Frauenförderungsplan Bmeia

Original Language Title: Frauenförderungsplan BMEIA

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217. Regulation of the Federal Minister for Europe, Integration and Foreign Affairs concerning the Women's Development Plan for the Federal Ministry for Europe, Integration and Outer Affairs (Women's Development Plan BMEIA)

According to § 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:

Section 1

Personnel measures

Goal of the women's promotion plan

§ 1. The goal of the women's funding plan is to:

1.

To determine measures and specifications, in accordance with § § 11ff of the Federal Employment Equality Act (B-GlBG), Federal Law Gazette (BGBl). No. 100/1993, the proportion of female staff in all grades, remuneration schemes, use and remuneration groups, and in all workplaces associated with a specific functional group, reaches a level of at least 50% or the share of 50% is maintained and the increase in the number of women in management positions according to the mandatory requirements of § 4 (2) and Appendix 1 and/or Section 5 (2) and Annex 2,

2.

to integrate women's promotion into human resources planning and development,

3.

to promote the reconciliation of work and family life.

Measures to achieve objectives

§ 2. In order to achieve this objective, the following measures shall be taken:

1.

Mentoring programmes for women are integrated into the system of personnel planning.

2.

The aspect of the advancement of women is taken into account in the case of employee interviews. For this purpose, the form for employee interviews is adapted.

3.

Managers with their role as role models are sensitised for the implementation of measures to promote women by accompanying measures (e.g. in training).

4.

Managers, in particular those with staff agendas, will continuously examine and implement further measures for the advancement of women.

Protection of human dignity at work

§ 3. (1) The employer shall take appropriate measures of awareness-raising (e.g. in training) to protect the dignity of women and men in the workplace. It is also important to pay attention to a working atmosphere, which is carried out by mutual respect.

(2) The employees are to be reminded periodically that, in the event of discrimination within the meaning of the B-GlBG, they can turn not only to the service provider, but also to the Working Group on Equal Treatment.

Priority

§ 4. (1) In all those grades, remuneration schemes, use and pay groups, where the proportion of women in the total number of persons employed in permanent employment is less than the 50% (under-representation) provided for in Article 11 (2) B-GlBG , applicants who are in accordance with § 13 of the German Federal Law on the tasks and organisation of the external service statute, BGBl. I n ° 129/1999 (Staff Regulations), the selection procedures for the posts to be filled shall be the same as those of the best qualified candidates.

(2) Binding targets in this context are to be found in Appendix 1.

Precedence in the occupation of highlighted uses (functions)

§ 5. (1) Applicant applicants who are equally suitable for a desired function, such as the best-suited competitor, shall be appointed or appointed as a priority when the proportion of jobs occupied by women is the total number of a given number of jobs. Workstations allocated to the functional group are less than the 50% provided for in Article 11 (2) B-GlBG.

(2) Binding targets for the occupation of functions are to be found in Appendix 2.

RFQ

§ 6. (1) All tender texts in accordance with the 1989 Tendering Act, AusG. BGBl. No 85/1989, as well as internal calls for tenders under the Staff Regulations, shall be drawn up in a female and male form.

(2) As long as the objectives of § § 11ff B-GlBG are not achieved, all calls for tenders issued by posts and functions in the call text explicitly state that the Federal Ministry for Europe, Integration and Foreign Affairs endeavor is to increase the proportion of women in posts and in management functions and therefore women are strongly invited to apply. In the call for tenders, it is also pointed out that applicants for the same aptitude are given priority. order.

(3) Unless § § 50a (4) and (50b) (1) of the Official Services Act (BDG 1979), BGBl. No. 333 will be checked before the call for tenders of a function whether this function can also be carried out with a reduced weekly service. Where appropriate, an indication shall be included in the call for tenders. Part-time employment must not have a discriminatory effect on the career and career planning of staff.

(4) the Chairman of the Working Party on Equal Treatment or a copy of the invitation to tender (including the internal calls for tenders) before or at least simultaneously with the publication of the tender. Once the procedure has been completed, it shall be: he informs about how many men and how many women have applied and who has been entrusted with the function.

Selection procedure

§ 7. (1) In application interviews and in the selection procedures prescribed in accordance with § 13 of the Staff Regulations, there are no discriminatory issues to be addressed. In assessing the suitability of applicants in the course of the selection procedures provided for in § 13 of the Staff Regulations, no evaluation criteria should be used which are based on a discriminating, roll-stereotypical understanding of the Gender orientation.

(2) If all conditions are met, the existence of a pregnancy must not, by using the margin of discretion, be the reason to refuse admission or take over into the public service relationship.

Career and career planning

§ 8. (1) The employer shall ensure that a baby break has no adverse effect on the career and career planning of women and men.

(2) Women's promotion does not only apply to management positions, but must be actively pursued by the employer and by immediate superiors at all organizational and hierarchical levels.

(3) In the case of the staff interview provided for in § 45a BDG 1979, topics that are relevant for the employees concerned in the context of achieving the objectives of this women's subsidy plan are explicitly addressed.

(4) The task of the superiors is to provide appropriate employees to take over management positions and/or to take over management positions. to encourage participation in special training seminars and to promote them through the transfer of tasks to their own responsibility (project management, grant and extension of the appropriation of approbation).

(5) The service provider shall examine the further development of job-sharing opportunities abroad.

(6) Depending on the possibility in individual cases, requests for double items abroad (if both partners are staff members of the BMEIA) are taken into account.

Composition of Commissions

§ 9. When ordering or The appointment of members of the commissions provided for by the rules, including the Staff Regulations, which are called for in the preparation of decisions or for decision in matters of human resources, shall be taken up by the members of the service provider. At least one member is female and one member is male. Among the persons to be ordered by the employer, women should be appointed in the same number as the number of female and male employees in the group of persons affected by the Commission's sphere of competence. . The the chairperson of the Working Party on Equal Treatment or any of it, He has been well known to him, one of her He has the right to participate in the meetings of the Commission with a consultative vote. The provisions relating to membership and confidentiality shall also apply to staff with a consultative vote.

Public relations

§ 10. (1) For information events, vocational and study information fairs in which the Federal Ministry for Europe, Integration and Foreign Affairs participates, as well as in the self-presentation of the Federal Ministry for Europe, Integration and Foreign Affairs in the In particular, the internet is invited to an application for the external service.

(2) In the relevant publications of the portfolio, in particular in digital media, questions of equal treatment shall be given in accordance with space.

Section 2

Organisational measures

Reform measures/Future Programmes/Working Groups

§ 11. (1) Working groups on administrative reform measures, human resources planning and personnel development, reorganisation and future projects or administrative innovation programmes are based on the numerical ratio of female and male Members of the Working Groups.

(2) In structure and reorganization programmes for human resources planning and human resources development, the promotion of women is taken into account.

Linguistic equality

§ 12. (1) The names of persons shall be used in both female and male form in the event of intakes and any other official documents.

(2) All designations relating to female staff, 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 tunable.

Information of the employees

§ 13. (1) The Women's Development Plan is to be brought to the attention of all employees. In addition, the women's promotion plan will also be placed on the intranet.

(2) The B-GlBG should be periodically drawn to the attention of sections, groups, departmental and service heads, as well as personnel libraries.

(3) An intranetlink to equal treatment topics is provided by the service provider.

(4) All employees will participate in information sessions of the equal treatment officers or individual contact with the responsible equal treatment officer within the service period. , in so far as it does not meet the requirements of the service.

Support for and information rights of the Working Party on Equal Treatment

§ 14. (1) In the performance of their duties according to the B-GlBG, the equal treatment officers shall be assisted. The necessary free time and necessary resources will be made available to them. The Equal Treatment Officers shall be entitled to use the existing property and human resources resources according to the principles of economic efficiency, expediency and economy. In order to carry out its tasks, the Working Party on Equal Treatment Questions may apply for the necessary financial resources (in particular for information events, pre-hearing aid, etc.).

(2) In accordance with § 31 B-GlBG, the Equal Treatment Officer and their alternates shall be provided with information and, upon request, all the information required for the performance of their tasks, such as evaluations from the Federal Staff Information System or other statistical evaluations, including the Education Report, which includes the proportion of women in the respective educational activities and the number of days of schooling-separately, according to the Gender-can be seen.

(3) On the basis of the activity as a Equal Treatment Officer (r), there must be no discrimination against any kind of professional disadvantage.

(4) The names of the equal treatment officers, their alternates and the members of the Working Groups on Equal Treatment Questions shall be included in the respective division of business and the telephone directory, under the guidance of their Functions included.

Regular discussion of equal treatment and women's promotion issues

§ 15. The issues relevant to the achievement of the objectives of this women's promotion plan will be discussed at regular meetings of the relevant personnel-leading bodies with the Working Party on Equal Treatment discussed.

Opinion of the Federal Equal Treatment Commission

§ 16. The competent personnel management bodies have to report to the Federal Employment Equality Commission whether and what measures have been put in place in the resort on the basis of their opinions.

Reconciliation of family and work

§ 17. (1) In the light of the budgetary possibilities and the requirements of the service, women-and family-friendly organisational changes and institutions, such as more flexible working hours, flexible part-time employment models, are: Re-entry programmes for carelated staff or the creation of childcare facilities.

(2) For women and men with care obligations, individual rules of their working time and their division of work should be sought, if necessary.

(3) Applications in accordance with § 50a BDG 1979 (reduction of the weekly service period of any occasion) and applications pursuant to § 75 BDG 1979 (Karenzurlaube) are to be considered favourably with appreciation of the situation of the persons concerned. In the case of contract staff, it is appropriate to proceed accordingly.

(4) In the context of the mobility principle of the external service, concerns of the professional activities of the spouses, of the registered partners and of the partners as well as of the non-compelling service requirements are to be found in the context of the mobility principle of the external service. To take account of the training of children.

(5) In the case of the setting of meeting times, the working time of part-time workers or the working time of parttime workers Staff with supervision duties shall be taken into account.

(6) In view of the compatibility of work and family life, it is considered that training opportunities are offered within the period of service.

(7) Flexible, innovative forms of work, such as Teleworking, are constantly being examined, as they can also contribute to the advancement of women.

Section 3

Education and training

Information and authorisation

§ 18. (1) The service provider as well as the service staff shall ensure that, in particular, all female employees, including those with a reduced weekly service period, are provided with training courses and training courses, and Training courses for senior management staff are informed, including courses and seminars of the Federal Administration Academy in the field of "Gender and Gender Equality".

(2) Training courses are to be given priority to women until a 50% share of women has been reached.

(3) If changes are necessary in order to take part in training and further education measures, these are granted by the service superiors, in so far as the non-service requirements are contrary to the service requirements.

(4) The Equal Treatment Officer will be able to participate in further training events, in particular on issues such as equal treatment and promotion of women, service, budget and organisational law, as well as rhetoric and negotiation technology, to the extent that: are not in accordance with service requirements.

Training on equal treatment and women's promotion

§ 19. The service provider shall take into account the topics relevant to the achievement of the objectives of this women's promotion plan in the basic training as well as in the training and further education activities.

Gender mainstreaming

§ 20. In the framework of basic training, provision should be made for "gender mainstreaming". This introductory event will also be announced to other staff members of the Federal Ministry for Europe, Integration and Foreign Affairs.

Pre-load

§ 21. In the case of training and training events, the numerical ratio of female and male participants is taken into account.

Reentry for charmed staff

§ 22. (1) The service provider shall, where necessary, ensure appropriate retraining of the returning carded staff.

(2) The service provider shall inform employees who are in Karenzurlaub, on request, about calls for tenders and training and further education.

(3) In the event of a request from staff returning from a leave-of-leave leave, the person-leading body shall invite them in good time, but no later than four weeks before the date of service, for a discussion of their future use. It is desirable to involve these staff members in the information flow of their future work.

Referral to other federal laws

§ 23. To the extent that the provisions of this Regulation refer to provisions of federal laws, they shall be applied in their respective versions.

entry into force

§ 24. This Regulation shall enter into force 1. October 2014, in force. With the entry into force of this Regulation, the Regulation on the Women's Development Plan for the Federal Ministry for European and International Affairs, BGBl. II No 18/2009, except for force.

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