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

On the basis of § 41 of the Federal Equal Treatment Act (B-GBG), BGBl. N ° 100/1993, as last amended by the Federal Law BGBl. I n ° 119/2002, shall be assigned:

The Federal Ministry of Economics and Labour's Women's Development Plan

§ 1. (1) The Federal Ministry of Economics and Labour is committed to an active equal treatment 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 the implementation of equal treatment.

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 Economy and Labour. All measures that directly or indirectly influence the women's quota are to be aligned with this objective. Measures for the promotion of women are to be integrated into personnel planning and development.
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.		Gender mainstreaming. The strategy of gender mainstreaming-the equality of women and men in all political and social matters-is to be established as a perverted principle in all activities of the BMWA.
4.		Awareness-raising. The self-confidence of women is to be strengthened and their professional identity to be promoted-to increase their willingness to influence, to help shape, to make decisions and to take responsibility.
5.		Compensation of existing loads. The conditions for the compatibility of family obligations and professional interests must be optimised. The acceptance of parental leave by men is to be promoted among all members of the staff of the department.
6.		Communication and information. The communication of women among themselves and the use of information networks should be encouraged.
7.		Involvement in decision-making processes. All the necessary conditions for equal participation of women in decision-making structures, such as structured information flows, are to be created. The proportion of women in management functions, commissions and committees is to be increased.
8.		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.
9.		Transparency. The report according to § 50 B-GBG, which provides information on the state of the implementation of equal treatment and the promotion of women, is to be announced to the staff of the resort.

2. Measures to achieve objectives

Equal treatment and promotion of women as part of organisational development

§ 3. Gender mainstreaming: The Federal Ministry of Economics and Labour is constantly reviewing all the actions it has set for its possible gender-specific effects in order to avoid any form of gender discrimination. The perspective of gender relations is to be included in all decision-making processes.

§ 4. (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 personnel departments and of all functionally responsible departments shall have to carry out the measures to be taken, to participate in the elaboration and thus to take on the role of the model function.

(4) In the context of the employee interview, 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

§ 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.

(2) The employees shall be informed about the legal and other possibilities to oppose sexual harassment or bullying.

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

Linguistic equality

§ 6. 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

§ 7. (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) In the relevant publications of the portfolio, in particular in staff-newspapers and digital media, provision should be made for questions of equal treatment in accordance with the scope of the relevant provisions.

(3) All employees shall be allowed to participate in information sessions of the equal treatment officers and to make individual contact with the responsible equal treatment officers within the service period.

(4) In the business and personnel divisions of all departments, at least one representative of the employer is for women and parents-relevant legal questions (e.g. for information on maternity protection, caring leave, nursing exemption, doctor visits with children, special holidays, part-time employment and the consequences of their service, occupation and pension rights) in particular.

Resources

§ 8. (1) The activities of the equal treatment officers and contact women according to the B-GBG are 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 equal treatment and the promotion of women are taken into account in the business and personnel division of the BMWA.

(3) The centre, sector and section lines, as well as the lines of service authorities and bodies, must ensure that equal treatment officers and contact women have the necessary resources to carry out their activities (EDP, Personnel, space and material expenses) are provided.

(4) In accordance with § 31 B-GBG, the Equal Treatment Officer must be provided with information and all the information required for the performance of their tasks, such as evaluations from the staff system of the Federal Government, other statistical evaluations, to the public.

2. Main piece

Special support measures

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

§ 9. (1) § 42 B-GBG must be strictly observed in the case of new recordings, takeovers in the planning area and, in particular, in the reception of carence replacement forces.

(2) In the case of invitations to tender for posts, it is necessary to refer to the promotion of women in accordance with § 42 B-GBG until the requirements of § 42 B-GBG have been fulfilled.

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

(4) The equal treatment officers of the respective representative area referred to in Appendix 2 shall be informed of all applications and their outcome-who has been recorded in particular-.

(5) The staff departments are obliged to inform any woman who is applying for a position in the resort and whose admission is shortlisted to be informed about the relevant provisions of the B-GBG.

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

Child care obligations and/or part-time employment

§ 10. (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 should take place within the time of the block, should be planned as long as possible and in good time to be known to the staff.

(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) Parents of school-dependent children are to be allowed to work a few days per year in order to be able to meet their individual duties individually.

(6) Decision-making positions must be designed in such a way that their acquisition can be reconciling with responsibility for children and the family.

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

Part-time employment and management responsibility

§ 11. (1) In principle, part-time employment must not be a 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

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

3. Measures in the field of education and training

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

§ 13. (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) The Staff Divisions or the contact persons in the field of work inspection have to draw attention to suitable internal and external training events for the female employees in their area of responsibility.

(3) In accordance with § 44 B-GBG, women are to be given priority to participate in training and further education measures which qualify for the acquisition of higher-value use (functions). In the case of training and further education measures with a limited number of participants, at least as many places for women are to be reserved, as corresponds to their share in the respective target group.

(4) The responsible Equal Treatment Officer shall be regularly informed of the number of male and female participants in internal and external training events. The staff departments of the various departments, or the educational contact persons in the labour inspection are to cooperate continuously with the Equal Treatment Officer and the contact woman.

(5) 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.

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

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

(8) § 43 B-GBG should be applied in the case of the selection of lectures for events of the training and further education.

Specific measures for the users of the use/

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

§ 14. (1) Courses for use/pay groups 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.

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

1.		Creating more job satisfaction by intensifying the knowledge of work processes and content
2.		Co-design of ergonomic workplaces and participation in the design of the working environment and the work processes,
3.		Facilitation of working conditions and work processes through improved internal organisation and information on the rights and obligations of staff.

Basic training

§ 15. (1) 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-GBG and the women's promotion plan.

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

Training of managers

§ 16. (1) Personnel responsible and all staff members exercising the pre-legislative function have to inform themselves about the B-GBG and related issues of the advancement of women and equal treatment. In the course of their training, managers are particularly aware of their obligation to promote women.

In the Ressorts ' executive training sessions, topics such as the promotion of women, the Federal Equal Treatment Act, the duty to deal with employees, and the handling of employees are to be addressed. Special attention is paid to the ability to delegate responsibility and team work.

(2) For women in management positions, equal treatment officers and contact women, as well as women in occupational problem situations, participation in individual supervisions or Coaching can be made possible.

Junior executives

§ 17. (1) With a view to the development of a junior management programme for junior managers, the managers-irrespective of the occupation of specific management positions-have to report to the employer appropriate junior managers, with the following: particularly eligible women and part-time workers. Based on this, the creation and development of a junior management pool will be started.

(2) Paragraph 16 (1) shall apply mutatily.

4. Promotion of career advancement

Career and career planning

§ 18. (1) The promotion of women must not only apply to management positions but should also be applied to all organisational and hierarchical levels.

(2) In the course of the employee discussion, topics related to women in particular-such as more flexible working time-should be addressed.

(3) The skills and qualifications acquired in parental carence should be commend in the course of the career assessment. Career breaks of women and men should not be a disadvantage for those affected.

(4) The task of the superiors is to motivate employees to take over managerial 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 channels is to be encouraged, especially in those areas where women are under-represented in the functions.

Occupation of leadership positions

§ 19. (1) According to the requirements in the Appendix 1 In all highlighted uses (functions), applicants must be given priority order in accordance with § 43 B-GBG.

(2) The intended occupation of a workplace associated with a function group or a higher group of persons within a group of uses or remuneration is in the office in which the workplace is to be occupied, to be widely known. The contract notice must be made in a suitable manner in such a way that the group of persons eligible for the function or the workplace is, in any event, aware of it in the relevant service (e.g. internal tender, job exchange, Out). If a workplace is already to be issued on the basis of provisions contained in other federal laws concerning the tendering of functions or posts, a separate notice shall not be required.

(3) The tendering texts must be formulated in such a way that women in particular feel motivated to apply. Insofar as women's promotion measures are required in accordance with § § 42 and 43 of the B-GBG, it is expressly stated in the calls for tenders. The persons responsible for equal treatment shall be informed of their intended function.

(4) 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.

(5) Suitable measures shall be taken by the service authority 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 measures referred to in paragraphs 1 to 6 shall be discussed and implemented in regular discussions between equal treatment officers and human resources managers.

§ 20. The equal treatment officer of the respective representative area must each be sent a copy of the call for tenders and the composition of the evaluation commission shall be announced. Once the procedure has been completed, it must be communicated how many women and men have applied and who has been assigned the role of the function.

Improvement of internal information

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

Organizational changes

§ 22. (1) The Working Party on Equal Treatment Questions is any planned change in the division of business and personnel, or to announce any planned change in organization.

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

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

5. Promotion of re-entry

Information

§ 23. (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) Prior to the beginning of maternity leave, and in case of parental leave no later than four weeks before the re-entry, the staff member or staff member shall be invited by the competent human resources department or their supervisor to a call, where the future use will be clarified after the re-entry.

(3) The training department will continue to inform the superiors of informing Karenzurlauber about planned internal and external training events.

(4) In order to facilitate the re-entry, the social contact between the relevant organisational unit and its carded staff shall be maintained. In particular, in the last three months prior to the re-entry, up-to-date information about the department, the department as well as ongoing projects in the workplace will be given further by the organizational unit.

Sliding back-up

§ 24. It is intended to allow a sliding re-entry, especially in qualified areas with accompanying measures such as reorganisation, corresponding reduction of the task area, staff/interpersonal interview, training requirements in individual cases .

Special training of returnable women

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

(3) Reinstates are to be admitted as a priority in the sense of § 44 B-GBG to advanced training seminars.

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

Promotion of the participation of women

§ 26. (1) In the case of the composition of commissions within the meaning of Section 9 (1) B-GBG, the women's promotion bid must be observed. In the case of the composition of other committees, advisory boards, working parties or comparable decision-making bodies or advisory bodies whose members are not appointed by election, the employer shall, when appoenting the members, have to strike 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. If no woman is appointed as a member of such a commission or of the relevant Senate, the Chair of the Working Party on Equal Treatment or the staff appointed by it shall have the right to attend the meetings of the Commission or of the relevant Senate, with an advisory vote. In this case, the invitation and all necessary documents must be submitted by the employer to the chairperson of the Working Party on Equal Treatment Questions in time.

(3) The Chairperson of the Working Party on Equal Treatment Questions shall be informed of any new appointments made by the Commission to the Commission.

7. In-Force Trees

§ 27. This Regulation shall enter into force on 30 June 2004.

Bartenstein