European Commission

This project has received funding from the European Union's H2020 research and innovation programme under grant agreement No 824544

This website reflects only the author's view and that the European Commission is not responsible for any use that may be made of the information it contains.

Establishment of Rectorate Staff Unit for Gender and Diversity Management

Submitted by: Ramona Liedtke, Rectorate Staff Unit Integration Team - Human Resources, Gender and Diversity Management (IGaD)

- ongoing

Establishment of Rectorate Staff Unit for Gender and Diversity Management

The staff unit named Integration Team - Human Resources, Gender and Diversity Management (IGaD) was established by the rector in 2007. 

IGaD aims to raise awareness at all levels of the university for an appreciative interaction and to provide impulses for the active promotion of equality, equal opportunities and diversity. It makes an indispensable contribution to a sustainable change in the university culture, in which the diversity of people is taken into account and understood as potential and opportunity. 

Thus, IGaD works in close cooperation with all actors involved in gender- and diversity-relevant processes at the university. The team of about ten persons supports and advises all of the university’s institutes and departments in the integration of gender and diversity perspectives, which accompanies the development and implementation of corresponding measures. These measures are, among others,  the TANDEM mentoring programmes, gender and diversity consulting for research proposals and projects, gender & diversity sensitisation and awareness-raising offers for university faculties, institutions and central administration, the support of inclusion & accessibility at the university, the Action Plan Inclusion. 

Since 2019, IGaD’s work focuses especially on shaping internal communication on gender and diversity issues and on working on the university's strategies in the area of equal opportunities, diversity and inclusion and accessibility. 
 

COMPASS PERSPECTIVE – in what way(s) was the measure C O M P A S S?

P - because it focusses on practical measures and inspires action within the entire university.

A - because it is accountable, i.e. far and just and free of bias, as it is the rectorate’s and by extension, the staff unit’s responsibility is to facilitate equal opportunities for everyone.

S - because the staff unit’s work and measures are Specific, Measurable, Achievable, Relevant and Time-bound.

S - because the establishment of the staff unit is sustainable, it is systemic and structurally integrated into the university’s organisation, and it has a fixed budget allocated.

ACTORS AND STAKEHOLDERS

  • The rector and his/her rectorate
  • The team of the Rectorate Staff Unit Integration Team – Human Resources, Gender and Diversity Management (IGaD)
  • Any unit or person in research, teaching or administration within the university seeking advice or support in implementing gender and diversity measures in order to raise gender equality

AUTHOR’S REFLECTIONS

What would you do the same/differently another time?
What have you learnt? Do you see relevance for this in other contexts?

Establishing or anchoring gender equality and gender management in the central structure of an organisation, here the university, stresses the importance of the quest to the top management and thus facilitates its overall implementation.
Networking is very important in order to promote the staff unit’s offers to all staff. We feel that still not everyone knows about IGaD and are working on our awareness.