Hertie Foundation's "Career and Family Audit"

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Hertie Foundation's "Career and Family Audit"

• Danielle Hoja, DLR
• 1st GMOSS Gender Action Meeting
• 26 October 2005

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Equal opportunity at DLR

• Representative for equal opportunity at DLR since
  1990
• Tasks
• Participation in all DLR actions regarding equal
  opportunity and promoting women, participation in
  working groups, steering committee,
• Initiation and implementation of actions in
  public relations
• Consultation and support of employees in the
  realization of professional promotion, assistance
  against discrimination
• Coordination and assistance of working groups,
  networks, in all DLR locations
• External representation of DLR in all affairs
  regarding equal opportunity and promoting women
• Management of project Career and Family Audit

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Career and Family Audit
Certificate Re-Audition After 3 years Yearly
reports Basic Certificate Confirmation of
Objectives Signature of management Formulation
of Objectives Audition workshop Develop
objectives and actions Preparation
meeting Buildup of representative project group
2005 2002 At DLR 2001
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Action fields

• Working hours
• Working organization
• Work place
• Information and communication at company
• Management skills
• Human resources development
• Money, cash-equivalent services
• Services for families

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DLR objectives for next 3 years (1)

• Working hours
• Already very flexible possibility of individual
  solutions
• Brochure Working hour models at DLR
• Working organization
• Tutor system for new employees
• Possibility for the combination of project (part)
  management and part time job
• Work place
• Teleworking at home
• Possibility of mobile working places for short
  times
• Information and communication at company
• Intensification of communication of Audit
  participation
• Regular reports in staff journal

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DLR objectives for next 3 years (2)

• Management skills
• Sensitizing of all management levels for gender
  mainstreaming
• Best practice examples in management meetings
• More part time jobs, possibility to change back
  to full time
• Human resources development
• DLRs department give advise on career promotion
• Manual on re-entry talks
• Money, cash-equivalent services
• Opening of sport facilities for family members
• Services for shopping, ironing,
• Services for families
• Analysis of contentment with family service
• Report on children at DLR possibilities

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Further actions at DLR

• Mentoring program (since 2000)
• First year pilot women only ? success
• Now essential part in junior staff promotion for
  women and men
• Special program More women in management
  positions (2000)
• Employment of 8 women, 6 of them are still at DLR
• Results 2 new working groups, 2 successful
  project proposals, national and international
  cooperation
• Program should be continued up to self-evident
  filling of management positions
• Program Kickoff to promotion (since 2001,
  closed)
• Advance education of young women in preparation
  for management positions and junior professor
  positions
• Special offers for women in DLR education program

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DLR as part of HGF

• HGF Helmholtz Association, a community of 15
  German scientific-technical and
  biological-medical research centers
• Equal opportunity in strategy ...
• Equal opportunity as an assessment criterion for
  the review of research programs
• Programs aimed at raising the compatibility of
  family and career that can be individually
  combined to produce tailor-made solutions
• Networking the centers with the goal of
  disseminating examples of best practice
• Promoting women in management positions
• ...and in practice Positive examples show that a
  lot has already been put into motion at many
  places
• Mentoring Programs to train women managers
• Awarding of different research centers with
  various awards (Total E-Quality Award, Hertie
  Foundation's "Career and Family Audit"
  certification)
• The Five-Point Program to Promote Equal
  Opportunity

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The Five-Point Program to Promote Equal
Opportunity

• 1. Helmholtz Management AcademyTraining program
  to prepare excellent young leading scientists for
  top-rate positions (starting in 2006)2. Career
  re-entry positionsRe-entry into science and
  research careers after a family breakPromotion
  of an Equal Opportunity Concept in a commitment
  to systematically create career re-entry
  positions
• 3. Flexible working hoursDepending on the
  situation in question, a family sometimes makes
  greater and sometimes lesser demands on the
  available time
• 4. ChildcareReliable childcare services and
  facilities ? all the Helmholtz Centers will, as
  from 2006, provide day-care centers for children
  right from an early age
• 5. Helmholtz Mentoring NetworkMentoring Network
  programme for young women scientists