Frauenförderungsplan Bmg - 2012

Original Language Title: Frauenförderungsplan BMG - 2012

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165. Regulation of the Federal Minister of Health on measures for the promotion of women in the sphere of action of the Federal Ministry of Health (FrauenförderPlan BMG-2012)

On the basis of § 11a of the Federal Equal Treatment Act (B-GlBG), BGBl. No 100/1993, as last amended by BGBl. I No 140/2011, shall be:

The Federal Ministry of Health's Women's Development Plan

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

(2) Measures to promote the promotion of women are to be supported by all staff, in particular the management staff.

(3) The present women's support plan provides a framework for how equality should be achieved.

1. Main item

Objectives and measures to achieve objectives

1. Objectives

§ 2. The following goals are to be achieved through the implementation of the women's funding plan:

1.

Increase in the proportion of women. The proportion of female employees is to be increased to 50% in all grades, remuneration schemes, use groups and pay groups as well as functions in the area of the Federal Ministry of Health. All measures that directly or indirectly influence the women's quota are to be aligned with this objective. The urgency of the professional advancement of women is determined by the extent of the under-representation shown in the annex to the Regulation.

2.

Equal opportunities. Women must be recognised as equal and equal partners in the professional world. At all levels of the hierarchy, a positive attitude towards women's work is to be encouraged. Women must be involved in the information and decision-making processes at all levels of the organisation. Active support measures are intended to facilitate the employees ' perception of their rights and opportunities.

3.

Awareness-raising. The self-confidence of women is to be strengthened and their professional identity to be promoted and their willingness to increase, influence, co-design, make decisions and take responsibility.

4.

Compensation of existing loads. The conditions for the compatibility of family obligations and professional interests must be optimised. All staff in the portfolio have the acceptance of the use of paternal carency or To promote parttime work on the basis of child-care obligations by men.

5.

Communication and information. The communication of women among themselves and the use of information networks should be encouraged.

6.

Involvement in decision-making processes. All the necessary conditions for equal participation of women in decision-making structures must be ensured.

7.

Personnel planning and development. In terms of personnel planning and development, the potential of women in particular is to be promoted. An essential task is to ensure equal participation of women, in particular in education and training, remuneration and promotion.

2. Measures to achieve objectives

Equal treatment and promotion of women as part of organisational development

§ 3. (1) Measures to promote women are to be set at all organisational and hierarchical levels. In order to achieve this objective, accompanying measures are needed to raise awareness among managers.

(2) Existing differences in working conditions for men and women must be eliminated. No discriminatory task assignments may be made in the definition of official duties of staff.

(3) The staff of the Human Resources Department and of all functionally competent departments shall bear the measures to be taken, to participate in the preparation and thus to take on the role of the role model function.

(4) In the context of the employee talks, it is the responsibility of the managers to motivate women to actively shape their careers and to offer support in doing so.

Protection of human dignity at work

§ 4. (1) The dignity of women and men in the workplace must be protected. Behaviour which violates human dignity, in particular degrading statements and representations (in particular posters, calendars, screen savers), bullying, discrimination by sex, age and sexual harassment on the Workplace are not to be found.

(2) Staff members shall be informed of the legal and other means of combating bullying, discrimination by sex, age and sexual harassment in the workplace.

(3) It is necessary to respect a working atmosphere, which is carried out by mutual respect.

Linguistic equality

§ 5. In all legislation, internal and external documents as well as publications of the portfolio, names of persons are to be used both in female and male or in gender-neutral form.

Information work

§ 6. (1) All new staff members-including all new members of the staff-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 used for inspection.

(2) All staff members shall be able to participate in information sessions of the equal treatment officers, as well as to make individual contact with the relevant equal treatment officers within the service period.

Resources

§ 7. (1) The activities of the equal treatment officers and contact women according to the B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I No 140/2011, is part of their service obligations. The person responsible for equal treatment and the contact women shall not be allowed to recover from their duties either during their exercise or after leaving the same person.

(2)

The agendas of the Working Group on Equal Treatment Questions in the BMG have to be taken into consideration in the BMG's business and personnel division.

(3)

The division, division and section lines shall ensure that the equal treatment officers and contact women make available the resources necessary for the performance of their activities (computer, personnel, space and equipment) .

(4)

The persons responsible for equal treatment shall be provided with the information necessary for the performance of their duties. In particular, the Chair of the Working Party on Equal Treatment

1.

to 1. The statistical data to be included in the equal treatment report are in accordance with the Regulation: the statistical data to be included in the equal treatment reports, BGBl, every second year. No 774/1993, by the Human Resources Department

2.

annual

a)

A report by the person responsible for education and training, which shows the proportion of women in the education and training programmes and the support measures for women who have been set up by the department in the field of education and training, and

b)

A report by the Personnel Department on measures to increase the proportion of women in new recordings and functional occupations in accordance with the annex, and

3.

Case-by-case

a)

written information on planned training courses by the training and training officers,

b)

written information about functional descriptions by the human resources department and the occupation of the evaluation commissions, as well as

c)

written information by the Personnel Department on new appointments of permanent commissions, temporary and permanent new recordings, service allocations and transfers and changes in the business unit

to

,

2. Main piece

Special support measures

1. Measures to increase the proportion of women employed in the workforce

§ 8. (1) The promotion of women in accordance with § 11 B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I n ° 140/2011, must be strictly observed in the case of new recordings, takeovers in the post-office area and, in particular, in the reception of carer replacement forces.

(2) In the case of invitations to tender for planning offices, the range of women's promotion activities according to § 11 B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I No 140/2011, until such time as the relevant requirements have been met.

(3) In the examination of the suitability of applicants, no discriminatory evaluation criteria may be used.

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

Child care obligations and/or part-time employment

§ 9. (1) The task of the superiors is to make provision in the context of the work planning of an organizational unit for the purpose that the tasks of the individual employees are usually to be overcome in the normal working hours. In the event of a change to part-time employment, particular attention should be paid to the corresponding reduction in the number of tasks.

(2) In the setting of meeting times, the working time of part-time workers and persons with childcare obligations shall be taken into account. 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 extra work-consideration should be given to the time requirements arising from (child) care obligations. There must be no discrimination on the part of staff.

(4) Staff members may not discriminate against part-time employment.

(5) Management positions must be designed in such a way that their acquisition can be reconciling with the responsibility for children and the family.

(6) Personnel planning and development should take into account the possibility of a family break in the career planning of both sexes.

(7) Flexible, innovative forms of work, in particular teleworking, are to be given priority to persons with child-care obligations.

Part-time employment and management responsibility

§ 10. (1) Part-time employment must not, in principle, be a reason for the exclusion of functional tasks. The organisational conditions for this are to be examined. Teamwork and project responsibility in departments are to be promoted.

(2) Part-time employment is to be possible in all areas of work and at all skill levels. The employees must be informed by the respective HR department that the working time reduction can be agreed on a limited basis and thus a return to the normal working hours is guaranteed.

Childcare facilities

§ 11. Opportunities for cooperation with childcare facilities close to the service centre must be collected and checked and the results available to staff.

3. Measures in the field of education and training

Increasing the proportion of women in the training and further training measures

§ 12. (1) The task of the immediate superiors is to inform their employees in time, to encourage them to take part and to propose concrete training steps, to take part in the selection of the courses of education.

(2) In the context of the bid to promote the education and training of staff members, the Human Resources Department has to inform employees in good time about training opportunities that are open to the respective staff. Employees who wish to do so are-as far as these correspond to the respective target group-to be sent to training events, provided that it is possible to maintain an orderly service without them.

(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 in the case of appropriate internal training, provided that women have registered. In the case of internal offers mainly aimed at employees in groups of uses where the proportion of women is higher than the male share, if sufficient women have registered, participation in this proportion shall be equivalent to that of to work.

(4) Women are to be given priority to participate in education and training events which qualify for the acquisition of higher-value uses (functions).

(5) In the case of seminars at the place of employment, the course times are to be set up in such a way that unstoppable social activities, in particular the removal of the children from the kindergarten, can be carried out in spite of the course attendance.

(6) The participation of parttime workers in educational activities must be ensured by creating the appropriate framework conditions.

(7) Part-time workers who take part in training events shall be subject to the service obligation under the applicable statutory provisions.

(8) With regard to the proportion of women in audit commissions and in the case of the members of the board, care should be taken to ensure that the present proportion of women is maintained.

(9) Lectures and scripts shall not contain any (directly and directly) women discriminating content and shall, where possible, be extended to include women-specific subject areas.

Special measures for users of the use/

Remuneration groups C/c and D/d and/or A3/v3 and A4/v4

§ 13. Courses for use/pay groups C/c and D/d respectively A3/v3 and A4/v4 are to be offered to a greater extent, providing basic skills, such as communication, language skills and teamwork.

Basic training

§ 14. Within the framework of the basic training, the responsible equal treatment officer or contact woman is sufficiently able to present himself and to present himself via the B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I No 140/2011, and to inform the Women's Development Plan.

Training of managers

§ 15. Personnel managers and all staff who perform pre-legislative functions have their own right through the B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I n ° 140/2011, and related issues relating to the promotion of women and equal treatment. In the training of managers, it is particularly important to draw attention to their commitment to promoting women.

4. Promotion of career advancement

Career and career planning

§ 16. (1) Promotion of women must not only apply to management positions, but must also apply to all organisational and hierarchical levels.

(2) There are also topics in the staff interview which relate in particular to women-such as more flexible working time arrangements.

(3) Those in a Karenz according to the Maternity Protection Act, BGBl. No 221/1979, as last amended by BGBl. I No 53/2007 or Väter-Karenzgesetz, BGBl. No. 651/1989, as last amended by BGBl. I n ° 53/2007, skills and qualifications acquired are to be commend in the course of the career assessment. Professional interruptions of women and men must not be a disadvantage for those affected.

(4) The task of the superiors is to motivate employees to take over management positions, in particular, to motivate suitable employees to participate in special training seminars and to motivate them through the transfer of tasks in To promote individual responsibility.

(5) The participation of female (including part-time) staff in management telephones is to be encouraged.

(6) 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.

Occupation of leading positions

§ 17. (1) In accordance with the requirements of the facility, women are responsible for management positions in which, according to § 11 B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I No 140/2011, which is an under-representation of women, should be given priority.

(2) The tendering texts must be formulated in such a way that women in particular feel motivated to apply. As far as the promotion of women is carried out in accordance with § 11 of the B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I No 140/2011, should be expressly stated in the calls for tenders.

(3) Requirement profiles for functions must be clearly defined and correspond to the actual requirements of the function. They are to be formulated in such a way that they do not discriminate against women either directly or indirectly.

(4) appropriate measures shall be taken by the service authority in order to qualify and motivate women to take over management responsibilities.

(5) Criteria catalogues for interviews shall be drawn up in such a way that they do not discriminate against women either directly or indirectly.

(6) The appointing commissions shall be responsible for the treatment of the responsible persons responsible for equal treatment as non-voting experts.

Organizational changes

§ 18. (1) Working groups on administrative reform measures, human resources planning and personnel development, reorganisation and future projects, such as the administrative innovation programme, should work towards an appropriate proportion of women.

(2) In the case of structure and reorganization programmes, consideration should be given to the promotion of women.

5. Promotion of re-entry

Information

§ 19. (1) The staff members shall be informed by the responsible HR department of all models of flexible working time arrangements related to maternity. In particular, men are also on the legal possibilities of using the Väterkarenz, according to the Fathers-Karenzgesetz, BGBl. No. 651/1989, as last amended by BGBl. I No 53/2007, part-time and part-time work.

(2) In the case of use of the Karenz according to the Maternity Protection Act, BGBl. No 221/1979, as last amended by BGBl. I No 53/2007 or Väter-Karenzgesetz, BGBl. No. 651/1989, as last amended by BGBl. I No 53/2007, shall be charged no later than four weeks before the re-entry, the staff member or the staff member or the supervisor shall be invited to a meeting where the future use will be clarified after the re-entry.

Special training of returnable women

§ 20. (1) The employees must be supported by targeted promotion of the training after the re-entry in the rapid reintegration at their place of work.

(2) Re-entry students should be admitted as a priority to advanced training seminars.

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

Promotion of the participation of women

§ 21. (1) In the case of the composition of commissions provided for in the rules of service law, the promotion of women is subject to the provisions of Section 10 (1) B-GlBG, BGBl. No 100/1993, as last amended by BGBl. I No 140/2011. In the case of the composition of other committees, advisory boards, working parties or comparable decision-making bodies or advisory bodies whose members are not appointed by election, the employer shall, when appoenting the members, have to strike a gender balance. In particular, it is also important to note that women are appointed as chairmen and full members.

(2) The Chairperson of the Working Party on Equal Treatment shall be informed of any new appointments made by the Commission to the Commissions provided for in the rules on the duty to pay.

7. Except K Force T rete

§ 22. With the entry into force of this Regulation, the Federal Minister of Health on measures for the promotion of women in the sphere of action of the Federal Ministry of Health (BGBl) shall enter into force. II No 303/2009, except for force.

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