Gender Policy in the Department of Chemistry

During the years from 2012 to 2017, many projects were carried out successfully according to the objective agreement that had been established with the university administration. Examples are the installment of a nursery with professional child care as well as assistance for women when coming back to work after maternity leave.

For the next five years, the Diversity Board has planned to carry out numerous new projects aiming on emphasizing the equality of all faculty members according to the diversity dimensions. In the following, you can find more detailed information on the planned projects.

Diversity dimension 1: Equality of women and men in all qualification levels

In the department of chemistry, up until the postdoc level a 50/50 distribution of men and women is found. But starting from the group leader/assistant professor level, almost no women can be found. During the last objective agreement, improvements were planned already and will be further extended. Workshops are planned that are specifically targeting women in science with their needs and interests.

Additionally, financial aid is planned for study or research related qualification measures and research travels. PostDocs and group leaders will be supported by co financing in cooperation with the faculty when coming back after maternity leave or parental leave.

Furthermore, projects are planned to show women alternative career paths in self-employment and foundation of an enterprise, measures to increase the number of female students (for example "Herbstuniversität", "Schnupperstudium" or Girls' day). The work of excellent and successful female researchers will be appreciated by awards. These and more measures in the fields of talent and science management will be conducted by the Diversity Board.

Diversity dimension 2: Enhancement of family friendly study and work conditions for women and men

The offers in the faculty nursery that were established throughout the last five years will be continued and extended. It is planned to inform parents more about the childcare possibilities in the nursery, develop a financing concept and offer more flexible childcare options, e.g. emergency childcare.

Additionally, support will be offered to employees whose working hours are influenced by e.g. long time experiments (e.g. by a shopping service), so that family and job can be combined more easily.

Students with family also will get support on their way through their studies. It is planned to develop an interactive lab course for pregnant students that cannot take part in lab courses. Furthermore, the childcare in the nursery can also be used by students.

Diversity dimension 3: Internationality

In the context with internationalization, different projects are planned to enable and improve work and study at the faculty for foreign students and employees.

Apart from an intensive couseling offer, translations will be done to provide all relevant information in english. Additionally, tutoring and mentoring programmes are planned to give international faculty members contact persons for questions and problems in analogy to the successful mentoring program "Buddies for refugees" of the Junge Akademie. This project will be more in the focus at the faculty to enable refugees to take part in lectures. A student advisory service will be developed to help them to be accepted to the study programmes.

Another concern is the extension of international networks.

Diversity dimension 4: Accessibility for disabled people/chronical diseases

Students and employees with disabilities or chronical diseases often have to deal with problems at the Department of Chemistry, for which they need help from outside. This help should be available rapidly, therefore ad hoc measures will be planned. Additionally, tutoring and mentoring projects as well as financial and ideational aid and projects and workshops for competence development will be planned.

For students, who cannot visit lectures regularly, elearning offers will be made, while for employees flexible working hours will be enabled.

Diversity dimension 5: Age and intergenerational learning

The intergenerational exchange between experienced and new employees of the faculty will be tackled by groupmeetings as scheduled in the previous objective agreement.

Furthermore, workshops are planned.

Diversity dimension 6: Inclusion of socially disadvantaged people and students from working-class families

For socially disadvantaged students it is often a hard way to university. The existing obstacles will be reduced by coaching offers. Additionally, a stipend is planned for talented students without sufficient funds.

 

Diversity dimension 7: Religion and ideology

To avoid exclusion of people because of their religion and to increase the mutual interest of members of different religions, meetings for exchange as well as workshops are planned.

Additionally, for Muslim members of the faculty a prayer room is available. This room as well as the offers of KHG and EHG will be promoted.