Wife Promotion Plan Of The Federal Ministry For Labour, Social Affairs And Consumer Protection

Original Language Title: Frauenförderungsplan des Bundesministeriums für Arbeit, Soziales und Konsumentenschutz

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259. Regulation of the Federal Minister for labour, Social Affairs and consumer protection regarding the woman promotion plan of the Federal Ministry for labour, Social Affairs and consumer protection

On the basis of section 11a of the federal equal treatment Act (B-GlBG), Federal Law Gazette No. 100/1993, as last amended by Federal Law Gazette I no. 140/2011, is prescribed:

Wife promotion plan of the Federal Ministry for labour, Social Affairs and consumer protection

Table of contents


1. main piece - objectives and measures to achieve targets



§ 1.



Measures to achieve targets

§ 2.

Equality and advancement of women as part of the organization development

§ 3.

Measures for the protection of the dignity at work

§ 4.

Linguistic equal treatment

§ 5.

Information work

§ 6.


§ 7.

Information rights

2. main piece - special support measures


Measures to promote the reconciliation of work and family

§ 8.

Child care and/or part-time employment

§ 8a.

Promote parental leave

§ 9.

Part-time work and leadership

§ 10.

Child care facilities


Measures in the field of education and training

§ 11.

Boost woman share in the education and training activities

§ 12.

Special measures for service workers the

Usage / pay Group C/c and D/d or A3/v3 and A4/v4

§ 13.

Basic training

§ 14.

Training for managers

§ 15.

Lecturers and teaching materials


Professional promotion

§ 16.

Career and career planning

§ 17.

Filling leadership positions

§ 18.

Improvement of internal information


Promotion of the re-entry level

§ 19.


§ 20.

Rolling back entry

§ 21.

Special training of the returners


Measures to increase the women share in commissions and advisory boards

section 22.

Promote the involvement of women


Targets to increase the female share


The Federal Ministry for labour, Social Affairs and consumer protection is committed to an active policy of equal treatment.

1. main piece

Objectives and measures to achieve targets

1. objectives

§ 1. Objectives are to be achieved in the implementation of the women development plan:

1. equality of opportunity. Recognition of women as equivalent and equal partners in the world of work and a positive attitude towards the employment of women at all levels of the hierarchy.

2. awareness raising. Women strengthen self-confidence, personality development and vocational identity promoting - increase the willingness to exert influence, to shape, to make decisions, to take responsibility. As an opportunity for both sexes understand new ways of cooperation between women and men in the profession. The use of parental leave and part-time work by men, particularly for the care of children and relatives, is positively evaluated by the Department and promoted.

3. compensation of existing burdens. Create the conditions for the compatibility of family care obligations and professional interests through appropriate framework conditions to exclude care handicaps from scratch in.

4. information. Enhance communication through the establishment of an information network.

5. redistribution of power. Create conditions for equal participation of women in the decision-making structures in proportion to their share of employment and equal participation of men and women (parity) in functions, commissions, and committees.

6. control. Trends observed in the field of advancement of women and create corresponding through targeted information response opportunities.

2. measures to achieve targets

Equality and advancement of women as part of the organization development

2. (1) starting is by the highest management level to ensure equality of opportunity in the Federal Ministry of labour, Social Affairs and consumer protection and to achieve equal treatment.

(2) the measures for the advancement of women such as 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 the working conditions for men and women, including support responsibility, are human and organizational measures (for example, classification of session times, travel jobs) to compensate.

(4) a role model is the representative Wu of personnel departments and all functional departments.

Measures for the protection of the dignity at work

Practices, which violate the dignity of women and men in the workplace, include § 3 (1) particularly derogatory remarks, bullying and sexual harassment. In this context officials service law referenced § 43a 1979, Federal Law Gazette No. 333, as amended.

(2) the employees are over the legal and other options, to defend themselves in sexual harassment and bullying, as well as to inform about the bullying prevention strategy in the Federal Ministry for labour, Social Affairs and consumer protection.

Linguistic equal treatment

§ 4. All internal and external documents and other publications of the Department are to formulate gender meet. References are to use, what are the technical requirements to create in female or male form.

Information work

§ 5 (1) all - all new entrants - is staff-seekers of woman promotion plan by the human resources department or Office Management note. The current wife promotion plan is to put in each Department for inspection and to publish in the intranet.

(2) in other publications of the Department, in particular in the employee/internal newspaper (Insider/in), questions of equal treatment according to space to give.

(3) participation in information sessions of the compliance officer in the individual departments is the staff-seekers after consultation with the the Ellen head to enable.


The legal wife funding bids and measures are § 6 (1) in the annual budget allocation as a planning and distribution-relevant aspects. Measures that counteract the under-representation or disadvantage of women, are preferred to schedule.

(2) the activities of the compliance officer and women's representative (contact women) in accordance with the B GlBG is part of their official duties. For the exercise of their activity the section lines, as well as the lines of the service authorities and bodies that have to take care, that the necessary resources (computer, personnel, space and administrative expenses) are provided the compliance officer and the women's representative (how to contact with women).

Information rights

§ 7. Following information rights are foreseen:

1. statistical data according to the regulation of the Federal Minister for women and civil service to be included in the equal treatment reports statistical data, Federal Law Gazette II No. 31/2010, until 1 March every second year (on the Chairman of the Working Group for equality issues).

2. at the request of the Chairman of the Working Group for equality issues tabular listings of management positions in the Central Office, the Federal Social Welfare Office and the Arbeitsinspektoraten according to Regulation BGBl. to create up to two times in the year II No. 31/2010.

3. the education departments are committed to the management of statistical documents, from which the proportion of women in the respective educational measures, as well as the number of training days - separately are shown by gender -.

4. until 1 October of every year is a report including the annual statistics at the request of the Working Group for equality issues by the Education Department to give. This report has to emerge and others: a) the suspected causes, if (§ 11 ABS. 3) the proportion of women provided for in the Frauenförderungsplan is not achieved.


Support measures for women who have been placed on the part of the education departments;

(c) proposals for improving the situation;

d) form and content of the cooperation between mediations of individual departments and the responsible compliance officer and contact Mrs.

5. written information on scheduled trainings (at the competent compliance officer), but not applications individual staff to external training.

6. written information in function calls (to the competent compliance officer): a) specification prior to dispatch;

b) occupation of the Evaluation Commission.

7. timely information about any planned changes in business and assignment of staff or any planned organizational change is to announce the or the Chairman of the Working Group for equal treatment issues, with the right to give its opinion within two weeks.

8. information about planned renewal of permanent commissions (on the Chairman of the Working Group for equality issues).

9 information about planned temporary and permanent additions, service allocations and transfers (to the competent compliance officer) irrespective of in article 10, paragraph 1 B GlBG laid down right to participate in meetings of the commissions provided for in the legislation of the service, Senate, collegial bodies and advisory committees to prepare decisions or to decide personnel matters with an advisory vote.

10 information concerning evaluations for women and men in the Department in the form of summary, tabular overview.

11. information relating to the number and amount of awards - in addition to full records of all kinds and amounts of rewards per employee – in the form of summary, tabular list of all employees in the Department.

12 information on the proportion of women in permanent commissions and meetings to the Chairman of the Working Group for equality issues.

2. main piece

Special support measures

1. measures to promote the reconciliation of work and family

Child care duties and/or part-time employment

§ 8 (1) task of the supervisor is to meet that the tasks of the individual employees to cope with are usually in the normal working hours within the work planning of an organizational unit for this provision. Particular attention is to put on the corresponding reduction in the task panes when switching to part-time work.

(2) when establishing meeting times is in accordance with the service options on the working hours of part-time workers and people with the (children's) care to take into account. Sessions are to plan as far as possible in the long term and in time to announce to employees.

(3) the arrangement of official appointments, especially for overtime or additional work is on the temporal requirements arising from (child) care responsibilities, to take into account. It may adult no disadvantage for the staff from it.

(4) for the servants no disadvantage may arise from part-time employment.

(5) care responsibilities are primarily taken into account in the approval of telework.

Promote parental leave

§ 8a. The human resources Department informed every father at the latest after notification of the birth of a child about the possibility of parental leave as well as the new temporal requirements or new framework conditions of the employee.

Part-time work and leadership

§ 9 part-time employment represents an obstacle to taking a leadership position in any case. It the organisational conditions must be created, that management positions are accessible also part-time workers. Models of team work and project accountability in departments will be trialled (pilot projects to test new forms of substantive representation, internal communication processes and other conditions).

Child care facilities

§ 10. In case of need, the employer has to examine opportunities for cooperation with child care facilities close to the services and to provide the information.


2. measures in the field of education and training

Boost woman share in the education and training activities

§ 11 (1) item of the immediate supervisor is to inform their employees on related to the selection and training opportunities in a timely manner, to encourage them to participate and to propose concrete steps of training.

(2) the mediations have to draw attention to their area of responsibility to appropriate internal and external training courses and the service workers.

(3) to promote women in those areas where they are under-represented, at least half of the seats for women is in the appropriate education and training opportunities to reserve; If women have logged enough and they correspond to the target group of this training. Offers, mainly targeted at employees in using groups, where the proportion of women is higher, are to feed according to this representation.

(4) the competent compliance officer is to involve prior to the survey of the training requirement. As well, the training officer of the individual departments should include the compliance officer and the women's representative.

5) seminars and training courses are offered if required by the Education Department (children's) support, or are also flexible solutions (E.g. childminders) (children's) care to offer, if otherwise a / e participant on education and training would be prevented. Individual events with childcare also during the summer holidays should be held if necessary.

(6) in the case of seminars at the place of employment, so as to bring the course times are to perform urgent social activities, such as picking up the children from the kindergarten, in spite of the course visit.

(7) the participation of part-time training is to ensure the provision of appropriate framework conditions. It is to consider whether seminars and training for part-time employees in reinforced extent can be performed.

Special measures for service workers the usage / pay Group C/c and D/d or A3/v3, A4/v4

§ 12. There are courses for the usage / remuneration groups increasingly to offer A4/v4, A3/v3 and D/d or C/c, which contained important content such as such as communication, language skills, teamwork, personal development, and strengthening of self-consciousness.

Basic training

Section 13 (1) within the framework of the basic introduction is to provide sufficient way the contact Ms. or the compliance officer, to imagine and to inform about the B GlBG and woman promotion plan.

(2) no basic introduction is performed in an Office, has to be the idea of contact women and the equality officer in another appropriate form.

Training for managers

Section 14 (1) managers and staff who are tasked with the organisation development measures have to inform about the B-GlBG and related issues of the advancement of women. These issues should be treated in the technical meetings of the HR personnel in light of recent events.

(2) in the leadership training of the Ministry, topics such as promoting women, federal equal treatment Act, service regulations, dealing with employee-seekers should be treated. Particular attention is to put to the delegation of responsibility and team work capability.

(3) for women in leadership positions, equal treatment and women's representative (how to contact with women), women in professional situations, you should enable the participation of individual supervision and coaching.

Lecturers and teaching materials

Section 15 (1) is aiming at increasing the proportion of women on the members in examination boards and speakers. Once a year a list of the speakers and Inspector Wu of the Department transmitted to the compliance officer. The competent compliance officer is included in the search for new speakers and Auditors-seekers.

(2) the educational training seminars for lecturers are to expand the topics "hidden discrimination against women", "Equality" and "promotion of women in the education and training".

(3) curricula should contain any of the (indirect) wife discriminatory content and to expand women-specific topics.

3. professional promotion

Career and career planning

16. (1) the possibility of a phase of family should in the careers of both sexes equivalent incorporated and should lead to any restriction of career opportunities. The audit family & profession is as a fix to install development process for appropriate action to the reconciliation of family and work in the Central Office, among other things to increase the percentage of parental leave in the resort and to ensure the recognition of family competences in the MitarbeiterInnenauswahl.

(2) a career and career planning seminar is at least once a year for women to do.

(3) women should specifically, project management and work on their own responsibility, be encouraged and motivated to take on management positions.

(4) the programme of mentoring for women is continue to offer in the entire Department.

(5) in the MitarbeiterInnengespräch, such as more flexible working time arrangements within the framework of the legal ways to treat are with male and female servants. This is to promote the acquisition of care responsibilities by men.

(6) the MitarbeiterInnengespräch shows up individual development opportunities. The employees are motivated, appropriate funding (including participation in training, delegation of tasks on their own responsibility, participation in commissions and bodies) to accept.

(7) the participation of female (also part-time) servant leadership courses is to encourage, particularly in those areas where under-representation of women in the functions.

Filling leadership positions

Applicants that are not less suitable than the best competitors, prefers to order, if not outweigh the underlying reasons that have no central or directly discriminatory effect against applicants, in the person of a competitor are § 17 (1) in accordance with the specifications in the appendix for all functions.

(2) the advancement of women must start already at the cast of delegates. The tender of also these functions has to be carried out.

(3) the tender texts must be worded that specifically women to apply feel motivated. If affirmative action are according to the paragraphs 11 b and 11 c of B GlBG, is expressly to point out in the tenders.

(4) in the specification text are to call on candidates, to take a stand on issues of women's empowerment and equal treatment.

(5) be no applications from women, to put appropriate measures within the meaning of § 16 para 3 to qualify and motivate women for leadership accountability by the service authority.

(6) criteria for job interviews are to create that they neither directly nor indirectly discriminate against women. There are criteria such as social competence to be used for assessing leadership continue.

(7) the commissions in accordance with competition law and the reconstructed have to consult the competent compliance officer as a non-voting experts. In principle, hearings should be held in all cases. The provisions of § 12 par. 1a tender Act 1989, BGBl. No. 85, as amended, and section 10, paragraph 1 B GlBG referenced.

(8) that are measures mentioned in paragraphs 1 to 7 at the request of the compliance officer in regular meetings between the compliance officer and HR managers to advise and to monitor their implementation.

Improvement of internal information

§ 18. To promote the mobility of employees and increasing the potential for interested applicants, all the possibilities of the internal Exchange of information should be used.

4. promotion of the re-entry level


The employees are section 19 (1) by the responsible personnel Department of all models of a flexible organisation of working time in connection with the maternity/paternity or in connection with other care obligations to inform. In particular, men on the legal possibilities of the use of parental leave or part-time parental leave are noted.

(2) no later than four weeks before returning the officials of competent human resources or by her or her is to invite supervisors to a conversation where the future use will be clarified after the re-entry.

(3) parental leave cheques are to inform, unless the training time after the waiting period at the latest at the time of restart entry conversation (para. 2) by the Department of education about planned internal and external training courses.

Rolling back entry

§ 20. It a moving return especially in qualified areas with accompanying measures such as reorganisation, to enable appropriate reduction of the remit for part-time work, MitarbeiterInnengespräch,.

Special training of the returners

The employees are § 21 (1) to support through the promotion of training after returning for the rapid reintegration in their workplace.

(2) the supervisor shall participate in a back entrance seminar - if available - allow.

(3) returnees should preferably be admitted to training seminars.

(4) returnees also coaching and individual supervision is offered.

5. measures to increase the women share in commissions and advisory boards

Promote the involvement of women

§ 22 HR managers and supervisors have women who aim participation in commissions and advisory boards to promote.