Summary
Relation to gender equality targets The gender pay gap reports and analyses for university management were commissioned and compiled as part of the broader objective to establish gender monitoring. This objective is included in performance agreements (PA 2013–2015, Point 2 Activities related to social objectives; PA 2016–2018, Section 4.2. Activities related to staff development/structure) and […]
Target groups
Contact
Implemented/introduced
seit 2011 an der Universität Wien (im 2-Jahres-Rhythmus)
Relation to gender equality targets
The gender pay gap reports and analyses for university management were commissioned and compiled as part of the broader objective to establish gender monitoring. This objective is included in performance agreements (PA 2013–2015, Point 2 Activities related to social objectives; PA 2016–2018, Section 4.2. Activities related to staff development/structure) and in the Development Plan 2020 (4.6.3 Gender Equality and Diversity).
The objective(s) of the tool
The gender pay gap reports are designed to be used as internal management tools. Produced for university management they seek to identify any structural compensation differences that might exist in the various employee categories and are discussed regularly with the rector and vice rector responsible. Compiling the reports in regular intervals allows identifying long term trends (both positive and negative) concerning gender pay gaps even beyond the status quo.
Description of the tool
The Gender Equality and Diversity Unit designed the structure and substance of the gender pay gap analyses and is responsible for compiling them. The reports include all employees that are covered by the collective bargaining agreement, administrative and academic. By stipulating not only the employee categories to be surveyed but also the variable salary components that are to be analyzed in detail, the University of Vienna’s reports go beyond the legal requirements outlined in the Austrian Federal Equal Treatment Act (B-GBG) and the regulation on intellectual capital reports.
The Unit receives anonymized data on pay from within the university. Intra-university cooperation functions smoothly. No separate budget is allocated to the production of reports – primary relevant expenditure is the time spent by the employees involved.
How the tool works, practical experience
The gender pay gap reports serve as an important instrument of gender monitoring. However, their overall impact and cumulative effects only become apparent over the longer term.
Special Thanks
Special thanks go to Kirstin Eckstein for her expert advice in structuring the reports and levels of analysis (2010/2011)