Gender equality stakeholders at the University of Oldenburg are:

• The university management is responsible for the implementation of the gender equality mandate. In addition to the President, the Vice President for Equal Opportunities is primarily responsible for strategic issues and management tasks within the Executive Board.
• The deans and heads of other organizational units are responsible for implementation in their areas. In the deaneries gender equality is defined as an area of responsibility.
• The Senate's Commission for Gender Equality (KFG) develops proposals for the university management and the Senate for gender equality measures.
• The Central Gender Equality Officer (ZGB) advises the university management and faculty heads on strategic gender equality issues, is involved in development planning and structural decisions at the university as well as in recruitment and appointment procedures. She advises and receives complaints from members of the university on gender equality issues. The Gender Equality Officer also manages the Equal Opportunities Office.
• The decentralized Equal Opportunities Officers of the faculties and other organizational units support the work of the Central Equal Opportunities Officer.
• In the Presidential Administration gender equality as a cross-cutting issue is supported by the Planning Officer with a focus on gender equality in the Planning and Development Unit and the Early Career Researchers Officer with a focus on gender equality in the Research and Transfer Unit.
• The Academic Controlling and Department 1 provide equality data for the university management and organizational units for the analysis and consideration of equality aspects.
• The Family Service has been supporting employees and students with childcare responsibilities since 2004, providing information and raising awareness about the compatibility of family and career or studies.
• The conTakt counseling center has been advising and informing university members on issues of sexualized discrimination and violence since 2000.
• The Staff Council must ensure that measures for equal rights for women and men are implemented and is involved in drawing up or amending plans to establish equal rights for women and men (see Sections 59 and 67 of the Lower Saxony Staff Representation Act).
• Within the General Students' Committee (AStA), the Department for Social Affairs and Internal University Policy is also responsible for issues relating to students with children. The independent Department FemRef stands for political anti-discrimination work in the context of gender and is a point of contact for students.

• The university statutes ('Grundordnung' (PDF), only in German) contain rules on the Commission for Equal Opportunities (§ 13), the Equal Opportunities Officers (§§ 14-15) and the development of the Gender Equality Action Plan (§ 13).
• In the planning strategies (Strukturpläne) of schools I to V, gender equality is anchored as a sub-chapter with specific stipulations and agreements.
• The Gender Equality Action Plan 2020 contains gender equality policy goals and measures for implementation by 2022.
• The Strategic University Development Plan 2016 deals with gender equality in the chapter "Equal opportunities: diversity, equality and family friendliness" and explains its importance for the university. (Hochschulentwicklungsplan, only available in German).
• The Equality Future Roadmap of 2018 ('Gleichstellungszukunftskonzept' (PDF), only in German), written for the Women Professors Programme of the Federal and State Government and the Länder ('Professorinnenprogramm III des Bundes und der Länder'), further develops the gender equality policy focus in the academic field and ensures a sustainable continuation.
• The university's regulations for the appointment of professors ('Berufungsordnung', only accessible for university members) specifies the procedure for recruiting (junior) professorships, taking gender aspects into account, and stipulate the binding quorum of at least 40 percent women for appointment committees ('Berufungskommissionen').
• The hiring guideline ('Einstellungsrichtlinie' (PDF), only in German + accessible for university members) for administrative and technical staff states, among other things, that an addendum on promoting women is part of job advertisements and that two out of four members of the appointment committee must be female.
• The guide to staff selection processes ('Leitfaden für Personalauswahlverfahren' (PDF), only accessible for university members) explains the recruitment process step-by-step. It also provides guidance on gender and diversity aspects of the selection process.

The relevant legal foundations at the state and federal level include:

• Lower Saxony Higher Education Act (NHG) (only in German)
• Lower Saxony Equal Opportunities Act (NGG) (only in German)
• General Act on Equal Treatment (AGG) (only in German)

In February 2021, a gender equality network was founded at the University of Oldenburg. The members of the network exchange information on various topics and issues regarding gender equality. The network is coordinated by the Gender Equality/Diversity area in the Planning and Development Unit.