Gender Mainstreaming Management

What is Gender Mainstreaming?

The Council of Europe defined in 1998: "Gender Mainstreaming is the (re-)organisation, improvement, development and evaluation of policy processes, so that a gender equality perspective is incorporated in all policies at all levels and at all stages, by the actors normally involved in policy-making."

Concepts and dissemination in the EU

An up-to-date synopsis can be found in: Sterner, G./Biller, H.: Gender Mainstreaming in the EU Member States. Progress, Obstacles and Experiences at Governmental Level, n.p., January 2007

KGMM project of the state capital Stuttgart

KGMM stands for "Kommunales Gender Mainstreaming Management" ("Communal Gender Mainstreaming Management"). Under this designation, the state capital Stuttgart organised a project from 2002 to 2007 which was managed by the "Stabsstelle für individuelle Chancengleichheit" (administrative department for individual equal opportunities). ISPA consult was entrusted with the concept development and the planning of follow-up action regarding the pilot sector "Amt für öffentliche Ordnung" (Code Enforcement Department).

• differentiation of fields of action, in which gender-specific differences and discriminations could arise (example: manning, remuneration, personnel development, recruiting, etc.)
• description of the KGMM fields of action according to a standardised scheme consisting of characteristics, analysis and evaluation of the actual condition, determination of the need for action, change planning, implementation and controlling
• transfer to other departments of the capital city Stuttgart

Press release (SAZ, 13.08.2007)

'Five years ago, we were still sceptical when we launched the pilot project, today, the personnel department handles everything under the aspect of equal opportunities for men and women (technical term: Gender Mainstreaming)...' said a representative of the Code Enforcement Department recently in the municipal Equal Opportunities Committee. Through concrete measures, the contentment of the employees was increased considerably.

The aim of the project, which started in 2002, was to analyse, to question and, if possible, to eliminate working conditions and personnel problems, such as long absence from work and discontentment in the Code Enforcement Department, under gender-specific aspects. Among other things, a job pool for women returners after their parental leave was established.

This way, the time until a suitable position becomes vacant can be bridged. Furthermore, 62 promotions could be permitted since 2004.

In order to achieve a more balanced personnel structure, seminars encourage women to apply for executive positions, in which they are poorly represented as yet - even though a woman recently became head of the department. In contrast, men are to be directly adressed and enlisted for jobs in lower salary classes, in which they are strongly underrepresented."

Publications (selection)

Ackermann, K.-F./Matschke, U.: „Gezielt zur gleichen Chance" ("Directly on the Way to Equal Opportunities"), in: Der Gemeinderat, 47 (2004) 12, p. 34

Other contributions

Lectures parallel to the project, e.g. on part-time, work-life balance and other aspects of Gender Mainstreaming Management, for different organisers (State Trading Supervision Department Stuttgart, Chamber of Crafts Karlsruhe, etc.)