Legal framework

The State Equal Opportunities Act contains provisions for the realisation of equal opportunities for women and men in all areas and status levels of the public service, which the state government of Rhineland-Palatinate has made a central concern.

In terms of further training, this means that women and men are given the same opportunities to gain qualifications, with special consideration given to part-time employees and employees with family and care responsibilities. Further training programmes should be planned early and flexibly. In addition, childcare options should be created where necessary.

Gender equality topics are also to be offered more frequently in order to sensitise employees in management positions and human resources in particular to discrimination of all kinds.

Finally, special attention is also paid to further and advanced training programmes for women who want to qualify for management positions. Particularly in areas where women are underrepresented in management positions, female employees are to be made aware of opportunities to gain qualifications.

In the TV-L, qualification is described as a common interest of employees and employers and as an important component of human resources development.

Qualification is an offer. For example, additional qualifications can be acquired as part of further education and training programmes.

In addition, periods of agreed qualifications count as working time.

The distribution of costs between the employer and the employee's own contribution should be organised fairly and statutory funding options can also be included.

Training measures should be offered to employees with individual working hours in such a way that they are able to participate on an equal footing.

The Higher Education Act for the state of Rhineland-Palatinate contains the following regulations regarding further training for university staff:

(7) The universities shall support the participation of their staff in further training. They shall enable staff with family or caring responsibilities to participate in further training courses and business trips within the scope of official possibilities. Where necessary, additional events or alternative periods of business travel shall be offered within the scope of official possibilities, which correspond to the spatial and temporal needs of employees with family or caring responsibilities.