women in managerial positions opportunities assesment · women in managerial positions...

Assesment

2 nd Assessment of Equal Opportunities Women in Managerial Positions

Opportunities

Women

Information

February 2006

Second Assessment of the Agreement between the Federal Government and the Central Associations of German Business on Promoting Equal Opportunities for Women and Men in the Private Sector

� Contents

Contents

Abbreviations ............................................................................................... 6

Introduction.................................................................................................. 7

I. Women in Managerial Positions – Statistical Data/ Situation Analysis ................................................................................ 9

IAB Management Study ............................................................................ 9

Microcensus – IAB Evaluation ................................................................ 11

Hoppenstedt..............................................................................................12

International Comparisons ....................................................................12

II. Training, Studies and Further Training ...................................15

Vocational Training .................................................................................16

Studies ........................................................................................................18

Doctorates .................................................................................................19

Expanding the career choice spectrum ............................................... 20

Tasks for Careers Advice ......................................................................... 22

Further training ....................................................................................... 23

III. Employment and Career Promotion in Companies ......... 26

Company agreements/IAB company panel ........................................ 28

Mentoring programmes ........................................................................ 28

Total E-Quality .......................................................................................... 29

genderdax ................................................................................................ 30

ChanGe .......................................................................................................31

Career networks ...................................................................................... 32

IV. Self-Employment ............................................................................... 35

Gender-specific differences in start-up behaviour ............................ 37

Promoting the culture of self-employment ........................................ 38

Promoting start-ups ................................................................................ 39

Advice ........................................................................................................ 39

Financing ...................................................................................................41

Women taking over companies .............................................................41

Networks ................................................................................................... 42

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V. Family Friendly World of Work ................................................. 43

Alliance for the family ............................................................................ 44

Local coalitions for the family ............................................................... 45

Flexible forms of working ......................................................................46

Joint initiative from the Federal Government and Central

Associations of business .........................................................................46

Internet portal SMEs and family ............................................................51

Managers and family ...............................................................................51

“Work and Family” Audit® ..................................................................... 52

Family friendliness in collective bargaining agreements

and company agreements ..................................................................... 53

Reintegration programmes .................................................................. 53

Childcare ...................................................................................................55

VI. Goals, Fields of Action and Perspectives ................................59

Annex ............................................................................................................. 63

Contents

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Abbreviations

AFGB Training Promotion Act

BA Federal Employment Agency

BBB Vocational Training Report

BDA Confederation of German Employers’ Associations

BDI Federation of German Industries

BfA Federal Insurance Association for Salaried Employees

BIBB Federal Institute for Vocational Training

bga National Agency for Women Start ups Activities and Services

BMAS Federal Ministry of Labour and Social Affairs

BMBF Federal Ministry of Education and Research

BMFSFJ Federal Ministry for Family Affairs, Senior Citizens, Women

and Youth

BMVBS Federal Ministry of Transport, Building and Urban Affairs

BMWi Federal Ministry of Economics and Technology

BSW Training Centre of Saxon Industry

DFG German Research Foundation

DGB German Trade Union Confederation

DIW German Institute for Economic Research

DIHK Association of German Chambers of Industry and Commerce

EAF European Academy for Women

ESF European Social Fund

EU European Union

EWMD European Women’s Management Development Network

HWP Federal Government-Länder University and Science

Programme

IAB Institute for Employment Research

IHK Chamber of Industry and Commerce

IfM Institute for Research into SMEs

IGBCE Mining, Chemical and Energy Industrial Union

KAS Käte Ahlmann Foundation

KfW Reconstruction Loan Corporation

KICK Child and Youth Services Development Act

SME Small and medium-sized enterprises

OECD Organisation for Economic Cooperation and Development

RKW Rationalization and Innovation Centre of German

Industry e. V.

StBA Federal Statistical Office, Germany

TAG Child Day Care Expansion Act

TeDIC Competence Center Technology-Diversity-Equal Chances e. V.

VdU German Association of Women Entrepreneurs

WSI Institute of Social and Economic Research

ZDH German Confederation of Skilles Crafts and Small Business

Abbreviations

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Introduction

The First Assessment (2003) of the Agreement between the Federal Gov-

ernment and the Central Associations of German Business on Promoting

Equal Opportunities for Women and Men in the Private Sector made it

clear that the training of girls and women is at a high level. Initiatives and

measures for better combining family and work have been improved on

a large scale in the last two years. The First Assessment cites many exam-

ples and successful approaches that advance equality of men and women

in companies – but it also describes areas where there is still a need for

action.

The conclusions of the 2003 Assessment therefore stated that women’s

career choice spectrum, their opportunities to have a career and support

for women and men in combining family life and work must be particu-

larly monitored and promoted in future.

The Federal Government and the business associations continue to sup-

port increasing the proportion of women in employment – especially in

areas where they have been underrepresented in the past. In particular,

this includes managerial positions and future-oriented careers.

The demographic development in Germany has resulted in an increas-

ing demand for qualified workers. Even after 2010 the companies will be

confronted with a considerable shortage of skilled workers because of

demographic developments. Ever more companies are therefore now

recognising the great benefit brought about by incorporating employ-

ees’ knowledge and skills in all areas and at all levels. Furthermore, per-

sonnel political observations show that mixed teams can promote crea-

tivity and improve productivity. It is therefore a key task to attract young

women in particular to skilled, future-oriented careers, support their

promotion opportunities and raise companies’ awareness in time to face

the challenges ahead.

Increasing the proportion of women in managerial positions is expressed

as an explicit goal in the agreement made in July 2001. For example, this

is to be achieved by increasingly involving women in further training

courses for managerial staff or mentoring programmes and by offering

part-time employment or other offers to facilitate combining work and

family life. The development of the female employment rate in Germany

is positive and has already nearly reached the Lisbon goal of over 60 %.

The proportion of women in managerial positions has also risen continu-

ously in recent years. These successes can and must be further expanded.

Introduction

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Improved general conditions in combining family life and work are

of central importance so that more and – in particular – better quali-

fied mothers and father will stay at work. Important measures include

offering family-friendly working hours, help with childcare, support in

returning to work and, above all, a family-friendly corporate culture. At

the same time it is about attracting more young women to future-ori-

ented apprenticeships and courses of study and to give then career pros-

pects after the end of their training.

This Second Assessment is a current appraisal concentrating on the sub-

ject of women in managerial positions and on showing current concepts

and measures to increase the proportion of women in management.

Where the data permits, quantitative and qualitative comparisons are

made of the situation since the entry into force of the Agreement in 2001

and the current situation.

For the Federal Government: For industry:

Federal Ministry for Family Affairs

Senior Citizens, Women and Youth

(BMFSFJ)

Confederation of German Employ-

ers’ Associations (BDA)

Federal Ministry of Education and

Research (BMBF)

Federation of German Industries

(BDI)

Federal Ministry of Economics and

Technology (BMWi)

Association of German Chambers of

Industry and Commerce (DIHK)

Federal Ministry of Labour and

Social Affairs (BMAS)

German Confederation of Skilled

Crafts and Small Business (ZDH)

Federal Ministry of Transport,

Building and Urban Affairs

(BMVBS)

Berlin, February 2006

Introduction

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I.Women in Managerial Positions – Statistical Data/Situation Analysis

The proportion of women in managerial positions has risen – this is

proved by various investigations and statistics.

IAB Management Study

Data on the management structure in private-sector companies in Ger-

many was collected for the first time in 2004 as part of the IAB Company

Panel – as intended by the 2003 Assessment. The IAB Company Panel

comprises around 13,000 private-sector companies of all kinds and

sizes and is the most comprehensive empirical company random sample

in Germany. In the collection and evaluation of management structure

data, a distinction was made between supervisory functions at the high-

est managerial level (managing director, proprietor, board member,

branch manager, company manager) and those at the second manage-

ment level (i. e. all managerial positions below the highest managerial

level).

The Key Results of the Study are:

Almost half of all employees in the approx. 1.9 million companies in the

private sector in Germany are women (45 %). Women account for around

one quarter (24 %) of the highest managerial level.

The proportions are slightly higher in the new Federal Länder than in the

old Länder; here women account for one third of top positions in compa-

nies. At the second managerial level, the proportion of women in eastern

and western Germany is only slightly below the average proportion of

women in the workforce as a whole (cf. Fig. 1).

Women in Managerial Positions – Statistical Data/Situation Analysis

Fig. 1:

Proportion of women in workforce and in managerial positions in private-sector companies – broken down according to western and eastern Germany (mean values in %)

Source: IAB Company Panel 2004

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The majority of private-sector companies in Germany are small and very

small enterprises. For this reason, nationwide only 19 % of companies (21 %

in western and 14 % in eastern Germany) stated that they had a second

managerial level.

Whereas a mean of around one quarter of the top management positions

is occupied by a woman in the smallest companies with 1 to 9 employees

and one fifth in small companies with 10 to 49 employees, this figure falls

to below 5 % in large companies (cf. Fig. 2).

Gender-specific differences can also be seen when considering the organ-

isational form. In branches or outlets the proportion of women, both

in the workforce and at the top managerial level, is 30 % higher than in

single-site companies (24 %) or in headquarters or central administrations

(19 %). At the second managerial level, the proportion of women in single-

site companies and outlets is just over 40 %, while it is only around 30 % in

headquarters and central administrations.


Fig. 2:

Proportion of women in workforce and in managerial positions in

private-sector companies broken down according to company size

(No. of employees (mean values in %))


Fig. 3:

Proportion of women in workforce and in managerial positions in

private-sector companies – broken down according to organisational

form (mean values in %)


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When looking at the figures broken down into sectors it can be seen that

women in the top levels of management can most frequently be encoun-

tered in the health and social sector and in the private sector (proportion

of women just under 40 %). There is also a high proportion of women in

top management in wholesale and retail (around 32 %). By contrast, only

a small number of managerial positions are occupied by women in con-

struction and the manufacturing industry in comparison to other sectors

(between 10 and 15 %), which corresponds to the already small number of

women in these sectors.

Microcensus – IAB Evaluation

Data on the subject of managers in Germany is collected every four years

as part of the Microcensus (representative 1 % random sample of the popu-

lation, corresponding to around 800,000 data records). A comparative

evaluation of the 2000 and 2004 Microcensuses by the IAB shows that the

proportion of women among employed managers in the private sector

had risen in 2004 in comparison to 2000 – from 21 % in 2000 to 23 % in 2004.

The proportion of women in managerial positions clearly correlates to

their age. Whereas women under 30 participate in managerial activities

almost as much as men, their proportion falls during the family-starting

and childcare phase up to the age of 40 and then stays at a lower level:

Below the age of 30, the proportion of women in managerial positions is

43 %, among 30 to 34 year-olds around 30 per cent and only just over 20 %

among 35 to 49 year-olds.

Between 2000 and 2004 only very young and older women were able to

improve their participation in management, but not women in the medi-

um age group during the intensive phase of childcare.

Female managers live in different family forms from male managers: The

households are smaller, they live alone more often, just with their partner

or are single parents, whereas men are more likely to live together with

their partner and child(ren). However, women in managerial positions

are more likely to be childless than men; far fewer of them have two or

more children. No children under the age of 18 live with 68 % of women

in managerial positions; this is the case for only 47 % of men. When there

are children they are much less likely to be in an age where they need

intensive care: only around one tenth of all women (13 %) in managerial

positions lived with children under the age of 10 in 2004, but one quarter

of men (26 %). Moreover, women in managerial positions are much less

likely to have two or more children (9 % in comparison to 23 % of men in

managerial positions).


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Hoppenstedt

For many years the Darmstadt Hoppenstedt analysis “Women in Man-

agement” has also been recording a continuous rise in the proportion of

women in managerial positions, starting from a relatively low level. In

2004 women occupied just under 10 % of all managerial positions.

The data basis of the Hoppenstedt analysis is the 80,000 biggest compa-

nies in Germany. This explains the much lower percentage of women in

managerial positions in comparison to the IAB Company Panel evalua-

tion, in which small companies with higher proportions of women are

heavily represented.

In large companies the development according to the Hoppenstedt

analysis is as follows (proportions of women in per cent):

1995 2004

Large companies (at least € 20 mannual turnover and/or over 200 employees) 4.8 % 8.2 %

A marked rise can be seen here, however, the proportion of women is still

below that of SMEs.

There are also major differences – as in the IAB Management Study – in

the comparison of the sectors: In 2004 the range of proportions of women

in management overall was between 14.6 % in retail and 5.1 % in vehicle

construction.

There were only 4 women alongside 685 men on the management

boards of the 100 biggest companies in 2004.

International Comparisons

In the whole of Europe women occupy important decision-making posi-

tions in private-sector companies much less than men.

In 2003, on average only one position in ten was occupied by a woman in

the top decision-making bodies of the 50 biggest companies quoted on

the stock exchange. The situation in Germany with a proportion of 10 %

corresponds exactly to the European average. Norway (18 %), Sweden (17 %)

and the UK (16 %) were well above average. The proportions for France

(5 %), Spain (4 %) and Italy (2 %) were low. (Source: EU Commission, Women

and Men in Decision-Making Positions, 2004)


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According to the EU Labour Force Survey, which also considers manag-

ers in smaller companies and managerial skilled workers, the average

proportion of women is around 30 %. With 27 %, Germany is below the

European average. (Source: EU Commission, Women and Men in Decision-

Making Positions, 2004)

(Because there are different definitions of managerial positions at Euro-

pean level, some of the data is different from the representation in the

national sphere.)

According to a study in Fortune Global 200 companies, 10.4 % of the seats

on Supervisory Boards in the 200 biggest companies in the world were

occupied by women in 2004. Whereas women occupied 17.5 % of the

seats in the companies concerned in the USA, the proportion in the UK

was 12.5 %, 10.3 % in Germany, 8.6 % in the Netherlands, 7.7 % in Switzer-

land, 7.2 % in France and 1.8 % in Italy (Source: Weekly Report of the DIW No.

35/2005).

I More female managers: The proportion of women among

employed managers rose in the private sector from 21 % in 2000 to

23 % in 2004. (Source: IAB Evaluation Microcensus 2000/2004)

I Women on Supervisory Boards: In Germany, at least one member

of the Supervisory Board is a woman in 68 of the 100 biggest compa-

nies; women have occupied 7.5 % of the total seats (mid-2005). Over

80 % of the women received their mandate by representing employ-

ees. (Source: Weekly Report of the DIW No. 35/2005)

I Chemicals Industry Model: In the chemicals industry the propor-

tion of women managers (employees remunerated outside collec-

tive bargaining, including managerial staff) was 16.4 % in 2001 and

20.4 % in 2004. The proportion in companies with over 1,000 employ-

ees is above average and below average in smaller companies.

(Source: Federal Employers’ Association Chemistry)

I Banks Counting on Women: One in four managers in private banks

is a woman today – in the early 1990s there was only one woman in

twelve managers. In the private banking sector there were 10,610

women managers in 2000 and 12,000 in 2004.

(Source: Federal Association of German Banks)


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I Power Women in Trades: Almost one quarter of all trades compa-

nies are managed or jointly managed by women who are not family

members of the owners. Added to this are the many entrepreneurial

women who work in family companies in the trades and perform

managerial tasks. (Source: Ludwig Fröhler Institute 2003)


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II.Training, Studies and Further Training

The foundations for careers are laid at school, in vocational training and

during studies. The higher the general and vocational training, the great-

er the chances of achieving managerial positions later on in a career. This

applies to women and men equally. Women are well suited to manage-

rial positions: in comparison to men they have higher educational quali-

fications and better performance at school. But there are still marked

gender-specific differences in choosing careers and in the transition into

working life that are significant in the allocation of managerial positions

to women and men.

Industry recognises and uses the great potential of well qualified women.

That is why girls and young women should increasingly consider the

whole spectrum when choosing their career. The Federal Government

and industry provide support in this searching and selection process.

I Girls achieve higher and better school-leaving qualifications:

The proportion of women among students taking university

entrance qualifications was 56 % in 2004/2005; by contrast, only 36 %

of school-leavers from general secondary schools without a leaving

qualification were women. (Source: StBA 2005)

I Vocational training is important: In 2004 the proportion of women

among newly concluded apprenticeship contracts and among par-

ticipants in school-leaving examinations was 42 %; 60 % of young peo-

ple at technical vocational schools were women; the proportion of

women in apprenticeships in the health sector was 82 % and around

60 % in the public sector. (Source: BBB 2005)

I Female students have stamina: In 2004, 49 % of people starting

university were women, as were 49 % of all graduates. The proportion

of women graduates has risen by 8 percentage points in the last

10 years. (Source: StBA 2005)

Training, Studies and Further Training

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I Female students are better: In the last 20 years female students

have had better average marks in their admission certificates than

male students. (Source: BMBF Women at University)

I Ever more academic honours: 38 % of doctorates and 23 % of post-

doctoral lectureships are attained by women. (Source: StBA 2005)

I Female professors are becoming more common: 14 % of chairs

were occupied by women; this figure has doubled in the last 10 years.

(Source: StBA 2005)

Vocational Training

In vocational training, the course is set for a future career path even when

an apprenticeship is chosen. Girls are often drawn towards conventional

role models and less towards possible promotion opportunities or subse-

quently founding their own companies. Most girls and young women see

only a limited spectrum of careers for themselves. (Vocational Training

Report 2005)

I Narrow spectrum of career choice: 54 % of the young women in

dual vocational training choose only ten of the around 350 appren-

ticeship careers on offer. They belong to the commercial services

sector and hairdressing. (Source: BBB 2005)

I Typically female: In 2003 the proportion of women in the areas

of the professions and household management was 95 % among

apprentices, 22.7 % in skilled trades and 40.5 % in industry and trade.

(Source: BBB 2005)

I Trend careers: The proportion of female apprentices in the technical

apprenticeships that were reorganised in 2001 varies greatly. In 2003

it was between 1.8 % for the information selectors and 54.1 % for media

designers for digital and print media. (Source: BBB 2005)

I Successful skilled tradeswomen: 85 % of young female apprentices

in skilled trades successfully completed their final examinations;

seven percentage points more than was the case for young men.

(Source: ZDH)


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I Starting working life more difficult, but more successful: After an

apprenticeship in a company, women are made an offer to be kept

on much less frequently than young men. However, thanks to their

better school-leaving qualifications and their more intensive efforts

to get a job, one year after completion of vocational training more

young female skilled workers have found a suitable job than young

men. (Source: Gender Data Report 2005)

In recent years, the Federal Government and industry have improved the

situation of young women in vocational training with many structural

measures. For example, these include:

I The amendment of the Vocational Training Act took account of the

situation of parents and carers and young people who care for close

family members in need of care. According to Article 8 of the Vocational

Training Act, if there is a justified interest, apprentices can apply for voca-

tional training to be part time, while retaining the standard total training

duration.

For example, Magdeburg Chamber of Commerce and Industry is

involved in a training alliance that offers part-time training to young

mothers with guaranteed childcare during the training.

So that young women with children can be better integrated in the work

process, the Heilbronn-Franconia Chamber of Commerce has developed

the “Part-time training” model. In this offer, the usual three-year training

is extended to four years; the weekly working time is reduced to 25 hours.

Part-time training is recognised as a regular training option.

I The project “Target – Encouraging Conflict-Solving Abilities and

Coaching for Training” of the West Germany Chamber of Skilled Trades

aims to develop concepts to prevent the abandonment of apprentice-

ships in skilled trades. A practical study was commissioned that was to

find out whether there were gender-specific features in conflict situa-

tions among apprentices in health, cosmetic and cleaning trades and

which conflict solution strategies can be applied.

I Between 1996 and 2003 146 apprenticeship codes were revised and

modernised in close cooperation with industry. In some cases, the pro-

portion of women was increased. In these professions it is around 23 %.

There are higher proportions of female apprentices in the media pro-

fessions (e. g. media and information service specialists: 78.0 % and for

media designers for digital and print media: 54.5 %). Their proportion is

an average 13.2 % in the new IT professions.


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Studies

A completed course of study is increasingly important for career

advancement. And the choice of subject studied also influence future

career opportunities. Generally, some subjects, such as engineering,

economic sciences or natural sciences, offer better career opportunities

than the arts, for example. But the subject choice of women continues to

follow traditional paths. Women dominate in the arts, whereas the natu-

ral sciences and engineering are dominated by men.

I Languages are popular: It is mainly in modern language courses

that the proportion of women exceeds 70 % (e. g. 75.4 % studying Ger-

man). (Source: StBA 2005)

I Economics are average: The proportion of women studying busi-

ness management is 44.1 % and 38.4 % of economic sciences students

were women. (Source: StBA 2005)

I Natural sciences and technology are the trend for women: The

proportion of female students is less than 20 % in IT, mechanical engi-

neering and electrical engineering. Even though the proportion of

women studying engineering is so low, the trend of absolute figures

shows that increasing numbers of young women are becoming inter-

ested in this field: although the number of male graduates in engi-

neering has fallen by around 8,900 since 1998, a rise of almost 900

has been seen among women in the same period. The proportion of

new students in the natural sciences in now 40 %. They are distributed

among the individual subjects as follows: biology 66 %, mathematics

54 %, chemistry 51 %, physics 22 %. (StBA 2005)

The Federal Government and Länder are making considerable efforts to

increase the proportion of women in the natural sciences and engineer-

ing subjects and doctorates:

I As part of the Federal Government-Länder University and Science Pro-

gramme (HWP) a total of approx. € 30 million is provided each year in

the specialist programme “Promoting Equal Opportunities for Women

in Research and Apprenticeships” until 2006. 10 % of this was earmarked

for measures to increase the proportion of women in natural science

courses of study.

I The BMBF has funded a university league table because of the emerg-

ing shortage of skilled workers in the natural science and technical

sphere and to foster competition for the best students between the


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universities. Here, the proportion of new female students in the subject

areas of engineering and mathematics, natural sciences and biology

was compared at all universities. Furthermore, selected projects and

initiatives were presented that were designed to support young women

in choosing their career and in studying the classic natural science and

technical subjects. For example, the proportion of women in individual

fields of engineering was more than doubled at RWTH Aachen with

initiatives of this kind.

The Initiative D 21 competition “Get the Best”, which built upon the

league table, also supports the universities in their initiatives to attract

young women for “untypical female” courses and, in particular, to

improve the teaching offer to increase the number of female graduates

in these subjects.

I In 2002 the Federal Government legally introduced the bachelors and

masters courses into standard university offers to implement the Bolo-

gna reform. The bachelors/masters system gives students new options

to combine attractive qualifications for a flexible combination of learn-

ing, work and private life planning. Together with the growing applica-

tion orientation of individual courses of study it is therefore especially

attractive to young women.

A survey among 1,000 companies showed that over 60 % of companies

in IT and communications technology, the energy sector and mechani-

cal and plant engineering intend to meet their future requirements for

engineers with bachelor graduates.

Doctorates

The proportion of women studying for a doctorate has risen continuously

in the last fifteen years from 28.5 % (1990) to 37.9 % (2004) (StBA). The Fed-

eral Government is contributing to this with the specialist programme

“Equal Opportunities for Women in Research and Teaching” of the

Federal Government-Länder University and Science Programme (HWP).

75 % of the funds earmarked for this programme are used to support

women studying for a doctorate or measures to qualify them for a chair.

Almost all of the Federal Länder offer doctorate support in this context,

although the duration of funding and the subjects differ greatly. The

German Research Foundation (DFG) and the political foundations and

the associations for supporting the gifted offer opportunities for funding

doctorates. In the latter, the proportion of women receiving funding for a

doctorate is 46.8 %.

The establishment of the junior professorship created a new career path

that allows the next generation of academics to research and teach inde-

pendently and on their own responsibility earlier than has been the case


20

in the past. To date, Federal Government funds have been approved for

933 posts at 65 universities. The proportion of women here was around

one third (in comparison to just under 14 % among other professors).

Expanding the career choice spectrum

The Federal Government has initiated many measures – some in success-

ful cooperation with industry – to open up and expand the limited career

choice behaviour of young women:

I “Girls’ Day – Future Prospects for Girls”

Girls’ Day is a joint campaign of the Federal Government (BMBF/BMFSFJ

with funding from the European Social Fund), Initiative D21, DGB, BDA,

BDI, DIHK, ZDH and BA. On this taster day, girls can get to know impor-

tant future-oriented areas of the career spectrum in companies and

institutions. The aim is to motivate girls and young women to decide on

career fields “untypical” for women. The great success of this project is

reflected in the annually growing number of participants: since 2001

around 386,000 places have been offered to girls in over 17,400 events

by companies, authorities and research facilities. With Girls‘ Day, the

world of work taps into important personnel resources for the future.

I “idee_it”

is a nationwide project to encourage the training of girls and young

women in IT and media careers. The project was funded by the BMFSFJ

until August 2005. Project coordination is continued in the TeDiC (Com-

petence Center Technology-Diversity-Equal Chances). The aim is to

develop, implement and try out innovative strategies to enthuse girls

and young women for IT careers, to increase the number of them in

training and to encourage them to stay longer in training and the pro-

fession. To this end, strategic private-public partnerships (e.g. with Initi-

ative D21, DIHK, ZDH, BIBB) and 166 cooperation partnerships (with 132

companies and 34 chambers) have been founded, information material

appropriate to the target group developed and a database set up on

the project’s own homepage with over 1,100 training opportunities.

Over 6,700 girls took part in 13 launch events and five “train the trainer

workshops” have been conducted for IT trainers. The “idee_it” back-up

research, “Women and Men in IT Training and Careers” became the big-

gest nationwide study on career orientation, the progress of training

and the transition to work in the IT industry.


21

I “JobLab”

The aim of the project jointly sponsored by the BMBF, the association

of employers in the metal industry, the Federal Employment Agency

and the Hesse Social Ministry is to expand the career spectrum of girls,

involving modern, future-oriented, technical careers. The multimedia

planning game is designed to help girls and young women to make

decisions on choosing a career and to counteract traditional role behav-

iour in an entertaining way. The total number of the computer game

issued each year 275,000 copies. JobLab is now also offered in Chile and

China.

I Roberta

The Roberta course programme for designing, constructing and pro-

gramming robots developed on behalf of the BMBF brings girls to the

fundamentals of technology, IT and robotics in an intuitive and clear

way. In the first two years of the project the Fraunhofer Institut Auto-

nome Intelligente Systems has trained around 150 course leaders and

conducted 122 courses for over 1,200 girls and just under 300 boys.

I LizzyNet

The online platform funded by the BMBF and the European Social Fund

offers a range of information and a virtual place of learning. It is specifi-

cally tailored to the needs of schoolgirls over the age of 12. It has led to a

lively community within which the girls collect information and learn-

ing offers and swap them among each other. The subject “Training and

Work” ranges from daily updated news to a separate section “School

and Work” with the emphasis on school, training, studies and careers.

Personal reports on experience are to the fore to arouse the girls’ inter-

est in technical and trade careers and to give them the relevant informa-

tion; these reports are supplemented by factual information from the

Federal Agency for Employment and the relevant chambers of com-

merce.

I Competence Centre “Women in the Information Society

and Technology”

The competence centre “Women in the Information Society and Tech-

nology” funded by the Federal Government (BMBF/BMFSFJ) until 2005

is aimed at the greater use of female potential to shape the information

society and to bring girls and young women to technology and the natu-

ral sciences. In future, this important social dialogue and the network-

ing of the partners involved will be continued by the TeDiC (Technology,

Diversity, Equal Chances) Competence Centre. As project manager, it is

continuing important projects funded by the Federal Government, e. g.

Girls’ Day.


22

Industry has also recognised the as yet not fully utilised potential of girls

and women and provides support in choosing careers and during training:

I Currently (summer 2005) around 2,400 placements in skilled trades

are being offered specifically to girls in North Rhine-Westphalia in the

1-Blick database (www.1-blick.com). The development and launch

phase of this database was funded by the BMBF.

I LIFE e.V. has tried out a mentoring concept for women in male

dominated jobs in skilled trades. Mentoring models are well known

and successful in skilled trades. What is new here is the shape of the

relationship between the mentor and mentee as a targeted personal

development strategy and to promote women.

Tasks for Careers Advice

Careers advice from the Agencies for Employment is usually provided for

all pupils in general schools around two years before the end of schooling

in the form of mandatory school events; the advice concerns imminent

decisions about vocational training and careers. As part of cooperative

career choice preparation offered by schools and careers advice services,

in some Federal Länder there is an increasing link between teaching at

schools to prepare for career choices (e. g. “Work Lessons”) and offers

from the careers advice service. In addition, as part of voluntary offers

lecture and information events relating to careers and studies are initi-

ated and organised in which speakers from industry and the administra-

tion, from companies, schools and universities present various training

options and careers and their characteristics, requirements and employ-

ment prospects from a practical point of view.

The chambers of industry and commerce also offer many initiatives to

support the transition of young people from school into training. Co-

operation between schools and companies, the organisation of regional

training fairs and careers information days as well as the establishment of

regional cooperation networks also need to be cited here.

Above and beyond these services for career choice orientation, great

importance is also attached to individual careers advice. As part of a per-

sonal counselling interview, careers advisers provide information about

the various training and study options and can be of help when choosing

on a career. Moreover, they can arrange company apprenticeships for

applicants or give them appropriate school training opportunities and,

where appropriate, inform them about financial funding options.


www.1-blick.com

23

Parents continue to be the most important reference people and advisers

in matters relating to a choice of career. As part of careers advice, they

are specifically addressed in parental events and informed about train-

ing opportunities and risks, the future prospects of the training courses

and careers, promotion and further training opportunities and about

financial funding opportunities. Increased information for parents about

career opportunities, the situation on the labour market and the longer

term and more intensive, interdisciplinary inclusion of the subject “the

world of careers and work” in the curricula at general schools are espe-

cially important.

Further training

Further training and lifelong learning is essential for career advance-

ment and promotion to managerial positions. In 2003 almost as many

women as men were taking part in the further training courses.

I Further training balanced: The total participation rate of men in

further training courses nationwide is 42 %, that of women 40 %.

(Source: BSW)

I Above-average representation for women: The proportion of

women in further vocational training according to Social Code Book

III was 52.2 % on average for 2004 (absolute: 96,189). (Source: BA)

I Qualifications equally popular: Further training courses that lead

to a vocational qualification were attended almost equally by women

and men (49.4 % women). (Source: BBB 2005)

I Good use made of further training: The proportion of women in

further training examinations (e. g. masters’ examinations, techni-

cians’ examinations, specialist examinations) is 36.7 % on average.

(Source: BBB 2005)

The Promotion Training Funding Act (AFGB) jointly funded by the Fed-

eral Government and the Länder supports the expansion and consolida-

tion of vocational qualification. It thus strengthens motivation for further

training among the next generation of skilled workers and, by means

of the granting of loans, also offers an incentive to potential company

founders to venture into self-employment after successfully completing

the further training. Since 2002 the funding of skilled workers wanting

to take part in further training has been continued with considerable


2�

improvements, which are especially positive for women. For example,

the group of those receiving funding and the area of application of the

funding has been expanded, the funding conditions improved, the fam-

ily component consolidated and a greater incentive given to company

founders. The proportion of women in the total number of those receiv-

ing funding rose by 57 % to 30 % in 2004 in comparison to the previous

year.

Measures to Support Women in Career Planning as Part of Further Training:

I A masters’ qualification continues to play a central role for ensuring

the efficiency of skilled trades companies and the training opportuni-

ties in skilled trades. With regard to the time problems of employees

in skilled trades, the option of online qualification is an opportunity

to attract more journeymen and –women to preparation for a mas-

ters’ qualification. In particular, this offer should make vocational

further training easier for journeywomen with children. The Central

Office for Further Training in Skilled Trades has already (in coopera-

tion with the BMBF) created and tried out online components for

selected areas in Part II, Part II and Part IV of the examination for the

master craftsman’s diploma. They are available nationwide in the

Online Academies in Skilled Trades.

I The BMBF project “Further Training of Women from IT Professions

as Trainers” is about developing and trying out a special further train-

ing concept. Above and beyond the contents of the trainer suitability

examination, the curriculum deals with questions of equal opportuni-

ties in companies. Structural conditions of vocational equal oppor-

tunities for women in IT professions were examined and conclusions

reached for successful career planning.

I In the BMBF project “Sales as an Entry to the Entrepreneurial

Promotion of Women” sales-specific motivation and training pro-

grammes for women have been developed so that women become

more interested in sales, in which female-specific characteristics such

as an ability to meet people and flexibility are required.

I In the BMBF project “Women Exist” multimedia components are

developed to strengthen the entrepreneurial motivation and skills of

women to set up their own company or to take on more responsibility

at work.


2�

I The association “Entrepreneurial Women in Skilled Trades” is an

amalgamation of wives who work in their husbands’ companies

and self-employed female masters in skilled trades. The aims of the

association are to promote further training for and an exchange of

experience between entrepreneurial women, political lobbying and

networking with other (women’s) organisations.


2�

III.Employment and Career Promotion in Companies

Because of the reducing potential of employed people, which is due to

demographic developments, and the constantly rising qualifications of

women, the rate of female employment and thus the number of women

in managerial positions will rise further in the years ahead. Ever more

companies are recognising that measures to combine family life and

work and for equal opportunities have a positive impact on their compa-

nies and therefore incorporate the great potential of qualified women in

their personnel development measures. The introduction of mentoring

programmes, auditing, measures for better combining family life and

work and for supporting women‘s networks are helpful in ensuring that

ever more women take on managerial positions.

I More women at work: The proportion of women among employed

people in Germany has risen continuously in recent years and was

44.8 % in March 2004. (Source: StBA 2005)

I Above the European average: In comparison to other member

states of the EU, the employment rate of women in 2004 was in the

upper middle of the field: in Germany 59.2 % of women aged between

15 and 64 were employed (2001: 58.7 %), in Greece and Italy 45.2 % and

in Denmark 71.6 %. (Source: Eurostat 2005)

I Nevertheless, still room for improvement: In spite of a continuing

rising rate of employment, in 2004 women were still much less likely

to be employed than men, whose employment rate was 70.8 % (2001:

72.8 %). (Source: Eurostat 2005)

The volume of work or the total working hours of women has fallen

in recent years, although to a lesser extent than that of men.

(Source: IAB 2005, Brief Report No. 22/2005)

Employment and Career Promotion in Companies

2�

I Part-time work trends female: The trend towards more part-time

work is being shaped by women. The part-time rate of employed peo-

ple as a whole has risen since 1991 from 14 % to a good 23 % in spring

2004. 85 % of all part-time employees are women. This means that

42 % of all employed women work part time (1991: 30 %). Among men,

the part-time rate is only 6 % (in comparison to 2 % in 1991).

(Source: StBA 2005)

I Women less likely to be unemployed: With an unemployment rate

of 10.1 % on average for 2004 (related to all civilian working people),

women in the whole Federal territory were less affected by unem-

ployment than men (11.0 %). In this context, the situation in the old

and new Federal Länder continues to vary greatly. Whereas in the

eastern Federal Länder women and men were equally affected by

unemployment at 18.4 % and 18.5 % respectively, the unemployment

rate of women in the west is less than half as high, at 7.8 % also lower

than that of men (9 %). (Source: Federal Agency for Employment, Devel-

opment of Equal Opportunities for Women and Men on the Labour

Market, June 2005)

I Exemplary: In the chemicals industry in Germany, the proportion of

women employed as natural scientists/technicians in 2001 was 25.8 %

and 32.1 % in 2004. (Federal Employers’ Association Chemistry)

I Income differences: In particular, structural differences on the

labour market, such as the different career choices of women and

men and the lower proportion of women in managerial positions,

mean that the incomes of women in Germany are on average around

20 % lower than those of men. In the younger generations and in the

new Federal Länder the earnings differences between women and

men are much lower. (Source: Gender Data Report)

I Marked differences also with higher incomes: Overall, the con-

tinuing large gender-specific salary and wage differences are also

reflected in the earnings of managers. Women in managerial posi-

tions achieve much lower personal monthly net incomes than men.

(Source: IAB Management Study 2005)


2�

Company agreements/ IAB company panel

In the IAB company panel 2004, as in 2002 companies were asked wheth-

er they take measures – and if so what – to encourage equal opportunities

and the ability to combine family life with work.

Evaluation of the survey of around 10,000 companies with more than 10

employees shows that there are company and/or collective bargaining

agreements of voluntary initiatives to promote equal opportunities of

women and men in 34 % of the companies. Almost one in three women

(i. e. 32 %) works in a company with an agreement or initiative to promote

equal opportunities. The corresponding proportion of men is around 29 %

– which means that slightly more women than men are reached.

But, as with the 2002 survey, these figures are meaningful only to a lim-

ited extent because small and medium-sized companies often promote

equal opportunities and family friendliness without putting their com-

mitment under formal headings.

Because of changes to the survey in 2004, a direct comparison between

2002 and 2004 is possible only with the question about the “offer(s) to

maintain contact between employees who are not working because of

parental leave and the company or work”. Whereas in 2002 43 % of com-

panies stated that they invested in such activities, the proportion of com-

panies in 2002 was already 45 %.

Furthermore, in 2004 it could be seen that one in four companies is active

in supporting the next generation of women.

Mentoring programmes

Mentoring has developed into a recognised personnel development

method, mainly in larger companies, to specifically support young

women. An experienced manager (mentor) supports the professional

and personal development of a young worker (mentee). On the one hand,

mentoring offers are mainly aimed at the group of people starting work

who are to be integrated into the company more quickly and learn its cul-

ture with the help of a mentor. On the other hand, specific programmes

for female skilled workers and managers are offered, often with the dedi-

cated aim of contributing in the long term to the proportion of women

in managerial positions. This also includes developing and training the

mentors and identifying factors for success and/or systematically evaluat-

ing mentoring programmes.


2�

Examples from Company Practice:

I Qualified female employees with a particular development potential

for taking on managerial tasks are given direct contact to top managers

within the company via the internal Fraport AG Mentoring programme.

Over a period of two years, the mentor supports the mentee’s profes-

sional development. With the still relatively young model of cross men-

toring, Fraport offers committed women another means of preparing

themselves for managerial tasks. What is special about cross mentoring

is that it is organised and conducted across the company. Fraport is

involved in this programme with seven other large companies.

I The Cross Mentoring programme, which was called into being in

2001 by the Land Capital of Munich and has been conducted every

year since then, has the aim of increasing the proportion of women in

managerial positions in Munich. As part of the programme, which is

running for the fifth time in 2005, the companies involve swap mentors

and (female) mentees among each other in order to encourage women

to break through the “glass ceiling” in the long term. The Fraunhofer

Gesellschaft and 15 (large) companies are involved in the programme.

Total E-Quality

In accordance with the agreement, the Federal Government and the

Central Associations in industry recommend that companies support the

association TOTAL E-QUALITY Deutschland e. V.

TOTAL E-QUALITY want equal opportunities to be established and perma-

nently enshrined in industry, academia, administration and politics. This

includes equally recognising, including and encouraging the talents,

potential and skills of the sexes. Every year TOTAL E-QUALITY presents

awards to organisations that stand up for equal opportunities in an exem-

plary way and pursue this goal in the long term. The set of instruments

for the application is the checklist for self-assessment of the organisa-

tions. There are checklists with different contents in order to correspond

to the different circumstances of industrial and academic organisations.

Equal opportunities do not begin and end with the ability to combine

work and family life. They are much more comprehensive. That is why

they focus on all fields of an innovative equal opportunities policy:

I Appraisal of the employment situation of the employees

I Personnel procurement, recruitment, attracting and procuring the next

generation


30

I Further training/personnel development

I Work-life balance

I Encouraging partnership behaviour at the workplace

I Institutionalising the activities for equal opportunities

I Commitment to equal opportunities as a corporate and social policy

goal, public relations, awareness raising

Internally, the award of the TOTAL E-QUALITY honour has positive

impacts on the motivation, commitment, qualification and performance

of all employees. Externally, the award represents a model, innovative

and motivating personnel policy. This means a gain in image and com-

petitive advantages for companies.

Since the organisation has been set up over 100 organisations from indus-

try, the administration, academia and research with a total of over two

million employees have been recognised for their personnel policy ori-

ented towards equal opportunities, 23 of them for the third time already.

In TOTAL E-QUALITY is celebrating its tenth anniversary.

genderdax

genderdax – a new information platform for highly qualified women

– was launched in the spring of 2005. It is supported by the BMFSFJ and is

aimed at women in skilled and managerial positions as well as at young

workers and women returning to work after a career break. It offers this

target group a comprehensive overview of employment options and

development opportunities with selected large companies and SMEs in

Germany. Ten large companies have already been accepted in gender-

dax, including four of the top ten German banks: Booz Allen Hamilton,

Commerzbank AG, Deutsche Bank AG, Dresdner Bank AG, Fraport AG,

Robert Bosch GmbH, Volkswagen AG and WestLB AG.

All companies in Germany that encourage female skilled workers and

managers in their personnel policies can apply to be accepted in gender-

dax. For example, this includes flexible working conditions, measures to

combine work and family life, special consideration for qualified women

in recruitment as well as targeted personnel development for women

for positions with responsibility for personnel. This applies to large com-

panies and SMEs. Although best practices are included in both areas,

account is taken of the fact that the encouragement for women in SMEs

cannot be compared to the type, extent and intensity of the encourage-

ment in large companies. Acceptance and presence in genderdax are free

of charge.


31

Genderdax offers many advantages for the companies involved:

I they can increase their attractiveness to highly qualified women;

I they attract and retain the expertise of female managers and skilled

workers;

I they improve their image in the fields of equal opportunities and the

ability to combine family life and work;

I they can permanently present their specific employment opportunities

for highly qualified women on the internet;

I they profit from an increased perception in the media and in the gen-

eral public.

ChanGe

The following are at the heart of the model project “Equal Opportunities

and Opportunity Equity for Women and Men in Companies – Creating

New Practice and Developing Instruments (ChanGe)” funded by the Fed-

eral Government (BMFSFJ):

I specific practical support for companies to shape equal opportunities

business processes and

I developing instruments and handouts in the interests of sustainability

and of the transfer to other companies, for example personnel manage-

ment aimed at equal opportunities.

Change processes with regard to the gender perspective have been

designed in a total of 15 companies together with the managements and

the works’ councils. Starting with the operational reality in each case,

recruitment processes for apprentices and managers have been changed

with aspects of gender mainstreaming. Two other fields of action in

the companies involved are: “How can the qualification potentials of

women be brought to bear more?” and “How can employee interviews

be designed successfully?” The more specifically a company aims its

products, services or marketing to the increasingly divergent needs of

customers, the greater are its opportunities on the market. But service

and customer orientation in many companies does not yet do justice to

the diversity of the life plans of both sexes. As part of the model project,

routes are identified and tried out in practice, for example how target-

group specific offers can be developed and made accessible or suitable

for the market.

Furthermore, on-the-job further training to be a gender change manager

is offered, at the heart of which are gender-sensitive organisational and

personnel development processes in the company.


32

Career networks

FrauenmachenKarriere.de

With the internet portal www.frauenmachenkarriere.de the BMFSFJ and

the European Social Fund (ESF) specifically support women in the plan-

ning and shaping of their career and company start-up: clearly, with

service orientation and free from barriers.

As studies show, working women and women on or at the end of materni-

ty leave often lack the time to obtain well-founded and serious informa-

tion on starting a career, a new start or founding a company. The internet

portal, which has been online since March 2005, supports women in this

research and offers them appropriate and easy-to-find information on

the subject of work, starting a company, self-employment and careers.

Here, women can obtain information on better ways of combining fam-

ily life and work, on legal matters and on career networks. Furthermore,

women find expert contacts in their region via the portal. In addition, the

portal links offers at Federal and Land level and offers up-to-date sector

information on the above-mentioned subjects. A service section with fur-

ther reaching links, literature references and information on legislation

and funding programmes rounds off the offer. Frauenmachenkarriere.de

is aimed at women setting up companies, self-employed and employed

women who are at the start of their working lives, on the career ladder or

are about to return to work after a family phase.

The interactive offers of the page support the women in a mutual

exchange of experience and in dialogue with each other: In the section

Karriere&Ich (Career&Me) the users can swap experience and decide their

own subjects, e. g. chat about books or interesting events. The online men-

toring exchange allows mentors and mentees to come together easily

and quickly. The first mentoring pairs have already come together via this

offer and are working together successfully. Around 26,000 users visit the

site each month.

Forum Women in Industry

For more than twelve years, 20 large German companies have been work-

ing on solutions and ideas how combining family life and work can be

improved, the proportion of female managers increased and role clichés

broken down in the forum “Women in Industry”. The list of members of

the forum initiated by women’s and diversity commissioners and com-

missioners for equal opportunities reads like a who’s who of the most

well-known and biggest companies in the German economy. Deutsche

Telekom AG and Volkswagen AG are members, as are Robert Bosch GmbH


www.frauenmachenkarriere.de

33

or Schering Deutschland GmbH. The companies profit from the network

and pass on their experience with new projects to each other. The jointly

initiated measures benefit a total of over 1.1 million employees in compa-

nies.

The forum “Women in Industry” is the sponsor of the special prize of the

company competition “Success Factor Family 2005”.

EWMD

The European Women’s Management Development Network (EWMD)

is an international network for women in managerial positions, women

entrepreneurs and self-employed women. Approx. 400 of the 850 mem-

bers from 25 countries come from Germany. In addition to individual

members, there are companies as well as education research institu-

tions as institutional members. In Germany they include Accenture,

Fraunhofer Institut, Deutsche Rentenversicherung Bund (formerly BfA),

Audi, DaimlerChrylser, Deutsche Bank, Deutsche Telekom AG, Microsoft

Deutschland GmbH and Cisco Systems - Deutschland. These corporate

members of the EWMD talk regularly about best practices in their own

working group in order to work together to bring more women into the

echelons of management. They dedicate their commitment to EWMD

as a personnel development measure for high-potential women; with

their active participation in EWMD they can develop precisely those

skills that are helpful to a successful career.

The EWMD is committed to the goals of an equilibrium between women

and men in managerial positions and creating more balance between

working life and family for women and men by ensuring that presence

and achievement cannot be confused with each other and making

flexible forms of working possible at all company hierarchy levels. The

network is committed to more diversity in companies and a sustainable

management culture. Among other things, it supports the Berlin initia-

tive “Women in Supervisory Boards” and cooperates with many other

networks, foundations and organisations.


3�

Example of a Company

At Wüstenrot Bausparkasse AG there is a network meeting of “manage-

rial women” once a year. This two-day event is used for further network-

ing and strengthening of “managerial women”. The aim is to consolidate

the relevant lobby to increase the rate of women in managerial positions

in middle and senior management.


3�

IV.Self-Employment

Well-educated women and men with entrepreneurial commitment are

an important potential worldwide for founding new companies, espe-

cially SMEs. Self-employment has been gaining in importance for women

in Germany for many years and is an important alternative to employ-

ment.

The number of self-employed women has risen more sharply in recent

years than the number of self-employed men. Almost 30 % of the self-

employed in Germany are women. The boom is largely due to the higher

number of female academics, the so-called education effect (Institute for

SME Research, (IfM), Mannheim, 2002). The higher the educational quali-

fication of a woman, the more she tends to perceive self-employment as

an option in comparison to employment. In future, it is to be expected

that the number of companies founded by women will develop more

positively than the number of companies founded by men.

The Self-Employed in Germany from 2001 – 2004

Year 2001 2002 2003 2004

Self-employed 3,632,000 3,654,000 3,744,000 3,852,000

Of which female 1,012,000 1,026,000 1,066,000 1,112,000

Proportion of female self-employed among all self-employed

27.9 % 28.1 % 28.5 % 28.9 %

Source: Microcensus, StBA, Calculations by IfM Bonn

The plurality of life forms of women and men is also reflected in changes

in company founding patterns. Just like part-time employment, the

number of companies being founded on a part-time basis is also espe-

cially dynamic. However, this has only been partially identified in official

statistics to date. The Federal Statistical Office has therefore undertaken

a gender-specific special evaluation of the microcensus in cooperation

with Bonn University on behalf of the BMFSFJ (company start-ups in the

context of working and living conditions in Germany. A Structural Analy-

sis of Microcensus Results. StBA 2003).

Self-Employment

3�

Whereas self-employment as a main or ancillary livelihood (i.e. in addi-

tion to employment) are male domains, self-employment as an additional

source of income (i.e. as first of only self-employment in part-time work

alongside a main activity not aimed at earning, e.g. family work) are

dominated by women (StBA/Bonn University. Gendermonitor 2004).

Results of the Microcensus – Population in Private Households with Household Reference Person at the Location of the Main Home: Self-Employed People in First or Second Employment including Multiple Self-Employment

Although increasing numbers of women are pursuing the goals of being

self-employed, the proportion of self-employed among working women

is only around half as high as that of men.

The central concern of diverse measures as part of the Federal Govern-

ment’s SME offensive is to attract this potential of qualified women to

self-employment.

I Women are catching up: The self-employment rate of women (self-

employed women in relation to all employed women) in 2004 of 7 %

is only half as high as that of men (13.9 %). In 2002 the corresponding

figures were 6.3 % and 12.9 %. (Source StBA: Results of the Microcensus,

Wiesbaden, various years; Calculation of the IfM Bonn)

I Individual self-employment preferred: With a proportion of 67 %

women tend to found their companies alone – in comparison to 59 %

of men founding companies on their own. Of these sole self-employed

women, over 1/3 work at home. (Source: IfM Mannheim Paper 3, 2002)

Self-Employment

Fig. 4:

Self-Employed Men and Women as Main, Supplementary and

Ancillary Source of Earnings in Germany

Source: Federal Statistical Office/Bonn University: Gendermonitor Existenz-

gründung 2004. Bonn, September 2005, S. 12

3�

I Start-ups out of need: In the motives for start-ups a distinction is

made between implementation of a business idea and a start-up

because of a lack of employment alternatives (pragmatic start-up).

Here, it can be seen that women more frequently have a difficult start

because the proportion of pragmatic start-ups is 15 percentage points

higher for women than for men. (Source: Global Entrepreneurship

Monitor 2003)

I Start-ups out of unemployment: From January 2003 to December

2004 112,844 women launching companies received funding in the

form of the start-up grant (this corresponds to a funding proportion

of 42 %) and 88,512 women launching companies received bridging

benefit (here, the proportion of women receiving funding is 26 %).

(Source: BA: Labour Market in Figures)

I Daughters less likely to continue: According to estimates, around

45 % of family companies are passed on within the family; only one

in ten family companies is taken over by a daughter. (Source: Haubl,

Frankfurt/Main University)

Gender-specific differences in start-up behaviour

Educational level:

Self-employed women often have a higher educational level than self-

employed men and higher proportions have completed vocational train-

ing or are college/university graduates. (Source: IfM Mannheim Paper 4,

2002)

Industry Structure:

Women are most likely to found companies in the service sector and,

here, preferably in the health and social sector, catering and trade.

Industry Proportion of female self-employed in rela-tion to the self-employed rate in an industry

Trade 22 %

Other personal services 16 %

Health and social 15 %

Company-related services 15 %

Building industry 5 %

Agriculture 15 %

Manufacturing industry 16 %

Source: IfM Mannheim Paper 2002

Self-Employment

3�

Influence on Interest In and Inclination Towards Start-Ups:

A current research project (IfM Mannheim Paper 4, 2004) demonstrates

that women generally have less interest in starting a company than men.

However, once they are interested, women put their interest into practice

just as successfully as men. A long-term study “Women at University”

conducted on behalf of the BMBF revealed that female students are only

slightly more reticent about founding their own company than their

male counterparts (18 % versus 23 % at universities and 20 % versus 28 % at

colleges. Offers at schools, universities and in vocational training should

therefore also raise women’s awareness of self-employment at an early

stage.

Promoting the culture of self-employment

The internet-based competition “Young People Starting Up” with

a focus on high-tech start-ups, funded by the BMBF, is designed to

strengthen the entrepreneurial mentality in Germany. At the start of the

2004/2005 school year there were over 2,300 registrations; the propor-

tion of girls participating was 40 %. In the 2005/2006 school year, over

5,000 pupils from 305 schools in almost every Federal Land took part

in the “JUNIOR” project and founded 380 “pupils’/junior companies”.

Around 50 % of the participants in JUNIOR are female. The high level of

participation in both campaigns indicates their great interest in starting

up companies and is a starting point for future efforts.

Entrepreneurship professorships have been established at 61 universi-

ties and colleges to date in order to foster the culture of self-employment

within higher education.

The BMBF programme “EXIST – Start-Ups from Higher Education” sup-

ports start-up networks with the aim of permanently improving the start-

up climate at universities and research institutions and increasing the

number of start-ups from academic institutions. Individual components

of the programme are also specifically aimed at women. For example,

an online course for female company founders has been developed and

a childcare component is planned as part of the “Exist Seed” individual

support. The higher-education institutions cooperate with partners from

academia, business and politics in these networks. Together, they develop

strategies for facilitate start-ups from universities.

Self-Employment

3�

Promoting start-ups

A variety of statutory measures has been implemented or initiated since

2003 as part of the Federal Government’s SME offensive to improve the

launch conditions for people starting out on self-employment and small

companies.

With the Act to Promote Small Companies and to Improve Company

Financing (Small Business Promotion Act), which entered into force retro-

spectively as of 1 January 2003, measures in the field of tax law to remove

unnecessary bureaucratic burdens are removed, in particular for smaller

and medium-sized companies.

The number of start-ups out of unemployment has risen constantly in

recent years. A good 50 % of people starting companies on a full-time basis

launch them from unemployment. Another rise was seen in 2005. In the

new Federal Länder the proportion of the unemployed among full-time

company founders was especially high at 72.2 %. The start-up boom from

unemployment is mainly advanced by “Ich AG”. Since 1 January 2003 the

Federal Government has introduced an entitlement to start-up grant to

support the “Ich AG” as a supplement to bridging benefit. In line with the

Federal Government’s Coalition Agreement, however, funding of the “Ich

AG” will expire on 30 June 2006.

Advice

National Agency for Women Start ups Acitivities and Services (bga)

Since 2004, the BMFSFJ, the BMBF and the BMWi have jointly funded the

work of the nationwide women’s start-up agency (bga) to make the start of

working life easier for female entrepreneurs. This is the only body to offer

nationwide information and services for entrepreneurial self-employment

for women in all sectors and all phases of company founding, company

consolidation and company succession.

As a supplement to the start-up portal www.existenzgruender.de, the

information platform www.gruenderinnenagentur.de publishes up-to-

date news, events information, literature tips and studies. The bga cur-

rently has contact data about 543 contact and advice centres, 380 experts

and 233 networks from all over Germany. The bga portal records an aver-

age 11,000 hits per month.

Self-Employment

www.gruenderinnenagentur.de

www.existenzgruender.de

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On the central hotline (01805 22 90 22) female company founders receive

qualified initial and orientation advice, including guidance and further-

reaching information on the spot.

Mentoring from Female Entrepreneur to Female Entrepreneur

Many studies show that the success of a company primarily depends on

good advice and information. The mentoring project TWIN – Mentor-

ing from Female Entrepreneur to Female Entrepreneur from the Käte

Ahlmann Foundation and funded by the BMFSFJ is specifically tailored to

women. It is aimed at young entrepreneurs who have been self-employed

for at least one year and a maximum of three years and who want to grow

with their companies. There are now TWINs all over Germany. Questions

on company management, market development and dealing with staff are

among the most important reasons for obtaining advice from a mentor.

GründerService Deutschland

The “GründerService Deutschland” campaign set up in July 2003 by the

BMWi together with the chambers, the KfW, the RKW, employment

agencies and business support organisations aims to increase the resil-

ience of start-ups by means of improved information and advice offers to

company founders. The virtual company founder portal www.existen-

zgruender.de and an information hotline gives company founders initial

orientation. The company founders’ portal also offers specific informa-

tion for female company founders. Within the framework of company

founders’ days they can present their business plan to representatives of

institutions.

For example, in the field of skilled trades, the Coordination Centre for the

Promotion of Women at Lüneberg-Stade Chamber of Skilled Trades offers

events for women starting companies. Here, women are given the infor-

mation they need so that they can draw up their own company concept

including a financial plan.

Founder Service of the Chambers of Industry and Commerce (IHK)

Future female entrepreneurs make above-average demands of IHK

services about start-ups. The proportions of women company founders

among IHK initial contacts (33 per cent, a total of 106,000 female com-

pany founders), at IHK start-up advice events (33 per cent, 25,000 female

company founders) and at IHK seminars on start-ups (31 per cent, 9,700

female company founders) are higher than the proportion of women

Self-Employment


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among all start-ups (30 per cent). IHK In the regions the IHKs offer a large

number of events specifically for female company founders. A nation-

wide campaign day for female company founders in the IHKs has been

planned for the first time for 8 November 2006. Overall, the IHKs record

over 400,000 contacts every year with company founders.

Financing

Most company founders need only a little launch capital. Therefore, the

KfW has the “Microloan” (up to € 25,000) and “start-up money” (up to

€ 50,000) specially for small finance requirements. The proportion of

women is approx. 35 % (internal KfW survey 2005).

At over 50 %, both men and women need funds of below € 25,000. More

initiatives are developing in this area. Since March 2005, a new funding

window, “Micro 10”, has been available, with which the smallest credit

volumes of up to € 10,000 can be funded.

Women taking over companies

94.5 % of the around 3.2 million companies in Germany are family com-

panies (Freund, Unternehmensnachfolgen in Deutschland, in: IfM Bonn

(Ed.): Jahrbuch zur Mittelstandsforschung 1/2004). According to current

calculations (IfM Bonn, 2004), around 354,000 company transfers in

family companies are to be expected in Germany in the period between

2005 and 2009. These companies facing a transition employ a total of 3.4

million people. It is estimated that around 166,000 jobs are at risk of com-

pany closures due to a lack of interest in continuing the companies.

To support and promote the handover of a company on time it is there-

fore important to make company succession as a special form of becom-

ing self-employed attractive, especially to women. The bga will become

the platform for better networking of regional activities on company

succession by women and, as a nexxt campaign partner, support the

generational change in small and medium-sized enterprises from aspects

specific to women and gender.

Self-Employment

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nexxt initiative company succession

The “nexxt” image campaign launched in May 2001, an initiative for

company succession, supports the successful entrepreneurial genera-

tional change. This initiative from the BMWi is a joint campaign platform

dealing with the succession of SMEs in which 28 Central Associations

and institutions from business, the banking industry and the professions

are taking part. The internet portal www.nexxt.org offers information,

an adviser, franchise and entrepreneur exchange nexxt-change (www.

nexxt-change.org). Nexxt-change came about from the fusion of the

nexxt exchange and the Change/Chance exchange.

Daughters in company succession

A study by Frankfurt University on behalf of the BMFSFJ evaluates experi-

ence with the succession processes in the constellation “Handing over

companies from fathers to daughters”. The results will be used for further

training in the interests of gender-sensitive succession advice. The study

will be presented in the spring of 2006.

Networks

Association of Female German Entrepreneurs (VdU)

With 1 500 members, the VdU is the biggest and only business association

that specifically represented the interests of SME female entrepreneurs.

The female entrepreneurs who have come together in the VdU earn turn-

over of over € 37 billion and employ over 300,000 people. The VdU sees

itself as a discussion forum for issues from politics, business and society

and, because of its membership structure, enables an interdisciplinary

exchange of information. It is the declared goal of the VdU to “promote

the acceptance and equal opportunities of entrepreneurial women in

Germany”.

Käte Ahlmann Foundation (KAS)

The Käte Ahlmann Foundation was established in 2001 by 18 female

entrepreneurs with the support of the VdU and, in particular, funds voca-

tional training and equal opportunities for women and men in economic

life.

Self-Employment

www.nexxt.org

www.nexxt-change.org

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V.Family Friendly World of Work

The low birth rate and the associated future shortage of skilled work-

ers and managers have launched a process of rethinking in companies,

associations and society. Ever more companies are using the potential

of well-educated women who now see a career as a natural part of their

lives. In parallel to this, increasing numbers of fathers want more time for

their children. A family friendly world of work is therefore the answer to

people’s lifestyles and a prerequisite for women and men being able to

realise their wishes for children. A decision for children must not neces-

sarily rule out a career and success at work. The ability to combine work

and family, previously mainly seen as an individual problem, is increas-

ingly being understood as a challenge for companies, the economy and

society as a whole in Germany. Strategic cooperations between politics

and business make an important contribution to this.

I Family friendliness encourages employment: In those countries

where women (and men) receive more support in combining work

and family, employment rates for women are usually higher.

(Source: OECD Employment Outlook 2001)

I Childcare is still a matter for women: The employment rate for

women aged between 20 and 49 with children under the age of 12 is

60 %; among women of the same age without children it is approx.

80 %. Among men of the same age with children the rate is 90 %.

(Source: Eurostat, European Workforce Survey 2003)

I Family friendliness is important: It is very important to 53 % of

mothers and fathers with children under the age of 10 for compa-

nies to be committed to good childcare offers; it is important to 37 %.

(Source: Forsa 2005)

I Women in managerial positions are less likely to have a fam-

ily: Only around one in four women in a senior position is married;

among men the equivalent figure is 70 %. Children under the age of

16 live in a household with a third of all men, but only with a good

quarter of all women. (Source: DIW 3/2005)

Family Friendly World of Work

��

I Women step back for the family: Children are very difficult to com-

bine with a managerial position mainly for women aged between

30 and 44, i. e. in the “family phase”: whereas the proportion of man-

agers in this age group was 21 % for women without children, it was

only half as high (10 %) for mothers. For men, the proportion with and

without children is at the same level of 24 %. (Source: StBA 2005)

I Mothers often work part time: In March 2004, the part-time rate

of mothers was 36 %, twelve times as high as that of fathers (3 %). In

western Germany mothers are almost twice as likely (39 %) to work

part time than in eastern Germany (21 %). (Source: StBA 2005)

I More part-time management: Just under 11 % of all employed

people who consider themselves to be managers work part time;

the equivalent figure for 1996 was only 7.6 %. 8 out of 10 part-time

employed people at this level of the hierarchy are women.

(Source: StBA 2005)

I Qualified women have fewer children: 43 % of 37 to 40-year-old

West German female academics had no children living in their

household in 2004. That was 11 percentage points more than in 1991;

in eastern Germany the figure rose from 10 to 24 % over the same

period. (Source: StBA 2005)

Alliance for the family

The “Alliance for the Family” called into being by the BMFSFJ and the Ber-

telsmann Foundation is setting the pace for a sustainable family policy.

Since mid-2003 medium-term initiatives for a better balance between

family and the world of work have been bundled under the umbrella of

“Alliance for the Family”. Strong partners from business, associations

and politics stand up in public for a family friendly corporate culture and

world of work that brings benefits to all involved. The focus is on the fol-

lowing fields of action: corporate culture, the organisation of work, work-

ing hours, personnel development, services to support families.

The Alliance is based on the consensus that

I Germany needs a higher birth rate,

I industry depends on qualified workers and a higher employment rate

among women,

I children need early encouragement and education.


��

Prominent supporters were attracted to the goals of the Alliance and

they work together in an impetus group: the President of the DIHK Lud-

wig Georg Braun, the President of the BDA Dieter Hundt, the consultant

Roland Berger, the manager Christine Licci, the publicist Warnfried

Dettling, the family researcher Prof. Hans Bertram, the Chairman of the

IGBCE Hubertus Schmoldt and the Chairman of the DGB Michael Som-

mer. Within their own spheres of influence and in the general public they

act as promoters for the balance between family life and the world of

work.

Various studies, expert opinions and projects developed by the BMFSFJ in

cooperation with the economic associations support the goals of the Alli-

ance with economically strong arguments. They are an important part of

an argument strategy that develops the economic and social advantages

of family friendly measures. Family is profitable! Family friendliness is an

important locational factor.

Local coalitions for the family

Local coalitions for the family in the towns, municipalities, districts and

regions are implementing what the Alliance for the Family is doing at

national level. Based on their knowledge of local circumstances and

opportunities, these coalitions bring together the strengths and the

commitment of politics, business and society in order to achieve specific

improvements for families. The nationwide initiative Local Coalitions for

the Family, which was launched in January 2004 by the Federal Families

Minister together with the President of the DIHK Ludwig Georg Braun,

has a service office financed by the BMFSFJ and the European Social Fund

(ESF). It offers coalitions and those interested in coalitions free advice.

The coalition initiative has quickly developed into a success story: after

two years over 260 coalitions have joined the initiative; preparations are

underway to found new coalitions at another 200 locations. Business is

getting involved: over 1,000 companies and over half of the chambers of

industry and commerce (IHK) are involved in local coalitions. The ability

to combine family and work is on the agenda in practically all coalitions.

Whether flexible childcare, qualification for employees during parental

leave or offers for fathers – local coalitions for the family contribute to a

family friendly world of work in many ways.


��

Flexible forms of working

When promoting equal opportunities of women and men in indus-

try, companies are increasingly turning to extending flexible working

hours models and forms of working. Since the 1990s the numbers of

people working part time has risen and is now 22.8 % (Microcensus 2004).

Approx. 42 % of employed women work part time. Men still make com-

paratively little (6.2 %) use of this option. What is important is that part-

time work adapts to the company’s circumstances, is spreading across all

functional levels and thus brings the concerns of employees and compa-

nies into balance. Observations from practice show that companies also

encourage part-time work in managerial positions.

Working hours accounts are also becoming increasingly important.

According to the Microcensus, around one third of employed people

have an account that allows the long-term balancing out of time cred-

its (on an hourly, daily or weekly basis) with time off. Working hours

accounts that give employees more individual sovereignty over their

time are particularly suitable for improving the balance between work

and family for women and men.

Best Practice

For example, the medical engineering corporation B. Braun offers its

employees 120 models of flexible working hours and up to 60 different

versions of shift work. These range from the so-called “housewives’ shift”

in the mornings for commercial employees up to alternating home work-

ing, where the employee usually works at home on four days in the week

and at the office on one day. Use is made of this flexibility right up to the

management.

Joint initiatives from the Federal Government and Central Associations of business

Company competition “Success Factor Family 2005”

The aim of company competition “Success Factor Family 2005” jointly

initiated by the BMFSFJ and the BMWi was to honour exemplary entre-

preneurial commitment to combining work and family and to achieve as

much imitation as possible.

The company competition was a great success also thanks to the support

of the four Central Associations of German business and the DGB as part

of a campaign partnership. With 366 companies and institutions, whose

family friendly measures impressed with their diversity, the number of

applicants was five times higher than in the last competition in 2000.


��

Almost half of the applications were received from small companies. This

shows that a growing number of companies understands that family is

profitable and family friendliness is an economic factor.

The winners of the competition were decided by a high-ranking panel in

the categories “small companies”, “medium-sized companies” and “large

companies”. The winners were “Anton Schönberger Stahlbau & Metall-

technik”, “Komsa Kommunikation Sachsen AG” and “Henkel KGaA”.

In addition, an innovation prize for especially future-oriented family

friendly measures was awarded to Weleda AG in Schwäbisch Gmünd. The

forum “Women in Industry”, a network of 20 leading German compa-

nies, received a special prize. (cf. Chapter 3, Career networks)

“Checklist of family-oriented personnel policy for small and medium-sized enterprises”

One key to more balance between family and the world of work lies in

offering information and advice to small and medium-sized companies

in particular. For this reason, in early 2004 the BMFSFJ and the DIHK drew

up a “Checklist of family-oriented personnel policy for small and medi-

um-sized companies” that presents the broad range of instruments and

gives recommendations for the implementation of family-friendly per-

sonnel policy. Above all, the measures selected were ones for which the

companies do not have to provide any considerable finance or personnel

but that make it easier for the employees to combine family life and work.

Good examples from practice were presented and cost-benefit relations

were conducted in the checklist. In 2004 and 2005 it was one of the most

requested DIHK publications. In total, 50,000 copies were published in

three editions.

“Growth factor population-oriented family policy”

In November 2004 the BDI together with the BMFSFJ and the Institute

of German Business Cologne organised a symposium entitled “Growth

factor population-oriented family policy”. Well-known personalities

from politics, business and academia discuss the family-policy conditions

in Germany in the context of population development and economic

growth. The joint strategy paper “Population-oriented family policy – a

growth factor” was presented which describes the positive impact of a

higher birth rate on economic and social prosperity in Germany and cites

central fields of action that can lead out of the demographic trap.


��

Study “Family friendly measures in skilled trades”

In 2004 Prognos AG conducted a study on the subject of “Family friendly

measures in skilled trades” on behalf of the BMFSFJ and in cooperation

with the ZDH; its results were documented in a brochure. The interviews

with 18 skilled trades companies from 14 different trades impressively

show the many ways of using family friendly conditions. As can be seen

in various company examples (Best Practices), a small company size is

no obstacle to family friendly measures. Family friendly measures do

not have to be associated with high costs. The study also shows that fam-

ily friendly measures can make themselves pay for the companies. The

motivation and willingness to perform of the employees are increased,

absences fall and the company can attract qualified staff more easily and

make them loyal to the company in the long term. This enhances the

skilled trades companies’ competitiveness. The brochure gives the com-

panies ideas “from practice for practice” with specific tips and informa-

tion on family friendly measures.

For example, small and medium-sized companies can implement the

family friendly measures together. For example, the supra-company alli-

ance of the Lüneburg-Stade chamber of skilled trades offers qualification

concepts for women returning to work after the family break and a per-

sonnel service for the companies. If there are any personnel bottlenecks,

qualified and motivated women returning to work are found.

Conference “Family – a Success Factor for Business”

As part of the conference “Family – a Success Factor for Business” around

200 high-ranking representatives from business, politics and the media

met in April 2005 to talk about the opportunities and instruments of a

family friendly personnel policy. The BMFSFJ initiated the event together

with the BDA and the charitable Hertie Foundation in order to bring

together experience from business and give impetus to new concepts for

a family friendly corporate culture.


��

“Work-Life Balance as an Engine for Economic Growth and Social Stability”

As part of the presidium meeting of the BDI in March 2004, the then BDI

President Dr Michael Rogowski and the then Federal Family Ministry

launched the project “Work-Life Balance as an Engine for Economic

Growth and Social Stability“. Under the patronage of the BDI President,

Prognos AG together with eight leading German corporations, the

BMFSFJ and the BMWi examined instruments and measures aiming for

a better balance between work and private life. The central results of the

study, which was presented at a press conference on 17 June 2005, are:

I Thanks to the consistent implementation of family-oriented measures in

companies, the number of children per woman could be increased to 1.6.

I A rise in Gross Domestic Product of 1.3 % could be achieved in the next

15 years.

I It would be possible to create an additional 220,000 jobs in 2020.

I Rising employment and a rising birth rate give an impulse to domestic

demand with a total amount of € 191 billion.

I Employers will be relieved of € 7.6 billion in social security contributions

per year and public budgets are being financially relieved of approx.

€ 13 billion.

Best Practice:Winners of the competition “Success Factor Family 2005”:

I Category “Small company”:

Anton Schönberger Stahlbau & Metalltechnik

Children can be brought along to the steel engineering firm at any time.

They are looked after by the employees in the special playroom. Family

commitment is included in the employees’ assessments. Employees are

given paid additional leave on the children’s birthdays or their first days

at school. The company subsidises places in a kindergarten.

I Category “Medium-sized company”:

Komsa Kommunikation Sachsen AG

In this company from the IT and telecommunications sector with over

400 employees and an equal proportion of men and women, 41 % of

managerial posts are filled by women. Many of these women have chil-

dren, some of them work part time. The company has its own kinder-

garten with bilingual lessons open all day, all year round. That is why

parental leave is noticeably short at Komsa.


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I Category “Large company”: Henkel KGaA

For many years, the Düsseldorf company with 25 % female managers has

been committed to combining family life and work. As early as 1940 the

Gerda-Henkel crèche was founded, where children over the age of six

months are cared for. Flexible working hours are also compatible with

managerial functions. If a member of the family needs care, employees

can take unpaid leave for up to six weeks per year.

I Winner of the Innovation Prize: Weleda AG

The employees of this manufacturer of medicines and cosmetics provide

help for each other in a generational network; for example, when care is

needed if someone is ill or providing babysitting services. These services

are remunerated and assessed on a voluntary basis by means of a points

system or for money. It is about establishing a social network that every-

one can use.

Other good examples:

I In the Taunus region, four local authorities, local companies and pri-

vate-sector sponsors have come together to form a “Regional Childcare

Network”. The network has set up a care exchange on the internet; it

encourages, supports and trains parents who want to be child minders.

The companies, which are involved with money and expertise, have

newly created care places reported to them immediately. The alliance

mediates between childcare, parents and employers and ensures a gain

in time and time flexibility.

I In the Oldenburg district an alliance of 52 private and public companies

ensure that women can continue with training during maternity leave.

Working women are also supported with information about qualified

childcare. Around 5,000 employees profit from the work of the alliance.

Within the alliance, small and medium-sized companies can imple-

mented family friendly measures that are too big for a single company.

There are supra-company alliances of this kind in many other alliances

in Lower Saxony, for example in Lüneburg or Ostfriesland.

I In every IHK there is a personal contact on the subject of family and the

world of work – this is how the local business can be informed and sup-

ported where necessary. For example, the Stuttgart region IHK provides

a comprehensive database with household service providers. Interested

companies (and also private individuals) can find out about the many

services associated with the household and family there and thus make

contact with local companies. This company is representative of many

other IHKs that also have good offers in “Family and the world of work”.


�1

Internet portal SMEs and family

On 6 June 2005 the portal www.mittelstand-und-familie.de went online as

part of “Alliance for the Family”. The internet portal is a joint initiative of

the BMFSFJ, the DIHK and the Bertelsmann Foundation. It is mainly aimed

at small and medium-sized companies and, as a “virtual personnel depart-

ment”, it offers information and practical, low-cost solutions to all ques-

tions relating to the subject of combining work and family life. Among

other things, a free hotline gives the employers the opportunity to tele-

phone experts directly and to receive detailed advice and information. But

the offer is not just aimed at managers in SMEs, but also at their employees,

Works’ councils and the specialist public. The portal is constantly further

developed as a service-oriented platform in cooperation with business

associations, chambers and unions.

Managers and family

Stress-bearing capabilities, commitment and time flexibility are only a

few of the demands made of managers in everyday life at work. At the

same time, they want to meet their family obligations. That is why gen-

eral conditions are needed that guarantee reliable childcare and enable

work to be shaped with a family orientation.

I But how can working conditions be created in companies and organisa-

tions that permit a balance of work demands and family duties for man-

agers and young managers, for women and for men?

I What management skills do the managers have to develop themselves

to enable them to implement family-oriented working conditions in

their departments and teams?

I What changes are necessary in the corporate culture and strategy so

that permanent changes are possible, and not just individual measures?

To find answers to these and other questions, in the period between the

summer of 2003 and the spring of 2004 the Federal Insurance Association

for Salaried Employees(BfA) in cooperation with the European Academy

for Women (EAF) and cooperation partners from business conducted the

model project “Developing and Strengthening Managers in the Family

Phase“.

As a result of this project, a guideline with the following title was devel-

oped on behalf of the BMFSFJ: “Managers and family. How companies can

foster the work-life balance”, which aims to raise awareness of the special

situation of managers with families among company managements,

personnel departments and multipliers from associations, unions and

other organisations. The guideline contains specific recommendations


www.mittelstand-und-familie.de

�2

for action and practical examples of how a successful balance between

stringent work demands and family duties can also be possible for man-

agers and young managers.

“Work and Family” Audit®

Since 1999, the charitable Hertie Foundation has awarded the “Work

and Family” audit certificate every year to companies and institutions for

implementing a family friendly personnel policy. Since 2002, the Family-

Compatible University Audit has also been offered. Over 250 companies,

institutions and universities with around 500,000 have now undergone

the audit. At the 7th certificate presentation in 2005, which was held

under the motto “German Companies Positioning Themselves in Global

Competition”, 116 companies, institutions and universities were honoured

for their family friendly commitment. At the 2004 certificate presentation

there were 34 companies, institutions and universities.

With the help of the “Work & Family” audit as a management instrument

to promote a family-aware personnel policy, companies develop an indi-

vidual concept to balance company interests and employees’ concerns.

The audit not only considers current family friendly measures, it also

identifies the development potential in the companies and helps with the

realisation of future steps. It is irrelevant what offers are already in place

for the awarding of a so-called basic certificate. Much rather, the willing-

ness to introduce family friendly measures and actual implementation

are decisive. The fields of action of the audit are designing flexible work-

ing hours, a flexible workplace, information and communication policy

for activities to support families, family-aware behaviour by managers,

further training opportunities, financial and social support for employees,

etc.

In 2004 the Federal Family Minister and the Federal Minister for Econom-

ics and Technology took over patronage of the “Work & Family” audit.

The Central Associations in German industry, BDI, BDA, DIHK and ZDH,

are involved in a coordination committee for the audit alongside the

Federal Economics and Federal Family Ministries. Some Federal and Land

ministries and many of the regional IHKs have already been certified and,

together with the other Central Associations, act as multipliers and mod-

els of a family-aware personnel policy.


�3

Family friendliness in collective bargaining agreements and company agreements

A family-aware corporate culture and personnel policy help to ensure

prosperity and growth in Germany. Family friendliness as an economic

factor is to be advanced in conjunction with employers, unions and works’

councils. Better combining family and work is becoming increasingly

important for the productivity of companies. Two guidelines for action

deal with giving the players practical help with implementation and good

examples.

“Family friendly regulations in collective bargaining agreements and company agreements”

The guidelines from the German Business Institute in Cologne offers man-

aging directors, personnel managers, works’ councils and the parties to col-

lective bargaining practical help in developing regulations for better com-

bining family and work in collective bargaining agreements and company

agreements. They can gain an overview of existing regulations on specific

family friendly measures and be given ideas of their own companies and

sectors. The individual measures deal with care for family members, mak-

ing working hours more flexible (part-time work, teleworking), support for

parents, parental leave/family phase, family service, healthcare, childcare,

social services for families and support for fathers. Examples of best practice

are used to demonstrate how specific agreements on goals can be laid down

in company agreements, collective bargaining agreements and in com-

pany goals.

“Family friendliness in the company – Manual for Company Representative Bodies”

The help for action from the Hans Böckler Foundation is set up as practi-

cal support for works’ and staff councils that are looking for measures

promoting ways to combine work and family and practicable strategies

for their implementation. The most important fields of action are pre-

sented and illustrated using specific case examples from operational

practice. This gives an overview of the many ways of enshrining family

friendliness as part of company agreements.

Reintegration programmes

The shorter a family break and the more intensive the contact to the

world of work during this time, the easier it is to return to work. Never-

theless, even short interruptions can have a negative impact on career

opportunities due to the rapid development, especially in the techno-

logical and organisational field. At the same time, however, business is


��

interested in ensuring that the potential of highly qualified women in

particular is not lost in this time. That is why reintegration programmes

are very important.

Best Practice:

I WiederEinstieg – the reintegration programme after parental leave at

Voith AG makes the return to work after parental leave easier. Towards

the end of parental leave, various information and educational meas-

ures are implemented, such as information evenings, PC courses, infor-

mation of current developments in the Voith organisation and dealing

with company-related tasks.

I The contact point “Woman and Work” at Konstanz Chamber of Com-

merce initiates projects to maintain women’s qualifications (e.g. IT cours-

es, reintegration courses after parental leave). Seminars for women who

are thinking of their career future after the family phase make it easier

to return to work. In the Land Programme “Towards Success with Coach-

ing”, female employees from SMEs are prepared for managerial tasks.

I The coordination centre for promoting women at the Lüneburg-Stade

Chamber of Commerce offers qualification concepts for women return-

ing to work (e. g. “Keeping on the Ball”) and coaching programmes

(e. g. “Find Out What You Can Do”) and events for women founding

companies. Personality coaching for female entrepreneurs is also on its

programme.

And work promotion legislation according to Social Code Book III sup-

ports reintegration into the labour market of women and men returning

to work into the labour market as quickly as possible. According to Article

8b of Social Code Book III, this group of people – over 98 % of which are

women – are to be given access to labour market political assistance nec-

essary for a return to work, taking account of the individual and measure-

related requirements. In particular, these services include advice and

mediation as well as encouragement for further vocational training by

paying the costs of further training. Encouraging vocational training is of

key importance in the use of labour market policy instruments in favour

of people returning to work. In 2003 and 2004 over 9 % of them partici-

pated in the further vocational training measures funded by the Federal

Agency for Employment, whereas only 4.1 % (2003) and 4.2 % (2004) were

registered as unemployed.


��

Childcare

The expansion of childcare is necessary – this increases employment

among parents and this can create economic and time scope for families.

I Toddlers: Places in a day care facility are available for just under 3 %

of west German toddlers (under 3), whereas the figure for eastern

Germany is 36 %. In western Germany there are far fewer places than

mothers want. (Source: StBA 2004)

I Kindergarten age: There are places in kindergartens or similar facili-

ties for around nine out of ten west German children of kindergarten

age (3 to starting school); eastern Germany has places for almost all

children. In spite of the high provision rate for three to six-year-olds,

there is a shortage of care opportunities for afternoons and all day,

especially in parts of western Germany. (Source: StBA 2004)

I Crèche children: In eastern Germany there is a place-child ratio of

68.5 % for crèche children, whereas a rate of only 7.3 % is achieved for

western Germany. (Source: StBA 2004)

I Company and company-supported childcare: A company survey

conducted in Germany in 2003 revealed that 1.9 % of companies have

a company kindergarten and 1.8 % a company nursery, 1.4 % of compa-

nies rent local kindergarten places and 1 % offer child minder services.

(Source: Bundesarbeitsblatt 8/9 2005).

Federal legislative foundations for expanding childcare

The Federal Government laid the legal and financial foundations for

expanding public childcare and child minding with the Child Day Care

Expansion Act (TAG) and the Child and Youth Services Development Act

(KICK). According to these, the Länder and local authorities are to greatly

expand their offer of nursery places and in child minding for children

under the age of three by 2010.

The previous obligation for “demand-based offer” is defined in more

detail: in future, care places must be made available for children under

three if the parents work, are taking part in vocational training, are at

school or university or are taking part in measures for reintegration

into the world of work or the child’s welfare is not certain. The law does

not stipulate any quotas because demand varies from region to region.

Implementation of the statutory requirement can be extended to


��

1 October 2010 if it is not possible by 1 January 2005. In this case, the local

authorities must adopt annual expansion stages and determine the

annual current demand and the level of expansion achieved. The Federal

Government must also inform the Bundestag of expansion on a yearly

basis.

The Responsibility of the Federal Government

From 2005 onwards the Federal Government has supported the expan-

sion of demand-based, flexible and quality-oriented care offers for chil-

dren under the age of three, which is a prerequisite for increasing career

development opportunities for women in particular, with € 1.5 billion

per year; this money is available to local authorities as part of the savings

from merging unemployment benefit and social assistance. This means

that by 2010 it will be possible to take care of an additional 230,000 chil-

dren in crèches or with child minders. A third of these additional places

are to be with child minders.

Child Minders as an Equal Quality Alternative

Pedagogically qualified child minding should establish itself as an equal

quality alternative to institutional child day care. This is precisely what

was done by the amendment of Social Code Book VII by means of the TAG

and KICK. Specifically, the following have been enshrined in the law:

I Making child minding equivalent to day care centres,

I Expanding the requirement for encouragement for education and care

to child minding,

I A requirement to prove deeper knowledge concerning the require-

ments of child minding that the child minders have acquired in

approved courses or can demonstrate in another way,

I The requirement to ensure care if the child minder is not available,

I The same parental contribution model for child minding as for day care

centres,

I Introducing an approval requirement for the majority of child minders,

I and better social security for child minders.

All of these changes strengthen the qualification of the child minders

and extend child minding well beyond its original role as helping in the

neighbourhood.


��

More All-Day Schools

In addition to their education policy mandate of an efficient education

system and individual encouragement of young people, all-day schools

and all-day offers in schools make a major contribution to encouraging

women to work and to combining work and family. The Federal Govern-

ment supports the Länder for the demand-based establishment and

expansion of all-day schools with the investment programme “Future,

Education and Care” (IZBB). Currently around 3,000 all-day schools ben-

efit from the IZBB funds (a total of € 4 billion). In the next school year the

number is set to rise to 5,000 schools. By expanding all-day schools Ger-

many is approaching European and international standards for school

encouragement and care of children and young people. Business is

already active in many schools with existing all-day offers.

Joint initiatives from the Federal Government and Central Associations of business

I The costs of company and company-supported childcare

One field of action of the “Alliance for the Family” is to court support for

company or supra-company childcare offers as one element of a family

friendly world of work. The guidelines for company practice submitted

by BMFSFJ and DIHK in June 2005 are the result of a study in which the

economic costs of various options of company and supra-company child-

care were examined. There are many options for company initiatives,

ranging from companies’ own kindergartens or allotted places in public

facilities to encouraging parental initiatives. The guidelines make the

economic investments in childcare transparent and gives those respon-

sible in the companies practical support. An accompanying checklist

was published in 2006.

I Awards for Childcare Facilities for Innovative Care Offers

As part of the “Nursery Check” initiated by the DIHK, four childcare

centres were rewarded for their particular commitment to combining

family life and work by the Federal Family Minister and the President of

the DIHK on 24 August 2005. Under the heading “Future Factor Child-

care” the IHK had asked 1,700 nurseries across the country how flexibly

they responded to the needs of working parents. The results show that

there are already good approaches, but there is still a lot to do. Among

other things, this concerns longer and more flexible opening hours,

alternative care offers during holidays or the possibility to pay for care

on an hourly basis.


��

Good Examples from Company Practice:

I Since 1999 Commerzbank AG has been offering an emergency kinder-

garten “Kids & Co” to its employees for short-term support if they have

childcare problems. Kids & Co offers very flexible childcare for children

aged between six weeks and twelve years. Calculations show that a

saving effect of € 145,000 (the operating costs for emergency care have

already been taken into account) was achieved for 2003, given use

by 254 parents for 13,716 hours and prevented absences from work of

around 6,600 hours (assuming that 50 % of those making use of the facil-

ity would not have been able to work).

I FAB kids and business, a coordination centre funded by the Wetterau

district and the Employment Agency that arranges childcare in the

“marginal hours” is also concerned with improving childcare offers.


��

VI.Goals, Fields of Action and Perspectives

The Second Assessment of the Agreement between the Federal Govern-

ment and the Central Associations of German Business documents the

progress and successes in the area of equal opportunities for women and

men in business. There are especially positive approaches and results in

expanding the career spectrum for women, their career options and help

in combining family life and work. Since the Agreement was signed in July

2001, a large number of companies, association and political players with

their broad-based commitment have beaten a successful path towards

implementing equal opportunities for women and men in business, and

this is continuing. With a broad range of measures, such as events, publi-

cations and various service offers, good examples from company practice

are presented in order to publicise the vast array of measures for equal

opportunities for women and men at work and on combining family life

and work and to explain the advantages for employees and for the compa-

nies.

The cooperation between the signatories to the Agreement has proved

worthwhile and has been continuously expanded by all partners since

2001. More joint projects and events are planned for the years ahead.

Expanding the career spectrum of women remains on the agenda. Asso-

ciations, companies and politicians will continue to use appropriate meas-

ures, such as the Girls’ Day – which becomes more successful from year to

year – to increase the orientation of girls and young women to professions

oriented to the future and technology.

In the years ahead, voluntary company measures and decisions will also

help to extend the career opportunities of well-educated and motivated

women. The necessary measures include mentoring and coaching offers,

which are an important component of personnel policy in increasing

numbers of companies.

The Federal Government and the Central Associations of Business recom-

mend that companies continue to support the Total E-Quality association

and the Work and Family audit to encourage equal opportunities and the

possibilities to combine family and work.

Goals, Fields of Action and Perspectives

�0

Children and a career must not be mutually exclusive. From the point

of view of business and politics, therefore, the expansion of help for bet-

ter combining family life and work therefore has priority. It is about the

increasingly better educated and qualified mothers having the same

career opportunities as qualified men or fathers.

As part of the “Alliance for the Family”, the Federal Government and busi-

ness will continue to intensify their activities for a family friendly world

of work. The new company programme “Success Factor Family. Compa-

nies Win” wants to make family friendliness a matter of course in many

companies, starting from the general openness to the subject. To this end,

resources are to be bundled to advance practical implementation and

spread it geographically. The aim is to convince many more companies

to use family friendly personnel policy as a strategic management instru-

ment and to make family friendliness a hallmark of German business.

Modules of this programme include guidelines on returning to work

after raising a family and a manual for company-support childcare. The

guidelines take particular account of the differing needs of the different

company sizes and sectors.

A joint family policy Conference of the BDI and the Federal Government

(BMFSFJ) is planned for 2006.

An offensive “Family-Aware World of Work” with partners from business,

associations, academia and politics is designed to take up the subject of

parenthood, also and in particular by managers, and to enshrine specific

proposals for a better balance between family and the world of work in

companies.

A new edition of “Monitor Family Friendliness” in joint cooperation with

the BMFSFJ, BDA, BDI, DIHK, ZDH and IW Cologne is planned for 2007.

The creation of a quality-oriented and demand-based childcare offer for

children of all ages is one of the most urgent projects of a policy geared

towards equal opportunities for women and men. The Federal Govern-

ment is therefore following with great interest the implementation of the

expansion goals set out in the TAG and the KICK together with the Länder

and local authorities. In 2010 a demand-based offer of childcare for chil-

dren under the age of three should be available.

To realise this goal it is necessary to further enshrine the sphere of child

minding in Germany and to thus establish another important element

for combining family life and work. The aim of the TAG is for around a

third of the care places for children under the age of three by 2010 will be

with child minders. To support those responsible locally, and to raise the


�1

quality level and achieve quality assurance, the BMFSFJ is currently draw-

ing up an online manual that makes available the necessary information

and to-do lists for expanding child minding. Publication on the internet

is planned for March 2006.

To address new development in child minding and to attract important

social, political and economic partners and ideas for the further devel-

opment of child minding by means of a dialogue with European neigh-

bours, the BMFSFJ in cooperation with the Federal Association of Child

Minders will hold a congress “Child Minding in Germany – in Dialogue

with European Neighbours” in Hamburg on 16 and 17 March 2006.

As part of the desired expansion of childcare and the “Alliance for the

Family”, the BMFSFJ continues to make efforts to win over companies for

a commitment to childcare. The BMFSFJ has published a “Checklist for

company and company-supported childcare for small and medium-sized

enterprises”, in which the DIHK is involved, to inform small and medium-

sized companies about the measures, costs and feasibility of company-

supported childcare.

The better tax consideration of childcare costs planned by the Federal

Government will make an important contribution to making work easier

for parents. Furthermore, this also supports household services and child

minders.

The Federal Government is especially committed to more all-day schools

for better combining work and family life – alongside their education

policy mandate. The Federal Government supports the Länder for the

demand-based establishment and expansion of all-day schools with the

investment programme “Future, Education and Care” (IZBB). Currently

around 3,000 all-day schools benefit from the IZBB funds (a total of € 4 bil-

lion). In the next school year the number is set to rise to 5,000 schools. By

expanding all-day schools Germany is approaching European and inter-

national standards for encouragement at school and care of children and

young people. Business is already active in many schools with existing

all-day offers.

The parental benefit planned by the Federal Government for 2007 is part

of a sustainable family and equal opportunities policy. The core of paren-

tal benefit is income replacement benefit in the amount of 67 per cent of

the missing net income of the carer in the child’s first year of life (max. €

1,800). This prevents a loss of income after the birth. The expectation that

combining work and family life will be better ensured in future is com-

bined with the simultaneous expansion of childcare in local authorities

and the initiatives for family friendliness.


�2

The implementation of the “Agreement between the Federal Govern-

ment and the Central Associations of German Business on Promoting

Equal Opportunities for Women and Men in the Private Sector” will con-

tinue to be jointly supported and monitored by the Federal Government

and the Central Associations of German Business.

Since the rate of female employment in Germany is 59.2 % and the target

of the Lisbon Strategy – female employment rate of over 60 % by 2010 – has

almost been reached already, the future goal now is to further increase

the female employment rate in Germany. Many young women today are

better qualified than their male contemporaries. However, this poten-

tial for performance and qualification is not yet adequately reflected in

employment. That is why the partners to the Agreement will continue

to be committed to the diversity of measures described above for better

access to employment and improved promotion opportunities for wom-

en in the private sector.

Self-employment is also an important alternative to employment for

women. Offers at schools, universities and in vocational training should

therefore also raise women’s awareness of self-employment at an early

stage. In 2003 the Federal Government set up the National Agency for

Women Start ups Activities and Services (bga). Moreover, in 2005 the

BMBF published the announcement “Power for Female Company Found-

ers”. In this connection, projects are to be funded that support female

company founders in their commitment and, on the other hand, help

to improve the motivation and abilities of women in Germany to found

their own companies.

In connection with the 2nd Assessment of the Agreement, the Federal Gov-

ernment and business agree that, irrespective of the transposition of the

EU antidiscrimination directives into national law, there is no need for

further statutory regulations on the equal treatment of women and men

at work. The strategy of the voluntary agreement between the Central

Associations of German business and politics is a success.


�3

Annex

Link list according to subjects:

ƒ Signatories

www.bda-online.de

www.bmbf.de

www.bmfsfj.de

www.bdi-online.de

www.bmwi.de

www.bmvbs.de

www.dihk.de

www.zdh.de

ƒ Situation analysis/data situation

www.arbeitsagentur.de

www.destatis.de

www.diw.de

www.europa.de

www.iwkoeln.de

www.kfw.de

www.wsi.de

ƒ Training, Studies and Further Training

www.1-blick.com

www.bibb.de

www.bv-ufh.de

www.cews.org/hwp/

www.frauennrw.de/lue/index.php?nid=4

www.girls-day.de

www.handwerk-info.de/artikel/frauen-handwerk-ausbildung-foerderung.html

www.handwerk-nrw.de/02-themen/x-projekte/ausbildungsabbruch/start-frameset.htm

www.idee-it.de

www.it-ausbilderinnen.de

www.life-online.de/deutsch/projekte/mentoring.html

www.lizzynet.de

www.joblab.de

www.kompetenzz.de

www.roberta-home.de

www.zwh.de

Annex

��

ƒ Employment and Career Promotion in Companies

www.bwtw.de

www.ewmd.org

www.frauenmachenkarriere.de

www.fraunhofer.de/german/jobs/women/cross-mentoring.pdf

www.genderdax.de

www.hoppenstedt.de

www.isa-consult.de

www.total-e-quality.de

www.vaa.de

ƒ Self-employment

www.bmwi.bund.de/Navigation/Wirtschaft/Mittelstandspolitik.html

www.exist.de


www.gruenderinnenagentur.de

www.ifm-bonn.org

www.ifm.uni-mannheim.de

www.jugend.gruendet.de

www.juniorprojekt.de

www.kaete-ahlmann-stiftung.de

www.nexxt.org

www.uni-frankfurt.de

www.rkw.de

www.vdu.de

ƒ Family Friendly World of Work

www.beruf-und-familie.de

www.eaf-berlin.de

www.erfolgsfaktor-familie.de

www.familienbewusste-personalpolitik.de

www.fast4word.de

www.ganztagsschulen.org

www.lokale-buendnisse-fuer-familie.de

www.mittelstand-und-familie.de

www.prognos.com

www.work-life.de

www.work-and-life.de

www.vereinbarkeitslotse.de

Annex

��

Sources/Statistics:

Bundesagentur für Arbeit – Arbeitslosenzahlen und -quoten; Bericht zur

Entwicklung der Chancengleichheit von Frauen und Männern am Ar-

beitsmarkt

Bundesministerium für Bildung und Forschung – Berufsbildungsbericht

2005

Bundesministerium für Bildung und Forschung – Frauen im Studium,

Langzeitstudie 1983–2004

Deutsches Institut für Wirtschaftsforschung – Wochendienste

Eurostat Database 2003 and 2004 – Employment Rates

Forsa 2005

Gender Datenreport – Kommentierter Datenreport zur Gleichstellung

von Frauen und Männern in der Bundesrepublik Deutschland 2005;

Ed.: BMFSFJ

Gendermonitor Existenzgründung 2004. Existenzgründungen im Kontext

der Arbeits- und Lebensverhältnisse in Deutschland – Eine Strukturana-

lyse von Mikrozensusergebnissen. Statistisches Bundesamt/Universität

Bonn, 2005

Hoppenstedt – Firmendatenbank, Analyse 2004

Institut der deutschen Wirtschaft – Informationsdienst

Institut für Arbeitsmarkt- und Berufsforschung – Betriebspanel 2002/2004

Institut für Mittelstandsforschung Bonn – IfM-Materialien

OECD Employment Outlook 2001

Statistisches Bundesamt, Mikrozensus 2004, Zahlen zu den

Schülerinnen/Schülern und den Studierenden

Sternberg et al., 2003: Global Entrepeneurship Monitor, Unternehmens-

gründungen im weltweiten Vergleich, Länderbericht Deutschland 2003

Wirtschafts- und Sozialwissenschaftliches Institut der Hans-Böckler-

Stiftung (WSI) 2002

WSI-Betriebsrätebefragung 2003

Sources/Statistics

This brochure is part of the public relations work of the Federal Government;

it is made available free of charge and is not intended for sale.

Published by:

Federal Ministry for

Family Affairs, Senior Citizens,

Women and Youth – BMFSFJ

11018 Berlin

www.bmfsfj.de

Published by:

Federal Ministry of Economics

and Technology (BMWi)

10115 Berlin

www.bmwi.de

Published by:

Federation of German

Industries (BDI)

Breite Straße 29

10178 Berlin

www.bdi-online.de

Published by:

Association of German Chambers

of Industry and Commerce (DIHK)

Breite Straße 29

10178 Berlin

www.dihk.de

Published by:

Federal Ministry of Education

and Research (BMBF)

53175 Bonn

www.bmbf.de

Published by:

Federal Ministry of Transport,

Building and Urban Affairs

(BMVBS)

10115 Berlin

www.bmvbs.de

Published by:

Confederation of German

Employers’ Associations (BDA)

Im Haus der Deutschen Wirtschaft

Breite Straße 29

10178 Berlin

www.bda-online.de

Published by:

German Confederation of

Skilled Crafts and Small Business

(ZDH)

Mohrenstraße 20/21

10117 Berlin

www.zdh.de

Published by:

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Social Affairs (BMAS)

10117 Berlin

www.bmas.bund.de

Cooperation:

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of the Federal Employment Agency

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www.iab.de

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