378. Presentation of the President of the National Council on the Women's Development Plan for the Parliament's Directorate

According to § 11a Federal Equal Treatment Act (B-GlBG), Federal Law Gazette (BGBl). N ° 100/1993, as last amended by the Federal Law BGBl. I n ° 210/2013, it is made known:

Parliament's Directorate-General for Women's Development

2015-2020

table of contents

Section 1 Objectives and measures to achieve objectives
§ 1.	Objectives
Measures to achieve objectives
§ 2.	Promotion of women
§ 3.	Elimination of inequalities
§ 4.	Protection of dignity at work
§ 5.	Linguistic equality
§ 6.	RFQ
§ 7.	Selection criteria
§ 8.	Support for the Equal Treatment Officer
Section 2 Special support measures
§ 9.	Measures in the field of education and training
§ 10.	Career and career planning
Promotion of re-entry
§ 11.	Information
§ 12.	Sliding back-up
Measures to promote the reconciliation of work and family life
§ 13.	Child care obligations and/or part-time employment
§ 14.	Part-time employment and management responsibility
§ 15.	Composition of Commissions and Advisory Councils
§ 16.	Organisational measures
§ 17.	Referral to other federal laws
§ 18.	entry into force
§ 19.	External force of the customer of 11 February 2009
Annex	Representation of staff by sex and by use and pay groups:

Section 1

Objectives and measures to achieve objectives

Objectives

§ 1. The Parliament's Directorate is committed to the principle of equality and gender equality and, on this basis, to an active equal treatment and gender equality policy in order to ensure equal opportunities for women and men. The objectives of the implementation of the women's support plan are as follows:

1.		Support for measures to promote women by all employees, in particular by managers;
2.		the implementation of the gender mainstreaming strategy, as well as measures to promote women in all processes of personnel planning and human resources development, including all strategic human resource planning and strategic planning Personnel development;
3.		the promotion of women's recognition as equal and equal partners in the professional world and the creation of conditions conducive to positive and career advancement for women;
4.		the promotion of the professional identity and self-awareness of women in order to increase their willingness to influence, to help shape them, to take decisions and to take responsibility;
5.		the reduction of the disadvantages of women who are dictated by existing socio-political conditions and who are involved in working life;
6.		the improvement of the reconciliation of work and private life for women and men;
7.		the implementation of the legal possibilities for flexible working time design and the use of modern forms of work (e.g. B. Telework).
8.		the establishment of appropriate measures and targets for the attainment of a percentage of female staff in all categories of use and remuneration, as well as at least 50% of all jobs allocated to a functional group, and the female quota of at least 40% is at any rate to be preserved;
9.		the promotion of the use of paternal carence and part-time employment by men by means of appropriate measures and their acceptance by all staff members

Measures to achieve objectives

Promotion of women

§ 2. (1) The conditions for equal participation of women in the decision-making structures in proportion to their share in employment should be created, respectively. to maintain.

(2) All, including new employees, the Federal Equal Treatment Act, in particular the Women's Development Plan, should be brought to the attention in a suitable manner.

(3) All employees shall be informed of the function and duties of the Equal Treatment Officer.

(4) The communication of women among themselves on their specific challenges and problems, as well as the development of information networks, should be supported within the framework of financial and human resources.

(5) All staff members shall be able to participate in information events of the Equal Treatment Officer within the framework of the service possibilities within the service period.

(6) In the business and personnel divisions is a contact person for women and/or persons. Issues relevant to parental rights (e.g. B. Part-time, Karenz, etc. , and to issue relevant and relevant legal and related issues. The Parliament's Directorate is available to answer women's and parents ' legal questions of law and law on matters of law and law.

(7) In order to achieve gender equality, all the staff of the Parliament's Directorate have a joint role to play. The measures for achievement of objectives shall be carried out, in particular, by all persons in senior functions and the functionally responsible organizational units and, where appropriate, to be implemented.

Elimination of inequalities

§ 3. (1) Existing differences in working conditions for women and men, as well as structural conditions that lead to gender discrimination, should be eliminated.

(2) The superiors shall contribute and implement measures to promote women and to eliminate existing gender differences.

Protection of dignity at work

§ 4. (1) The dignity of women and men in the workplace must be protected. Procedures that violate the dignity of human beings, in particular degrading remarks, bullying and sexual harassment, are to be subdued. Any form of discriminatory action or behaviour towards employees must be countered.

(2) The Directorate of Parliament shall, if necessary, take appropriate measures to raise awareness of this matter. In particular, managers also have to pay attention to cooperation and working atmosphere, which has been carried out by mutual respect.

(3) Employees should be given the opportunity to take full advantage of the legal and other means of combating bullying, sex discrimination and sexual harassment in the workplace, to be fully committed to: Information (Intranet, brochures, occupational medicine and occupational psychology, etc.). In these matters, Parliament's Directorate has to support staff accordingly.

Linguistic equality

§ 5. (1) linguistic equality must be respected in all internal and external documents, as well as publications. Names of persons are in female and male or female in gender neutral form. Improper differentiations between women and men are to be disregarded.

(2) All designations in question, as well as all official titles and designations of use of women, shall be used in the female form, in so far as it is linguistically possible to do so.

(3) In the context of the current and future use of EDP software, it is necessary to consider the use of gender-based language and to implement it as far as technically possible.

RFQ

§ 6. (1) All tender texts according to the Tendering Act (AusG), BGBl. No 85/1989, and internal invitations to tender are to be drawn up in a gender-neutral manner.

(2) In the case of invitations to tender and function entrusts, the requirements of the Federal Equal Treatment Act must be observed. The relevant invitation to tender shall contain a corresponding notice.

(3) Applications, in particular for women, during a statutory absence from the service shall be considered in the same way as other applications.

(4) Requirement profiles for functions must be formulated in such a way that they do not discriminate against women either directly or indirectly.

(5) Before any tendering procedure, it is necessary to consider whether it can also be carried out with a reduced weekly service period. Where appropriate, a corresponding notice shall be included in the call for tenders.

(6) The Equal Treatment Officer shall be responsible for issuing the tender documents prior to publication or publication respectively. internal notice.

Selection criteria

§ 7. (1) Discriminatory issues (such as family planning) are inadmissible in application interviews. In assessing the suitability of applicants, no assessment criteria should be used which are based on a discriminatory, role stereotype understanding of the sexes (such as, for example, Child care obligations).

(2) The existence of a pregnancy, provided that all other conditions apply, is not a reason to reject the admission or take over into the public service relationship.

(3) Part-time employment is, in principle, not a reason for exclusion with regard to the adoption of executive functions.

Support for the Equal Treatment Officer

§ 8. (1) The work of the Equal Treatment Officer, her/his deputy and the women's representative according to B-GlBG is part of their official duties. They must not have a professional disadvantage as a result of their function, neither during the exercise nor after leaving this function.

(2) In order to carry out their duties, the Equal Treatment Officer shall support her/his/her alternate members and the women's representative. The necessary time, budgetary resources and other resources are to be made available to them. The property and human resources are to be used in accordance with the principles of economic efficiency, expediency and economy.

(3) In the context of the performance of their duties according to B-GlBG, the Equal Treatment Officer must be provided with information and, if requested, to provide the information required for the performance of the tasks.

(4) The Equal Treatment Officer shall be notified of any planned change in the division of business and personnel, as well as any planned change in organization.

(5) The function of the equal treatment officer shall be shown in the division of the Parliament's Directorate.

(6) The current women's promotion plan is accessible to all staff via the intranet. Staff without computer access are to be informed about the possibilities of inspection.

Section 2

Special support measures

Measures in the field of education and training

§ 9. (1) The task of the immediate superiors is to inform their employees about the selection of educational offers in time, to encourage them to take part and to propose concrete training steps. The information has been shown to be (e.g. For example, within the framework of the employee/internal conversation).

(2) In accordance with § 11d B-GlBG, women, including those with a reduced weekly service period, are to be allowed to qualify as a priority for participation in education and training measures, in particular those for the acquisition of higher-value use (functions).

(3) The course times of the seminars should, if possible, be set up in such a way as to allow for non-displaceable family-related activities to be carried out in spite of the seminar visit.

(4) Part-time workers shall be allowed to participate in training activities. The hours worked are to be calculated on the service obligation.

(5) In the internal education programme or Within the framework of the basic training, topics such as the promotion of women, federal equality law and gender mainstreaming are to be implemented.

(6) In the selection of seminar leaders and lecturers for education and training courses, additional qualifications such as gender-based language use and knowledge of the methodology of gender mainstreaming will be provided. .

(7) Parliament's Directorate has to ensure that staff responsible and all staff performing a pre-legislative function via the B-GlBG, the related issues of the promotion of women and equal treatment, and the Ressortspecific women's promotion plan is informed. In the course of their training, managers are particularly aware of their obligation to promote women.

Career and career planning

§ 10. (1) The Parliament's Directorate must ensure that a family break does not adversely affect the career and career planning of women and men.

(2) Promotion of women does not only have to be carried out in management positions, but must be actively promoted by service providers and immediate superiors at all organisational and hierarchical levels.

(3) In the employee interview, the area of working time design should also be explicitly addressed.

(4) Members of Parliament's Directorate should adopt appropriate measures to strengthen and motivate female staff to take up executive functions and to encourage them through the transfer of responsibilities under their own responsibility; (Project management, grant and extension of approbation power, etc.) to be promoted.

(5) The participation of women-including part-time staff-in management channels is to be encouraged by the Parliament's Directorate. This applies in particular to areas in which female staff are under-represented. In case of any junior management programs, the Equal Treatment Officer can be shown to be informed about the nomination.

Promotion of re-entry

Information

§ 11. (1) Staff members shall be informed by the Human Resources Department of all possibilities of flexible working time arrangements related to parenthood. In particular, men are also responsible for the legal possibilities of taking advantage of the Karenzurlaubes and/or the of early carence for fathers.

(2) Not later than four weeks before the re-entry, the staff member must be shown to have to be invited by the supervisor to a call for re-entry, and the equal treatment officer can be shown to have been informed of this.

(3) The carded staff shall be verifiably informed by the immediate superiors of current projects and of the development of personnel through planned internal and external training events in an appropriate manner. Information on this subject can be shown to be sent to the Equal Treatment Officer (s).

(4) On a voluntary basis, it is necessary to allow the participation in training and service meetings prior to the re-entry of the carded staff.

(5) The employees are to be supported by targeted measures after the re-integration in the rapid reintegration process.

Sliding back-up

§ 12. (1) A sliding re-entry is to be made possible, in particular also in qualified areas with accompanying measures such as reorganisation and corresponding reduction of the task area.

(2) Staff receiving childcare allowance shall, if desired, be able to offer a small amount of employment.

Measures to promote the reconciliation of work and family life

Child care obligations and/or part-time employment

§ 13. (1) Family-friendly organisational changes and institutions, such as more flexible working hours, telework, re-entry programmes for carded staff, or services, are based on budgetary possibilities and the requirements of service operations. to seek to secure child care facilities.

(2) For women and men with care obligations, individual arrangements of their working time and their division of work should be made possible in the context of the possibilities of the service, if necessary.

(3) Applications pursuant to § § 50a and 75 Officials of the Officials of the Civil Service Act (BDG) shall be in accordance with the situation of the persons concerned as far as possible, in accordance with the circumstances. In the case of contract staff, it is appropriate to proceed accordingly.

(4) It is the responsibility of the superiors to make provision, within the framework of the work planning of an organizational unit, to ensure that the tasks of the individual employees are generally in the normal working hours, including the stipulated To cope with overtime lump-sum. Part-time employment should be taken into account appropriately.

(5) In the setting of meeting and Commission session times, consideration should be given to the working time of part-time workers and persons with childcare obligations. The dates shall be fixed within the normal working hours and shall be known to the staff at any rate in time.

(6) In the case of staff members, part-time employment and/or caring duties may not result in directly or indirectly objectively unjustified disadvantages. This applies in particular to career advancement, participation in training courses and pay and/or pay. Classification of staff.

(7) The possibility of a family break in career planning for women and men should be taken into account in the planning and development of personnel.

Part-time employment and management responsibility

§ 14. The Parliament's Directorate is keen to create the organisational conditions for this, so that leading positions can in principle also be made part-time.

Composition of Commissions and Advisory Councils

§ 15. (1) A gender balance shall be respected in the composition of commissions, advisory boards, working parties or comparable decision-making bodies or advisory bodies whose members are not elected by election. On the part of the service provider, at least one female member is to be ordered. This shall not affect the right of equal treatment officers or any other staff appointed by them to take part in the meetings of the Commission with a consultative vote.

(2) Personnel responsible and superiors shall have women who wish to work in commissions and advisory councils and are suitable for supporting and promoting them.

(3) The Equal Treatment Officer shall be informed of any new appointments made by the Commission in accordance with the provisions of the Regulations.

Organisational measures

§ 16. (1) Working groups on administrative reform measures, human resources planning and personnel development, reorganisation and future projects should take account of the numerical ratio of female and male working groups. The Equal Treatment Officer/Equal Treatment Officer shall be given the relevant information as well as the opportunity to submit an advisory role.

(2) In structure and reorganization programmes for personnel planning and human resources development, consideration should be given to the advancement of women and to the reconciliation of work and family life.

Referral to other federal laws

§ 17. Insofar as provisions of federal laws are referred to in this announcement, these are to be applied in their respectively valid version.

entry into force

§ 18. This announcement comes with 1. Jänner 2015 in force.

External force of the customer of 11 February 2009

§ 19. With the entry into force of the demonstration concerning measures for the promotion of women in the sphere of action of the Parliamentary Directorate according to § 18, the agreement of 11 February 2009, Federal Law Gazette (BGBl), takes effect. II No 34/2011, except for force.

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