Gender Equality Plan of the German Dance Archive Cologne (Deutsches Tanzarchiv Köln)
in accordance with the requirements of the EU, including Regulation (EU) 2021/695 of the European Parliament and of the Council of 28 April 2021
The German Dance Archive Cologne (DTK) draws up a Gender Equality Plan (GP/GEP) in accordance with the German Federal Equality Act, which is regularly updated and revised. In accordance with EU requirements, this ensures that the topic of equality is
1. continuously promoted through earmarked resources,
2. targets, measures and rules for data collection and success analysis are evaluated and further developed,
3. promoted through specific training and capacity building.
A balanced human resources policy is essential for the DTK. Guidelines on staff development, diversity, equality, training and further education, compatibility and conflict management are constantly being expanded. There is a wide range of measures and tools tailored to the needs of employees.
Equal opportunities and family-friendly working conditions are important objectives of the DTK, while at the same time ensuring the organisation's ability to function.
The DTK is aware that the successful development of the guidelines and the measures based on them can only be achieved if the management of the archive, the staff responsible for human resources as well as the committees of the institution implement the measures of the Gender Equality Plan consistently and continuously.
Equality is not a status quo, but an ongoing process. The impetus of the Gender Equality Plan reinforces this strategy.
1. Allocated resources
The DTK promotes equality by allocating resources for targeted training and education for archive management and staff. These measures are financed from the DTK budget.
The topics of diversity, health, training and further education, work-life balance and conflict management are all relevant to equality and equal treatment. They are an important part of the DTK’s human resources development programme. Funds for measures such as supporting a better work-life balance, providing technical equipment for mobile working and subsidising childcare costs are included in the DTK budget and are used regularly.
The financial resources (costs of participation and exemption costs) for training and further education of interest to all employees, both part-time and full-time, are funded in accordance with the agreement on training and qualification.
A range of guidelines, handouts and freely available information support the management oft he archive and staff on issues of equality, diversity, inclusion, equal opportunities and work-life balance. An online version of this information via the Intranet is in preparation.
2. Data collection and monitoring
In order to have reliable data on the various dimensions of diversity at the DTK, available for the preparation of the annual activity reports as well as for the information of sponsors and supervisory bodies, the available data is collected, analysed and processed at various levels in order to be able to derive the mode of action and any necessary adjustments to the supporting measures.
3. Diversity
The DTK is guided by the 'Charta der Vielfalt'. This is an initiative to promote diversity in companies and institutions. The aim of the initiative is to promote the recognition, appreciation and inclusion of diversity in the world of work.
The aim is to raise awareness of the various dimensions of diversity among all employees, to identify the specific requirements of diversity at DTK and to develop a 'diversity strategy' in order to create and strengthen a diversity-sensitive working environment so that all employees can fulfil their potential.
4. Training and information
Raising awareness of gender equality and reducing unconscious gender bias among employees and decision-makers is an important part of strengthening diversity at DTK.
Equality, diversity and inclusion are addressed in appropriate training courses and employees are made aware of these issues. Recommendations for lectures on the topics of democracy and diversity are communicated through newsletters.
The aim is to ensure that the management and staff oft he archive are fully aware oft he various dimensions of diversity and how they can strengthen the institute.
5. Work-Life-Balance
Work-life balance is an ongoing process and a quality feature of an attractive employer. In order to provide DTK employees with optimal conditions for realising their performance potential, DTK has taken measures to promote the compatibility of work, family and care. These range from flexible working hours and the option of mobile working to subsidising of childcare costs.
In addition to being an attractive employer, the aim is to strengthen and support employees by continuously adapting possible measures.
6. Gender equality
Raising awareness of gender equality and diversity are fundamental pillars of training and further education programmes. These incorporate findings from gender and diversity research - particularly with regard to participation, decolonisation, diversity, diversity-sensitive language and anti-racism. Employee enitiatives in these areas are encouraged.
The aim is to ensure that equal rights, equal treatment and diversity are continuously taken into account in everyday working life and in the further development of the institution.
7. Gender equality in personnel selection
Gender- and diversity-responsible recruitment and promotion are essential for successful institutions. Successful recruitment, performance and innovation can only be ensured through gender-equitable and diversity-orientated human resources management.
Job advertisements are formulated in a gender-neutral manner - with the aim of attracting men and women equally. Job advertisements are published on relevant portals in a target group-oriented manner - in addition to the traditional platforms.
Professional (vertical) advancement is possible within the limits of available resources. Horizontal development opportunities are also supported, e.g. for qualification at project level, support for further qualifications through appropriate training programmes or support through qualification agreements fort he acquisition of relevant qualifications.
The aim is to make gender-equitable decisions from the time of recruitment, through the employment relationship through to termination.
8. Measures against gender-based violence including sexual harassment
The DTK takes a stand against sexualised, discriminatory and degrading actions and behaviour. The aim is to take preventive action by making all employees aware of these issues
An analysis of the requirements for a Gender Equality Plan shows that the DTK pursues many of the objectives set out by the EU in its Gender Equality Strategy.
Because of the importance of equality, the DTK has set itself the following goals and areas of action:
- Fight against all forms of disadvantage and discrimination
- Celebrating diversity and promoting diverse potentials
- Equal career opportunities for all genders
- Reconciling work and private life
- Expansion of personnel marketing with regard to the recruitment and retention of staff in order to ensure the fulfilment of tasks
- Professional qualification and training for all employees
- Ongoing training and development in line with needs, taking into account institution-specific characteristics and personal development potential
- Consideration of the family situations in organisational and personnel decisions
- A high degree of flexibility in terms of working hours and location, taking into account the needs of the institution
The aim is to use the DTL Gender Equality Plan to define, implement and, if necessary, adapt specific and robust objectives and measures. The aim is to regularly evaluate the existing measures and to define further measures if necessary.
