Gender issues. USAID must address gender issues in all USAID-funded activities (see ADS 205). In NOFOs (including those for Leader with Associate Awards), the AO must ensure that the NOFO: ● Integrates gender issues into the solicitation (unless a rationale was provided by the Activity Planner for not addressing gender in the project or activity) in accordance with ADS 205. When USAID directs applicants to incorporate gender issues into their applications, the NOFO must state the requirements in the different performance components, e.g., Program Description, key personnel qualifications, if applicable, and monitoring and evaluation requirements. ● Integrates gender issues into the programmatic selection criteria (e.g., technical understanding and approach, monitoring and evaluation, personnel, etc.) that correspond to the performance requirements stated above, unless an approved rationale for not incorporating gender issues has been included in the NOFO. If the program/project office provides the AO with a procurement request for a program that does not include the requirements in ADS 205 for either integrating gender issues in the Program Description or the rationale for why gender is not an issue for the particular assistance program it intends to fund, then the AO must notify the program/project office that no further action will be taken on the request until it meets one of these requirements. For technical assistance and additional guidance, consult the USAID Mission/Office or Bureau gender specialist or the Office of Gender Equality and Women’s Empowerment Hub in the Bureau for Development, Democracy, and Innovation (DDI).
Gender issues. It is regrettable that the proportion of women in the field seems to be decreasing and while we are not in a position to make any major impact on this, we shall do our best to recruit female researchers to the project (we are well aware that all the proposers are male). This we shall do by positively drawing the job opportunities to the attention of suitable female candidates and favouring female applicants to the extent possible within the anti-discrimination laws of the partners’ countries and the European Union.
Gender issues. The Project shall include collection and analysis of Gender segregated data in accordance with the Project Document.
Gender issues. The technical service industry is a domain, in which there is a traditionally strong male representation in the labour force. However, this situation will be balanced in the establishment of the European Service Network, where female representation will be promoted. In the healthcare industry, the female gender is in the majority, and this will be incorporated in the usability analysis to be performed for this scenario. The validation of the two scenarios will include criteria explicitly intended to identify and quantify any gender differences in the use of and benefits from the platform. These criteria will also be carried forward into the take- up guidelines to identify and quantify any gender-related barriers to the wider implementation of the platform in other business domains. All of the participating organisations have well-established equal opportunity policies. Female members of the project team undertake more than one third of the key roles within the project.
Gender issues. The partners took care to get well informed of the latest EU legislation related to gender issues, notably that: - The European Commission has already an instrument to deal with discrimination based on gender in the form of Article 141 (ex-Article 119) of the EC Treaty and has adopted a whole series of measures to implement this article in practice. In previous years, the importance of the principle referred to equal economic treatment and wages was included in EC legislation under Article 119 of the EC Treaty. In subsequent years, this principle was extended to the case law of the European Court of Justice. - Nowadays, equal opportunities and equal treatment between men and women has been guaranteed by taking actions covering the application of the principle of equal pay, the creation of equal conditions for men and women with respect to access to employment, vocational training and retirement; equal treatment of the sexes in the area of the “de iure” or “de facto” social security systems, the reversal of the burden of proof in cases of discrimination, and positive discrimination to promote the under-represented sex. - More recently, the Community acquis was extended beyond the field of employment with the adoption by the Council in December, 2004 of the Directive on the principle of equal treatment between women and men in the access to and supply of goods and services13, based on Article 13 of the EC Treaty. The Directive applies to goods and services available to the public, which fall outside the area of private and family life. It lays down the principle that sex based actuarial factors should be eliminated. - Over the years, besides the European Commission14, the European Parliament (EP) has supported and called for measures to improve the position of women. This work continues through the activities of the Women’s Committee and the adoption of an opinion by the EP is expected on this matter during 2005. - Equality between women and men is reinforced by the new Treaty establishing a Constitution for Europe. In addition to the provisions of the current Treaty on gender equality, the Constitution expressly states that equality is a value of the Union, which should be promoted not only inside the Union but also in its relations with the rest of the world. - In March 2005, Xxxxxxxx Xxxxxx, Commissioner for Employment, Social Affairs and Equal Opportunities, announced that a new European Institute for Gender Equality should be set up to support the EU in...
Gender issues. In Planalto rural society, women have an essential role to play, both in agriculture and in running their household. The consultants noted that the gender issue was tackled by all PROPLANALTO program components and women were not victims of exclusion for access to credit or for any other activities. However, the women are still often inhibited by social habits and attitudes, for example, that women should respect and obey their husbands. As a result, women’s participation was low because they preferred to be represented by their husbands. In the associations or during the focus group interviews, the more active women were widows because they are socially considered as heads of the household. However, the widows were presented as a group which had difficulties in reimbursing the micro credit. In some associations, women preferred to create their own association and tried to collaborate with World Vision staff as organized groups with their own specific needs and interests. Women used to turn towards trading and declared that they were interested in micro credit for funding trading activities. Diversification of micro credit should take into account the specific needs of rural women. Key World Vision staff in contact with rural communities were women; Xxxxxxx Xxxxxxxxx and Xxxxx Xxxxx. The result of this was that farmers and their representatives in the associations dealt everyday with women for very critical issues (credit, fertilizer, technical advice, association etc.).
Gender issues. The consortium respects gender issues as expressed in the Lisbon objectives and the Gender Action Plans (GAP) set for previous FP5 and FP6 projects. In figures, internal composition of organisations of the Dicta- Sign consortium entails women as staff members in high percentages, both in the areas of linguistic research and technology development. Additionally, note that 2 out of the 8 participating organisations in the consortium are represented by women (ATHENA RC, CNRS), where it is foreseen that at least 3 WP leaders (out of 10) will also be women.
Gender issues. The content of this programme has no direct impact on gender issues. The EU’s commitment to gender equity will be reflected in the procurement strategy for the call for proposals. The gender balance among the representatives of BlueBio partners in preparation of the proposal has been fair (with approx. 55% female, 45% male), and is also expected to be so in the task execution and in nominations to Governing Board and Call Steering Committees. Third parties submitting proposals will be required to demonstrate to the evaluators that gender issues have been fully considered in their proposal developments.
Gender issues. The Project will pay a particular attention to ensuring that gender issues are properly addressed in Project planning and implementation. In particular, the Project will ensure that women are given priority in and benefit from Project activities, and that Project activities are structured in such a way as to give priority to the participation of women and minorities in the project.
Gender issues. The SELFMAN project is gender-neutral. We will hire the best people independent of their gender. Nevertheless, we recognize the underrepresentation of women in computer science research. This is a perennial problem that has no recognized solution. For SELFMAN, we will encourage women to apply to the project and given equal qualifications we will give preference to woman candidate researchers.
