Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1694868373558.pdf (Georgia)
GENDER EQUALITY PLAN INDEX INTRODUCTION Context analysis and gender situation GEP Elaboration Thematic areas and their development Plan for the gender quality Legend INTRODUCTION In the Community legislation the basic principle of gender equality is established as one of the cornerstones on the basis of which the whole project of European Union is founded.
Although the Treaty establishing the European Community (EEC), signed in Rome on 25th March of 1957, acknowledged an embryo form of equality, it is only when the Lisbon Treaty came to force, in 1st December 2009, that equality between women and men was strongly recognised as one of the core values of the European Union (art.

2 of the European Union Treaty).


On the other hand, among the goals for work fixed by the European Union in the framework of the Strategy for the growth Europe 2020, three growth drivers are set (smart, sustainable, inclusive growth), in whose context the chance of implementing positive actions to reach an overall employment rate of 75% for women and men between 20 and 64 years are expressly foreseen.
In fact, the increase of the women’s employment level represents one of the most relevant indicators of the socio-economic development of a Country.

A concrete application of this principle to planning and implementing Structural and Investments Funds, is represented by the requirement of art.

7 of the EU regulation 1303/2013, which concerns the respect of the horizontal principle for “Promotion of equality between men and women and non-discrimination”.
At a national level On March 26, 2010, the Parliament of Georgia adopted the Law on Gender Equality, the purpose of which is to prevent discrimination based on gender in all spheres of public life.

DETERMINATION PHASES OF GEP 1) Context analysis and determination of GEP The Context analysis outlined that on the total number of employees of the State Silk Museum of Tbilisi out of 17 persons there 14 women and 3 men.
The male presence is not predominant; The female profile is predominant in all the main following profiles: management, curatorial profiles, administration, educational department.

The administration of museum is respecting and following all the national and international rules of gender equality but since in general in the country of Georgia it’s a very minimal salary at the museums’ and in the cultural field, there are lack of number of male co-workers.
At the managerial level there is a prevalence of the female gender.

2) GEP Elaboration The current Plan, issued consistently with the other policy papers, provides tools apt to positively influence the working environment favouring shared values of equality and personal respect, and the organization of the work, rethought in a social and gender dimension.
Thus, starting from the five thematic areas recommended by the European Commission and called as indicated by the same Commission, we prepared a document useful in the phase of proposal of projects for the next program Horizon Europe.
We followed a logic scheme, which begins with managerial activities and focuses on the research sector, as the privileged recipient of the attentions to Gender Equality; then, it accompanies the growth of awareness during the working path of the employees, from recruitment, then, during the career progressions, by sustaining at the same time the balance between work and private life, and finally facing the possible onset of behavioural pathologies in the workplace, leading to the gender violence.
3) Thematic areas and their development European indications are interpreted as follows: Thematic area (TA) TA1 – Gender balance in the managerial positions and decision bodies Objectives TA1.1 Promoting actions to increase gender equality in the decision process.

Promoting gender equality in the decision bodies of the Museum.

Revision of the content of the website for a major Gender equality.
TA2 - Integration of the Gender dimension in research and training programmes TA2.01- Support to initiatives for a major Gender equality in the personnel dedicated to research Actions - Promoting the Gender equality in the formation of the decision bodies of the Museum - Revision of the content of the website for a major conformity to Gender equality - Major equality in the evaluation of the working curriculum programmes.
Major equality in the cv evaluation of working activities TA2.02 – Transfer of competences in the case of retirements, relocations, etc.
TA2.03 - Integration of the Gender culture in the research and dissemination activities TA3.01- To ensure equal opportunities in the decision process of the job positions awarded through competition TA3.02- Equal opportunities in the career development TA3- Gender equality in recruiting and career progressions TA4– Balance private life/work and culture TA4.01- Exploitation of measures aimed at reconciling life/work necessities.

Spreading new organization solutions also through smart working.
- - - - - Promoting the transfer of knowledge among colleagues according to the principles of Gender equality Support to the integration of the Gender variables in research - - Dissemination of the - - research contents in the respect of the Gender indications To ensure a correct composition of the examination board for recruiting or career progressions Favouring career progressions of employees through monitoring about the examination boards and providing assigned tasks to employees.
- Smart working - Analysis of alerts regarding possible irregular behaviours T5 – Combating gender-based violence enclosed sexual harassment TA4.02 – Increasing the perception of the organizational well-being.
AT5.01- Awareness about the themes of Gender equality and tools to support it from the whole Museum staff Institution of a Counselling service for conflict mediation, and management of relationships between the personnel and the Administration to offer a psychological consultancy in case of work problems and to avoid the risk of exclusion of the employees from the working environment.
Objectiv e TA1.01 Promoting initiatives dedicated to increase the Gender equality in the decisional processes TA 2.01 Support to initiatives for a major Actions Promoting the Gender equality in the formation of the decision bodies of the Museum Revision of the content of the website for a major conformit y to Gender equality Support to initiatives for a major Gender Thematic area 1: Gender balance in the managerial positions and decision bodies Direct target Indirec t target Responsibilities Timetable 2030 Indicators Correspondence to Agenda 2021 2022 2023 2024 Director X X X Top positions Ministry positions Vertical Positions Museum positions Responsibl e offices Direction X X Director Responsibl e offices Objective 5.
Gender equality Objective 10.
To reduce inequalities Guarantee a fair gender representati on in commission, working tables, … Verify language and pictures on the official website to make than complying with Gender Equality in Gender equality the personnel dedicated to research programme Major s. in equality the cv evaluation of working activities TA2.02 – Transfer of competenc the es in case of retirements relocations, etc TA2.03 - Integration the of Gender culture the research and disseminati on activities in equality in the personnel dedicated to research programm es.
Major equality in the cv evaluation of working activities Promoting the transfer of knowledge among colleagues according to principles of Gender equality the Support to the integratio n of the Gender variables in research Dissemina tion of the research contents in the respect of the Direction Responsibl e offices Direction Responsibl e offices Direction Research ers Personne l Director X X X Responsible Offices Director X X X Director Person nel X X X Responsible offices Initiatives to support Gender Equality for the researchers responsible of projects Checks on coaching dedicated to knowledge transfer, without gender distinction Number of courses/eve nts dedicated to disseminati ons of the research contents in the Museum Objective 5.
Gender equality Objective 4.

Quality instruction Objective 5.

Gender equality Objective 13.
Fight against the climatic change Gender indications To ensure a correct compositi on of the examinati on board for recruiting or career progressio ns TA3.01- To ensure equal opportuniti the in es decision process of the job positions awarded through competitio n Responsibl e offices Direction Responsibl e offices Direction TA3.02- Equal opportuniti es in the career developme nt TA4.01- Exploitatio Favouring career progressio ns of employees through monitorin g about the examinati on boards and providing assigned tasks to employees Smart working Employ ees X X X Direction Employ ees X X X Direction Objective 5.
Gender equality Objective 10.

To reduce inequalities Objective 5.

Gender equality Objective 10.

To reduce inequalities To insert in the performanc es Plan incentive for an equal composition of the examination boards Spreading of indications on the use of a correct language according to the Gender Equality to write the calls for applications Two-year progression s made for profiles and levels Percentage of work n of measures aimed at reconciling life/work necessities.
Spreading new organizatio n solutions also through smart working TA4.02- Increasing the perception of the organizatio nal well- being.

AT5.01- Awareness about the themes of Gender equality and tools to support it from the whole Museum staff Analysis of alerts regarding possible irregular behaviour s Analysis of alerts regarding possible irregular behaviour s Staff meetings and discussion in case of work problems and to avoid the risk of exclusion of the employees from the working environme nt.
Responsibl e offices X X X Employ ees Direction Direction Responsibl e offices Direction Employ ees X X Direction Objective 5.

Gender equality Objective 8: Decent work and economic growth Objective 5.
Gender equality Objective 8: Decent work and economic growth carried out as smart working/pre sence Number of surveys in a three-year period on: level of satisfaction of the work mode well-being on the working place Institution: yes/no Perception of a reduction of internal conflictual and increase of the welfare perceived by workers National Committee on Equality