Gender mainstreaming Clause Samples

Gender mainstreaming. The OeAW aims to increase the number of women in management positions. The Glass Ceiling Index is an indicator that evaluates women's opportunities for advancement and is also used for gender monitoring in higher education. The OeAW's goal is to achieve a Glass Ceiling Index – calculated as the "proportion of women among all employees" / "proportion of women in management positions" – of less than 1.57. The calculation as of June 30 of each year, includes the following management positions at the OeAW research bodies: Institute directors, scientific directors, group leaders, junior group leaders, administrative and technical management staff. If this target is not achieved 2024, 2025 and/or 2026, i.e. if the Glass Ceiling Index exceeds 1.57, the budget earmarked for the target achievement in the corresponding year will be reduced proportionately. For example, if this value is 1.75 on June 30 of one year, the share to be paid out is reduced to 90 % of the amount planned for this year for the achievement of the goal "gender mainstreaming". An important task of the OeAW is to make basic research, in all its forms and with all its opportunities and risks, accessible to a broad public, especially schoolchildren. The task is accomplished through the following activities: − At least 45 OeAW school lectures "Academy in the classroom" at secondary schools throughout Austria per twelve-month reporting period. − At least 10 summer and winter school seminars within the framework of the Austrian Study Foundation per twelve-month reporting period. The budget shares earmarked for these two goals are half of the share for "fulfilling of role in society" for each objective. If these targets are not achieved in 2024, 2025 and/or 2026, the budget earmarked for target achievement in the corresponding year will be reduced proportionally. For example, if only 5 seminars took place as part of the summer/winter schools in one of the reporting periods, the share to be paid out is reduced to 50 % of 50 % of the amount planned for this year for the overall achievement of the goal "fulfilling of the role in society". As part of its efforts to digitalize and increase efficiency, the OeAW will acquire a digital tool in 2025 so that its budget planning and financial controlling will be carried out centrally using this tool from 2026. To achieve this administrative milestone, which will be reported to the BMBWF in September 2026 at the latest, a one- off 40 % of performance-based funding...

Gender mainstreaming. The Recipient must take all measures to promote equal opportunities between men and women in the implementation of the KAVA(s)/Project(s) and, where applicable, in line with the gender equality plan. They must aim, to the extent possible, for a gender balance at all levels of personnel assigned to the KAVA(s)/Project(s), including at supervisory and managerial level. The undersigned ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇ representing: (only for natural persons) himself or herself: (for legal persons and entities without legal personality ) the following entity: University of Evora ID or passport number: Full official name:University of Evora Official legal form: Statutory registration number: DL 482/79 Full official address: Largo dos Colegiais, 2 7000-803 ÉVORA PORTUGAL VAT registration number: PT501201920 (‘the person’) (‘the person’) The person is not required to submit the declaration on exclusion criteria if the same declaration has already been submitted for the purposes of another award procedure of the same Agency, provided the situation has not changed, and that the time that has elapsed since the issuing date of the declaration does not exceed one year. In this case, the signatory declares that the person has already provided the same declaration on exclusion criteria for a previous procedure and confirms that there has been no change in its situation: Date of the declaration Full reference to previous procedure and the institution/body that launched it [which has been authorised to sign the present declaration on behalf of the following other persons[1]: [1] Please also consult the call for proposals in case specific options are defined to sign the declaration (1) declares that the person is eligible in accordance with the criteria set out in the specific call for proposals; (2) declares that the person has the required financial and operational capacity as set out in the specific call for proposals[2]; (3) declares that the person has not received any other Union funding to carry out the action subject of this grant application and commits to declare immediately to the Agency any other such Union funding it would receive until the end of the action. If any of the above requirements is not satisfied, please indicate in annex to this declaration which and the name of the concerned person with a brief explanation. I – Situations of exclusion concerning the person (4) declares that the person is not in one of the following situations. If yes, please indicate in ...

Gender mainstreaming. The mission appreciates the mobilization of the CS05 gender specialist, which has enabled implementation and reporting of GAP actions under the MOA component. The mission also appreciates the CS06 initiative under MOHA to provide detailed gender disaggregated data and reporting on individual training events, and meetings. To date, out of 15 activities, 10 are on-track (67%), 5 are not yet due. Out of 10 targets, 4 are on track (40%), 5 are off-track, and 1 not yet due. Thus, from total of 25 activities and targets, 14 are on track (56%). The GAP progress is presented in attachment 2. To improve the GAP implementation, the mission recommends to: Include a Gender Specialist/Gender Focal in FRMP Working Group (Pokja FRMP) CPIU CS01, CS06 30 September 2020 Submit to ADB FRMPs drafts that incorporate gender and social inclusion features. CS01 14 August 2020 Revise workplans to include: (i) gender mainstreaming capacity building activities; (ii) gender mainstreaming information dissemination activities; (iii) target at least 40% potential female participants in those 2 activities. MOA/CS05 MOHA/CS0 6 30 September 2020 Develop materials addressing gender concerns to be incorporated in farmer trainings, water catchment management and conservation material and distributed within local community. MOA 30 October 2020 Submit to ADB the technical guidance strategy and methodology to be reviewed from a gender inclusiveness perspective MOHA 31 October 2020 Increase female representation in CBFRM (KMSB) committee to at least 30% MOHA 30 October 2020 Review and provide gender and participatory social inclusion inputs for KMSB Community Action Plans (RKM) MOHA 30 October 2020 Submit to ADB information materials to be published to ensure gender and social inclusion elements have been incorporated. MOHA 30 October 2020

Gender mainstreaming. Authentic negotiation and the participation of women in union organizations promote the mainstreaming of a gender perspective in collective bargaining. This category analyzes the regulation of sexual harassment and violence in the workplace, gender quotas in training and hiring processes, maternity leave, the participation of women in negotiation and the inclusion gender language in the contract narrative. This category is incorporated in studies on this issue for the first time, since it is considered that it allows a better review and analysis of the existing literature on collective contracts for employer protection.

Gender mainstreaming. The following activities are proposed: (i) dissemination of good practices on gender diversity for public institutions; (ii) empowering women and youth economically through technical training-related activities and through the development and implementation of a Young Apprentice Project to create jobs and income opportunities for young people; (iii) encourage equal participation of men and women in the grants and loans provided under Component I, as well as in workshops and training programs; and

Gender mainstreaming.  The beneficiaries must take all measures to promote equal opportunities between men and women in the implementation of the action and, where applicable, in line with the gender equality plan. They must aim, to the extent possible, for a gender balance at all levels of personnel assigned to the action, including at supervisory and managerial level.

Gender mainstreaming. All activities in the frame of the project were arranged adhering to the equality of rights all gender representatives.

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