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Leaders play a particularly important role in handling diversity and the risk of discrimination. For example, they have a duty of care when it comes to preventing or intervening in cases of discrimination or sexual harassment; they are role models and define organizational cultures. Leaders can create access, break down barriers and risks of discrimination, and leverage potential.
(Unconscious) preconceptions and stereotypes influence our perception, decision-making, and actions – for better or for worse. They can also lead to errors in judgment and discrimination. An awareness of one’s own (unconscious) preconceptions can help minimize their negative effects. There are a whole range of fields of action in which bias sensitivity plays an important role at JGU, including
- the recruitment and selection of staff
- communication and public outreach
- teaching, supervision, and support for early-career researchers
- the planning of events, meetings, and conferences
- team and work group interactions
- international cooperation
- …
JGU has identified the further development and expansion of its programs for raising awareness of unconscious biases as an important measure within the framework of its diversity strategy.
This learning tool provides an initial introduction to the topic:
Increasing equal opportunities in science and promoting diversity is a declared goal of Johannes Gutenberg University Mainz. With its Gender & Diversity Consulting service, JGU aims to offer research alliances tailored consulting and support in developing and implementing measures for promoting gender equality and the compatibility of science and family within the framework of projects.
The German Research Foundation (DFG ) requires appropriate consideration of gender equality aspects in all research alliances and projects it funds. These now play a significant role in the evaluation of grant applications (SFB, TRR, GRK, FOR). Funding for gender equality measures can (and should) be applied for, up to an annual amount of 15,000 euros for GRK and FOR and 30,000 euros for SFB. The European Union and other external funding providers also attach great importance to the promotion of gender equality in science.
JGU’s Gender & Diversity Consulting services advise and support all new and existing research alliances individually during the application process (from the draft proposal to the establishment proposal to the follow-up application), the review process, and in the development and implementation of a tailored equal opportunities concept and alliance-specific measures for promoting gender equality and compatibility during the project period.
- Support with (annual) needs analyses and the development of goals
- Support in the conception and implementation of structural and individual measures; offers and training on the topics of equal opportunities, compatibility, the promotion of female early-career researchers, and raising awareness
- Consulting on the coordination and management of alliance-specific gender equality activities
- Advising and coaching for early-career researchers
- Networking opportunities with other research alliances and the university
- Support in creating reports
- Support in coordinating gender equality issues with the DFG
- Interface to the university’s equal opportunities network and institutions
Please bear in mind that advising you on your research project requires a certain lead time. Hearing from you at an early stage will help us provide you with the best possible support. Gender & Diversity Consulting works closely with other JGU departments and involves them on a case-by-case basis, including, for example, the JGU’s Family Services Center, the Department of Research and Technology Transfer, Ada Lovelace Talent Management, ProWeWin, and many more.
We look forward to meeting you!
Diversity-oriented teaching sees diversity not only as a challenge, but above all as an opportunity and an asset – both for the overall organization and for individual courses. Actively incorporating the different background and life experiences students have contributes to an inclusive and participatory learning environment that offers everyone optimal opportunities for development.
In order to create a space for such possibilities, diversity-oriented teaching is aware of prejudices, sensitive to discrimination, and reflects on existing power imbalances and inequalities. Beyond the immediate university context, it prepares students for life in (professional) contexts in which diversity is a societal reality.
Johannes Gutenberg University Mainz (JGU) has signed the HRK’s declaration of commitment “Towards more gender equality in appointments” and will take this as an opportunity to further develop its appointment processes at JGU in a gender- and diversity-sensitive manner.
As part of the “Gender- and Diversity-Sensitive Appointment Procedures” project, we support those in corresponding positions of responsibility by advising, developing concepts, and supporting appointment committees – tailored to the challenges inherent to the specific subject in question and through the entire process.
Are you a member of an appointment committee and interested in helping to shape this process of change? Please feel free to contact us.
