Gender Equality Plan 2030 of Steinbeis Advanced Risk Technologies Institute doo Kragujevac
 
 

GENDER EQUALITY PLAN 2030 OF STEINBEIS ADVANCED RISK TECHNOLOGIES INSTITUTE DOO KRAGUJEVAC

1. INTRODUCTION - Steinbeis Advanced Risk Technologies Institute doo Kragujevac as an  organisation

Steinbeis Advanced Risk Technologies Institute doo Kragujevac (SARTIK) was founded on March 2015 in Kragujevac, Serbia as the Franchisee of Steinbeis GmbH & Co. KG für Technologietransfer (StC), Stuttgart, Germany.

The Steinbeis Advanced Risk Technologies Institute doo Kragujevac is part of the Steinbeis network presented in 50+ countries in the world. The central transfer instrument of the Steinbeis network consists of approximately 1,100 Steinbeis companies, each led by Steinbeis entrepreneurs (SUN) with different areas of focus.

The SARTIK is a branch of the Steinbeis Transfer Institute Advanced Risk Technologies and is offering as part of the Steinbeis University Berlin professional certification and degree programs. The aim of these programs is to match the current needs of Industry, Research and Development and Regulators in the areas of Business Administration, Risk Engineering and Management, Safety and IT. 

The Steinbeis Innovation gGmbH (SIG) forms the legal framework for the Steinbeis Innovation Centers (SIZ). It is a non-profit private research institution that does not receive state basic financing and is primarily funded through public project support. Within the SIG, the SIZ primarily carries out projects with a non-profit character that align with the statutory purpose of promoting applied research.

SIG has Gender Equality Plan 2025 which is given in this link

https://www.steinbeis.de/fileadmin/content/SU_Profile_Flyer_Broschueren/0957-SIG-GEP-Public-Document-172638.pdf

 

2. THE IMPORTANCE OF EQUAL OPPORTUNITIES

The following principles and guidelines apply to all levels of the organization, decision-making, and stakeholders at SARTIK, and are valid for everyone working in administration at headquarters and elsewhere.

The principles of equal opportunity extend to everyone at SARTIK, not only with respect to gender identity, but also in terms of social differences and inequalities based on age, sexual identity, social standing, disability or chronic illness, nationality, ethnicity, and religious affiliation. Accordingly, the aim in all areas is to safeguard a work environment based on equal opportunities for people of all genders, in all areas, and at all levels of the university.

Should different treatment be necessary in individual cases (e.g. due to professional requirements or for hazard prevention), this is only permissible if there is an underlying objective reason and only if different treatment is objective, appropriate, and justified by a legitimate aim.

The compatibility of work and private life for our employees at the Steinbeis headquarters is facilitated through regulations that provide comprehensive options for work arrangements. Flexible working hours and absences, various part-time models, as well as remote work, are common practices.

Job advertisements and recruitment at the SARTIK are conducted in a gender-neutral manner. Personnel decisions are made based on qualifications rather than gender. Equal opportunity in personnel development ensures equal advancement opportunities, resulting in representation of all genders in leadership positions. This extends from project, team, and departmental management to executive leadership.

 

3. CURRENT STATUS - DATA COLLECTION AND ANALYSIS

To develop the Equal Opportunity Plan, personnel data from SARTIK as of 2018 was analyzed. The analysis takes into account various criteria such as position, employment relationship, and the two fields of activity: organization/administration and science/technology.

 

NUMBER OF MANAGING DIRECTORS BY GENDER

Male and female managing directors

Male

1

Female

0

Divers

0

 

NUMBER OF STEINBEIS ENTREPRENEURS BY GENDER

Steinbeis male and female entrepreneurs

Male

4

Female

2

Divers

0

 

NUMBER OF EMPLOYEES BY GENDER

Employees

Male

4

Female

4

Divers

0

 

NUMBER OF EMPLOYEES IN THE AREA OF ORGANIZATION/ADMINISTRATION BY GENDER

Employees in the area of organization/administration

Male

0

Female

2

Divers

0

 

NUMBER OF EMPLOYEES IN THE AREA OF SCIENCE/TECHNOLOGY BY GENDER

Employees in the area of science/technology

Male

4

Female

2

Divers

0

 

NUMBER OF EMPLOYED STUDENTS AND TRAINEES BY GENDER

Employed students and trainees

Male

2

Female

2

Divers

0

 

In the majority of areas, it can be observed that the genders are significantly unevenly represented. In the field of science/technology, there are more men than women, with the majority of both men and women employed part-time. On the other hand, in the field of organization/administration, the proportion of women is predominant.

The goals described below were developed based on the analysis of the presented data and aim to contribute to a greater balance and gender equality across roles and fields of activity. Progress will be measured through an annual report, including evaluation. Additional criteria will be collected and analyzed in the future for this purpose. Based on this, the Equal Opportunity Plan and individual measures will be continuously adjusted and aligned according to identified needs.

 

4. TARGETS UP TO 2030

Gender equality is already an integral part of the activities and projects of individual SARTIK. In the course of the Gender Equality Plan 2030, the main focus of the strategy will be on raising awareness among all stakeholders within the SARTIK and achieving stronger organizational anchoring. To this end, awareness-raising measures must be implemented, for which the following starting points, in particular, have been defined:

- Integration of the topic into the SARTIK foundation process;

- Creation of specific guidelines and handouts and dissemination via the SIS, among others;

- Direct communication and support of the SARTIK by the personal contact at the Steinbeis head office.

 

Establishment of an equal opportunity team

The topic of equality has been institutionally established within SARTIK.

To implement the topics in projects and broaden technical expertise, this central function was complemented by decentralized key players in the SARTIK. They support the integration of a gender perspective into research. The existing team structure is continuously evolving to comprehensively anchor the topic within SARTIK.

 

Establishment of the equality plan

To establish the equality plan, it should be embedded in guidelines and handouts. The employees of the Steinbeis head office who oversee SARTIK are trained by the equal opportunities team. For new employees in this role, the equality plan is included as part of onboarding on the topic of funding projects.

 

Integrating a gender perspective in research

The awareness-raising of SARTIK regarding the integration of a gender perspective into research is carried out primarily through regular direct contact with the personal contact person at the Steinbeis headquarters. A guide or handout containing relevant information and examples will be developed to illustrate the benefits and relevance of the topic. Lighthouse projects will be identified and actively communicated for orientation. Integration into the Website SARTIK homepage is to be expanded to include a section on the topic of equality, where the current equality plan will also be placed. In addition to mentioning the Equal Opportunities Officer, relevant activities and publications of the SARTIK will be featured. It is also important to provide information on the topic as an additional channel for raising awareness.

 

Protection against Sexual and Gender-Specific Harassment

A guide or handout on the topic of protection against sexual and gender-specific harassment is to be developed. This document aims to educate and raise awareness of the topic. All stakeholders at SARTIK should be addressed and informed through the integration of the topic into introductory discussions during the founding process of an SARTIK. All employees and SUN have access to relevant information through the internal SIS.

The necessary structures are already in place to take action if necessary. Contact persons for employees in the SARTIK in this regard are the respective SUNs. Additionally, the managing director and the executive director of SARTIK can be contacted.

 

Creating Incentives for Female Steinbeis Entrepreneurs

As part of the analysis of the current gender equality figures within SARTIK, it was found that SIZs are mainly managed by Steinbeis entrepreneurs and that female entrepreneurs are clearly underrepresented. In the coming years, it will be necessary to investigate the reasons behind this and to consider which incentives can be sensibly created to increase the proportion of SIZ start-ups led by women. Among other things, this will involve examining external factors that have an influence and seeking insights from the experiences of female Steinbeis entrepreneurs.

 

Kragujevac, 24.10.2023.

  

Milos Rakonjac

Director, SARTIK

 

Your contact person / Equal Opportunities Officer:

Milica Kaplarevic

E-Mail: mkaplarevic@risk-technologies.com

Website: http://www.kg.risk-technologies.com/