{"id":15687,"date":"2023-10-20T14:08:53","date_gmt":"2023-10-20T12:08:53","guid":{"rendered":"https:\/\/cms.zdv.uni-mainz.de\/gleichstellung-und-diversitaet\/equality\/"},"modified":"2026-06-16T15:21:54","modified_gmt":"2026-06-16T13:21:54","slug":"equality","status":"publish","type":"page","link":"https:\/\/gleichstellung-und-diversitaet.uni-mainz.de\/en\/equality\/","title":{"rendered":"Equality"},"content":{"rendered":"\n<\/jgu-base-pageheader>\n\n\n \n<\/jgu-base-anchornavigation>\n\n\n
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Gender equality is a permanent legal obligation of Johannes Gutenberg University Mainz (JGU). In this context, the university’s focus is on removing structural barriers and ensuring a gender-equitable university environment. <\/p>\n\n\n\n

Below are the legal and conceptual foundations JGU\u2019s gender equality measures are based on:<\/p>\n\n\n\n

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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 Higher Education Act<\/a><\/strong>, 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). <\/p>\n\n\n\n

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). <\/p>\n\n\n\n

Any appointment proposal for a professorship must include a statement from the Equality Commissioner (Section 50 (5) HochSchG).<\/p>\n\n\n\n

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). <\/p>\n\n\n\n

In parts, the Equal Opportunities Act of Rhineland-Palatinate<\/strong><\/a> (LGG) must be taken into account.<\/p>\n\n\n<\/jgu-base-accordionitem>\n\n\n \n<\/jgu-base-heading>\n\n\n\n

In accordance with Section 4 (8) of the University Act (HochSchG), the faculty council <\/strong>shall appoint an Equality Commissioner<\/strong> for a period of three years and, in the event of their absence, a deputy<\/strong> 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. <\/p>\n\n\n\n

In a broader sense, their field of action<\/strong> includes all tasks of the faculty as listed in Section 86 (2) HochSchG with regard to: <\/p>\n\n\n\n