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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
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          • How can you make a difference?
        • 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
      • Gender-responsive evaluation
      • Gender statistics and indicators
      • Gender monitoring
      • Gender planning
      • Gender-responsive public 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
      • Bulgaria
        • Overview
      • Czechia
        • Overview
      • Denmark
        • Overview
      • Germany
        • Overview
      • Estonia
        • 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
      • Poland
        • Overview
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        • Overview
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        • Overview
      • Slovenia
        • Overview
      • Slovakia
        • Overview
      • Finland
        • Overview
      • Sweden
        • 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
    • Videos
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    • Thematic Focus
    • About Index
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    • Browse Gender Statistics
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    • Gender Equality Forum 2022
      • About
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  • 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
        • 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-Z Index

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A

abuzim ekonomik
abuzim emocional
abuzim me të moshuarit
abuzim seksual
amësi e sigurt
analizë gjinore
asnjanës gjinor
auditim gjinor
auditim pjesëmarrës gjinor
avokat i popullit

B

balancim i punës, familjes dhe jetës private
balancim i punës, familjes/jetës shtëpiake
balancë punë-familje
balancë punë-jetë
barabarësi mes burrave dhe grave
barazi (paritet)
barazi e grave dhe burrave
barazi e të arriturave
barazi gjinore
barazi gjinore formale
barazi gjinore përmbajtësore
barazia midis grave dhe burrave
barra e shumëfishtë e grave
barra e trefishtë e grave
barrë e provës
barrë e shumëfishtë
barrë e trefishtë
bashkëjetesë
bashkëshort/i/ja ndihmës/e
bifobi
biseksual
biseksualitet
burrë
buxhetim gjinor
buxhetim i ndjeshëm gjinor

D

de facto barazi gjinore
de jure barazi ginore
deficit demokratik
demokracia e barazisë
detyra e trefishtë e grave
detyrë e trefishtë
dhuna ndaj grave
dhuna seksuale në konflikt
dhunë e drejtpërdrejtë ndaj grave
dhunë ekonomike
dhunë fizike
dhunë gjinore
dhunë jo e drejtëpërdrejtë
dhunë kibernetike ndaj grave dhe vajzave
dhunë kulturore
dhunë me bazë gjinore
dhunë me bazë gjinore ndaj grave
dhunë ndaj grave dhe vajzave në konflikt të armatosur
dhunë nga partneri intim
dhunë në familje
dhunë në familje
dhunë në kujdestari ndaj grave
dhunë në punë
dhunë psikologjike
dhunë seksuale
dikotomi publike / private
dimension gjinor
dimension i barazisë
dinamikë gjinore
dinjiteti në punë
diskriminim gjinor
diskriminim i bazuar në gjini
diskriminim i bazuar në seks dhe gjini
diskriminim i drejtpërdrejtë
diskriminim i shumëfishtë
diskriminim jo i drejtëpërdrejtë
diskriminim ndaj grave
diskriminim ndërseksonial
diskriminim në bazë seksi
diskriminim pozitiv
diversitet
dosierizim
drejtësi gjinore
dysheme ngjitëse
dështim
dështim i detyruar
dështim i pasigurt
dështim mjekësor

E

edukim gjinor
ekonomi e përkujdesit
ekonomi e re shtëpiake
ekonomi joformale
ekuilibër gjinor
emancipim i grave
etikë e përkujdesjes/it
etikë e përkujdesjes/it

F

familje/shtëpi e drejtuar nga një femër
feminizim i migrimit
feminizim i varfërisë
feminizëm
femër
femërore
fleksibilitet i organizimit të kohës së punës
fuqizim i grave

G

gjini
gjini e tretë
gjinia dhe zhvillimi
gjinia e tretë
gjinia tjetër
gjinore
gjinorizim
gjuhë asnjanëse gjinore
gjuhë e ndjeshme gjinore
gjymtim gjenital femëror
GjZh (gjinia dhe zhvillimi)
gra dhe vajza që kërkojnë azil
gratë në zhvillim
grua
grua migrante
grua minoritare/e pakicës
grua pa shtetësi
grua punëtore
grua refugjate
grup i disavantazhuar
grup i margjinalizuar
grup i ndjeshëm

H

hakmarrje pornografike
hendek gjinor
hendek gjinor në pagë
hendek i pagës
heteronormativitet
heteroseksizëm
heteroseksual
heteroseksualitet
hipermashkulloritet
homofobi
homoseksual
homoseksualitet

I

identitet gjinor
identitet seksual
Indeksi i Barazisë Gjinore për Bashkimin Europian
Indeksi i Zhvillimit Gjinor (IZhGj)
Institucionet Kombëtare të të Drejtave të Njeriut (IKDNj)
integrim i perspektivës gjinore
integrim i perspektivës së barazisë gjinore
interesat strategjike gjinore (ISGj)

K

kapacitet institucional për qendërsimin gjinor
kompetencë e barazisë gjinore
konsultim me palët e interesit
kontracepsion urgjent
kontratë gjinore
kontroll shtrëngues
korrigjim i gjinisë
krim i kryer në emër të të ashtuquajturit nder
krim për nder
kryesi/dorazi
kujdes familjar
kujdes i shtuar
kujdes për fëmijën
kulturë e përdhunimit
kulturë organizative
kuotat
kuotë gjinore

L

legjislacion asnjanës gjinor
leje familjare
leje prindërore
lesbike
lesbofobia
LGBTQ
linjat kombëtare të ndihmës së grave
llogari satelitore
llogaridhënie e ndjeshme gjinore

M

makineria për barazinë gjinore
makineritë kombëtare për përparimin e grave
marrëdhëniet e pushtetit
marrëdhëniet gjinore
marrëdhëniet gjinore të pushtetit
martesë e detyruar
martesë e fëmijës
martesë e hershme
masa mbrojtëse
masa specifike
masa të veprimit pozitiv
masat e fuqizimit gjinor (MFGj)
masat e veçanta
mashkull
mashkulloritet hegjemonik
mashkulloriteti përkujdesës
mashkullorësi
masë e përkohshme e veçantë
masë pozitive
masë proaktive
mbijetuar e dhunës në bazë gjinore (e)
mbrojtje e lehonisë
mbrojtësit e të drejtave të njeriut për gratë (MDNjG)
mekanizma institucionalë për barazinë gjinore
menaxhim i kundërvajtësit
menaxhim i rrezikut
mentorim
metodë për qendërsimin gjinor
migrim i martesave
mjet për integrimin gjinor
monitorim dhe vlerësim i ndjeshëm gjinor
monitorim dhe vlerësim specifik gjinor
monitorimi dhe vlerësimi gjinor
mundësi të barabarta për gratë dhe burrat

N

ndarja e tregut të punës
ndarja seksuale e punës
ndarje e barabartë e përgjegjësive shtëpiake
ndarje e punës
ndarje e punës
ndarje e punës me bazë gjinore
ndarje e punëve të shtëpisë
ndarje gjinore
ndarje gjinore e punës
ndarje horizontale
ndarje vertikale
ndihma juridike
ndjekje kibernetike
ndjeshmëri gjinore
ndjeshëm gjinor (i)
ndërmjetësimi i ndjeshëm gjinor
ndërprerje në karrierë
ndërrimi i gjinisë
ndërseksionalizim
ndërseksual/e
ndërtim kapaciteti
nevojat gjinore të grave
nevojat praktike gjinore të grave (NPGj)
nevojat strategjike gjinore të grave (NSGjG)
ngacmim
ngacmim kibernetik
ngacmim seksual
ngritje e vetëdijes gjinore
njohje dhe vlerësim i punës së papaguar
normat gjinore

O

organ i barazisë gjinore
organ i pavarur kombëtar i barazisë
organ qeveritar për barazi gjinore
organ/institucion i barazisë
organizatë joqeveritare (OJQ)
orientim seksual

P

pabarazi gjinore
pabarazi gjinore
pabarazitë strukturore
paga minimale
pagë e barabartë për punë me vlerë të barabartë
papunësi e fshehur
paragjykim
paragjykim gjinor
paragjykim i seksit në mbledhjen e të dhënave
paragjykim statistikor gjinor
parim i trajtimit të barabartë
paritet gjinor
patriarkat
pengesë e padukshme
perspektivë gjinore
pikë referimi
pjesëmarrje e balancuar e grave dhe burrave
pjesëmarrje e balancuar gjinore
planifikim familjar
planifikim gjinor
planifikim i sigurisë
politika asnjanëse gjinore
politikë e rishpërndarjes gjinore
pornografi jokonsensuale
pozicion gjinor
pozicion i margjinalizuar
prag i barazisë
praktika të dëmshme
praktikat më të mira për barazinë gjinore
praktikë e dëmshme tradicionale
praktikë e mirë për qendërsimin gjinor
prerje gjenitale e femrave
pretendimet ndaj burimeve
prind i vetëm
prind i vetëm
prokurim gjinor
prostitucion i detyruar
puna shtëpiake
punë e papaguar
punë joformale
punë në shtëpi
punë pa shpërblim
punë për përkujdesje
punë riprodhuese
punë riprodhuese
punësim atipik
punësim i parregullt
punësim i pasigurt
punësim me kohë të pjesshme
punët e shtëpisë
punëtor i familjes
punëtore më e vjetër në moshë
pushim i atësisë
pushim i lehonisë
përdhunim
përdhunim gjatë një takimi
përdhunim martesor
përdorim joseksist i gjuhës
përfaqësim i grave
përfitim
përgjegjësitë familjare
përgjegjësitë shtëpiake
përkujdes në ngarkim
përndjekje
përvjedhje

Q

qasje e barabartë në burime për gratë dhe burrat
qasje e barabartë në drejtësi për gratë dhe burrat
qasje e dyfishtë ndaj barazisë gjinore
qasje sektoriale e qendërsimit gjinor
qendrat e grave
qendër emergjente për trajtimin e përdhunimit
qendër referuese e dhunës seksuale
qendërsim gjinor
qendërsim gjinor i statistikave
qendërsim gjinor në politikat dhe programet kombëtare
qendërsim i parimeve gjinore
qendërsim i perspektivës gjinore
queer (quir)

R

recidivizmi
risulmim
riviktimizim
rol i trefishtë
rolet gjinore
roli i trefishtë i grave
rregullim i punës me kohë të pjesshme
rregullim strukturor
rëndësia gjinore

S

segregim i punësimit
segregim i tregut të punës
segregim i vendeve të punës
segregim profesional gjinor
seks
seksizëm
seksualitet
shfrytëzim seksual
shfrytëzim seksual tregtar i fëmijëve
shkëmb qelqi
shoqëri civile
shoqërizim gjinor
shprehje gjinore
shpërblim i barabartë i grave dhe burrave
shpërndarje e burimeve brenda familjes
shtatzani e detyruar
shtatzania
shtëpi e sigurt
shëndet riprodhues
shëndet seksual
shërbime të specializuara për gratë
simbolizëm
sipërmarrja e grave
sistem gjinor
sistem i referimit
skllavëria seksuale
standarde të dyfishta
statistikat e ndara sipas seksit
statistikat e ndara sipas seksit
statistikat gjinore
status martesor
stereotip gjinor
stereotip i dëmshëm
stereotip i rolit seksual
stereotip seksual
stereotipet e përbëra
stereotipet gjyqësore
stereotipet seksuale
stereotipizim gjinor
stereotipizim i gabuar gjinor
sterilizim i detyruar
strehimore
strehimoret e grave
strehë
studim feminist
studime gjinore
studime mbi burrat
studimet mbi gratë
sulm psikologjik
sulm seksual ndaj grave
syneti femërore

T

tavan qelqi
teknikë ose mjet konsultativ dhe pjesëmarrës
teoria queer
trafikim i grave dhe vajzave
trafikim i njerëzve
trafikim i qenieve njerëzore
trafikim i seksit
trajnim gjinor
trajnim për barazinë gjinore
trajtim preferencial
trajtim të barabartë të grave dhe burrave
transeksualitet
transfobi
transformimi institucional i ndjeshëm gjinor
transgjinor
transseksual
tregti e seksit
tregues gjinor
trup i gruas
trupi i grave
të drejta seksuale
të drejta të përftuara
të drejtat e njeriut të grave
të drejtat e njeriut të grave dhe vajzave
të drejtat individuale
të drejtat prindërore
të drejtat riprodhuese

U

urdhër mbrojtës
urdhër ndalimi

V

veprim pozitiv
veprime specifike
verbëri gjinore
vetëdijësim gjinor
viktimizim
viktimizim dytësor
viktimizim i përsëritur
viktimë
vlerësim gjinor
vlerësim i rrezikut
vlerësimi i ndikimit gjinor
vrasje e femrave
vrasje e foshnjave femra
vëzhgim i përdorimit të kohës

Z

zgjedhja e seksit para lindjes
zhvillim i aftësive
zhvillim i kompetencës së barazisë gjinore

Ç

çështje gjinore
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