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 carried out before submitting a DIVERSITEC project.

In principle, the analysis can be carried out by the company itself. Ideally, a person with DEI expertise should be involved in the application process, as this will increase the quality of the project and the likelihood of funding. The analysis usually involves assessing your current situation in terms of diversity, equity and inclusion (DEI). The company's structures and processes are examined for strengths and weaknesses in DEI issues. Project goals are then defined and appropriate methods and measures or specific work packages are derived.

People with DEI expertise have knowledge in the following areas of competence:

• Experience in conducting diversity and equality-related analyses, workshops or coaching sessions in companies
• Professional competence: Knowledge of diversity, gender and intersectionality; knowledge of how to analyse inequalities and their causes
• Methodological competence: skills in transforming inequalities, resolving conflicts that can arise in the collaboration of diverse groups, and utilising the potential of diverse teams
• Social competence: ability to shape and transform social interactions and processes in such a way that they promote equal opportunities and inclusion.

The necessary skills can be demonstrated, for example, through relevant training and further education, publications, diversity training and coaching, relevant consulting activities, etc.

Selective training or a single diversity course is not sufficient to qualify as a DEI expert in DIVERSITEC projects.

External DEI expertise is recommended, as an outside perspective provides valuable added value for the company.

• The BMIMI initiative Diversitec – Leading Innovation primarily presents relevant networks from the FTI sector at www.diversitec.at (in German) that have potentially suitable individuals and can provide a starting point for the search for external experts with DEI expertise. In addition, an online search for ‘Diversity Beratung + Bundesland’ (Diversity Consulting + Federal State) is possible.
   

When you carry out a DIVERSITEC project, all employees benefit from the implementation of these improvements. You increase employee satisfaction and reduce staff turnover. You benefit from better research results thanks to diverse teams and increase your innovation and competitiveness.

Diversity and equality are issues of the future. Therefore, organisational development measures that promote diversity, equality and inclusion within the company can be supported.

Examples:

• Diversity management
• HR development, onboarding & mentoring
• New work & leadership
• Employer branding & public relations
• Diversity & inclusion training
• Equality plan

Further tailor-made measures are also possible.

Experience shows that the sustainable integration of the project into existing company structures can only be achieved through a combination of several measures.

A diverse portfolio of measures from different areas is therefore recommended.

The application must also address sustainability aspects in DIVERSITEC projects. Sustainability should not only be viewed from an ecological perspective, but also from a social and economic perspective.

The projects must achieve a sustainable impact within the company. This requires the measures to be structurally embedded. The sustainable impact of the project can only be guaranteed if DEI competence is broadly embedded within the company and designed for the long term.

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 (in German), the following costs are eligible for funding in DIVERSITEC projects:

• Staff costs for researchers or technicians participating in training and further education related to the DIVERSITEC project
• Third-party costs, such as costs for DEI expertise, awareness and public relations work.

The following costs are not eligible for funding within the framework of a DIVERSITEC project:

• Staff costs for researchers or technicians for their regular work within the company. Only costs that go beyond the regular day-to-day business are eligible for funding, e.g. staff costs for implementing measures within the framework of a DIVERSITEC project.
• catering costs,
• all costs for the preparation or supervision of an academic thesis,
• qualification that does not correspond to the training objectives.

If you have any questions regarding costs and financing, please contact:

Christine Löffler, T: 05 7755 - 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.