Equal opportunities measures at the Department
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Equal opportunities measures at the Department
In recent years, the Department WiRe has already been able to implement many decentralised equality measures and anchor them sustainably in the structures and processes. An inventory of the proportion of women* at the Department WiRe by status and grade can be found in the central equality plan. This provides an overview of the gender equality goals for the coming years and thus sets the course for gender equality policy work at our university. In order to achieve a balanced gender ratio in the long term, the transitions between qualification levels must be focussed on, especially in academia, and existing disadvantages must be reduced.
The Department of Business, Economics and Law has a positive female* ratio of around 57% among students and graduates*, while the proportion among professorships is only around 27%. In order to counteract this, a catalogue of measures has been developed with the significant involvement of the central organisational units and Schools, which is to be implemented both centrally and decentrally. The overarching measures and objectives here are to integrate equal opportunities into the strategic orientation and management of the university, to design gender-sensitive personnel development and career guidance, to reduce the underrepresentation of women*, to improve the compatibility of family and gainful employment, to promote further training measures and to improve the employment situation of MTV employees*. In addition, women* are to be promoted in science, gender is to be anchored in studies and teaching and research in this field is to be strengthened. Diversity and anti-discrimination will be prevented and corresponding public relations work and awareness-raising on equal opportunities will be pursued.
Decentralised measures to achieve targets
Measures of the Department WiRe
Based on the central equality plan, decentralised equality measures have been developed to promote, support and relieve the burden on female* employees. The current measures are regularly reviewed for their effectiveness. A selection of these measures is listed below:
- Financial support for the networking of young female* scientists:
Provision of financial resources for participation in conferences with their own conference contribution, so that every female* scientist can take advantage of at least one offer to support career planning. (Grant subject to availability i. 50%, max. 400 € travel and 400 € conference costs)
- Promote further training for employees*:
Financial support for employees* to take part in a paid further education or training course. Internal courses, e.g. offered by 3GO, PEOE.IP and the Graduate Academy, are fully funded (subject to availability). Employees* can also apply for reimbursement of the course fees for external further education or training courses(50%, but max. 350 euros) . To do this, please send us information about the course and the course fees in advance by email
You can also find various mentoring and coaching programmes on the Graduate Academy website . The Carl von Ossietzky University sees this as an important part of academic staff development. Female* employees and students* can have the participation fees (subject to availability) for both internal and external coaching or mentoring programmes partially reimbursed by us. For example, fem4scholar*1 offers a mentoring programme for female* students with the aim of launching an academic career.
- Further training for employees
Funding for the participation of hiring staff in internal (in full) or external further education/training courses (subsidised to the tune of 50%, but max. €300) on equality-related issues in recruitment procedures (subject to availability).
- Creation of an incentive system to increase the proportion of female professors*:
Provision of additional financial resources (subject to availability) when a female* scientist is appointed to a professorship.
- Active recruitment of female* academics:
Application of a checklist for active recruitment with the aim of bringing transparency to appointment procedures and clarifying responsibilities. The publication of job advertisements is also subject to availability i. 500/year/per chair, subject to availability.
- Relief for female academics*:
For example, financial support (subject to availability) for the hiring of a student assistant (1500 euros per chair per semester) to relieve the burden on female academics*, as well as a personnel allowance for cases of hardship when increasing the number of female academics (within the scope of financial possibilities).
- Gender in research and teaching:
Since October 2014, the team Female Entrepreneurship has been researching the specifics of gendered entrepreneurship and innovation.
- Compatibility of family & academic appointments/studies:
For example, financial support (subject to availability) for flexible afternoon care for children of students and staff. The equal opportunities officers are also planning to invest in a Kidsbox to invest in a Kidsbox. In the event of childcare bottlenecks, the child can come to work and find meaningful activities, a safe place to sleep/change nappies and much more in the mobile children's room. The KidsBox helps to cover emergency childcare situations in a stress-free and ideal way.
*1 The offer is only an example and is not an exhaustive list.
To apply for funding, please inform us in advance by email) about the planned/upcoming measure (e.g. further education). We will check your enquiry and re-registering students promptly. If funding is confirmed, please submit a certificate to us by email once the programme has been completed. Please feel free to contact us at any time if you have questions about the individual equal opportunities measures of the Department WiRe.
Please do not regard the list of measures as exhaustive, but rather as an initial suggestion on our part. If you have any measures that are subject to a fee and are not included in the exemplary list, but can be thematically integrated into the goal of equal opportunities, please contact us at any time.
General support
In addition to the measures and funding opportunities listed above, all employees can obtain help with funding from the Department for Research and Technology Transfer.