Advancement of Women & Equality Plan

Committee for Equality Issues

Advancement of Women Plan at the University for Continuing Education Krems

Preamble

The University for Continuing Education Krems is committed to advancing women in accordance with the statutory basis described in § 1, and to creating positive, career-enhancing opportunities for women. It therefore regards achieving the goal of providing equal development opportunities for men and women at the University for Continuing Education Krems, and of eliminating / compensating any existing disadvantages for women, as a task to be shared by all university members. The actual equal treatment of men and women and the advancement of women is reflected in the human resources policy, research and teaching as well as the distribution of resources. This is a particular duty for people in managing positions.
The University for Continuing Education Krems actively advocates study and working conditions that offers both men and women the same opportunities for scientific research, teaching and learning.
The university and all its members are bound to counteract every type of discriminatory action or behavior towards women.

Legal Basis

§ 1 Legal Basis and Guiding Principles

(1) The following in particular constitute the legal basis of the Advancement of Women Decree:
1. Art. 7 par (2) B-VG;
2. § 11 a Federal Equal Treatment Act (B-GlBG);
3. § 19 par (2) Z 6 UG 2002;
4. § 19 par (2) Z 7 UG 2002;
5. §§ 41 - 44 UG 2002.

(2) The guiding principles for the advancement of women are:
1. General requirement for advancement of women (§ 11 B-GlBG);
2. Requirement for advancement of women in employment matters (§ 11 b B-GlBG);
3. Requirement for advancement of women in career advancement matters (§ 11 c B-GlBG);
4. Requirement for advancement of women in education and further education matters (§ 11 d B-GlBG);
5. Guiding principles pursuant § 2 Z 9 UG 2002;
6. University’s duties pursuant § 3 Z 4 and 9 UG 2002;
7. Implementation in the employment contracts pursuant § 13 par 2 Z 1 lit g UG 2002.

 

§ 2 Applicability

The Advancement of Women Decree affects all members of the University pursuant § 94 UG 2002. Furthermore, it also affects people not formally employed by the University of Continuing Education Krems such as external lecturers and other freelancers.

 

§ 3 Goals of the Advancement of Women Decree

By implementing the Advancement of Women Decree, the University pursues the following strategic and operative objectives in particular:
1. Safeguarding equal opportunities for men and women
2. Implementing gender mainstreaming
3. Advancement of women
4. Eliminating existing underrepresentation of women
5. Preventing discrimination of women
6. Integrating women’s and gender studies in research and teaching
7. Ensuring a liveable work environment
8. Promoting information and communication about equality issues
9. Ensuring adequate infrastructure to achieve equality and advancement of women.

 

§ 4 Gender Mainstreaming

(1) The gender ratio perspective must be included in all university decision-making processes, all decision-making processes must be utilizable for gender equality.

(2) All goal agreements must include equality and the advancement of women.

(3) The principle of gender mainstreaming must be taken into account by the Senate when drafting guidelines for collegiate bodies’ tasks and responsibilities (§ 25 par 1 Z 15 UG 2002).

 

§ 5 Plan for the Advancement of Women Decree

(1) Pursuant § 41 UG 2002, all university bodies must strive to achieve a balanced male to female ratio in all university spheres of activity. This goal is to be achieved by means of setting appropriate measures, in particular by issuing and implementing a plan for the advancement of women.

(2) Measures to advance women must be integrated into human resources and human resources development planning.

 

§ 6 Ban on discrimination

Female employees may not be discriminated against directly or indirectly with respect to their remuneration. The same applies to allowances, perks or other non-cash benefits.

 

§ 7 Public relations

Women-specific and equality issues are to be presented appropriately as essential features of the university profile.

 

§ 8 Information about relevant legal regulations

The Rectorate is responsible for ensuring and proving that the heads of all university faculties, departments, units and centers, the Committee for Equality Issues, and the Office for Equality and Gender Studies receive all relevant and up-to-date information about equality and advancement of women matters, legal regulations, labour and employment laws and other related information, and to ensure these are made known in their organizational units. The information, notifications and publications may also be transmitted electronically.

 

§ 9 General Information

(1) All new employees will receive an information sheet from the responsible personnel department on their first day at the University for Continuing Education Krems. This sheet must always contain contact info for the Committee for Equality Issues, the Office for Equality and Gender Studies and may also provide information about the offices and committees responsible for equal treatment and women’s and gender studies.

(2) The university’s organizational units, student handbook, and telephone lists etc. must include the names, addresses and email addresses of members of the Committee for Equality Issues and the Office for Equality and Gender Studies and state the respective functions.

(3) The Rectorate supports information events on the tasks and activities of the Committee for Equality Issues for university members pursuant § 94 UG 2002.

(4) The Rectorate furthermore supports gender mainstreaming information and further education measures (especially for those in leadership functions) through the Committee for Equality Issues and the Office for Equality and Gender Studies.

§ 10 Monitoring female quota

(1) Female quotas are to be monitored annually in compliance with general reporting duties. The actual quota is surveyed, documented and published, taking into particular account the ratio of women amongst the employees and students.

The following categories are to be monitored:

Academic university staff, general university staff, students and graduates, teaching staff. Should a complaint be made to the CEI in the following cases, the CEI has the right to peruse documents for the purpose of determining the female quota per calendar year:

a) when awarding research funds,
b) when allocating funds for research-related continuing education;
c) when allocating funds for non-research-related further education;
d) when granting travel expense reimbursement
e) when awarding financial aid (e.g. scholarships) in proportion with their staff ratio.

(2) The ultimate responsibility for monitoring the female quota lies with the Rector. He/she assures that the required data is continuously and completely collected in all organizational units and at all hierarchical levels.

(3) The Rectorate delivers the results of the female quota survey to the Committee for Equality Issues promptly and verifiably. The current statistics must be published in the university gazette.

 

§ 11 Remuneration Survey

(1) Men’s and women’s remuneration is to be monitored separately. This includes listing separately any benefits, contributions and other perks according to the respective hierarchical levels and individual labour law-related categories.

(2) The Rector is ultimately responsible for this survey pursuant Section (1). He/she assures that the required data is continuously and completely collected in all organizational units and at all hierarchical levels.

(3) The Rector delivers the results of the survey pursuant Section (1) to the Committee for Equality Issues promptly and verifiably.

§ 12 Promoting women in research

(1) The University for Continuing Education Krems promotes research activities of women in the same way as for men.

(2) When university bodies or members are appointed to decide on the allocation of research funds from the public sector, they shall do so not only with regard to qualification, but the even distribution of said funds amongst men and women likewise.

(3) The University for Continuing Education Krems promotes women’s research activities by financially sponsoring women to take part in international conferences and congresses, in particular in those areas in which women are underrepresented.


§ 13 Teaching

The University for Continuing Education Krems promotes the participation of women in teaching according to their qualifications and includes female and gender-specific content based on gender studies when deciding on professional appointments for vacancies, and further integrates women’s and gender studies when developing curricula.

 

§ 14 Studies

The University for Continuing Education Krems actively sets measures for relevant personnel, organizational and financial support,

1. To give women access to areas of study in which women are underrepresented by means of explicit information events, in particular at study programme information fairs
2. To implement strategies and concrete measures when developing curricula and to continuously evaluate these measures
3. To recruit more scholarships for students and advertise these in an appropriate manner

 

§ 15 Organisational and human resources development

(1) Gender mainstreaming and the Advancement of Women Decree criteria are to be applied in organisational and human resources development at the University for Continuing Education Krems; the CEI must be involved and included. This particularly applies to career mentoring and employee appraisals. Mentoring, in particular, is to be consistently practiced during professional, organizational and social induction, to support employees with advancing their careers. The Rectorate is responsible for implementing this principle with appropriate, women-focused mentoring program pilot projects for academic as well as general university staff.

(2) Internal further professional development programs must include events offered to higher ranking university staff to enhance their social, communication and gender competence and leadership responsibility.

(3) Further professional development programs offered at the University for Continuing Education Krems must include special courses for the advancement of women. The contents must be defined together with CEI and the Office for Equality and Gender Studies.

(4) When assigning tasks, it must be ensured that employees are able to acquire the qualifications required to further their careers within the defined time. Part time work options and reducing the number of working hours per week are to be taken into account. In these cases the CEI will coordinate with the works council.


§ 16 Recruiting, advertising job vacancies, active search

(1) Alongside actively searching for qualified female applicants, the central recruiting instrument is advertising job vacancies whereby the text must be written in such a way as to encourage women to apply.
The CEI may be asked to support the active search for applicants.

1. The job advertisement text can be published following approval by the CEI, at the latest however 14 business days after the CEI was forwarded the written text.
2. The job advertisement text must state the hiring prerequisites (“mandatory prerequisites”) as well as any other desired qualification criteria (“optional criteria”).
3. Should the CEI deem that the job advertisement text is discriminatory within the meaning of iSd § 42 par (1) UG 2002, and if no agreement with the Rectorate is reached, the CEI may, within 14 days of receiving the job advertisement text, file a complaint with the arbitration committee.
(2) The job advertisement must be published in the gazette and on the homepage of the University for Continuing Education Krems and, depending on the target audience, announced in the relevant media. Along with the job advertisement text, the CEI must also be notified which media channels will be used to advertise the vacancy. The CEI is entitled to recommend additional advertising channels.

(3) The CEI must be informed immediately of the following, pursuant § 42 par. (2) Z 6 and Z 7 UG 2002:
1. List of applications received
2. List of applicants invited to job interviews
3. The interview appointments, at least 3 days in advance, in writing
4. The selection decision.

Future employees may only be informed or service agreements signed with a person following approval by the CEI and after the three-week waiting period (§ 42 Section (8) UG). The CEI undertakes to ensure that it responds to the selection decision within 7 business days.

(4) If no women apply, the CEI is entitled to request information about how the job vacancy was advertised. If the CEI deems that the vacancy was insufficiently advertised, it is entitled to require that the vacancy be advertised again within 14 days of receiving the list of received applications. If still no women apply, no further repetition of the job advertisement procedure is required.

 

§ 17 Selection and appointment procedure

(1) On expiry of the job advertisement period, a list of the applicants invited for interview must be sent the CEI. On principle, all suitable applicants matching the job advertisement text must be invited for interview.

(2) The CEI is entitled to peruse all relevant application documents in the event of a complaint.

(3) No selection and evaluation criteria may be applied that in any way discriminate against or are based on a role stereotypical understanding of gender.

(4) Applicants may not be disadvantaged on the basis of career interruptions, part time work, or delayed completion of training courses as a result of parenting duties or caring for care-dependent family members.

 

§ 18 Termination or important changes to employment contracts

The CEI must be informed of planned terminations or important changes to employment contracts if such information is required for the fulfilment of its legal obligations..


§ 19 Additional regulations for appointment procedures

(1) The CEI must be informed immediately if candidates who did not apply for the vacancy are included in the appointment procedures within the meaning of § 98 Section (2) 2nd sentence UG 2002.

(2) The CEI must be invited to all meetings held by the committee for appointments in a timely manner, and is entitled to attend all meetings in a consulting function.

(3) The members of the committee for appointments are selected in accordance with § 98 par 4 UG 2002 and § 25 par 7a UG 2002.

(4) If 5 of the following 7 measures are demonstrably taken by the Rectorate or by a body appointed by the Rectorate, the CEI shall deem this a sufficient, active search for suitable female applicants within the meaning of § 16 of the University for Continuing Education Krems’ Advancement of Women plan. In this case the CEI will not require a repetition of the job advertisement procedure, even if in spite of the active search no women applied.

1. The vacancy announcement text is sent to all organisational units (incl. institutes and departments) with the same or related discipline at all Austrian universities.
2. The vacancy announcement text is sent to at least five organizational units (incl. institutes and departments) with the same or related discipline at foreign universities.
3. The vacancy announcement text is published in at least two relevant Austrian and/or international printed media (preferably, e.g. "Wiener Zeitung“, Die Zeit")
4. The vacancy announcement text is published in at least one Austrian and international specialist journal and/or their online editions
5. Suitable applicants were searched for in relevant, up to date, domestic and foreign expert databases such as:
http://www.uni-klu.ac.at/CEIeich/,
http://CEI.uni-graz.at/de/fuer-mitarbeiterinnen/datenbank-habilitierter-frauen/
http://www.femtech.at/index.php?id=65,
http://www.gesis.org/cews/femconsult/)
6. The vacancy announcement text is published in women-specific mailing lists and networks (if possible specialized) with the support of the CEI and DUK’s Office for Equality and Gender Studies.
7. Actively inviting at least three qualified women to apply, in Austria and abroad.

All measures must be implemented before the first third of the application deadline has expired, beginning with publishing the job vacancy in the DUK gazette.
The CEI must receive the written documentation of the implemented measures (date the measure was set, short summary of the measures carried out) immediately afterwards.


(5) Appraisers must be selected in such a way as to include more females.

(6) Female applicants fulfilling the vacancy prerequisites in accordance with § 98 Z (5) UG must be included in the list of candidates invited to appointment hearings within the meaning of § 98 Z (6) UG 2002.

(7) Female applicants as qualified as the best qualified male applicant must be given priority in the appointment proposal.

(8) Appointment hearings with female candidates as qualified as the best qualified male applicant must be given priority.

(9) The Rector must observe the applicable legal regulations, in particular concerning the Advancement of Women Decree, in all appointment hearings until an existing underrepresentation of women is redressed.

(10) The Rector must inform the CEI of his/her selection decision prior to the appointment hearings. In accordance with § 42 par (8) UG 2002, the CEI has the right to issue a complaint within three weeks, which will be processed by the arbitration committee.

 

§ 20 Female representation in Committees and Functions

(1) Women must be included in the nomination for commissions and committees and, if possible, for the position of Chair. The same applies for monocratic functions.
Collegial bodies appointed by the Senate are subject to § 25 par (7a) § 11 par (2) Z3 of B-GlBG, i.e. at least 40% of the members must be women.
(2) To enforce the gender mainstreaming policy, the CEI has the right to take part in commission, collegial body and committee meetings in a consulting function. The invitation to all these meetings must be issued punctually, at the latest a week prior to the meeting date.

§ 21 Duties

(1) Defined duties may not include discriminating or career obstructing work obligations. The same applies to the workplace requirements.

(2) Job descriptions and aptitude appraisals may not contain evaluation criteria that could disadvantage female employees or insinuate gender-discriminatory stereotypes.

 

§ 22 Career mentoring and staff appraisal

Career mentoring and staff appraisals must be held with all female university employees. Career mentoring and staff appraisals also serve to discuss female employees’ academic achievements with respect to the required career qualifications, and to promote their progress by means of suitable frameworks.

 

§ 23 Training and continuing education

(1) As part of their obligation to advance women, supervisors must encourage their female staff to attend training and further education courses. Moreover, they must inform and advise them about suitable training and further education possibilities in detail and in a timely manner.

(2) Supervisors must ensure that all female employees, including part time staff and those taking statutory leave or otherwise absent from the workplace, are informed about continuing professional development opportunities and management training courses. They must emphasize that women are particularly invited to register for such educational opportunities.

(3) Besides discipline-related courses, continuing professional development includes measures to enhance key qualifications and soft skills (rhetoric, communication, application training, presentation techniques, teaching, foreign languages, project management, project acquisition, equality of men and women in administration and academics issues, conducting mentoring, preventing burnout and harassing, etc.)

(4) Female employees are entitled to women-specific further education.

(5) If requested, supervisors must make it possible for female employees to take part in suitable further education and training seminars within the constraint of available financial resources and other duties. Supervisors must permit changes to regular working times to enable employees to attend training and further education courses, unless compelling work interests prevail.

(6) Women must be given priority for continuing education courses, particularly those that qualify participants for promotion, until a 40% female quota is achieved. The same applies to training and further education courses with limited participation.

 

§ 24 Continuing professional development and promoting female academic staff

Supervisors must inform female academic staff about discipline-related training and further education opportunities, and encourage them to attend. Furthermore, female scientists must be informed of discipline-related symposia, specialist academic associations, publication possibilities, and opportunities to participate in research projects and be encouraged to participate. Alongside internal continuing professional development opportunities, external further education avenues should also be expanded and supported. Organizational units and/or service units shall support events centring on the advancement of women in terms of budget and providing the location. Likewise, supervisors must ensure that female staff have equal access to paid business trips, travel expense reimbursement and special leave as their male colleagues.

 

§ 25 Humane working conditions

All members of the University for Continuing Education Krems have the right to treatment respecting their human dignity, and particularly the right to be protected from sexual harassment, discrimination and bullying.

 

§ 26 Measures against sexual harassment, general harassment and mobbing

(1) Sexual harassment as defined in § 8 par 2 B-GlBG, general harassment as defined in § 8a par (2) B-GlBG and mobbing constitute a violation of personal rights. The University for Continuing Education Krems does not tolerate sexual harassment, sexist behaviour or mobbing. Everyone associated with the University for Continuing Education, in particular those in supervising, leading and managerial functions in research, teaching and administration, are responsible for ensuring that sexually harassing behaviour is not tolerated in their spheres of responsibility.
(2) The Committee for Equality Issues counsels and supports individuals or boards as to the correct and appropriate response to sexist behaviour and/or sexual harassment or mobbing. All those involved in such incidents are bound to secrecy. Counselling and support must be included in the human resources development program. The Office for Equality and Gender Studies is responsible for offering and implementing these services.

 

§ 27 Evaluation and Quality Assurance

In accord with § 14 UG 02, evaluation and quality assurance must include advancement of women and equality criteria.

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