329. Regulation of the Federal Minister for Social Affairs and Consumer Protection on the Women's Development Plan of the Federal Ministry of Social Affairs and Consumer Protection

On the basis of § 11a of the Federal Equal Treatment Act (B-GlBG), BGBl. N ° 100/1993, as last amended by the Federal Law BGBl. I No 82/2005, shall be ordered:

Federal Ministry of Social Affairs and Consumer Protection's Women's Development Plan

table of contents

Preamble

1. Main item-objectives and measures to achieve objectives

1. Objectives

§ 1 Objectives

2. Measures to achieve objectives

§ 2 Equal treatment and the promotion of women as part of the organisational development

§ 3 Measures for the protection of dignity at work

§ 4 Linguistic treatment

§ 5 Information

§ 6 Resources

Section 7 Information rights

2. Main piece-Special support measures

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

§ 8 Child care and/or part-time employment

Section 9 Part-time employment and management responsibility

§ 10 Child care facilities

2. Measures in the field of education and training

§ 11 Increase in the proportion of women in the training and further training measures

§ 12 Special measures for female users of the use/remuneration groups C/c and D/d and/or A3/v3 and A4/v4

§ 13 Basic Training

Section 14 Training of managers

§ 15 Pre-carrying and teaching materials

3. promotion of career advancement

§ 16 Career and career planning

Section 17 Occupation of executive positions

Section 18 Improvement of internal information

4. Promotion of re-entry

Section 19 Information

Section 20 sliding reinstatation

Section 21 Special training of returnable women

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

Section 22 Promoting the participation of women

6. Entry into force

Section 23 Entry into force

Annex Targets to increase women's shares

Preamble

The Federal Ministry of Social Affairs and Consumer Protection is committed to an active equal treatment policy.

1. Main item

Objectives and measures to achieve objectives

1. Objectives

§ 1. The following goals are to be achieved in the implementation of the women's promotion plan:

1.		Equal opportunities . recognition of women as equal and equal partners in the professional world and a positive attitude towards the professional activities of women at all levels of the hierarchy.
2.		Awareness-raising. Strengthening the self-confidence of women and promoting professional identity-increasing willingness to influence, to help shape, to take decisions, to take responsibility. Understanding new ways of working between women and men in the profession as an opportunity for both sexes. The acceptance of the use of parental leave by men in the resort.
3.		Compensation of existing loads. Create the conditions for the compatibility of family care obligations and professional interests with the appropriate framework conditions, in order to exclude disadvantages from care obligations from the outset.
4.		Information. Strengthen communication through the development of an information network.
5.		Redistribution of power. To create conditions for equal participation of women in decision-making structures in proportion to their share of employment. Increase the proportion of women in functions, commissions and committees.
6.		Control. Observe development trends in the field of women's advancement and create appropriate response opportunities through targeted information.

2. Measures to achieve objectives

Equal treatment and promotion of women as part of organisational development

§ 2. (1) On the basis of the highest management level, equal opportunities must be guaranteed in the Federal Ministry of Social Affairs and Consumer Protection and equal treatment should be achieved.

(2) Measures to promote women, 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 should be compensated by means of personnel and organisational measures.

(4) The representatives of the personnel departments and of all functionally responsible departments must take part in the measures to be taken and have to participate in the preparation process and thus take on the role of the role model function.

Measures for the protection of dignity at work

§ 3. (1) In particular, cases of violation of the dignity of women and men in the workplace include degrading remarks, bullying and sexual harassment.

(2) The employees shall be informed of the legal and other possibilities to defend themselves in the event of sexual harassment and bullying.

Linguistic equality

§ 4. All internal and external documents and other publications of the portfolio are to be formulated in a gender-equitable way. Names of persons are in female and/or to be used in male form, for which the technical conditions are to be created.

Information work

§ 5. (1) All employees-including all newcomers-are the women's support plan from the Human Resources Department or from the Human Resources Department. To bring the service to the attention of the staff. The current women's promotion plan is to be published in each department for inspection and published on the intranet.

(2) In other publications of the portfolio, in particular in the employees ' newspaper (insider/in), questions of equal treatment should be given in accordance with the scope of the report.

(3) The staff (s) shall be able to participate in information sessions of the equal treatment officers in the individual departments, after consultation with the Head of Service.

(4) A jurist as a representative of the employer for women and parents-relevant legal questions (e.g. information or information sheets on maternity leave, leave for sick leave, nursing leave, visits to doctors with children, granting of special leave, Part-time employment and its consequences for the service, occupation and pension rights) is to be particularly shown in the business division with these agendas.

Resources

§ 6. (1) In the annual budget allocation, the statutory women's promotion offers and measures shall be included as planning and distribution-relevant aspects. Measures that counteract the under-representation or discrimination against women are to be preferred.

(2) The activities of the equal treatment officers and women's representatives (contact women) according to the B-GlBG is part of their official duties. In order to carry out their duties, the sections of the section, as well as the lines of the service authorities and offices, shall ensure that the necessary resources (IT, personnel, space and material costs) of the persons responsible for the treatment of equal treatment and the women's representative (contact women).

Information rights

§ 7. The following information rights are provided for in the Women's Development Plan:

1.		Statistical data according to the regulation of the Federal Minister for Women's Affairs on the statistical data to be included in the equal treatment reports, BGBl. No 774/1993, up to 1. October every second year (to the chairperson of the Working Party on Equal Treatment).
2.		The training departments are obliged to guide statistical documents, which show the proportion of women in the respective educational activities, as well as the number of days of schooling, separated by gender.
3.		Up to 1. October each year, at the request of the Working Party on Equal Treatment To submit a report by the training department to the Working Party on Equal Treatment Questions of the Department, with the addition of the annual statistics. From this report has been ua. to emerge:
a)			The presumed causes, if the proportion of women in the women's promotion plan (§ 11 para. 3) was not reached;
b)			-support measures for women who have been placed on the part of the training departments;
c)			proposals to improve the situation;
d)			The form and content of the cooperation between the training officers of the various departments and the responsible persons responsible for equal treatment and the contact woman.
4.		Written information about planned trainings (to the responsible Equal Treatment Officer and contact woman), but not the registrations of individual employees to external training measures.
5.		Written information on function announcements:
a)			Call text before handling
b)			Appointment of the Review Commission
c)			Names and horseback of the candidates following the decision of the evaluation commission to the responsible equal treatment officer and her deputy
6.		Report on measures to increase the proportion of women in applications up to 1. October of each year of the relevant Human Resources Department (to the responsible Equal Treatment Officer).
7.		Information on planned organisational changes (to the responsible Equal Treatment Officer).
8.		Information on planned new appointments of permanent commissions (to the chairperson of the Working Party on Equal Treatment).
9.		Information on planned temporary and indefinite new recordings, service allocations and transfers (to the responsible equal treatment officer and contact woman).

2. Main piece

Special support measures

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

Child care obligations and/or part-time employment

§ 8. (1) The task of the superiors is to make provision in the context of the work planning of an organizational unit in order to ensure that the tasks of the individual employees are usually to be managed in the normal working hours. Particular attention should be paid to the corresponding reduction in the number of tasks in the event of a change to part-time employment.

(2) In the setting of meeting times, the working time of part-time workers and persons with (children) 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 additional work, consideration shall be given to the time requirements arising from (children's) care obligations. It must not discriminate against staff.

(4) In the case of staff members, part-time employment shall not be subject to any discrimination.

(5) Care obligations shall be taken into account in the approval of teleworking places.

Part-time employment and management responsibility

§ 9. It is necessary to create the organisational conditions that lead positions are generally also accessible to part-time workers. Models of teamwork and project responsibility in departments are to be tested (pilot projects in order to test new forms of content-based substitutes, internal communication processes and other framework conditions).

Childcare facilities

§ 10. The possibility of cooperation with childcare facilities close to the service centre must be checked and the information available.

2. Measures in the field of education and training

Increasing the proportion of women in the training and training measures

§ 11. (1) The task of the immediate superiors is to inform their employees on the basis of their selection of training and further training opportunities in time, to encourage them to participate and to propose concrete training steps. It has been shown that the information has to be taken into account.

(2) The persons responsible for training have to draw the attention of the female employees of their area of responsibility to appropriate internal and external training events.

(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, provided that women have sufficiently signed up for them and they correspond to the target group of this training measure. Offers which are primarily aimed at employees in groups of people in which the proportion of women is higher are to be charged in accordance with this representative office.

(4) The responsible Equal Treatment Officer should be included before the education needs are collected. In the same way, the training officers of the various departments should also include the equal treatment officers and the women's representatives.

(5) Seminars and training courses are to be provided by the training department with (children) care, if required, or are also flexible solutions of the (children) care (e.g. day mother), if otherwise a participant in the training and further education would be prevented. If necessary, individual events with child care should also be held in the summer holidays.

(6) 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, such as the removal of the children from the kindergarten, can be carried out in spite of the course attendance.

(7) The participation of parttime workers in educational activities must be ensured by providing appropriate framework conditions. It is necessary to examine whether seminars and training courses for part-time workers can be carried out to a greater extent.

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

§ 12. (1) Courses for use/pay groups C/c and D/d, respectively, are to be increased. A3/v3 and A4/v4, which contain important content such as communication, language skills and teamwork.

(2) The work satisfaction of these staff members shall be increased by the following measures:

1.		Creating more job satisfaction by getting to know the work processes and contents,
2.		Co-design of ergonometric workplaces and participation in the design of the working environment,
3.		To facilitate working conditions and work processes through improved internal organisation and information on rights and obligations.

Basic training

§ 13. (1) In the context of the basic introduction, the contact woman and/or the equal treatment officer should be given sufficient opportunity to present themselves and to inform about the B-GlBG and the women's promotion plan.

(2) If no basic introduction is carried out in a service, the presentation of the contact woman and the equal treatment officer shall be carried out in a different, appropriate form.

Training of managers

§ 14. (1) Staff managers and staff responsible for organisational development have to inform themselves about the B-GlBG and related questions of the advancement of women. These topics are to be dealt with at the technical meetings of the personnel managers on the occasion of the current occasion.

(2) In the Ressorts ' executive training sessions, topics such as the promotion of women, federal equality law, service law, dealing with employees (s) should be dealt with. Special attention is paid to the ability to delegate responsibility and team work.

(3) For women in managerial positions, equal treatment officers and women's representatives (contact women) as well as women in occupational problems, participation in individual supervisions or in the case of women in professional problems should be Coaching is possible.

Lectures and teaching materials

§ 15. (1) The increase in the proportion of women in the members of the examination commissions and in the case of the members of the board of examiners is to be sought. Once a year, a list of the auditor (s) and examiners (s) of the portfolio shall be forwarded to the Equal Treatment Officer. In the search for new auditor (s) and examiners (s), the responsible Equal Treatment Officer will be involved.

(2) The pedagogical training seminars are to be extended to include the themes of "hidden discrimination against women", "equal treatment" and "targeted promotion of women in education and training".

(3) curricula may not contain any (indirect) women discriminating content and should be extended to include women-specific subject areas.

3. Promotion of career advancement

Career and career planning

§ 16. (1) The possibility of a family phase should be reflected in the career planning of both sexes and should not lead to any restriction of career opportunities. The Audit Family & Occupation is to be installed as a development process for appropriate measures to reconcile family and work in the Ressort, in order to be able to be installed. to increase the proportion of paternal carence in the resort and to ensure the recognition of family competence in the selection of employees.

(2) At least once a year, a career and career planning seminar for women is to be offered.

(3) The promotion of women must not only apply to management positions, but also to all organizational and hierarchical levels.

(4) The programme Mentoring for Women is to be implemented in the entire area of the Ressort.

(5) In the staff/interpersonal interview, topics related in particular to women-such as more flexible working time arrangements-are also to be addressed.

(6) The task of the superiors is to motivate employees to take over management positions as well. encourage appropriate staff to participate in special training seminars and to promote them through the transfer of tasks in their own responsibility (project lines).

(7) The participation of female (including part-time) staff in management channels is to be encouraged, especially in those areas where women are under-represented in the functions.

Occupation of leadership positions

§ 17. (1) In accordance with the provisions of the Annex, applicants who are not less suitable than the best-suited competitor should be given priority, unless there are grounds in the person of a competitor who are not Applicants do not have a medium or direct discriminatory effect.

(2) Promotion of women must already begin with the occupation of deputations. The call for tenders also has to be carried out.

(3) The tendering texts must be formulated in such a way that women in particular feel motivated to apply. If the promotion of women is required in accordance with § § 11b and 11c of the B-GlBG, it should be expressly pointed out in the calls for tenders.

(4) In the call for tenders, applicants should be asked to take a position on issues relating to the promotion of women and equal treatment.

(5) In the absence of applications from women, appropriate measures must be taken by the service authority in order to qualify and motivate women to take over management responsibilities.

(6) Criteria catalogues for interviews must be drawn up in such a way that they do not discriminate against women either directly or indirectly. Criteria such as social competence are also to be used for the assessment of leadership qualities.

(7) The Commissions in accordance with the Invitation To Tender have the responsibility of the equal treatment commissioner as non-voting experts to be attached. Hearings are to be held in all cases.

(8) The measures referred to in paragraphs 1 to 7 shall be discussed at the request of the equal treatment officers in regular discussions between equal treatment officers and personnel managers, and shall be monitored.

Improvement of internal information

§ 18. In order to promote the mobility of employees and to increase the potential of interested applicants, all possibilities of the internal exchange of information are to be used. are made known.

4. 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 responsible for the legal possibilities of taking advantage of the Karenzurlaubes and/or To point out part-time leave.

(2) Even when the pregnancy is reported, but no later than four weeks before the reentry, the staff member shall be invited by the competent human resources department or their supervisor for a call in which the future use shall be made of: after the re-entry.

(3) Karenzurlauber/innen shall be at the latest within the framework of the re-entry interview (Abs. 2) to inform the relevant training department about planned internal and external training events, provided that the training measure is temporally after the end of the grace period.

Sliding back-up

§ 20. A sliding re-entry is to be made possible, in particular in qualified areas with accompanying measures such as reorganisation, corresponding reduction of the task area, staff/interpersonal/interview.

Special training of returnable women

§ 21. (1) The employees are supported by the targeted promotion of further education during the parental leave period and after the re-entry in the rapid reintegration at their workplace.

(2) The superiors shall be allowed to participate in a re-entry seminar.

(3) Reinstates should preferably be admitted to advanced training seminars.

(4) Reinstates shall also be offered for coaching and individual supervision.

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

Promotion of the participation of women

§ 22. Personnel managers and superiors have to promote women who aspire to work in commissions and advisory councils.

6. Entry into force

§ 23. This Regulation shall enter into force 1. Jänner 2008 in force.

Buchinger