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Gender mainstreaming
What is Gender mainstreaming
Policy cycle
Institutions and structures
European Union
EU Member States
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Economic Benefits of Gender Equality in the EU
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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
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Luxembourg
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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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A chi è destinato questo kit di strumenti?
Che cos’è il bilancio di genere?
Introduzione al bilancio di genere
Qual è il nesso tra il bilancio di genere e le realtà vissute da uomini e donne?
Che cosa comporta nella pratica il bilancio di genere?
Il bilancio di genere nei fondi UE
Il bilancio di genere quale strumento per ottemperare agli obblighi giuridici dell’UE
Il bilancio di genere quale strumento per promuovere l’assunzione di responsabilità e la trasparenza nella pianificazione e nella gestione delle finanze pubbliche
Il bilancio di genere come strumento per aumentare la partecipazione di donne e uomini alle procedure di bilancio
Il bilancio di genere quale strumento per promuovere la parità di genere per donne e uomini in tutta la loro diversità
Perché il bilancio di genere è importante nell’ambito dei fondi europei in regime di gestione concorrente?
Tre motivi per cui il bilancio di genere è fondamentale nei fondi UE
Come si può applicare il bilancio di genere nei fondi UE? Strumenti pratici ed esempi di Stati membri
Strumento 1 — Collegare i fondi UE al quadro normativo dell’UE sulla parità di genere
Base legislativa e normativa per le politiche dell’UE in materia di parità di genere
Requisiti concreti per tenere conto della parità di genere all’interno dei fondi UE
Condizioni abilitanti dei fondi UE
Risorse supplementari
Strumento 2 — Analizzare le disuguaglianze e le esigenze di genere a livello nazionale e regionale
Misure per valutare e analizzare le disuguaglianze e le esigenze di genere
Fase 1. Raccogliere informazioni e dati disaggregati relativi al gruppo di riferimento
Fase 2. Individuare le disparità di genere esistenti e le cause soggiacenti
Fase 3. Consultare direttamente i gruppi di riferimento
Fase 4. Trarre conclusioni
Risorse supplementari
Strumento 3 — Applicare la parità di genere agli obiettivi politici (accordi di partenariato) e agli obiettivi e misure specifici (programmi operativi)
Misure per tradurre in azioni concrete la parità di genere negli accordi di partenariato e nei programmi operativi
Orientamenti generali per applicare la parità di genere nell’elaborazione di obiettivi strategici e obiettivi e misure specifici
Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere negli accordi di partenariato
Lista di controllo per l’applicazione pratica del principio orizzontale della parità di genere nei programmi operativi
Esempi di integrazione della parità di genere come principio orizzontale negli obiettivi strategici e specifici
Strumento 4 — Coordinamento e complementarità tra i fondi UE per promuovere l’equilibrio tra vita professionale e vita privata
Misure per rafforzare il coordinamento e le complementarità tra i fondi
Fase 1 — Allineamento agli obiettivi dell’impegno strategico per la parità di genere
Fasi 2 e 3 — Individuare e sviluppare possibili interventi a favore dell’equilibrio tra vita professionale e vita privata
Fase 4 — Attività di verifica mediante l’uso di indicatori nell’ambito dei sistemi di sorveglianza e valutazione (M&E)
Studio di caso fittizio 1: conciliare il lavoro retribuito con la cura dei figli
Studio di caso fittizio 2: conciliare il lavoro a turni con la cura dei figli
Caso di studio fittizio 3: trovare l’equilibrio tra la cura di sé stessi e la cura degli altri
Caso di studio fittizio 4: conciliare la cura dei figli e degli anziani con il lavoro a turni
Risorse supplementari
Strumento 5 — Definizione di partenariati e governance multilivello: individuazione di partner pertinenti, ruolo degli esperti di genere e composizione dei comitati di sorveglianza
Misure per definire i partenariati e governance multilivello
Risorse supplementari
Strumento 6 — Sviluppare indicatori quantitativi e qualitativi per promuovere l’uguaglianza di genere
Fasi dell’elaborazione di indicatori quantitativi e qualitativi
FESR e Fondo di coesione (stessi indicatori comuni)
Fondo sociale europeo Plus
Fondo europeo per gli affari marittimi e la pesca
Risorse supplementari
Strumento 7 — Definire criteri di selezione dei progetti sensibili alla dimensione di genere
Analisi delle fasi per sostenere l’elaborazione e la selezione di progetti sensibili alla dimensione di genere
Lista di controllo per la preparazione degli inviti a presentare proposte di progetti
Lista di controllo per i criteri di selezione dei progetti
Strumento supplementare 7.a — Accordi che tengano conto della dimensione di genere con i responsabili dell’attuazione dei progetti
Strumento 8 — Controllare le assegnazioni di risorse per l’uguaglianza di genere nei fondi UE
Strumento 9 — Integrare la parità di genere nella concezione dei progetti
Analisi delle fasi per integrare la parità di genere nella concezione dei progetti
Fase 1. Allineamento agli obiettivi e agli indicatori di genere degli accordi di partenariato e dei programmi operativi
Fase 2. Sviluppo del progetto e candidatura
Fase 3. Attuazione del progetto
Fase 4. Valutazione del progetto
Strumento 10 — Integrare una prospettiva di genere nei processi di sorveglianza e valutazione
Misure per integrare una prospettiva di genere nei processi di sorveglianza e valutazione
Risorse supplementari
Strumento 11 — Rendicontazione sull’esborso di risorse per la parità di genere nei fondi UE
Tracciamento delle spese per l’uguaglianza di genere
Risorse supplementari
Risorse
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About EIGE's methods and tools
Gender Analysis
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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
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EIGE's publications on gender-based violence
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Gender Equality Index
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Covid-19 and gender equality
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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
Subordination and trivialisation
Naming conventions
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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
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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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