Gender-sensitive Parliaments

Start by reflecting on the findings of the assessment that was conducted under the previous step.

The findings of the assessment can guide data-driven decisions on the main aims of the gender equality action plan, and the specific gender inequalities the plan will address. The following are some examples.

• If MPs, staff of MPs and parliamentary employees consulted during the gender equality assessment described a workplace that condones harassment, including sexual harassment, you can aim to improve the working environment and organisational culture of your institution.
• If you find that personnel data for the parliamentary administration does not sufficiently disaggregate based on sex and other relevant characteristics such as age or family status, you may aim to improve the capacity of the HR department in the parliamentary administration to regularly collect this data.
• If members of different parliamentary committees described a lack of tools to sufficiently mainstream gender into their work, you may focus on strengthening the capacity of MPs and committees to integrate a gender perspective into their work and legislative outputs (e.g. through gender impact assessments and gender budgeting).

Examples of measures and responsible groups in each area of EIGE’s gender-sensitive parliaments self-assessment framework^[1]

Area 1: Women and men have equal opportunities to ENTER parliaments

Area 2: Women and men have equal opportunities to INFLUENCE parliamentary working procedures

Area 3: Women’s interests and concerns have adequate SPACE on the parliamentary agenda

Area 4: The parliament produces gender-sensitive LEGISLATION

Area 5: The parliament complies with its SYMBOLIC function

Examples of benchmarks, targets and timeframe for measures in a fictional gender equality plan