Tuesday, March 1, 2011
Wednesday, February 23, 2011
Broke My Ankle Aircast Boot
"How fast can it go" - soon fixed quota of women in Austria?
"So fast it can go. This weekend was ÖVP Economy Minister Reinhold Mitterlehner consent to a women's quota signaled in government-related companies. negotiates Two days later, he already SPÖ Minister Gabriele Heinisch-Hosek on implementation. The Women's Ministry confirmed the talks, as early as March could be the rate for supervisory boards to be adopted in government-related businesses. Mitterlehner had suggested in the profile that supervisory boards of companies where the federal government holds over 50 percent, must be held by women by 2013 to 25 percent. Until 2018, the rate is 30 percent. The quota is required because the voluntary nature have no effect, argues the ÖVP ministers. Heinisch-Hosek allow the private sector or a reprieve for voluntary self-commitment, "But if that does not work, I would like in 2014 the statutory rate," it stated "Continue here
http://www.tt.com/csp/. cms/sites/tt/Nachrichten/2258732-2/koalition-gibt-gas-mit-frauenquote.csp 
"So fast it can go. This weekend was ÖVP Economy Minister Reinhold Mitterlehner consent to a women's quota signaled in government-related companies. negotiates Two days later, he already SPÖ Minister Gabriele Heinisch-Hosek on implementation. The Women's Ministry confirmed the talks, as early as March could be the rate for supervisory boards to be adopted in government-related businesses. Mitterlehner had suggested in the profile that supervisory boards of companies where the federal government holds over 50 percent, must be held by women by 2013 to 25 percent. Until 2018, the rate is 30 percent. The quota is required because the voluntary nature have no effect, argues the ÖVP ministers. Heinisch-Hosek allow the private sector or a reprieve for voluntary self-commitment, "But if that does not work, I would like in 2014 the statutory rate," it stated "Continue here
http://www.tt.com/csp/. cms/sites/tt/Nachrichten/2258732-2/koalition-gibt-gas-mit-frauenquote.csp
Lump On Lat Near Armpit
Almuth Hartwig-Tiedt, "Nothing goes by itself"
This text was written for the booklet for Women in Marzahn-Hellersdorf
"Women who do not require to be taken literally. You get nothing. "
Simone de Beauvoir
This realization of the great feminist Simone de Beauvoir's like a program that does not bring the time. Through my life with me saying such things as women should not rebel, but the conditions are all right or they change by itself or it can not be changed anyway. It took some experience and time to see through the attempts of the lull.
the GDR era, the International Women's Day his combative character lost. While women should rebel? The ruling had yet been taken to ensure that women could pursue a living wage job. I stayed after the birth of the child a year at home, which only slightly lowered content moved on. It would have been many reasons for claims: The burden of work, child rearing and household remained with the women. Men were only allowed in rare exceptions due to the upbringing of children remain at home. Domestic and sexual violence against girls and women was a strict social taboo. went
To ensure fair pay is already the first American textile workers in the mid-19th Century to first strike. 150 years later the demand for equal pay for equal work for women and men in our society is still not redeemed. The reputation of this blatant injustice to finally rid the world to hear again and again, he is not powerful echoes. I think it is time to forge a broad alliance, otherwise it will also mean more decades: You get nothing!
from mini-and midi-jobs, of precarious employment, which does not secure their own existence, of second and third jobs are affected, especially women. Everyone nods in this set, including representatives from industry. What follows? Area-wide minimum wage - That would be an answer to change this depressing reality. But with black and yellow, with the current business organizations, there will be no minimum wage. The demand for the nationwide minimum wage is a women's policy. not
Statutory requirements are necessary, they say, the economy is on its own. Nothing is here by itself, women do not reach the upper echelons of the German economy. A legal quota shy away from the male executives and board members and their political allies like the plague. Women will succeed with the skills and expertise, a central argument is against the odds. So far, only about three percent of executives in Female DAX companies. then the reverse is true that women are not qualified enough yet? If in fact would only decide the competence, women today have at least half of leadership positions.
Who looks at the claims, the struggle for emancipation of women, meets with the phenomenon that they were ridiculed. Sun textile workers from 1869 in Crimmitschau write a call: "Let us not be intimidated by evil prejudice. No scorn and ridicule in the society is to scare us ... "They were ignored. The mainstream media took the preparations to the first FrauenStreikTag in Germany on 8 March 1994 barely acknowledged. Only when he really imaginative in over 100 cities and towns took place, they dedicated the women's claims court.
But days like the International Women's Day, exhibitions such as these from Marzahn-Hellersdorf, Award events like the Berlin women's prize and the Berlin entrepreneurs Price, parliamentary decisions on the further development of the State Equal Opportunity Law, the daily hard work of hundreds of women's representatives and equal opportunity representative, Mrs. salons, parliamentary women's alliances, more and more emancipated men as allies - all that is encouraging and gives confidence to demand and requirements enforce.
Almuth Hartwig Tiedt is Secretary of State for Women in Berlin 
This text was written for the booklet for Women in Marzahn-Hellersdorf
"Women who do not require to be taken literally. You get nothing. "
Simone de Beauvoir
This realization of the great feminist Simone de Beauvoir's like a program that does not bring the time. Through my life with me saying such things as women should not rebel, but the conditions are all right or they change by itself or it can not be changed anyway. It took some experience and time to see through the attempts of the lull.
the GDR era, the International Women's Day his combative character lost. While women should rebel? The ruling had yet been taken to ensure that women could pursue a living wage job. I stayed after the birth of the child a year at home, which only slightly lowered content moved on. It would have been many reasons for claims: The burden of work, child rearing and household remained with the women. Men were only allowed in rare exceptions due to the upbringing of children remain at home. Domestic and sexual violence against girls and women was a strict social taboo. went
To ensure fair pay is already the first American textile workers in the mid-19th Century to first strike. 150 years later the demand for equal pay for equal work for women and men in our society is still not redeemed. The reputation of this blatant injustice to finally rid the world to hear again and again, he is not powerful echoes. I think it is time to forge a broad alliance, otherwise it will also mean more decades: You get nothing!
from mini-and midi-jobs, of precarious employment, which does not secure their own existence, of second and third jobs are affected, especially women. Everyone nods in this set, including representatives from industry. What follows? Area-wide minimum wage - That would be an answer to change this depressing reality. But with black and yellow, with the current business organizations, there will be no minimum wage. The demand for the nationwide minimum wage is a women's policy. not
Statutory requirements are necessary, they say, the economy is on its own. Nothing is here by itself, women do not reach the upper echelons of the German economy. A legal quota shy away from the male executives and board members and their political allies like the plague. Women will succeed with the skills and expertise, a central argument is against the odds. So far, only about three percent of executives in Female DAX companies. then the reverse is true that women are not qualified enough yet? If in fact would only decide the competence, women today have at least half of leadership positions.
Who looks at the claims, the struggle for emancipation of women, meets with the phenomenon that they were ridiculed. Sun textile workers from 1869 in Crimmitschau write a call: "Let us not be intimidated by evil prejudice. No scorn and ridicule in the society is to scare us ... "They were ignored. The mainstream media took the preparations to the first FrauenStreikTag in Germany on 8 March 1994 barely acknowledged. Only when he really imaginative in over 100 cities and towns took place, they dedicated the women's claims court.
But days like the International Women's Day, exhibitions such as these from Marzahn-Hellersdorf, Award events like the Berlin women's prize and the Berlin entrepreneurs Price, parliamentary decisions on the further development of the State Equal Opportunity Law, the daily hard work of hundreds of women's representatives and equal opportunity representative, Mrs. salons, parliamentary women's alliances, more and more emancipated men as allies - all that is encouraging and gives confidence to demand and requirements enforce.
Almuth Hartwig Tiedt is Secretary of State for Women in Berlin
Sunday, February 20, 2011
How Much Lpn Make In Ny
Frauencongreß Impressions of the "Cities for Women" in Diyarbakir 5 / 6 2. 2011
The great success of the Inter-nations meeting at which 250 participants and 43 speakers have agreed on is primarily the result of a professional, very attentive and unobtrusive controlling planning, at the point first of all a thank you for the charming team that ever left and in every situation and loving care of all guests.
makes the relevance of the conference on three levels
The focus of the 3-day International Conference classify
as of 1 Understanding of the Kurdish women one to another,
- as is the situation of women in general,
- which difficult problems arising from poverty and hopelessness,
- what can be done in the cities in order to integrate the flows to the cities rural population,
- how can women put in responsible positions, a practical and equitable policy.
came as a further aspect
second mutual acceptance of the Turkish and Kurdish women this and the question of just how women can contribute in their specific role as mothers, political activists, as scientists and publicists to hatred and violence against the Kurdish minority to limit and combat. It was third
and not least the attention to the experience of other cities in western German cities as well as from Mexico, Argentina and Canada : what projects and what infrastructure, these regions are likely to find acquisition is conceivable, where differentiation makes sense and where it is necessary to develop their own women's policy positions taking up one's cultural identity and keep it.
The specific goal of "Women in cities" focused the view of the urban structures, as the vanishing point of many immigrants, as for many women Hoffnungsort from villages and of course as a dream of living in a clean and safe environment. In the environment of these key issues it dealt with issues of infrastructure, affordable services, accessible public spaces for women and to media coverage and the public.
The women present were exceptionally committed and attentive over the whole session. The atmosphere became the father of the fact that the just struggle of women for equal rights, equality, equal pay and to accept its policy objectives of ALL women, young and old, Turkish women as well as Kurdish women is valued extreme that there is high need for discussion and, above all, a serious Culture of listening and respectful reception. In particular, those women who had their women's political commitment to pay the prison are the basis of this biographic situation credible and persuasive role models for young Kurdish women - but also the mayors who are in political responsibility to be recognized for the obligations they roll and repektiert .
Among the interesting women among the 42 female speakers
for me:
- the mayors of verschienenen Kurdish cities like
Caglar Demirel, Bmin by Derik
Ayse Gökkan, Bmin of Nusaybin
Yüksel Baran, Bmin of Baglar
Edibe Sahin Bmin of Sersim
- Prabha Khosla from Canada by the Toronto City Women Alliance
- Kajal Rahmani, of Harvard University, USA
- http://ellenwoodsworth Ellen Woodsworth Vancouver
- Sinikka Mikola Association of Development Consultants Finnand
. com /
- MutY Özteniz from Istanbul
- Nükhet Sirman of the university in Istanbul http://www.soc.boun.edu.tr/person_en.php?rowid=13
- Clara Lindblom from Sweden
particular, the militant view of oppression and their role in the process of improving the situation of women is remarkable.
were Einig all interested parties that this emotion, yet this constructive view of everyday life, this simultaneity of pragmatism and visionary attitude in many Western countries is unfortunately gone lost in the course of the feminist debates. It was great and encouraging to experience this dynamic up close.
I myself in particular the hospitality of Feleknas Uka ( http://www.feleknas-uca-stiftung.de/ ) the place is valued highly,
and yet no time and effort spared us to acquaint themselves with all the actors, as seen particularly valuable.
Thank you.
also was also part of the Mayors of cities in the Kurdish region is a genuine interest, sincerity and solidarity as a great warmth without feeling the same. This open atmosphere was there, the sensitized addition to the reports about the oppression of women for the situation of the Kurdish people - an important incentive for me to pursue the issue further in their own political work.
Some of the men, particularly scientists in Istanbul, are safe as suitable partners for projects in Berlin.
is also important to consider how to capitalize on the network by Prabha Khosla profit or participates in Berlin http://www.wnsf.org/
Noteworthy also was the extraordinary response in the media, local television has broadcast live and the strong sympathy of the press confirmed the women in their work.
website of the organizer http://www.baglar.bel.tr/ 
The great success of the Inter-nations meeting at which 250 participants and 43 speakers have agreed on is primarily the result of a professional, very attentive and unobtrusive controlling planning, at the point first of all a thank you for the charming team that ever left and in every situation and loving care of all guests.
makes the relevance of the conference on three levels
The focus of the 3-day International Conference classify
as of 1 Understanding of the Kurdish women one to another,
- as is the situation of women in general,
- which difficult problems arising from poverty and hopelessness,
- what can be done in the cities in order to integrate the flows to the cities rural population,
- how can women put in responsible positions, a practical and equitable policy.
came as a further aspect
second mutual acceptance of the Turkish and Kurdish women this and the question of just how women can contribute in their specific role as mothers, political activists, as scientists and publicists to hatred and violence against the Kurdish minority to limit and combat. It was third
and not least the attention to the experience of other cities in western German cities as well as from Mexico, Argentina and Canada : what projects and what infrastructure, these regions are likely to find acquisition is conceivable, where differentiation makes sense and where it is necessary to develop their own women's policy positions taking up one's cultural identity and keep it.
The specific goal of "Women in cities" focused the view of the urban structures, as the vanishing point of many immigrants, as for many women Hoffnungsort from villages and of course as a dream of living in a clean and safe environment. In the environment of these key issues it dealt with issues of infrastructure, affordable services, accessible public spaces for women and to media coverage and the public.
The women present were exceptionally committed and attentive over the whole session. The atmosphere became the father of the fact that the just struggle of women for equal rights, equality, equal pay and to accept its policy objectives of ALL women, young and old, Turkish women as well as Kurdish women is valued extreme that there is high need for discussion and, above all, a serious Culture of listening and respectful reception. In particular, those women who had their women's political commitment to pay the prison are the basis of this biographic situation credible and persuasive role models for young Kurdish women - but also the mayors who are in political responsibility to be recognized for the obligations they roll and repektiert .
Among the interesting women among the 42 female speakers
for me:
- the mayors of verschienenen Kurdish cities like
Caglar Demirel, Bmin by Derik
Ayse Gökkan, Bmin of Nusaybin
Yüksel Baran, Bmin of Baglar
Edibe Sahin Bmin of Sersim
- Prabha Khosla from Canada by the Toronto City Women Alliance
- Kajal Rahmani, of Harvard University, USA
- http://ellenwoodsworth Ellen Woodsworth Vancouver
- Sinikka Mikola Association of Development Consultants Finnand
. com /
- MutY Özteniz from Istanbul
- Nükhet Sirman of the university in Istanbul http://www.soc.boun.edu.tr/person_en.php?rowid=13
- Clara Lindblom from Sweden
particular, the militant view of oppression and their role in the process of improving the situation of women is remarkable.
were Einig all interested parties that this emotion, yet this constructive view of everyday life, this simultaneity of pragmatism and visionary attitude in many Western countries is unfortunately gone lost in the course of the feminist debates. It was great and encouraging to experience this dynamic up close.
I myself in particular the hospitality of Feleknas Uka ( http://www.feleknas-uca-stiftung.de/ ) the place is valued highly,
and yet no time and effort spared us to acquaint themselves with all the actors, as seen particularly valuable.
Thank you.
also was also part of the Mayors of cities in the Kurdish region is a genuine interest, sincerity and solidarity as a great warmth without feeling the same. This open atmosphere was there, the sensitized addition to the reports about the oppression of women for the situation of the Kurdish people - an important incentive for me to pursue the issue further in their own political work.
Some of the men, particularly scientists in Istanbul, are safe as suitable partners for projects in Berlin.
is also important to consider how to capitalize on the network by Prabha Khosla profit or participates in Berlin http://www.wnsf.org/
Noteworthy also was the extraordinary response in the media, local television has broadcast live and the strong sympathy of the press confirmed the women in their work.
website of the organizer http://www.baglar.bel.tr/
Thursday, February 3, 2011
Schnauzers Enlarged Heart
Berlin - City of Women - Experiences and results
projects and achievements _ civil society and government together
Women need equal pay
The scientific and artistic staff at universities is the percentage of women by almost six percent (from 35.2 to 41.6% ) increased. The Neuberufungsquote in the chairs since 2006, the average is 40 percent. Thus, the proportion of women has increased by almost 14 percent (from 13.5 to 27.5%). Berlin thus takes a leading position in Germany. In comparison to 2000 in 2009 were absolutely 403 professors in addition to research and teaching (professors in 2000: 347, 2009:750).
10th Diversity of women's visible make
compartment of immigrant women,
prices for companies with diversity
11th Fighting poverty
12th Land Equality Programme
in all other departments
13th State Equal Treatment Act
14th Gender mainstreaming office
are the key words for the balance of Berlin City of women
HERE IS STILL WORK TURN
principles: develop long term strategic alliances
HERE IS STILL WORK TURN
principles: develop long term strategic alliances
continuity and constant communication
Feedback and flexibility
objectives topics:
Working women - own livelihood
Equal pay - just reward - exemplify good work
objectives topics:
Working women - own livelihood
Equal pay - just reward - exemplify good work
wife expertise in leadership
urban space for women - safe places - no violence against women
democracy 1st and participation
urban space for women - safe places - no violence against women
democracy 1st and participation
projects and achievements _ civil society and government together
Women need equal pay
equal pay - Berlin is participating in the Equal Pay Day
equal pay for equal work - first in the Berlin administration
second Women are in all panels
State Equal Treatment Act
for 20 years
now in November novella more detailed women in committees and boards of directors, cast on boards, in politics as well
Federal Initiative 40% -
supervisory boards 9.4 to 42%
in the high country service 33 -44%
third Women must be present in the city
success stories should wife also
award Berlin Women's price every year
tell Berlin entrepreneurs Price
Berlin Women's Salon Delicatessen
portraits of women in the media
4th Women need their own (protected) places
woman infrastructure will
adapt to the requirements - they are attractive to young women?
adapt to the places that young women seek
5th Landesintitiave equality in the economy
partners from the Chamber of Commerce, trade unions ...
Broad alliance
embed economy! try
While the ministers in the federal government had yet to be debated for years while we do the easy!
Diversity brochure, debates
new approach to the economy and labor market report
it must then also pay Ms un men are charged Gender Mainstreaming
practical approach
review of promotion policy - jobs for women
6th Encourage enterprise, family-friendly work schedules to try
reconciling work and family is in business development, marketing actively promoted
7th Girls Day - Activities for girls
8th Violence is out of the bag
campaigns in the company
action of the Senator site
9th Policy on women's education =
women at the Berlin universities increased
promotions by nearly thirteen percent (from 38.2 to 46.9 %) Habilitation by 8.6 percent (from 23.6 to 32.2%) women at the Berlin universities increased
The scientific and artistic staff at universities is the percentage of women by almost six percent (from 35.2 to 41.6% ) increased. The Neuberufungsquote in the chairs since 2006, the average is 40 percent. Thus, the proportion of women has increased by almost 14 percent (from 13.5 to 27.5%). Berlin thus takes a leading position in Germany. In comparison to 2000 in 2009 were absolutely 403 professors in addition to research and teaching (professors in 2000: 347, 2009:750).
10th Diversity of women's visible make
compartment of immigrant women,
prices for companies with diversity
11th Fighting poverty
12th Land Equality Programme
in all other departments
13th State Equal Treatment Act
14th Gender mainstreaming office
Tuesday, January 25, 2011
How Much Are My Bionicle Worth
Upcoming Events
Friday 28 January 2011, 19 clock The Women's Center celebrates Paula Panke 21.Geburtstag and cordially invites all Latin American live music, food and DJane Ronja. Venue: Women's Center Paula Panke School Street 25 13187 Berlin
Opening times: Monday, 10 to 18, Thursday, 12-19 Clock,
By appointment: 030 / 480 99 846 Admission: donation
Astrid Landero More info can be found at: http://www.paula-panke.de /
Monday 31 January 2011, 20 clock series of "crisis - What kind of (education) has the effects of economic and financial crisis on the lives of women?"
employment policy in times of crisis. Female employment is secondary?
to economic stabilization and to secure employment, the federal government passed the winter of 2008/2009 two economic stimulus packages. She was responding to the Economic and financial crisis. What benefits or disadvantages are included for the female employees? It can be concluded from employment policy that female employment is secondary? Speaker: Dr. Gabriele Schambach (gender works). Location: EWA eV-Women's Center
Prenzlauer Allee 6 10405 Berlin http://www.ewa-frauenzentrum.de/ Phone: 030-442 55 42
Wednesday 23 February 2011 by 18 clock New Year's reception of non-partisan Women's Initiative Berlin http://www.berlin-stadtderfrauen.de/ The ÜPFI united women of all parties, please register yourself on the site!
24th February 18 clock event of the Group of the Left
"balance sheet of the Berlin women's issues" with Evrim Baba and with his wife Senator Harald Wolf
Location: in Abghaus Helga Elias Elias@linksfraktion-berlin.de
07th March 2011, 19:30 clock
views and insights about a famous woman's rights activist Clara Zetkin - Exemption yearning
A tribute to an influential politician, socialist, feminist and wife, Clara Zetkin. Uncompromising fighter for the equality of men and women in a male-dominated society. 100 years of international Women initiated 2011 by Clara Zetkin, the first International Women's Day was held on 19 March 1911 instead. Millions of women in Denmark, Germany, Austria, Switzerland and the United States participated. Angelika Warning and Silke Lange present views and insights about the famous women's rights activist in song and text.
Location: People's Free Stage Berlin eV
Ruhstraße 6 10709 Berlin Further information is available at: http://www.lustaufkultur.de/
07th March 18 International Women's clock
central event of the Senate Department for Women,
transfer of the woman at a well-deserved prize Berlin Mrs.
speech of women Senators http://www.berlin.de/sen/frauen/oeff-raum/frauenpreis 
Friday 28 January 2011, 19 clock The Women's Center celebrates Paula Panke 21.Geburtstag and cordially invites all Latin American live music, food and DJane Ronja. Venue: Women's Center Paula Panke School Street 25 13187 Berlin
Opening times: Monday, 10 to 18, Thursday, 12-19 Clock,
By appointment: 030 / 480 99 846 Admission: donation
Astrid Landero More info can be found at: http://www.paula-panke.de /
Monday 31 January 2011, 20 clock series of "crisis - What kind of (education) has the effects of economic and financial crisis on the lives of women?"
employment policy in times of crisis. Female employment is secondary?
to economic stabilization and to secure employment, the federal government passed the winter of 2008/2009 two economic stimulus packages. She was responding to the Economic and financial crisis. What benefits or disadvantages are included for the female employees? It can be concluded from employment policy that female employment is secondary? Speaker: Dr. Gabriele Schambach (gender works). Location: EWA eV-Women's Center
Prenzlauer Allee 6 10405 Berlin http://www.ewa-frauenzentrum.de/ Phone: 030-442 55 42
Wednesday 23 February 2011 by 18 clock New Year's reception of non-partisan Women's Initiative Berlin http://www.berlin-stadtderfrauen.de/ The ÜPFI united women of all parties, please register yourself on the site!
24th February 18 clock event of the Group of the Left
"balance sheet of the Berlin women's issues" with Evrim Baba and with his wife Senator Harald Wolf
Location: in Abghaus Helga Elias Elias@linksfraktion-berlin.de
07th March 2011, 19:30 clock
views and insights about a famous woman's rights activist Clara Zetkin - Exemption yearning
A tribute to an influential politician, socialist, feminist and wife, Clara Zetkin. Uncompromising fighter for the equality of men and women in a male-dominated society. 100 years of international Women initiated 2011 by Clara Zetkin, the first International Women's Day was held on 19 March 1911 instead. Millions of women in Denmark, Germany, Austria, Switzerland and the United States participated. Angelika Warning and Silke Lange present views and insights about the famous women's rights activist in song and text.
Location: People's Free Stage Berlin eV
Ruhstraße 6 10709 Berlin Further information is available at: http://www.lustaufkultur.de/
07th March 18 International Women's clock
central event of the Senate Department for Women,
transfer of the woman at a well-deserved prize Berlin Mrs.
speech of women Senators http://www.berlin.de/sen/frauen/oeff-raum/frauenpreis
Tuesday, January 18, 2011
Kavithaigal In Tamil About Marriage
DB Research: Towards Gender-Balanced Leadership: What did not work - and what might work
Although using a higher number of women in leadership positions the company, the reality is that the relationship between women and men in leadership positions is not balanced by far. Given the scarcity of trained personnel, and given the fact that more than half of the talented junior women, such an imbalance is not sustainable in the long run. Interested companies should change outdated attitudes and processes in-house. You have to understand gender issues as a central theme, to be addressed at board level. Here it is important to accept that women are different and these differences make sense to integrate into the corporate culture. The idea is to create a working environment that is attractive to both sexes, and thus strengthens the company's potential.
http://www.dbresearch.de/MAIL/DBR_INTERNET_DE-PROD/PROD0000000000267540.pdf
Internet: http://www.dbresearch.de 
Although using a higher number of women in leadership positions the company, the reality is that the relationship between women and men in leadership positions is not balanced by far. Given the scarcity of trained personnel, and given the fact that more than half of the talented junior women, such an imbalance is not sustainable in the long run. Interested companies should change outdated attitudes and processes in-house. You have to understand gender issues as a central theme, to be addressed at board level. Here it is important to accept that women are different and these differences make sense to integrate into the corporate culture. The idea is to create a working environment that is attractive to both sexes, and thus strengthens the company's potential.
http://www.dbresearch.de/MAIL/DBR_INTERNET_DE-PROD/PROD0000000000267540.pdf
Internet: http://www.dbresearch.de
Remove Dryness Of Aircon Room
is just the new DIW Weekly Report on women in management and supervisory boards large companies in Germany, published
has also launched a new DIW-managers Scoreboard presented.
Elke Holst / Julia Schimeta: 29 of 906: In addition very few women in top boards of large companies / Not used crisis: leadership positions of large financial firms continue to be in the hands of men. In: DIW Berlin Weekly Report, 3 / 2011
you the weekly report by the end the following URL for free:
http://www.diw.de/documents/publikationen/73/diw_01.c .366825.de/11-3-1.pdf
leadership positions continued to rise firmly in the hands of men
women in management and supervisory boards only marginally
in the supervisory boards and Boards in Germany there are still few women. More than 90 percent of the 100 largest companies have not a single woman on the board. After the public today DIW managers Barometer 2010 in the proportion of women on the boards of the top 200 companies was 3.2 percent, in the largest 100 and the DAX 30 companies, even a meager 2.2 percent. "This is a clear sign that voluntary commitments are not enough as before," DIW expert Elke Holst said at the launch of DIW Manager internal barometer. "If companies want to increase the proportion of women in significant leadership positions, they should be binding targets and those within fixed time frame to implement. "
The new figures from the DIW Berlin to show that the share of men on the boards of the 200 largest companies in Germany (outside the financial sector) is overwhelming. Extent to which a decline can be two percentage points to 96.8 percent in the past five years, hoping to improve the situation remains to be seen. "Companies are already in 2001 called for more women in leadership positions," recalls Elke Holst "In light of this promise is a gain of 18 seats compared to 2006 simply too little." 877 of 906 executive position in the major 200 companies are occupied by men.
banks have opportunities were lost
cloudy it looks for women, according to DIW-managers business climate in the financial sector. There are more than half of employees are women. For banks and savings it had come from the financial crisis to massive changes in the management and supervisory boards - the hope that this will also increase the proportion of women, but has not met: the proportion of women on the boards here is at 2.9 percent and to only 0.4 percentage points higher than in 2006, the insurance it will decide by 2.5 percent on the initial level of 2006. 90 of the 100 largest banks and savings banks in Germany have all-male board members, even with the insurance companies there are more than 80 percent.
Only one financial institution in Germany, Hypo Real Estate has, since May 2010, a female CEO. The reason for the marginalization of women is to Elke Holst in the corporate culture: "Very long hours and sacrifice for the operation are usually regarded as an important qualifier for executives". This was not just a problem for women - and men who want to take care of, besides the work for her family, came in such a corporate culture not far away.
women in supervisory boards - mostly workers' representatives
are on the boards, at first glance more women on the boards: After all, 10.6 percent of the directorships in the top 200 companies are in women's hands. This is due to the participation rules, said Elke Holst. "More than 70 percent of women in supervisory boards are employee representatives" Only two of the 200 largest companies have a chairman: Henkel and the Würth Group - in both cases, the chairmen are from the family owners the company. In banks and savings is the percentage of women on the boards with 16.3 percent in the highest, while there is virtually no difference whether the house is public or private.
international comparison, Germany worse than China, Brazil and Russia
In the EU comparison, Germany is the proportion of women on the boards because of the participation rules in the middle. In contrast, from the boards it looks particularly bleak: Sweden, France and the U.S. but also China, Brazil and Russia will find in all these countries, more women in executive position than in Germany.
"On It would be best if companies rely even more women in leadership positions, "said Elke Holst That is in their own interest - because studies show that more women will be at the forefront for the company. Moreover, public support should grow to a statutory rate, as long as companies do not provide for themselves more women in top panels. "Rich lip service and non-binding letter of intent is no longer," said Holst "The companies are well advised to give quantified targets and implement them quickly."
DIW managers barometer
DIW-managers barometer monitors the trends in filling top positions in major German companies by women and men. Since 2006, this once a year, the number of women in management and supervisory boards of the 200 largest German companies evaluated. In addition, the development in the financial sector, therefore reflects the 100 largest banks and insurance companies. Moreover, special analysis of the DAX-30 companies and companies in the public sector will be presented this year. 
has also launched a new DIW-managers Scoreboard presented.
Elke Holst / Julia Schimeta: 29 of 906: In addition very few women in top boards of large companies / Not used crisis: leadership positions of large financial firms continue to be in the hands of men. In: DIW Berlin Weekly Report, 3 / 2011
you the weekly report by the end the following URL for free:
http://www.diw.de/documents/publikationen/73/diw_01.c .366825.de/11-3-1.pdf
leadership positions continued to rise firmly in the hands of men
women in management and supervisory boards only marginally
in the supervisory boards and Boards in Germany there are still few women. More than 90 percent of the 100 largest companies have not a single woman on the board. After the public today DIW managers Barometer 2010 in the proportion of women on the boards of the top 200 companies was 3.2 percent, in the largest 100 and the DAX 30 companies, even a meager 2.2 percent. "This is a clear sign that voluntary commitments are not enough as before," DIW expert Elke Holst said at the launch of DIW Manager internal barometer. "If companies want to increase the proportion of women in significant leadership positions, they should be binding targets and those within fixed time frame to implement. "
The new figures from the DIW Berlin to show that the share of men on the boards of the 200 largest companies in Germany (outside the financial sector) is overwhelming. Extent to which a decline can be two percentage points to 96.8 percent in the past five years, hoping to improve the situation remains to be seen. "Companies are already in 2001 called for more women in leadership positions," recalls Elke Holst "In light of this promise is a gain of 18 seats compared to 2006 simply too little." 877 of 906 executive position in the major 200 companies are occupied by men.
banks have opportunities were lost
cloudy it looks for women, according to DIW-managers business climate in the financial sector. There are more than half of employees are women. For banks and savings it had come from the financial crisis to massive changes in the management and supervisory boards - the hope that this will also increase the proportion of women, but has not met: the proportion of women on the boards here is at 2.9 percent and to only 0.4 percentage points higher than in 2006, the insurance it will decide by 2.5 percent on the initial level of 2006. 90 of the 100 largest banks and savings banks in Germany have all-male board members, even with the insurance companies there are more than 80 percent.
Only one financial institution in Germany, Hypo Real Estate has, since May 2010, a female CEO. The reason for the marginalization of women is to Elke Holst in the corporate culture: "Very long hours and sacrifice for the operation are usually regarded as an important qualifier for executives". This was not just a problem for women - and men who want to take care of, besides the work for her family, came in such a corporate culture not far away.
women in supervisory boards - mostly workers' representatives
are on the boards, at first glance more women on the boards: After all, 10.6 percent of the directorships in the top 200 companies are in women's hands. This is due to the participation rules, said Elke Holst. "More than 70 percent of women in supervisory boards are employee representatives" Only two of the 200 largest companies have a chairman: Henkel and the Würth Group - in both cases, the chairmen are from the family owners the company. In banks and savings is the percentage of women on the boards with 16.3 percent in the highest, while there is virtually no difference whether the house is public or private.
international comparison, Germany worse than China, Brazil and Russia
In the EU comparison, Germany is the proportion of women on the boards because of the participation rules in the middle. In contrast, from the boards it looks particularly bleak: Sweden, France and the U.S. but also China, Brazil and Russia will find in all these countries, more women in executive position than in Germany.
"On It would be best if companies rely even more women in leadership positions, "said Elke Holst That is in their own interest - because studies show that more women will be at the forefront for the company. Moreover, public support should grow to a statutory rate, as long as companies do not provide for themselves more women in top panels. "Rich lip service and non-binding letter of intent is no longer," said Holst "The companies are well advised to give quantified targets and implement them quickly."
DIW managers barometer
DIW-managers barometer monitors the trends in filling top positions in major German companies by women and men. Since 2006, this once a year, the number of women in management and supervisory boards of the 200 largest German companies evaluated. In addition, the development in the financial sector, therefore reflects the 100 largest banks and insurance companies. Moreover, special analysis of the DAX-30 companies and companies in the public sector will be presented this year.
Milena D Is One Of Met Art’s
Speech by Harald Wolf at the commemorative event "20 years of the Berlin State Equal Treatment Act on 13 January 2011 at the Willy-Brandt-Saal
Review
Ladies and gentlemen, from government, business and Science,
dear parliamentarians,
very women representatives,
dear women and equal opportunities officer,
dear women's political allies and contributors,
welcome to our anniversary event. "20 years of the Berlin State Equal Treatment Act." We have turned in recent years on the occasion of the "LGG anniversary of" multi-faceted themes: issues relating to staff development, the bodies cast, the advancement of women in general and in particular.
Today is another issue to watch: The Berlin State Equal Treatment Act itself, it has become 20 years old, it has outgrown its infancy and has become an established, if not always beloved part developed by the Berlin administrative action. It gives me great pleasure to speak on the occasion of today's ceremony to you about "achievements and perspectives of legal equality schemes. I will look back at the history of the development of LGG toss my and turn your attention to what the 9th with Amendment to the LGG, the 28 November last year came into force, can be achieved and should, and I will with considerations about how it will continue with the legal advancement of women in the new decade at all or end to.
Today is also the day to thank all those who have dedicated themselves in some decades of work, often tirelessly the difficult issue of equality between women and men: the women-and gender-political actors in policy , administration, economy, science and the many volunteers in associations, clubs and initiatives.
Review
Before going into the new National Equality Act further imagine, you can look back to speak briefly on the origins and development of the LGG:
Today 20 years ago, the State Equal Opportunities Act (LGG) - back then it was still called the country's anti-discrimination law, in short LADG - entered into force. Here at this historic site - in the former plenary hall of the Berlin House of Representatives in the Schöneberg Town Hall - the LADG on 29 November 1990 in the third reading after difficult and controversial parliamentary debates, adopted on removal after falling silent constitutional concerns 31st December 1990 by the President of Parliament issued on 12 January in Berlin Law and Regulation Journal.
focal point of the constitutional concerns at that time was the introduction of a quota system, under which women should be in the event of under-representation to qualified and subject to the individual justice, "preferably" recruited or promoted.
The word "quota" is also in today's debates about the equalization of opportunities for women and men still constitute a stimulus word, it has lost little potential for dispute. However - this I would anticipate - did not last, the European Court clearly spoken words and made it clear that quotas - as it provides, inter alia, the Berlin LGG - be a perfectly legitimate and necessary equality law instrument.
was the creation of the LADG forward the idea to ensure comprehensive protection against discrimination by public or private action. This approach has been reduced over the difficult political debate and the legislative process to eliminate the disadvantages faced by professional women. It is taken up only in 2006 with the creation of the General Equal Treatment Act, implemented and again in Germany, German law was.
The LADG followed in 1984 adopted the "Guidelines for the promotion of female public employees of the State of Berlin." It was "born", not least from the realization that the non-binding character does not have these guidelines, the job situation of women in the Berlin state service improves sustained and that require significant intervention in the personnel authority of the Berlin State service of a legal basis for authority.
The LADG was the State as an employer the obligation to produce an equal working conditions for women and men and for Preparation of the gender equity transfer in employment. At the same time, government action to develop a model for private action.
The Berlin equality law - the title LADG was converted in 1993 in LGG - in two decades been repeatedly adapted to new conditions and problems, it was as it were always "in time": it is a moving and a moving piece of legislation. For clarification, I will mention only a few prominent examples:
For example, in a major amendment in 1998, significantly, the Office of Women's Representative strengthened. In response to the comprehensive personnel savings obligations at that time was to ensure that the proportion of women in areas where they are underrepresented in the case of the reduction in staffing is not reduced.
The office of the district's Women and Equality Officer found after unsuccessful efforts to create a special law in the LGG a solid legal foundation.
Since 2001 the law specified that "held back" for privatization in the public administration the principle of equality not by mere change in legal form, by so-called outsourcing.
LGG Ninth Amendment to
The Berlin House of Representatives on the 9 th 11/11/2010 Law amending the State Equal Status Act adopted. On 28 November is the law entered into force, almost simultaneously - but offset by 20 years - with the former adopting the LADG. This amending Act, the LGG was not rewritten, not re-invented. It is also this is an update to adapt to changing circumstances. Its basic structures remain after the presentation of the Berlin Senate and the House of Representatives receive extent.
The equal opportunity policy Standards to be guaranteed in the Berlin State service despite changing conditions and equal access of women to all areas and levels within the scope of the law will continue to be safeguarded and improved. Overall, does the amendment to claims of parliament, responding to public criticism and take into account the through long years of practical experience in the implementation of the LGG emerging need for change. The actions proposed in the law were put to the test and adapted to current conditions.
I would like to outline key points of the novel short
With 9 Law amending the State Equal Status Act is intended to create particular
- measures to eliminate the serious underrepresentation of women in board and senior management positions, strengthened
- equality in matters of private companies
and
- practical experience in the implementation of the LGG be considered.
Although the situation for women in the civil service institutions In recent years, a total considerably improved remains to note that there is in the public sector, institutions, corporations and foundations under public law, and the companies in the state of Berlin remains a serious under-representation of women in leadership positions. The "boss" floors make even 2011, as a largely female-free zones - BSR and BVG here are notable exceptions.
In the area of highest state authorities were, for example, in 2008 only 14.5% of divisional heads filled with women and in companies with state participation, female employment was in the top management at 10.1 %.
The political debate of recent months has highlighted the need for further substantial efforts to reduce the under-representation of women in top positions. Just because only professional and personal qualifications should be relevant, the under-representation of women at senior levels in particular are no longer acceptable.
A public notice of vacant positions, as the LGG now for Board and senior management positions of institutions, corporations and foundations under public law, legal entities under private law and Partnerships with majority ownership of Berlin provides, creates transparency and trust that promote women's participation in a public or corporate practice and wanted to be. Women at the top of companies provide a rule for a change in culture. As the current debate about more women in supervisory and management boards of public companies shows achieved by companies that have no male "monoculture" in boardrooms, usually even more profit, so the observed vested rights of men testifies actually of economic irrationality.
is regulated also new that the quota system, which - in the case of under-representation of women - the award one point to an equally qualified woman pretending for the appointment of Board and senior management positions of institutions, corporations and foundations shall be governed by public law, while fully respecting individual justice.
I step as women and economic Senator fully committed to increasing the proportion of women on the boards and executive suites of the German economy and also advocate here for the creation of legal requirements that are based on the Norwegian model . Norway is similar to a controversy in Germany at the time prescribed by law, that the institutions of the listed company within a specified period to 40% are to be filled by women. The doubts that there are too few suitable women, have not materialized. The quota was reached in a few years.
The occupation of management positions is an indicator of the depth of equality between women and men is realized. That this is, moreover, not only a requirement of justice but also to reason, shows the view of the impending demographic change.
I come to another important point of the LGG and the novella: the strengthening of the role of LGG in the private sector.
First, this is done through stricter requirements for the validity of LGG on investments in the country. The amendment requires the majority interests in his country More now to ensure the implementation of the LGG, not only in this to work. This also applies to the cases of conversions and construction of public facilities in private law legal persons or partnerships. In the case of the sale of such companies, the acquisition ends for the use of LGG are committed to. This commitment must be passed in the event of a future sale of the buyers even. The current regulation, to address compliance with LGG (only) work to meet the country now in the case of a minor majority stake.
Second, the instruments of the procurement and payment of benefits by public authorities are increasingly used to access to private enterprises and to encourage more women. The scope of women's advancement in public procurement has been greatly extended. The obligation to introduce measures to promote women and of measures to reconcile Work and family in the public procurement from the current 50,000 was reduced to 25,000 euros, so that many more contracts awarded to women's advancement or compatibility prevailing in the sector. The previously excluded under construction is subject comprising the new statutory requirements for the promotion of women through public procurement. Large construction companies with hundreds of people can not escape now, for example not more women in promoting standards of public order was accepted.
not fail to mention I would like at this point in the summer of 2010 came into force in Berlin tender and procurement law, which for the advancement of women after the LGG some authoritative guidelines posited: How are the penalties for violations to the matters of termination and the penalty extended. In addition, be given effective control mechanisms, such as the mandatory implementation of the audit and the establishment of a control group.
The amendment to the LGG at the same time the floor was still prepared to be adopted regulation on the promotion of women in state benefits are provided. According to the new requirements to promote women in public procurement in the future should all subsidies of more than 25,000 Euro to an obligation to promote women are bound. And I am confident that we have the difficult project of the adoption of such a regulation may still conclude in this legislature.
The legal fixation of many years of practical experience in the implementation of the LGG is reflected, for example, that in future all experienced permanent part-time employees in the scope of the LGG treatment, so in considering the appointment of full-time jobs. Here were first successes in current negotiations with the Senate are recorded for Finance.
Family-friendly environment, such as the avoidance of long time-consuming journeys to the service and location, the provision of teleworking, the creation of child care facilities, etc., should be considered in future as well as the granting flexible working hours. his superior conduct in the future must focus more clearly on it.
Further strengthening the 9th Amendment to the rights of women representatives, whose work for the success of equal opportunity policies in the state of Berlin is a must. Women representatives monitor the implementation of the legal requirements of the State Equal Opportunity Law in practice through critical perception of their participation rights and their objection rights against their departments for violations of the LGG. This difficult and stressful work that requires a high level of legal knowledge, of empathy but also perseverance, will unfortunately be often still not sufficiently appreciated and valued. Each service can generally benefit from the experience, knowledge and commitment of a woman representing a high degree. This finding should take account of new rules, after which those services in the State of Berlin, have no full-time or vice-women's representative, the possibility of a subsequent order of the office holders given. This does, however, only as a last resort when all legal options have been exhausted.
was further enshrined the right of recourse of women representatives in the law in detail. The participation and objection rights have been extended and covers the standing of women's representative to the cases in which a woman operating plan as required by the State Equal Opportunity Law in an agency does not exist.
The status of the district's Women and Gender Equality Delegates were specified: the 9th Amendment notes that the district's Women and Equality Officer In addition to their legally defined full-time employment to any other task perceptions, such as the acquisition of migration or disability matters, may be required. Our individual districts have large city sizes. An effective exercise of women and gender equality borough tasks requires an adequate volume of work ahead of time on the part of office holders. An exhausting balancing act between women's and gender equality, between migration and disability policy is not just the one or the other policy area.
Finally, with the 9th in the Amendment option available to adopt Administrative rules by the Commissioner for Women's Policy Senator prerequisite for a nation wide application of the LGG created.
not fail to mention I want the statutory women at the Berlin universities. The Women and Equality Officer of the Berlin universities are also the women's representatives to the State Equal Treatment Act.
you have similar rights and obligations enshrined in the Berlin Higher Education Act. Together with equal opportunity policy actors and actresses, was in the currently located in the joint sign amendment to the Berlin Higher Education law the status of university women's representatives secured and expanded, and the imperative of promoting gender equality at the Berlin universities are fixed by law.
Again, this may be seen as a success.
with the novels of LGG and BerlHG we have established legal provisions for equality in the Berlin State service, in institutions, corporations and foundations under public law, created in companies with controlling interests of the country and in the Universities of Berlin and improved and further ensure that the conditions of democratic legitimacy demands for equal opportunities for women in public service the way prepared.
Berlin will be given to this successful equality legislation nationwide role model.
view
The creation of new or modified rules of equality policy was in the case of the 9 Amendment of LGG a tough process of finding compromises ahead. Fundamental political debates were held about the pros and cons of women promotions, about the legal rights or need legal regulations.
gender criticism is not abated, but some new - Unexpectedly violently - revived.
Especially young, highly educated women who are at the beginning of their careers, often show little understanding of gender equality issues. They are subject to the requirement of equal merit, they see no reason to question this. The awareness of gender issues are often established only after entry into the family phase.
Addressing gender issues is increasingly characterized as insignificant even unnecessary. Terms such as "gender Theater" and "Genderkram" take hold.
Let me first for this reason, a differencing View of the equality theme throw:
Undoubtedly, women are now legally in Germany equally full. The legal framework for equality of women have changed in the last decade and never before have the conditions for genuine equality as well as today.
Thanks to the European Court of Justice were able to quotas set by opening the access of women to key areas.
in other ways changes can be observed: In the past year, three new judges to the Federal Constitutional Court appointed, including a declared feminist. Law and Gender in the same year was subject to the German Jurists.
image, mirror and focus - not just Emma - writing about the new Equality editorial.
But in the 21st Century, the actual gender equality is still not achieved. This shows not only the look at management level, but also in salary and pension statistics. Women are in leadership positions in business, management and science are still significantly underrepresented, they achieve an average income lower despite better qualifications than men, they work far more often than men in so-called precarious employment, the gender-specific work-study choice behavior has been overcome yet by no means the employment rate of women - particularly as regards the volume of work - lower than that of men, for part-time work is still female. Of equal participation of women in all spheres of life and to allow an independent livelihood, we are still far away.
An answer to the question of why it is so difficult to achieve real equality is, therefore, not easy. The finding shows that our Society on the stage of the legal requirements and by no means beyond pure self-regulation - shows how the debate about the equality of women in the private sector - not enough to break up social structures of disadvantage.
strategies such as gender mainstreaming and gender budgeting are important and pave the path of knowledge, but they do not consider isolated to eliminate deficits.
women's programs are very effective, but they alone do not guarantee that women in their work such as the so-called break through the glass ceiling.
is therefore essential in legal aid policy continues to cast women: in the economy, science, politics and administration.
"The State shall promote the actual implementation of equal rights for women and men and works towards the elimination of existing disadvantages."
This in Article 3, paragraph 2 of the Basic Law and Article 10, paragraph 3 of the Berlin Constitution enshrined principle establishes a requirement for action to the state. This means that the State is called upon all necessary means to fulfill exploit this constitutional order. Required resources can - if they bring about the intended success - be simple agreements provide necessary resources must be to eliminate existing disadvantages also includes legal regulations.
is in this light to look at the LGG. Where equality between women and men is already standard practice, the statutory requirement to be ticked. The position where the equalization of opportunities for women and men is not as advanced, should and must be the legal framework, - support, transported - "Help" . Give
Finally, I would like to pick up a point that will revive in my view, the debate about the equality laws in this decade. In its day, in 1990 and formulated with the creation of the General Equal Treatment Act 2005 implemented nationwide demand for comprehensive protection against discrimination now joins in the demand for creation of a comprehensive statutory funding policy. This has been especially the discussion in the context of the adoption of the Berlin Participation and Integration Act. The Women's Policy will also provide these new challenges.
wish this in mind I will now enjoy the "equality Theater. Continue with the whole "Genderkram" on - I am convinced that it is - is worth.
For the development of a society is measured today, still the degree of emancipation of women.
Thank you for your attention.
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