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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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Sexual harassment helpline

Summary

The sexual harassment helpline provides an initial point of contact for victims of sexual harassment and offers counseling for those affected, including legal advice.

Target groups

University Students /

Implementing organization

Mozarteum University Salzburg - Institute for Diversity and Gender Studies / University of Salzburg - gendup - Center for Gender Studies and the Advancement of Women /

Contact

Ingrid Schmutzhart; Ingrid.schmutzhart@sbg.ac.at

Implemented/introduced

Has been offered at the Salzburg universities since February 4, 2014

Relation to gender equality targets

Ethical principles for guidelines on antidiscrimination and equal opportunities at the Mozarteum University Salzburg

Several sections of the Universities Act (UG) address equal opportunity and antidiscrimination

Plan for the Advancement of Women: Section 31 – Protection of dignity in the workplace

Continued operation of the sexual harassment helpline is one of the responsibilities detailed in the Development Plan (page 40)

The objective(s) of the tool

Provide assistance in cases of sexual harassment and advice on possible legal action.

Description of the tool

The sexual harassment helpline is a shared initiative of the Salzburg universities (Paris Lodron University of Salzburg – PLUS, Mozarteum University Salzburg – MOZ, Paracelsus Medical University – PMU), the state government of Salzburg, and the Salzburg public hospitals.

On two consulting days, affected individuals at all the participating institutions can contact the helpline anonymously and free of charge. The helpline responds to each case individually; where required a female legal expert from the Centre for Protection Against Violence is available for advice on legal action.

Informational material is made available at the Mozarteum University Salzburg in the form of postcards, website downloads, displays, and bulletin boards, and on the Austrian Students’ Union (ÖH) information stand at appropriate Events.

How the tool works, practical experience

In the first half year one use of the helpline was reported. Those involved have agreed that it is important to keep the helpline active despite this sporadic usage. To increase awareness of the helpline further initiatives are planned.

Attachments

Further information (in German only)