The Social Institutions and Gender Index (SIGI) 2019 results indicate that the global level of discrimination in social institutions – i.e. “Gender inequality is holding Europe back from reaching its full potential. Gender inequality remains a major barrier to human development. The UK is falling behind in a global index of gender equality according to the World Economic Forum. How gender-sensitive are parliaments in the EU? A new index to measure global gender equality, launched on Monday, ranks India at 95th among 129 countries. This has been mainly driven by the rise of women on company boards, although in just a few Member States. Gender equality may not seem like an environmental issue, but it is one of the UN’s Sustainable Development Goals. The EU continues its snail’s pace when it comes to gender equality progress. Our Index, which sets a benchmark for gender equality in the EU, shows that almost half of all Member States fall below the 60 point mark. Ageing and disability rates are rising in the EU, which pushes up demand for long-term care services for older people and people with disabilities. Gender Equality Index | 2019 | European Institute for Gender Equality. Adopting a gender-specific approach, Principle 2. Our Work-Life Balance Directive adopted this year will be a game-changer for women and men across Europe. It examines how factors such as disability, age, level of education, country of birth and family type, intersect with gender to create different pathways in people’s lives. Get the latest EIGE's updates on a personalised basis. (SE), Gender lectureship: a model for mainstreaming in higher education, 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, 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 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, AREA 5 – The parliament complies with its SYMBOLIC function, Domain 2 – Gender equality in external communication and representation. The EU continues its snail’s pace when it comes to gender equality progress. Explore the Gender Equality Index 2019 on our website and find out the score for your country. 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, Gender budgeting in women’s and men’s lived realities. Introducing an individualised approach to risk management, Principle 3. Women of pre-retirement age do the bulk of informal long-term caring in the EU. The Index has six core domains - work, money, knowledge, time, power and health – and two additional domains: violence against women and intersecting inequalities. See all past newsletters. What happens when you violate sexist expectations? Monitoring and steering organisational change, 4. Who is involved in a Gender Equality Plan? The difference is remarkable in the 50-64 age group: 21 % of women and 11 % of men care for older people and/or people with disabilities at least several days a week. Tune in on our, Making equality between women and men a reality for all Europeans and beyond, Economic Benefits of Gender Equality in the EU, Step-by-step guide to Gender Equality Training, 2. In the 2019 Global Report “Harnessing the power of data for gender equality: Introducing the 2019 EM2030 SDG Gender Index”, we introduce the 2019 SDG Gender Index. Parental leave is one of the important policy measures to support parents who balance caring duties with work but it is not available to all. As the new EU Parliament and Commission shape and renew EU priorities for the next strategic framework, it is crucial that gender equality gathers speed,” said Virginija Langbakk, Director of the European Institute for Gender Equality (EIGE). 3 June 2019: Equal Measures 2030 has released the 2019 SDG Gender Index, which finds that nearly 40% of women and girls, or 1.4 billion people, live in countries that are “failing on gender equality.” The Index reports that the world is furthest behind on SDGs 5 (gender equality), 9 (industry, innovation and infrastructure), 13 (climate action) and gender equality issues related to gender data … It was developed by the European Institute for Gender Equality (EIGE). Identify existing gender inequalities and their underlying causes, Step 3. Collect information and disaggregated data on the target group, Step 2. The 2019 SDG Gender Index The Bending the Curve projections build on the 2019 SDG Gender Index, which scored and ranked 129 countries on 51 key gender equality issues. Consult directly with the target groups, 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. 16, LT-01103 Vilnius, Lithuania. students, Encouraging gender equality activities at the grassroots level across the university, Family-leave without consequences for the academic career, Gender certification: a road to change? For the first time, the Index highlights the situation of LGBTQI+ people and Roma and Muslim women in areas where statistics are available. Tens of thousands of women have joined protests in 2018 and 2019 against a spate of illegal filming cases. Written by Anuradha Mascarenhas | Updated: June 4, 2019 8:50:17 am Altogether, 2.8 billion girls and women live in countries that get either a “very poor” (59 and below) or “poor” score (60 – 69) on gender equality. The index is the most comprehensive tool available to explore the state of gender equality across 129 countries (covering 95% of the world’s girls and women), 14 of the 17 Sustainable Development Goals (SDGs), and 51 targets … Actively participate in the initiative, Designing effective Gender Equality Training, Good Practices on Gender Equality Training, More resources on Gender Equality Training, More on EIGE's work on Gender Equality Training, Step 5: Findings and proposals for improvement, Institutional transformation and gender: Key points, Gender mainstreaming and institutional transformation, Dimensions of gender mainstreaming in institutions: The SPO model, Why focus on Institutional Transformation, 1. Between 2005 and 2017, Malta’s score increased by 6.5 points (+ 2.4 points since 2015). Project development and application, Tool 10: Integrating a gender perspective in monitoring and evaluation processes, Steps to integrate a gender perspective in M&E processes, Tool 11: Reporting on resource spending for gender equality in the EU Funds, Tracking expenditures for gender equality, EIGE’s publications on Gender mainstreaming, Data collection on violence against women, Analysis of EU directives from a gendered perspective, Intimate partner violence and witness intervention, Risk assessment and risk management by police, 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. In 2019 the UK ranked 21st in the WEF … Overall Index rankings and scores, scores by goal and indicator. The 2019 SDG Gender Index provides a snapshot of where the world stands, right now, linked to the vision of gender equality set forth by the 2030 Agenda. Who is involved in a Gender Equality Plan? Violating sexist expectations can lead to sexual harassment, How can I combat sexism? Equal Measures 2030′S 2019 SDG Gender Index Best and worst performers Just 8% percent of the 129 countries measured scored a “good” rating of … See all past newsletters. A ten-step programme for managers, Eradicating sexism to change the face of the EU, Индекс за равенството между половете за 2019 г.: Все още далеч от финалната линия, Index rovnosti žen a mužů 2019: do cíle je ještě dlouhá cesta, Ligestillingsindeks for 2019: Stadig lang vej igen, Gleichstellungsindex 2019: Noch weit vom Ziel entfernt, Δείκτης Ισότητας των Φύλων 2019: Aπέχοντας ακόμα από τον επιθυμητό στόχο, Índice de igualdad de género 2019: nos queda mucho para llegar a la meta, Soolise võrdõiguslikkuse indeks 2019: finišijoonest ikka veel kaugel, Tasa-arvoindeksi 2019: edelleen kaukana tavoitteesta, Indice d’égalité de genre 2019: nous sommes encore loin de la ligne d'arrivée, An tInnéacs Comhionannais Inscne 2019: Cuid mhór le déanamh fós, Indeks rodne ravnopravnosti za 2019. March 2019 - Legal reforms and transformative gender policies and programmes conducted by governments, civil society, philanthropy and the private sector are starting to pay off. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals, Steps 2 and 3. Integrate initiatives to broader strategy, 7. India has moved downwards four places in terms of gender equality … EIGE’s online cooperation and consultation hub. Collect information and disaggregated data on the target group, Step 2. 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, Tool 5: Defining partnerships and multi-level governance, Steps for defining partnerships and multi-level governance, Tool 6: Developing quantitative and qualitative indicators for advancing gender equality, Steps to develop quantitative and qualitative indicators, 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, Supplementary tool 7.a: Gender-responsive agreements with project implementers, Tool 8: Tracking resource allocations for gender equality in the EU Funds, Tool 9: Mainstreaming gender equality in project design, Steps to mainstream gender equality in project design, Step 1. The Sustainable Development Goals are a call for action by all countries – poor, rich and middle-income – to promote prosperity while protecting the planet. Project development and application, Tool 10: Integrating a gender perspective in monitoring and evaluation processes, Steps to integrate a gender perspective in M&E processes, Tool 11: Reporting on resource spending for gender equality in the EU Funds, Tracking expenditures for gender equality, EIGE’s publications on Gender mainstreaming, Data collection on violence against women, Analysis of EU directives from a gendered perspective, Intimate partner violence and witness intervention, Risk assessment and risk management by police, 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. 2019 results. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals, Steps 2 and 3. Step 6: What comes after the Gender Equality Plan? 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. 15 October 2019. Gender, Institutions and Development Database 2014 (GID-DB) ... Indicators of gender equality in employment. The Gender Equality Index is a measurement tool that shows how far (or close) the EU and its Member States are from achieving a gender-equal society. According to the UNDP, this index is a composite measure to quantify the loss of achievement within a country due to gender inequality. The latest Gender Equality Index from the European Institute for Gender Equality (EIGE) shows that the EU’s score for gender equality is up just one point to 67.4, since the 2017 edition. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators, Step 2. 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, 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. 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, 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. Get the latest EIGE's updates on a personalised basis. The report forecasts that it may take 202 years to close the gender gap in economic opportunity; Daily Current Affairs IAS | UPSC Prelims and Mains Exam – 10th December 2019 2019 EM2030 SDG Gender Index. Identifying and developing possible work-life balance interventions, Step 4. Tags: education gender equality Gender Equality Index health India literacy poverty Women First Published: June 04, 2019, 21:50 IST Step 6: What comes after the Gender Equality Plan? Work-life balance and its connection to gender equality is a special focus of this year’s Index. The latest Gender Equality Index from the European Institute for Gender Equality (EIGE) shows that the EU’s score for gender equality is up just one point to 67.4, … Delivering a coordinated, multiagency response, Strategic framework on violence against women 2015-2018, Legal Definitions in the EU Member States, EIGE's publications on gender-based violence, EU candidate countries and potential candidates, Gender equality indices in the Western Balkans and Turkey, Gender statistics in the Western Balkans and Turkey, Organising an event in EIGE's entry point, First steps towards more inclusive language, Key principles for inclusive language use, Avoid gendered pronouns (he or she) when the person’s gender is unknown, Avoid irrelevant information about gender, Avoid gendered stereotypes as descriptive terms, Using different adjectives for women and men, Do not use ‘he’ to refer to unknown people, Do not use gender-biased nouns to refer to groups of people, Greetings and other forms of inclusive communication, Solutions for how to use gender-sensitive language, The argument for work-life balance measures, 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 6: Highlight benefits and celebrate early wins, Toolbox for planning work-life balance measures in ICT companies. The index shows that the EU’s score for gender equality is up just one point to 67.4, (out of a possible 100) since the 2017 edition. Još uvijek daleko od cilja, A nemek közötti egyenlőség 2019. évi mutatója: még mindig messze vagyunk a céltól, Indice sull’uguaglianza di genere 2019: il traguardo è ancora lontano, 2019 m. Lyčių lygybės indeksas: Iki finišo linijos dar toli, Dzimumu līdztiesības indekss 2019. gadam — līdz finiša taisnei vēl tālu, L-Indiċi tal-Ugwaljanza bejn is-Sessi 2019: Għadna ’l bogħod milli nilħqu l-għan aħħari tagħna, Gendergelijkheidsindex 2019: nog een lange weg te gaan, Wskaźnik równouprawnienia płci 2019: przed nami nadal długa droga, Índice de Igualdade de Género 2019: ainda longe da meta, Indicele egalității de gen 2019: Suntem încă departe de linia de sosire, Index rodovej rovnosti 2019: Čaká nás ešte dlhá cesta, Indeks enakosti spolov za leto 2019: Še daleč od cilja, Jämställdhetsindex 2019: Fortfarande långt från mållinjen, Gender Equality Index 2019: Still far from the finish line, Gedimino pr. Delivering a coordinated, multiagency response, Strategic framework on violence against women 2015-2018, Legal Definitions in the EU Member States, EIGE's publications on gender-based violence, EU candidate countries and potential candidates, Gender equality indices in the Western Balkans and Turkey, Gender statistics in the Western Balkans and Turkey, Organising an event in EIGE's entry point, First steps towards more inclusive language, Key principles for inclusive language use, Avoid gendered pronouns (he or she) when the person’s gender is unknown, Avoid irrelevant information about gender, Avoid gendered stereotypes as descriptive terms, Using different adjectives for women and men, Do not use ‘he’ to refer to unknown people, Do not use gender-biased nouns to refer to groups of people, Greetings and other forms of inclusive communication, Solutions for how to use gender-sensitive language, The argument for work-life balance measures, 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 6: Highlight benefits and celebrate early wins, Toolbox for planning work-life balance measures in ICT companies. 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