The Faculty of Chemistry, Pharmaceutical Sciences, Geography and Geosciences (Faculty 09) considers equality of all genders, non-binary and trans* people to be a cross-sectional and leadership task and supports measures that counteract existing shortcomings in gender equality.
Gender equality measures at Faculty 09 are aimed at students, doctoral candidates, young researchers and all employees. To give you an initial summary of the tasks and objectives, we have compiled an overview for you:
- Information and guidance regarding all equality issues
- Representation of the interests of students, academic staff and professors
- Information and guidance in the Faculty Council and faculty bodies
- Information and guidance in search committees
- Guidance on personnel selection in the scientific and administrative/technical fields
- Developing and implementing an equality plan and the measures listed therein
The Faculty Council appoints an Equality Commissioner for a period of three years in accordance with section 4 para. 8 of the of the of the University Act (Hochschulgesetz, HochSchG), whereby the faculty’s Faculty Council has decided to appoint a deputy Equality Commissioner from each of the three other departments in accordance with section 4 para. 8 sentence 1 of the HochSchG. The faculty’s Equality Commissioners fulfil tasks that are analogous to the Senate’s Equality Commissioner at the faculty level in accordance with section 4 para. 8 of the HochSchG.
Since the Equality Commissioners have the right to participate in all social, organizational and personnel measures that affect the equality of women and men, the compatibility of studying or having a career and family, or the protection of university members and relatives against harassment and sexual harassment at the workplace or place of study, they must be informed of all measures both promptly and comprehensively. They must also be invited to the meetings of the relevant bodies.
The Equality Commissioners are bound to secrecy and data protection in all matters that require confidential treatment.
The Equality Commissioner is invited to every Faculty Council meeting. If you have a concern that you would like the Equality Commissioner to raise with the Faculty Council, please contact the Equality Commissioner.
The Equality Commissioner may attend all appointment committee meetings in an advisory capacity.
Faculty 09 has come up with implemented several measures to counteract existing deficits in gender equality as thoroughly as possible. This goes for all qualification and career levels: female school children, students, doctoral candidates, post-doctoral candidates, and professors are addressed as specific target groups. This broad approach is intended to increase the proportion of female students in those subjects where less than 50 percent of the students are female. It is also intended to limit the “leaky pipeline” phenomenon in Faculty 09 as a whole. A detailed description of all measures can be found in the faculty’s decentralized equality plan.
The Faculty of Chemistry, Pharmaceutical Sciences, Geography and Geosciences takes part annually in Girls’ Day as well as supports the Meet Female Scientists initiative and the Ada Lovelace Project in order to inspire many more highly motivated and committed female students to study STEM subjects at Faculty 09.
The Ada Lovelace Project is aimed not just at interested schoolgirls; it also offers a mentoring program and various training services to first-year students and female students of science subjects. The project also enables advanced female students to work as mentors themselves expand the network even further.
Ada Lovelace Talent Development offers two mentoring programs. Both programs are aimed at female scientists in the STEM field.
In the Career Orientation program, women who are doing their doctorate or are in the process of doing so can reflect on and align their professional direction. The decision between academia and non-academia may still be open at the beginning of this program.
In the Pro Academia program, women working in the advanced postdoctoral phase or as Junior Principal Investigators (PI) (tenure track, junior professorship, first appointees) can reflect on and strengthen their next steps on the path in their careers in science. In both programs, the women select their mentors themselves based on intensive group coaching sessions.
In both programs, the women are supported with workshops and networking opportunities for their future careers.
fs:leads is a series of events where female scientists talk about their leadership. Among other things, the focus is on the question of whether and in which way a scientific background inspires and changes leadership. The goal is to get strong female role models to speak with young women on campus.
The offer includes lunch talks, a website and speed mentoring.
In addition to the existing projects and programs from Faculty 09, further support services are promoted for supporting young female researchers.
The Dean’s Office provides an annual fund for equality purposes from its own resources for this reason. The fund serves as a default guarantee and is administered by the faculty’s respective central Equality Commissioner. The fund is available for individual support measures upon application.
Please send the respective application by e-mail directly to the faculty’s Equality Commissioner.
If no other financing option is available, please use our form.
