Work planning

The usefulness of an implementation concept for an organization is that it permits the development of a binding notion regarding concrete goals within the framework of the implementation of GM. The future can be better structured if one has the present state of the organisation in mind and takes it into account as the starting point for further action. It is therefore worth setting out the status quo of the organization in relation to gender equality in the implementation concept. In this connection, the terms used, such as sex, gender, gender mainstreaming, gender equality, etc., should be explained and defined.

But what does that mean – presenting an organization in relation to gender equality? One possibility is setting out the ratio of female to male staff.
Who is represented at what functional level? Who takes advantage of part-time working, who doesn’t? What compatibility models are there and who makes use of them?
What are the reasons for the existing distribution? etc.
Such an analysis would, however, deal only with the internal orientation to gender equality. It is also important to get a picture of the external gender equality effect. For example, what do the “products” look like, in the case of administrative organizations the laws, programs, etc. At both levels, it is a good idea to look at the areas in which one already has experience and build on them. The usefulness of existing knowledge improves work and saves resources.
Starting from this analysis, the resulting implementation stages can subsequently be described in detail, beyond general declarations of intent, preferably with a time frame for the implementation of GM overall and for the individual measures.