1. Using the gender bias check (gb-check) to support the economic independence of women and men

2. project overview project partners: main objectives:
Federal Anti-Discrimination Agency
Harriet Taylor Mill – Institute for Economics and Gender Studies of the Berlin School of Economics and Law
funded by European Commission Directorate-General Justice and Consumers (project term: 01/ /2017)
main objectives:
ensure economic independence of women by equal treatment in working life
supporting employers to ensure gender equality in labor market
developing a toolbox called „gender bias check (gb-check)“

3. What is gb-check all about?
gb-check is a toolbox, which … … offers opportunities to test gender equality in the labor market. … helps employers to identify and to avoid discrimination, to eliminate inequality and to take actions for more equal opportunities. … contains 16 tools in 6 fields of work and employment. These can be used separately or in combination with one another.

4. Which fields of work and employment does gb-check look at?
job listings
staff selection processes (recruitment and career advancement)
workplace conditions
on-the-job training
performance assessments
scheduling

5. Which tools does the toolbox gb-check provide?
Statistics: direct statistical comparison of anonymous data on employment and working conditions Process Analysis: central questions, which should uncover discrimination risks in regulations and in occupational procedures for the arrangement of working conditions Paired Comparison: direct comparison of working conditions of one female and one male employee

6. Fields
statistics
process analysis
paired comparision
job listings
staff selection processes
recruitment
professional advancement
workplace conditions
employment structure
health protection
on-the-job training
performance assessments
scheduling

7. 11 companies tested gb-check in a pilot phase
AXA Konzern AG (insurance company)
Building and property management North Rhine-Westphalia
Deutsche Welle (public international broadcaster)
Eberswalde University for Sustainable Development
IG Bauen-Agrar-Umwelt (trade union)
Internationaler Bund (non-profit association, youth and social work)
Lidl Stiftung & Co. KG (discount supermarket chain)
Otto Group (globally active retail and retail-related services group)
Mainz University Medical Center
UVEX Winter Holding (products and services for the protection of people at work, sport and leisure)
Weleda AG (beauty products and naturopathic medicines)

8. Which activities did the pilot phase encompass?
internal project team
introductory workshop for members of the internal project team (half day).
collection and preparation of the operational
analysis workshop (two days)
final report

9. First results in the pilot companies
“The results were used for the new diversity concept.“ (Eberswalde University for Sustainable Development) “There is a need for improvement in certain areas, e.g. part-time work and the possibility to work more hours etc.. […] New documents do not use the all-male form any longer but consider both men and women.“ (AXA Konzern AG) “We plan to repeat gb-check in the next year to verify changes and improvements.“ (Internationaler Bund)

10. Follow up www.gb-check.de
tutorial to help employers to use the toolbox
certificates for participating companies
possibility of using the toolbox with external help

11. Example: Statistics – staff selection processes
Vacant positions (job title)
full time/ part-time
number of positions
total number of candidates
candidates, who took part in the selection process, number and percentage of total number of candidates
employed candidates, number and percentage of all vacant positions
former holder of the position m/f
men
women
other* %
Departement manager
 full time  1 12 10 6
50,0 2
20,0
0,0 1
100,0  m
Driver
full time  2 50 15
6,7
 m (both)
                                 

12. Example: staff selection processes – paired comparison
Job title of the vacant position: financial advisor
Job specification of the vacant position
Weighting of requirements
in %
profile rejected candidate
 (female)
profile employed candidate
(male)
Necessary requirements 95
Required basic training:
University education: business studies above average certificate 35 
grade 1,3
grade 2,0
Required extra training:
Chartered Financial Analyst
EDV SAP R/3, MS Office,
Fluent in English 20
Required professional experience:
5 years 15
Additional requirements :
communication skills
team spirit 10
AC: very good
Are the candidates suitable considering the necessary requirements?
a = not suitable b = suitable b
Disired requirements 5
Experience aquired abroad
4 years
2 years
How do the candidates perform in the overall evaluation?
c = more suitable than fellow applicant c
Example: staff selection processes – paired comparison

13. Example: staff selection processes – process analysis
23 questions looking at: job specification, required candidate profil, analysis of documents in support of an application, tests to pass as a condition of employment, job interviews, selection decisions
Example:
Does the company use homogeneous processes to judge the candidates?
Is the selection of candidates for job interviews documented on basis of their documents in support of an application?
Is the staff selection based on a job advertisement?

14. Thank you for your attention!
Federal Anti-Discrimination Agency Glinkastraße Berlin
Germany
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