Equality at BIBB (GEP)

BIBB promotes equality pursuant to § 12 Paragraph 1 of the Federal Equality Act (BGleiG) and in accordance with EU stipulations including Regulation (EU) 2021/695 of the European Parliament and of the Council of 28 April 2021. 

In its capacity as a departmental research institute under the auspices of the Federal Ministry of Education and Research (BMBF), BIBB is subject to the requirements and reporting duties set out by the Federal Government. BIBB has a Gender Equality Plan in place. This is updated every four years. BIBB views this Equality Plan as a key human resources instrument, especially for HR development. Particular responsibility for its implementation is borne by human resources administration, by employees with line manager or leadership tasks and by heads of department. The aims of the Gender Equality Plan are to establish gender equivalence and to improve the work-life balance of employees. It includes specific targets for this purpose. Concrete measures of a human resources, social or organisational nature are stated for the achievement of each of these targets. 

BIBB complies with the requirements of the EU by ensuring ...

1. that the topic of equality is fostered on an ongoing basis by the deployment of dedicated resources; 
2. that objectives, measures and rules relating to data collection and impact analysis are evaluated and developed further;  
3. that support is provided via targeted training courses.

Regarding 1)

BIBB employs a full-time woman Equality Representative and a woman deputy. The Equality Representative has her own administrative office, and secretarial services are at her disposal. BIBB finances participation in continuing training and attendance of internal and external committee meetings for both the Equality Representative and her deputy. BIBB has systematic quality management in place. This is coordinated by a full-time member of staff. The institute holds various certifications, including that offered by “berufundfamilie”. It also operates a company health management system. The BIBB budget also funds further measures aimed at achieving greater compatibility between the private and professional spheres, including the establishment of a parent-child office, technical equipment for mobile working, and a family service. All academic research, research support and administrative staff enjoy extensive opportunities to take part in advanced and continuing training on topics which are of relevance to equality, such as health, compatibility of work and family life, diversity, and conflict management. Information, recommendations and guides on the topics of equality, the work-life balance and advanced and continuing training are all freely accessible via the staff portal.

Regarding 2)

Relevant data describing the current actual status is listed in the Gender Equality Plan as stipulated in § 13 Paragraph 2 Clause 2 BGleiG. Data collection takes place annually on the basis of defined indicators relating to employees and new (academic research) staff. The updating of the Gender Equality Plan is subject to a regulated process of improvement. Goals are linked with quality management and strategic objectives. BIBB uses evaluation of the data and the implementation of measures to set out new objectives and measures on a continuous basis. Systematic consideration is accorded to the concerns and needs of staff as part of this process.

BIBB’s current Gender Equality Plan pursues the following objectives in particular [EXTRACT from the Gender Equality AUSZUG for the period 01.01.2022–31.12.2026]

• Monitoring and further development of the Mission Statement and of management principles in respect of gender fairness, diversity, inclusion and conformity with the General Act on Equal Treatment (AGG) 
• Measures aimed at leadership development with regard to the BGleiG and non-discriminatory management
• Measures relating to employee structure in the areas of part-time work, parental leave, leave of absence
• Mobile working
• Caring for family members
• “berufundfamilie” audit (specific childcare provision)

Regarding 3)

Human resources development at BIBB is coordinated by a single staff department. At BIBB, HR development is viewed as a cross-sectional task throughout the entire institute which affects everyone. Human resources development provision also reacts to impetuses which have emerged from change processes. The portfolio of advanced training provision is continuously being expanded. Further specific training courses and the establishment of training capacity for the topics of equality, diversity, structural disadvantages and unconscious bias are an inherent component of training and continuing training measures and are taken into account in the specification of services and provider selection when contracts for advanced training measures are awarded. 

Achievement of targets is documented at regular intervals. Executive management and those involved in the domain of the work of the institute are informed. 

Bonn, 1 January 2022
Professor Friedrich Hubert Esser
President of the Federal Institute for Vocational Education and Training