGE’s publications on Gender mainstreaming
Concepts and definitions
Videos
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
Administrative data sources
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About the tool
Analysis of EU directives from a gendered perspective
Costs of gender-based violence
Cyber violence against women
Female genital mutilation
Risk assessment by police of intimate partner violence against women
Good practices in EU Member States
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White Ribbon Campaign
About the White Ribbon Campaign
White Ribbon Ambassadors
Regulatory and legal framework
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Gender Equality Index
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Thematic Focus
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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
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Do not use ‘man’ as the neutral term
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