Diversity & Gender Equality
Experts from diverse biographical and cultural backgrounds are essential in field of research and development – not only to answer new scientific questions, but also to generate innovations and make important contributions to society. Equal treatment and transparent involvement of all employees are vital for ensuring successful outcomes and high-quality results.
The Management Board and management team of Salzburg Research are fully committed to the principle of equality and equal rights for all employees. Furthermore, by having an open-minded attitude towards all people, each employee actively contributes to supporting diversity across all areas of work and personal life.
The aim of Salzburg Research’s Equality Plan is to counteract inequalities on the grounds of gender, sexual orientation, ethnicity or cultural affiliation, religion or belief, social origin, educational background, age and disability. We want our approach to be as preventative as possible and to take into account the different interests, needs and rights of all employees, involve them in all decision-making processes and ensure they receive a fair share of the organisation’s resources. Another priority for Salzburg Research is to foster open and transparent communication among one another, based on tolerance, appreciation, consideration and mutual support.
Gender Officer
Theresa Wieder
T: +43/662/2288-209 | Send an e-mail
Policy
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Everyone should be free to express their skills, personal preferences and talents irrespective of their gender. No one should have to suffer violence, discrimination or stereotypical prejudices and norms. Employees are not discriminated against when determining salaries and benefits, when reimbursing expenses or when agreeing other terms of employment. The support offered by Salzburg Research is available equally to all employees regardless of their gender, and it takes into account their individual life situation and requirements as much as possible.
Sexual, gender-related or other harassment, bullying and other offensive behaviour will not be tolerated in any form whatsoever by the Management Board and the management team of Salzburg Research. We have a zero-tolerance policy on this because such behaviour represents a violation of personal rights. There are plans to also incorporate this issue specifically in the QM system for 2022. Those affected can contact the Management Board directly, the HR department, the Works Council or their line manager if they have any questions or would like to report an incident. The described behaviour will be punished by the Management Board within the scope of the applicable employment and disciplinary laws. Anyone reporting an issue can rest assured that the incident will be treated sensitively and in strictest confidence. In addition, an external occupational psychologist is available to meet at short notice to help deal with the psychological stress and to identify possible strategies for dealing with it.
The legal basis in Austria is the Federal Equal Treatment Act (B-GlBG). It protects people in the working world from discrimination on the grounds of gender, ethnicity, religion or belief, age and sexual orientation.
The Federal Constitutional Law (B-VG), the Employment of Persons with Disabilities Act, the UN Conventions on Women’s Rights and the Rights of Persons with Disabilities, as well as other equal treatment and equality rights at EU level, may apply in addition.
Salzburg Research is also subject to the Salzburg Corporate Governance Codex, the Research Collective Agreement with its associated Ethics Contract, the Employment Agreement, the externally certified quality & process management system, as well as the corporate concept for internal strategy and orientation and, from 2021 onwards, this Equality Plan.
Gender-balanced
Conditions
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The gender ratio at all operational and decision-making levels has an impact on all processes and their results. Care is therefore taken to ensure a fair balance of genders at all levels of the hierarchy and in all areas of Salzburg Research on an ongoing basis.
In job ads and recruitment, qualified female candidates are encouraged by means of various measures to apply and are given preference in the case of equal qualifications. When filling positions, Salzburg Research is generally committed to the principle of best-fit and it defines the specific job requirements in advance in a transparent, objective and non-discriminatory way. An internal guide for job interviews helps to ensure a structured and standardised procedure and decision-making basis for those involved.
Pay, Equipment
& Resources
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Employees are not discriminated against when determining salaries and benefits, when reimbursing expenses or when agreeing other terms of employment. The support offered by Salzburg Research is available equally to all employees regardless of their gender, and it bases upon the research collective agreement. It also takes into account their individual life situation and requirements as much as possible.
Career Development
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The gender equality processes at Salzburg Research are systematically updated with specific measures and corresponding resources. This also includes research & development, ranging from gender-balanced teams on research projects through to role allocation in internal services. By means of structured, annual staff appraisals, individual career development measures are identified (e.g. targeted coaching, training & management courses).
Work-Life-Balance
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All employees (including managers) are offered flexitime and part-time models, parental leave and the option to work from home or remotely. Salzburg Research also promotes a good work-life balance through fair and family-friendly timetables and attendance options for all training and development courses, as well as through unbureaucratic processing of absence requests and approvals.
Gender Competence
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At Salzburg Research, developing the gender competence of employees is primarily the responsibility of the managers. Gender equality is afforded a special place in project planning and is consciously practised and continuously improved in day-to-day interactions (e.g. gender-sensitive language in presentations and meetings).
