246. Regulation of the Federal Minister for Economic Affairs and Labour on the Women's Development Plan for the Federal Ministry of Economics and Labour

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 n ° 165/2005, shall be ordered:

I. Section

General provisions

Principles

§ 1. (1) The Federal Ministry of Economics and Labour is committed to an active equal treatment policy in order to promote equal opportunities for women and men and to reconcile family and professional life for male and female employees. .

(2) The present Women's Promotion Plan provides a framework for the implementation of equal treatment in all the central, subordinated and associated departments of the Federal Ministry of Economics and Labour (Ressort), for which no separate Women's promotion plan must be drawn up.

(3) Measures to promote equal opportunities are to be supported by all staff members, but in particular by all superiors.

(4) Infactual differentiations between women and men must be avoided in all legislation, internal and external documents as well as publications of the resort. Formulations and organ and function designations must be chosen in such a way that they affect women and men alike.

Objectives

§ 2. The following goals are to be achieved through the implementation of the Frauenförderungsplanes:

1.		The increase in the proportion of female employees in all user and pay groups as well as in management functions in the Federal Ministry of Economics and Labour to 40% is to be sought. Measures for the promotion of women are to be integrated into personnel planning and development.
2.		The sustainable provision of equal opportunities for women employees through the targeted promotion of a positive attitude towards women's professional activities at all levels of the organisation is to be sought.
3.		It is the responsibility of the departments to strengthen the self-confidence of women and to promote their professional identity and to increase their willingness to influence, to help shape them, to make decisions and to assume responsibility.
4.		The strategy of gender mainstreaming-the equality of women and men in all political and social matters-is to be anchored in all areas of activity of the Federal Ministry for Economic Affairs and Labour.
5.		By balancing existing burdens, the conditions for reconciling family obligations and professional interests are to be optimised. The use of parental leave by men is to be encouraged.
6.		The communication between employees and the use of the information networks to provide comprehensive information to the employees must be encouraged.
7.		The equal representation of the employees in all decision-making structures and the involvement of employees in decision-making processes must be promoted and their share in management functions, commissions and committees is to be increased.
8.		By means of targeted personnel planning and development, the potential of women must be taken into account and thus to ensure an equal share of education and training, remuneration and promotion.
9.		In any case, an already reached 40% women's quota should be maintained.

II. Section

A. Women's promotion

1. Equal treatment and promotion of women in organisational development

§ 3. In the sphere of action of the Federal Ministry for Economic Affairs and Labour, all acts set out there are taken into consideration to avoid any form of gender-specific discrimination.

§ 4. (1) Previsors shall be made aware of the implementation of measures to promote women through accompanying measures (training courses).

(2) Executive and staff departments shall contribute to the measures to be taken, to participate in the preparation process and to take on a role model function by actively participating in the implementation of the implementation.

(3) Previsors should motivate women to actively shape their careers and offer them support. In analogy to the guide for staff/interpersonal interviews, the goals of the women's promotion plan of the resort are to be taken into account in the case of employees ' discussions.

2. Protection of human dignity at work

§ 5. (1) The dignity of women and men in the workplace must be protected. Behaviour which violates human dignity, in particular degrading statements and representations (posters, calendars, screen savers, etc.), bullying and sexual harassment, must be subdued. It is the responsibility of the superiors in all departments of the department to form a corresponding awareness and to respect a working atmosphere which is carried out by mutual respect.

(2) The employees are fully and fully informed about the legal and other possibilities of opposing sexual harassment or bullying, and in the staff/intercourse.

3. Information

§ 6. (1) All employees-including all new members of staff-must be adequately informed of the Women's Development Plan by the relevant Human Resources Department. The current women's promotion plan must be set up for general inspection in each department.

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

(3) For matters of equal treatment, provision should be made in relevant publications of the department, in particular in the internal digital and analogue media, in accordance with space.

(4) The report according to § 12 B-GlBG, which provides information on the state of implementation of equal treatment and the promotion of women, is to be made known to the staff of the resort.

(5) The competent personnel departments are responsible for women and parents-relevant legal questions (e.g. for information on maternity protection, leave for sick leave, nursing leave, visits to doctors with children, granting of special holidays, part-time employment and their service, employment and pensive consequences).

B. Special support measures

Measures to increase the proportion of women

§ 7. (1) In the case of new recordings, takeovers in the post office area and in the reception of carence replacement forces, compliance with § 11b bis § 11d B-GlBG must be respected.

(2) In the case of invitations to tender for posts and functions, it should be pointed out in accordance with Section 11b B-GlBG for the offer of women for the promotion of women, until the requirements of § 11b B-GlBG are fulfilled.

(3) The equal treatment officers of the respective representative area shall be informed of all applications and their results by indicating the names and, in the case of the expulsion of a candidate, on the reasons.

Inclusion or occupation of functions according to the tendering law

§ 8. The following information (documents) must be brought to the attention of the competent equality officers before the appointment of functions in the resort, which is carried out by means of an internal tendering procedure:

1.		the proposed invitation to tender,
2.		the names of the candidates,
3.		the selection decision.

Measures to promote the reconciliation of work and family life

§ 9. (1) In the course of the work planning of their organisational units, the superiors shall ensure that the tasks of the individual employees are generally to be managed in the normal working hours.

(2) The definition of meeting dates shall take account of the working time of part-time workers and persons with child-care obligations. Meetings are to be set up within the time of the block and to plan as long as possible.

(3) In the case of the arrangement of service appointments, in particular in the case of overtime or additional work, consideration should be given to the time requirements which arise from care obligations. There must be no disadvantages for staff with care obligations.

(4) Employment and management positions must be designed in such a way as to ensure that their acquisition is compatible with the responsibility for children and the family.

(5) Personnel planning and development should take into account the possibility of a family break in the career planning of both sexes. Relevant statutory provisions shall be brought to the attention of all employees.

(6) Legal regulated part-time employment is to be possible through appropriate organisational conditions and through the promotion of teamwork and project responsibility. According to the legally provided notification of the use of part-time work, the employees of the respective personnel department are to point out that the working time reduction can be agreed on a limited basis and so that a return to normal working hours is guaranteed.

(7) The participation of parttime workers in training is to be guaranteed. 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.

(8) In case of need, the service provider shall make possible cooperation with childcare facilities in the vicinity of the service centre and inform the staff of the results.

Measures in the field of education and training

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

§ 10. (1) The task of the superiors is to inform employees on internal and external training opportunities in a timely way, to encourage them to take part and to propose concrete training steps.

(2) In accordance with § 11d B-GlBG, respect for the priority treatment of women must be respected in the case of admission to training and further education. If the number of participants is limited, there are at least as many places to reserve for women as their share in the respective target group corresponds.

(3) The responsible persons responsible for equal treatment shall be the competent staff, respectively To inform the training department once a year about the number of male and female participants in internal and external training events.

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

§ 11. (1) There is an increased rate of courses for the users of the C/c and D/d and D/d and/or the use/pay group. A3/v3 and A4/v4, by means of which additional qualifications such as communication, language skills and teamwork can be acquired and a career advancement can be made possible.

Basic training

§ 12. (1) Within the framework of the basic training of employees, the responsible equal treatment officer and/or contact woman is to offer sufficient opportunity to introduce himself to the participants and to discuss the B-GlBG and the Women's promotion plan to be informed.

(2) If no basic training is carried out in a service, the presentation of the equal treatment officers and the contact women shall take place in a different appropriate form.

Training of superiors

§ 13. (1) Personnel responsible and staff members in the pre-legislative function are obliged to inform themselves about the B-GlBG and related issues of the advancement of women and equal treatment. In the case of the qualification measures of superiors, consideration should be given to topics such as the promotion of women, the Federal Equal Treatment Act, the handling of employees and employees.

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

Junior executives

§ 14. (1) In view of the development of a junior management programme for young people, the superiors have to report to the employer and the chairperson of the Working Group on Equal Treatment Questions, with the appropriate junior management staff being able to: particular attention should be given to gender-balanced participation. Based on this, the creation and development of a junior management pool will be started.

Promotion of career advancement: career and career planning

§ 15. (1) Promotion of women should be carried out at all organisational levels.

(2) It is the task of superiors to motivate in particular employees to take over management positions. to encourage appropriate staff to attend special training seminars.

(3) The occupational interruptions of women and men should not be detrimental to the persons concerned.

Occupation of leadership positions

§ 16. (1) The intended occupation of a management position shall be made fully known in the service concerned. In any event, the notice shall be published in a suitable manner in such a way that the persons concerned for the function or the workplace are aware of this (e.g. internal tender, job exchange, external tendering). If a workplace has already been published in general on the basis of other provisions of the federal legislation on the tendering of functions or posts, a separate notice is not required.

(2) All 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. The responsible persons responsible for equal treatment shall be informed of any intended function in any case.

(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) The measures referred to in paragraphs 1 to 3 shall be discussed in regular discussions between equal treatment officers and personnel managers and shall be monitored.

Internal Information

§ 17. In order to promote the mobility of employees and to increase the potential of interested applicants, care must be taken to ensure that the relevant group of persons is informed of this.

Organizational changes

§ 18. (1) The chairperson of the Working Party on Equal Treatment shall be any planned change in the division of business and personnel, or to announce any planned change in organization.

(2) Structural and reorganisation programmes have the best possible consideration of the objectives of the promotion of women.

(3) In working groups on the implementation of administrative reform measures, human resources planning and personnel development, reorganisation and future projects, such as administrative innovation programmes, it is imperative to work towards an appropriate proportion of women.

Promotion of re-entry

Information Performance

§ 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 Karenz/Karenz. To point out part-time leave.

(2) Before the beginning of the maternity protection and in the case of parental carency, the staff shall be invited by the competent human resources department or the superiors to a call at the latest four weeks before the re-entry, in the case of which the staff member Future use after re-entry will be clarified.

(3) In order to facilitate the re-entry, social contact shall be maintained between the organisational unit concerned and the carded staff. In particular, in the last three months prior to the re-entry, up-to-date information on the department, department as well as on ongoing projects in the workplace is to be made available by the responsible organizational unit.

Special training for returnees and returnees

§ 20. (1) The re-entry shall be facilitated by targeted promotion of continuing vocational training in the rapid reintegration of employees at their place of work. If re-entry seminars are offered, the superiors will have to allow the employees concerned to participate.

(2) Reinstates are to be admitted as a priority in the sense of § 11d B-GlBG to advanced training seminars.

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 within the meaning of § 10 B-GlBG, the women's promotion bid must be observed. In the case of the composition of committees other than those defined in § 10 B-GlBG, advisory boards, working groups or comparable decision-making bodies or advisory bodies whose members are not appointed by election, the service provider shall have the right to To ensure that members are appointed to a gender balance. In particular, it is also important to note that women are appointed as chairmen and full members.

(2) If several Members are to be appointed by the service provider, attention should be paid to the numerical ratio of the female and male employees in the group of persons concerned by the Commission's competence. The chairperson of the Working Party on Equal Treatment or the the staff of which it is reputable shall participate in the meetings of the Commission or of the Senate concerned, with an advisory vote. The invitation and all necessary documents must be submitted by the respective service provider to the chairperson of the Working Group on Equal Treatment Questions.

Support for equal treatment officers, contact women and the Working Party on Equal Treatment

§ 22. (1) The directors of the relevant centers, departments and sections of the portfolio shall ensure that the equal treatment officer and contact women, in addition to the rights defined in § 37 B-GlBG, are responsible for the performance of their activities. to be made available. In particular, the equal treatment officers are entitled to perform their tasks in equal treatment matters at their workplace and to use the facilities available to the workplace for this purpose.

(2) In the case of the transfer of tasks of the workplace and in the definition of service obligations, the additional burden arising from the work of the equal treatment officer or contact woman shall be an important contribution to the performance of the service obligations. in the area of administration. The person responsible for equal treatment and the contact women must not have a professional disadvantage as a result of their function, either during the exercise of their function or after leaving this function.

(3) The Working Party on Equal Treatment Questions shall be provided with a separate budget appropriate for the performance of its tasks.

(4) The activity of an equal treatment officer or a contact woman shall be subject to a travel movement, such movement as a duty to travel within the meaning of the travel fee rule in 1955 shall be deducted from its service.

(5) In accordance with Section 31 B-GlBG, the Equal Treatment Officer and their alternates shall be provided with information and all information necessary for the performance of their tasks, such as Protocols, To make evaluations from the personnel system of the federal government, other statistical evaluations available.

III. Section

Final provisions

Reports

§ 23. The staff departments responsible for the activities carried out in accordance with this Women's Development Plan shall be sent to the Chair of the Working Group on Equal Treatment by the end of February of the following year on the basis of the preceding year. Year.

Out-of-Force Trees

§ 24. With the entry into force of this regulation, the Federal Minister of Economics and Labour's Regulation on the Women's Development Plan of the Federal Ministry for Economic Affairs and Labour, BGBl, is entering into force. II No 269/2004, except for force.

Bartenstein