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34. Revelation of the President of the National Council concerning the Women's Development Plan for the Parliament's Directorate
According to § 11a Federal Equal Treatment Act (B-GlBG), Federal Law Gazette (BGBl). N ° 100/1993, as last amended by the Federal Law BGBl. I n ° 97/2008, shall be made known:
Parliament's Directorate-General for Women's Development
Section 1
Objectives and measures to achieve objectives
Objectives
§ 1. Parliament's Directorate is committed to an active equal treatment and gender equality policy in order to ensure equal opportunities for women and men. The objectives of the implementation of the women's support plan are as follows:
| 1. |
Support for measures to promote women by all employees, in particular by managers; |
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| 2. |
the implementation of the gender mainstreaming strategy and the integration of women's promotion into all human resource planning and personnel development policies; |
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| 3. |
the promotion of recognition of women as equal and equal partners in the professional world and the promotion of a positive attitude towards women's professional activities at all levels of the hierarchy; |
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| 4. |
the promotion of the professional identity and self-awareness of women in order to increase their willingness to influence, to help shape them, to take decisions and to take responsibility; |
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| 5. |
the reduction of the disadvantages of women who are dictated by existing socio-political conditions and who are involved in working life; |
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| 6. |
the improvement of the reconciliation of work and private life for women and men; |
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| 7. |
the definition of appropriate measures and targets for the achievement of a proportion of female staff in all grades, remuneration schemes, use and remuneration groups as well as in all of the functional groups jobs of at least 40%; at least 40% of women already have a quota of at least 40%; |
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| 8. |
the promotion of the use of parental leave and part-time employment by men through appropriate measures and their acceptance by all staff. |
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Measures to achieve objectives
Promotion of women
§ 2. (1) The conditions for equal participation of women in decision-making structures in proportion to their share in employment should be created.
(2) All employees, including new members of staff, are to be brought to the attention of the Federal Employment Equality Act, in particular the Women's Development Plan.
(3) All staff members shall be informed of the function and duties of the Equal Treatment Officer.
(4) The communication of women among themselves on their specific problems and the setting up of information networks should be supported within the framework of financial and human resources.
(5) All staff members shall be able to participate in information events of the Equal Treatment Officer within the framework of the service possibilities within the service period.
(6) In the business and personnel divisions is a contact person for women and/or persons. Parental-relevant legal questions (e.g. part-time, Karenz, etc.) , and to issue relevant and relevant legal and related issues.
Elimination of inequalities
§ 3. (1) Existing differences in working conditions for women and men, as well as structural conditions that lead to gender discrimination, should be eliminated.
(2) The superiors shall contribute and implement the measures to be taken to promote women's advancement and to eliminate existing gender differences.
Protection of dignity at work
§ 4. (1) The dignity of women and men in the workplace must be protected. Procedures that violate the dignity of human beings, in particular degrading remarks, bullying and sexual harassment, are to be subdued.
(2) The Directorate of Parliament shall, if necessary, take appropriate measures to raise awareness of this matter.
(3) The employees shall be informed about the legal and other possibilities that they can take in the event of such incidents and to assist them in doing so.
Linguistic equality
§ 5. (1) linguistic equality must be respected in all internal and external documents, as well as publications. Names of persons are to be used in female and male form. 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, shall be used in the female form, in so far as it is linguistically possible to do so.
(3) In the context of the current and future use of EDP software, consideration should be given to gender-appropriate language use.
RFQ
§ 6. (1) All tender texts according to the Tendering Act (AusG), BGBl. No 85/1989, and internal invitations to tender are to be drawn up in a gender-neutral manner.
(2) In the case of invitations to tender and function entrusts, the requirements of the Federal Equal Treatment Act must be observed. The relevant invitation to tender shall contain a corresponding notice.
(3) Applications, in particular for women, during a statutory absence from the service shall be considered in the same way as other applications.
(4) Requirement profiles for functions must be formulated in such a way that they do not discriminate against women either directly or indirectly.
(5) Prior to the call for tenders of a function, it is necessary to check whether it can also be carried out with a reduced weekly service. Should this be possible, a corresponding notice should be included in the call text.
(6) The equal treatment officer shall be responsible for the preparation of the tender procedure prior to publication or publication respectively. internal notice.
Selection criteria
§ 7. (1) In interviews with women, discrimination against women (such as for family planning) is inadmissible. In assessing the suitability of applicants, it is not possible to use evaluation criteria based on a discriminatory, role-stereotypical understanding of the sexes (such as child care obligations).
(2) The existence of a pregnancy, provided that all other conditions apply, is not a reason to reject the admission or take over into the public service relationship.
(3) In principle, part-time employment is not a reason for the exclusion of functional tasks.
Support for the Equal Treatment Officer
§ 8. (1) The activity of the Equal Treatment Officer, her/his deputy and the contact woman (s) according to B-GlBG is part of their official duties. They must not have a professional disadvantage as a result of their function, neither during the exercise nor after leaving this function.
(2) In order to carry out their duties, the Equal Treatment Officer shall support her/his/her alternates and the contact woman (s). The necessary time, budgetary resources and other resources are to be made available to them. The property and human resources are to be used in accordance with the principles of economic efficiency, expediency and economy.
(3) In the context of the performance of their duties according to § 27 B-GlBG, the Equal Treatment Officer must be provided with information and, if desired, to provide the information required for the performance of the tasks.
(4) The Equal Treatment Officer shall be notified of any planned change in the division of business and personnel, as well as any planned change in organization.
(5) The function of the equal treatment officer shall be shown in the division of the Parliament's Directorate.
(6) The current women's promotion plan is accessible to all staff via the intranet. Staff without computer access are to be informed about the possibilities of inspection.
Section 2
Special support measures
Measures in the field of education and training
§ 9. (1) The task of the immediate superiors is to inform their employees about the selection of educational offers in time, to encourage them to take part and to propose concrete training steps. The information has to be proven (e.g. within the framework of the employee/internal interview).
(2) In accordance with § 11d B-GlBG, women, including those with a reduced weekly service period, are to be allowed to qualify as a priority for participation in education and training measures, in particular those for the acquisition of higher-value use (functions).
(3) The course times of the seminars should, if possible, be set up in such a way as to allow for non-displaceable family-related activities to be carried out in spite of the seminar visit.
(4) Part-time workers shall be allowed to participate in training activities. The hours worked are to be calculated on the service obligation.
(5) In the internal education programme of the Parliamentary Directorate, themes such as the promotion of women, the Federal Equal Treatment Act and Gender Mainstreaming are to be implemented.
(6) In the selection of seminar leaders and lecturers for courses of education and training, attention is paid to additional qualifications such as gender-based language use and knowledge of the methodology of gender mainstreaming.
(7) The service provider shall ensure that personnel managers and all staff performing a pre-legislative function through the B-GlBG, the related issues of the promotion of women and equal treatment as well as the ressortspecific Women's promotion plan is informed. In the course of their training, managers are particularly aware of their obligation to promote women.
Career and career planning
§ 10. (1) The service provider must ensure that a family break does not adversely affect the career and career planning of women and men.
(2) Promotion of women does not only have to be carried out in management positions, but must be actively promoted by service providers and immediate superiors at all organisational and hierarchical levels.
(3) In the employee interview, the area of working time design should also be explicitly addressed.
(4) The task of superiors is to motivate employees to take over management positions and to train them, and to promote them through the transfer of tasks to their own responsibility.
Promotion of re-entry
Information
§ 11. (1) The staff members shall be informed by the Human Resources Department of all possibilities of flexible working time arrangements in connection with parenthood.
(2) At the latest four weeks before the re-entry, the staff member shall be invited by the Human Resources Department or from the supervisor for a call concerning the re-entry of the staff. Information on this subject is addressed to the Equal Treatment Officer (s).
(3) Karenzurlauber/innen shall be informed by the immediate superiors of current projects and of the development of personnel via planned internal and external training events in an appropriate manner. Such information shall be sent to the Human Resources Department.
(4) On a voluntary basis, it is necessary to allow the participation of carded staff to take part in training prior to the re-entry.
(5) The employees are to be supported by targeted measures after the re-integration in the rapid reintegration process.
Sliding back-up
§ 12. A sliding re-entry, especially in qualified areas with accompanying measures such as reorganisation and corresponding reduction of the task area, can be made possible.
Measures to promote the reconciliation of work and family life
Child care obligations and/or part-time employment
§ 13. (1) Family-friendly organisational changes and institutions, such as more flexible working hours, teleworking, re-entry programmes for carded staff, and facilities, according to the budgetary possibilities and the requirements of the company's operations. to seek to secure child care facilities.
(2) For women and men with care obligations, individual arrangements of their working time and their division of work should be made possible in the context of the possibilities of the service, if necessary.
(3) Applications pursuant to § § 50a and 75 Officials of the Officials of the Civil Service Act (BDG) shall be in accordance with the situation of the persons concerned as far as possible, in accordance with the circumstances. In the case of contract staff, it is appropriate to proceed accordingly.
(4) It is the responsibility of the superiors to make provision, within the framework of the work planning of an organizational unit, to ensure that the tasks of the individual employees are generally in the normal working hours, including the stipulated To cope with overtime lump-sum. Part-time employment should be taken into account appropriately.
(5) In the setting of meeting and Commission session times, consideration should be given to the working time of part-time workers and persons with childcare obligations. In any case, the dates are to be announced in a timely way by the staff.
(6) In the case of staff members, part-time employment and/or caring duties shall not result in any objectively unjustified disadvantage.
(7) The possibility of a family break in career planning for women and men should be taken into account in the planning and development of personnel.
Part-time employment and management responsibility
§ 14. The Parliamentary Directorate is anxious to create the organisational conditions for leading positions in part-time employment as a matter of principle.
Composition of Commissions and Advisory Councils
§ 15. (1) A gender balance shall be respected in the composition of commissions, advisory boards, working parties or comparable decision-making bodies or advisory bodies whose members are not elected by election. On the part of the employer, at least one female member is to be ordered. This shall not affect the right of equal treatment officers or any other staff appointed by them to take part in the meetings of the Commission with a consultative vote.
(2) The Equal Treatment Officer shall be informed of any new appointments made by the Commission to the Commissions provided for in the rules of the Regulations.
Organisational measures
§ 16. (1) Working groups on administrative reform measures, human resources planning and personnel development, reorganisation and future projects should take account of the numerical ratio of female and male working groups.
(2) In structure and reorganization programmes for personnel planning and human resources development, consideration should be given to the advancement of women and to the reconciliation of work and family life.
Referral to other federal laws
§ 17. Insofar as provisions of federal laws are referred to in this announcement, these are to be applied in their respectively valid version.
entry into force
§ 18. This announcement comes with 1. Jänner 2009 in force.
Prammer
Annex
WOMEN 'S SHARE IN PARLIAMENT' S DIRECTORATE (Stand: 1.7.2008)
| Wo.Gr. |
Total |
Men |
Women |
Percentage of women in% |
| A1/9 |
1 |
1 |
0 |
0 |
| A1/8 |
4 |
4 |
0 |
0 |
| A1/7 |
9 |
5 |
4 |
44 |
| A1/6 |
7 |
4 |
3 |
43 |
| A1/5 |
23 |
16 |
7 |
30 |
| A1/4 |
14 |
5 |
9 |
64 |
| A1/3 |
5 |
3 |
2 |
40 |
| A1/2 |
3 |
0 |
3 |
100 |
| SUM |
66 |
38 |
28 |
42 |
| A2/7 |
1 |
1 |
0 |
0 |
| A2/6 |
4 |
3 |
1 |
25 |
| A2/5 |
8 |
3 |
5 |
63 |
| A2/4 |
22 |
5 |
17 |
77 |
| SUM |
35 |
12 |
23 |
66 |
| A3/8 |
0 |
0 |
0 |
0 |
| A3/7 |
0 |
0 |
0 |
0 |
| A3/6 |
4 |
3 |
1 |
25 |
| A3/5 |
8 |
4 |
4 |
50 |
| A3/4 |
15 |
6 |
9 |
60 |
| A3/3 |
14 |
8 |
6 |
43 |
| A3/2 |
13 |
6 |
7 |
54 |
| A3/1 |
8 |
5 |
3 |
38 |
| A3/G |
13 |
11 |
2 |
15 |
| SUM |
75 |
43 |
32 |
43 |
| A4/2 |
7 |
7 |
0 |
0 |
| A4/1 |
8 |
4 |
4 |
50 |
| A4/G |
17 |
17 |
0 |
0 |
| SUM |
32 |
28 |
4 |
13 |
| A5/2 |
1 |
1 |
0 |
0 |
| A5/1 |
0 |
0 |
0 |
0 |
| A5/G |
8 |
8 |
0 |
0 |
| SUM |
9 |
9 |
0 |
0 |
| A6 |
18 |
9 |
9 |
50 |
| SUM |
18 |
9 |
9 |
50 |
| v1/5 |
3 |
1 |
2 |
67 |
| v1/4 |
16 |
8 |
8 |
50 |
| 1/3 |
6 |
3 |
3 |
50 |
| v1/2 |
10 |
3 |
7 |
70 |
| SUM |
35 |
15 |
20 |
57 |
| v2/5 |
1 |
1 |
0 |
0 |
| v2/4 |
5 |
1 |
4 |
80 |
| v2/3 |
14 |
7 |
7 |
50 |
| v2/1 |
5 |
2 |
3 |
60 |
| SUM |
25 |
11 |
14 |
56 |
| V3/5 |
1 |
0 |
1 |
100 |
| V3/4 |
1 |
0 |
1 |
100 |
| V3/3 |
4 |
1 |
3 |
75 |
| V3/2 |
4 |
0 |
4 |
100 |
| V3/1 |
8 |
5 |
3 |
38 |
| SUM |
18 |
6 |
12 |
67 |
| v4/3 |
3 |
0 |
3 |
100 |
| V4/2 |
20 |
11 |
9 |
45 |
| v4/1 |
18 |
12 |
6 |
33 |
| SUM |
41 |
23 |
18 |
44 |
| h2/1 |
3 |
3 |
0 |
0 |
| h4 |
18 |
8 |
10 |
56 |
| SUM |
21 |
11 |
10 |
48 |
| ADV/Bew.1 |
1 |
1 |
0 |
0 |
| ADV/Bew.2 |
2 |
2 |
0 |
0 |
| ADV/Bew.3 |
2 |
1 |
1 |
50 |
| SUM |
5 |
4 |
1 |
20 |
| TOTAL |
380 |
209 |
171 |
45 |
