… throughout the process of developing the plan. Ensure that women and men (with different backgrounds in terms of age, … staff employed in the gender equality office would carry on the lessons learned from previous gender equality action … gender equality office should be comprised of both men and women, with specialist expertise in the field of gender …
… self-assessment tool to see where your parliament stands on its way to gender equality. The tool will help you to … area is comprised of one or more ‘domains’, which focus on different issues that are relevant for MPs and/or … data, gender expertise in parliaments, and women’s roles in parliamentary bodies. In 2021, the …
… of the plan, such as improved treatment and experience of women MPs, improved working conditions and working environment, and increased knowledge on gender equality in the institution. The report also … can improve the engagement of different groups of women and men in parliament (i.e. MPs, staff of MPs, …
… leaders Parliamentary leaders (bureaus, presidiums, boards and other leadership bodies) can be supported by this … out oversight of gender equality in government action. Women’s caucuses This tool describes how women’s caucuses … into their legislative work, or by conducting research on how gender inequalities impact the constituencies of their …
… management and people in leadership positions to decide on the areas of intervention to be addressed and the measures … panels make sure to aim for a balanced representation of women and men in the panels. Overall, however, the … the budget for disciplines with a greater share of women or to create specific calls for fields in which women …
… strengths and weaknesses concerning gender equality. Based on these results, you will be able to develop clear … to improve the assessment process, to attract more women to apply, etc.: for this purpose, you can use the … women and men in funding decision-making positions (e.g. boards, panels, juries); shares of women and man in review …
… and inclusive manner, avoiding any discrimination based on sex/gender, age, discipline or ethnic background. With regard to equal chances, the success rates of women and men applicants are usually discussed. At European … in recent years, focusing on who assesses (how panels/boards are composed), what is assessed (which criteria are …
… in a range of ways. It is important to state that work on gender equality does not usually happen rapidly and may … a common perspective that gender equality is a job for women. In order to increase men’s participation, they must be … that gender inequalities are partly self-inflicted by women because they are not self-confident enough. This belief …
… sex in public universities’ decision-making bodies. Women’s participation in research is also indirectly … procedures with equally qualified candidates; University boards, research councils and selection juries must be … the Flemish Community were required to submit a proposal on the actions to be taken on gender balance (by early 2014). …
… 15 years. These improvements, however, largely centred on legislative change and developing central key structures … document that aimed to eliminate discrimination against women and promote gender equality. It contained seven key … at work; Advance gender-balanced composition of boards, committees and bodies dealing with digital matters; …