Gender mainstreaming

Major project

The FPS Chancellery of the Prime Minister is committed to promoting gender equality.

Continue changing attitudes in the Chancellery

Key members of staff at the Chancellery have followed training courses about gender mainstreaming:

  • gender mainstreaming coordinators
  • management
  • communication specialists

They have gained awareness of the problem and of the importance of a policy that counters gender inequality in the Chancellery. This has led to a gradual change in attitudes.

Other staff will complete these courses in future.

The gender coordinators are continually trained to expand their expertise.

The FPS Chancellery of the Prime Minister positions itself as an organisation that strives for equal opportunities for men and women

Staff members are individuals and not “resources”. Every member of staff has its own specific role, expectations and skills, both in work and in private life.

To value each one of them as individuals, it is important to take account of everyone's individuality and adopt greater flexibility. Rather than simply being rewarded for their presence, staff should be recompensed for their dedication, attitude and results.

Accordingly, to abolish inequality between women and men, the HR policy must promote human capital, integrity, co-creation and management with a human face. The HR department is also taking the following measures:

  • working on the Chancellery's reputation as an organisation promoting gender equality: employer branding
  • implementing non-discriminatory recruitment
  • offering gender-neutral non-statutory benefits
  • adopting management with a human face (Vitruvius programme)
  • conducting talent management
  • implementing a diversity policy

Analyse the impact of gender mainstreaming on men and women

The Chancellery analyses the quality of its gender mainstreaming policy using a model similar to the EFQM model applied in the public authorities.

  • Gender budgeting
    A memo on gender needs is appended to the general expenditure budget.
  • Gender test
    The Act of 15 December 2013 regarding various administrative simplification measures established the new Regulatory Impact Analysis (RIA).

    This harmonised the organisation of the old tests (Kafka test, Sustainable Development Impact Assessment (SIA) test) with the new ones (gender test, SME test, and the Policy Coherence for Development (PCD) test).

  • Public procurement
    The principle of gender equality is integrated into:
    • the selection criteria
    • the awarding criteria
    • the conditions for implementation of public procurement contracts, as is the case for the environmental requirements arising from the Eco-Management and Audit Scheme (EMAS)
      A bidder that violates legislation on equal opportunities for men and women can consequently be excluded from the process.

Monitor action taken and see to ongoing quality assurance

Integrating gender into planning instruments

The Directorate-General for External Communication plays a leading role when it comes to gender mainstreaming, with this responsibility being laid down in the management plan.

Positive outcomes:

  • The training and the publication of the brochure Integrating the gender dimension in federal communication (pdf) have raised awareness about gender issues among federal communication specialists.

    The brochure, accompanied by a practical checklist, provides a series of instruments and recommendations for gender-neutral communication.

  • As part of the federal action plan, External Communication conducted an analysis of federal communication from a gender perspective. The study was followed by the publication of recommendations for federal communicators.
  • gender mainstreaming training course was organised for the management.