SWOPS invited to EIGE expert meeting in Vilnius, Estonia

The European Institute for Gender Equality (EIGE) is organizing a meeting in Vilnius on the theme of “gender segregation in education, training and the labor market” on the occasion of the imminent adoption of the presidency of the Council by Estonia.


Approximately 25 experts are expected to share their experiences and develop proposals for further measures to eliminate gender inequality. The SWOPS team is invited to contribute results and experience from the consultation of 15 SMEs to the meeting.


We are very pleased with the invitation, especially as the EIGE Institute is selecting projects that have potential for sustainability.

SWOPS team logo

The SWOPS project team says goodbye with this newsletter

After two productive years of project work with our partners from Sweden, France, Austria and Germany we say goodbye with this newsletter and thank you for your support and followup of the EU project StucturalChangeOrientedPersonelStrategy – SWOPS.

The goal of SWOPS was to develop concrete recommendations for senior management and HR managers of small and medium enterprises (SMEs) to improve equality of opportunity in career development. We have shown that a sound technical advice from the outside can already make a big difference in order to achieve greater satisfaction among employees.

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Consultancy report Becskei in Austria

The Austrian company Becskei is a Styrian orthopedic and medical supply store with 62 years of company history. The original little shoemaker shop evolved into a company with three locations after Peter Becskei senior had decided after the war to align the company to meet the needs of the population and their numerous injured feet.

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SWOPS Good Practices

Review on the SWOPS Final Event

On 18 May 2016, the international project partners of SWOPS from France, Sweden, Austria and Germany came together at the SRH Hochschule in Berlin to present, evaluate and discuss the experiences and results.

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Equal opportunities in HR development – but how?

On May 18, we were able to set a major milestone with the swops Graduation Event. All project partners and guests from Sweden, Austria, France and Germany found themselves in the SRH University Berlin together, the results presented and discussed passionately about the European status quo and the future of equal opportunity in business.

To continue the discussion, Dr. Thomas Rau, CEO at RKW Berlin Brandenburg, discusses below how equal opportunities can be generated through HR development according to his knowledge and experience as the SWOPS project coordinator in Germany. Read More


“Is it beneficial, if we are all as equal as possible …?” – How SWOPS renews recruiting processes in Austria

First results were now also contributed by the Austrian partners of the BPW Club Berlin, project coordinator of the EU-funded project SWOPS which is currently underway with a consulting tool for structural change oriented personnel strategy. This is even more exciting since the Austrians have entered SWOPS at a later stage than our partner organizations from Germany, France and Sweden.

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“We are doing already pretty much for women in our company ” – SWOPS shows that reality also in France is sometimes another.

The acquisition of small and medium enterprises (SMEs) through SWOPS showed that French employers rely on the government-mandated action plans for more equality in the workplace, but occasionally leave the implementation overlooked.

Our project partners from France have conducted interviews with seven selected local SMEs and carried out wide-ranging research in their area. The original objective of being able to also perform consulting services for the optimization of the company’s human resources management in the French SME, proved to be only partially applicable. The reason: Since 2012 France has a law on equal opportunities in employment between women and men. This law requires companies with more than 50 employees to sign collective wage agreements, or – where this is not possible – to develop so-called “action plans”. From a catalog of eight possible areas of action, the companies have to adopt three emphases: recruitment, education, training, promotion of the careers, re-entry, optimization of working conditions, equal pay and work-life balance.

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