Frauenförderungsplan Bmukk

Original Language Title: Frauenförderungsplan BMUKK

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240. Federal Minister for Education, the Arts and Culture of the Federal Ministry of Education, the Federal Ministry of Education, the Arts and Culture (BMUKK)

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 153/2009, shall be:

CONTENTS

1. Section-Objectives and measures to achieve objectives

§ 1 Objectives

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

§ 3 Tendering

§ 4 Selection procedure

§ 5 Preferred admission

§ 6 Preferred appointment or appointment

§ 7 Integration into service law procedures/HR procedures

§ 8 Protection of dignity at work

§ 9 Linguistic treatment

Section 10 Information

§ 11 Resources

Section 2-Special support measures

§ 12 Increase in the proportion of women through education and training measures

§ 13 Career and career planning

§ 14 Occupation of line functions

Section 15 Information

§ 16 Children's childcare places

Section 17 Part-time employment and management responsibility

§ 18 Representation of women in commissions and advisory councils

Section 19 Jurisdiction

Section 20 Service obligations

3. Section-Final determination

Section 21 Entry into force and external force

Assets

1. Section-Objectives and measures to achieve objectives

Objectives

§ 1. (1) The Federal Ministry of Education, Arts and Culture is committed to an active equal treatment and gender equality policy in order to ensure equal opportunities for women and men.

(2) The aim of the implementation of the Women's Development Plan is to pursue and achieve the following objectives:

1.

The promotion of consensus on the equivalence of women's work and men at all levels of the hierarchy, as well as the reduction of existing disadvantages for women,

2.

the increase in the proportion of women to 50% in all uses and remuneration groups, in particular in management positions, functions, commissions and committees,

3.

the promotion of equal representation of women in all decision-making structures according to their share in employment,

4.

the creation of a non-discriminatory working environment for women and men,

5.

the improvement of the reconciliation of work and family life for women and men, and

6.

the promotion of acceptance of the use of parental leave and Part-time employment by women as well as by men in the resort.

(3) The objective of achieving equality between women and men is to be achieved through the gender mainstreaming strategy (systematic implementation of a gender perspective at all levels and in all actions).

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

§ 2. (1) Equal treatment and equal opportunities for women and men should be achieved on the basis of the highest level of management.

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

(3) Measures to promote women are to be integrated into the system of human resources planning and personnel development. In working groups on the implementation of administrative reform measures, personnel planning and personnel development, reorganization and future projects, such as B. in the case of administrative innovation programmes, an appropriate proportion of women should be added.

(4) Existing differences in the working conditions for women and men should be compensated by means of personnel and organisational measures.

(5) The staff departments shall be responsible for carrying out and implementing all the measures.

Tenders

§ 3. (1) All tendering texts are in female and male respectively. gender-neutral form. All relevant qualifications (requirement profile) for the posts to be filled should be included in the call text.

(2) As long as the requirements of § § 11b and 11c B-GlBG are not fulfilled, tender texts for the filling of posts and for management functions according to § 7 paragraph 3 Z 2 B-GlBG have to contain the indication that the service authority (staff office) aims to increase the proportion of women and therefore explicitly calls for qualified women to apply, as well as to receive or order women with the same qualifications.

(3) If the proportion of women in the scope of action of the respective service authority (human resources office) in a use (classification) or function is less than 50%, it should be expressly stated in the call text in accordance with Article 7 (3) Z 1 B-GlBG that: Applications of women for planning of this use (classification) or function are particularly desirable.

(4) Prior to the call for tenders of a function, it is to be examined whether this function can also be exercised with reduced weekly service time (partially employed). An indication should be included in the call for tenders.

(5) invitations to tender for posts and functions shall also be communicated in a timely manner to officials of the service concerned, even during a legal form of absence from the service.

(6) In the tendering of jobs and functions, the minimum monthly salary for the job advertised or the function advertised is the same as the minimum monthly salary or the amount of the job. Minimum remuneration in the sense of Section 7 (5) B-GlBG to be announced.

Selection procedure

§ 4. In interviews with women discriminating issues are inadmissible. 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.

Preferred recording

§ 5. In the case of all groups of uses and remuneration, where there is a under-representation of women according to § 11b B-GlBG, applicants who are equally suitable for the planned job as the best-suitable competitor are to be preferred.

Preferred appointment or appointment

§ 6. (1) Applicable candidates who are equally suitable for the intended function, such as the best-suited competitor, are to be appointed or ordered in accordance with § 11c B-GlBG.

(2) Applications of women during a statutory form of absence from the service shall be taken into account in the same way as other applications.

Involvement in service procedures/HR procedures

§ 7. The chairperson of the Working Party on Equal Treatment Questions shall be involved in the procedures/procedures for human resources. The required documents shall be submitted to him/her in a timely and complete manner. Prior to the appointment of functions in the field of subordinated services, the act of appointment or appointment of the Chairman of the Working Party on Equal Treatment Questions shall be submitted before completion of the opinion and prior to the filing of the opinion. .

Protection of dignity at work

§ 8. (1) Against a degrading expression and approach, bullying and sexual harassment shall be immediately remedied. The service provider shall take appropriate measures to raise awareness.

(2) Employees shall be informed of the appropriate legal and other possibilities.

Linguistic equality

§ 9. Legislation, internal and external documents, as well as publications of the portfolio are to be formulated in a gender-appropriate way. Names of persons are in female and male or female gender neutral form.

Information work

§ 10. (1) All employees-in particular new members of the staff-are the women's support plan from the Human Resources Department or To bring the service to the attention of the staff. The current women's promotion plan is to be published in each department for inspection and published on the intranet.

(2) In the respective business units and telephone directories, the names of the equal treatment officers, their alternates, the women's representatives (contact women) and the members of the working groups are for To include equal treatment issues under the guidance of their functions.

(3) The Federal Ministry of Education, Arts and Culture regularly has training and information events for the Equal Treatment Offiders, for their alternates, for the women's representatives (contact women) and to hold the members of the Working Group on Equal Treatment Issues.

(4) Staff members shall be able to participate in information sessions of equal treatment officers, women's representatives (contact women) and the working groups on equal treatment issues in the various departments.

(5) In the division of business, a staff member of the Human Resources Department shall be particularly responsible for the agendas of the women's and parents ' relevant questions of duty.

Resources

§ 11. (1) The heads of the service authorities (posts) shall have the administrative support of the equal treatment officers and the working groups for equal treatment issues and for the provision of the necessary resources (personnel, space and material expenses).

(2) Equal treatment officers, their deputies and the members of the working groups for equal treatment are entitled to perform their tasks at their workplace and to do so at the workplace , to use existing facilities.

(3) Travel movements in the performance of the activity as an equal treatment officer, as an equal treatment officer, as their alternates, as women's representative (contact woman) or as a member of the working group for Equal treatment issues are considered to be a business trip within the meaning of travel fee rule 1955, BGBl. No 133, in the current version.

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

(5) In the framework of § 31 B-GlBG, the Equal Treatment Officer, her alternates and the members of the Working Groups for Equal Treatment Questions should be provided with information and, if requested, all information requested, such as evaluations from pm/sap or other statistical evaluations. Statistical data are to be made available in the desired form and preparation.

Section 2-Special support measures

Increasing the proportion of women through education and training measures

§ 12. (1) Service members shall ensure that all female employees, including part-time workers, also during a statutory absence from the service, are provided with training courses and on-the-job training courses. Training courses for managers are informed. It should be noted that applications for women are particularly welcome.

(2) Admission to basic training courses as well as to seminars and advanced training courses should also be possible for part-time workers.

(3) Training courses, in particular those which qualify for acquisition in higher-quality uses and functions, must 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.

(4) In the selection of training courses, in particular management training courses and school management seminars, women must be given priority until a 50% female quota has been reached. In any case, an already achieved 50% female quota should be maintained.

Career and career planning

§ 13. (1) In the context of their duty to support, service providers have to encourage employees to attend training and further education events and also to comprehensively address them through the individual training and further education options for which they are eligible. and to provide timely advice.

(2) The promotion of women does not only have to be carried out in management positions, but must be integrated actively by the employer as well as by the immediate superiors at all organizational and hierarchical levels.

(3) In the employee interview, topics such as the transfer of tasks to their own responsibility (project management, grant and extension of the appropriation authority) are to be addressed.

Line functions

§ 14. If there is no application of women for management functions, appropriate measures must be taken by the Department of Service (Personnel Office) in order to qualify and motivate women for the assumption of leadership responsibility within the framework of a succession planning.

Information

§ 15. (1) Employees are to be informed by the responsible HR department about all models of flexible working time arrangements in connection with Karenzurlaubs-and part-time arrangements. In particular, men are also aware of the legal capacity to take advantage of a Karenzurlaubes, the division of the carence between the mother and the father, and the possibility of the carency of the Karenzurlaubes.

(2) Staff members shall be shown to be aware of the conditions and consequences of the reduction in the weekly service period.

Childcare places

§ 16. The service branch has to 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 to take all appropriate measures to meet the needs of the Federal Government. Meeting places of care for the children of the employees of the respective department.

Part-time employment and management responsibility

§ 17. The organisational conditions are to be established in order to ensure that leading positions can in principle also be carried out in part-time.

Representation of women in commissions and advisory councils

§ 18. (1) In the case of the composition of commissions pursuant to 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.

Responsibility

§ 19. 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

§ 20. 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.

3. Section-Final determination

Entry into force and external force

§ 21. (1) This Regulation shall enter into force on 1 September 2013.

(2) The Federal Minister for Education, the Arts and Culture of the Federal Ministry of Education, the Federal Ministry of Education, the Federal Ministry of Education, the Arts and Culture (BMUKK), Federal Law Gazette (BGBl). II No 341/2011, with the expiry of 31 August 2013.

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