Mag. a Dr. in Priska Pschaid, Head of Unit Women & Equality City of Graz

1. „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 Mag.a Dr.in Priska Pschaid, Head of Unit Women & Equality City of Graz

2. Short Overview • Facts & Figures of Graz • How it all started • The structure of the implementation process • Gender Mainstreaming & the Balanced Score Card • Results • Outlook

3. 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

4. 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 €

5. 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

6. Basic Structure of Gender Mainstreaming in the City of 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

7. Implementation at the external level: • Start with two pilot departements • Analyses ofthe 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) • Two Objectives: • build up gender expertise on senior level throughout the organisation • analyses of products and services in the respective departments

8. 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 Audit Court has included gender-relevant aspects in the respective audits.

9. LESSONS learned • 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.

10. Managing Gender MainstreamingwithContract Managementbased on theBalanced Score Card

11. Concept of Contract Management in Graz Status-Quo-Analysis Mission Vision reporting critical success factors GSM Balanced Scorecard contract global budgeting

12. THE BALANCED SCORE CARD 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 Don‘t forget „Gender Mainstreaming – questions“!

13. PORTFOLIO-analysis Produkt-Portfolio What are the demands of men and women?? • 5 field 2 field 3 Deman on the „market“ • 2,5 field 1 field 4 STAKEHOLDER-analysis • 0 • 2,5 • 5 Competitiveness Product 1 Product 2 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?

14. Slogan Vision Mission Output 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!

15. ELEMENTS of Cause & Effect-Models • Strategic goalsMid- and longterm objectives to translate the vision into action • Operative goalsThe strategic goals are put in concrete operative yearly goals. • Indicators or key figureQuantify the goals by defining target levels. e.g. Enhance the sports-offers for girls and boys e.g. Increase the participation of girls in summer sports courses by 10 percent e.g. Percentage of girls / boys in summer sports courses

16. BSC - Examples HR-Department Social Welfare Department Municipal Fire Brigade Sports Department Youth Welfare & Families-Dep.

17. 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

18. 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

19. For further questions ... Please feel free to contact us: *) Mag. Martin Haidvogl, CEO martin.haidvogl@stadt.graz.at Tel: +43/316/872-2200 *) Mag.a Dr.in Priska Pschaid, Head of Unit Women & Equality priska.pschaid@stadt.graz.at Tel:+43/316/872-4670 And visit our Homepage at www.graz.at/gleichstellung!

20. Thank you for your attention!Gender Mainstreaming - always on your mind!