Stadt Graz | Graz-Rathaus | 8011

Mag. Martin Haidvogl, CEOCity of Graz

Gender Equality as a Promotor of the Quality and Efficiency of the Services

„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

Short Overview 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 Companies3.500 employees in 40 companies

Revenues approx. 570 Mio €

At the beginning:At the beginning:

Decision of the City Council in 2001: Implement Gender Mainstreaming!Decision of the City Council in 2001: Implement Gender Mainstreaming!

• Analyses and actions taken on the level of internal structures and on the level of Analyses and actions taken on the level of internal structures and on the level of products and services for the citizens products and services for the citizens

AdministrationAdministration

• had to implement Gender Mainstraming.had to implement Gender Mainstraming.• Enthusiasm at the beginning: rather low!Enthusiasm at the beginning: rather low!

Quick „successes“ at the beginning“!Quick „successes“ at the beginning“! Realising that GM is a matter of managing products and employees.Realising that GM is a matter of managing products and employees. Seeing the Implementation of Gender Mainstreaming as a matter of Seeing the Implementation of Gender Mainstreaming as a matter of regular management.regular management.

But along the way:

Sports offers for boys and girls at the Sports‘ Department Sports offers for boys and girls at the Sports‘ Department (products & services)(products & services) Procurement of books at public libraries Procurement of books at public libraries (products & services)(products & services) Healthy Employees: specific offers for female and male employees Healthy Employees: specific offers for female and male employees (internal processes)(internal processes) Assessment Center for senior positions: new design Assessment Center for senior positions: new design (HR-Management)(HR-Management)

First Results/Successes:First Results/Successes:

Why we cannot ignore Gender Mainstreaming:Why we cannot ignore Gender Mainstreaming:

Local AuthorityLocal Authority

• has to execute laws!has to execute laws!• has to serve the citizens – ALL of THEM!has to serve the citizens – ALL of THEM!• Products & services are designed for citizens, not for the administration!Products & services are designed for citizens, not for the administration!• We cannot ignore (more than) half of the population! We cannot ignore (more than) half of the population!

The City as Key Employer of the RegionThe City as Key Employer of the Region

• The City serves as role model.The City serves as role model.• As an employer we want the best employees, so we have to have the best As an employer we want the best employees, so we have to have the best requirements to find them – both women and men!requirements to find them – both women and men!

Management has to set standards.Management has to set standards. Management has to be innovative.Management has to be innovative. Optimizing products & services is a requirement of management.Optimizing products & services is a requirement of management.

Management Objectives:

Products and ServicesProducts and Services HR-ManagementHR-Management ProcessesProcesses FinancesFinances

Always at the Center of Interest:Always at the Center of Interest:

And these aspects are also the And these aspects are also the four pillarsfour pillars of the of the Balanced Score CardBalanced Score Card, which is the, which is the City‘s strategic management-tool.City‘s strategic management-tool.

Further Developement:

When we realized that the implementation of Gender Mainstreaming is aWhen we realized that the implementation of Gender Mainstreaming is a management task, we realised that we can use our management tools for the management task, we realised that we can use our management tools for the implementation.implementation.

Concept of Contract Management in Graz Concept of Contract Management in Graz

Eckwertbudgetierung

Status-Quo-Analysis

MissionVision

critical success factors

Balanced Scorecard

global budgeting

contract

reporting

GSM

PORTFOLIO-analysisPORTFOLIO-analysis

What are the demands of men and women??

STAKEHOLDER-analysisSTAKEHOLDER-analysis

Are the customers female or male and how can you include them in your decisions??

TREND-and-FIELD analysisTREND-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 t

he

„mar

ket“

Product 1

Product 2

field 1 field 4

field 3field 2

STRENGTHS- & WEAKNESSES- ANALYSISSTRENGTHS- & WEAKNESSES- ANALYSIS

Admit, that usually it is not only coincidence that men and women are different types of customers!

Strategy FUNDAMENTALSStrategy FUNDAMENTALS

Try do find a slogan for men and women!

VisionMission

Output

Slogan

Concept of Contract Management in Graz 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. GSM At each stage of the whole cycle we have to consider gender aspects!

12

Has the market changed?

THE BALANCED SCORE CARDTHE BALANCED SCORE CARDDon‘t forget „Gender Mainstreaming – questions“!

Are there new perspectives/developments?

Are your customers women/men resp. girls/boys?

Is th

e sp

orts

are

a eq

ually

usu

able

for g

irls a

nd b

oys?

Is the parking garage equally safe for women and men?Who uses the product?

Do women and men have equal access?

How do we spend the money?

Do we have to redesign the product?

Who do w

e want to/have to reach w

ith our product?

Results, e.g.: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 Gender-sensitive recruiting procedure for senior positions and training of senior staff in order to enhance the gender perspective in recruiting processesstaff in order to enhance the gender perspective in recruiting processes

Gender-relevant aspects in the respective audits of the Independent Audit CourtGender-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.:Results, e.g.:

Departement for Youth Welfare & Families:

•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:•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:•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 ...For further questions ...

Please feel free to contact us:

*) Mag. Martin Haidvogl, CEOmartin.haidvogl@stadt.graz.atTel: +43/316/872-2200

*) Mag.a Dr.in Priska Pschaid, Head of Unit Women & Equalitypriska.pschaid@stadt.graz.atTel:+43/316/872-4670

And visit our Homepage at www.graz.at/gleichstellung!

Thank you for your attention!

Gender Mainstreaming - always on your mind!