379. Regulation of the Federal Minister for Science, Research and the Economy on the Women's Development Plan for the Federal Ministry of Science, Research and the Economy

On the basis of § 11a of the Federal Equal Treatment Act (B-GlBG), BGBl. N ° 100/1993, as last amended by the Federal Law BGBl. I No 210/2013, shall be arranged:

I. Section

Principles of the equal treatment strategy in the BMWFW

§ 1. (1) The Federal Ministry of Science, Research and the Economy promotes an active equal treatment strategy for the implementation of sustainable equal opportunities for women and men, as well as ensuring the compatibility of family and work for all staff.

(2) The present women's support plan defines measures for the elimination of the under-representation of women in accordance with § 11 paragraph 2 B-GlBG in all those central, subordinated and assigned departments of the Federal Ministry of Science, Research and Economy (Ressort), for which no own women's promotion plan has to be drawn up.

(3) Measures to promote equal opportunities shall be supported by all staff, in particular by all management staff.

(4) In all laws, internal and external documents, as well as publications of the department, the external characters must be chosen in such a way as to affect women and men in the same way; and to avoid inaccurate differentiations between women and men.

II. Section

Business administration

§ 2. The II. Section is applicable in the business administration sector (subdivisions 33, 40). This includes staff members, the tasks of Section M, Z 1 to 33 of Part 2 of the annex to § 2 Federal Ministries Act 1986, BGBl. No 76/1986 idF. BGBl. I n ° 11/2014, as well as staff responsible for this area with matters relating to Part 1 of the annex to § 2 Federal Ministries Act 1986, Federal Law Gazette (BGBl). No 76/1986 idF. BGBl. I No 11/2014.

Objectives

§ 3. With the implementation of the present women's subsidy plan, the following goals are set in the business administration sector:

1.		the increase in the proportion of women in all uses, remuneration, evaluation and function groups, as well as in management functions of the business administration and sub-departments at 50%;
2.		raising the proportion of women in all decision-making structures (governance functions, commissions and committees) and the increased involvement of women in decision-making processes;
3.		the sustainable provision of equal opportunities for women through targeted promotion of a positive attitude among all staff members for the professional activities of women;
4.		use the potential of women through targeted personnel planning and development, in particular through equal opportunities for women and men in education and training, remuneration and promotion;
5.		the active participation of measures to strengthen the professional identity of women, as well as the promotion of their willingness to influence, shape, take decisions and take responsibility, by the managers of the Management of the economy;
6.		the anchoring of gender mainstreaming/gender budgeting strategy in all areas of activity of the business administration sector;
7.		the promotion of the use of parental leave by men and the optimisation of the compatibility of family obligations and professional interests.

A. Measures to raise awareness

Active promotion of women

§ 4. At all levels, equality between women and men is respected at all levels in the sphere of activity of the business administration.

§ 5. (1) Executive officers are responsible for implementing measures to promote women by means of mandatory accompanying measures (e.g. training).

(2) Executive and human resources departments must take part in the development of measures to promote women, take part in the measures to be taken, and take on a role model by actively contributing to the implementation of the implementation.

(3) Leaders have an active role to play in helping women to shape their careers. The goals of the women's promotion plan of the resort are to be mentioned in the staff/internal discussions.

Equal treatment and promotion of women in organisational development

§ 6. (1) Any planned change in the division of business and personnel, or Any planned change in organisation shall be known to the Chairman or Chairman of the Working Party on Equal Treatment.

(2) Structural and reorganisation programmes have the best possible consideration of the objectives of the promotion of women.

(3) Working groups on the implementation of administrative reform measures, human resources planning and personnel development, reorganisation and future projects, such as: In the case of administrative innovation programmes, an appropriate proportion of women should be added to the programme.

Protection of human dignity in the working environment

§ 7. (1) The dignity of women and men in the working environment shall be protected. Behaviour which violates human dignity, in particular degrading statements and representations, publications of all kinds, bullying and sexual harassment, must be subdued. It is the responsibility of the management staff in all departments to raise awareness and to respect a working atmosphere which is carried out by mutual respect.

(2) All staff members shall be informed by staff departments of the legal and other options to be found in the event of a breach of their dignity in the working environment, in particular sexual harassment, bullying or discrimination on grounds of sex. To set up the armed forces, to inform them once a year.

(3) In the case of reports of violations of dignity in the working environment, the competent equality officer (s) is to be informed by the Human Resources Department, and with the written consent of the victim, his name may also be used for the purpose of Contact details will be announced.

Information work

§ 8. (1) All staff members shall be informed in an appropriate manner by the personnel departments after the entry into force of the Women's Promotion Plan. The current women's promotion plan must be set up for general inspection in each department.

(2) The report according to § 12 B-GlBG, which provides information on the state of implementation of equal treatment and the promotion of women, is also known to all staff members.

(3) For matters of equal treatment, provision should be made in relevant publications of the department, in particular in the internal digital and analogue media, in accordance with space.

(4) The staff member shall be able to participate in information sessions of the Equal Treatment Officer and to make individual contact with the responsible equal treatment officers within the service period.

(5) The personnel departments advise on matters relevant to women and parents (e.g. (b) on maternity leave, on maternity leave, on caring leave, on visits to the doctor with children, on the granting of special holidays, on part-time employment and on the consequences of such leave, on the basis of the law on the services and on the penal level).

B. Special support measures

Measures to increase the proportion of women

§ 9. (1) In the case of new recordings, takeovers in the post office area and in the reception of carence replacement forces, compliance with § 11b bis § 11d B-GlBG must be respected.

(2) In the case of invitations to tender for posts and functions, the range of women's funding according to § 11b or § 11c B-GlBG.

(3) The equal treatment officer of the respective representative area shall be informed of all applications and of the result of the selection procedure, indicating the names and in the case of the expulsion of a candidate, the reasons for the decision.

(4) It is the task of managers to motivate particularly women to take over management positions.

Basic training

§ 10. (1) In the context of the basic training of staff, the competent equal treatment officer shall be given sufficient opportunity to present himself to the participants and to provide them with the B-GlBG and the Women's Development Plan. information.

(2) Women promotion and gender issues must be addressed in the basic training of all groups of uses.

Measures in the field of education and training

§ 11. (1) It is the responsibility of the superiors to encourage, in accordance with § 11d B-GlBG, especially women to participate in internal and external educational offers, respectively. to propose concrete training steps and to allow access to them.

(2) In particular, the staff of the use/remuneration group C/c and D/d and/or A3/v3 and A4/v4 are to be provided with additional qualifications through special courses and thus a career advancement is made possible.

(3) The responsible Equal Treatment Officer shall be responsible for the staff and/or the staff. To inform the training department annually by 31 March of the following year about the number of participants in internal and external training events in the previous year separately according to gender.

Junior executives

§ 12. In order to develop a junior management programme for young people, the managers and the chairperson of the Working Group on Equal Treatment Issues have a balanced gender participation in the programme. To report suitable junior managers for a junior management pool.

Training of superiors

§ 13. (1) Personnel managers and managers are obliged to inform themselves about the B-GlBG and related issues of the advancement of women and equal treatment. In the qualification measures of employees with a pre-legislative function, consideration should be given to topics such as the promotion of women, the Federal Equal Treatment Act, the reconciliation of family and occupation, gender mainstreaming and gender budgeting.

(2) The participation of women, even if they are part-time, is to be encouraged, particularly in those areas in which women are under-represented.

Recording or filling of functions

§ 14. Prior to the occupation of functions carried out by means of an internal tendering procedure or in accordance with the provisions of the Tendering Act, subsequent information (documents) shall be provided to the responsible persons responsible for equal treatment. to be informed:

1.		the proposed invitation to tender,
2.		the names of the candidates,
3.		the members of the Commission,
4.		the selection decision.

Occupation of leadership positions

§ 15. (1) All tender texts according to § 7 B-GlBG for the intended occupation of jobs and functions must be formulated in such a way that women feel motivated to apply. If the promotion of women is required in accordance with § § 11b and 11c of the B-GlBG, it should be expressly pointed out in the calls for tenders. The responsible person responsible for equal treatment is to be informed of any intended function in any case.

(2) Requirement profiles for functions must be clearly defined and correspond to the actual requirements of the function. Formulations must not include gender-specific disadvantages, either directly or indirectly, except in cases in accordance with § 7 (4) B-GlBG.

(3) The measures referred to in paragraphs 1 and 2 shall be discussed in regular discussions between equal treatment officers and personnel managers and shall be monitored.

Measures to promote the reconciliation of work and family life

§ 16. (1) In the planning of the work of their organisational units, the superiors shall ensure that the tasks of their employees are generally to be managed in the normal working hours.

(2) The setting of meeting dates shall be taken into account for part-time workers and persons with care obligations. Meetings are to be set up within the time of the block and to plan as long as possible.

(3) In the case of the arrangement of service appointments, in particular in the case of overtime or additional work, consideration shall be given, where possible, to the time requirements which arise from care obligations.

(4) The use of a carence by both parents is to be promoted and to be planned by the personnel departments in the career planning. The relevant legal provisions shall be brought to the attention of all staff members.

(5) The legally regulated part-time employment is to be facilitated by appropriate organisational conditions. According to the statutory notification of the use of part-time work, the staff of the respective personnel department shall be informed that the working time reduction can be agreed on a temporary basis and thus a return to the Normal working time is guaranteed.

(6) The participation of parttime workers in educational activities should be made possible. Part-time workers participating in training events shall be subject to the obligation to pay the hours worked there, which go beyond their normal weekly hours of service, within the framework of the applicable statutory provisions.

(7) In order to promote the reconciliation of work and family life, the employer shall, if necessary, examine possibilities for cooperation with childcare facilities in the vicinity of the office and inform the staff of such facilities.

Promotion of re-entry

§ 17. (1) All staff, in particular men, shall be informed by the staff departments of all models of flexible working time arrangements relating to parenthood and the legal capacity to use them of karenzurlauben or Part-time employment.

(2) Prior to the beginning of maternity protection and in case of parental leave no later than four weeks before the re-entry, the persons concerned are to be invited by the human resources department or a supervisor to a call in order to use the future use after the re-entry.

(3) In order to facilitate the re-entry, social contact shall be maintained between the organisational unit concerned and the carded staff. In particular, after re-entry, the relevant organizational unit will make available up-to-date information about the department, the department, and ongoing projects at the workplace.

(4) The re-entry shall be made easier for the staff concerned by targeted promotion of vocational training. Where re-entry seminars are offered, the superiors shall allow the staff concerned to participate.

(5) Reinstates are to be admitted as a priority in the sense of § 11d B-GlBG to advanced training seminars.

Measures to increase the proportion of women in commissions, senates, collegiate bodies and advisory boards

§ 18. The chairperson of the Working Group on Equal Treatment or Equal Treatment shall be responsible for negotiations and meetings of commissions, senates, collegiate bodies or advisory councils pursuant to § 10 B-GlBG. to join a Equal Treatment Officer nominated by her or him. In the case of the composition of committees other than those defined in § 10 B-GlBG, advisory boards, working groups or comparable decision-making bodies or advisory bodies whose members are not appointed by election, the service provider shall have the right to To ensure that members are appointed to a gender balance. In particular, it is also important to note that women are appointed as chairmen and members with voting rights.

Support for equal treatment officers, contact women and the Working Party on Equal Treatment

§ 19. (1) The heads of the services shall ensure that, in addition to the rights set out in § 37 B-GlBG, the persons responsible for equal treatment and contact persons are provided with the resources necessary for the performance of their activities. be made. In particular, the equal treatment officers are entitled to perform their tasks in equal treatment matters at their workplace and to use the facilities available to the workplace.

(2) In the case of the transfer of tasks of the workplace and in the definition of service obligations, the additional burden arising from the work of the equal treatment officer or the contact woman is an important contribution to the performance of the to take account of service obligations in the field of administration. The person responsible for equal treatment and the contact women must not have a professional disadvantage as a result of their function, either during the exercise of their function or after leaving this function.

(3) The Working Party on Equal Treatment Questions shall be provided with a separate budget appropriate for the performance of its tasks.

(4) In the event that the activity of an equal treatment officer or a contact woman requires a travel movement, such movement shall be deducted from the office of service in the same way as a service trip within the meaning of the travel charge rule in 1955.

(5) In accordance with Section 31 B-GlBG, the Equal Treatment Officer and their alternates shall be provided with information and all the information required for the performance of their tasks, such as: B. Protocols, evaluations from the personnel system of the Federal Government, other statistical evaluations.

(6) The contact women and equal treatment officers shall be made free of instructions regarding the performance of their duties from the B-GlBG and this Regulation.

Reports

§ 20. The staff departments report annually until 31 March of the following year to the chairperson of the Working Group on Equal Treatment Issues on the activities carried out by the services in the previous year in accordance with this Women's Promotion Plan.

III. Section

Administration Science and Research

§ 21. The III. Section shall be applied in the administrative area of science and research (breakdown 31). This includes staff members, the tasks of Section M, Z 34 to 36 of Part 2 of the annex to § 2 Federal Ministries Act 1986, BGBl. No 76/1986 idF. BGBl. I n ° 11/2014, as well as staff responsible for this area with matters relating to Part 1 of the annex to § 2 Federal Ministries Act 1986, Federal Law Gazette (BGBl). No 76/1986 idF. BGBl. I No 11/2014.

Objectives and measures

Objectives

§ 22. With the implementation of the women's funding plan of the administrative area of science and research, the following objectives are to be pursued and achieved in particular:

1.		Equal opportunities: promoting the participation of women in all levels of hierarchy in all functions and activities.
2.		Personnel planning and development: Strengthening the integration of women's promotion into the human resources planning and development of the department in order to promote the potential of women and thus an equal participation of women in education and training, To ensure remuneration and promotion.
3.		Awareness-raising: promoting the professional identity and self-awareness of women in order to increase their willingness to influence, to help shape them, to make decisions and to take responsibility.
4.		Balancing existing burdens: increasing the compatibility of professional and private-especially family-obligations for women and men. Creation of a non-discriminatory working environment by seeking to reconcile work and family obligations for women and men.
5.		Parental leave: promoting the acceptance of parental leave and part-time employment by both women and men.
6.		Increase in the proportion of women: taking into consideration possible reoccupation of the proportion of women in accordance with the provisions of § § 11 ff B-GlBG in the use and pay groups in which women are under-represented (less than 50%). The urgency of the promotion of women is determined by the extent of the under-representation (of the statistics attached to this Regulation as annexes II and III (as of 31 December 2013), the cases of an existing under-representation by women within the meaning of § 11 paragraph 2 B-GlBG in the department of the administrative area Science and Research). In any case, an already achieved female quota in areas with a proportion of women of less than 50% is to be maintained. All measures that directly or indirectly influence the women's quota are to be aligned with this objective.

Preferred recording according to § 11b B-GlBG

§ 23. In the case of under-representation of women according to § 11b para. 1 Z 1 and Z 2 B-GlBG, applicants who are equally suitable for the planned job as the best-suited competitor, according to § 11b B-GlBG are to be given priority.

Preference for career advancement according to § 11c B-GlBG

§ 24. In case of under-representation of women according to § 11c Z 1 and Z 2 B-GlBG applicants who are equally suitable for the intended use (function) as the best-suited competitor, according to § 11c B-GlBG are to be ordered as a priority.

Tenders

§ 25. (1) All tender texts in accordance with the 1989 Tendering Act (AusG), BGBl. No. 85, and internal calls for tenders are both female and male, respectively. in a gender-neutral form.

(2) In invitations to tender for posts of a particular use (grading) or of certain functions, where the proportion of women in the scope of action of the respective service authority is less than 50%, the indication that the The respective service authority shall endeavour to increase the proportion of women in posts and in management functions and therefore be strongly invited to apply for the application.

(3) As long as the requirements of § § 11b and 11c B-GlBG are not met and the proportion of women in a particular use (classification) or a specific function is not at least 50%, all calls for tenders are subject to planning and of functions in the tender text expressly to point out that applicants with the same suitability according to the requirements of § 11b B-GlBG are accepted as a priority and with the same suitability according to the requirements of § 11c B-GlBG Applicants must be appointed as a priority.

(4) Before the appointment of all functions in the Central Office of the Scientific and Research Administration, the Chairperson/Chairman of the Working Party on Equal Treatment shall be accompanied by the following information (documents) with the Possibility of taking note of the opinion:

1.		the planned occupation or tendering procedure
2.		the act concerning the invitation to tender before the completion of the contract
3.		the names of the applicants
4.		the composition of the review board
5.		the candidates ' horseback
6.		the selection decision.
The appointment of the Chairperson of the Working Group on Equal Treatment Questions for the opinion of the Chairman of the Working Party on Equal Treatment shall be appointed before the appointment of services in the subordinated services sector subject to the 1989 Law on Tendering (AusG). , as well as after the occupation, to be informed.

Selection procedure

§ 26. (1) The selection criteria according to § 5 B-GlBG must be observed.

(2) In assessing the suitability of applicants, no selection and evaluation criteria should be used which are based on a discriminatory, role stereotype understanding of the sexes.

(3) Applications for women during a legal form of absence from the service; The place of service shall be included in the selection procedure and shall be taken into account in the same way as other applications.

Measures for career planning

§ 27. (1) In the context of their duty to support, the respective members of the service have to encourage female employees to attend training and further training events by means of their respective internal staff.

(2) Women are to be given priority to participate in education and training activities which qualify for the acquisition of higher-value uses.

(3) In service descriptions and suitability considerations, no assessment criteria may be included, resulting in a disadvantage for the female staff, or on a discriminatory, role-stereotype understanding of the Gender orientation.

(4) In the definition of service obligations, no discriminatory, career-former task assignments, which are based on a gender stereotype understanding of the sexes, may be made. The same applies to the description of jobs.

Measures in the field of education and training

§ 28. (1) The service managers shall ensure that all female employees, including part-time workers, can, where possible, take part in training courses and training events for managers. will be informed. It should be noted that applications for women are particularly welcome. Each department has an updated list of the above mentioned events for all employees regularly to make known.

(2) In the planning of training seminars, a family-friendly organisation should be considered in accordance with the budget funds (e.g. B. possibility of childcare).

(3) The members of the service shall, upon request, enable female service workers to attend appropriate training and training seminars. If changes in service time are necessary to take part in training and further education events, these are to be granted by the service superiors, insofar as there are no compelling service interests in the opposite direction.

(4) Training courses, in particular those which qualify for acquisition in higher-quality uses and functions, should be allowed to give priority to women until a 50% female quota has been reached. In any case, an already achieved 50% female quota should be maintained. This also applies to initial and continuing training courses with limited participation.

(5) The admission to the basic training courses, as well as to seminars and further training courses, is also to be made possible for part-time staff.

(6) Staff responsible and staff members in the pre-legislative function are obliged to inform themselves about the B-GlBG and related issues of the advancement of women and equal treatment. With regard to the qualification measures of superiors, consideration is given to topics such as the promotion of women, the Federal Equal Treatment Act, the handling of employees and the appropriation of management knowledge and personnel management. .

Measures to promote the reconciliation of work and family/care obligations

§ 29. (1) The task of the superiors is to make provision in the context of the work planning of an organizational unit for the purpose that the tasks of the individual employees are usually to be managed in the normal working hours. In the event of a change to part-time employment, particular attention should be paid to the corresponding reduction in the number of tasks.

(2) In the setting of meeting dates, consideration should be given to the working time of part-time workers and persons with care obligations. Meetings are to be set up within the time of the block and to plan as long as possible.

(3) In the case of the arrangement of service appointments-in particular for overtime and extra-work-consideration should be given to the time requirements arising from (children) care obligations. There must be no discrimination on the part of staff.

(4) In the case of staff members, part-time employment shall not be subject to any discrimination.

(5) Employment and management positions should be designed with the inclusion of flexible working time models in such a way that their assumption of responsibility can be reconciling with the responsibility for persons subject to care.

(6) Personnel planning and development should take into account the possibility of a family break in the career planning of both sexes.

Childcare places

§ 30. The heads of service managers shall regularly carry out needs surveys, in particular in accordance with the special guidelines for the granting of a grant to the Federal Government's operating kindergartens, and shall take all appropriate measures to To meet the needs of childcare places for the children of the employees of the respective department.

Composition of Commissions

§ 31. (1) In the case of the composition of commissions within the meaning of Section 10 (1) B-GlBG, at least one member of the members to be appointed by the service provider shall be male and one member shall be male. The chairman of the Working Party on Equal Treatment or a staff member of his or her reputable staff, or a staff member of which he or she is well known, shall have the right to participate in all the Commission's negotiations and meetings. or the relevant Senate, the collegiate body or the Advisory Council, except in the case of disciplinary meetings, with a consultative vote.

(2) In the case of the composition of other commissions, advisory boards, working parties or comparable decision-making bodies or advisory bodies, the employer shall have a gender balance when ordering the members. to work. In particular, it is also important to note that women are appointed as chairmen and full members.

Support for equal treatment officers, the women's representative and the Working Party on Equal Treatment

§ 32. (1) In the case of the transfer of tasks of the workplace and in the definition of service obligations, the additional burden arising from the activity as an equal treatment officer or a women's representative must be taken into account. The performance of the tasks of the equal treatment officers or women's representatives is to be seen as an important contribution to the fulfilment of the official duties in the area of administration. The role of the Equal Treatment Officer and the Women's Representative shall not be a professional disadvantage either during the performance of her duties or after leaving this function.

(2) The Heads of Service and Services shall ensure the administrative support of the Equal Treatment Offiders and the provision of the necessary resources (personnel, space and equipment).

(3) The equal treatment officers shall be entitled to perform their duties in equal treatment matters at their workplace and to use the facilities available to the workplace.

(4) The Working Party on Equal Treatment Questions shall be provided with a separate budget appropriate for the performance of its tasks.

(5) The activity of an equal treatment officer or a contact woman requires a travel movement, this travel movement must be deducted from a duty trip within the meaning of the travel fee rule in 1955.

(6) In the context of § 31 B-GlBG, information should be provided to the equal treatment officers and their deputists, and, if requested, all requested information such as protocols, personnel data or statistical evaluations are available. Please note that § 1 paragraph 2 of the German Data Protection Act (DSG) must be observed.

Protection of dignity at work

§ 33. The dignity of women and men in the workplace must be protected. Behaviour which infringes or is intended to infringe the dignity of the human person, in particular statements and statements, bullying and sexual harassment which are degrading or injurious, shall not be tolerated and shall not be tolerated by superiors . The service provider shall take appropriate measures to raise awareness.

Linguistic equality

§ 34. In all internal and external documents, as well as in publications and publications of the portfolio, names of persons are to be used both in female and male or in gender-neutral form.

Information of the employees

§ 35. The women's promotion plan must be brought to the attention of all employees in an appropriate manner by the employer (e.g. Intranet).

Information on relevant legislation

§ 36. (1) The administrative area of science and research has all the relevant and up-to-date legislation relevant to equal treatment and women's promotion matters, including information on all matters relating to equality of treatment and women's promotion. ,

(2) The Head of Service or the Head of Service shall publicly disclose all legislation and information received from her or him in accordance with paragraph 1 to the Service Centre, as well as the Equal Treatment Officer and the Women's Representative in Copy to be transmitted.

(3) In the respective business units and telephone directories of the Central Management and of all departments, the names of the Equal Treatment Offiders and their alternates, as well as the Women's Representative, are under To include guidance of their function.

Implementation of the promotion of women

Responsibility

§ 37. The implementation of the measures to promote the promotion of women's rights under this Regulation shall be the responsibility of the institutions which, in accordance with their respective organisational requirements, shall take decisions or proposals relating to the staff, financial, organisational or organisational arrangements. and further training in these matters.

Service obligations

§ 38. The implementation of the measures referred to in this Regulation is one of the duties of the organ walters responsible for this. The breach of the provisions contained in this Regulation shall be punishable in accordance with the provisions of the European Parliament and of the Council.

IV. Section

Final provisions

Entry into force and external force

§ 39. With the entry into force of this Regulation, the Regulation of the Federal Minister for Economic Affairs, Family and Youth concerning the Women's Development Plan of the Federal Ministry for Economic Affairs, Family and Youth, BGBl, enters into force. II No. 466/2012, as well as the Regulation of the Federal Minister of Science and Research on the Women's Development Plan of the Federal Ministry of Science and Research, BGBl. II No 49/2012, except for force.

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