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Stadt Graz | Graz-Rathaus | 8011
Mag.a Dr.in Priska Pschaid Head of Department Women &
Equality City of Graz
PEER-TO-PEER EXCHANGE SEMINAR “HOW DO WE MAKE GENDER
MAINSTREAMING WORK?”
21-22 NOVEMBER 2013
VILNIUS
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Short Overview
Facts & Figures of Graz Starting the Process Why Gender
Mainstreaming Gender Mainstreaming and Management GM/GB and the
Balanced Score Card Lessons Learned Results
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City of Graz – Facts & Figures
Inhabitants: 269.365 main residences (Total: 300.002)
female: 138.510 (51,4%), male: 130.855 (48,6%) (per 31st
December 2012)
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
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City Administration – Facts & Figures
City of Graz – Federal Capital of Styria – Local Authority
approx. 3.300 employees/30 departments
Budget: yearly budget 828 Mio. € / investment budget 112 Mio.
€
Strategic Management: Mayor, Vice Mayor and 5 City
Councilors
Administrative Management: Mayor and CEO
Affiliated Companies
approx. 3.500 employees/40 companies
Revenues approx. 570 Mio €
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At the beginning:
Decision of the City Council in 2001: Implement Gender
Mainstreaming!
• Analyses and actions taken on the level of internal structures
and on the level of products and services for the citizens
Administration
• had to implement Gender Mainstraming. • Enthusiasm at the
beginning: rather low!
Quick „successes“ at the beginning! Realising that GM is a
matter of managing products and employees. Seeing the
Implementation of Gender Mainstreaming as a matter of regular
management.
But along the way:
Sports offers for boys and girls at the Sports‘ Department
(products & services) Procurement of books at public libraries
(products & services) Healthy Employees: specific offers for
female and male employees (internal processes) Assessment Center
for senior positions: new design (HR-Management)
First Results/Successes:
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Why we cannot ignore Gender Mainstreaming:
Local Authority
• has to execute laws! • has to serve the citizens – ALL of
THEM! • Products & services are designed for citizens, not for
the administration! • We cannot ignore (more than) half of the
population!
The City as Key Employer of the Region
• The City serves as role model. • As an employer we want the
best employees, so we have to have the best requirements to find
them – both women and men!
Management has to set standards. Management has to be
innovative. Optimizing products & services is a requirement of
management.
Management Objectives:
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Products and Services
HR-Management
Processes
Finances
Always at the Center of Interest:
And these aspects are also the four pillars of the Balanced
Score Card, which is the City‘s strategic management-tool.
Further Developement:
When we realized that the implementation of Gender Mainstreaming
is a management task, we realised that we can use our management
tools for the implementation.
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Concept of Contract Management in Graz
Eckwertbudgetierung
Status-Quo-Analysis
Mission Vision
critical success factors
Balanced Scorecard
global budgeting
contract
reporting
GSM
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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
0 2,5 5
Competitiveness
Dem
an
on
th
e „
mark
et“
Product
1
Product 2
field 1 field 4
field 3 field 2
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STRENGTHS- & WEAKNESSES- ANALYSIS
Admit, that usually it is not only coincidence that men and
women are different types of customers!
Strategy FUNDAMENTALS
Try do find a
slogan for men
and women!
Vision
Mission
Output
Slogan
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Concept of Contract Management in Graz
The Balanced Score Card is the key tool of our strategic
management model, where we define strategic annual goals and
operating figures to achieve them.
Gender Mainstreaming aspects are a binding element of the BSC or
at least of the BSC-process! It helps to implement GeM in the
organisation as part of regular management. GSM At each stage of
the whole cycle we have to consider gender aspects!
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THE BALANCED SCORE CARD Don‘t forget „Gender Mainstreaming –
questions“!
Do women and men have equal access?
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Results, e.g.:
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 Gender-relevant aspects in the respective
audits of the Independent Audit Court Compulsory quota of 40% for
women at the board of directors of affiliated
companies
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Results, e.g.:
Departement for Youth Welfare & Families:
• JAM – Youth center especially for girls • Special programmes
for girls at all youth centers (girls calendar) • Child care
facilities: training for staff to deal with migrant fathers •
Alimony unit: training of staff to deal with fathers/ex-partners •
Holiday programme for kids and teenagers: special offers for girls
• Kids‘ parliament: girl mayor and boy mayor
Department for Social Welfare:
• EU-funded project „From Isolation 2 Inclusion“ : special
offers for male retirees • As yet unsolved: Care Sector (male care
takers for care needing women?)
Fire Department
• 50% girls wanted for the voluntary brigade Women &
Equality Unit:
• Data bank for comparing female and male incomes (gender pay
gap) www.graz.at/einkommenstransparenz
http://www.graz.at/einkommenstransparenz
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At Present:
Graz signed the „EU-Charter for Equality of Women and Men in
Local Life“ in October 2012
• First „Gender Equality Action Plan 2013 – 2014“ for the City
of Graz and its affiliated
companies • 66 measures along the 7 fields of action of the
Charter • Gender Budgeting pilot project 2012/2013 (five
departments) • 2012: for the first time women apply to become
fire-fighters at the City‘s Fire brigade • Central Europe project
„Senior Capital“: employees 50+ with focus on women • New rules for
obtaining subsidies: gender and diversity aspects have to be
adhered to by
all applicants • Enhancement of women and Gender aspects as part
of public procurement • 2013 – 2014: Guideline for gender-equal and
gender-sensitive language and non-
discriminating picture-language (on-going) • …….
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LESSONS LEARNED
- What you need in order to be successful:
political commitment
commitment of the CEO/senior management
adequate resources (personnel, consultants, money, time,…)
awareness of Gender Mainstreaming as a part of management
http://cms.graztourismus.at/cms/beitrag/10010055/42425/http://cms.graztourismus.at/cms/beitrag/10002491/46954/http://cms.graztourismus.at/cms/beitrag/10001896/42425/
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For further questions ... Please feel free to contact us: *)
Mag. Martin Haidvogl, CEO
[email protected] Tel: +43/316/872-2200 *) Mag.a
Dr.in Priska Pschaid, Head of Department Women & Equality
[email protected] Tel:+43/316/872-4670 And visit our
websites at www.graz.at/gleichstellung and www.frauen.graz.at!
mailto:[email protected]:[email protected]://www.graz.at/gleichstellunghttp://www.frauen.graz.at/
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Thank you for your attention! Gender Mainstreaming - always on
your mind!
