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Frauenförderungsplan Bmvit

Original Language Title: Frauenförderungsplan-bmvit

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Regulation of the Federal Minister of Transport, Innovation and Technology on the Women's Development Plan for the Federal Ministry of Transport, Innovation and Technology (Frauenförderungsplan-bmvit)

On the basis of the § 11 of the Federal Equal Treatment Act-B-GlBG, BGBl. N ° 100/1993, last amended by BGBl. I n ° 120/2012, shall be arranged:

table of contents

1. Section-General provisions

§ 1

Principles

§ 2

Objectives

Section 2-Personnel measures

§ 3

Women's Promotion

§ 4

Tenders

§ 5

Retry of RFQ

§ 6

Selection procedure

§ 7

Composition of Commissions, Advisory Councils and Working Groups

Section 3-Organisational measures

§ 8

Gender mainstreaming

§ 9

Gender budgeting

§ 10

Equal treatment and promotion of women as part of organisational and human resources development

§ 11

Protection of human dignity at work

§ 12

Linguistic equality

§ 13

Support for equal treatment officers and contact wives

§ 14

Information rights

§ 15

Service obligations

§ 16

Treatment of advisory opinions of the Federal Employment and Equal Treatment Commission

§ 17

Information work

§ 18

Reconciliation of work and family life

§ 19

Partial employment and management responsibility

§ 20

Childcare facilities

4. Section-Training and training

Section 21

Measures to increase the proportion of women in education and training

Section 22

Promotion of re-entry

Section 23

Career and career planning

§ 24

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

Section 25

Sliding back-up

5. Section-Final provisions

Section 26

Repeal of legislation

§ 27

References

Section 1

General provisions

Principles

§ 1. (1) The Federal Ministry of Transport, Innovation and Technology is committed to an active equal treatment policy in order to promote equal opportunities and to reconcile family and professional life for female and male employees. .

(2) The present Women's Development Plan provides a framework for the implementation of equal treatment in all the central, subordinated and associated services (§ 2 para. 1 B-GlBG) of the Federal Ministry of Transport, Innovation and Technology (Ressort according to § 2 para. 3 B-GlBG), for which no separate women's promotion plan has to be created.

(3) Measures to promote equal opportunities should 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. With the implementation of the women's promotion plan, the following goals are to be achieved:

(1) Increase in the proportion of women

1.

The proportion of female employees should be increased to 50% in all the remuneration and use groups and in all functions in the resort. All measures which can influence the female quota directly or indirectly (proportion of female employees in the total number in the individual pay and use groups, as well as functions in the area of action of a service) are to align with this goal. The urgency of the promotion is due to the extent of the under-representation shown in the annex.

2.

Support measures shall be applied with the aim of underrepresentation, in each of the individual remuneration and use groups, as well as functions, commissions and advisory councils, by increasing the respective women's quota until a 50% women's quota has been reached. In order to achieve this objective, every two years the existing quota for women must be evaluated in the sphere of action of the respective department, and the measures for the promotion of women are to be applied as follows:

(a)

The existing women's quota below 50% is to apply women's promotion measures with the aim of increasing the existing female quota by 10% within the next 2 years, from the under-representation established;

(b)

, the existing women's quota is below 10%, women's promotion measures should be applied with the aim of doubling the existing female quota within the next 2 years, from the under-representation established;

(c)

The existing women's quota is 0%, women's promotion measures are to be applied with the aim of achieving an existing female quota within the next 2 years, from the 5% under-representation found.

3.

The respective under-representation of women in terms of overall personnel status, and in particular the respective uses and remuneration groups, highest grades of remuneration, ressortspecific management functions, and other Functions, advisory boards, and commissions are derived from the respective ressortspecific part 1 of the Federal Equal Treatment Report (§ 12 B-GlBG).

4.

2 years after the presentation of this Regulation, Annex 1 to the Women's Development Plan (§ 2 Z1) of the Federal Employment Equality Report (§ 12 B-GlBG) is replaced by the applicable version of the Federal Employment and Development Report (§ 12 B-GlBG).

(2) Equal opportunities

The aim is to ensure the sustainable guarantee of equal opportunities for female staff. Women must be recognised as equal and equal partners in the professional world. At all levels of the hierarchy, a positive attitude towards women's work is to be encouraged. Female staff are to be included in the information and decision-making processes at all levels of the portfolio. Active support measures are intended to facilitate the perception of their rights and opportunities for female employees.

(3) Gender Mainstreaming

The strategy of gender mainstreaming-equality between men and women in all political and social matters-is to be anchored in all areas of activity of the resort.

(4) Compensation of existing burdens

The conditions for the compatibility of family obligations and professional interests must be optimised. The use of Väterkarenz or part-time work on the basis of child-care obligations by men is to be promoted.

(5) Integration in decision-making processes

All the necessary conditions for equal participation of female employees in decision-making structures must be ensured and their share in all management functions, committees and commissions should be increased.

(6) Personnel planning and development

In the field of personnel planning and development, the potential of female staff in particular is to be encouraged. An essential task is to ensure equal participation of female employees in education and training, advancement and the like.

Section 2

Personnel measures

Women's Promotion

§ 3. (1) It belongs to the service obligations of the service provider (§ 2 para. 4 B-GlBG), in accordance with the requirements of the Frauenförderungsplanes

1.

on the elimination of an existing under-representation of female staff in the total number of staff and functions, and

2.

to work towards the elimination of existing disadvantages of female staff in relation to the employment relationship,

3.

to maintain a 50% female quota already achieved and

4.

In all other measures which directly or indirectly affect the women's quota, take care of the objectives in accordance with § 2.

(2) In the case of recordings, the observance of § § 11 b to 11 d B-GlBG and compliance with the objectives of § 2 of the Women's Development Plan, in particular the increase in the women's quota according to § 2 Z 1 of the Women's Promotion Plan, must be respected.

Tenders

§ 4. (1) Prior to the invitation to tender of a planning agency according to the 1989-AusG, BGBl. No 85, it can be shown that there are suitable female staff for use within the service centre for the use of the site concerned. In this case, staff members shall also be taken into account at their request during a legally provided absence from the service or place of service. In these cases, an invitation to tender has to be kept.

(2) Prior to the invitation to tender for all functions in the department, the Chairman of the Working Party on Equal Treatment shall be intending to make an appointment or invitation to tender and the text of the invitation to tender with the possibility of: To take note in good time.

(3) As long as the requirements of § § 11b and 11c B-GlBG are not met, it is expressly to be pointed out in all calls for tenders for posts and functions in the call text that the proportion of female staff members on posts and in line functions, and women are therefore strongly invited to apply. It should also be pointed out in the call for tenders that women are preferably taken up with the same suitability.

(4) If the proportion of female employees in the effective area of a service in a remuneration or use group, or in a function below 50%, should be expressly indicated in the call for tenders, that applications submitted by: Women are particularly desirable for the planning of this remuneration or use group or function.

(5) In the case of invitations to tender for jobs and functions pursuant to § 7 B-GlBG, the chairmen of the Working Party on Equal Treatment Questions, the responsible Equal Treatment Officer and the contact woman shall be informed in the relevant service.

(6) Requirement profiles for functions must be clearly defined and must correspond to the actual requirements of the function. They are to be formulated in such a way that they correspond to the women's support plan and do not discriminate against women either directly or indirectly.

(7) Before the call for tenders of a function, it is necessary to check whether this function can also be carried out with reduced weekly working time (partially employed). An indication should be included in the call for tenders if the function can be exercised in part.

(8) Karenzised staff shall be informed of internal calls for tenders and interest surveys in good time by the service authority.

Retry of RFQ

§ 5. If there are no applications from women who meet the statutory requirements for appointment or admission requirements until the end of the application deadline, the post office or function must be re-registered before the start of the selection procedure. With the agreement of the chairpersons of the Working Party on Equal Treatment, the repetition of the call for tenders can be omitted. The selection procedure is to be carried out in the absence of applications from women due to the renewed invitation to tender.

Selection procedure

§ 6. (1) In assessing whether applicants are equally suitable as the best-suited competitor, the statutory admission and appointment requirements, the call text and the job profile of the workplace are to be assumed.

(2) 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.

(3) Criteria such as social skills are also to be used for the assessment of management criteria.

(4) The selection procedure shall include applications from female staff members during a statutory absence from the service or place of employment, such as all other applications.

(5) Professional interruptions may not be a disadvantage in the assessment of suitability.

Compilation of commissions, advisory councils and working groups

§ 7. (1) In the case of the composition of commissions, advisory councils or working groups provided for in the rules of service law, it is necessary to pay attention to the provision of women in the field of women's promotion of § 10 B-GlBG.

(2) Working groups on administrative reform measures, human resources planning and personnel development, reorganisation and future projects of the management innovation programme shall be accompanied by an appropriate quota of women.

(3) Personnel responsible and superiors shall support and promote female employees who aspire to work in commissions, advisory boards or working groups.

Section 3

Organisational measures

Gender mainstreaming

§ 8. The Federal Ministry of Transport, Innovation and Technology reviews the actions it has set on its possible gender-specific effects in order to avoid any form of gender discrimination. Gender studies should include the perspective of gender relations in all decision-making processes.

Gender budgeting

§ 9. In guidelines and criteria for budgeting and budget allocation, the Federal Employment Equality Act and the support measures contained in this Regulation are the statutory women's support services as planning and to include relevant aspects of distribution. 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.

Equal treatment and promotion of women as part of organisational and human resources development

§ 10. (1) Women promoting measures are required at all organisational and hierarchical levels. In order to achieve this objective, accompanying measures are required to raise awareness among managers, e.g. in the form of specific training courses.

(2) In structure and re-organisation programmes for personnel planning and development, consideration should be given to the promotion of women. The chairperson of the Working Party on Equal Treatment Questions is to announce any planned change in the business and personnel classification as well as any planned change of organization.

(3) The service provider shall take appropriate measures to strengthen and motivate female staff to take over management responsibilities.

(4) Existing differences in the working conditions for female and male staff must be eliminated. There should be no discrimination in the definition of service obligations, based on gender-based understanding of gender-based tasks. The same applies to the description of jobs.

(5) In service descriptions and suitability considerations, no assessment criteria may be included, resulting in a disadvantage for the female sex, or of a discriminatory, role stereotype understanding of the Gender orientation.

(6) The employer shall carry out the measures to be taken in order to participate in the preparation and thus take on the role of the model function.

(7) In the context of the employee discussions, it is the responsibility of the superiors to motivate female staff members to actively shape their careers, and to offer support in this context.

Protection of human dignity at work

§ 11. (1) The dignity of female and male employees in the workplace must be protected. Behaviour which violates human dignity, in particular degrading statements and representations, bullying, discrimination by sex and sexual harassment, must not be tolerated.

(2) Female officials shall be informed by superiors of the legal and other means of combating bullying, sex discrimination, and sexual harassment.

(3) It is the responsibility of the superiors in all departments of the department to respect a working atmosphere which is carried out by mutual respect.

Linguistic equality

§ 12. In all edits, internal and external documents as well as publications of the resort, names of persons are to be used in female and male or in gender-neutral form.

Support for equal treatment officers and contact wives

§ 13. (1) The activities of the equal treatment officers and the contact women in accordance with the Federal Equal Treatment Act are part of their official duties. They shall not be subject to a professional disadvantage either during their exercise or after leaving this function.

(2) In order to carry out their tasks in accordance with the Federal Employment Equality Act, the equal treatment officers and the contact women are to be supported. The necessary budgetary resources and other necessary resources shall be made available to them. You can use these property and human resources according to the principles of economic efficiency, expediency and economy.

(3) The Equal Treatment Offiders, their alternates and the contact women are to be designated in the business division and in the telephone directory with their function in accordance with the Federal Equal Treatment Act.

(4) movements in the exercise of the function as an equal treatment officer or as a contact woman, such as visiting departments in the area of competence or attending meetings in the case of submissions to the Federal Equal Treatment Commission, shall be deemed to be a service travel within the meaning of the travel fee rule 1955, BGBl. No. 133.

(5) The measures provided for in the Women's Development Plan are to be monitored by the chairperson of the Working Party on Equal Treatment Questions and, at their request, to consult with the service provider with a view to their implementation.

(6) The Equal Treatment Officer and the Contact Women have the right to attend relevant training and information events in accordance with the budgetary possibilities within the period of service.

Information rights

§ 14. The following documents, data and information shall be made available to the Equal Treatment Officer:

1.

Information in the context of § 31 B-GlBG. Statistical data are to be made available in the desired form and preparation;

2.

statistical data according to the regulation of the Federal Minister for Social Security and Generations on the statistical data to be included in the equal treatment reports, BGBl. No 774/1993, up to 1. October of every second year;

3.

Reports on the training courses completed up to 1. October of each year. From this statistical data, the proportion of women in the respective educational activities and the number of days of schooling-separated by gender-should be visible;

4.

written information on planned training;

5.

the following written information in the case of function tender:

a)

Call text at the same time as the information to the Staff Committee,

b)

Appointment of the Review Commission,

c)

Names and horseback of applications,

d)

who has been assigned the role of the function.

Service obligations

§ 15. The implementation of the measures referred to in this Regulation shall be one of the official duties of the respective competent organ walters.

Treatment of advisory opinions of the Federal Employment and Equal Treatment Commission

§ 16. The service provider has to report to the Federal Equal Treatment Commission whether and what measures have been put in place in the resort on the basis of their opinions. A copy of this report shall also be made available to the chairperson of the Working Party on Equal Treatment Issues.

Information work

§ 17. (1) The employer shall publicly disclose all legislation and information relevant to equal treatment and women's promotion matters at the office of service and shall make available to the equal treatment officer and to the contact women .

(2) The Women's Development Plan shall be brought to the attention of all staff in an appropriate manner and shall be laid down for general inspection at any service.

(3) The staff member shall be allowed to attend information sessions of the equal treatment officers within the period of service, after consultation with the respective Head of Service/Service Head.

(4) In the relevant publications of the portfolio, there should be room for contributions from the equal treatment commissioners to equal treatment themes.

(5) 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.

(6) The service provider shall be available for the answers to questions relating to women and parents of law and law of law and law.

Reconciliation of work and family life

§ 18. (1) Executive positions shall be made as far as possible in such a way as to ensure their compatibility with work and family life.

(2) During the setting of periods of meetings, the working time of staff with childcare obligations and part-time workers should be taken into account. Meetings shall be made as soon as possible within the time of the block and shall be notified in good time.

(3) Family-friendly organizational measures and facilities, such as flexible working hours (e.g. reduction of the block time, flexible possibilities of the service), are based on the budgetary possibilities and the requirements of the service company. Recreational activities, teleworking, job sharing, rotation models).

(4) In the case of staff, part-time employment shall not result in any discrimination against any kind of work.

Part-time employment and management responsibility

§ 19. The employer has the organisational conditions to ensure that leading positions are generally also accessible to part-time workers. Models of teamwork and project responsibility in organizational units are to be tested.

Childcare facilities

§ 20. Possibilities for cooperation with childcare facilities close to the office are to be raised and examined. The results of the survey shall be made available to staff.

Section 4

Education and training

Measures to increase the proportion of women in education and training

§ 21. (1) Female staff shall be eligible for training and further training which qualifies for the acquisition of higher-value uses or functions.

(2) The task of the immediate superiors shall be to inform and encourage their female staff to participate in the selection of educational opportunities available for selection.

(3) The persons responsible for education shall draw the attention of female staff to appropriate internal and external training events.

(4) In the case of seminars at the place of employment, the course times are family-friendly.

(5) Part-time workers shall be allowed to participate in training activities through appropriate framework conditions.

(6) The increase in the proportion of women in the case of the auditor and the examiner is to be sought. Once a year, the Equal Treatment Officer is sent a list with the auditor and examiner of the portfolio. In the search for new auditor and examiners, the Equal Treatment Officer will be involved.

(7) curricula and teaching materials may not contain any women-discriminating content and should be extended to include women-specific thematic groups.

Promotion of re-entry

§ 22. (1) Staff members shall be informed by the employer of models of flexible working time in relation to maternity. In particular, men should also be aware of the legal possibilities of taking advantage of the Karenzurlaubes or the partial carency vacanes.

(2) Staff in Karenzurlaub shall be informed of planned internal and external training events, provided that the training measure is timely after the completion of the Karenz.

(3) The service provider shall provide for appropriate retraining of staff members who are re-serving after a period of sick leave.

(4) On a voluntary basis, staff members are allowed to participate in service meetings and training sessions.

Career and career planning

§ 23. (1) The employer shall have the effect of ensuring that a family break from female and male employees does not adversely affect their career planning and career planning. Evidence of additional skills and qualifications acquired during periods of parental carence should be taken into account in the development of career development.

(2) Promotion of women does not only have to be carried out in management positions, but must be actively supported by the employer and the employer at all organizational and hierarchical levels, respectively. to the direct superiors.

(3) Issues such as more flexible working time are to be addressed in the employee interview.

(4) The task of the superiors is to motivate female employees to take over management positions, to encourage them to attend special training seminars and to transfer them to their own responsibility by transferring tasks to the staff. (Project lines, grant and extension of the appropriation of approbation).

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

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

§ 24. The service provider has increased courses for the use and payment groups C/c and D/d, respectively. A3/v3 and A4/v4, which contain important content such as communication, language skills and teamwork.

Sliding back-up

§ 25. The employer shall take appropriate measures to ensure that a sliding re-entry in particular also in qualified areas with accompanying measures, such as reorganisation, corresponding reduction in the scope of the tasks, Employee talk, is made possible.

Section 5

Final provisions

Repeal of legislation

§ 26. With the entry into force of this Regulation, the Regulation of the Federal Minister of Science and Transport on the Women's Development Plan for the Federal Ministry of Transport, Innovation and Technology (Frauenförderungsplan-bmvit), BGBl. II No 258/2008, except for force.

References

§ 27. Insofar as the provisions of this Regulation refer to federal laws, they shall apply in their respectively applicable version, unless otherwise provided.

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