Stadt Graz | Graz-Rathaus | 8011

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

Gender Equality in Management - The Balanced Score Card

„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 How it all started The structure of the implementation process Gender Mainstreaming & the Balanced Score Card Results Outlook

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 €

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

Basic Structure of Gender Mainstreaming in the Cityof 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

Implementation at the external level:

Start with two pilot departements

• Analyses of the 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)

build up gender expertise on senior level throughout the organisation analyses of products and services in the respective departments

Two Objectives:

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 AuditCourt has included gender-relevant aspects in the respective audits.

Products and Services HR-Management Processes Finances

Always at the center of interest:

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

LESSONS learned

Managing Gender Mainstreamingwith

Contract Managementbased on the

Balanced Score Card

Concept of Contract Management in Graz

Status-Quo-Analysis

MissionVision

critical success factors

Balanced Scorecard

global budgeting

contract

reporting

GSM

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

THE BALANCED SCORE CARD

Don‘t forget „Gender Mainstreaming – questions“!

PORTFOLIO-analysis

What are the demands of men and women??

STAKEHOLDER-analysis

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?

Produkt-Portfolio

2,5

5

0 2,5 5Competitiveness

Dem

an o

n th

e „m

arke

t“

Product 1

Product 2

field 1 field 4

field 3field 2

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!

VisionMission

Output

Slogan

Strategic goals

Mid- and longterm objectives to translate the vision into action

Operative goals The strategic goals are put in concrete operative yearly goals.

Indicators or key figure Quantify the goals by defining target levels.

ELEMENTS of Cause & Effect-Models

e.g. Increase the participation of girls in summer sports courses by

10 percent

e.g. Enhance the sports-offers for girls and boys

e.g. Percentage of girls / boys in summer sports courses

BSC - Examples

HR-Department

Municipal Fire BrigadeSocial WelfareDepartment

Sports Department Youth Welfare & Families-Dep.

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

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

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!