FAQ DIVERSITEC

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DIVERSITEC funds comprehensive organisational development projects in the area of diversity, equality and inclusion (DEI) that require a higher level of resources and implementation effort. Micro-enterprises (fewer than 10 employees) usually have different needs and a more limited resource base than larger companies. For this target group, the Diversity Cheque is the optimal option: it provides a low‑threshold, practical entry point for taking the first steps toward diversity and inclusion.

The analysis must be completed before submitting a DIVERSITEC project. In principle, the company can conduct the analysis itself. Ideally, a person with DEI expertise is already involved in the application process. This increases the quality of the project and the chances of receiving funding. The analysis usually includes an assessment of your current situation regarding diversity, equality and inclusion. Assess your current status concerning DEI-related factors (e.g. staff structure, recruitment and promotion processes, corporate and innovation culture). Identify strengths and weaknesses.

Small and medium-sized enterprises (SMEs) can use the Diversity Scheck funding for this step. The results of the analysis form the basis for defining objectives and measures for your DIVERSITEC project.

For a successful project, at least one experienced person with DEI expertise must be involved. Persons with DEI expertise have knowledge in the following areas:

• Experience in conducting diversity- and equality-related analyses, workshops or coaching sessions in companies
• Professional competence: Knowledge about diversity, gender and intersectionality; understanding of inequalities and their causes
• Methodological competence: Skills to transform inequalities, resolve conflicts that may arise in diverse teams, and leverage the potential of diverse groups
• Social competence: Ability to shape and transform social interactions and processes to promote equal opportunities and inclusion
• These competences can be demonstrated through relevant education and training, publications, conducting diversity trainings or coaching sessions, or relevant consulting activities.

Occasional trainings or a single diversity course are not sufficient to qualify as a DEI expert in DIVERSITEC projects. External DEI expertise is recommended as an external perspective adds valuable insights for your company.

The BMIMI initiative Diversitec – Leading Innovation presents relevant networks from the RTI sector at www.diversitec.at. These networks include potentially suitable persons and serve as a starting point when searching for external experts with DEI expertise. In addition, you can search online for “Diversity Consulting + [Federal State]”.
 

If you implement a DIVERSITEC project, all employees can benefit from these organisational improvements. You increase employee satisfaction and reduce staff turnover. You benefit from better research results due to diverse teams and increase your innovation and competitiveness.

The application must also address sustainability aspects in DIVERSITEC projects. Sustainability is not only ecological but also social and economic. Projects must achieve a sustainable impact within the company. Structural anchoring of measures is required. Sustainable impact can only be ensured if DEI competence is broadly established within the company and pursued in the long term.

Diversity, equality and innovation capacity are key topics for the future. Therefore, DIVERSITEC supports measures for organisational development regarding diversity, equality and inclusion as well as strengthening innovation culture.

Examples:

• Diversity management
• Innovation management and innovation culture
• Staff development, onboarding & mentoring
• New Work & Leadership
• Employer branding & public relations
• Diversity trainings & inclusion workshops
• Equality plan

Other individual measures are also possible. Experience shows that sustainable integration into existing company structures is only successful through a combination of several measures. A successful project consists of a diverse portfolio from different areas.

An equal opportunities plan (gender equality plan) is a set of measures designed to achieve gender equality in companies. It includes the development and implementation of innovative strategies to correct prejudices. It sets targets and defines indicators to monitor them.

Further information:

Guidelines for the development of gender equality plans in Austrian higher education and research institutions (in German) issued by the Federal Ministry for Innovation, Mobility and Infrastructure and the Federal Ministry of Education.

In addition to the cost guidelines, the following costs are eligible in DIVERSITEC projects:

• Personnel costs for researchers or technicians participating in training or further education related to the DIVERSITEC project
• Third-party costs such as fees for DEI expertise, innovation expertise or costs for awareness-raising and public relations activities. Third-party costs may not exceed 30 % of total eligible project costs.

The following costs are not eligible within a DIVERSITEC project:

• Personnel costs for researchers or technicians for their “regular” work in the company; only costs beyond daily business are eligible (e.g. personnel costs for implementing measures within a DIVERSITEC project)
• Hospitality expenses
• Any costs related to preparing or supervising academic theses
• Qualifications that do not correspond to the call objectives

If you have questions about costs or funding, please contact:
Christine Löffler, T: +43 577 550 6089
[email protected]

You can find examples of successful projects in our Success Stories.

Ideally, you should contact the programme team before submitting your application. We will be happy to assist you by phone or video call.