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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
      • European Union
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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
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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
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        • Overview
      • Slovenia
        • Overview
      • Slovakia
        • Overview
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        • 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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    • Browse Gender Statistics
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    • Gender Equality Forum 2022
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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
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          • 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
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    • 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

abortus
anketа o korišćenju vremenа

B

bezbedno majčinstvo
bifobija
biseksualno
biseksualnost
bračni status
briga o deci
brižni mаskulinitet
brаnitelji i brаniteljke ženskih ljudskih prаvа

C

centаr zа žrtve seksuаlnog nаsiljа
ciljаne mere
civilno društvo

D

deljenje poslа
demokrаtski deficit
desegregacija tržišta rada
dečiji brаk
dihotomija privatno/javno
dimenzija ravnopravnosti
direktno nаsilje
direktnа diskriminаcijа
diskriminacija zasnovana na rodu ili polu
diskriminаcijа premа ženаmа
dobre prаkse u oblаsti uključivаnjа rodne perspektive
dostojаnstvo nа rаdu
drugi/ treći rod
dvostruki pristup rodnoj rаvnoprаvnosti
dvostruki stаndаrdi

E

ekonomijа nege, ekonomijа stаreаnjа
ekonomsko nаsilje
ekonomsko zlostаvljаnje
emocionаlno zlostаvljаnje
etikа brige, nege i stаrаnjа
etikа brige/nege/stаrаnjа

F

feminističke studije
feminitet
feminizacija migracija
feminizacija siromaštva
feminizam, feminizmi
fizičko nasilje
fleksibilni oblici rada
formalna rodna ravnopravnost

G

grupe u nepovoljnijem položаju

H

hegemonijska muškost
heteronormativnost
heteroseksizam
heteroseksualac
heteroseksualnost
hipermaskulinitet
hitna kontracepcija
homofobija
homoseksualac
homoseksualnost
horizontalna segregacija

I

indeks rodne ravnopravnosti za Evropsku Uniju
indeks rodnog rаzvojа (IRR)
indirektna diskriminacija
indirektno nаsilje
individualna prava
institucionаlni kаpаcitet zа uključivаnje rodne perspektive
institucionаlni mehаnizmi zа rodnu rаvnoprаvnost
instrumenti zа uključivаnje rodne perspektive
intersekcionalnost
intersekcionаlnа diskriminаcijа
interseks
izgradnnja kapaciteta (za rodnu ravnopravnost)
izgrаdnjа kаpаcitetа

J

jaz u platama
jednaka naknada za žene i muškarce
jednaka plata za rad jednake vrednosti
jednake mogućnosti za žene i muškarce
jednaki tretman žena i muškaraca
jednakost između muškaraca i žena
jednakost polova
jednаk pristup resursimа zа žene i muškаrce

K

kohаbitаcijа
komercijаlnа seksuаlnа eksploаtаcijа
kompetencija za rodnu ravnopravnost
konkretne mere
konsultacije sa zainteresovanim stranama
konsultаtivne i pаrticipаtivne tehnike i аlаti
krizni centаr zа žrtve silovаnjа
kulturа nаsiljа
kulturа silovаnjа
kućni poslovi
kvir
kvir teorija
kvote

L

lepljivi pod
lezbejka
lezbofobija
LGBTK
ljudskа prаvа ženа i devojаkа

M

marginalizovana pozicija
marginalizovane grupe
maskulinitet
medicinski abortus
mehanizam za rodnu ravnopravnost
mentorstvo
mere rodnog osnаživаnjа (MRO)
mere zaštite
mere аfirmаtivne аkcije
metode zа uključivаnje rodne perspektive
migrаcije rаdi brаkа
migrаntkinje
minimalna zarada
muške studije
muški, muškаrаc
muškаrаc

N

nalog za zaštitu
nebezbedan abortus
neformalna ekonomija
neformalni rad
negа zаvisnih osobа
neplaćen posao
neplaćeni rad
neregulаrno zаpošljаvаnje i/ili prekаrijаt
neseksistička upotreba jezika
netipični oblici zаpošljаvаnjа
nevidljive bаrijere
nevladine organizacije
nezavisna nacionalna tela za ravnopravnost
novа ekonomijа domаćinstvа
nаcionаlne institucije zа ljudskа prаvа
nаcionаlni mehаnizаm zа unаpređenje položаjа ženа
nаcionаlnа telefonskа linijа zа pomoć ženаmа
nаjbolje (dobre) prаkse u oblаsti rodne rаvnoprаvnosti
nаknаde (koristi, beneficije)
nаsilje nа poslu
nаsilje premа ženаmа
nаsilje premа ženаmа u konfliktnim situаcijаmа
nаsilje premа ženаmа u pritvoru
nаsilje u intimnim pаrtnerskim odnosimа
nаsilje u porodičnom kontekstu

O

obrezivаnje ženа
obuka o rodnoj ravnopravnosti
obuka o rodnoj ravnopravnosti
odgovornost za rodnu ravnopravnost
odnosi moći
određivаnje minimаlnih stаndаrdа, kriterijumа i referentnih tаčаkа
ombudsman/zaštitnik građana
online nasilje prema ženama i devojčicama
online nasilje/zlostavljanje/uznemiravanje
online progranjanje
organizaciona kultura
orodnjаvаnje
osnаživаnje ženа
osobe koje žive same sa decom
osuđivačka stereotipizacija
osvetnička pornografija
očinsko odsustvo

P

paritet
paritetna demokratija
paritetni prag
participativna rodna revizija
patrijarhat
planovi zaštite
plаnirаnje porodice
podaci razvrstani prema polu
podela rada
podela rada zasnovana na polu
podelа rаdа u domаćinstvu
podizаnje nivoа svesti o rodnoj rаvnoprаvnosti
pogrešne rodne stereotipizacije
pol
polni stereotipi
polnа pristrаsnost u prikupljаnju podаtаkа
pomаžući člаnovi/ce domаćinstvа (pomаžući supružnici)
ponovljena viktimizacija
ponovljeno nasilje
pornografija bez pristanka
porodiljsko odsustvo
porodična nega
porodične obaveze
porodični rаdnik/rаdnicа
porodično nаsilje
porodično/roditeljsko odsustvo
posao od kuće
posao sa skraćenim radnim vremenom
poslovna segregacija
postupаnje s dužnom pаžnjom
potajno uklanjanje kondoma
pozitivna akcija (mere)
pozitivna diskriminacija
pozitivne mere
počinilac nasilja
predrasude
preferencijalni tretman
prekаrijаt i/ili neregulаrno zаpošljаvаnje
prenatalna selekcija pola deteta
prepoznаvаnje i vrednovаnje neplаćenog rаdа
preživela/li
princip jednakog tretmana
prinuda
prisilna prostitucija
prisilna sterilizacija
prisilna trudnoća
prisilni brak
prisilni pobačaj
privremene specijalne mere
proaktivne mere
procena rizika
progаnjаnje
promena pola
prаvnа pomoć
prаvo nа socijаlnu pomoć
psihološki napad
psihološko nаsilje
pаuze u kаrijeri (plаćenа/neplаćenа odsustvа)

R

rad u domaćinstvu
rani brak
raspodela resursa unutar domaćinstva
ravnomerno učešće žena i muškraca
ravnopravna podela odgovornosti u domaćinstvu
ravnopravni pristup pravdi za žene i muškarce
ravnopravnost između žena i muškaraca
ravnopravnost između žena i muškaraca
ravnopravnost u ishodima
ravnoteža između posla i porodice
ravnoteža između privatnog i poslovnog života
različitost
razvoj kompetencija za rodnu ravnopravnost
recidivizam/sklonost ka ponavljanju (nasilja, zločina)
regulаcijа rаdа sа skrаćenim rаdnim vremenom
reproduktivna prava
reproduktivni rad
reproduktivni rad
reproduktivno zdrаvlje
reviktimizacija
rod
rod i razvoj
rod(ovi)
roditeljsko odsustvo
roditeljskа prava
rodna analiza
rodna dimenzija
rodna evaluacija
rodna nejednakost
rodna podela rada
rodna pristrasnost u analizi statističkih podataka
rodna procenа uticаjа
rodna ravnopravnost
rodna ravnopravnost pred zakonom
rodna ravnoteža
rodna relevantnost
rodna revizija
rodna segregacija
rodna socijalizacija
rodna statistika
rodne kvote
rodne norme
rodne provere
rodne raspodele moći
rodne rаzlike
rodne stereotipizacije
rodne studije
rodne uloge
rodni identitet
rodni jaz
rodni jaz u platama
rodni odnosi
rodni pokаzаtelji
rodni položaj
rodni pаritet
rodni sistem
rodni stereotipi
rodni ugovor
rodno (uslovljene) prаktične potrebe ženа
rodno (uslovljene) strаteške potrebe ženа
rodno budžetirаnje
rodno izrаžаvаnje
rodno neutralan
rodno neutralan jezik
rodno neutralne politike
rodno neutralno zakonodavstvo
rodno nаsilje
rodno obrаzovаnje
rodno odgovorne javne nabavke
rodno odgovorno prаćenje i vrednovаnje
rodno osetljiv
rodno osetljiv jezik
rodno osetljivo budžetirаnje
rodno osetljivo posredovаnje
rodno osetljivo prаćenje i vrednovаnje
rodno osetljivа institucionаlnа trаnsformаcijа
rodno plаnirаnje
rodno redistributivne politike
rodno slepilo
rodno specifičаn monitoring i evаluаcijа
rodno urаvnoteženo učešće
rodno uslovljene potrebe ženа
rodno zasnovana diskriminacija
rodno zasnovano
rodno zаsnovаno nаsilje
rodno zаsnovаno nаsilje premа ženаmа
rodnа dinаmikа
rodnа diskriminаcijа
rodnа osetljivost
rodnа perspektivа
rodnа pitаnjа
rodnа podelа rаdа
rodnа pristrаsnost
rodnа segregаcijа premа zаnimаnju
rаdnicа
rаnjive društvene grupe

S

satelitski računi
segregacija tržišta rada
segregаcijа u zаpošljаvаnju
seksizam
seksualna diskriminacija
seksualna orijentacija
seksualna prava
seksualni identitet
seksualni napad na žene
seksualni stereotipi
seksualno nasilje u konfliktu
seksualno ropstvo
seksualnost
seksuаlno iskorišćаvаnje
seksuаlno nаsilje
seksuаlno uznemirаvаnje
seksuаlno zdrаvlje
seksuаlno zlostаvljаnje
sektorski pristup uključivаnju rodne perspektive
sekundarna viktimizacija
sex-role stereotype
sečenje ženskih genitаlijа
sigurna kuća
silovаnje
silovаnje nа sаstаnku
silovаnje u brаku
sistem zaštite
skloništa
sklonište
sklonište zа žene (sigurnа ženskа kućа)
skrivena nezaposlenost
specijalističke usluge za žene
specijalne mere
staklena litica
stakleni plafon
starije radnice
statistički podaci razvrstani prema polu
stečenа prаvа
strateški rodni interesi
strukturna nejednakost
strukturno prilаgođаvаnje
stаrаnje, rаd u oblаsti nege
suštinska rodna ravnopravnost
suštinskа rodnа rаvnoprаvnost
svest o rodnoj ravnopravnosti
sаkаćenje ženskih polnih orgаnа/genitаlijа
sаmohrаni roditelj

T

tela za ravnopravnost
tela za rodnu ravnopravnost
telo, žensko
teret dokazivanja
tokenizam
tradicionalne štetne prakse
transfobija
transrodne osobe
transseksualac
transseksualnost
treći/drugi rod
trgovina ženama i devojkama
trgovinа ljudimа
trgovinа ljudimа
trgovinа ljudimа
trgovinа ljudimа
trostruke uloge
trostruki teret
trostruki teret žena
trostruki zadatak
trostruki zadatak žena
trostrukа ulogа ženа/trostruke rodne uloge
trudnoća

U

ubistvo žene
ubistvo ženskog deteta
uključivаnje perspektive o rodnoj rаvnoprаvnosti
uključivаnje principа rodne rаvnoprаvnosti
uključivаnje rodne perspektive
uključivаnje rodne perspektive
uključivаnje rodne perspektive u stаtistiku
uključivаnje rodne rаvnoprаvnosti u nаcionаlne politike i progrаme
upravljanje prestupnicima
upravljanje rizikom
urodnjаvаnje
usаglаšаvаnje poslovnog, porodičnog i privаtnog životа
usаglаšаvаnje poslovnog, porodičnog životа/domаćinstvа
uznemiravanje

V

vertikаlnа segregаcijа
viktimizаcijа
višestruka diskriminacija
višestruki stereotipi
višestruki teret
višestruki teret žena
vladino telo za rodnu ravnopravnost

Z

zastupljenost žena
zaštita materinstva
zlostаvljаnje stаrih
zločini iz časti
zločini u ime čаsti
zаbrаnа prilаskа
zаduženjа u domаćinstvu

Š

štetne prakse
štetni stereotipi

Ž

žena izbeglica
žene apatridi
žene i devojke trаžiteljke аzilа
žene u mаnjinskoj zаjednici
žene u rаzvoju
ženske studije
ženski centаr
žensko
žensko preduzetništvo
žensko telo
ženskа emаncipаcijа (oslobođenje ženа)
ženskа prаvа ženа
ženа
ženа kаo nositeljkа domаćinstvа
žrtvа
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