466. Federal Minister for Economic Affairs, Family and Youth Ordinance on the Women's Development Plan for the Federal Ministry of Economic Affairs, Family and Youth

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 140/2011, shall be:

I. Section

General provisions

Principles

§ 1. (1) The Federal Ministry for Economic Affairs, Family and Youth 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 Development 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 for Economic Affairs, Family and youth (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.

Objectives

§ 2. The following goals are set with the implementation of the present women's subsidy plan:

1.		the increase in the proportion of women in all use, remuneration, evaluation and function groups as well as in the management functions of the Federal Ministry for Economic Affairs, Family and Youth and subordinate services to 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 in the place of employment for women's work;
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 Portfolios;
6.		the anchoring of gender mainstreaming/gender budgeting strategy in all areas of activity of the Federal Ministry for Economic Affairs, Family and Youth;
7.		the promotion of the use of parental leave by men and the optimisation of the compatibility of family obligations and professional interests.

II. Section

A. Measures to raise awareness

Active promotion of women

§ 3. In the sphere of action of the Federal Ministry for Economic Affairs, Family and Youth, equality between women and men is respected at all levels.

§ 4. (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

§ 5. (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

§ 6. (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 of the department 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

§ 7. (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) Likewise, the report according to § 12 B-GlBG, which provides information on the state of implementation of equal treatment and the promotion of women, is to be made known to all staff of the resort.

(3). Provision should be made for equal treatment in relevant publications of the department, in particular in the internal digital and analogue media, in relevant publications.

(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

§ 8. (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

§ 9. (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

§ 10. (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

§ 11. 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

§ 12. (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 of the portfolio where women are under-represented, in the field of management.

Recording or filling of functions

§ 13. 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

§ 14. (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

§ 15. (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

§ 16. (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

§ 17. 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

§ 18. (1) The heads of the departments of the department shall ensure that, in addition to the rights set out in § 37 B-GlBG, the persons responsible for equal treatment and contact persons are responsible for the resources necessary for the performance of their activities. Made available. 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 for this purpose.

(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.

III. Section

Final provisions

Reports

§ 19. 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.

Entry into force and external force

§ 20. 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 470/2010, except for force.

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