259. Federal Ministry of Labour, Social Affairs and Consumer Protection Ordinance on the Women's Development Plan of the Federal Ministry of Labour, Social Affairs and Consumer Protection

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:

The Federal Ministry of Labour, Social Affairs and Consumer Protection

table of contents

Preamble
1. Main item-objectives and measures to achieve objectives
1.	Objectives
§ 1.	Objectives
2.	Measures to achieve objectives
§ 2.	Equal treatment and promotion of women as part of organisational development
§ 3.	Measures for the protection of dignity at work
§ 4.	Linguistic equality
§ 5.	Information work
§ 6.	Resources
§ 7.	Information rights
2. Main piece-Special support measures
1.	Measures to promote the reconciliation of work and family life
§ 8.	Childcare and/or part-time employment
§ 8a.	Promotion of Väterkarenz
§ 9.	Part-time employment and management responsibility
§ 10.	Childcare facilities
2.	Measures in the field of education and training
§ 11.	Increasing the proportion of women in the training and training measures
§ 12.	Special measures for the employees of the Use/pay groups C/c and D/d and/or A3/v3 and A4/v4
§ 13.	Basic training
§ 14.	Training of managers
§ 15.	Lectures and teaching materials
3.	Promotion of career advancement
§ 16.	Career and career planning
§ 17.	Occupation of leadership positions
§ 18.	Improvement of internal information
4.	Promotion of re-entry
§ 19.	Information
§ 20.	Sliding back-up
§ 21.	Special training of returnable women
5.	Measures to increase the proportion of women in commissions and advisory councils
§ 22.	Promotion of the participation of women
Annex	Targets to increase women's shares

Preamble

The Federal Ministry of Labour, Social Affairs and Consumer Protection is committed to an active equal treatment policy.

1. Main item

Objectives and measures to achieve objectives

1. Objectives

§ 1. The following goals are to be achieved in the implementation of the women's promotion plan:

1.		Equal opportunities. Recognition of women as equal and equal partners in the professional world and a positive attitude towards the professional activities of women at all levels of the hierarchy.
2.		Awareness-raising. Strengthening the self-confidence of women, promoting personality development and professional identity-increasing willingness to influence, to help shape, to take decisions, to take responsibility. Understanding new ways of working between women and men in the profession as an opportunity for both sexes. The use of parental carence and part-time of men, in particular for the care of children and relatives, is positively evaluated and promoted by the resort.
3.		Compensation of existing loads. Create the conditions for the compatibility of family care obligations and professional interests with the appropriate framework conditions, in order to exclude disadvantages from care obligations from the outset.
4.		Information. Strengthen communication through the development of an information network.
5.		Redistribution of power. Conditions for equal participation of women in decision-making structures in accordance with their share of employment and equal participation of women and men (parity) in functions, commissions and bodies.
6.		Control. Observe development trends in the field of women's advancement and create appropriate response opportunities through targeted information.

2. Measures to achieve objectives

Equal treatment and promotion of women as part of organisational development

§ 2. (1) On the basis of the highest management level, equal opportunities in the Federal Ministry of Labour, Social Affairs and Consumer Protection must be guaranteed and equal treatment can be achieved.

(2) Measures to promote women, such as the mentoring programme for women, must be integrated into the system of human resources planning and human resources development.

(3) Existing differences in working conditions for men and women, such as, inter alia, responsibility for caring, are provided by personnel and organisational measures (such as the division of meeting times, mission orders). to balance.

(4) The representative of the personnel departments and of all functionally responsible departments is given a role model function.

Measures for the protection of dignity at work

§ 3. (1) In particular, cases of violation of the dignity of women and men in the workplace include degrading remarks, bullying and sexual harassment. In this context, Section 43a of the Civil Service Act 1979, Federal Law Gazette (BGBl). No 333, in the current version.

(2) The employees are about the legal and other opportunities to defend themselves in the event of sexual harassment and bullying, as well as about the Mobbingprevention strategy in the Federal Ministry of Labour, Social Affairs and Consumer Protection. information.

Linguistic equality

§ 4. All internal and external documents and other publications of the portfolio shall be formulated in a gender-equitable way. Names of persons are in female and/or to be used in male form, for which the technical conditions are to be created.

Information work

§ 5. (1) All employees-including all newcomers-are the women's support plan from the Human Resources Department. 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 other publications of the portfolio, in particular in the employees ' newspaper (insider/in), questions of equal treatment should be given in accordance with the scope of the provisions of the directive.

(3) After consultation with the Head of Service (s), the staff member shall be allowed to participate in information sessions of the Equal Treatment Offiders in the individual services.

Resources

§ 6. (1) In the annual budget allocation, the statutory women's promotion offers and measures shall be included as planning and distribution-relevant aspects. Measures that counteract the under-representation or discrimination against women are to be preferred.

(2) The activities of the equal treatment officers and women's representatives (contact women) according to the B-GlBG is part of their official duties. For the performance of their activities, the sections of the section, as well as the lines of the service authorities and offices, shall ensure that the necessary resources (IT, personnel, space and material expenses) are assigned to the Equal Treatment Officer. and to the women's representatives (contact women).

Information rights

§ 7. The following information rights are provided for:

1.		Statistical data according to the Federal Minister for Women's and Civil Service's Regulation on the statistical data to be included in the equal treatment reports, BGBl. II No 31/2010, by 1 March every second year (to the chairperson of the Working Party on Equal Treatment).
2.		At the request of the chairpersons of the Working Group on Equal Treatment, up to two times a year lists of management functions in the Central Office, the Federal Social Office and the labour inspectorates should be listed in accordance with the Regulation BGBl. II No 31/2010.
3.		The training departments are obliged to guide statistical documents, which show the proportion of women in the respective educational activities, as well as the number of days of schooling, separated by gender.
4.		Up to 1. At the request of the Working Party on Equal Treatment Questions, October each year, a report shall be submitted by the Training Division, with the annual statistics available. This report has, among other things, produced:
a)			The presumed causes, if the proportion of women in the women's promotion plan (§ 11 para. 3) was not reached;
b)			-support measures for women who have been placed on the part of the training departments;
c)			proposals to improve the situation;
d)			The form and content of the cooperation between the training officers of the various departments and the responsible persons responsible for equal treatment and the contact woman.
5.		Written information about planned trainings (to the responsible persons responsible for equal treatment), but not the registrations of individual employees to external training measures.
6.		Written information for function announcements (to the responsible Equal Treatment Officer):
a)			the text of the call for tenders;
b)			Occupation of the review board.
7.		Timely information about any planned change in the business and personnel division or Any planned change in organisation shall be known to the Chairman or Chairman of the Working Party on Equal Treatment Questions, with the right to deliver an opinion within two weeks.
8.		Information on planned new appointments of permanent commissions (to the chairperson of the Working Party on Equal Treatment).
9.		Information on planned temporary and permanent new recordings, service allocations and transfers (to the appropriate Equal Treatment Officer) notwithstanding the right to participate in meetings of the in the Commission, Senate, collegiate bodies and advisory councils to prepare decisions or to take decisions in matters of personnel affairs with a consultative vote.
10.		Information on job assessments for women and men in the resort in the form of a summary, tabular overview.
11.		Information regarding the number and amount of rewards-in addition to complete records of all types and sums of the rewards per employee-in the form of summary, tabular listing of all staff members in the resort.
12.		Information on the proportion of women in permanent commissions and committees to the chairperson of the Working Group on Equal Treatment.

2. Main piece

Special support measures

1. Measures to promote the reconciliation of work and family life

Child care obligations and/or part-time employment

§ 8. (1) The task of the superiors is to make provision in the context of the work planning of an organizational unit in order to ensure that the tasks of the individual employees are usually to be managed in the normal working hours. Particular attention should be paid to the corresponding reduction in the number of tasks in the event of a change to part-time employment.

(2) In the setting of meeting times, the working time of part-time workers and persons with (children's) caring duties shall be taken into account in accordance with the service possibilities. Meetings shall be as long as possible in the long term and in good time to inform the staff member.

(3) In the case of the arrangement of service appointments, in particular in the case of overtime or additional work, consideration shall be given to the time requirements arising from (children's) care obligations. It must not discriminate against staff.

(4) In the case of staff members, part-time employment shall not be subject to any discrimination.

(5) Care obligations shall be taken into account in the approval of teleworking places.

Promotion of Väterkarenz

§ 8a. The HR department informs any father about the possibility of a paternal carency as well as the new time requirements and/or new framework conditions of the employee at the latest after reporting the birth of a child.

Part-time employment and management responsibility

§ 9. Part-time employment does not, in any case, constitute an obstacle to the adoption of a leading position. It is necessary to create the organisational conditions that lead positions are generally also accessible to part-time workers. Models of teamwork and project responsibility in departments are to be tested (pilot projects in order to test new forms of content-based substitutes, internal communication processes and other framework conditions).

Childcare facilities

§ 10. If necessary, the service provider has to check cooperation possibilities with childcare facilities in the vicinity of the service centre and make the information available.

2. Measures in the field of education and training

Increasing the proportion of women in the training and training measures

§ 11. (1) The task of the immediate superiors is to inform their employees on the basis of their selection of training and further training opportunities in time, to encourage them to participate and to propose concrete training steps.

(2) The persons responsible for training have to draw the attention of the female employees of their area of responsibility to appropriate internal and external training events.

(3) In order to promote women in those areas where they are under-represented, at least half of the places available for women should be reserved for women, provided that women have sufficiently signed up for them and they correspond to the target group of this training measure. Offers which are primarily aimed at employees in groups of people in which the proportion of women is higher are to be charged in accordance with this representative office.

(4) The responsible Equal Treatment Officer should be included before the education needs are collected. In the same way, the training officers of the various departments should also include the equal treatment officers and the women's representatives.

(5) Seminars and training courses are to be provided by the training department with (children's) support, if required, or are also flexible solutions of (child) care (e.g. B. Day Mother), if otherwise a participant would be prevented from continuing education and training. If necessary, individual events with child care should also be held in the summer holidays.

(6) In the case of seminars at the place of employment, the course times shall be such as to ensure that inexorable social activities, e.g. For example, the children can be picked up from the kindergarten, despite the course attendance.

(7) The participation of parttime workers in educational activities must be ensured by providing appropriate framework conditions. It is necessary to examine whether seminars and training courses for part-time workers can be carried out to a greater extent.

Special measures for the users of the use/remuneration groups C/c and D/d or A3/v3 and A4/v4

§ 12. Courses for use/pay groups C/c and D/d and/or D/d and/or D/d are to be increased. A3/v3 and A4/v4, which include important content such as: B. Communication, language skills, teamwork, personality development and strengthening of self-awareness.

Basic training

§ 13. (1) In the context of the basic introduction, the contact woman and/or the equal treatment officer should be given sufficient opportunity to present themselves and to inform about the B-GlBG and the women's promotion plan.

(2) If no basic introduction is carried out in a service, the presentation of the contact woman and the equal treatment officer shall be carried out in a different, appropriate form.

Training of managers

§ 14. (1) Staff managers and staff responsible for organisational development have to inform themselves about the B-GlBG and related questions of the advancement of women. These topics are to be dealt with at the technical meetings of the personnel managers on the occasion of the current occasion.

(2) In the Ressorts ' executive training sessions, topics such as the promotion of women, the Federal Equal Treatment Act, the duty to deal with employees and/or their employees are to be dealt with. Special attention is paid to the ability to delegate responsibility and team work.

(3) For women in managerial positions, equal treatment officers and women's representatives (contact women) as well as women in occupational problems, participation in individual supervisions or in the case of women in professional problems should be Coaching is possible.

Lectures and teaching materials

§ 15. (1) The increase in the proportion of women in the members of the examination commissions and in the case of the members of the board of examiners is to be sought. Once a year, a list of the auditor's auditor and examiner is sent to the Equal Treatment Officer. The responsible Equal Treatment Officer will be involved in the search for new auditor and examiner.

(2) The pedagogical training seminars are to be extended to include the themes of "hidden discrimination against women", "equal treatment" and "targeted promotion of women in education and training".

(3) curricula may not contain any (indirect) women discriminating content and should be extended to include women-specific subject areas.

3. Promotion of career advancement

Career and career planning

§ 16. (1) The possibility of a family phase should be reflected in the career planning of both sexes and should not lead to any restriction of career opportunities. The audit family & occupation is to be installed as a development process for appropriate measures to reconcile family and work in the central office, in order to increase the proportion of paternal carence in the resort and to recognize the recognition of To ensure family skills in the selection of employees.

(2) At least once a year, a career and career planning seminar for women is to be offered.

(3) Women are to be targeted, inter alia in the case of project managers and work on their own responsibility, or are motivated to take over management positions.

(4) The mentoring programme for women is to continue to be offered in the entire area of the resort.

(5) In an employee interview with male and female employees, topics such as more flexible working time arrangements should be dealt with within the scope of the legal possibilities. In doing so, the assumption of care obligations by men is to be promoted.

(6) Individual development opportunities are shown in the employee interview. The employees are motivated to accept appropriate funding (e.g. participation in continuing training, transfer of tasks to their own responsibility, participation in commissions and committees).

(7) The participation of female (including part-time) staff in management channels is to be encouraged, especially in those areas where women are under-represented in the functions.

Occupation of leadership positions

§ 17. (1) In accordance with the provisions of the Annex, applicants who are not less suitable than the best-suited competitor should be given priority, unless there are grounds in the person of a competitor who are not Applicants do not have a medium or direct discriminatory effect.

(2) Promotion of women must already begin with the occupation of deputations. The call for tenders also has to be carried out.

(3) The tendering texts must be formulated in such a way that women in particular 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.

(4) In the call for tenders, applicants should be asked to take a position on issues relating to the promotion of women and equal treatment.

(5) In the absence of applications from women, the service authority must take appropriate measures within the meaning of Section 16 (3) in order to qualify and motivate women to take over management responsibility.

(6) Criteria catalogues for interviews must be drawn up in such a way that they do not discriminate against women either directly or indirectly. In order to assess leadership qualities, criteria such as: B. Social competence to be used.

(7) The Commissions in accordance with the Law on Tendering and the Follow-up Act shall be entitled to join the responsible Equal Treatment Offices as non-voting experts. Hearings should in principle be held in all cases. On the provisions of Section 12 (1a) of the German Federal Law for the Protection of the Procurement Law 1989, Federal No 85, as amended, and Section 10 (1) B-GlBG is referred to.

(8) The measures referred to in paragraphs 1 to 7 shall be discussed at the request of the equal treatment officers in regular discussions between equal treatment officers and personnel managers, and shall be monitored.

Improvement of internal information

§ 18. In order to promote the mobility of employees and to increase the potential of interested applicants, all possibilities of the internal exchange of information should be used.

4. Promotion of re-entry

Information

§ 19. (1) The employees shall be informed by the responsible HR department of all models of flexible working time in connection with maternity/paternity leave or in connection with other care obligations. In particular, men are the legal means of taking advantage of the Karenzurlaubes and/or To point out part-time leave.

(2) Not later than four weeks before the re-entry, the staff member shall be invited by the responsible human resources department or their supervisor for a call in which the future use will be clarified after the re-entry.

(3) Karenzurlauber/innen are at the latest at the time of the re-entry interview (Abs. 2) to inform the relevant training department about planned internal and external training events, provided that the training measure is temporally after the end of the grace period.

Sliding back-up

§ 20. The aim is to enable a sliding re-entry, especially in qualified areas, with accompanying measures such as reorganisation, corresponding reduction of the range of tasks in part-time employment, employee interviews.

Special training of returnable women

§ 21. (1) The employees must be supported by the targeted promotion of further education after the re-entry in the rapid reintegration at their workplace.

(2) The superiors shall be allowed to participate in a re-entry seminar, if offered.

(3) Reinstates should preferably be admitted to advanced training seminars.

(4) Reinstates shall also be offered for coaching and individual supervision.

5. Measures to increase the proportion of women in commissions and advisory councils

Promotion of the participation of women

§ 22. Personnel managers and superiors have to promote women who aspire to work in commissions and advisory councils.

Hundstorfer