Transcript Allgemeine Vorlagen_Folienvorlage

„GENDER EQUALITY – A CHANCE TO INCREASE QUALITY, EFFECTIVENESS AND
EFFICIENCY OF THE LOCAL GOVERNMENT SERVICES“
Local Government Gender Equality Forum for Local Government Politicians and Civil Servants
Turku, Finnland, October 2011
Gender Equality as a Promotor of the Quality and Efficiency of
the Services
Mag. Martin Haidvogl, CEO
City of Graz
Stadt Graz | Graz-Rathaus | 8011
Short Overview
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Facts & Figures of Graz
Starting the Process
Why Gender Mainstreaming
Gender Mainstreaming and Management
GM and the Balanced Score Card
Lessons Learned
Results
City of Graz – Facts & Figures
 Inhabitants: 259.038 main residences
female: 134.261 (52%), male: 124.777 (48%)
 European Cultural Capital 2003, UNESCO Worldheritage, City of Design
 4 Universities
 127,58 square kilometer, 40% thereof green space
 Total number of employees: 183.393
City Administration – Facts & Figures
 City of Graz – Federal Capital of Styria – Local Authority
3.150 employees in 30 departments
Budget: yearly budget 828 Mio. € / investment budget 112 Mio. €
Strategic Management: Mayor, Vice Mayor and 7 City Councilors
Administrative Management: Mayor and CEO
 Affiliated Companies
3.500 employees in 40 companies
Revenues approx. 570 Mio €
At the beginning:
 Decision of the City Council in 2001: Implement Gender Mainstreaming!
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Analyses and actions taken on the level of internal structures and on the level of
products and services for the citizens
 Administration
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had to implement Gender Mainstraming.
Enthusiasm at the beginning: rather low!
 But along the way:
 Quick „successes“ at the beginning“!
 Realising that GM is a matter of managing products and employees.
 Seeing the Implementation of Gender Mainstreaming as a matter of
regular management.
 First Results/Successes:
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Sports offers for boys and girls at the Sports‘ Department (products & services)
Procurement of books at public libraries (products & services)
Healthy Employees: specific offers for female and male employees (internal processes)
Assessment Center for senior positions: new design (HR-Management)
Why we cannot ignore Gender Mainstreaming:
 Local Authority
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has to execute laws!
has to serve the citizens – ALL of THEM!
Products & services are designed for citizens, not for the administration!
We cannot ignore (more than) half of the population!
 The City as Key Employer of the Region
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The City serves as role model.
As an employer we want the best employees, so we have to have the best
requirements to find them – both women and men!
 Management Objectives:
 Management has to set standards.
 Management has to be innovative.
 Optimizing products & services is a requirement of management.
Further Developement:
 When we realized that the implementation of Gender Mainstreaming is a
management task, we realised that we can use our management tools for the
implementation.
 Always at the Center of Interest:
 Products and Services
 HR-Management
 Processes
 Finances
 And these aspects are also the four pillars of the Balanced Score Card, which is the
City‘s strategic management-tool.
Concept of Contract Management in Graz
Status-Quo-Analysis
Mission
Vision
reporting
GSM
critical success
factors
Balanced
Scorecard
contract
Eckwertbudgetierung
global budgeting
PORTFOLIO-analysis
Produkt-Portfolio
Deman on the „market“
What are the demands of men and women??
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field 2
field 3
field 1
field 4
2,5
STAKEHOLDER-analysis
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2,5
Competitiveness
Are the customers female or male and how can you
include them in your decisions??
TREND-and-FIELD analysis
Are there new trends regarding the productspecific behavior of men or women?
Product
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Product 2
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STRENGTHS- & WEAKNESSES- ANALYSIS
Admit, that usually it is not only coincidence that men and
women are different types of customers!
Strategy FUNDAMENTALS
Slogan
Try do find a
slogan for men
and women!
Vision
Mission
Output
Concept of Contract Management in Graz
 The Balanced Score Card is the key
tool of our strategic management
model, where we define strategic
annual goals and operating figures
to achieve them.
 Gender Mainstreaming aspects are
a binding element of the BSC or at
least of the BSC-process! It helps to
implement GeM in the organisation
as part of regular management.
 At each stage of the whole cycle we
have to consider gender aspects!
GSM
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THE BALANCED
SCOREMainstreaming
CARD
Don‘t
forget „Gender
– questions“!
Do women and men have equal access?
Results, e.g.:
 Sports-offers for girls and boys
 Healthy Employees
 Procurement of books in public libraries
 Analysis of underground car parks
 Gender-survey of all cultural institutions, artists, scientific organisations and
scientists in 2007 and again in 2010
 Gender-sensitive recruiting procedure for senior positions and training of senior
staff in order to enhance the gender perspective in recruiting processes
 Gender-relevant aspects in the respective audits of the Independent Audit Court
 Compulsory quota of 40% for women at the board of directors of affiliated
companies
Results, e.g.:
 Departement for Youth Welfare & Families:
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JAM – Youth center especially for girls
Special programme for girls at all youth centers (girls calendar)
Child care facilities: training for staff to deal with migrant fathers
Alimony unit: training of staff to deal with fathers/ex-partners
Holiday programme for kids and teenagers: special offers for girls
Kids‘ parliament: girl mayor and boy mayor
 Department for Social Welfare:
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EU-funded project „From Isolation 2 Inclusion“ : special offers for male retirees
As yet unsolved: Care Sector (male care takers for care needing women?)
 Fire Department
• 50% girls wanted for the voluntary brigade
 Women‘s & Equality Unit:
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Data bank for comparing female and male incomes (gender pay gap)
www.graz.at/einkommenstransparenz
LESSONS LEARNED
- What you need in order to be successful:
 political commitment
 commitment of the CEO/senior management
 adequate resources (personnel, consultants, money, time,…)
 awareness of Gender Mainstreaming as a part of management
For further questions ...
Please feel free to contact us:
*) Mag. Martin Haidvogl, CEO
[email protected]
*)
Mag.a
Tel: +43/316/872-2200
Priska Pschaid, Head of Unit Women & Equality
[email protected]
Tel:+43/316/872-4670
Dr.in
And visit our Homepage at www.graz.at/gleichstellung!
Thank you for your attention!
Gender Mainstreaming - always on your mind!