Women & Men in the Austrian Federal Public Administration Cornelia Lercher Budapest, March 2011 Sabine Piska-Schmidt Budapest, March 2011

| 1st March | Overview  Gender Controlling in the Austrian Federal Public Administration  Equal Treatment Report of the Austrian Federal Public Administration  National Action Plan for the Equal Treatment of Women and Men on the Labour Market  Cross Mentoring Programme – an Update  Special Professional Trainings for Female Employees

| 1st March | Gender Controlling in General

| 1st March | Women in Management Positions (highest salary classifications)

| 1st March | Measures  Transparency/Publication –Proportion of women in management positions in each Federal Ministry –Objectives concerning the proportion of women in management positions until 2013  Accompanying Controlling: –Achievement of objectives is reported to the Federal Ministers annually  Equal Treatment Report –Relaunch –Attention to what is essential: Women in management positions Gender pay gap

| 1st March | Income Disparities between Women and Men (in 2009)  Legally fixed remuneration schemes: –Equal Work – Equal Pay  Gender pay gap in the Federal Public Administration: 15,9%  Gap due to differences in the income relevant characteristics: –Lower representation of women in managerial positions –Different ages –Different remuneration schemes of civil servants and contract staff –Amount of overtime performed

| 1st March | National Action Plan (NAP)  Presentation in June 2010  Strategy of the Austrian Federal Government to enhance the equal treatment of women and men on the labour market until 2013  Definition of 55 measurements  Definition of a set of measurements in special for the Federal Public Administration  Measurement 45: Motivation and training of women in order to confer managerial tasks to them

| 1st March | Cross Mentoring Programme (CMP) – an Update  Measurement 45 of NAP foresees CMP as an instrument to develop potential female managers  Female or male mentor of one Federal Ministry supports female mentee of another Federal Ministry  Regular meetings of the mentoring teams in order to achieve the stipulated goal  Supporting programme – what‘s new?: –Possibility to organise peer groups (mentees) –Supervision session for mentees –Networking meetings: one organised as World Café –Networking of active and alumni participants of CMP

| 1st March | Special Professional Trainings for Female Employees (2011)  Course of studies (several months): More women as managers  Seminar: Coaching for female managers  Seminar: Do-it-yourself PR  Seminar: How to give an interview  Workshop: Woman to woman

Thank you for your attention! Cornelia Lercher DG III/Dept. 9 Sabine Piska-Schmidt DG III/Dept. 4 Hohenstaufengasse Vienna Austria