Graz goes Equal Management Tools and Good Practices

„Graz goes Equal!“ Management Tools and Good Practices Austria Priska Pschaid May 2017

City of Graz - Austria 2 nd largest city of Austria Inhabitants: 276. 526 main residences female: 141. 812 (51, 3%), male: 134. 714 (48, 7%) European Cultural Capital 2003, UNESCO World Heritage, City of Design 4 Universities 127, 58 square kilometres, 40% thereof green space Total number of employees: 183. 393 2

City of Graz - Austria Federal Capital of Styria – Local Authority 2. 424 employees (full time equivalent) (2014) Budget: 933, 5 Mio. € / investment budget 111 Mio. € (2014) Strategic Management: Mayor, Vice Mayor and 5 City Councilors Administrative Management: Mayor and CEO Affiliated Companies 4. 289 employees (full time equivalent) Revenues: 955, 9 Mio € (2014) 3

Historical Development Start of Gender Mainstreaming (2001) Pilotprojects JUST GEM (Youth & Sports‘ Department) and POP up GEM (2003 – 2007), EU-funded Compulsory equality goals for all departments within the strategic management tool Balanced Score Card since 2007 Women‘s Department since 1993, Department Women & Equality since 2011 Signing of the EU-Charter for the Equality of Women and Men in Local Life in 2012 1 st Gender Equality Action Plan 2013 - 2014 Evaluation of the GAP 2015 and new Action Plan 4

Why Equality Management? The City as local municipality • Has to execute laws • Has to serve its citizens – all of them! • Products and services have to meet the needs of all citizens – – they are not an end in itself • We cannot ignore more than half of the population! The City as employer • The City is a role-model for other key employers of the region. • If we want the best employees, we have to offer attractive conditions – for both women and men! Management Objectives • Management has to set standards. • Management has to be innovative. • To constantly optimise products and services is a clear management assignment. 5

Requirements for successful Equality Managament Policy Makers (declared intention on executive level to implement strategy and a clear mandate for implementation) Ressources (HR, time, money, …) Gender Expertise Gender Perspective (put your gender glasses on!) Planning Process (structured procedures) Quick successes at the beginning! Gender Mainstreaming is a Top-Down-Process: Policy - and decisionmakers are the key persons! 6

Thank You Priska Pschaid Priska. pschaid@stadt. graz. at +43 316 872 4670 +43 664 60872 4670 www. frauen. graz. at www. graz. at/gleichstellung Fotocredit for all pictures: Stadt Graz/Foto Fischer