The reason for the project is the increasing number of employees, who are often affected by a family care situation in the short term. Inevitably, the difficult question arises as to how this particularly emotionally challenging challenge can or should be circumvented if the professional activity as a specialist requires full commitment. In these cases, the desired reconciliation of family and career, already difficult enough to realize, becomes the three-part balance act "reconciling family, care and profession".

We offer
The project "45 plus: Securing skilled workers - relieved in nursing responsibility" is organized by ISPA consult together with MaMeA GbR. It offers moderated workshops for employees in partner companies, ranging from professional experts from the care sector to the current nursing labyrinth and its
appropriate use possibilities. The focus areas are inter alia. The various care services such as e.g. Various types of family - friendly services, food on wheels, sheltered housing, day and night care, etc., but also the working and other basic conditions which must be observed when a care event occurs.

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).

Concept development by ISPA consult

  • 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)

"Employees more satisfied - pilot project in the Code Enforcement Department

Five years after the launch of the pilot project for more equal opportunities for the men and women employed at the Code Enforcement Department, the persons responsible were pleased with the results. Personnel policy is said to have strongly changed.

'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.)


"Deepened Career Orientation" describes projects motivated by labour market policies and sociopolitical influences, which facilitate the transition from school to a job or to academia through selective measures. These projects mainly address graduates from general secondary schools or grammar schools.

Legal basis: §33 SGB III

Commitment of ISPA consult:

ISPA consult gets involved with "Deepened Career Orientation" (DCO) for sociopolitical reasons. The risks resulting from wrong career choices, which are reflected in high drop-out rates in the dual system of occupational training as well as in courses of study at university-level institutions, are to be decreased through improved information and communication.

DCO individual projects of ISPA consult:

  • "Deepened Career Orientation" for general secondary school graduates; evaluation on behalf of Jugendhaus Stuttgart (2007)
  • "Deepened Career Orientation" for grammar school pupils; planning, execution and evaluation on behalf of Agentur für Arbeit Stuttgart (2008/2009)

Standard procedure for grammar school pupils of the 11th, 12th and 13th grade:

  • preparations together with the pupils of the participating grammar schools
  • action day with 25-30 pupils at the participating grammar schools with experts from educational institutions (universities, universities of applied sciences, universities of cooperative education) and three companies
  • review of the action day at the grammar schools

Performance review:
According to the first evaluation reports of the participants, the ongoing "Deepened Career Orientation" project is very successful. The requests from grammar schools exceed the available resources.

Generational change

Within the next few years, tens of thousands of family businesses in Germany will be looking for a successor, who is supposed to continue the business having sole responsibility.

Ways to family internal business succession

  • first way: direct entry of the successor into the family business
  • second way: indirect entry after working for a third-party company
  • third way: preparatory function of the successor as an external consultant for the family business (ISPA mentoring concept)

The third way wants to make use of the advantages offered by the first and the second way and at the same time avoid their disadvantages. This is achieved by placing the successor temporarily in an independent consulting company and entrust him with the control over a consulting project related to the family business. During this process, the successor is supported by the experienced consulting team of ISPA consult.

The ISPA mentoring concept for business successors 

  • learning target: individual successor qualification through improved decision-making and responsibility (professional, social, methodological and inter-personal competence)
  • learning method: supervised project learning with support and coaching from the consulting specialists of ISPA consult
  • learning content: exemplary problem solving from the project planning to the reporting (final report, presentation of results) 

German press releases

  • Handelsblatt 29.10.2003: „Das Konzept..."
  • Handelsblatt 10.12.2003: „Eine Akademie für künftige Unternehmer"

Contributions to the discussion

  • lecture given by K.-F. Ackermann: "Der dritte Weg zur familieninternen Übernahme" (ISPA-Nachfolger-Akademie)- "The Third Way to Family Internal Succession" (ISPA Successor Academy) on 06.07.2004 at the IHK (Chambers of Industry and Commerce) event "Generationswechsel auf baden-württembergisch" - "Generational Change Baden-Württemberg Style" of the IHK Region Stuttgart
  • other lectures regarding this topic
  • participation in informative meetings and workshops of the Heilbronn business promotion association and other organisers in 2003 and 2004

Sample applications for the ISPA successor qualification

  • project "Der Schmale Weg" (the narrow path), dealing with the value basis of a family business as a critical factor of success (lessons from the past for the future)
  • project "Marktforschung und Neuproduktentwicklung in einem Familienbetrieb" (market research and the development of new products in a family business) using the example of tools for the carpentry
  • project "Individual Successor Coaching"