Equal Opportunities Committee
Information for applicants
Should you have any questions or problems relating to your application, please feel free to get in touch with the Equal Opportunities Committee (EOC) or to stop by at our <link https: www.wu.ac.at en the-university organizational-structure representative-groups equaltreatment office>office.
In accordance with § 41 Universities Act 2002 and § 11 Federal Equal Treatment Act concerning the promotion of equal treatment for women, the WU has committed itself to increase the proportion of women in all organisational units, on all hierarchy levels, and in all functions and activities of WU Wien to a level of 50 %, and to maintain this level.
In the absence of any other outweighing factors of the best-qualified male applicant, organisational units not yet having reached the proportion of 50 % are to prefer applications by equally qualified female applicants.
The Rector’s Council is to involve the EOC in all matters concerning personnel selection processes foreseen for the establishment of an employment relationship with WU Wien.
Job advertisements for vacancies and managerial positions are to be promptly and duly reported to the EOC prior to publication in the university bulletin. The EOC reviews the job advertisements with due regard to compliance with relevant legislation.
Job advertisements must serve as an objective foundation for the selection process. Thus, all necessary and relevant qualifications (requirements profile) for a vacancy are to be included in the respective job advertisement.
Job advertisements which are phrased in such general terms that they do not constitute an objective foundation for making decisions in the subsequent selection process are unlawful. The same applies to over-specified job advertisements allowing for reasonable grounds to suspect that the potential pool of applications is non-objectively restricted to the benefit of a particular person or a particular gender. In such cases, the EOC may exercise its right to objection.
Upon request, the EOC may sit in on interview sessions, including job interviews, hearings, and assessment centers.
In all types of interview settings, questions discriminating against women (e.g. concerning family planning) are to be avoided.
The evaluation of applicants may not include selection or assessment criteria linked to or supporting discriminatory gender-role stereotypes.
By submission of the so-called “Ausschreibungsbericht” (report on the application process), the personnel-seeking unit is to inform the EOC, in writing and by provision of the reasons for the decision made, about the prospective candidate with whom the employment contract is to be concluded.
Should the EOC have reason to believe that a university governing body’s decision reflects discrimination on the grounds of an individual’s sex, ethnic origin, religion, belief, age, or sexual orientation, it may invoke the arbitration commission within three weeks of the decision.
The arbitration commission is to decide within three months whether or not the university governing body’s decision constitutes an act of discrimination. Should this be the case, the university governing body is obliged to make a new personnel decision having regard to the legal opinion of the commission. The selection process is suspended until the ruling of the arbitration commission.