mag. a dr. in priska pschaid, head of unit women & equality city of graz
DESCRIPTION
„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 in Management - The Balanced Score Card. - PowerPoint PPT PresentationTRANSCRIPT
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Stadt Graz | Graz-Rathaus | 8011
Mag.a Dr.in Priska Pschaid, Head of Unit Women & EqualityCity of Graz
Gender Equality in Management - The Balanced Score Card
„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
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Short Overview Facts & Figures of Graz How it all started The structure of the implementation process Gender Mainstreaming & the Balanced Score Card Results Outlook
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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
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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 Companies3.500 employees in 40 companies
Revenues approx. 570 Mio €
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Achievements before the start of GeM Department of women‘s affairs (since 1993) External agent for women‘s affairs (since 1986) Internal agent for equal treatment (according to the Federal Equality Law
(since 1997) Program concerning the advancement of women (2001) Internal Guidelines on Gender Neutral Language Uncountable projects, events ... to enhance women‘s rights START OF GENDER MAINSTREAMING: 2001
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Basic Structure of Gender Mainstreaming in the Cityof Graz
Analyses and actions taken on the level of internal
structures
Analyses and actions taken on the level of products and
services for the citizens
The STEERING GROUP
• the Mayor of Graz• two Councilpersons (changing, according to results of elections)• the Chairpersons of the political parties in the City’s council• the Head of Public Administration/CEO• the Heads of the Department for Youth and Families and for Sports• the Project Leaders until 2010, since 2011: Head of Unit Women & Equality
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Implementation at the external level:
Start with two pilot departements
• Analyses of the products of the Sports Department and the Departement for Youth & Families (2003 to2005)
Implementation of PROJECT-TEAMS
• senior staff members• 20 departements in four teams (inner administration, services
for citizens, subsidies, city planning and building)
build up gender expertise on senior level throughout the organisation analyses of products and services in the respective departments
Two Objectives:
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Implementation at the internal level:
CONSULTATION at REQUEST
for all members of the administration and for all politicians e.g. for cross-departmental projects, such as „Healthy Employees“
HUMAN RESOURCES Management analysis of all data concerning employees training of all concerned with recruiting new recruiting procedure for senior positions (gender-sensitive assessment center)
The INDEPENDENT AUDIT COURT of the City of Graz The Independent Audit Court of the City of Graz has to examine and audit the financial conduct of the City of Graz. As a result of the Gender Mainstreaming implementation process at the City of Graz, the AuditCourt has included gender-relevant aspects in the respective audits.
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Products and Services HR-Management Processes Finances
Always at the center of interest:
And these aspects are also the four pillars of the Balanced Score Card, which is the City‘s strategic management-tool.
LESSONS learned
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Managing Gender Mainstreamingwith
Contract Managementbased on the
Balanced Score Card
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Concept of Contract Management in Graz
Status-Quo-Analysis
MissionVision
critical success factors
Balanced Scorecard
global budgeting
contract
reporting
GSM
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12
a management concept for strategic performance management
Balanced Score Card approach is charac- terized by its branch-independency by setting strategic and operative goals to a balanced set of perspectives
Customer perspective Financial perspective Business process perspective Learning and staff perspective
THE BALANCED SCORE CARD
Don‘t forget „Gender Mainstreaming – questions“!
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PORTFOLIO-analysis
What are the demands of men and women??
STAKEHOLDER-analysis
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 product-specific behavior of men or women?
Produkt-Portfolio
2,5
5
0 2,5 5Competitiveness
Dem
an o
n th
e „m
arke
t“
Product 1
Product 2
field 1 field 4
field 3field 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
Try do find a slogan for men and women!
VisionMission
Output
Slogan
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Strategic goals
Mid- and longterm objectives to translate the vision into action
Operative goals The strategic goals are put in concrete operative yearly goals.
Indicators or key figure Quantify the goals by defining target levels.
ELEMENTS of Cause & Effect-Models
e.g. Increase the participation of girls in summer sports courses by
10 percent
e.g. Enhance the sports-offers for girls and boys
e.g. Percentage of girls / boys in summer sports courses
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BSC - Examples
HR-Department
Municipal Fire BrigadeSocial WelfareDepartment
Sports Department Youth Welfare & Families-Dep.
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Results
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
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At present
Analysis of gender goals in all balanced score cards
Promotion of women at the workplace and gender aspects as binding element for subcontracted partners in order to receive public monies
Data bank for comparing female and male incomes (gender pay gap) www.graz.at/einkommenstransparenz
Gender Budgeting
Compulsory quota of 40% for women at the board of directors of affiliated companies
Start of the implementation of Gender Mainstreaming in all affiliated companies
Further EU-funded projects planned
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For further questions ...
Please feel free to contact us:
*) Mag. Martin Haidvogl, [email protected]: +43/316/872-2200
*) Mag.a Dr.in Priska Pschaid, Head of Unit Women & [email protected]:+43/316/872-4670
And visit our Homepage at www.graz.at/gleichstellung!
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Thank you for your attention!
Gender Mainstreaming - always on your mind!