101. Presentation of the Federal Minister of Defense and Sport concerning the Women's Development Plan for the Federal Ministry of Defense and Sport

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

The Federal Ministry of Defence and Sport's Women's Development Plan for the period from 1 January to 12 June 2013 Jänner 2014 to 31 December 2019

CONTENTS

Preamble

1. Main item-objectives and measures to achieve objectives

§ 1. Objectives

§ 2. Information

§ 3. Equal treatment and promotion of women as part of personnel and organisational development

§ 4. Calls for tenders and notices

§ 5. Selection criteria

§ 6. Preferred recording

§ 7. Preferred appointment or appointment

§ 8. Protection and dignity in the working environment

§ 9. Linguistic equality

§ 10. Equal treatment officer and women's representative

§ 11. Information rights

2. Main piece-Special support measures

§ 12. Increase in the proportion of women through training measures

§ 13. Special measures to increase the share of female soldiers

§ 14. Career and career planning

§ 15. Part-time employment and parental carence

§ 16. Promotion of re-entry after the use of Karenzurlaub

§ 17. Childcare facilities

§ 18. Representation of women in commissions

§ 19. Networking of Soldatinnen

§ 20. Female mentors-mentoring

§ 21. Public relations

§ 22. Responsibility

§ 23. Service obligations

3. Main item-Final provisions

§ 24. Enter Into Force

Preamble

The Federal Ministry of Defence and Sport is committed to an active equal treatment policy in order to ensure equality for women and men. The implementation of the measures referred to in this Women's Development Plan shall be the responsibility of the institutions which, after each division of business, shall make decisions or proposals relating to the staff, financial, organisational or training activities shall be made or have to be reimbursed.

The Women's Development Plan of the Federal Ministry of Defence and Sport is an instrument for the progressive dismantling of existing institutional or organisational inequalities of female employees of the Federal Ministry of Defence and Sport. Federal Ministry of Defense and Sport to support the under-representation of women in the Federal Service as well as of female soldiers in the department of the Federal Ministry of Defense and Sport.

1. Main item

Objectives and measures to achieve objectives

1. Objectives

§ 1. The aim of the implementation of the women's support plan is to pursue and implement the following objectives:

1.		The recognition of women at all levels of the hierarchy as equal and equal staff.
2.		Promoting the potential of female staff through measures in the field of human resources planning and development and, where appropriate, support for a preferential participation of female staff in basic, continuing and continuing training as well as professional advancement.
3.		The increase in the proportion of women in all use and pay groups. All measures that can influence the women's quota directly or indirectly are to be aligned with this objective. The urgency of the professional advancement of women arises from the respective extent of the present under-representation.
4.		The optimization of the conditions for the compatibility of family obligations and professional interests in the sense of a "work-life balance".
5.		The support of a professional re-entry of carded staff, as well as female staff after a prolonged absence from the office (such as on the basis of a foreign assignment).
6.		The increase in acceptance of the use of Karenzurlaub and part-time employment, in particular for the use of karenz holidays by male staff.
7.		The promotion of an increased representation of women in all decision-making and advisory bodies.
8.		Support for the gradual reduction of structural deprivation of female soldiers by their inclusion in the development and implementation of measures in this field.
9.		The targeted recruitment of women for the service in the Federal Ministry of Defense and Sport, in particular for the military careers, by setting appropriate measures.

2. Measures to achieve objectives

Information work

§ 2. (1) New female staff members and female persons in the training service shall be shown to be aware of the women's support plan by the service authority (staff office) or by the military personnel office.

(2) In the case of adaptations and additions to the Women's Development Plan, all staff, in particular each Head of Service or any Head of Service and any Commander or Commander, shall be informed of the current Women's Development Plan from the The service authority (personnel office) or the military personnel office can be shown to be informed. At the request of one or one staff member, the women's promotion plan shall also be made available in paper form.

(3) The current promotion plan for women is to be published on the intranet. The annually recurring cadre of the cadre of cadre is to indicate this opportunity.

(4) Staff members shall be allowed to participate in information sessions of the equal treatment officers or women's representatives, provided that there are no serious service interests.

(5) The measures provided for in the Women's Development Plan are to be discussed in regular discussions between the Working Group on Equal Treatment Issues and the Section and Service Authority Lines and their implementation is to be observed.

(6) Issues relating to equal treatment or non-discrimination in publications of the portfolio, in particular in periodically appearing print media and digital sources of information, are: to provide for the presentation of the contribution of female staff in accordance with space.

(7) In the electronic telephone directory of the department, a staff member or a staff member of the staff responsible for personnel matters shall be special in connection with maternity protection, holiday carence and flexible working time models .

Equal treatment and promotion of women as part of personnel and organisational development

§ 3. (1) Equality between women and men and the promotion of women must be achieved on the basis of the highest management level.

(2) In particular, the staff and training staff responsible for staff and training activities must take all measures to implement them and participate in the preparation of such measures. They have a role model function.

(3) Personnel management bodies should be particularly aware of the legal provisions on equal treatment and the promotion of women. , if necessary, to implement accompanying measures (e.g. training) with regard to the existing women's promotion bid.

(4) In accordance with § 45a of the Civil Service Act 1979 (BDG 1979), BGBl. No. 333, annually leading staff and employee talks, it is the task of managers to actively support women in the development of their careers and demonstrably the goals and measures to achieve the goal of the present To address women's funding plans and to write them in writing in their respective target agreements.

(5) Measures for the advancement of women (such as those of the female soldier mentoring) should be integrated into the system of personnel planning and personnel development as well as training.

(6) Existing differences in the working conditions due to caring duties of underage members must be taken into account and by means of personnel and organisational measures (such as in the classification of session times or (b) to compensate for service travel contracts, provided that there are no serious service interests in the way of the service.

Calls for tenders and notices

§ 4. (1) All tendering and disclosure texts in accordance with the German Procurement Law 1989 (AusG), BGBl. No. 85, or Federal Equal Treatment Act (B-GlBG), BGBl. No 100/1993, as last amended by BGBl. I n ° 120/2012, are to be drawn up in a gender-neutral form. All qualifications relevant to the occupation shall be included in these texts.

(2) As long as the requirements of § § 11b and 11c Federal Equal Treatment Act (B-GlBG), BGBl. No 100/1993, as last amended by BGBl. I n ° 120/2012 (50% women's quota in the respective use or pay group) is not fulfilled, it should be pointed out explicitly in the tender and notices that the Federal Ministry of Defence and Sport is responsible for the To increase the proportion of women and therefore explicitly ask for qualified women to apply, as well as to receive or order women with the same aptitude as the best-suited competitor, unless in person of a competitor is greater than that of a competitor, To submit an invitation to tender or a notice by the respective department or the respective command, the weighting of the appointment requirements referred to in the invitation to tender or notice to the service authority.

(3) If the proportion of women in the scope of action of the respective service or of the respective command is less than 50% in a use or function, it should be expressly stated in the text of the invitation to tender or announcement that: Applications of women for planning of this function are particularly desirable.

(4) Staff members shall be subject to internal and external tendering procedures, notices of functions or interest surveys by the relevant service manager or head of service or from the relevant command or the relevant command or to inform the commanders concerned during one of the use of parental carence, in a timely and appropriate way (or In any case, it should be pointed out that this information can be viewed through the use of the electronic job exchange (ESS).

(5) The provisions of paragraphs 1 to 4 shall apply to both civil and military functions.

Selection criteria

§ 5. (1) In interviews with women, discrimination against women (such as family planning) is inadmissible.

(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. In particular, the selection criteria are in accordance with § 5 of the Federal Employment Equality Act (B-GlBG), BGBl. No 100/1993, as last amended by BGBl. I No 120 /2012.

(3) In order to assess leadership qualities, social competence (such as communication skills or emotional intelligence) should also be used as a criterion.

Preferred recording

§ 6. (1) In all functions in which a under-representation of women according to § 11b of the German Federal Equal Treatment Act (B-GlBG), BGBl. No 100/1993, as last amended by BGBl. I n ° 120/2012, applicants who are equally suitable for the planned job as the best-suited competitor, unless there are grounds for overriding reasons not in the person of a competitor, are to be included in the principle of preference.

(2) In the implementation of § 12 of the Women's Development Plan of the Federal Ministry of Defense and Sport, to set appropriate measures in order to recruit employees within the framework of the human resources development and to specifically target these for a possible To motivate them, as well as to ensure that they acquire the appropriate qualifications for the acquisition of management responsibility in the context of a succession planning (e.g. by a junior qualification programme).

Preferred appointment or appointment

§ 7. (1) Applicable applicants who are equally suitable for the intended function as the best-suited competitor are, according to § 11c of the Federal Employment Equality Act (B-GlBG), BGBl. No 100/1993, as last amended by BGBl. I n ° 120/2012 preferred to appoint or order.

(2) Applications of women during a career are to be considered on an equal footing with other applications.

Protection and dignity in the working environment

§ 8. (1) An immediate remedy is to be remedied against a degrading utterance or approach, bullying or sexual harassment. The Federal Ministry of Defense and Sport sets out targeted measures in the areas of prevention, intervention and sanction. Leading persons have to be aware of their role as an employee of their employees and have a non-discriminatory environment in the service sector. to create.

(2) The employees shall be informed by their superiors of the legal and other possibilities to be taken into account in the event of violations of their dignity in the working environment, in particular in the case of gender or sexual orientation. Harassment and bullying can be used. In particular, the German Federal Ministry of Defence and Sport, respectively, is responsible for the Mobbing intervention chain of the Federal Ministry for Defence and Sport respectively. indicate the Helpline service as the first-run location.

(3) Staff members who claim to be discriminated against on grounds of sex may, without prejudice to the supervision of the service and disciplinary supervision and the assertion of legal consequences and claims, also be able to lodge a complaint on the grounds of infringement of the European Union equality directives in relation to a service relationship with the service authority. Accordingly, within one month, the service authority shall have an open debate on the settlement of the conflict under the direction of a mediator or a mediator. of a mediator.

Linguistic equality

§ 9. (1) Legislation, internal and external documents, as well as publications of the portfolio shall be worded in a gender-appropriate way. Names of persons are in female and male form or gender neutral form. In events, injunctions and in the correspondence of the resort as well as on the official boards and door signs, women are to be made visible linguistically.

(2) In the context of the current and future use of information and communication technologies, it is necessary to take account of gender-neutral language use.

Equal treatment officer and women's representative

§ 10. (1) The activities of the Equal Treatment Offices and their alternates according to B-GlBG and support plan are part of the service activity.

(2) The function of the Equal Treatment Officer and their alternates shall not be a professional disadvantage either during the course of the exercise or after leaving the same person.

(3) The relevant departments shall ensure that the equal treatment officers, their deputites and the women's representatives have the necessary resources to carry out their activities (ICT, staff, These activities will be taken into account in the case of target agreements (such as in the course of the annual staff and employee talks).

(4) In order to carry out its tasks, the Working Party on Equal Treatment Questions shall be provided with an adequate budget.

(5) Travel movements in the performance of the activity as an equal treatment officer or an equal treatment officer, as a deputy or deputy, and as a women's representative, are in the service or service of the service. as a business trip within the meaning of travel fee rule 1955 (RGV), BGBl. N ° 133/1955 last amended by BGBl. No 54/1956, shall be ordered and deducted.

(6) In the electronic telephone directory, the person responsible for equal treatment or the person responsible for equal treatment is the responsible person responsible for equal treatment and the deputy or deputy, under the heading " Equal Treatment Officer or Equal Treatment Officer or Equal Treatment Officer. Deputy or deputy for the representative area xx ". The women's representatives of the respective services are also to be found.

(7) The Federal Ministry of Defence and Sport has to hold on-demand training and information events for the Equal Treatment Offiders, their deputits and their representatives as well as for the women's representatives.

Information rights

§ 11. By reference to § 31 Paragraph 2 of the Federal Employment Equality Act (B-GlBG), Federal Law Gazette (BGBl). No 100/1993, as last amended by BGBl. I No 120/2012, the following information rights are provided for:

(1) All departments in the department are obliged to provide the Working Party on Equal Treatment Questions with the information necessary for the performance of their tasks, as well as the information requested (such as statistical evaluations). of the required form and preparation.

(2) In the case of an invitation to tender or a notice pursuant to § 20 of the German Federal Law on the German Procurement Law 1989 (AusG), BGB No 85 or § 7 Federal Equal Treatment Act (B-GlBG), BGBl. No 100/1993, as last amended by BGBl. I No 120/2012, the texts of the invitation to tender and notices of publicity should be brought to the attention of the person concerned with the possibility of giving an opinion to the equal treatment officer or representative of the representative area concerned.

(3) For the invitation to tender for a function in accordance with § § 2 to 4 or § 15a of the German Procurement Law 1989 (AusG), Federal Law Gazette (BGBl). No. 85, is to be established with the Working Party on Equal Treatment. The agreement shall be deemed to have been established if the Working Party on Equal Treatment Questions gives explicit consent or does not express its opinion within a period of two weeks after notification. Within the two-week period, the Working Party on Equal Treatment Questions may raise reasoned objections and, if necessary, bring in counter-proposals.

(4) The names of the candidates are to be brought to the attention of the equal treatment officer or representative of the respective representative area. Upon request, the documents relevant to the application process, in particular applications for applications, assessments, minutes, reports and proposals for referral, must be submitted in a timely and informal manner.

(5) In the case of admission, appointment or appointment within the meaning of § § 6 and 7 of the Women's Promotion Plan of the Federal Ministry of Defence and Sport, a man of equal value was given the preference in front of a woman, this is the case on the part of the The Office of the Service (Personnel Office). The explanatory statement shall be submitted in writing to the responsible equal treatment officer or persons responsible for the treatment.

(6) The responsible Equal Treatment Officer (s) shall be informed in writing about planned temporary and indefinite new recordings, service allocations and transfers of female staff.

(7) By 31 December 2014 a system shall be implemented by the responsible authorities, which makes relevant information accessible and usable by means of indicators. A clarification of the need for information is carried out in the course of the establishment of the identification system, in coordination between the Working Group on Equal Treatment Questions and the responsible bodies. The information obtained by the system of indicators shall be sent to the Working Party on Equal Treatment by 1 March each year for the previous calendar year, beginning with 2015.

(8) Any planned change in the division of business and personnel, or Any planned change in organisation shall be notified in good time to the Chairman or Chairman of the Working Party on Equal Treatment, with the right to deliver an opinion within two weeks.

(9) Within three months of the submission of an opinion from the Federal Equal Treatment Commission, the responsible persons responsible for human resources shall have written to the Working Party on Equal Treatment Questions in writing about the opinion issued on the basis of the opinion of the Federal Equal Treatment Commission. Measures taken by the resort.

2. Main piece

Special support measures

Increase in the proportion of women through training measures

§ 12. (1) The term "training" is to be understood as meaning in the following all basic training courses, further education and further training courses.

(2) Female staff members shall be available for their current or possible future use in both the internal and external training, regardless of the type and place of the training facility, in particular and with all to support and promote existing resources. This applies in particular to career courses and seminars, which are used to form the personality (e.g. increasing the leadership capacity).

(3) Women in the sense of Section 11d of the Federal Equal Treatment Act (B-GlBG), BGBl, are women in training programmes, in particular for further training courses which qualify for acquisition in higher-quality uses and functions. No 100/1993, as last amended by BGBl. I n ° 120/2012, preferably. This also applies to training courses with a limited number of participants.

(4) The office manager or the head of service or the command or the commander has to inform female staff about events of the part-time vocational training, in particular via training events for managers, in principle in a timely and demonstrable way. It should be noted that applications for women are particularly welcome.

(5) In coordination with the authorities responsible for training, the service management board shall be able to continue training without losing the training period previously acquired, provided that an interruption in a training period has been completed. The legally required form of service exemptions, such as Karenzurlaub, is justified.

(6) The Service Director the head of service or the command or the commander has to ensure, through organisational, material and personnel support, that the necessary framework conditions for admission to female soldiers are created as well as the positive completion of career courses . In particular, it is necessary to take care of adequate training and learning times.

(7) The Service Director the head of service or the command or the commander shall provide appropriate support to the staff to be trained, so that training can be completed in the best possible way.

(8) Information on possible training projects as well as the training projects agreed for personnel development in the context of the employee interview pursuant to § 45a of the civil service law 1979 (BDG 1979), BGBl. No 333, have been shown to be recorded.

(9) The continuous increase in the proportion of women in training and training events is to be sought.

Special measures to increase the share of female soldiers

§ 13. (1) The Federal Ministry of Defence and Sport has the following measures to improve the framework conditions for soldiers, in accordance with the report on the reform of the military service adopted by the Federal Government on 2 July 2013. by no later than 01. Jänner 2015:

1.		The revision of existing career patterns for officers and sub-officers with a view to avoiding any misogynous rules, in particular regulations or implementing rules, and taking the necessary steps to ensure that they are required gender differences,. This revision has to comply with the measures formulated in this regard by the Federal Government's report on the reform of the military service, which was adopted on 2 July 2013.
2.		The development of target-group-oriented advertising and recruitment measures on the basis of the defined career images.
3.		The verification and adjustment of the physical performance limits in the sense of the performance standards of the weapon level.
4.		The best possible family-friendly design of the training for single-parent soldiers, in particular with regard to career courses and all further education and further training after basic training.

(2) In order to support the gradual reduction of structural handicaps, the implementation of the measures referred to in paragraph 1 (1) (4) and the development and evaluation of relevant regulations, such as regulations or implementing provisions.

Career and career planning

§ 14. (1) appropriate measures shall be taken by the Head of Service or the Head of Service or the Commander or the Commander in order to qualify women for the take-over of management responsibilities. Suitable candidates are to be motivated to participate in special training seminars and through the transfer of tasks to their own responsibility (such as. Project management, working group management, grant and extension of the appropriation of approbation).

(2) The supervisor or the supervisor directly responsible for the supervision shall have an employee interview once a year with each and every member of staff in accordance with § 45a of the Staff Regulations Act 1979 (BDG 1979), Federal Law Gazette (BGBl). No. 333. In this context, issues relevant to the staff concerned in connection with measures aimed at achieving the goal of the present women's promotion plan (such as more flexible working time arrangements) are explicitly addressed and in writing. document.

(3) Personnel planning and development shall take into account the possibility of taking advantage of career planning in career planning of both sexes. The service provider must work towards ensuring that the use of karating holidays does not adversely affect the career and career planning of women and men.

(4) Flexible, innovative forms of work (such as telework) are to be given priority to persons with care obligations.

(5) The participation of interested women in the Cross Mentoring Programme of the Confederation for personal and professional development with the support of experienced mentors is to be promoted at all levels.

Part-time work and parental carence

§ 15. (1) Staff members are to be informed of all models of flexible working time arrangements in connection with carded leave and part-time arrangements in the event of approval by the Office of Service (Personnel Office), as well as on the conditions and conditions and conditions and conditions of use. inform the effect of the reduction in the weekly service period, in particular on the level of the pension benefits to be expected.

(2) In the case of all staff members, the acceptance of the use of paternal carence and part-time work must be promoted by men on the basis of child-care obligations. The employer has to create a positive attitude of values in which such decisions are taken by appropriate measures (such as information to interested parties on the possibility of a paternal carency when a child is born by the service authority). of the employees in the organization.

(3) The employer shall allow a part-time work to be carried out by the staff responsible for the purpose of supervision, insofar as this is possible with the maintenance of an orderly service. In any case, it should be possible to consider the possibility of job-sharing in the event of an admission. The use of these working time models must not discriminate against staff at any disadvantage.

(4) The employer has to create the organisational conditions that lead positions are also accessible to part-time employees. Part-time employment has no exclusionary reason for the betting of leading positions.

(5) During the setting of periods of meetings, consideration should be given to the working time of part-time workers and persons with (children's) caring duties, in accordance with the provisions of the service. Meetings shall be as long as possible in the long term and shall be notified in good time.

(6) In the case of the arrangement of additional services or additional work, consideration shall be given to the time requirements arising from care obligations.

Promotion of re-entry after the use of Karenzurlaub

§ 16. (1) The service authority (staff office) shall inform the respective staff member who has reported the occurrence of a pregnancy about their rights and possibilities for maternity protection.

(2) The service authority (staff office) has a staff member, if necessary, on the issue of Karenz leave or Information on the exchange of cares, re-entry and possible flexible working time models. In particular, reference should be made to the use and sharing possibilities of the Karenzurlaubes between the child's parents.

(3) Each and every member of staff returning from a leave-of-leave leave shall have a conversation about their future use (s) or their future use at the latest four weeks before the date of the service, or the commander or commander shall have the following information: Development opportunities). In principle, it is necessary to provide for the recovery of the immediate supervisor or of the future immediately supervisor.

(4) A staff member who is on a Karence holiday shall, at the request of the competent service authority (staff office), be informed of the essential matters relating to the place of business or to the service in question, and on the basis of basic, Fort-and Training opportunities to be informed.

(5) It is possible for staff members who are in the course of a Karenz holiday to have the opportunity to pre-note with the departments responsible for training before the end of the grace period for basic, continuing and further training measures.

(6) The service manager or the commander or commander shall give the staff members who are on holiday three months prior to the re-entry of the staff, to give them the opportunity to voluntarily attend relevant meetings of the service and to provide them with internal Events of the resort such as business trips and Christmas celebrations to participate.

(7) In the event that a return to the previous work place is not possible, a friendly solution shall be provided for future use between the staff member, the superiors and the superiors and the staff, in accordance with the requirements of the service. Human Resources Department. Consideration shall be given to the particular circumstances of staff with care obligations.

(8) Re-entrants and returnees from the Karenz holiday are to be admitted as a priority to basic training, further education and further education.

Childcare facilities

§ 17. (1) The Federal Ministry of Defence and Sport shall regularly carry out needs surveys for childcare facilities and shall take all appropriate measures to meet the needs for childcare facilities for children of staff. Cooperation possibilities with childcare facilities are also available in the vicinity of services and/or services. To check and make this information available.

(2) If necessary, the departments responsible for training must, upon request, consider whether temporary childcare can be offered within the framework of basic, continuing and continuing education.

Representation of women in commissions

§ 18. (1) In the composition of commissions pursuant to § 10 of the Federal Employment Equality Act (B-GlBG), Federal Law Gazette (BGBl). No 100/1993, as last amended by BGBl. I No 120/2012 shall appoint at least one female Commissioner from the employer. The right of the Chairman of the Working Party on Equal Treatment or Equal Treatment or This shall be without prejudice to any one or one of the members of the staff of whom he or she is known to participate in the meetings of the Commissions with a consultative vote. At the request of the chairperson of the Working Party on Equal Treatment Questions, an opinion should be given with regard to the consideration of the B-GlBG to a protocol, or in an opinion.

(2) In the composition of advisory boards, working groups, project groups or similar decision-making bodies or advisory bodies whose members are not elected by election, and commissions outside the scope of application of the paragraph 1. In order to appoint the members, the employer shall work towards a gender balance. In particular, it is also important to note that women are appointed as chairmen and full members.

(3) The participation of women in all the bodies referred to in paragraphs 1 and 2 shall be actively promoted and supported by appropriate measures by the Head of Service or the Head of Service or the Commander or the Commander.

Networking of Soldatinnen

§ 19. (1) According to the recommendations of the Bundesheer-Reform Commission, the coordination of the affairs of women soldiers in close cooperation with relevant career guidance is to be improved and the establishment, material promotion and preservation Austrian-wide communication platforms for soldatinternally provided.

(2) Graduates of the National Defense Academy, the Theresians Military Academy and the Heeresunteroffiziersakademie are to enable the holding of a joint annual graduate meeting to the extent of at least one working day. The times of these meetings are considered to be service hours, the necessary travel movements are to be used as a service in the place of service or should be considered as a mission within the meaning of the RGV and must be deducted.

Female mentors-mentoring

§ 20. (1) The Working Group on Equal Treatment Questions can order a female soldier who is willing to be available for one or more female soldiers as a mentor. The willingness to pursue an activity as a mentor, as well as the activity itself, are provided by the Head of Service or the Head of Service, or by the assigned command or command. to support and promote the commander.

(2) The work of the mentor is an unrested honorary office, which is to be exercised in addition to the professional duties and, if possible, without impairment of the service operation. In this connection, consideration should be given to the additional burden arising from this activity. The mentor shall be responsible for the time required for the performance of her duties. The failure to take advantage of this time is possible only for serious service reasons.

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

(4) Travel movements in the performance of the activity as a mentor are to be taken as a service on the place of employment or should be considered as a mission within the meaning of the RGV and must be deducted.

Public relations

§ 21. At information events, vocational and study information fairs in which the Federal Ministry for Defence and Sport takes part, as well as in the self-presentation of the resort as an attractive employer, it is possible to strengthen the Presentation of the contribution of female staff and/or to address the target group-oriented approach of women.

Scope

§ 22. The provisions of the Women's Development Plan apply to all members of the portfolio, irrespective of a working relationship in part-time.

Service obligations

§ 23. The implementation of the measures referred to in this Women's Development Plan is one of the duties of the institutions responsible for this.

3. Main piece

Final provisions

Enter Into Force

§ 24. (1) This women's support plan shall be 1. Jänner 2014 in force.

(2) The Federal Ministry of Defense and Sport's Women's Development Plan, published in the BGBl. II No 198/2012, shall expire on 31 December 2013.

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