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DEI-Division in the Office of the Vice-President for University Community and Engagement

Strategy development and management
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Friedrich Schiller University Jena is committed to promoting gender equality, social diversity and non-discrimination as guiding principles of university action in its constitution and mission statement.

The Vice President for University Community and Engagement is responsible for the strategic management, quality control and coordination of the University's equality, diversity and anti-discrimination management. The three subject areas are pursued in one working area as equal cross-sectional tasks, each with their own coherently interrelated strategies and structures, taking into account intersectional relationships.

Information portal on gender equality, diversity and anti-discrimination at the University Jena

  • Photograph of people of different ages, cultures, and origins standing in a circle looking down at the camera
    Image: Rawpixel, istock
    FAIR.MITEINANDER de What framework conditions and support programmes does the university have available for you to promote equality, diversity and non-discrimination in studying and teaching, in work, further education and management and in research? Where can you turn with your questions to find advice and support? How can you contribute to fair coexistence in your everyday university life?

Basic principles of equality management

  • Stragegic basics

    Achieving gender equality in higher education and employment is firmly anchored as a key objective in the central regulations and management instruments of Friedrich Schiller University Jena. For more than a decade, it has been vigorously pursued as a management and cross-cutting task within the framework of an overall strategy with process-accompanying monitoring for quality development in six university fields of action.

    Gleichstellungsplan der Universität Jena für das Gesamtpersonal (ThürHG, ThürGG)

    In accordance with the provisions of the Thuringian Equality Act (§ 4 ThürGleichG of 6 March 2013) and the Thuringian Higher Education Act (§ 6 (1) ThürHG of 10 May 2018), Friedrich Schiller University Jena updates the university's equality plan every six years (with adjustments after three years).

    The current update can be viewed in the Gleichstellungsplan 2020-2026 der Universitätpdf, 656 kb · de
    In 2024, the Senate passed an amendment (Anpassung des Gleichstellungsplans 2020-2026pdf, 711 kb · de) based on the statistics pursuant to § 5 Abs. 1 ThürGleichG.

    Stragegy for Gender Equality in studies and science

    In 2012, the University of Jena implemented an equality strategy for studies and science. This strategy applies to all areas of university activity and pursues the overarching goals of sustainably achieving (a) gender-equitable participation and evaluation conditions for students and employees, (b) equal opportunities in the development of potential, and (c) a successful balance between studies, academic qualifications, and career with family care responsibilities. These objectives are specified for the individual fields of action, broken down into sub-goals and operationalised using key figures and indicators. Their implementation is tracked using target-strategy-measure relationships. An integral part of the equality strategy is process-accompanying monitoring and reporting on the status of target achievement at the university as a whole and in the individual faculties, as well as on the efficiency of the measures implemented.

    The current strategy update for the period 2024-2029, as outlined in the University of Jena's application to participate in the Federal and State Professor Programme 2030 in the ‘Equality Concept for Parity’, was recognised by the review committee with the award "Gleichstellungsstarke Hochschule" ("Equality-Strong University").

    Mit der "Strategy for Gender Equality 2021-2026 - Horizon Europepdf, 1 mb · de" legt die der Friedrich Schiller Universität Jena eine Übersicht ihrer Gleichstellungsstrategie gemäß den von der Europäischen Kommission in den Horizon Europe Guidance on Gender Equality Plans genannten Kriterien vor.

    Since 2009, the faculties have also been drawing up equality plans every three years. These are based on statistical information on the current equality situation.

    Equality in human resources development tools

    In line with gender and diversity mainstreaming, equality, family friendliness and diversity are also integrated as goals, independent fields of action and cross-cutting tasks in the central instruments of university promotion of young talent and personnel development, such as in the or in the.

    • Appointment Procedure Regulations
    • Framework regulations and evaluation regulations of the Graduate Academy
    • Personell development concept for the academic staff and young researchers ("Wissen und Wachsen")
    • General personal development concept (for all personell)

    Intersectionality

    Due to the fundamental importance of gender identity both for a person's self-image and for how they are perceived by their social environment, gender equality has been treated as a cross-cutting issue within the diversity strategy since 2017 and is always taken into account in all contexts relevant to diversity.

  • Organisation of gender equality management

    The promotion of gender equality is organised as a management and cross-cutting task. Responsibilities are structured according to the principle of separation of powers and linked via horizontal and vertical bridging and cooperation structures.

    Strategic management

    Central strategy development, quality management, development of central measures and overarching equality management are the responsibility of the Vice-President for Early Career Researchers, Equality and Diversity within the university management. The simultaneous anchoring of responsibility for the area of diversity, including the implementation of the UN Convention on the Rights of Persons with Disabilities, supports the systematic integration of intersectional perspectives into equality management.

    The Strategic Steering Group for Gender Equality brings together information and expertise relating to equality from various areas of the university. Its members include managers from structural units relevant to studies and human resources, representatives from the faculties, and the University Equality Officer. The Steering Group is chaired by the Vice-President. It advises the Vice-President and supports the implementation of equality measures in the various areas.

    At the decentralised level, strategic management is the responsibility of the faculty management teams. The Deaneries' Gender Equality and Diversity Forum, which is led by the faculty representatives in the Strategic Management Group for Equality, serves as a platform for mutual information and exchange on equality issues. The University Equality Officer and the Vice-President for Early Career Researchers and Equality are regular guests.

    Advice and representation of interests

    The central authority for advising and representing the interests of all university members in individual cases and across the board in the university's central steering committees is the university's Equal Opportunities Representative and her deputy. The Equal Opportunities Officer heads the Equal Opportunities Office, which supports her in her work.

    At the decentralised level, counselling and representation of interests are provided in a similar manner by the equal opportunities officers of the faculties, the students and the technical and administrative staff. These are organised in the Equal Opportunities Advisory Committee, which is chaired by the central equal opportunities officer and supported by the Equal Opportunities Office.

    Implementation

    Equality measures are implemented in the relevant departments of the university. Advice and support are provided by the Equality Office, the Office of the Vice-President for Early Career Researchers, Equality and Diversity, and the Thuringian Competence Network for Equality.

  • Gender equality monitoring

    An integral part of the University of Jena's overall gender equality strategy is process-accompanying, indicator-based monitoring. This serves as an information and control system for quality assurance and development and forms the basis for an further development of the gender equality strategy based on evidence. The following instruments are used:

    • Data-based monitoring of the gender equality situation of all staff at the university has been carried out regularly since 2009 as part of the statutory updating of the university's gender equality plan (Section 4 of the Thuringian Gender Equality Act).
    • In 2012, Friedrich Schiller University Jena implemented a gender equality monitoring system for the areas of study and science with regular reporting. It provides analyses of the development of the gender equality situation based on key figures with a view to the strategic goals in five fields of action for the university as a whole and broken down by faculty and its departments.
    • Based on this data, the dean's offices draw up the faculties' equality plans for the strategic orientation of equality work at decentralised level.

    The University of Jena is an active member of the  Netzwerk Gleichstellungscontrolling an Universitäten de (Network for Gender Equality Controlling at Universities). The network is a nationwide association of experts from seven universities with experience in the conceptualisation and implementation of gender equality policy management and monitoring instruments.

  • Co-operation

Basic principles of diversity and inclusion management

  • Stragegic basics

    The promotion of equal participation of all university members and affiliates within the scope of their tasks and duties in their studies and work, and active efforts to combat any form of discrimination, particularly in connection with characteristics protected by law, are laid down in Sections 7–8 of the Thuringian Higher Education Act and the preamble to the Basic Regulations of Friedrich Schiller University Jena.

    The creation of diversity-friendly framework conditions, processes and structures is pursued on the basis of a framework strategy for diversity as a management and cross-cutting task and applies to all areas of university activity. The approach integrates several coordinated strategic lines:

    • The diversity strategy ‘vielfältig.besser" (diverse.better) encompasses strategic goals and measures to promote diversity in university activities, with a particular focus on age, family responsibilities, health, national and cultural background, educational history, educational background, LGBTIQ*, performance and special circumstances.
    • Systematic support for people with disabilities and chronic illnesses in their studies and work is provided on the basis of the University of Jena's action plan for implementing the UN Convention on the Rights of Persons with Disabilities.
    • Goals and measures for the further development of the internationalisation process are defined within the framework of the ‘Internationalisation Strategy’.
    • Due to its prominent importance for a person's self-perception and perception by others, gender identity is integrated into the diversity strategy as a cross-cutting dimension. Gender aspects are thus systematically reflected in all diversity contexts with regard to intersectional interconnections.
    • The Friedrich Schiller University of Jena's policy on protection against discrimination, harassment and violence promotes a culture of appreciation and prevention of discrimination and supports individuals who have experienced discrimination at the university through sensitive counselling and complaint management.

    In line with gender and diversity mainstreaming, equality, family friendliness and diversity are also integrated as goals, independent fields of action and cross-cutting tasks in the central instruments of university promotion of young talent and personnel development and are promoted within this framework, for example

    • in the framework regulations and evaluation regulations of the Graduate Academy
    • in the personnel development concept ‘Knowledge and Growth’ for young academics at Friedrich Schiller University Jena
    • in the general personnel development concept of Friedrich Schiller University Jena
  • Organisation of diversity management

    Similar to equality management, diversity management is organised as a management and cross-departmental task with regulated responsibilities and horizontal and vertical bridging and cooperation structures. In order to identify and effectively address intersectional issues, the departments and individuals responsible for equality and diversity work in a structured network.

    Strategic Management

    Central strategy development, quality management, development of central measures and overall management are the responsibility of the Vice-President for University Community and Engagement. The simultaneous anchoring of responsibility for gender equality supports the systematic inclusion of intersectional perspectives in the handling of diversity issues.

    The Strategic Steering Committee for Diversity Management brings together diversity-related expertise and information from various areas of the university. Its members include managers from structural units relevant to studies and human resources, representatives from the faculties, the Diversity Officer and representatives of other diversity and status group-related interest groups, as well as the University's Inclusion and Professional Reintegration Management Officer and the Antisemitism Officer. The Committee advises the Vice-President and supports the implementation of measures to promote diversity in the central and decentralised areas of the university. The committee is chaired by the Vice-President for University Community and Engagement.

    At the decentralised level, responsibility for the strategic management of diversity work lies with the faculty management teams. The Equal Opportunities Forum of the Deaneries, which is led by the faculty representatives in the Strategic Steering Committee for Diversity Management, serves as a platform for the faculty management teams to share information and exchange ideas on issues of equality and diversity. The Equal Opportunities Officer, the Diversity Officer and the Vice-President for Early Career Researchers, Equality and Diversity are regular guests at the Equal Opportunities Forum.

    Advice and representation of interests

    The university's Diversity Officer is the central contact person for advising and representing the interests of all university members in individual cases  as well as representing diversity-related interests in the university's central steering committees. He heads the Diversity Office, which supports him in his work.

    The Diversity Officer also oversees communication between the diversity-related interest groups (representatives for disabled persons, youth and trainees, etc.) at the university.

    Implementation

    Diversity measures are implemented in the relevant departments and service centres of the university. Advice and support are provided by the Diversity Office and the Office of the Vice-President for Early Career Researchers, Equality and Diversity.

  • Diversity monitoring

    The quality assurance and development of diversity management includes

    1. Monitoring the diversity situation and development

    A strategy-based diversity monitoring system was introduced in 2018. The monitoring system examines the diversity situation and development in the university's fields of action using defined key figures and indicators.

    In view of the limited availability of diversity-related data, the strategic expansion of the data pool is a key task of diversity monitoring. The university attaches great importance to protecting the personal rights and privacy of university members. Information on diversity characteristics, participation conditions and experiences at the university is based on voluntary self-reporting.

    2. Monitoring the action plan to implement the UN Convention on the Rights of Persons with Disabilities

    Regular in-process monitoring of the implementation of the University of Jena's action plan for the UN Convention on the Rights of Persons with Disabilities (2018) is an integrated part of the action plan.

  • Co-operation

    Members of the University of Jena actively participate in the following networks (listed in alphabetical order) to develop expertise and quality.

Basic principles of anti-discrimination management

  • Anti-discrimination policy
  • Contact points for reporting and counselling on experiences of discrimination

    A broad network of contact points and persons as well as anonymous online reporting forms have been established to provide all members, relatives and guests of the university who experience discrimination at the university with the lowest possible threshold for informal counselling to consult about their experiences. 

    Learn more
  • Coordination office of the AGG Complaints Committee

    The coordination office of the AGG Complaints Commission is located in the Office of the Vice President for University Community and Engagement. Contact: agg.beschwerde@uni-jena.de

    Here you will find information on the process of a formal AGG counselling and complaints procedure.

Voluntary commitments, certifications, external evaluations

Contact

Office of the Vice-President for University Community and Engagement

Universitätshauptgebäude, Room 1,21
Fürstengraben 1
07743 Jena Google Maps site planExternal link

Staff

  1. Wagner-Baier, Annette Executive Assistant Arbeitsbereich Gleichstellung und Diversität

    Universitätshauptgebäude, Room 1.21
    Fürstengraben 1
    07743 Jena

  2. Maruk, Ekaterina Coordination | Professorinnenprogramm des Bundes und der Länder Arbeitsbereich Gleichstellung und Diversität

    Universitätshauptgebäude
    Fürstengraben 1
    07743 Jena