People and Research

Top-level research lives on interesting, forward-looking problems, well-educated personnel and staff-oriented working conditions. Scientific creativity requires an offset outside of the of the office and laboratory, and a balance between profession, family, personal hobbies and continuing professional development (CPS) is therefore a substantial success factor even for highly qualified academics. This applies to people both with and without care obligations. It is certainly in the company‘s own interest to attract more women with technical-natural sciences expertise and to offer them career opportunities. Experience has shown that an increase in diversity in terms of personnel, coupled with good management, leads to more creativity, innovation and an improvement in the working atmosphere.
In order to integrate the topic of reconcilability in the company and define measures for its development, BIOENERGY 2020+ participated in the "job and family" (berufundfamilie) audit initiated by the Austrian Federal Ministry for Families and Youth (Bundesministerium für Wirtschaft, Familie und Jugend). Following the initial certificate awarded in 2008, the centre was certified with the quality mark again for a further three years in November 2011.
The staff-oriented corporate culture was implemented with the greatest possible  exibility: the freedom of the individual is as important as self-responsibility in professional work. Together with the staff, individually agreed part-time and home-office concepts are developed. Staff discussions are supplemented by return-to-work talks before and after a leave of absence and when planning parental part-time working. The process, from pregnancy until return to work, is openly discussed and planned. The same applies to paternity leave and parental part-time employment.
BIOENERGY 2020+ also continues to work on improving the corporate working atmosphere. In 2016 the company has carried out an extensive FEMtech career project, during the course of which the recruitment procedure, career opportunities, working conditions and the work atmosphere were evaluated and further developed. The newly installed work council monitors the project and the resulting measures, as does the centre‘s equality officer. In addition, there are initiatives for promoting healthy working practices and measures for both self-management and time-management with the aim of avoiding stressful situations, increasing the well-being of our staff and thereby also positively influencing the efficiency and quality of our research and development work.

Dr. Walter Haslinger, technical-scientific CEO exemplifies the corporate philosophy. Before becoming CEO he was head of the Wieselburg office for many years. During his time there the father of two also took advantage of the opportunities for parental part-time work and paternal leave. Following his return from paternal leave he became the centre‘s CEO.

Stefan Retschitzegger

Manuel Schwabl

Monika Enigl