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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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Inclusive language in a nutshell – a language guideline

Summary

Leichte Sprache (“accessible/easy language”) language guideline (seal B1), created in cooperation with KI-I

Target groups

no target group restriction /

Implementing organization

JKU Linz - Department for Human Resource Development, Gender and Diversity Management /

Contact

Department for Human Resource Development, Gender and Diversity Management, gd@jku.at
Anna Steinberger, anna.steinberger@jku.at

Implemented/introduced

Published in 2020

Relation to gender equality targets

JKU’s Plan for the Advancement of Women specifies usage of gender-sensitive language. Inclusive and accessible language takes an extra step by considering diversity in its various dimensions; the removal of language barriers invites and enables everyone to participate discursively.

In its Development Plan 2019-2024, JKU commits to engaging with society and to fulfilling societal objectives as part of its “Third Mission”. “JKU endeavors to advance women, to provide gender-specific research and – based on it – gender-specific teaching, to guarantee compatibility of career/family and studies, to particularly support persons with disabilities […].”

The objective(s) of the tool

Processing inclusive and fair language in easy and accessible manner.

Description of the tool

Additional language guideline complementing Space to communicate fairly and its abridged version. The aim is to remove barriers and to comprehensibly raise language-awareness as well as to stimulate individual reflection.

The Competence Network Information Technology to Support the Integration of People with Disabilities was involved in the creation of the guideline, its layout and contents were reviewed in relation to comprehensibility by a test group. The final version will receive the seal B1.

Contents: What is inclusive language?, How can we make language inclusive?, How can use inclusive language?, What else do we do in Gender and Diversity Management?, Dictionary

How the tool works, practical experience

The guideline will be published in summer of 2020. Feedback, experiences and responses will be added here once information has become available.

Special thanks

to the Competence Network Information Technology to Support the Integration of People with Disabilities (www.ki-i.at)

Attachments

Inclusive Language in a Nutshell – A Language Guideline (in German only)