The University of Konstanz has recently passed its “Gleichstellungszukunftskonzept” (institutional strategy to promote equal opportunity). This strategy is composed of detailed analyses of the status quo and potential weaknesses with respect to the participation of female researchers, an evaluation of the equal opportunity measures carried out to date, equal opportunity targets for 2025, future focus areas as well as guidelines for implementing this concept. It was passed by the Senate on 16 May 2018 and submitted in the context of the “Professorinnenprogramm”, a German programme to promote female professors. To find out more about the concept, please log in using the “My University” button in the top right corner and refer to the blue box on the right.

Equal opportunity plan

The “Gleichstellungszukunftskonzept” (institutional strategy to promote equal opportunity) forms the basis for the equal opportunity plan, which is part of the university’s structure and development plan and which will be finalized in 2019/20.  To view the current version of the equal opportunity plan (in German), please log in using the “My University” button in the top right corner.  

Equal opportunity targets

For female researchers at all career levels, we have formulated equal opportunity targets to be achieved by 2025. The process is based on previous developments as well as the cascade model. To set equal opportunity targets for our professorial staff, we use a more advanced model yet: In a first step, we base our equal opportunity targets on the number of available professorships and the current nationwide figures for habilitations (post-doctoral qualification) and junior professorships. However, as soon as the requirements of the cascade model have been fulfilled, we propose a gender ratio of 50:50 for new appointments, revising our targets upwards in the process. The University of Konstanz has adopted the following equal opportunity targets for all academic career levels as well as for its bodies and committees:

Equal opportunity targets for all academic career levels (percentage of women by 2025)

Professorships (W3/2, C4/3)                                                                                      

35 %

Junior professorships (W1)


          including W1 with tenure track


Early career research group leaders


Post-doctoral researchers


Doctoral researchers


 Equal opportunity targets for university bodies and committees: 

By 2025 the percentage of women in university bodies and committees should reach 40 %.


Equal opportunity targets have been set for all academic career levels in our 13 departments. For an overview of these targets, please log in using the “My University” button in the top right corner. In the blue box on the right you will then find the pdf "Gleichstellungsziele der Fachbereiche", listing current and target figures for each department.

 Current percentage of women

The Controlling Data Portal provides detailed staff statistics and information about the number of women working at the University of Konstanz. Starting in 2019, it will be possible to access reports about the number of women employed at all career stages for each department. 

Qualitative equal opportunity targets

The University of Konstanz has developed the following equal opportunity targets to establish a gender-equitable culture of organization and research by 2025:

  1. We adapt and expand our recruitment and appointment strategy to raise the total number of female professors to 35 %.
  2. We design our human resources development measures gender-equitable in order to maintain stable percentages of women across all career levels.
  3. We incorporate gender equity as a criterion of quality across our organizational structures.
  4. We create conditions that allow our members to enjoy a healthy balance between research, studies, work and family responsibilities.

Targets 1 and 3 will be achieved by means of a gender-equitable staff recruitment strategy, target 2 will be achieved via human resources development through the Konstanzia Programme, and target 4 will be accomplished through various measures to ensure the compatibility of academic careers and family commitments.

Equal opportunity focus areas

One of our main tasks is to ensure that our staff recruitment strategy is gender-equitable. It is built on suitable instruments for recruiting female professorial staff, a gender-equitable appointments management as well as gender-equitable staffing. We will work hard to retain excellent female researchers and to prevent female researchers from dropping out of academia through the promotion of early career researchers and our human resources development strategy.

A second focus is the implementation of the Konstanzia Programme, which will help us ensure that our career and human resources development strategies across all academic status groups are gender-equitable. This programme is aimed at researchers and professors from all university departments. Three of its measures will include one-on-one mentoring: MEiN Konstanzia, Konstanzia Fellowship and Konstanzia Duo. Three further measures will serve to advance our human resources development strategy: Konstanzia Invitation, Konstanzia Transition and Konstanzia Club.

A third major focus of our work is on ensuring that our researchers are in a position to balance their studies/research/work with family responsibilities. Alongside our extensive childcare and advisory services, we focus on family-friendliness in our human resources and organizational development strategies as well as on new formats that promote work/life balance.