Communication on Progress

Communication on Progress 2014

Participant
Published
  • 08-May-2015
Time period
  • January 2014  –  December 2014
Files
Links
Format
  • Part of a sustainability or corporate (social) responsibility report
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
Women's Empowerment
  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the community

  • Designing community stakeholder engagements that are free of gender discrimination/stereotyping and sensitive to gender issues

  • Community initiatives specifically targeted at the empowerment of women and girls

  • Other established or emerging best practices

    ASFINAG participates annually on the Austria-wide day of action "Girl`s and Daughters Day" to explain young girls the world of our technical professions in the sectors of construction, information technology, telematics and road maintenance in detail.

  • Gender impact assessments or consideration of gender-related impacts as part of its social and/or human rights impact assessments

  • Ensuring female beneficiaries of community programmes

  • Strategies to ensure that community investment projects and programmes (including economic, social and environmental) positively impact women and girls

  • Strategies to ensure that community investment projects and programmes (including economic, social and environmental) include the full participation of women and girls

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the workplace

  • Achieving and maintaining gender equality in senior management and board positions

  • Achieving and maintaining gender equality in middle management positions

  • Equal pay for work of equal value

  • Flexible work options

  • Support for pregnant women and those returning from maternity leave

  • Recruitment and retention, including training and development, of female employees

  • Education and training opportunities for women workers

  • Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers

  • Other established or emerging best practices

    Absolute equal opportunities. "Target Group Management" (Diversity, maternity lleave, health). Women are strengthened for positions in top management. Training series for women leaders. Flexitime framework and parental leave. Maternity-Leave -Management.

  • Access to child and dependent care

  • Gender-specific health and safety issues

  • Gender-based violence and harassment

  • Mentoring and sponsorship opportunities for women workers

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • The COP contains or refers to sex-disaggregated data

  • Achieving and maintaining gender equality in senior management and board positions

  • Achieving and maintaining gender equality in middle management positions

  • Other established or emerging best practices

    In ASFINAG there is no "gender budgeting". As part of the quarterly reports, the following metrics are collected and monitored: the proportion of women in the company and the proportion of women executives in the company.

  • Equal pay for work of equal value

  • Flexible work options

  • Access to child and dependent care

  • Support for pregnant women and those returning from maternity leave

  • Recruitment and retention, including training and development, of female employees

  • Gender-specific health and safety issues

  • Gender-based violence and harassment

  • Education and training opportunities for women workers

  • Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers

  • Mentoring and sponsorship opportunities for women workers

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the marketplace

  • Supplier diversity programme

  • Gender-sensitive marketing

  • Gender-sensitive product and service development

  • Other established or emerging best practices

    In ASFINAG always both sexes are addressed in tenders and advertisements. There are equal opportunities to both sexes.

  • Composition of supplier base by sex

  • Support for women business owners and women entrepreneurs

  • Supplier monitoring and engagement on women's empowerment and gender equality including promotion of the Women's Empowerment Principles to suppliers

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff