In performing their tasks, higher education institutions take into account the diversity of their members and staff and prevent or eliminate discrimination on racial grounds or on the basis of ethnic origin, gender, religion or belief, disability, age or sexual identity (Section 2 (3) University Act (Hochschulgesetz, HochSchG)). The task of higher education institutions is, according to the Rhineland-Palatinate University Act, to promote gender equality and to eliminate and avoid direct and indirect discrimination on the basis of gender. The principle of equal remuneration for all genders for equal or equivalent work must be ensured. The higher education institutions have the task of actively promoting an increase in the proportion of women at all levels and in all areas in which women are underrepresented (Sections 4 (1) and 2 (3) HochSchG).

In all phases of preparing, planning, deciding, and implementing a measure, possible gender-specific effects must be examined (gender mainstreaming) (Section 4 (2) HochSchG). The principle of gender parity applies to the appointment of committee members (Section 37 (3) and (4) HochSchG) and for elections to the university senate and faculty council (Section 37 (5) HochSchG). In addition, appointment procedures must be gender-equitable; the Equality Commissioner of the faculty / higher education institution(s) must be involved in the entire appointment procedure from the outset (Sections 50 (2) and 4 (2) HochSchG).

Any appointment proposal for a professorship must include a statement from the Equality Commissioner (Section 50 (5) HochSchG).

The duties of the Senate include appointing an Equality Commissioner (Section 4 (4) to (7) HochSchG) and adopting an Equality Plan (in accordance with Section 14 of the Equal Opportunities Act of Rhineland-Palatinate (Landesgleichstellungsgesetz, LGG)), which is to be drawn up anew by the Executive University Board every six years and is valid for a period of six years (Section 4 (10) HochSchG). The equality plan includes measures against sexual harassment (Section 4 (10) HochSchG). The faculty council should also appoint an Equality Commissioner for a period of three years (Section 4 (8) HochSchG), whose duties and involvement correspond to those of the Equality Commissioner of the faculty council at faculty level (Section 4 (5) HochSchG).

In parts, the Equal Opportunities Act of Rhineland-Palatinate (LGG) must be taken into account.

With its Framework for Gender Equality (PDF, DE), Johannes Gutenberg University Mainz aims to create a non-discriminatory and equal opportunity environment for all members of the university. The plan serves as a strategic guideline to reduce structural disadvantages and promote gender equality in all areas of the university.

Central measures include the promotion of women in top academic positions, the gender-equitable design of appointment procedures, and the implementation of gender mainstreaming in university decision-making processes. The senate and faculty Equality Commissioners play an active role in this and are involved in committees and appointment committees.

The framework plan is regularly updated and supplemented by specific equality plans of the faculties in order to ensure a sustainable and effective equality policy at JGU.

Johannes Gutenberg University Mainz receives funding as part of the Professorinnenprogramm des Bundes und der Länder, the federal and state government’s program for female professors. This program supports higher education institutions in sustainably promoting gender equality in academia – in particular through more female professors, the targeted promotion of early-career researchers, and structural improvements.

JGU’s Gender Equality Concept includes

• career support for female scientists through programs such as ProWeWin, Christine de Pizan Mentoring and MeMentUM,
• more women in top positions, for example through targeted appointment measures, and
• supporting female students in underrepresented subjects, especially in the STEM fields.

With these measures, JGU promotes gender equality in academic careers.

Johannes Gutenberg University Mainz actively promotes a respectful and safe environment for all university members. Sexual harassment, sexualized violence and discrimination are not tolerated at JGU. In order to live up to this claim, on April 29, 2022, the Senate adopted the updated Guidelines for Protection against Sexual Harassment and Sexualized Violence (PDF, EN) which replace the previous version from 2013.

This policy applies to all members of the university – students, employees, and teaching staff – and obliges the institution to take preventative measures above and beyond the legal requirements and to provide effective support for those affected. This includes clear complaint channels, confidential contact points, and targeted training courses.

With the guidelines, JGU commits to an active culture of protection that upholds the dignity and integrity of each individual.

With its Diversity Strategy (PDF, EN), Johannes Gutenberg University Mainz aims to create an inclusive and equitable environment for all of its members – regardless of origin, age, gender, religion, social background, sexual identity, or current situation in life.

Developed in a broad participatory process, the strategy forms the basis for sustainable diversity management and the promotion of a respectful, open university culture. Diversity is seen as an asset: It enriches teaching, research, and campus life and, at the same time, requires an active, structural commitment at all levels of the university.

You can also find all the basic principles and guidelines in our download center.

In accordance with Section 4 (8) of the University Act (HochSchG), the faculty council shall appoint an Equality Commissioner for a period of three years and, in the event of their absence, a deputy with the same duties, rights and obligations. The higher education institution shall make the Equality Commissioners of the faculties and their deputies known to its members and affiliates in an appropriate manner.

In a broader sense, their field of action includes all tasks of the faculty as listed in Section 86 (2) HochSchG with regard to:

• the implementation of the principle of equality between women and men;
• the design of appointment procedures in terms of gender equality. The Equality Commissioner of the faculty must be involved in the entire appointment procedure from the outset; this applies accordingly to the Equality Commissioner of the Mainz School of Music and the Mainz Academy of Fine Arts;
• furthermore, they are entitled to participate in oral examinations if requested to do so by a student (Section 26 (3) no. 5 HochSchG).

In order to perform the above tasks and in accordance with Section 4 (8) HochSchG, the Equality Commissioners of the faculties must be released from their official duties to the extent necessary and provided with the necessary resources to perform their tasks. The Equality Commissioners of the faculties are bound to keep information confidential and protect data in all matters that require confidential treatment due to their importance or content. In particular, they must protect documents containing personal data that they have received from unauthorized disclosure and may not process personal data without the prior consent of the person concerned (Section 4 (7) HochSchG).

In addition, Section 4 (3) HochSchG applies to the Equality Commissioners of the faculties: If an Equality Commissioner who is released from their duties transfers tasks to a deputy for independent completion, the deputy shall be released from their duties to the extent corresponding to the transferred tasks instead of the Equality Commissioner.

At Johannes Gutenberg University Mainz (JGU), the Equality Commissioners are integral members of the search committees from beginning to end. They take part in all phases – from the creation of the professorship to the final decision in the faculty council – in an advisory capacity and can submit their own opinions at any time, which become effective in the University Senate, the Executive University Board, and the Ministry.

Their central task is to ensure a gender-equal procedure: They make sure that structural disadvantages are reduced, that women are given preferential consideration if they have the same qualifications, as long as there is no parity, and that professional working lives, including family-related time off, are appropriately recognized.

Their participation is legally prescribed according to Sections 50 (2) and § 4 (2) HochSchG and is supplemented by the JGU guidelines.

In this way, they make a significant contribution to transparency, fairness, and institutional equality – crucial for equal opportunity appointment cultures and the strengthening of young researchers at JGU.

Hier finden Sie eine Übersicht aller Gleichstellungsbeauftragten der Fachbereiche als PDF.

In accordance with Section 4 (4) HochSchG, the Senate appoints a Committee on Gender Equality, which proposes an Equality Commissioner for a period of three years and, in the event that they are unable to fulfill their duties, a deputy with the same duties, rights, and obligations; one of these should be a university employee as defined by Section 46, and the other, a female member of the higher education institution.

The Equality Commissioner has the right to participate in all social, organizational, and personnel measures concerning the equality of women and men, the compatibility of student life or job responsibilities with family life, and the protection of members of the higher education institution against harassment and sexual harassment in the workspace or program of study, and can propose measures in these areas to the Executive University Board (Section 4 (5) HochSchG).

• Supporting the Executive University Board and other bodies of the higher education institution and the committees formed by them in performing tasks in accordance with Section 4 (1) to (3)HochSchG.
• Submitting a regular report of their own activities to the Executive University Board and the Senate (Section 4 (5) HochSchG).
• Participating in all social, organizational, and personnel measures concerning the equality of women and men, the compatibility of student life or job responsibilities with family life, and the protection of members of the higher education institution against harassment and sexual harassment in the workspace or program of study (Section 4 (5) HochSchG).
• Participating in oral examinations if requested to do so by a student (Section 26 (3) no. 5 HochSchG).

In order to carry out these tasks, the Commissioner must be informed comprehensively and in good time of all measures in which they can participate, they can submit statements, participate in an advisory capacity in the meetings of all bodies, and submit proposals; their statements must be attached to the documents (Section 4 (5) HochSchG).

The Equality Commissioners are bound to keep information confidential and protect data in all matters that require confidential treatment due to their importance or content. In particular, they must protect documents containing personal data that they have received from unauthorized disclosure and may not process personal data without the prior consent of the person concerned (Section 4 (7) HochSchG).

The Committee on Gender Equality is a body that promotes gender equality at the university. It has existed since the summer semester of 1986. According to the University Act, the tasks of this committee include:

• the preparation of a proposal for the University Senate for the appointment of the Equality Commissioner and their deputies (for a period of three years) (Section 4 (4) HochSchG);
• supporting the Equality Commissioner in the performance of their duties (Section 4 (6) HochSchG).

The chairperson for the Senate Committee for Gender Equality is the Senate Equality Commissioner. The committee itself is made up of three deputies from each of the following groups: Students, employees from the fields of medicine, technology, and the administration, academic staff members, and professors. The President and the staff council are consulted in an advisory capacity.

Chairperson: Univ.-Prof. Dr. Sylvia Thiele, Equality Commissioner of the Senate
Management: Daniela Fahrnbach, Equality Officer

The State Conference (LaKoF) is an association of Equality Commissioners and other parties involved in the field of equal opportunities from the universities and higher education institutions in Rhineland-Palatinate.

The Federal Conference (bukof) is the voice for gender policy in academic and higher education policy discourse. The bukof brings together all those who shape the structure and culture of higher education institutions in Germany in a gender-equitable way. Bukof is a non-profit organization. Its members are the higher education institutions, represented by gender equality spokespersons, employees, and office holders in the field of equal opportunities at higher education institutions and employees in the offices of the state conferences.

Bukof offers a common platform for all those involved in gender equality at higher education institutions. It serves the mutual exchange of information and experience on higher education and gender equality policy issues at the state, federal, and higher education institution level. In addition to networking and exchange, bukof advises academic policy and science administration at a federal level.

Gender-neutral language is part of a thought-through and diverse language practice. Section 4 (2) of the University Act (HochSchG) stipulates that higher education institutions must take into account “the principles of gender neutral official and legal language, particularly in their statutes and official correspondence” (“insbesondere in ihren Satzungen und im dienstlichen Schriftverkehr die Grundsätze der geschlechtsgerechten Amts- und Rechtssprache”).

Language can discriminate in many ways. JGU is committed to thought-through, respectful, and diverse language practices.

In 2020/2021, JGU published a guideline (PDF, DE), developed and discussed in the university’s senate, which addresses various aspects of non-discriminatory language and provides practical examples and different levels of application. With this guideline, JGU encourages its members to reflect on their language practices and provide impetus and practical tips for implementing lower-discrimination language. In addition to addressing the topic of gender-sensitive communication, it provides impulses with regard to a language practice that also address aspects of linguistic discrimination risks such as age, class, status, disability, skin color, or origin, which have so far only been marginally considered.