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Organizational culture with expertise in gender and diversity i show information about Organizational culture with expertise in gender and diversity
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Organizational culture with expertise in gender and diversity
As educational institutions, universities fulfill socio-political responsibilities. Therefore, they are required to actively advocate an elimination of asymmetrical structures regarding access and participation at all hierarchical levels, and to promote a university culture where everyday work and studies are both free from discrimination and oriented towards diversity. The objective is to allow for professional and personal development of all university employees and students. To this end it is necessary to raise awareness of existing inequalities both within organizations and society in general and to implement comprehensive concepts and measures aimed at achieving both gender democracy inside universities, and equal opportunities among all members of university communities.
Developing careers and promoting junior talent in a gender-sensitive manner i show information about Developing careers and promoting junior talent in a gender-sensitive manner
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Developing careers and promoting junior talent in a gender-sensitive manner
Certain areas of Austrian Universities are characterized by a conspicuous under-representation of women in senior academic positions. One of the central tasks of gender equality work at universities is therefore represented in the promotion of female researchers' careers. Two main objectives are pursued: supporting individual career paths with concrete initiatives and programs, and exposing structural obstacles and their effects on career options within academia. Multiple identities should furthermore be expressly considered (for example gender and cultural/linguistic background as well as social dimensions and age).
Controlling, management, university management i show information about Controlling, management, university management
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Controlling, management, university management
Gender equality rests with management. Aligning management strategies and central controlling processes with the objective of equal opportunities therefore represents a central task of organizations. The challenge lies in defining concrete equality goals across all processes, rules, guidelines, target-setting agreements, strategic documents, etc. and in documenting the status quo, in order to subsequently specify and realize suitable measures to meet these targets. It is imperative, to this end, that structures providing support and advice for decision makers challenged with these tasks are established.
Reconciling professional life, family life and lifestyles i show information about Reconciling professional life, family life and lifestyles
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Reconciling professional life, family life and lifestyles
Compatibility of studies or career and responsibilities for the care of children and family members requiring care, has represented a guiding principle for universities concerning fulfilment of their tasks since the Amendment of the Universities Act (UG) 2002 entered into effect in January 2015. Reconciling family and work represents one of the many aspects of gender equality work. Given the social reality of care responsibilities still being performed predominantly by women, various measures in this area are targeted at addressing resulting disadvantages in the career development of women and at raising awareness of the issue. Career development and familiy duties should not be in conflict with each other.
Integrating dimensions of gender and diversity into research i show information about Integrating dimensions of gender and diversity into research
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Integrating dimensions of gender and diversity into research
Various attempts to implement issues of gender and diversity into research at the universities exist – embodied in particular within the organizational units laid down by Section 19 (2) 7 of the Universities Act (UG) 2002. Integration efforts vary in manner as well as in intensity. In research, relevant questions concern the nature of knowledge produced, the types of theory and methods applied, and the different agents involved. Ethically sustainable research at Austrian universities demands that research’s impact on living and working situations of various members of society be assessed (gender, disadvantaged societal groups, people of different generations or (ethnic) background). Necessitating in that way an integration of gender and diversity dimensions into research work.
Integrating dimensions of gender and diversity into teaching i show information about Integrating dimensions of gender and diversity into teaching
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Integrating dimensions of gender and diversity into teaching
Various attempts to implement issues of gender and diversity into teaching at the universities exist – embodied in particular within the organizational units laid down by Section 19 (2) 7 of the Universities Act (UG) 2002. Integration efforts vary in manner as well as in intensity. In teaching they range from implementing gender/diversity aspects into existing courses to interdisciplinary module system, and master’s degree courses in gender studies. Sustainably integrating the acquisition of competences related to gender and diversity into all courses of studies is of major importance. Only by learning to fundamentally inquire into societal conventions (stereotypes of gender, ethnic and social biases etc.) can teaching staff support and guide students towards modes of living characterized by openness, solidarity and an understanding of elementary human rights.
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Gender and Diversity in Art and Science. Suggestions and Ideas for Activities and Cooperation

The compilation includes suggestions and ideas for teaching and for planning events. By providing numerous practical examples and links, it aims to inspire a multi-faceted debate on gender and diversity in art education. Compiling happened in the context of the KUG diversity strategy
Infosheet – Diversity at the University

Diversity’s significance and role in administration, teaching and research
Handout – Fair Leadership

Questions inviting (self-)reflection and tips for persons in leadership positions on how to create fair, equitable and diverse working conditions.
Assessing competencies in gender and diversity at the University for Continuing Education Krems – a guideline

Guideline for persons involved in diverse assessment processes (e.g. professors’ appointments; selection of assessors, advisory boards and external teachers)
University wide awareness campaign: anti-bias

Comprehensive set of measures aimed at raising awareness and increasing competence to act in relation to biases and (anti-)discrimination.
Space to Communicate Fairly – Guideline for inclusive language use

Reconceiving JKU’s language guideline
Inclusive language in a nutshell – a language guideline

Leichte Sprache (“accessible/easy language”) language guideline (seal B1), created in cooperation with KI-I
Companion for gender-fair(er) universities – vade mecum Non-Binary Universities

The handbook is intended to support universities in recognizing people’s gender plurality – among its members and beyond, and in identifying and subsequently eliminating discrimination against non-binary persons.
Gender Studies periodical – Zeit-Schrift

The magazine’s content progresses along the axis of gender and its manifold interconnections and manifestations.
Guideline for verifying gender mainstreaming competencies of applicants in appointment procedures

Organizational/procedural measures for ensuring due verification and verifiability of gender mainstreaming competence
Handout “MIT-JIP: Girls in engineering – boys in education”

Handout on gender-reflective work with elementary school children
ACADEMIC CAREERS AND GENDER BIAS

Publication on unconscious bias in appointment procedures
Fair and inclusive use of language and images

Guideline on the implementation of fair and inclusive language at Vienna University of Economics and Business (WU)
Sexual harassment helpline

The sexual harassment helpline provides an initial point of contact for victims of sexual harassment and offers counseling for those affected, including legal advice.
RESPECT! Flyer and information

Leaflet addressing sexual harassment, bullying, and discrimination
Information leaflet: Centre for Gender Studies (ZfG)

Information on the activities of the Centre for Gender Studies (ZfG), the services and support it provides for students and teaching staff, and its program of events
Guideline: “Berufsbilder – Berufswahl rechtzeitig!”

Guideline for elementary school teachers on gender-balanced lessons concerning the topic of careers
SEXUAL(IZED) HARASSMENT: Counter-strategies and recommended behavior

Leaflet providing information and behavior recommendations for members of the University of Graz.
Responding to sexual violence/rape

Flyer for victims of sexual violence, containing relevant contact information and tips on how to respond.
Sexual harassment leaflet

Informing about and raising awareness concerning sexual harassment