{"id":15592,"date":"2023-10-20T15:57:14","date_gmt":"2023-10-20T13:57:14","guid":{"rendered":"https:\/\/cms.zdv.uni-mainz.de\/gleichstellung-und-diversitaet\/gender-and-diversity-sensitive-organizational-development\/"},"modified":"2026-02-18T10:49:15","modified_gmt":"2026-02-18T09:49:15","slug":"gender-and-diversity-sensitive-organizational-development","status":"publish","type":"page","link":"https:\/\/gleichstellung-und-diversitaet.uni-mainz.de\/en\/equality-and-diversity-office\/gender-and-diversity-sensitive-organizational-development\/","title":{"rendered":"Gender- and Diversity-Sensitive Organizational Development"},"content":{"rendered":"\n<\/jgu-base-pageheader>\n\n\n \n<\/jgu-base-anchornavigation>\n\n\n
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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. <\/p>\n\n\n\n

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(Unconscious) preconceptions and stereotypes influence our perception, decision-making, and actions \u2013 for better or for worse. They can also lead to errors in judgment and discrimination. An awareness of one’s own (unconscious) preconceptions<\/strong> 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 <\/p>\n\n\n\n