1. Stadt Graz | Graz-Rathaus | 8011 Mag. a Dr. in Priska Pschaid, Head of Unit Women & Equality City of Graz Gender Equality in Management - The Balanced Score Card „GENDER EQUALITY – A CHANCE TO INCREASE QUALITY, EFFECTIVENESS AND EFFICIENCY OF THE LOCAL GOVERNMENT SERVICES“ Local Government Gender Equality Forum for Local Government Politicians and Civil Servants Turku, Finnland, October 2011

2. Short Overview  Facts & Figures of Graz  How it all started  The structure of the implementation process  Gender Mainstreaming & the Balanced Score Card  Results  Outlook

3. City of Graz – Facts & Figures  Inhabitants: 259.038 main residences female: 134.261 (52%), male: 124.777 (48%)  European Cultural Capital 2003, UNESCO Worldheritage, City of Design  4 Universities  127,58 square kilometer, 40% thereof green space  Total number of employees: 183.393

4. City Administration – Facts & Figures  City of Graz – Federal Capital of Styria – Local Authority 3.150 employees in 30 departments Budget: yearly budget 828 Mio. € / investment budget 112 Mio. € Strategic Management: Mayor, Vice Mayor and 7 City Councilors Administrative Management: Mayor and CEO  Affiliated Companies 3.500 employees in 40 companies Revenues approx. 570 Mio €

5. Achievements before the start of GeM  Department of women‘s affairs (since 1993)  External agent for women‘s affairs (since 1986)  Internal agent for equal treatment (according to the Federal Equality Law (since 1997)  Program concerning the advancement of women (2001)  Internal Guidelines on Gender Neutral Language  Uncountable projects, events... to enhance women‘s rights  START OF GENDER MAINSTREAMING: 2001

6. Basic Structure of Gender Mainstreaming in the City of Graz Analyses and actions taken on the level of internal structures Analyses and actions taken on the level of products and services for the citizens The STEERING GROUP the Mayor of Graz the Mayor of Graz two Councilpersons (changing, according to results of elections) two Councilpersons (changing, according to results of elections) the Chairpersons of the political parties in the City’s council the Chairpersons of the political parties in the City’s council the Head of Public Administration/CEO the Head of Public Administration/CEO the Heads of the Department for Youth and Families and for Sports the Heads of the Department for Youth and Families and for Sports the Project Leaders until 2010, since 2011: Head of Unit Women & Equality the Project Leaders until 2010, since 2011: Head of Unit Women & Equality

7. Implementation at the external level: Implementation at the external level:  Start with two pilot departements Analyses of the products of the Sports Department and the Departement for Youth & Families (2003 to2005) Analyses of the products of the Sports Department and the Departement for Youth & Families (2003 to2005)  Implementation of PROJECT-TEAMS senior staff members senior staff members 20 departements in four teams (inner administration, services for citizens, subsidies, city planning and building) 20 departements in four teams (inner administration, services for citizens, subsidies, city planning and building) build up gender expertise on senior level throughout the organisation build up gender expertise on senior level throughout the organisation analyses of products and services in the respective departments analyses of products and services in the respective departments  Two Objectives:

8. Implementation at the internal level: Implementation at the internal level: CONSULTATION at REQUEST for all members of the administration and for all politicians for all members of the administration and for all politicians e.g. for cross-departmental projects, such as „Healthy Employees“ e.g. for cross-departmental projects, such as „Healthy Employees“ HUMAN RESOURCES Management analysis of all data concerning employees analysis of all data concerning employees training of all concerned with recruiting training of all concerned with recruiting new recruiting procedure for senior positions (gender-sensitive assessment center) new recruiting procedure for senior positions (gender-sensitive assessment center) The INDEPENDENT AUDIT COURT of the City of Graz The Independent Audit Court of the City of Graz has to examine and audit the financial conduct of the City of Graz. As a result of the Gender Mainstreaming implementation process at the City of Graz, the Audit Court has included gender-relevant aspects in the respective audits.

9. Products and Services HR-Management HR-Management Processes Processes Finances Finances Always at the center of interest: Always at the center of interest: And these aspects are also the four pillars of the Balanced Score Card, which is the And these aspects are also the four pillars of the Balanced Score Card, which is the City‘s strategic management-tool. City‘s strategic management-tool. LESSONS learned

10. Managing Gender Mainstreaming with Contract Management based on the Balanced Score Card

11. Concept of Contract Management in Graz Status-Quo-Analysis Mission Vision critical success factors Balanced Scorecard global budgeting contract reporting GSM

12. 12 a management concept for strategic performance management Balanced Score Card approach is charac- terized by its branch-independency by setting strategic and operative goals to a balanced set of perspectives Customer perspective Financial perspective Business process perspective Learning and staff perspective THE BALANCED SCORE CARD Don‘t forget „Gender Mainstreaming – questions“!

13. PORTFOLIO-analysis What are the demands of men and women?? STAKEHOLDER-analysis Are the customers female or male and how can you include them in your decisions?? TREND-and-FIELD analysis Are there new trends regarding the product- specific behavior of men or women? Produkt-Portfolio  2,5 55 00 55 Competitiveness Deman on the „market“ Product 1 Product 2 field 1field 4 field 3field 2

14. STRENGTHS- & WEAKNESSES- ANALYSIS Admit, that usually it is not only coincidence that men and women are different types of customers! Strategy FUNDAMENTALS Strategy FUNDAMENTALS Try do find a slogan for men and women! Vision Mission Output Slogan

15. Strategic goals Mid- and longterm objectives to translate the vision into action Operative goals The strategic goals are put in concrete operative yearly goals. Indicators or key figure Quantify the goals by defining target levels. ELEMENTS of Cause & Effect-Models e.g. Increase the participation of girls in summer sports courses by 10 percent e.g. Enhance the sports-offers for girls and boys e.g. Percentage of girls / boys in summer sports courses

16. BSC - Examples HR-Department Municipal Fire Brigade Social Welfare Department Sports Department Youth Welfare & Families-Dep.

17. Results  Sports-offers for girls and boys  Healthy Employees  Procurement of books in public libraries  Analysis of underground car parks  Gender-survey of all cultural institutions, artists, scientific organisations and scientists in 2007 and again in 2010  Gender-sensitive recruiting procedure for senior positions and training of senior staff in order to enhance the gender perspective in recruiting processes staff in order to enhance the gender perspective in recruiting processes  Gender-relevant aspects in the respective audits of the Independent Audit Court

18. At present  Analysis of gender goals in all balanced score cards  Promotion of women at the workplace and gender aspects as binding element for subcontracted partners in order to receive public monies  Data bank for comparing female and male incomes (gender pay gap) www.graz.at/einkommenstransparenz  Gender Budgeting  Compulsory quota of 40% for women at the board of directors of affiliated companies  Start of the implementation of Gender Mainstreaming in all affiliated companies  Further EU-funded projects planned

19. For further questions... Please feel free to contact us: *) Mag. Martin Haidvogl, CEO martin.haidvogl@stadt.graz.at Tel: +43/316/872-2200 *) Mag. a Dr. in Priska Pschaid, Head of Unit Women & Equality priska.pschaid@stadt.graz.at Tel:+43/316/872-4670 And visit our Homepage at www.graz.at/gleichstellung!www.graz.at/gleichstellung

20. Thank you for your attention! Gender Mainstreaming - always on your mind!