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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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GB guide for planning and budgeting at the University of Graz

Summary

Guide on incorporating gender budgeting into planning and budgeting processes, including instructions for gender-relevance testing at the University of Graz.

Target groups

budget holders / managerial staff /

Implementing organization

Graz University - Coordination Centre for Gender Studies and Equal Opportunities /

Contact

koordff@uni-graz.at

Implemented/introduced

Has been offered at the University of Graz since 2014

Relation to gender equality targets

Gender budgeting is explicitly included in the performance agreement (2010-12, 2013-15, 2016-18) and in the Development Plan (2010-15, 2016-18). In 2014, the University of Graz adopted gender equality as a budgeting principle. It is a key component in all planning and budgeting processes.

The objective(s) of the tool

Providing persons involved in planning and budgeting with basic information on gender budgeting and supporting them in realizing the budgeting principle of “gender equality orientation”. The complementary testing framework for assessing gender relevance is intended to raise awareness of the fact that aspects of gender can prove to be pertinent in almost any area.

Description of the tool

Offering a brief overview of gender budgeting in general, the guideline illustrates specific questions concerning realization both within the scope of planning and budgeting at the University of Graz and also, in the future, for budgetary execution. Brief examples and issues that budget managers should consider during planning are discussed for the areas of staff cost, teaching cost, and materials. Concerning revenue and budgetary execution there remains a need of further elaboration.

A testing framework for assessing gender relevance allowing to identify areas of interest supplements the Information.

How the tool works, practical experience

The guideline contributes to the topic’s visibility and assists in the information process. Explanations in regard to the gender relation of certain expenditures and planning items are rendered easier by the testing framework for assessing gender relevance.

Special Thanks

to Dr. Kirstin Eckstein.

Attachments

Guideline.pdf (in German only)