Austrian Research and Technology Report 2020

applications
Granted patents
Patents submitted but not yet 
registered
National
0
6
0
EPC and EU
2
1
20
PCT
4
0
7
Non-EU countries
3
8
17
Share of co-publications with industry partners among all publications: 45%
Source: SAL.
 
Indicator 7: Gender and promotion of equality
Women
Men
Share of women
Management level 1 (general management)
0
1
0%
Management level 2
3
4
42.8%
Management level 3
3
13
23.5%
Glass ceiling index based on the management levels
1
1.18
1 Calculated as the share of women among all employees/share of women in all management positions at all three management levels. An ex-
planation of the index can be found in the “Definitions” box at the end of the chapter.
Source: SAL.

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2. Key Players in Research Funding and in Non-university Research 
119
Gender equality plans and measures
The central goals of the gender equality policy are to achieve a balanced ratio of women to men in the 
research teams and enterprise functions as well as integration of gender equality and gender analysis in 
the research content. One challenge in improving the share of women within Silicon Austria Labs (SAL) lies 
in the limited number of female graduates from national and international technical universities. Measures 
are being undertaken to address young people and in particular women in order to ensure a satisfactory 
number of female applicants in the future. These include activities like visits from pupils who are at the 
vocational and general secondary education level to position Silicon Austria Labs (SAL) as an attractive 
employer. Existing department heads and researchers present their careers at such events to serve as 
examples for young women interested in careers in research. In the recruiting process and selection pro-
cess for new employees, all texts and conversations are formulated in a gender-neutral fashion.
Women are underrepresented in the technical-scientific area of Silicon Austria Labs (SAL). Because SAL 
strives to obtain female candidates in particular and also gives them preference in cases of equivalent 
qualifications, the share of women is now higher than typical in the technical-scientific sector of the labour 
market. SAL has an internal Gender Equality Officer, who is responsible for consistently evaluating and 
developing gender mainstreaming measures. Another gender mainstreaming activity aims to achieve the 
best possible work and family balance for employees. Flexible rules concerning working hours, the option 
to work from home and mutually agreed-upon part-time work are measures that serve this end.