Affirmative Action Plan for the Advancement of Women and Gender Equality of the University of Vienna

Preamble

The University of Vienna is committed to the advancement of women and to actively support equality between women and men, equality for people with disabilities and/or chronic illnesses, and to respectful treatment of transgender, intersex and non-binary people. It rejects all discrimination and disadvantages in connection with caring responsibilities.

The University of Vienna endeavours to increase the percentage of women in all organisational units, on all hierarchical levels and in all functions and activities at the University of Vienna in which women are under-represented, both in permanent or temporary employment and in training relationships, to 50 % in the medium term.

The bodies and members of the University of Vienna are committed to the principle of gender equality and to diversity. The guiding principles are derived from the provisions of the federal equal opportunities act (Bundes-Gleichbehandlungsgesetz) in its current version, hereinafter referred to as B-GlBG, and in particular from the general principle of advancement of women in accordance with section 11, para. 1 B-GlBG as well as section 11b B-GlBG, section 11c B-GlBG, section 11d B-GlBG mutatis mutandis, from the affirmative action plan for the advancement of women in the sphere of activity of the Federal Ministry of Science and Research (Federal Law Gazette II No. 97/2008) and from the 2002 Universities Act (in particular section 2, sub-para. 9 and 10 of the 2002 Universities Act). The tasks of the University are also derived from the 2002 Universities Act.

University members refrain from any conduct that constitutes discrimination on the basis of gender, ethnicity, religion or belief, age or sexual orientation, and also bullying, sexual harassment or violence. They contribute to the prevention of such conduct.

The responsible bodies of the University of Vienna continuously develop and document the achieved standard of anti-discrimination and gender equality. They contribute to raising awareness and help people to assert their rights if they are affected by discrimination.

It is noted that the listed diversity dimensions do not constitute an exhaustive list. The manifestations of discrimination can vary depending on the context and are subject to change over time. The University of Vienna promotes a flexible approach that remains open to protection against other forms of discrimination. In addition, it is ensured that the various dimensions are considered not only in isolation but also intersectionally by taking into account the mutual influence of several forms of discrimination and own experiences of discrimination arising as a result. In the same way, the University of Vienna is concerned about de facto diversity among its members.

Through gender mainstreaming and measures for advancement of women in human resources planning, human resources development, research and teaching

• efforts are made to eliminate the under-representation of women in all areas,
• equal working conditions, equal opportunities for promotion and equal pay for work of equal value for women and men are ensured,
• women and men are guaranteed equal access to all means and opportunities in the areas of infrastructure, financial resources, remuneration, etc.,
• women are promoted in research projects and further academic qualifications with the aim of achieving a qualification that is required for a professorial appointment.

Through gender equality and anti-discrimination measures, the University of Vienna promotes

• equal opportunities for women and men in all university areas,
• a non-discriminatory working and study environment for all members of the University of Vienna,
• the reconciliation of caring responsibilities and work and study,
• a dignified study and work atmosphere that is not impaired by sexual harassment,
• information and communication on issues related to gender equality, anti-discrimination and advancement of women.

The University of Vienna strives to ensure that

• an appropriate infrastructure for the realisation of anti-discrimination, gender equality and advancement of women is established,
• women’s studies and gender research are increasingly integrated into research and teaching.

The University of Vienna strives to provide

• appropriate framework conditions to promote the reconciliation of family, work and study,
• in particular measures in the following fields: childcare, promotion of a family-friendly corporate culture, family-friendly working conditions and career opportunities, infrastructure, consultation services and information.

A. General Provisions

Scope of application

§ 1. The Affirmative Action Plan for the Advancement of Women and Gender Equality applies to all members of the University of Vienna (section 94 of the 2002 Universities Act) as well as to applicants seeking employment with the University of Vienna or admission as a student.

Use of non-discriminatory and gender-sensitive language

§ 2. (1) All bodies and members of the academic and non-academic staff of the University of Vienna use non-discriminatory and gender-sensitive language in their mailings, form sheets, minutes, speeches and other statements targeted at the public or at university members, and also on the Internet. Either both the female and male form or gender-neutral terms have to be used.

(2) The use of general clauses that, for example, state at the beginning, end or in footnotes of a text that the chosen personal designations apply to both sexes is not permitted.

(3) No announcements, posters or other materials may be displayed or distributed on the premises of the University of Vienna by the University or by third parties whose contents contradict the principles of anti-discrimination and gender equality or use or convey discriminatory role stereotypes.

Implementation of gender mainstreaming at the University of Vienna

§ 3. (1) Gender mainstreaming is implemented when

1. preparing draft statutes, passing or amending statutes,

2. preparing and consenting to the Development Plan as well as approving the Development Plan,

3. preparing and approving a draft performance agreement as well as negotiating and concluding performance agreements,

4. preparing and approving the intellectual capital report,

5. making statements.

(2) When enacting directives on the activities of collegial bodies in accordance with section 25, para. 1, sub-para. 15 of the 2002 Universities Act by the Senate, the principles of gender mainstreaming, gender equality and anti-discrimination are likewise observed.

Development plans and target agreements

§ 4. (1) The objectives of gender equality, the advancement of women and anti-discrimination are included in the performance agreement, the Development Plan and the target agreements between the Rectorate and the organisational units. In the target agreements between the Rectorate and the organisational units, quantified objectives for the advancement of women are formulated where under-representation exists.

(2) In this context, the Equal Opportunities Working Party is consulted by the respective heads of organisational units when drawing up the development plans and the target agreements.

(3) The Equal Opportunities Working Party is informed about the measures taken for the advancement of women within the framework of the target agreements between the Rectorate and the organisational units.

Prohibition of discrimination

§ 5. (1) Collective bargaining agreements and company-level agreements do not contain any provisions that could lead to discrimination on the basis of gender, ethnicity, religion or belief, age or sexual orientation. The representative of the University of Vienna works within the National University Federation to ensure that collective bargaining agreements do not contain any provisions that may be directly or indirectly discriminatory.

(2) No person is subject to direct or indirect discrimination on the basis of gender, ethnicity, religion or belief, age or sexual orientation in connection with an employment contract. This applies in particular to the determination of remuneration and other monetary benefits (bonuses, contributions) and classifications. The same applies to commitments of resources within the framework of professorial appointment negotiations.

(3) University members must not be discriminated against on the basis of gender, ethnicity, religion or belief, age or sexual orientation when accessing resources or infrastructure or allocating rooms, etc.

Promotion of diversity

§ 6. As far as possible, all instruments intended for the advancement of women are also used in the interests of an anti-discriminatory, diversity-promoting and equality-promoting university policy (e.g. awarding scholarships, developing and implementing mentoring programmes, coaching and similar measures).

Career Planning, Initial and Continuing Education and Training

Flexible working hours

§ 7. (1) Research work and family obligations are taken into consideration when specifying working hours, especially also when specifying the times for lectures, examinations and meetings.

(2) All staff members are informed about the possibilities based on law or on contracts/collective bargaining agreements for reducing their weekly working hours or for part-time work, for arranging flexible working hours and taking special leave or a leave of absence for family reasons and dependant care leave. The possibility of exercising these rights is ensured by organisational measures. If weekly working hours are reduced to one half, or in case of part-time work, the areas of responsibility are reduced accordingly. Flexible working hours are discussed in career and staff appraisal talks.

(3) All researchers are granted exclusive and uninterrupted research times for their own research activities.

(4) The Equal Opportunities Working Party is consulted when developing new models for arranging and recording working hours and the administration of attendance/absence times.

(5) The use of part-time employment and of leaves of absence, in particular for the fulfilment of family obligations, does not lead to any arbitrary direct or indirect discrimination against employees as part of their employment or training relationship.

Mentoring

§ 8. (1) The immediate superiors are obliged to ensure a needs-oriented initiation of new staff in their areas of responsibility. Superiors act as mentors; in these tasks, they can be supported by experienced employees. Appropriate training is provided for the mentors.

(2) When assigning official duties, the superiors take into account the additional responsibilities resulting from the mentorship. Mentoring activities are assessed positively in evaluations.

Infrastructure and Responsibilities

Facilities for the Advancement of Women and Equal Treatment

Equal Opportunities Working Party

§ 9. (1) In accordance with section 42 of the 2002 Universities Act, an Equal Opportunities Working Party is established at the University of Vienna (University Gazette of 23 December 2003, 4th edition, no. 16 as amended).

(2) The fulfilment of the duties as a member or substitute member of the Equal Opportunities Working Party or as a contact person (para. 8 and para. 10) constitutes an important contribution to fulfilling the responsibilities and official duties in the area of administration arising from the training or employment relationship and is counted as working or service time.

(3) When specifying official duties, the proven additional burden resulting from the work as a member or substitute member of the Equal Opportunities Working Party, as a contact person or a person responsible for matters of gender are taken into consideration.

(4) The members and substitute members of the Equal Opportunities Working Party may not suffer any disadvantages in employment while carrying out this function or after resigning from it. In justified cases, performance appraisals must take into account the actual time required for Working Party activities.

(5) The work as a chairperson of the Equal Opportunities Working Party is taken into consideration in any qualification assessments.

(6) After termination of his/her work in the Working Party, provided that he/she continues to be employed, the chairperson of the Equal Opportunities Working Party is granted a leave of absence for research while retaining his/her full remuneration and expense allowance for one semester, provided that he/she has exercised his/her function as chairperson for at least one term of office. A function allowance of € 5,000.00 gross/year is granted to the chairperson during his/her term of office.

(7) The members and substitute members of the Equal Opportunities Working Party and the contact persons are allowed to participate in regular training and information events.

(8) The members and substitute members of the Equal Opportunities Working Party and the contact persons are entitled to fulfil their responsibilities related to equal treatment matters at their workplace and use the facilities available at the workplace for this work.

(9) The Equal Opportunities Working Party can nominate one contact person per studies conference if this is necessary and appropriate. The contact person advises the director of studies on the non-discriminatory design and organisation of study programmes, especially on the evaluation of study programmes, the awarding of teaching contracts and the design of curricula. To this end, the contact person is a member of the studies conference in an advisory capacity and informs the Equal Opportunities Working Party.

(10) At the justified request of members of the subunits concerned, the Working Party may nominate a contact person for this subunit, provided this is necessary and appropriate. This person advises the head of the subunit on questions of equal treatment, the advancement of women, anti-discrimination and gender equality and reports to the Working Party.

(11) In cases pursuant to section 42, para. 8 of the 2002 Universities Act, the period for appeals to the Arbitration Committee by the Working Party starts on the day after the Equal Opportunities Working Party has been notified of the decision.

(12) Any and all information made available to the Working Party is kept confidential. The members and substitute members of the Working Party are obliged to maintain secrecy.

Resources

§ 10. (1) The Rectorate provides the Equal Opportunities Working Party with the necessary resources (staff, rooms and materials).

(2) When selecting the working premises made available to the Working Party, attention must be paid to their central location and building accessibility.

Area of responsibility for gender equality and advancement of women in the Rectorate

§ 11. An area of responsibility for gender equality and diversity is established in the Rectorate. The responsible member of the Rectorate implements programmes for the advancement of women, diversity, gender mainstreaming and gender budgeting at the University of Vienna.

Gender Equality and Diversity unit

§ 12. (1) The Gender Equality and Diversity unit is a service establishment of the University of Vienna that is responsible for the coordination of activities according to section 19, para. 2, sub-para. 7 of the 2002 Universities Act. Its tasks include the development and implementation of gender equality and diversity concepts as well as gender equality and diversity measures, gender equality controlling, the implementation of career promotion programmes for female early stage researchers and raising awareness of issues relating to the advancement of women, gender equality and diversity.

(2) The Sexual Harassment and Bullying Counselling Office is assigned to the Gender Equality and Diversity unit.

(3) The Gender Equality and Diversity unit is provided with sufficient staff, rooms and funding.

Gender Research Office

§ 13. The area of responsibility for gender studies/women’s studies and gender research serves to support and develop research and teaching in the area of women’s studies and gender research by carrying out the following measures, among others:

1. service, coordination and information for academics and students in the field of women’s studies and gender research and in the corresponding scientific-artistic field; dissemination of information; creation of information materials in different media;

2. support and development of research and teaching activities in women’s studies and gender research; communication of the contents to the public and

3. creation of networks with other coordination offices and institutions in the area of women’s studies and gender research.

Budgetary matters

§ 14. (1) In the preparation and allocation of budgets within the framework of target agreements, the principles of gender equality and advancement of women are considered factors relevant to planning and distribution.

(2) Eliminating the current under-representation of women in an organisational unit is one criterion for the allocation of budget.

Gender budgeting

§ 15. Gender budgeting comprises the gender-sensitive allocation of funds. This also includes regular monitoring of remuneration and gradual expansion of monitoring to new areas. Section 18 must be observed with regard to the collection of data on remuneration.

Data Collection Obligations, Evaluation and Reporting Obligations

Data collection related to the women’s quota

§ 16. (1) The Rectorate regularly collects data necessary for the implementation of the Affirmative Action Plan. The women’s quotas are gathered and documented annually beginning on the reference date of 1 January 2019. In this process, special consideration is given to the women’s percentage among the employees, students and graduates as well as to their study progress, career development and work environment.

(2) These data are used as a basis for decision-making in personnel matters with the aim of taking measures to increase the proportion of women.

(3) The results of these data gatherings are published by the Rectorate at least every two years.

(4) If under-representation is not eliminated in an area, the decisive reasons for this are specified by the responsible decision-makers as part of their reporting obligation.

Other reports presented to the Equal Opportunities Working Party

§ 17. In addition to the reports listed in sections 4, para. 3, 19, 27, para. 2, 39, para. 5, 54, para. 1 and para. 2, sub-para. 5, the Rectorate reports to the Working Party on the following in particular by the end of the calendar year:

1. Which measures were taken to ensure reconciliation of caring responsibilities and internal further training seminars.

2. What proportion of the funds per organisational unit available to fund participation in symposia, conferences, networking events and continuing education and training was used for the benefit of women.

3. How was it ensured that the principles of gender equality and anti-discrimination were adhered to by commissioned external consultants in human resources development matters.

4. Which bodies were appointed and how are they composed (section 41).

5. How many managers participated in initial and continuing education and training within the meaning of section 42.

Collection of data on remuneration

§ 18. (1) Furthermore, data on the remuneration of women and men is collected and published separately in accordance with the 2016 intellectual capital report ordinance (Wissensbilanz-Verordnung 2016) as amended.

(2) The University of Vienna has a gender controlling system with a focus on the gender pay gap. The Rectorate provides the respective decision-makers with analyses for the areas of “gender relations” according to employment groups, “income/gender wage gap” and, where possible, the distribution of resources according to gender and selected university status groups, taking into account seniority as well as the characteristics of specialist areas.

Evaluation in the organisational units

§ 19. The measures related to gender equality, advancement of women and anti-discrimination according to specific circumstances and resulting from the regular evaluation of organisational units are brought to the attention of the Equal Opportunities Working Party in an appropriate manner.

B. Affirmative Action Plan for Gender Equality

Reconciling work and family life

§ 20. (1) The University of Vienna promotes an equitable child and family care model (e.g. paternity leave) as well as the reconciliation of work and family life.

(2) In particular, the University of Vienna promotes measures to improve the reconciliation of work and family caring responsibilities of members of the University of Vienna, such as stimulus measures, good practice examples and incentive components.

(3) Employees on parental leave must not suffer any arbitrary disadvantages as a result. They are given the best possible support when returning to work.

(4) Employees have the right to receive information relating to their area of activity and to be involved in all decision-making processes relating to them and their immediate working environment within the framework of statutory provisions.

(5) Childcare should be offered with human resources development measures if required. Employees on parental leave may participate in human resources development measures.

(6) All staff members are supported by taking organisational measures, using the possibilities based on law or on contracts for family hospice leave/part-time, dependant care leave/part-time and carer's leave. Caring responsibilities must be taken into account when distributing work tasks and determining working hours.

Prohibition of discrimination

§ 21. Any form of discrimination on the basis of gender, ethnicity, religion and belief, age and sexual orientation represents a violation of the obligations resulting from the training or employment relationship and leads to a sanction based on the legal regulations (of service or employment legislation).

Sexual harassment, bullying and discrimination

§ 22. (1) All members of the University of Vienna are entitled to treatment that is respectful of their dignity, especially to protection from harassment (within the meaning of section 8a B-GlBG), sexual harassment (within the meaning of section 8 B-GlBG), bullying and discrimination on the basis of gender, ethnicity, religion and belief, age and sexual orientation.

(2) All members of the University of Vienna, especially those holding management positions in research, teaching and administration, are responsible that sexual harassment and any form of discrimination as well as bullying do not occur in their field of work.

(3) The following counselling offices are available at the University of Vienna for persons affected by sexual harassment, discrimination or bullying:

• Sexual Harassment and Bullying Counselling Office
• Equal Opportunities Working Party
• Works Councils
• Union of Students
• Conflict Management

(4) The anonymity, including towards the university management, of those seeking counselling is ensured.

(5) For this purpose, sufficient resources in terms of funding, staff and rooms are guaranteed for the Sexual Harassment and Bullying Counselling Office to ensure the continuous fulfilment of duties.

(6) Employees involved in personnel matters are offered regular further training on how to deal with cases of sexual harassment, discrimination on the basis of gender, ethnicity, religion and belief, age or sexual orientation and also bullying and are advised to attend such programmes. The topic is a regular feature of continuing education and training courses especially for superiors.

(7) As part of its continuing education and training programmes and university sports, the University of Vienna offers regular courses on assertiveness and at least one self-defence course for women per academic year.

Measures to prevent sexual harassment, discrimination, bullying and violence

§ 23. (1) All superiors exercise their powers to prevent sexual harassment, discrimination, bullying and violence within their sphere of activity at the University. Superiors investigate alleged incidents of sexual harassment.

(2) Lecturers ensure a non-discriminatory atmosphere in a course, in examination situations, on excursions and in other university events and they prevent sexual harassment.

(3) Persons affected by sexual harassment and violence have the right to demand that the university management or the Head of the Faculty/Centre takes measures against harassers or to refer the matter to the Arbitration Committee.

(4) Persons affected and/or witnesses of sexual harassment and violence can inform the Equal Opportunities Working Party about assaults. The Equal Opportunities Working Party is obliged to treat this information confidentially and to initiate appropriate measures to support those affected, to clarify the facts of the case and to prevent further assaults.

Transgender, intersex and non-binary people

§ 24. The University of Vienna respects and supports people who are changing or have changed their gender identity, as well as people whose gender identity deviates from the model that defines people necessarily as women or men.

Balanced ratio of male and female students and graduates

§ 25. (1) A balanced gender ratio of students and graduates is strived for in all fields of study.

(2) In the event of significant deviations, strategies and concrete measures are developed by the directorate of studies. To this end, funds for particularly effective measures are agreed separately in the target agreements.

Student evaluation of teaching

§ 26. (1) In evaluations of teaching by the students, it is ascertained whether students are treated equally and whether the contents are taught in compliance with the principle of equal treatment of men and women and in a non-discriminatory manner (e.g. use of non-discriminatory language, avoidance of discriminatory examples and themes and of uncritical examination of gender issues, etc.).

(2) In addition, it is ascertained whether discriminatory examination situations arise, either due to

• gender
• ethnicity
• religion or belief
• age or
• sexual orientation.

(3) Furthermore, it is analysed whether women-specific and gender-specific themes are dealt with in teaching, as far as possible in the respective subject.

C. Affirmative Action Plan for the Advancement of Women

Principle of advancement of women in cases of under-representation

§ 27. (1) Women are considered to be under-represented when their share among the staff on one hierarchical level, within one category of personnel based on employment law in an organisational unit or among the students belonging to a directorate of studies is below 50 %.

(2) Under-representation must be eliminated in all areas; every three years the Equal Opportunities Working Party must be informed about the measures taken.

Human Resources and Organisational Development

General provisions

§ 28. Within their sphere of activities, all university members and especially the university bodies forming part of the university management are obliged to orient their activities also towards the objectives of anti-discrimination, gender equality and the advancement of women.

They are required:

1. to make efforts to eliminate any existing under-representation of women among the total number of employees in permanent employment relationships and in functions as well as

2. to eliminate any existing discrimination against women in connection with employment relationships;

3. as far as possible to maintain a 50 % women’s quota already attained within the framework of personnel structure planning;

4. for all other measures which directly or indirectly influence the women’s quota, to take into account the objectives of this Affirmative Action Plan for the Advancement of Women.

Human Resources Recruitment

General provisions

§ 29. (1) If the proportion of female graduates in an organisational unit exceeds 50 %, the aim should be to achieve a proportion of 50 % of female academic staff at all levels.

(2) All positions to be filled at the University are advertised in an appropriate manner in accordance with section 107, para. 1 and 2 of the 2002 Universities Act.

(3) In the case of job vacancies which are not advertised and in the case of visiting professorships to be filled pursuant to section 99 of the 2002 Universities Act, the selection procedures are organised in such a way that the selection is based on objective criteria and there is no discrimination on the basis of gender, ethnicity, religion or belief, age or sexual orientation.

Job advertisements

§ 30. (1) Job advertisements are written in such a way that they serve as an objective basis for decision-making in the recruitment process. They have to contain, in addition to all recruitment requirements, a comprehensive qualification profile (especially the significant and desired qualifications). Job advertisements must not be discriminatory on the basis of gender, ethnicity, religion or belief, age or sexual orientation.

(2) Job advertisements that are so general that they do not constitute an objective decision-making basis for the subsequent personnel selection procedures are not permissible. The same applies to any overly detailed advertisement if there are reasonable grounds for suspecting that it is intended to restrict the potential circle of applicants to the benefit or disadvantage of a particular person.

(3) Job advertisements for filling open positions and management functions contain the following additional information: “The University of Vienna lays special emphasis on increasing the number of women in senior and in academic positions among the academic and general university staff and therefore expressly encourages qualified women to apply.” In cases where under-representation prevails, the following sentence is additionally added: “Given equal qualifications, preference will be given to female candidates.”

(4) Any proven competences in the field of the advancement of women, gender mainstreaming and/or women’s studies and gender research should be taken into account when filling management positions and included when giving the reason for the selection.

Checking job advertisements

§ 31. (1) The respective organisational unit must immediately disclose the texts of job advertisements and, upon request, workplace and job descriptions to the Equal Opportunities Working Party.

(2) If the Equal Opportunities Working Party has reason to assume that a text of a job advertisement leads to discrimination or contravenes section 30, it is entitled to lodge a complaint with the Arbitration Committee within three weeks of submission. It is not permitted to fill the position until the Arbitration Committee has made a decision.

(3) If the advertising university body changes the advertisement in line with the complaint from the Equal Opportunities Working Party before the Arbitration Committee has made a decision, the Arbitration Committee is informed about this without delay and the proceedings are terminated ex officio.

(4) As long as there is under-representation, the advertisement must be in such a form that ensures that potential female candidates are targeted and reached. Upon request, documentation of this is presented to the Equal Opportunities Working Party.

Checking the applicant situation

§ 32. If, by the application deadline, no applications have been received from women who fulfil the legal prerequisites and recruitment requirements and meet the requirements of the text of the job advertisement, the Equal Opportunities Working Party is informed about the measures taken to invite women to apply. In particular, evidence is provided of the measures taken to ensure compliance with the requirements laid down in section 31, para. 4.

Re-advertisements

§ 33. (1) The vacancy is re-advertised unless the Equal Opportunities Working Party waives the re-advertisement.

(2) The Equal Opportunities Working Party can waive the re-advertisement if the advertiser can prove that, during or after the application deadline in accordance with section 32, qualified women were given the opportunity to subsequently submit an application.

(3) If, after the proper re-advertisement and despite the verifiably active search for qualified women, still no applications from women are received, the selection procedure starts.

Job interviews

§ 34. (1) Any and all female applicants who fulfil the legal nomination or recruitment requirements and the requirements of the text of the job advertisement are invited to recruitment or selection interviews. In cases which are particularly worthy of consideration (such as an unusually large number of female applicants), the number of female applicants to be invited may, by way of exception and with the officially recorded consent from the Equal Opportunities Working Party, be reduced.

(2) The Equal Opportunities Working Party is notified of planned job interviews upon request and has the right to participate in the interview.

(3) In recruitment interviews, hearings and the like, it is not permissible to ask any questions that discriminate. In the assessment of the applicant’s suitability, no selection or assessment criteria may be used which are based on a discriminating, uncritical, stereotypical role understanding of the sexes or which discriminate on other grounds.

(4) The members of the Equal Opportunities Working Party are given information about and access to all application documents required for the fulfilment of the tasks of the Equal Opportunities Working Party. Upon request, they are transmitted in electronic form or as a copy. The same applies to expert opinions obtained on applicants and similar documents.

(5) Bodies (panels) preparing staff selection decisions invite the Equal Opportunities Working Party to their meetings. If the Equal Opportunities Working Party is not invited in due time, the body repeats consultations and decision-making on the matter on which the resolution was based in a new meeting by properly including the Equal Opportunities Working Party.

Selection criteria

§ 35. (1) The selection decision must be based on the requirements of the future job duties. Selection criteria that are not listed in the text of the job advertisement may not be applied.

(2) Personnel decisions must be justified in writing. In particular, it must be clearly explained why the selected person best meets the requirements of the job advertisement.

(3) If women are under-represented and no woman has been proposed to fill the position, the body entitled to propose candidates states, for every female applicant individually, the reasons for non-consideration with reference to the criteria of the job advertisement.

(4) Career delays due to the care of children or relatives in need of care are taken into account in the selection process so that applicants are not disadvantaged.

(5) Comparable non-university-based careers as well as any qualifications acquired therein are given appropriate consideration.

(6) If the Equal Opportunities Working Party has reason to believe that a personnel decision discriminates against an applicant with special needs (e.g. a favoured disabled person under the disabled persons employment act (Behinderteneinstellungsgesetz or BEinstG) or that such an applicant has not been selected and he/she has the same qualifications, the responsible disability representative must be informed accordingly.

Additional provisions for professorial appointment procedures

§ 36. (1) In appointment procedures, using appropriate measures, potential qualified female applicants are encouraged to apply. The corresponding evidence is recorded on file.

(2) If, according to section 98, para. 2, clause 2 of the 2002 Universities Act, candidates who did not apply are also included in the appointment procedure, the Equal Opportunities Working Party has to be informed about this fact without delay.

(3) The Equal Opportunities Working Party is entitled to delegate two representatives to meetings of the appointment committees. These have the right to bring forward motions, to place a dissenting opinion on record and to add to the record particular contributions to the discussion made by members of the appointment committee. Both representatives of the Equal Opportunities Working Party are invited in a timely manner to each meeting of the appointment committee. If the members are not invited, the appointment committee repeats consultations and decision-making on the matter on which the resolution was based in a new meeting by properly including the Equal Opportunities Working Party. Suitable persons who are not members of the Working Party may also be nominated to carry out the tasks of the Working Party in the meetings of the appointment committees.

(4) Any proven competences in the field of the advancement of women, gender mainstreaming and/or women’s studies and gender research and anti-discrimination are taken into consideration positively in the selection process.

(5) All female applicants who fulfil the legal requirements and meet the requirements of the job advertisement text are assessed pursuant to section 98, para. 6 of the 2002 Universities Act after a short list has been prepared with a statement of reasons by the committee pursuant to section 98, para. 5 of the 2002 Universities Act and are invited to presentations on the basis of the expert opinions.

(6) Female applicants are given preference to be considered in the appointment proposal over equally qualified best male applicants.

(7) If a nomination pursuant to section 98, para. 7 of the 2002 Universities Act does not include any women, specific reasons have to be given.

Fast tenure track professorships

§ 37. (1) A maximum of 5 % of the positions for professorships or equivalent positions (cf. Development Plan) per performance agreement period may be reserved/filled in the fast tenure track selection procedure for academics with promotion of excellence from the ERC, the Austrian Science Fund FWF (START, Wittgenstein) or the Vienna Science and Technology Fund WWTF (Vienna Research Groups for Young Investigators).

(2) Sections 32-35 of the Affirmative Action Plan for the Advancement of Women are not applicable when implementing the fast tenure track procedure.

(3) The Equal Opportunities Working Party is consulted when the Rector and the Dean examine the suitability of a person for the fast tenure track selection procedure.

(4) The proportion of women among people who have taken up a tenure track position as a result of the fast tenure track selection procedure is at least 30 % within the period of the Development Plan (6 years).

(5) If the women’s share of 40 % of the filled positions is not maintained within the period of the Development Plan, the Equal Opportunities Working Party may, if appropriate (section 42, para. 8 of the 2002 Universities Act), refer the matter to the Arbitration Committee.

Reviewers

§ 38. When nominating reviewers in habilitation, professorial appointment and other procedures for determining a qualification, consideration is given to a balanced gender ratio. The reviewers are urged to take account of the specifics of women’s CVs.

Professorial appointment negotiations

§ 39. (1) When making a decision based on the appointment proposal from the appointment committee, the Rector takes aspects of gender equality and the advancement of women into consideration.

(2) The Rector conducts appointment negotiations in such a way that female applicants are not placed at a disadvantage in relation to male applicants, in particular with regard to salary, other payments or equipment.

(3) If a deadline is set for a female applicant to accept or reject an offer, this deadline must take the specific circumstances of the applicant’s life into account.

(4) As long as women are still under-represented in the organisational units and subunits concerned, the Rector must inform the Equal Opportunities Working Party about the reasons for the failed appointment negotiations with female applicants.

(5) The Rectorate reports annually to the Equal Opportunities Working Party on the number of female applicants, the proportion of female applicants and places on the lists as well as the gender ratio of female and male professors newly appointed this year per organisational unit.

Measures to combat discrimination that limits career opportunities

§ 40. (1) The Equal Opportunities Working Party has the right to lodge a complaint with the Arbitration Committee concerning discrimination due to gender, ethnicity, religion or belief, age or sexual orientation if

1. the official duties are not assigned in such a way that the respective employees are likely to be able to acquire the qualifications required for their career in a timely manner or that career interruptions due to caring responsibilities are not taken into consideration

2. in assessments of suitability, service descriptions, specifications of official duties, assignments of tasks, assessments and certificates, there is use of discriminatory assessment criteria or assessment criteria which limit career opportunities or are oriented towards a discriminatory, stereotypical role understanding of the sexes that lead to a disadvantage for female employees or discrimination on the basis of gender, ethnicity, religion or belief, age or sexual orientation

3. women are discriminated against in access to initial and continuing education and training measures

4. female employees undergoing continuing education and training during a legally or contractually stipulated leave of absence and part-time employees are at a disadvantage in relation to full-time employees

5. career talks violate the principle of non-discrimination on the basis of gender, ethnicity, religion and belief, age and sexual orientation

(2) Once the Arbitration Committee has determined that discrimination has occurred, the Rectorate is obliged to create a non-discriminatory situation.

University self-administration

§ 41. (1) In the context of university administration, a balanced gender ratio must be taken into account in all bodies. Women are, whenever possible, accepted in the election proposals for the chair. This also applies to election proposals for monocratic offices.

(2) Proposals pursuant to section 5, para. 1 and 2 as well as pursuant to section 10, para. 3 of the Organisation Plan contain, as far as possible, at least one suitable female candidate.

(3) An appropriate share of women must be sought when appointing directors of studies and heads of subunits.

Initial and continuing education and training for management staff on the advancement of women and gender mainstreaming

§ 42. Managers are a role model for their employees when it comes to pursuing the goals of the advancement of women, gender equality and anti-discrimination. They are aware of the necessary legal framework conditions or acquire the necessary knowledge at an appropriate time.

Knowledge in the fields of the advancement of women, gender mainstreaming, gender equality, anti-discrimination and mentoring is taken into account when selecting managers.

Teaching

Participation in teaching, women’s quota

§ 43. In the case of teaching assignments, the 50 % women’s quota is met in all directorates of studies and in all organisational units if this is possible for the respective workforce. In the awarding of teaching contracts, consideration is given to a balanced gender ratio.

Visiting professorships and visiting lecturers

§ 44. (1) For visiting professorships and visiting lecturers, a women’s quota of at least 50 % per organisational unit is aimed at.

Review of curricula in relation to women’s studies and gender research

§ 45. (1) When preparing curricula, the promotion of women’s studies and gender research as a research area is taken into account as far as possible. If it makes sense in the respective subject, attention is paid to the integration of women’s studies and gender research into the compulsory and elective subjects.

(2) The working groups for issuing curricula allow the Equal Opportunities Working Party to delegate a member or an expert from the relevant subject area in an advisory capacity to the working group.

(3) The extent to which women’s studies and gender research are taken into account in teaching is ascertained continually and regularly.

Students

Entrance examination and selection procedures and other procedures for admission to degree programmes

§ 46. The entrance examination and selection procedures pursuant to sections 71b-d of the 2002 Universities Act (access to degree programmes that are in particularly high demand) and other procedures for admission to degree programmes are designed in such a way that they do not lead to any discrimination, particularly on the basis of gender or social origin.

Scholarships

§ 47. (1) It is ensured that scholarship schemes are announced to women and that they are invited to apply. The University of Vienna is working towards making additional scholarships available for women, allowing for scholarships to be interrupted in the case of childcare leave or a leave of absence for family reasons and raising the age limit for scholarship applicants who have family obligations.

(2) When awarding scholarships, women are given preference, given equal qualifications.

(3) The goal is to achieve at least the same percentage of female scholarship recipients as the percentage of female students.

Increasing the women’s quota in degree programmes in which women are under-represented

§ 48. (1) In degree programmes in which the percentage of female students starting their studies or graduates is below 50 %, strategies and specific measures must be developed by the directorates of studies in connection with section 25 in order to increase the proportion of women in these degree programmes.

(2) Such degree programmes are presented and promoted at, for instance, presentations, fairs and information events at schools with the goal of advancement of women.

Support for career planning

§ 49. (1) Depending on service requirements, female employees are allowed to participate in career-promoting events with academic or career-promoting contents. Leaves are also granted in justified cases subject to service requirements. The decision of the superior must be made within a reasonable period.

(2) If participation in initial and continuing education and training events necessitates changes in service or working hours, these are granted by the superiors unless overriding service interests prevail.

(3) As part of the continuing education and training programmes of the University of Vienna, female employees are entitled to special seminars for the advancement of women.

Professional Advancement and Career Planning

Advancement of women in the non-academic university staff

§ 50. The University supports careers of women in the non-academic university staff through the following measures:

1. the development, implementation and accompanying monitoring of gender-sensitive career models for the non-academic university staff;

2. the development of initial and further training measures (qualification programmes) in university-specific administration (human resources development);

3. targeted support of the participation of women in these measures (consideration of the family situation, etc.);

4. consideration of the special work requirements of women (family, pregnancy, return to work, etc.), also among the general staff, through appropriate working time schemes, alternative modes of work wherever possible and schemes aiming at female re-entrants.

Gender ratio in management functions

§ 51. (1) When staff are entrusted with management functions, consideration is given to achieving a balanced gender ratio.

(2) In the case of under-representation, female applicants who are equally qualified are given preference over the equally qualified best male applicant for the desired higher-level employment (function) or advancement.

Continuing education and training opportunities

§ 52. (1) Both female employees on a legally or contractually stipulated leave of absence and part-time employees are offered the same opportunities for further training as full-time employees.

(2) If a female employee’s request for participation in a further training event is rejected, the Equal Opportunities Working Party may request a written justification for the rejection. If there is reasonable cause to suspect discrimination, the Equal Opportunities Working Party may lodge a complaint with the Arbitration Committee.

Training measures for junior female managers

§ 53. Women are involved in training measures for managers and future managers (high potentials) in such a way that the University has a sufficient number of women available to fill management positions.

Advancement of women in research

§ 54. (1) Superiors encourage and support suitable female employees and students for their doctoral thesis or academic advancement with the aim of achieving a qualification that is required for a professorial appointment. As long as habilitated women are under-represented, measures are also taken to counteract this. The Equal Opportunities Working Party is informed about the measures taken.

(2) Habilitation:

1. For women who are not employed with the University of Vienna and who intend to apply for habilitation at the University of Vienna, a professor must be appointed at their request by the Dean or the Head of the Centre who will support the habilitation applicant before and during the habilitation procedure as a mentor.

2. All superiors ensure that no pressure is exerted on women to refrain from submitting or to withdraw applications for habilitation; they also ensure that no discrimination or bullying occurs due to the (intended) submission of an application for habilitation.

3. Official duties must be defined in such a way that it is possible to reconcile family caring responsibilities with the attainment of a habilitation. The attendance requirement may be waived for research purposes for female habilitation candidates.

4. In the target agreements the Rectorate agrees on measures to promote female habilitation candidates with organisational units in which less than 50 % of the habilitations were obtained by women during the past performance agreement period.

5. After each performance agreement period, the Rectorate reports to the Equal Opportunities Working Party on the measures taken to increase the number of habilitations by women in the organisational units and the effects of these measures.

(3) The Rectorate promotes the career opportunities of women who strive for academic advancement with the aim of achieving a qualification that is required for a professorial appointment through special programmes (mentoring, professorial appointment training).

Entry into Force

Date of entry into force

§ 55. The Affirmative Action Plan for the Advancement of Women and Gender Equality of the University of Vienna enters into force on the day following its announcement in the University Gazette of the University of Vienna. With its entry into force, the previous Affirmative Action Plan for the Advancement of Women of the University of Vienna (University Gazette of the University of Vienna of 20 December 2005, 10th edition, no. 94) ceases to be effective.

Review of the Affirmative Action Plan for the Advancement of Women and Gender Equality of the University of Vienna

§ 56. Four years following the entry into force of the Affirmative Action Plan for the Advancement of Women and Gender Equality of the University of Vienna, the Equal Opportunities Working Party, the Rectorate and the Senate review the effectiveness of the Affirmative Action Plan for the Advancement of Women and Gender Equality of the University of Vienna.

 

As of: 14 May 2019

The only legally binding version is the German version published in the University Gazette.