• In /order for people with children to join your event, you should think about the timing.  Ask your partipants whether they need a children play zone or a breastfeeding area.
• If this is an outdoor event, it’s also important to make some additional arrangements, such as extra lighting, accessible personal hygiene products. Consider asking participants whether they would like organizers to arrange separate tents or toilets for  different genders.
• Make sure that there is a decent gender balance among speakers at conferences, round tables, the jury, etc. Make sure to invite women experts, too. Try to publicly promote the expertise of your all speakers.
• All the venues you consider must be easily accessible for parents with prams and people with low mobility.

• Please ensure that you name your event in a gender-neutral fashion. Think of a gender-neutral address in your own language. Occasionally, we tend to perceive masculine forms (if there is such a distinction in your language) as more neutral, though in your language more inclusive expressions may exist. To address people in a more gender-neutral manner, you may have to rephrase a sentence or use a plural form.
• Every person (volunteers, participants, venue owners, etc.) involved in the organisation process should be aware of your values. It means you should emphasise what’s important to you so that all participants could feel safe and comfortable at your events. Make it clear that you strive to create an inclusive space where every voice is valued and any kind of discrimination is unacceptable.
• All participants should be encouraged to contribute to an event.
• They should be able to specify their additional preferences in a registration form. For instance, it may include a question about specific food, travelling, allergy requirements, etc.

• There are three ways to communicate with your audience in writing and by speech: use gender-neutral language and plural forms, or differentiate between genders. You can come up with some appropriate forms of address in your own language.
• Try not to involve people in activities or force them to do something they don’t like.
• There are people who may find it difficult to express their thoughts, and they might need your support. When participants take up too much time to speak it is appropriate to hint at this fact by saying ‘We would like to hear other opinions, if you do not mind’, ‘Thank you, we have just discussed it, haven’t we?’, etc.
• At an event, let everyone have the floor and make sure that every participant has an equal opportunity to speak up.
• More time-consuming trainings may require both men and women coaches. Consider inviting coaches that would represent the diversity of your participants. This will help you acknowledge the experience of every target group member. Please keep in mind that according to statistics, women tend to be interrupted three times more often than men.
• Competitions should have clear evaluation criteria for the jury, if possible, arrange external control of the process. To establish the jury’s impartiality, you may keep record of their arguments (in writing or with a recording). Contest papers or applications considered in the applicant's absence may be evaluated in a blinded manner (with no names, gender, etc., indicated). 

• After an event, it’s time to find out which changes have been a success and which ones have failed. Remember the things that could be improved or considered next time.
• You can ask participants for feedback on an event. For instance, a questionnaire or a mentimeter interactive poll can be of help. Note which needs have been met and what has been left unattended.
• Your report on an event may include your achievements and plans concerning an inclusive space.
• It is highly advisable to apologise if something has gone wrong or somebody's needs haven’t been considered. Just try to remedy the situation. There is nothing wrong with admitting your mistakes and apologising for them. However, please bear in mind that a mere apology cannot count as a solution to the problem — the way you are going to deal with it needs to be explained.

• Please refrain from traditional attitudes to ‘male’ and ‘female’ roles. Such statements as ‘All women are emotional’, ‘Men don’t cry’, ‘Men make better managers’, etc., should be excluded.
• Use any opportunity to speak about projects and initiatives that promote gender equality in the society.
• It may be of use to consider different opinions and commentaries from both men and women experts in your materials.
• Mansplaining should be excluded. Mansplaining includes cases when men act as experts even in entirely women’s issues and vice versa, when women talk about men’s experience.
• Expanding your knowledge of the topics your audience is interested in is highly encouraged (women do not necessarily want to find out about make-up and children, they are also keen on technology, politics, sports, business, etc., whereas men may enjoy learning about child upbringing, healthy food or make-up products).
• Tell your audience about women and men outside their traditional gender roles, for example, fisherwomen, male teachers, etc.
• When speaking about a group of people, use gender-neutral phrases. 

• Please refrain from objectivisation when visualising people. Signs of objectivisation:

- glamorised and unrealistic image of a person;

- a person’s body image prevailing over his or her personality;

- people not looking straight into the camera;

- people depicted without a head.

*** Examples ***

• An objectivisation example. A woman is depicted in an unrealistic and idealised manner: her appearance serves to ‘decorate’ the picture, but not to convey the real-life struggles of housekeeping.
• An example of objectivisation conveying gender stereotypes. On a promotional image, a man is portrayed in an unrealistic and idealised way.
• One way to avoid objectivisation. Women are depicted realistically and look into the camera.
• An example of gender-neutral marketing.

- Make sure that a person’s image does not serve as a mere decoration for your visual aids, but supports the subject.

- Check whether your visual aid creates or promotes gender stereotypes.

• An example of an ad that tackles gender stereotypes and shows that caring for children and yourself does not make a man seem less manly.
• An example of a advertisement that tackles gender stereotypes in a creative way.

• You can communicate with employees using gender-neutral language, differentiate between genders, or address your audience in the plural form. You can also come up with some appropriate forms of address in your language.
• Please avoid patronising, stereotypic forms of address when talking to your employees, and do not allow others to use them. These include such words as ‘darling’, ‘sweetheart’, etc.
• Refrain from asking someone specific for personal favors at work such as making you a coffee, washing the dishes, lifting something, fixing a device, and so on. Instead, you can ask everyone in the office for help. 

• It is recommended not to schedule work-related events outside business hours.
• Try not to hold meetings at the end of a business day, as this is the time nurseries and schools usually close.
• You can also provide some work-from-home options and provide technical tools (cameras, microphones, etc.) to create more comfortable conditions for employees.
• All employees should have a possibility to attend work events together with their children. Consider asking participants whether they need an extra hotel room for a child, a nanny or a second parent. This way, parents can work to their full capacity.
• When planning an event, you should also budget for a parent-inclusive space with a children’s room and a separate breastfeeding area where swaddling tables, hot water, etc., are available.

• At a job interview, try to asking avoid personal questions. These may include questions relating to children, family planning, marital status, and so on.
• A job seeker’s desired gender, age, marital status, appearance, children, etc., should not be indicated in a job vacancy either.
• While looking at a CV, candidate’s personal information should not influence decision-making process. Such information does not pertain to candidate’s competencies and includes age, gender, marital status, a photo, etc.
• There should be no more than two members of an employer’s staff at an interview; otherwise it may create an unsettling atmosphere for all job seekers.
• All employees should be offered an equal pay (expert’s fee, author's royalties, etc.) for the same job. Please keep in mind that women tend to expect a lower remuneration in comparison to men. 

Encourage all your employees to participate in courses, presentations, round tables and any other activities related to gender equality. Take notice of the results they achieved (for instance, learning something new, obtaining new competencies, implementing projects, receiving certificates, establishing connections, etc.) and changes in their attitude to the matter and gender equality issues.

It is recommended to study the needs of your target audience through questionnaires, talks, surveys, or additional materials. The information you get may become a valuable source for changing attitudes in your company or project and incorporating men’s and women’s needs into your work.

For instance, feedback on workshops may give you a hint on the fact that some participants have found it difficult to express themselves because of the feeling of insecurity caused by being around a number of people, speaking to a male/female coach or seeming ridiculous to other people.

This information will help you alter the work methods already applied. E.g., hire a female/male coach and look whether it has an impact on the team work.

Your company may also offer more inclusive products and projects suitable for various groups of people. For example, an eco-trail can be adapted for parents travelling with small children.

You can set up an activity monitoring system in your organization or in a project. That means, for instance, that a manager can have personal conversations with employees and use the information gained to create a more favourable work environment. It is essential to make sure that new parents or people caring for their older relatives find the work schedule suitable for them. Are employees being discriminated by their co-workers or clients? Do they live up to their potential within the company? If needed, you may offer them further education or training possibilities (this is especially crucial for employees after a parental leave). These surveys may be conducted anonymously.

Example. If you have an extensive experience with a specific target audience, you are probably aware of their gender composition, e.g. 80 % women and 20 % men. At the same time, you realise that your project will benefit from men’s input (e.g., men can take decisions that will improve the environmental conditions in your region) or male audience will learn more about health or child care issues, etc.

To attract more male audience, you should find out why they are not engaged in your activities. Here conversations, surveys, and opinion polls come to your help. Then use the data to adapt your events, dissemination channels and materials to make them more evident and attractive for men. Here is a check-list to help you make your events convenient for both men and women.

You may either prepare materials aimed at men and women individually, or try to incorporate all aspects concerning both genders into one document. It all depends on the goals you are striving for.

Here are some points to consider before creating such materials:

• ways to disseminate your information equally accessible to your target audience, or in case of one target group — to a specific audience;
• materials that reflect both men’s and women’s experience (both groups belong to your target audience);
• agendas for events that are relevant to all genders;
• design that could not be rendered as traditionally gender-attributed (this includes a colour scheme, artwork, etc.). To improve the final design, you can test it on all representatives of your target group.

You can plan, hold events and implement projects aimed at:

• giving women more power in decision-making (e.g., leadership workshops for women and girls);
• supporting women’s businesses or initiatives (e.g., promoting women’s small eco-tourism businesses);
• defying gender stereotypes (e.g., projects about women in science or male teachers);
• creating a specific framework to engage both all participants in a project (e.g., courses that teach how to be a father in an eco-friendly way). 

1. Ten Strategies to Reduce Gender Inequality at Scientific Conferences 

2. Gender-Sensitive Event Management – Checklist for practitioners: A building block for internal gender mainstreaming 

3. Gender Mainstreaming in OSCE Events 

4. Gender-responsive assemblies- agenda for Concrete Action 

1. 5 ways to improve gender equality in the workplace 

2. The Ladies Get Paid organization has a podcast that presents monthly interviews and commentary on how women can better negotiate wages.

3. Global Gender Gap Report 2021

4. Improving Gender Equity in Your Organization ( “How to Close the Gender Gap,” by Colleen Ammerman and Boris Groysberg, May–June 2021) 

1. What is gender mainstreaming? European Institute for Gender Equality

2. The documentary “The Mask You Live In” (Netflix) offers important reflections on present-day masculinity.

3. Handbook for Gender Equality Rapporteurs - Gender Equality and Gender Mainstreaming in practice (2022) 

4. Gender statistics UNECE 

5. Gender Budgeting according Council of Europe’s