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| Klasifikácia: 05.2
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VEGA VALUIING EMPOWERMENT IN GENDER ATTIITUDES : REPORT OF THEMATIIC FORUMS 2006. / EDIT. Böhm, Jasmine ; EDIT. Rainer, Sonja, EDIT. Jachanová Doležalová, Alexandra, EDIT. Suárez-Suárez, Sandra . - 2006.
eng
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CONTENTS
1. Fifty:Fifty ľ Equal Opportunities for Men and Women in Companies:
The seminar Introducing Equal Opportunities for Men and Women in Companies focused mainly on the profits and costs of applying programmes related to equal opportunities. A study on the Costs and Profits of Applying Equal Opportunities
for Women and Men was presented, together with A Study on the Needs of HR Specialists: Limits and Options for Equal Opportunities Development. One of the papers was dedicated to Recruiting into diverse Teams.
1.1 Equal Opportunities Can Be Profitable for Companies and Help Them Save Money
1.2 The Costs and Benefits of Applying Equal Opportunities for Women and Men
1.3 Recommendation to Employers Who Want to Introduce Equal Opportunities into Their Firms
1.4 Sources
1.5 About the EU Equal Project Fifty-Fifty: Equal Opportunities for Women and Men
2. Strategies to promote Gender Equality in Organisations
The project of Organic Law for effective equality between women and men is a big step towards real equality in Spain. This law introduces many new measures, though one of the most innovating and relevant ones refers to the design and
implementation of Plans of Equality in companies. The Equal Project "En Plan de Igualdadö and, more specifically, the "Equality Itinerariesö directed at public and private companies and organizations in the municipalities of A Coruna, Carballo and Cerceda, represent an advance and a real
example of what will be the elaboration and application of the Plans of Equality anticipated in the new Law. The contribution of the companies and organizations to the Society of Welfare is essential, reason why their role is a key
element to be considered in projects aimed at attaining equality and social welfare in the labour market. To be able to get companies interested and involved in this objective is a constant challenge for projects of the EQUAL
Community Initiative in all State Members. In this sense, the "En Plan de Igualdadö Project considers itself fortunate to count on the collaboration and support of the network of enterprises of its territory of action.
3. Future Visions on Parental Leave Management
In Austria it is still uncommon for men to go on parental leave and women still take the main responsibility for childcare. In order to minimize the gap between work and family life and to create solutions for people with childcare
responsibilities who want to develop in their professional life as well, the DP parental leave and career designed measures in cooperation with companies, political actors and strategic partners.
3.1 Parental leave and career in Austria
3.2 Future Visions on Parental Leave Management, October 2006
3.3 Approach
3.4 1 Step: Personal experiences
3.5 2 Step: Vision of the "ideal companyö concerning parental leave management
3.6 3 Step: Measures for a family-focused Human Resource Management
4. About the Transnational Cooperation Valuing Empowerment in Gender Attitudes
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| Typ: Audiovizuálny dokument |
Signatúra: CD127 voľná |
