Equal Opportunities Officer

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Representative for equal opportunities in the labor market , abbreviated BCA, is a functional designation for certain employees in the labor administration authorities.

Legal regulation

There are representatives for equal opportunities in the labor market according to 385 SGB ​​III at the employment agencies, at the regional directorates and at the Federal Employment Agency as well as in accordance with § 18e SGB ​​II at the job centers.

Social Code Third Book SGB III

In the Social Security Code III, Art. 1 of the Law on Reform of Employment Promotion introduced so-called “Commissioners for Women's Issues” at the employment offices , state employment offices and the Federal Employment Agency at the time in order to enforce gender-equitable employment promotion. With Art. 1 No. 110 of the Job-AQTIV Act , the area of ​​responsibility of the commissioners was extended to safeguard equality issues for both genders and their designation was changed to “Commissioner for equal opportunities in the labor market”. Since 2006, the officers for equal opportunities have been regulated in Section 385 SGB ​​III.

Social Code, Book Two, SGB II

On January 1, 2011, the BCA's tasks for the area of ​​responsibility of the job center were anchored in Book II of the Social Code. § 18e SGB II was inserted into SGB II by Art. 1 No. 7 of the law on the further development of the organization of basic security for jobseekers of August 3, 2010, “in order to achieve the goals of equal opportunities for women in the provision of basic security benefits for job seekers and men, the reduction of gender-specific disadvantages, the special promotion of women and the consideration of family-specific living conditions better than before. "

tasks

The range of tasks within the scope of SGB III extends to the equality of women and men as a cross-sectional task as well as special measures to promote women. The designation also avoids confusion with the equal opportunities officer . In the area of ​​application of SGB II, the introduction of the implementation of recommendations for action from a gender equality perspective serves as a result of the impact research according to Section 55 SGB ​​II.

The promotion of equal opportunities for women and men on the labor market is a cross-sectional task and a particular concern of the Federal Employment Agency (BA). It is the constant guideline of business policy and represents an order for all employment agencies and job centers.

Active employment promotion services work towards eliminating existing disadvantages and overcoming the gender-specific training and labor market. This makes an important contribution to the implementation of the European employment strategy and the national employment policy action plan of the federal government.

The aim is to improve the professional situation of women in the training and labor market in order to achieve a higher level of employment and to improve the employment structure. This is linked to other goals, such as securing skilled workers, securing independent livelihoods for women and preventing old-age poverty.

To support this cross-sectional task, there are officers for equal opportunities in the labor market at all three organizational levels of the BA.

Representative for equal opportunities in the labor market,

  • represent the respective department and are the contact persons for overarching questions
    • the advancement of women,
    • equality between women and men in the labor market and
    • the compatibility of family, care and work for both sexes.

You are committed to:

  • Employment securing livelihood
  • The promotion of women taking into account their family-specific living conditions
  • The reduction of gender-specific disadvantages
  • Need-based child care
  • The acquisition of qualifications by parents and, in particular, single parents - they should be given the opportunity to integrate themselves professionally into the world of work, e.g. B. through part-time vocational training.
  • The conversion of mini jobs into jobs subject to social insurance
  • Family-oriented working hours
  • A qualified return to work after a family phase
  • The promotion of women in STEM professions
  • Job orientation and advice free of stereotypes

BCAs make an important contribution to the care of special groups of people, for example by providing information events for those returning to work or by participating in the initiation and design of tailor-made and flexible qualification offers.

At the same time, they work in different networks and maintain contacts with other advice centers.

They work together with employers 'and workers' associations on site in order to promote the willingness of company family-friendly offers and thus facilitate the integration of people with family responsibilities into the labor market.

Gender mainstreaming

The equality of women and men is anchored as a general principle in the goals of SGB II and SGB III. The different life situations of women and men should be taken into account when implementing all employment promotion services (preventive approach of gender mainstreaming ).

Special measures to promote women are intended to improve the professional situation of women and to correct existing imbalances afterwards.

The legal and political framework for dealing with the BA in dealing with the issue of equal opportunities for women and men in the labor market is based on various legal bases:

  • Basic Law Art. 3
  • SGB ​​III, employment promotion
  • SGB ​​II, basic security
  • General Equal Treatment Act (AGG)
  • Lisbon strategy
  • Amsterdam Treaty of 1997
  • Agreement between the federal government and the leading associations of German business
  • Employment guidelines (since 1998)
  • EU-RL 2006/54 / EG
  • Equal Treatment Directive EU RL
  • EU strategy for equality between women and men 2010–2015

Web links

Individual evidence

  1. ↑ Law on the Reform of Employment Promotion (Arbeitsförderungs-Reformgesetz - AFRG) of March 24, 1997, Federal Law Gazette I p. 594
  2. ↑ cf. Section 397 SGB III in the version dated January 1, 1998
  3. ↑ Law on the Reform of Labor Market Policy Instruments (Job-AQTIV Law) of December 10, 2001, Federal Law Gazette I p. 3443
  4. ↑ cf. Section 397 SGB III in the version dated January 1, 2002
  5. ↑ BGBl. I p. 1112
  6. ^ Draft of a law for the further development of the organization of basic security for jobseekers BT-Drs. 17/1555 of May 4, 2010, p. 21 f.
  7. ^ Draft of a law to reform labor market policy instruments (Job-AQTIV-Law) BT-Drs. 14/6944 of September 24, 2001, p. 50
  8. ↑ cf. Evaluation of SGB II implementation from a gender equality perspective. Final report Duisburg, Berlin and Marburg, June 2009
  9. ↑ Equal opportunities for women and men on the labor market website of the Federal Employment Agency, accessed on May 17, 2019