Works councils face a multitude of issues and challenges that the body must address strategically (and legally) in its daily operations as a team. To effectively fulfill the legal obligations of the Works Constitution Act, in addition to an analysis of past works council activities, a clear roadmap for the body’s future work is essential. The strategy retreat pursuant to Section 37 (6) of the Works Constitution Act serves this purpose.

To enable even more efficient work within the works council, we will jointly define the upcoming tasks based on key questions, structure them, and assign responsibilities:

■ What role do we want to play as a works council?
■ What are the strengths and potential within our works council? How can we utilize and develop them?
■ How can we work together effectively as a team?
■ What conclusions can we draw from past successes and failures?
■ What are our topics and tasks in the coming months and years, how will we address them, and how should their legal enforceability be assessed – e.g., with regard to Section 87 (1) of the German Works Constitution Act (BetrVG)?

Ultimately, we aim to develop a shared and consistent understanding of the current company and operational situation, establish ground rules for collaboration, and set the course for works council activities through concrete action plans and appropriate project organization.

Since tight deadlines, change processes, and the high demands of the modern workplace repeatedly put goal-oriented collaboration within the committee to the test, we also offer so-called team retreats as a supplement to the strategy retreat. This is because, especially for employee participation, successful internal collaboration depends on a strong sense of teamwork and a clear understanding of goals and roles.

Professional conduct requires that both the works council and the employer are aware of their differing interests and respect each other’s perspectives. Striving for the best solution on a factual level is practically essential in negotiations. However, playing out conflicts on a personal level is often a diversionary tactic that must be recognized as such. As experts pursuant to Section 80 (3) of the German Works Constitution Act (BetrVG), we help works councils withstand pressure from the employer and seize the opportunity for professional collaboration on equal footing.

[The sentence is incomplete in the original German text.] Preparation Workshop (0.5–1 day)

■ Overview of the framework
■ Relationship between the works council and the employer using concrete examples
■ Current works council structure and existing agreements
■ Assessment of communication, conflict management, and resilience
■ Focus on “Conflict Management” (2–3 days)
■ Rights and obligations of the works council in negotiation processes
■ Communication patterns and strategies for conflict resolution
■ Identification and development of goals, strategies, and measures
■ Creation of effective processes tailored to the current situatio

In a globalized world, managing diversity plays an increasingly important role. Does your company already cultivate a culture of appreciation where all colleagues feel comfortable with their identities, cultures, skills, and lifestyles, and where innovation benefits from the diversity of thinking styles and experience?

For a long time, works councils and management viewed diversity management as a purely management, recruiting, or PR tool. Both sides have thus far overlooked the opportunity to create healthy and productive working conditions in a collaborative social partnership by consciously valuing diversity within the company and recognizing its potential and benefits for everyone.

To proactively advocate for a diverse company and, together with the representatives for severely disabled employees, also for inclusion, answers should be found to the following three key questions:

■ What goals should the works council pursue and how can they be achieved?
■ How can we effectively engage management and involve the workforce?
■ What measures can promote the appreciation of diversity in your company?

Specifically, we offer the following:

Work Package 1 / Introductory Workshop (full day)
■ Benefits of diversity management: data, facts, legal framework
■ Examples of best practices and possible measures
■ Diversity management as an ideally collaborative project
■ Presentation of the implementation process, initial assessment
■ Communication strategies as a proactive works council

Work Package 2 / Discussions and Assessment
■ Development of a diversity strategy for the works council and support during discussions
■ Preparation, implementation, and evaluation of the assessment
■ Definition of the project structure

Work Package 3 / Diversity Workshops
■ Development of diversity measures and awareness raising
■ Implementation support and measurement of success
■ Innovative methods for cultural change

■ Projects and training on collaborative behavior in the workplace

A discrimination-free, respectful, and supportive work environment is a central concern for trade unions and works councils. The General Equal Treatment Act (AGG) obligates employers to effectively protect employees from discrimination, bullying, and harassment and to embed corresponding preventive measures within their organizational structures. Employees also have a legal right to expect employers to fulfill these obligations.

The AGG aims to prevent or eliminate discrimination based on ethnic origin, gender, religion or belief, disability, age, or sexual identity. [antidiskri…sstelle.de] [gesetze-im…nternet.de]

Trade unions and works councils play a crucial role in this: Trade unions safeguard collective interests and strengthen the bargaining power of employees; works councils concretely enshrine these protective rights within the company and monitor compliance.

Trade unions and works councils play a crucial role in this: Trade unions safeguard collective interests and strengthen the bargaining power of employees; works councils concretely embed these protective rights within the company and monitor their observance.

The AGG aims to prevent or eliminate discrimination based on ethnic origin, gender, religion or belief, disability, age, or sexual identity. – Our Support for Trade Unions and Works Councils

1. Training for Employee Representatives – Legally Sound and Practical
We offer targeted training for works councils and trade union representatives, tailored to the different tasks of both bodies:

Understanding and enforcing legal rights under the General Equal Treatment Act (AGG), especially in conjunction with participation rights under the Works Constitution Act (BetrVG) and trade union responsibilities. [gesetze-im…nternet.de]

■ Recognizing, legally classifying, and taking action against bullying, harassment, and discrimination
■ Strengthening internal structures: complaints offices, intervention channels, and dealing with victims
■ Strategic training for trade union organizing processes and works council intervention options

This enables us to create effective employee representatives who actively shape the legal protections for employees.

2. Joint Development of Company Regulations
Trade unions and works councils are strong together when it comes to developing binding standards for respectful interaction in the workplace.

We support the development of:
■ Company and service agreements on discrimination and bullying prevention
■ Regulations pursuant to Section 12 of the German General Equal Treatment Act (AGG) regarding preventive and organizational protective measures [dejure.org]
■ Transparent procedures for complaints, including protection for those affected
■ Binding intervention chains for supervisors and HR
■ Protective measures for particularly vulnerable employee groups

Our approach: Trade unions contribute the strategic perspective, and works councils ensure binding implementation within the company.

3. Prevention as a Shared Responsibility in the Workplace
The General Equal Treatment Act (AGG) obligates employers to implement preventive and organizational measures – trade unions and works councils can actively demand, help shape, and monitor these measures. [antidiskri…sstelle.de]

We provide support for, among other things:
■ Introducing mandatory awareness training for managers and employees
■ Developing company-wide guiding principles on respect, equal treatment, and collaborative behavior
■ Establishing or further developing company-wide advisory and reporting systems
■ Monitoring measures: implementation, effectiveness, and further development

4. Tailor-Made Training Programs for Both Levels
We develop combined training programs that take into account the different roles and strengths of trade unions and works councils – but work towards a common strategy.

Examples:
■ Works council training on options for action, participation rights, and conflict resolution
■ Union-led multiplier programs to strengthen collective support
■ Joint workshops on anti-discrimination, bullying prevention, and organizational culture development
■ Long-term qualification programs for union and works council representatives
■ Why unions and works councils are so effective together: Unions ensure the collective enforcement of rights, create safe spaces, and organize employees.
■ Works councils ensure concrete implementation within the company and monitor employers’ obligations in day-to-day operations.
■ Together, they can ensure that the legal entitlement under the General Equal Treatment Act (AGG) is not just on paper, but is actually practiced in the workplace.

■ Leadership Skills
■ Strategic Thinking
■ Communication
■ Work Organization
■ Team Management
■ Self-Management

What’s it about?
Your role as a works council chairperson presents several challenges, and you want to further develop your leadership skills? Is management interested in strong employee representation and supporting your development? With coaching specifically tailored to your needs, we strengthen your role as a leader in employee representation.

Our Approach
Our structured approach is based on the proven COACH model developed by Dr. Christopher Rauen:
■ Come Together: Individual Assessment
■ Orientation: Analysis of strengths, weaknesses, and potential
■ Analysis: Definition of professional and personal goals
■ Change: Development and implementation of effective strategies
■ Harbour: Ensuring sustainable results in everyday practice

Your Added Value

1. Personal Development
■ Recognize and utilize your strengths and weaknesses.
■ Set clear development goals and achieve them.

2. Successful Communication
■ Improve your communication skills and optimize interpersonal interactions.

3. Efficiency in Work Organization
■ Enhance your self-management, team management, and time management.

4. Leadership Skills and Strategic Thinking
■ Develop a clear understanding of leadership and strategic thinking.
■ Strengthen your team management and decision-making abilities.