Frauenförderungsplan Of Ombudsman

Original Language Title: Frauenförderungsplan der Volksanwaltschaft

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293. public announcement of the Chairman of the Ombudsman concerning the Frauenförderungsplan of Ombudsman

In accordance with 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. 65/2015, is published:

Frauenförderungsplan of Ombudsman

Objectives

1. (1) the Ombudsman is committed to an active equality and equal opportunities policy to equal opportunities for women and men to ensure. The implementation of woman promotion plan has in particular the following objectives:



1. the promotion of the recognition of women as equivalent and equal partners in the professional world and promoting a positive attitude towards the employment of women at all levels of the hierarchy.

2. the promotion of consensus about the equivalence of the work of women and men.

3. the promotion of professional identity and self-awareness of women in order to increase their willingness, to influence, to shape, to make decisions and to take responsibility.

4. the reduction of disadvantages of women, which are dictated by existing socio-political conditions and influence in professional life.

5. improving the reconciliation of work and private life for women and men.

6. the promotion of the use of parental leave and part-time work by men through appropriate measures and their acceptance by all employees and employees.

7 raising the percentage of women in the use and remuneration groups in which women are under-represented, particularly in management positions and committees.

Measures to achieve targets

The conditions for equal participation of women in the decision-making structures are section 2 (1) according to their share of employment to create.

(2) the federal equal treatment Act (B-GlBG), in particular of the Frauenförderungsplan, to bring in an appropriate manner is also newly occurring, all employees.

(3) all employees are to inform about the function and duties of the compliance officer.

(4) participation in information sessions is the or of the equal treatment Commission in relation to the business opportunities within the service period all employees and employees to enable.

Elimination of inequalities

3. existing § differences the working conditions for women and men, as well as structural conditions that lead one of the sexes to the disadvantage, are to eliminate.

§ 4. The superiors have to go along with the measures to be taken for the advancement of women and to eliminate existing gender differences and implement. That or the compliance officer has to join it in an appropriate manner.

Linguistic equality

References in the form of feminine and masculine, or unisex have § 5 (1) to employees-oriented documents on General personnel matters to abstain. For documents in individual personnel matters is that wording to use, that corresponds to their gender.

(2) employees, which University Act 2002 received an academic degree of a recognised national or foreign post-secondary educational institution within the meaning of § 88 have the right to do this, in the form set out in the certificate, also abbreviated with the academic degrees including a gender-specific supplement must be done.

(3) in the present and in the future to use IT software, caution is to take on a gender-equitable language use.

Invitation to tender

All tender texts according to the tender law and internal tenders must section 6 (1) to it in gender-neutral form.

(2) requirements formulated for must be functions, they discriminate against women in particular of either directly or indirectly.

(3) in tenders of positions of a certain use (classification) or certain functions is then, if the proportion of women in such use or function is below 50%, the note to record that applications from women for this position or function are particularly desirable.

(4) the proportion of women on a certain use (classification) or a particular function under 50%, also a note about is the tender to absorb that women at equal fitness in cases of §§ 11 are primarily absorb b and 11 c B GlBG accordance of woman promotion plan or order (§ 7 para 3 B GlBG).

Representation on committees

§ 7. In the composition of those in the legal regulations provided for committees, who are called to prepare decisions or to the decision in personnel matters, at least one Member has members to be ordered by the employer female and to be a member of the male.

Further measures

8. (1) task of immediate supervisor is to inform its employees and staff have education standing to choose in a timely manner, to encourage them to participate and to propose concrete steps of training. The information has to be proven (E.g. in the context of the staff - or an appraisal interview).

(2) in accordance with § 11 d B GlBG are women to participate in education and training, which qualify to take of higher-quality usages (functions), to allow priority in accordance with the provisions of woman promotion plan.

(3) participation in training is to enable part-time workers. The hours this is to service and commitment.

(4) the employer has to the ensure that HR managers and all staff who play a Chief role, are informed about the B GlBG, the issues of the advancement of women and equality of treatment and the Frauenförderungsplan of Ombudsman. Senior executives are to point out especially on their commitment to the advancement of women in the course of their training.

(5) upon return from service workers of maternity or karenzierten employees in the workplace is particularly important in the transfer of tasks (Labour Organization) on the care of these employees and employees to set, in particular during the Service Division. Applications for change of use to facilitate the reconciliation of work, family and care are taken into account, provided that no important an interest contrary.

Career and career planning

§ 9 (1) the employer has to ensure that a family break is not detrimental on the career and career planning for women and men.

(2) in the staff - employees call also the area of working time should be addressed explicitly.

(3) the task of the Manager is to motivate employees to take over leadership positions and further education as well as to promote it by transferring tasks in personal responsibility.

Measures to promote the reconciliation of professional and family child care obligations and/or part-time employment

Individual schemes of their working hours and their work arrangement to enable are section 10 (1) for women and men with care responsibilities if necessary within the framework of the official ways.

(2) applications in accordance with §§ 50a and 75 officials service law (BDG), assessment of the situation of the persons concerned to comply with. Contract staff is to proceed accordingly.

(3) the task of the Manager is to meet, that the tasks of individual employees and employees to deal with are usually in the normal working hours including the fixed Überstundenpauschales or the temporal power share in work planning an organizational unit for this provision. Part-time or reduced week service time is reasonable to take into account.

(4) in setting of meetings, consideration is to take on the working time of workers of part of and persons with child care duties within the framework of the official ways. The appointments are to announce the staff anyway, in a timely manner.

(5) for the servants no objectively unjustified discrimination may due to part-time work, reduced week service time and/or support obligations.

Reference to other federal laws

§ 11. Unless these by-laws provisions of federal laws referenced in, these are amended to apply.

Entry into force

§ 12. These by-laws shall enter into force 1 November 2015.

Fichtenbauer

Plant

Ombudsman



Management functions





Women





Men





The proportion of women in %







Business Division Manager





2





1





66.7







Management of the Administration





0





1





0







Management international / IOI General Secretariat





1





0





100







Computer management & statistics





0





1





0







Cable reception and information service





1





0






100







The average proportion of women is at the managerial 57.1%







Deputy Business Division Manager





0





3





0







Deputy Management of the Administration





1





0





100







In the leadership roles including Deputy the average proportion of women amounted to 45.5%





 





Verw.-/Entl.-Gr.





Women





Men





The proportion of women in %







A1/8 / v1/6





2





1





66.7







A1/7





0





4





0







A1/6 / v1/4





24





9





72.7







A1/3 or v1/3





5





2





71.4







Sum A1 and v1





31





16





66.0







A2/6





2





0





100







A2/5 and v2/4





8





2





80







A2/3 or v2/3





1





0





100







Sum A2 or v2





11





2





84.6







A3/5 / v3/4





2





1





66.7







A3/4 or v3/3





9





3





75







v3/1





0





1





0







Total A3 / v3





11





5





68.8







v4/2





5





1





83.3







v4/1





0





1





0







Sum v4





5





2





71.4







Of all use and remuneration groups, the percentage of women about 66% is





 

Source: pm-sap MIS (PAG 1100: Federal equal treatment staff stand date 1.6.2015)