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Frauenförderungsplan Bmlfuw 2015

Original Language Title: Frauenförderungsplan BMLFUW 2015

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333. Federal Ministry of Agriculture, Forestry, Environment and Water Management Ordinance on the Women's Development Plan of the Federal Ministry of Agriculture, Forestry, Environment and Water Management (FrauenförderPlan BMLFUW 2015)

Due to § 11a of the Federal Equal Treatment Act (B-GlBG), Federal Law Gazette (BGBl). N ° 100/1993, as last amended by the Federal Law BGBl. I No 65/2015, shall be arranged:

table of contents

1. Section: General provisions

§ 1.


§ 2.


§ 3.


§ 4.

Data base

Section 2: Personnel measures

§ 5.


§ 6.

Selection procedure

§ 7.

Occupation of posts

§ 8.

Mandatory preferences

§ 9.

Commissions, Advisory Councils and Supervisory Boards-Composition

§ 10.

Secondary activity

§ 11.

Other personnel measures

Section 3: Organisational measures

§ 12.

Gender mainstreaming

§ 13.

Gender budgeting

§ 14.

Protection of human dignity at work

§ 15.

Linguistic equality

§ 16.

Information of the employees

§ 17.

Information rights of the Working Party on Equal Treatment

§ 18.

Working Group on Equal Treatment

§ 19.

Measures to promote the reconciliation of work and family life

§ 20.


§ 21.


4. Section: Training and training

§ 22.

Education and training

§ 23.

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

§ 24.

Promotion of career advancement-junior managers

Section 5: Final determination

§ 25.

Entry into force and external force

Appendix 1

Appendix 2

Section 1

General provisions


§ 1. (1) The Federal Ministry of Agriculture, Forestry, the Environment and Water Management is committed to an active gender equality and equality policy, to equal opportunities for women and men and to the reconciliation of work and family life. . Measures to implement these principles shall be supported by all staff, in particular those of all superiors. The implementation of the measures referred to in this Regulation is one of the duties of the organ walters responsible for this.

(2) The internal audit has to include compliance with the B-GlBG and the regulation in its audit report.


§ 2. The present women's promotion plan provides a framework for the implementation of equality and equal treatment in all those central, subordinated and assigned departments (§ 2 para. 1 B-GlBG) of the Federal Ministry of Land-and Forestry, the environment and water management (Ressort according to § 2 paragraph 3 B-GlBG), for which no own women's promotion plan has to be drawn up.


§ 3. The objectives of the implementation of the women's support plan are as follows:


Increase in the proportion of women:

The increase in the proportion of women is to be made in accordance with the provisions of § § 11 ff B-GlBG (50%) in the use and pay groups in which women are under-represented. The urgency of the advancement of women is determined by the extent of the under-representation. In any case, an already achieved quota of women is to be respected. The mandatory requirements of § 8 are to be complied with in order to increase the proportion of women in management positions and supervisory boards. The equal participation of women in decision-making and advisory bodies should be provided in proportion to their share of employment.


Integration of women's promotion and gender mainstreaming

The integration of women's promotion into human resources planning and development is to be undertaken. All decision-making processes must be adapted in such a way as to seek to reduce the disadvantages of women who are defined by existing socio-political conditions and who work into the working life. The strategy of gender mainstreaming is to be established in all areas of activity of the portfolio.


Reconciliation of work and family life

Ensuring the compatibility of work and family with women and men as well as the promotion of acceptance for the use of paternal carency and/or Part-time work on the basis of child-care obligations by men must be sought.

Data base

§ 4. The present women's promotion plan was drawn up on the basis of the percentage of women in the total number of employees permanently employed as of December 31, 2014. The breakdown of the number of women on the mentioned cut-off date is given in Appendix 1 and Annex 2.

Section 2

Personnel measures


§ 5. (1) Prior to the invitation to tender for all functions in the department, the Chairman of the Working Party on Equal Treatment shall be informed of the intention to make an appointment or an invitation to tender and the text of the invitation to tender shall be informed in the light of the views. -

(2) Tendering texts should be drawn up in a female and male or gender-neutral form and shall not contain any additional comments which may be made to indicate a particular gender.

(3) Tendering texts have to contain the indication that the service authority (office) seeks to increase the proportion of women and therefore expressly calls for qualified women to apply and women with equal qualifications according to § 5 Section 2b of the 1989-AusG, BGBl. No 85/1989 in the current version (50%).

(4) Requirement profiles for functions need to be clearly defined to correspond to the actual requirements of the function and should be formulated in such a way that women are not disadvantaged either directly or indirectly.

(5) All current calls for tenders in the portfolio should be mentioned on the homepage of the intranet.

Selection procedure

§ 6. (1) The selection decision shall not discriminate against the following criteria in particular:


existing or prior interruption of employment;


existing or former part-time work,


Age and age


Family stand.

(2) The existence of a pregnancy must not be grounds for refusal of inclusion in the service relationship or the non-renewal of the service relationship.

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

(4) In the case of admission interviews, women discriminating against women (e.g. family planning) have to be prevented from taking place. In assessing the suitability of applicants, it is not possible to use evaluation criteria based on a discriminatory, role stereotype understanding of the sexes.

(5) In order to assess leadership qualities, social competence as well as gender competence are to be used as criteria.

(6) The skills and qualifications acquired in a Karenz are to be appropriately appreciated.

Occupation of posts

§ 7. For all functions, applicants who are equally suitable as the best-suited competitor should, in any case, order as long as the proportion of women in the total number of employees permanently employed in the area of action of the respective service authority according to § § 11 ff B-GlBG (50%) is reached. The promotion of women is to be respected, in particular in the case of new recordings, takeovers in the area of posts, the filling of substitutes, the reception of carenders, as well as administrative practitioners.

Mandatory preferences

§ 8. (1) In accordance with Section 11a (3) B-GlBG, the increase in the proportion of women in accordance with the applicable personnel reception regulations of the Federal Government must be achieved by the following guidelines:


The proportion of women as of December 31, 2014 must not be undershot.


The proportion of women is to be increased as follows:

Women's share 31.12.2014

Women's share 31.12.2016









(2) A written evaluation of the implementation and impact of the measures for the promotion of women is to be submitted by the employer of the Working Group on Equal Treatment by 1 August of each year at the latest, beginning on 1 August 2015. In the event of non-compliance with the mandatory requirements, the evaluation shall be accompanied by a written statement of reasons and specific information on the achievement of the requirements. This report shall be published in an appropriate manner.

(3) In undertakings in which the federal government is involved with 50% and more, the proportion of women in the federal quota in the respective supervisory board will be increased from 25% to 35% by 31 December 2018.

Commissions, Advisory Councils and Supervisory Boards-Composition

§ 9. (1) In the case of the composition of commissions according to § 10 B-GlBG and supervisory boards, the range of women's promotion is to be taken into account.

(2) For the purpose of ordering the Commissions provided for in the Regulations, the ratio of female and male staff members should be taken into account.

(3) In the case of the persons to be ordered by the service provider, women shall be appointed in the number corresponding to the numerical ratio of male and female staff.

(4) The chairperson of the Working Party on Equal Treatment or a person reputable by the Working Party shall have the right to participate in meetings of the Commissions or of the Senate concerned with an advisory vote. This includes, in particular, the right to take the floor, to submit applications and questions, to participate in an advisory role, and to take account of the documents and documents, respectively. documentation in this regard.

(5) In accordance with Section 12 (5) of the German Foreign Office, an expert opinion which does not comply with the advice provided by the Equal Treatment Officer may, at the request of the chairpersons of the Working Group on Equal Treatment or Equal Treatment, or the staff of which it has been repudiated, the opinion of which shall be attached to the opinion under closure.

(6) Inrespect of the provisions of § 10 B-GlBG is in the composition of commissions and advisory boards other than those provided for in the rules of service, such as in particular working groups, project groups, delegations, podiums, decision-making bodies. in the course of restructuring or comparable decision-making or advisory bodies, to ensure that the service provider has a gender balance. In particular, women are also to be ordered as chairmen. In any case, a member of the Working Group on Equal Treatment Questions is to be ordered. On the part of the employer, at least one female member is to be ordered.

(7) Personnel responsible and supervisors shall support and promote female employees who wish to cooperate in commissions, advisory boards, supervisory boards and other bodies.

Secondary activity

§ 10. In the case of the transfer of secondary activities, which are perceived by employees, a gender-specific balance must be carried out in the case of an equivalent qualification.

Other personnel measures

§ 11. The implementation of the women's promotion plan is also followed by the following personnel measures:


Measures to promote women, such as mentoring programmes for women, should be integrated into the system of human resources planning and human resources development;


The representatives of the service provider, in particular the departments responsible for personnel agendas, as well as the managers of the department, have to contribute to the measures to be taken, to participate in the preparation of these measures and thus to participate in the development of the Take over the role of role model;


Within the framework of the employees ' discussions, it is the responsibility of managers to actively support women in the development of their careers;


It is necessary to raise awareness of the implementation of measures to promote women through accompanying measures (e.g. training).

Section 3

Organisational measures

Gender mainstreaming

§ 12. The Federal Ministry of Agriculture, Forestry, the Environment and Water Management is continuously reviewing all the actions it has set for its possible gender impact, in order to ensure that all forms of gender-specific gender-specific impact are To avoid discrimination. Gender studies should include the perspective of gender relations in all decision-making processes.

Gender budgeting

§ 13. According to guidelines and criteria for budgeting and budget allocation, the statutory women's support bids of the B-GlBG and the support measures contained in this regulation are considered as planning and distribution-relevant aspects. , Budget applications, which in particular counteract the under-representation or discrimination against women, shall be given priority and shall be taken into account in accordance with the available resources.

Protection of human dignity at work

§ 14. (1) The dignity of women and men in the workplace must be protected. Practices, behaviours, representations and publications of all kinds and statements that violate human dignity include sexual harassment, bullying and bossing, and must not be tolerated by superiors . The service provider shall take appropriate measures to raise awareness.

(2) The employees are the legal and other means of combating discrimination in the sense of the B-GlBG, bullying and sexual harassment in the workplace, above all also on the occasion of a To inform employees and staff.

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

Linguistic equality

§ 15. (1) In order to promote the principle of equal treatment, names of persons are to be used in all internal and external documents and publications of the BMLFUW in female and male or gender-neutral form. Provision is made for the possibility of providing this on door signs and business cards. Improper differentiations between women and men must be avoided.

(2) All designations in question, as well as all official titles and designations of use of women, are to be used in the female form, unless they expressly contradict them.

(3) In the context of the current and future use of EDP software, consideration should be given to gender-appropriate language use.

Information of the employees

§ 16. (1) All employees, including new members of staff, shall be notified in an appropriate manner by the service provider of the women's promotion plan. Access to this information as well as to the report according to § § 12 and 12a B-GlBG shall be provided in each service.

(2) All staff members shall be informed of the function and duties of the Equal Treatment Officer. The goals of the women's promotion plan are to be mentioned in the employee interviews.

(3) An intranetlink shall be made available by the service provider.

(4) All employees shall be able to participate in information sessions of the equal treatment officers or to make individual contact with the responsible equal treatment officer within the service period.

(5) In the relevant publications of the portfolio, in particular in internal newspapers and digital media, questions of equal treatment should be given in accordance with space.

(6) The persons identified in the Business and Personnel divisions for women and/or Matters relating to parental rights, such as maternity protection, leave for sick leave, part-time employment and their consequences for the service, employment and pension rights, are discussed.

Information rights of the Working Party on Equal Treatment

§ 17. (1) Information should be provided to the equal treatment officers and their deputists for the tasks in accordance with § 31 B-GlBG and all the information required for the performance of their tasks, such as B. Protocols, evaluations from the personnel system of the Federal Government or other statistical evaluations. In particular, the following information shall be made available by the service provider:


the educational report, which shows the proportion of women in the respective educational activities, as well as the number of days of schooling, separated by sex;


the rate of women among all staff members in accordance with the provisions of Section 11a B-GlBG, at a distance of two years from 31 December;


If the increase in the quota of women as defined by this Regulation is not achieved in one case, in accordance with § 8, this shall be justified in writing by the Head of Service or by the Head of Service. The planned measures to achieve the goal of the women's funding plan are to be set out in the Working Group on Equal Treatment Issues;


the income report according to § 6a B-GlBG;


Information on planned organisational changes;


Information on planned new appointments of permanent commissions;


The responsible personnel responsible have written to the Federal Equal Treatment Commission and the Working Group on Equal Treatment Questions in writing about the measures of the Federal Equal Treatment Commission set up under the opinion of the Federal Equal Treatment Commission. to report;


Information and invitations to other working groups relating to the working environment of staff members.

(2) Prior to the occupation of all functions of the central management by the Head of Service or the Head of Service, the Vice-President of the Working Group on Equal Treatment Questions, in the subordinated areas, shall be appointed by the service provider. to inform in writing the following information (documents), with the possibility of giving an opinion:

1. the invitation to tender;

2. the composition of the review board;

3. the application documents.

(3) The current state of implementation of the measures referred to in the Women's Development Plan shall, at the request of the Working Party on Equal Treatment Questions, provide the employer with a half-yearly Jour fixe.

Working Group on Equal Treatment

§ 18. (1) The equal treatment officers shall be provided with the personnel and material resources necessary for the performance of their functions (§ § 30, 31 B-GlBG) and the working time necessary for the performance of their duties. In order to fulfil its duties, the Working Party on Equal Treatment Questions shall be provided with the necessary financial resources.

(2) The members of the working group shall be shown in the business and personnel division and in the electronic telephone directory with their function according to B-GlBG.

(3) The equal treatment officer and the women's representative is the participation in training events, in particular on issues such as equal treatment and promotion of women, service, budget and organisational law, as well as rhetoric and negotiation technology to allow for the normal amount of service within the period of service, in so far as it allows the service requirements.

(4) The activities of equal treatment officers and women's representatives are part of their official duties. The service provider shall take particular care in this area of the administration for all service provisions. On the basis of the activities of the Equal Treatment Officer (r) and the Women's Representative, there must be no discrimination at any level during the exercise of this function and also after leaving this function.

(5) Travel movements in the performance of the function as equal treatment officer (s) and women's representative as well as, in particular, participation in meetings and submissions to the Federal Equal Treatment Commission shall be deemed to be a business trip within the meaning of Federal travel fee in the current version, which is to be assigned to the cost center of the Working Group on Equal Treatment Questions.

(6) At least 60% of the Working Party on Equal Treatment shall be women.

(7) The women's representatives and equal treatment officers are made free of instructions regarding the performance of their duties from the B-GlBG and this Regulation.

Measures to promote the reconciliation of work and family life

§ 19. (1) For persons with care obligations, individual regulations of their working time and their division of work are to be sought within the scope of the legal possibilities.

(2) All staff, in particular men, shall be informed by the Human Resources Department of all models of flexible working time arrangements relating to parenthood, and the legal capacity to take advantage of of karating holidays, paternal or part-time work, etc.

(3) In the setting of meeting times, the working time of part-time workers, or Staff with supervision duties shall be taken into account. Meetings shall be


within the block period,


planning in the long term and


to inform the staff member concerned in good time.

(4) In view of the reconciliation of work and family life, it is important to consider that training opportunities are offered within the block period. From or Further training events are to be held in the vicinity of the office. If necessary, the need for childcare needs to be taken into account.

(5) In the case of the arrangement of overtime or additional work, consideration should be given to the time requirements which arise from care obligations.

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

(7) In the case of all employees, the acceptance of the use of paternal carence and part-time work on the basis of child-care obligations by men must be promoted.

(8) Flexible, innovative forms of work, such as B. Telework, priority should be given to persons with care obligations.

(9) In accordance with budgetary possibilities, further organisational measures are required to promote the reconciliation of work and family life (e.g. Company kindergarten, holiday care).


§ 20. (1) The employer shall allow the intended part-time work to be carried out, insofar as this is possible with the maintenance of an orderly service. Part-time employment is to be made possible in all areas of work and at all qualification levels, in particular by promoting teamwork and project responsibility.

(2) The employer creates the organisational conditions that lead positions are also accessible to part-time employees. In principle, part-time employment has no reason to be a management responsibility.

(3) The use of part-time employment shall not result in any discrimination for staff members; in particular, the employer must point out that the reduction in working time may be fixed on a fixed-term basis, and thus: a return to normal working hours is guaranteed.


§ 21. (1) The Human Resources Department has the respective staff who have reported the occurrence of a pregnancy about their rights and opportunities concerning maternity protection, caring leave and/or -to inform about the distribution of the carence, re-entry, kindergarten, holiday care, teleworking and possible flexible working time models, including the possibility of a time limit for the period of time.

(2) The information can also be provided by means of information sheet or any brochures on this subject.

(3) In particular, reference should be made to the use and participation of the child's grandfather in the carence.

(4) Not later than three months before the re-entry, the carded staff member shall be informed about the future use by the supervisor (s) or the supervisor (s). to be informed by the Human Resources Department.

(5) In the event that a return to the previous workplace is not possible, a friendly solution for future use between the staff member, the superiors and the superiors shall be a solution in accordance with the requirements of the service. Human Resources Department.

(6) The respective education programme shall be transmitted annually to the Carenzeans. Above and beyond that ex-or internal training events are to be informed separately and in a timely way.

(7) It is possible for Karenzierte to have the possibility of having to be noted before the end of the grace period for further training events with the persons responsible for education.

(8) Throughout the period of grace, particularly in the last three months prior to the re-entry, the flow of information to the Carenzeans is provided by the transmission of up-to-date information relating to the workplace; Documents to be maintained on the part of the respective departmental head, provided that the carded person requires this. On a voluntary basis, it is possible to allow carded staff in leisure time to take part in service meetings, departmental meetings or training.

(9) The Karenzered are also to be invited to internal events of the resort such as company outings and Christmas parties.

(10) Immediately after the re-entry, special seminars for rapid reintegration, such as: B. EDP training and information on current projects in the workplace.

(11) The specific needs for training and information on a case-by-case basis shall be in consultation with the service provider or the service provider. To collect those responsible for education.

(12) Re-entrants and returnees are to be admitted as a priority for advanced training seminars.

(13) A sliding re-entry is also to be made possible in qualified areas with accompanying measures such as reorganisation and corresponding reduction of the task area. This has to be proven to lead to an employee interview.

(14) Staff receiving childcare allowance shall, if desired, be able to offer a small amount of employment.

(15) After the return of female service workers from the maternity protection or In the case of the transfer of tasks (work organisation), special attention should be paid to the responsibilities of these staff, in particular in the division of services, in the case of the transfer of tasks (work organisation). Applications for change of use to facilitate the reconciliation of work, family and nursing are to be taken into account, unless there is an important service interest.

Section 4

Training and further training

Education and training

§ 22. (1) A specific chapter on women's and gender-specific events should be provided for in the educational concept/programme of the resort, with the creation of equal rights and gender mainstreaming representatives being a co-operative right when it is drawn up.

(2) Training courses, in particular those which qualify for acquisition in higher-quality uses and functions, must, until the achievement of the women's quota specified in § § 11 ff B-GlBG, primarily be allowed to women. This also applies to initial and continuing training courses with limited participation.

(3) The persons responsible for education shall draw the attention of the employees to appropriate internal and external training events. It should be noted that applications for women are particularly welcome.

(4) The participation in education and training events is also to be made possible for employees who are part-time. Furthermore, it is necessary to take care of a family-friendly organisation in the planning of training seminars. 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.

(5) Female staff members shall be allowed to participate in events referred to in paragraph 1 above the time scale provided for in the training place, provided that they permit the service requirements.

(6) The responsible staff/training department shall be informed of the number of participants in internal and external training events, on request, of the responsible persons responsible for the equal treatment of persons.

(7) The service provider shall ensure that personnel managers and all staff who exercise the role of the supervisor are informed about the B-GlBG, the related issues of the promotion of women and equal treatment and the ressortspecific Women's promotion plan is informed. In the course of their training, managers are particularly aware of their obligation to promote women and to draw attention to the ressortspecific women's promotion plan and the contents of the B-GlBG.

(8) The provision of training courses for managers and managers has also to cover the issues of "women's discrimination", "bullying", "equal treatment" and "gender mainstreaming".

(9) Management staff, equal treatment officers, their alternates, as well as staff in problem situations is the participation in individual supervisions or in the case of individual supervisions. Coaching can be made possible.

(10) Within the framework of the basic training, women's promotion and gender issues as well as the B-GlBG and the women's promotion plan will be presented.

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

§ 23. Courses for the use/pay group C/c and D/d, respectively, are to be increased. A3/v3 and A4/v4, the basic qualifications, such as Communication, language skills, personal development and teamwork.

Promotion of career advancement-junior managers

§ 24. (1) Promotion of women has to be carried out at all organisational levels.

(2) In addition to the task and goal agreement, the employees ' side of the executive staff is also to discuss the professional development of the staff members. In particular, a plan for the further development of professional and personal competence is to be drawn up with the respective female staff members and the person responsible for education is to be announced.

(3) In view of the development of a ressortinternal junior management programme, the managers-irrespective of the occupation of specific management positions-report appropriate junior managers to the service provider, with particular reference to: Eligible women should be taken into account. Based on this, the service provider develops a junior management pool, which is to inform the Equal Treatment Offiders.

(4) The participation of female (including part-time) staff in management telephones is to be encouraged. The participation of interested women in mentoring programmes for personal and professional development is to be promoted at all levels.

(5) The skills and qualifications acquired in a Karenz according to the Maternity Protection Act or the Väterkarenzgesetz (e.g. B. social competence) should be appropriately paid in the course of career planning. Professional interruptions of women and men must not be a disadvantage for those affected.

(6) In the absence of an application by women for a management function, appropriate measures must be taken by the service authority in order to qualify and motivate women in the context of succession planning for the assumption of leadership responsibility.

(7) The objectives and contents of the Federal Equal Treatment Act and the regulation of the Committee on Women's Rights and Gender Mainstreaming as well as the Gender Mainstreaming Working Group will be informed in leadership telephones.

(8) Participation in individual supervision and coaching by the employer is offered to women in management positions, equal treatment officers and women's representatives, gender mainstreaming agents and women in occupational problem situations.

Section 5

Final destination

Entry into force and external force

§ 25. With the entry into force of this Regulation, the Regulation of the Federal Minister for Agriculture, Forestry, Environment and Water Management, concerning the Women's Development Plan BMLFUW, BGBl, shall enter into force. II No 93/2013, except for force.