1. Creating a diverse and equal Austrian Civil Service
Stefan Ritter

2. Regulatory framework Facts and figures Two Projects: Structure
Cross-Mentoring in Austrian Federal Civil Service
Productive Ageing in the Federal Ministry for Social Security, Generations and Consumer Protection

3. Regulatory framework Federal Constitutional Law:
Art. 7. (1) All Federal nationals are equal before the law. Privileges based upon birth, sex, estate, class or religion are excluded. No one shall be discriminated against because of his disability. The Republic (Federation, Laender and municipalities) commits itself to ensuring the equal treatment of disabled and nondisabled persons in all spheres of every-day life.
(2) The Federation, Laender and municipalities subscribe to the de-facto equality of men and women. Measures to promote factual equality of women and men, particularly by eliminating actually existing inequalities, are admissible.
(3) Official designations can be applied in such a way as to indicate the sex of the officer holder. The same holds good for titles, academic degrees and descriptions of occupations.
(4) Public employees, including members of the Federal Army, are guaranteed the unrestricted exercise of their political rights.

4. Federal Act on Equal Treatment (Bundes-Gleichbehandlungsgesetz)
Prohibition of discrimination in service or training relations on grounds of
Gender
Ethnic origin
Religion
Age
Sexual orientation
Prohibition of discrimination on grounds of disability laid down in the Federal Act on Employment of disabled persons

5. Federal Act on Equal Treatment (Bundes-Gleichbehandlungsgesetz)
Bodies representing employers must strive to counteract the under-representation of women in the total number of staff and functions
Under-representation if less than 40% women
Plan for the Advancement of Women in every ministry
Special reporting procedures

6. Resolution of the Council of Ministers on Implementation of Gender Mainstreaming
Adopted in March 2004
Implementation of gender mainstreaming strategy into all political and legal concepts
Basis for several projects
Commitment to reach the following targets:
Increase of the number of women in leading positions according to the percentage of female staff members
Promotion of parental leave for male staff members
Gender-neutral use of language
Integration of the gender mainstreaming strategy into all legistic and budgetary projects

7. Facts and Figures
Distribution by gender, federal civil service, 2003

8. Facts and Figures II
Yearly income, men-women/private-public sector, 2003
Women
Men
Total
Private sector workers € € €
Private sector employees € € €
Public sector € € €

9. Facts and Figures III
Distribution by age group, federal civil service, 2003

10. Cross-Mentoring in Austrian federal civil service
Initiated by the Federal Ministry for Health and Women
Start in January 2005
Participating authorities: all federal ministries and highest authorities
Cross-over programme
Currently 42 mentoring pairs

11. Target Groups As Mentors As Mentees Directors General
Group and Divisional Directors
Directors
Leading women in higher executive functions (e.g. Office Directors)
As Mentees
women in all functions who wish to develop their professional and personal lives

12. Aims of Cross-Mentoring
The advancement of equal participation of women in all professional levels
The establishment and support of women in leading and decisive functions
The establishment of women’s networks for the professional advancement of women

13. Business benefits Open communication,
Identification of possibilities for development,
Identification of possible future leaders,
Opening up of important learning potentials in federal civil service…
…across the borders of ministries and departments

14. Procedure Mentoring period: one year At least four meetings
First meeting: development plan
Last meeting: assessment
Support by:
Cross-Mentoring agent in every ministry
Federal Ministry for Health and Women

15. Productive Ageing
Programme in the Federal Ministry for Social Security, Generations and Consumer Protection
Start in March 2005
Ageing staff
20% older than 50
Majority between 40 and 45
Holistic approach to establish generation-spanning HR management

16. Productive Ageing Measures framed by Working Group
Establishment of a systematic personnel development
Appraisal interviews, target agreements and potential analysis
Opportunity of advancement must be and stay open for aged staff
Lifelong learning
Organisational development
Measures on healthcare
Cooperation, exchange of experience and knowledge-management help to avoid imminent brain drain through wave of retirement

17. Thanks for paying attention!
Questions?