The following measures in particular serve to promote equality between women and men

Preparation of a women's advancement plan for a period of six years

• Evaluation of the AGES women's advancement plan every two years

Preparation of an annual income report in accordance with § 6a of the Federal Equal Treatment Act

Active promotion of female applicants for management positions

• Support in career planning for female specialists and managers
• Sovereignty training for female specialists and executives
• Application coaching for female applicants
• Targeted promotion of female management applicants and junior managers in the case of subsequent appointments
• Raising awareness of equal treatment among managers through training measures

Promotion of female scientific experts

• Projects as part of the BMK's "FEMTech" program, including the suceed@ages talent program
• Support for female experts in intra-company cooperation and to promote international networking
• Registration of female experts in national and international expert databases

Reconciliation of family and career through

• Flexible working time models
• Possibility of teleworking / home office
• Vacation care for employees' children
• Sensitization of managers through training measures
• Extensive information, links to childcare facilities and guidelines for managers and employees in the 'parental leave package', including parental, care and educational leave as well as sabbaticals
• Active support for employees on leave before they return to work
• Support measures for re-entry after parental leave
• No daytime appointments for meetings, etc.
• Internal company offers for work-life balance, physical and mental health

Internal and external information policy

• internal company website on equal treatment
• internal information work such as commitment to equality, lectures, brochure on equal treatment at AGES, guideline on gender-equitable use of language, awareness-raising measures
• Information on the protection of human dignity in the workplace, especially against bossing, mobbing or sexual harassment
• Anchoring of the women's advancement plan in the AGNES intranet, welcome folder, integration plan
• External information work such as participation in Girls Day/Daughters Day, no stereotypical pictorial representations of men and women in AGES publications and AGES digital media, etc.
• Regular training of equal opportunities officers, participation in relevant networking platforms and federal working groups, etc.

In implementing the advancement of women toward de facto equality, we set the following goals:

• Equal opportunities: recognize women as equal and equal partners in the professional world.
• Raising awareness: Strengthen women's self-confidence and promote professional identities, increase their willingness to influence, participate, make decisions, take responsibility. Understand new ways of cooperation between women and men at work as an opportunity for both genders.
• Advancement of women and gender mainstreaming: Increase the proportion of women in administrative decision-making positions (e.g., on boards, committees, juries), committees, commissions and management functions, maintain an already achieved quota of women. Adapt all decision-making processes, strive to reduce disadvantages for women that are imposed by existing socio-political conditions and have an impact on professional life. Anchor the strategy of gender mainstreaming in all areas of activity of AGES.
• Balancing existing burdens: Improve the conditions for reconciling family obligations and professional interests by compensating for the disadvantages that exist due to the social division of labor. Seek acceptance of parental leave, part-time work to fulfill care responsibilities for children or relatives in need of care, especially by men.