79. Regulation of the Federal Minister for Health and Women concerning measures for the professional advancement of women in the sphere of action of the Federal Ministry of Health and Women (Women's Development Plan BMGF)

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 65/2004, shall be assigned:

Federal Ministry of Health and Women's Development Plan

§ 1. (1) The Federal Ministry of Health and Women is committed to an active gender equality policy in order to ensure equal opportunities for women and men.

(2) Measures for the advancement of women are to be supported by all employees, in particular the managers.

(3) The present women's support plan provides a framework for how equality should be achieved.

1. Main item

Objectives and measures to achieve objectives

1. Objectives

§ 2. The following goals are to be achieved through the implementation of the women's funding plan:

1.		Increase in the proportion of women. The proportion of female employees is to be increased to 40% in all grades, remuneration schemes, use groups and pay groups, as well as functions in the area of the Federal Ministry of Health and Women. All measures that directly or indirectly influence the women's quota are to be aligned with this objective. The urgency of the professional advancement of women is determined by the extent of the under-representation shown in Annex I to the Regulation.
2.		Equal opportunities. 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. Women must be involved in the information and decision-making processes at all levels of the organisation. Active support measures are intended to facilitate the employees ' perception of their rights and opportunities.
3.		Awareness-raising. The self-confidence of women is to be strengthened and their professional identity to be promoted in order to increase their willingness to influence, to help shape, to make decisions and to take responsibility.
4.		Compensation of existing loads. The conditions for the compatibility of family obligations and professional interests must be optimised. The acceptance of the use of Väterkarenz/Väterkarenz/Väterkarenz/Väterkarenz/Germany is also To promote parttime work on the basis of child-care obligations by men.
5.		Communication and information. The communication of women among themselves and the use of information networks should be encouraged.
6.		Involvement in decision-making processes. All the necessary conditions for equal participation of women in decision-making structures must be ensured.
7.		Personnel planning and development. In terms of personnel planning and development, the potential of women in particular is to be promoted. An essential task is to ensure equal participation of women in education and training, remuneration, advancement and the like.

2. Measures to achieve objectives

Equal treatment and promotion of women as part of organisational development

§ 3. (1) Measures to promote women are to be set at all organisational and hierarchical levels. In order to achieve this objective, accompanying measures are needed to raise awareness among managers.

(2) Existing differences in working conditions for men and women must be eliminated. No discriminatory task assignments may be made in the determination of the service obligations for the service users.

(3) The representatives of the Human Resources Department and of all functionally responsible departments have to carry out the measures to be taken, to participate in the elaboration and to take on the role of the role model function.

(4) In the context of the employees/internal discussions, it is the responsibility of the managers to motivate women to actively shape their careers and to offer support in doing so.

Protection of human dignity at work

§ 4. (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, discrimination by sex, and sexual harassment in the workplace are to refrain from.

(2) The employees must be informed about the legal and other possibilities to fight against bullying, discrimination by gender, as well as sexual harassment in the workplace.

(3) It is necessary to respect a working atmosphere, which is carried out by mutual respect.

Linguistic equality

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

Information work

§ 6. (1) All employees-including all new members of staff-are the women's support plan from the Human Resources Department. To bring the service to the attention of the staff. The current women's promotion plan must be set up for inspection in every 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.

Resources

§ 7. (1) The activity of the equal treatment officers and contact women according to the B-GlBG is part of their official duties. The person responsible for equal treatment and the contact women shall not be allowed to recover from their duties either during their exercise or after leaving the same person.

(2) The agendas of the Working Group for Equal Treatment Questions in the BMGF are taken into consideration in the business and personnel division of the BMGF.

(3) The division, division and section lines, as well as the management of BIFA, have to ensure that the equal treatment officers and contact wives have the necessary resources to carry out their activities (EDP, personnel, space and ).

(4) The persons responsible for equal treatment shall be provided with the information necessary for the performance of their duties. In particular, the Chair of the Working Party on Equal Treatment

4.1		to 1. The statistical data to be included in the equal treatment report in accordance with Regulation (EEC) No 774/1993 by the Human Resources Department
4.2		annual
4.2.1		A report by the person responsible for education and training, which shows the proportion of women in the education and training programmes and the support measures for women who have been set up by the department in the field of education and training, and
4.2.2		A report by the Personnel Department on measures to increase the proportion of women in new exposures and functional occupations in accordance with Annex I, and
4.3		Case-by-case
4.3.1		written information on planned training courses by the training and training officers,
4.3.2		written information about functional descriptions by the human resources department and the occupation of the evaluation commissions, as well as
4.3.3		the decision of the Commission for the Evaluation of the Information, broken down by name and series of candidates, provided that no equal treatment officers were to be included, for information,
4.3.4		written information by the HR department about new appointments of permanent commissions, temporary and permanent new recordings, service allocations and transfers as well as changes in the business unit
shall be transmitted.

2. Main piece

Special support measures

1. Measures to increase the proportion of women employed in the workforce

§ 8. (1) § 11 B-GlBG must be strictly observed in the case of new recordings, takeovers in the post-office area and, in particular, in the reception of carer replacement forces.

(2) In the case of invitations to tender for posts, it is necessary to draw attention to the range of women's promotion in accordance with § 11 B-GlBG until the requirements of § 11 B-GlBG are fulfilled.

(3) No discriminatory evaluation criteria may be used in the examination of the suitability of applicants.

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

Child care obligations and/or part-time employment

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

(2) In the setting of meeting times, the working time of part-time workers and persons with childcare 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 extra work-consideration should be given to the time requirements arising from (child) care obligations. There must be no discrimination on the part of staff.

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

(5) Management positions must be designed in such a way that their acquisition can be reconciling with the responsibility for children and the family.

(6) Personnel planning and development should take into account the possibility of a family break in the career planning of both sexes.

(7) Flexible, innovative forms of work, e.g. Teleworking, must be given priority to persons with child-care obligations.

Part-time employment and management responsibility

§ 10. (1) Part-time employment must not, in principle, be the reason for the exclusion of functional tasks. The organisational conditions for this are to be examined. Teamwork and project responsibility in departments are to be promoted.

(2) Part-time employment is to be possible in all areas of work and at all skill levels. The employees must be informed by the respective HR department that the working time reduction can be agreed on a temporary basis and thus a return to the normal working hours is guaranteed.

Childcare facilities

§ 11. Cooperation possibilities with childcare facilities close to the office are to be raised or and to make the results available to staff.

3. Measures in the field of education and training

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

§ 12. (1) The task of the immediate superiors is to inform their employees in time, to encourage them to take part and to propose concrete training steps, to take part in the selection of the courses of education.

(2) In the context of the bid to promote the education and training of staff members, the Human Resources Department has to inform employees in good time about training opportunities that are open to the respective staff. Employees who wish to do so are-as far as these correspond to the respective target group-to be sent to training events, provided that it is possible to maintain an orderly service without them.

(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 in the case of appropriate internal training, provided that women have registered. In the case of internal offers mainly aimed at employees in groups of uses where the proportion of women is higher than the percentage of men, if sufficient women have signed up to it, the proportion of women who have signed up to this offer is to be to take part in such participation.

(4) Women are to be given priority to participate in education and training events which qualify for the acquisition of higher-value uses (functions).

(5) In the case of seminars at the place of employment, the course times are to be used in such a way that inexorable social activities, such as the removal of the children from the kindergarten, can be carried out despite the course attendance.

(6) The participation of part-time workers in educational activities must be ensured by the creation of an appropriate framework conditions.

(7) Part-time workers who take part in training events shall be subject to the service obligation under the applicable statutory provisions.

(8) With regard to the proportion of women in audit commissions and in the case of the members of the board, care should be taken to ensure that the present proportion of women is maintained.

(9) Lectures and scripts shall not contain any (directly and directly) women discriminating content and shall, where possible, be extended to include women-specific subject areas.

Specific measures for the users of the use/

Remuneration groups C/c and D/d and/or A3/v3 and A4/v4

§ 13. Courses for the use/pay group C/c and D/d, respectively, are to be increased. A3/v3 and A4/v4, the basic qualifications, such as communication, language skills and teamwork.

Basic training

§ 14. Within the framework of the basic training, the responsible Equal Treatment Officer and/or contact woman is sufficiently able to present himself and to inform about the B-GlBG and the Women's Promotion Plan.

Training of managers

§ 15. The B-GlBG and the related issues of the promotion of women and equal treatment have to be informed about the role of HR managers and all staff members who exercise the pre-legislative function. In the training of managers, it is particularly important to draw attention to their commitment to promoting women.

4. Promotion of career advancement

Career and career planning

§ 16. (1) Promotion of women must not only apply to management positions, but must also apply to all organisational and hierarchical levels.

(2) There are also topics in the staff/interpersonal interview that concern women in particular-such as more flexible working time arrangements.

(3) The skills and qualifications acquired in a Karenz according to the Maternity Protection Act or Väterkarenzgesetz shall be commenced in accordance with the career appraisal. Professional interruptions of women and men must not be a disadvantage for those affected.

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

(5) The participation of female (including part-time) staff in management telephones is to be encouraged.

(6) The participation of interested women in the Cross Mentoring Programme of the Federation for personal and professional development with the support of experienced mentors is to be promoted at all levels.

Occupation of leading positions

§ 17. (1) In accordance with the requirements of Appendix 1, women are primarily to be ordered for management positions in which, according to § 11 B-GlBG, there is a under-representation of women.

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

(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) appropriate measures shall be taken by the service authority in order to qualify and motivate women to take over management responsibilities.

(5) Criteria catalogues for interviews shall be drawn up in such a way that they do not discriminate against women either directly or indirectly.

Organizational changes

§ 18. (1) Working groups on administrative reform measures, human resources planning and personnel development, reorganisation and future projects, such as the administrative innovation programme, should work towards an appropriate proportion of women.

(2) In the case of structure and reorganization programmes, consideration should be given to the promotion of women.

5. 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 should also be aware of the legal possibilities for the use of paternal carence, parttime and part-time employment.

(2) In the case of the use of the Karenz in accordance with the Maternity Protection Act or the Väterkarenzgesetz, no later than four weeks before the re-entry, the staff member or the staff member shall be invited by the Human Resources Department or their supervisor to a call in which the Future use after re-entry will be clarified.

Special training of returnable women

§ 20. (1) The employees must be supported by targeted promotion of the training after the re-entry in the rapid reintegration at their place of work.

(2) Re-entry students should be admitted as a priority to advanced training seminars.

6. 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 provided for in the rules of service law, the promotion of women is to be taken into account in accordance with Section 10 (1) B-GlBG. In the case of the composition of other committees, advisory boards, working groups or similar decision-making bodies or advisory bodies whose members are not appointed by election, the service provider shall have the right to appoint the To work towards a gender-specific balance. In particular, it is also important to note that women are appointed as chairmen and full members.

(2) The Chairperson of the Working Party on Equal Treatment shall be informed of any new appointments made by the Commission to the Commissions provided for in the rules on the duty to pay.

Smoke-Kallat