Gleichstellungspläne an der Schnittstelle von Frauenförderung und Antidiskriminierung

Abstract

The equality plans introduced in 2015 to the UG supplement the previous plans of affirmative actions for women. They are intended to guarantee the implementation of all equal treatment and anti-discrimination provisions at universities. Nevertheless, not all legal protection options have been realized with these legal requirements. The gap between university commitments and the lack of individual law enforcement remains unchanged. Furthermore, there is no legal clarification regarding protection due to a disability. Here some universities have filled the gaps in their autonomous statutes. The compatibility of care work with employment or learning is another focus of the equality plans. In this context, the design of gender indicators for performance agreements with the federal administration raises the question whether gender budgeting could be a more successful instrument than present actions to reach gender equality at universities.