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Mag. Martin Haidvogl, CEO City of Graz

„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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Mag. Martin Haidvogl, CEO City of Graz

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  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 as a Promotor of the Quality and Efficiency of the Services Mag. Martin Haidvogl, CEO City of Graz

  2. 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

  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. At the beginning: • 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 products and services for the citizens • Administration • 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: • 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)

  6. Why we cannot ignore Gender Mainstreaming: • Local Authority • 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 • 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.

  7. 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.

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

  9. 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?

  10. 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!

  11. 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. THE BALANCED SCORE CARD Don‘t forget „Gender Mainstreaming – questions“! Are there new perspectives/developments? 12 Has the market changed? Do women and men have equal access? Are your customers women/men resp. girls/boys? Is the sports area equally usuable for girls and boys? Is the parking garage equally safe for women and men? Who do we want to/have to reach with our product? Do we have to redesign the product? Who uses the product? How do we spend the money?

  13. 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

  14. Results, e.g.: • Departement for Youth Welfare & Families: • JAM – Youth centerespeciallyforgirls • Special programmeforgirlsat all youthcenters (girlscalendar) • Child carefacilities: trainingforstaffto deal withmigrantfathers • Alimonyunit: trainingofstaffto deal withfathers/ex-partners • Holiday programmeforkidsandteenagers: specialoffersforgirls • Kids‘ parliament: girlmayorandboymayor • Department forSocialWelfare: • EU-fundedproject „From Isolation 2 Inclusion“ : specialoffersfor male retirees • As yetunsolved: Care Sector (male caretakersforcareneedingwomen?) • Fire Department • 50% girlswantedforthevoluntarybrigade • Women‘s & Equality Unit: • Data bankforcomparingfemaleand male incomes (genderpaygap) www.graz.at/einkommenstransparenz

  15. 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

  16. 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!

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

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