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Organizational culture with expertise in gender and diversity i show information about Organizational culture with expertise in gender and diversity
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Organizational culture with expertise in gender and diversity
As educational institutions, universities fulfill socio-political responsibilities. Therefore, they are required to actively advocate an elimination of asymmetrical structures regarding access and participation at all hierarchical levels, and to promote a university culture where everyday work and studies are both free from discrimination and oriented towards diversity. The objective is to allow for professional and personal development of all university employees and students. To this end it is necessary to raise awareness of existing inequalities both within organizations and society in general and to implement comprehensive concepts and measures aimed at achieving both gender democracy inside universities, and equal opportunities among all members of university communities.
Developing careers and promoting junior talent in a gender-sensitive manner i show information about Developing careers and promoting junior talent in a gender-sensitive manner
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Developing careers and promoting junior talent in a gender-sensitive manner
Certain areas of Austrian Universities are characterized by a conspicuous under-representation of women in senior academic positions. One of the central tasks of gender equality work at universities is therefore represented in the promotion of female researchers' careers. Two main objectives are pursued: supporting individual career paths with concrete initiatives and programs, and exposing structural obstacles and their effects on career options within academia. Multiple identities should furthermore be expressly considered (for example gender and cultural/linguistic background as well as social dimensions and age).
Controlling, management, university management i show information about Controlling, management, university management
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Controlling, management, university management
Gender equality rests with management. Aligning management strategies and central controlling processes with the objective of equal opportunities therefore represents a central task of organizations. The challenge lies in defining concrete equality goals across all processes, rules, guidelines, target-setting agreements, strategic documents, etc. and in documenting the status quo, in order to subsequently specify and realize suitable measures to meet these targets. It is imperative, to this end, that structures providing support and advice for decision makers challenged with these tasks are established.
Reconciling professional life, family life and lifestyles i show information about Reconciling professional life, family life and lifestyles
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Reconciling professional life, family life and lifestyles
Compatibility of studies or career and responsibilities for the care of children and family members requiring care, has represented a guiding principle for universities concerning fulfilment of their tasks since the Amendment of the Universities Act (UG) 2002 entered into effect in January 2015. Reconciling family and work represents one of the many aspects of gender equality work. Given the social reality of care responsibilities still being performed predominantly by women, various measures in this area are targeted at addressing resulting disadvantages in the career development of women and at raising awareness of the issue. Career development and familiy duties should not be in conflict with each other.
Integrating dimensions of gender and diversity into research i show information about Integrating dimensions of gender and diversity into research
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Integrating dimensions of gender and diversity into research
Various attempts to implement issues of gender and diversity into research at the universities exist – embodied in particular within the organizational units laid down by Section 19 (2) 7 of the Universities Act (UG) 2002. Integration efforts vary in manner as well as in intensity. In research, relevant questions concern the nature of knowledge produced, the types of theory and methods applied, and the different agents involved. Ethically sustainable research at Austrian universities demands that research’s impact on living and working situations of various members of society be assessed (gender, disadvantaged societal groups, people of different generations or (ethnic) background). Necessitating in that way an integration of gender and diversity dimensions into research work.
Integrating dimensions of gender and diversity into teaching i show information about Integrating dimensions of gender and diversity into teaching
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Integrating dimensions of gender and diversity into teaching
Various attempts to implement issues of gender and diversity into teaching at the universities exist – embodied in particular within the organizational units laid down by Section 19 (2) 7 of the Universities Act (UG) 2002. Integration efforts vary in manner as well as in intensity. In teaching they range from implementing gender/diversity aspects into existing courses to interdisciplinary module system, and master’s degree courses in gender studies. Sustainably integrating the acquisition of competences related to gender and diversity into all courses of studies is of major importance. Only by learning to fundamentally inquire into societal conventions (stereotypes of gender, ethnic and social biases etc.) can teaching staff support and guide students towards modes of living characterized by openness, solidarity and an understanding of elementary human rights.
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Tailored coaching

Summary

Individual coaching for female (junior) scientists at the Vienna University of Technology (TU Wien)

Target groups

Habilitands/Post-Doc / PhD students/pre-docs / post-doctoral graduates / Professors /

Implementing organization

Vienna University of Technology - Gender Competence Department /

Contact

HR development, E068, personalentwicklung@tuwien.ac.at

Implemented/introduced

Has been implemented at the Vienna University of Technology since 2010

Relation to gender equality targets

Extract from the Plan for the Advancement of Women at the Vienna University of Technology: Segment: Career planning, training and further education

Section 35: Mentoring and coaching (1) TU Wien shall support programmes for Human Resources development. In co-operation with the department competent for personnel development, the TU Wien shall also draw up measures for the development of female staff, in particular women’s mentoring and coaching programmes and career-planning seminars, as well as gender training for all TU Wien staff members.

Extract from the Equal Opportunities Plan at the Vienna University of Technology: 2 Measures, 2.2 Dimension-specific measures:

2.2.1 Dimension: Gender TU Wien commits itself to the career advancement of women and to creating positive and career-advancing conditions for women. Accordingly, TU Wien views it as a joint task of all members of the university to achieve the objective that all women and men at TU Wien have opportunities for development commensurate with their qualifications and that any existing hurdles for women shall be removed or counterbalanced.

The objective(s) of the tool

Qualified individual career-support-coaching for professional development, tailored to the requirements of female students and academic staff at the Vienna University of Technology.

Description of the tool

Decisions have to be made and planning steps are to be taken time and again throughout studying, academic careers or when starting a job outside of university. At TU Wien, experienced coaches offer female students and academic staff individual assistance opportunities concerning career orientation and personal advancement. These coaching sessions are subject to the principle of good faith, binding the coach to secrecy.

Special Thanks:

TU Wien, Projekte “WIT-Women in Technology 2008-2012” and “genderfair” projects

Attachments