New support measures by the Equal Opportunity Office

To increase diversity among academics, the Equal Opportunity Office developed two new support measures which are also aimed at doctoral students.

Diversity-Mentoring

The one-year program aims to provide professional and/or personal support for researchers. The focus is on the following goals:

  1. Career development of researchers in special life situations, with disadvantages and experiences of discrimination as well as the development of formal and informal networks as well as the development of psychological resources.
  2. Development and implementation of needs-oriented offers on diversity competences and empowerment for all participants.

Within the framework of the two formats, financial support is available to cover the costs of travel for all participants as well as the costs for the organisation of events for career development, empowerment, raising awareness of diversity issues. A programme of events on these topics as well as networking frames the program.

The available formats for mentoring are:

  • One-to-one mentoring: Regular exchange of information and experience and strategic career planning of a mentee with a professionally experienced researcher.
  • Group mentoring: Mentees form a fixed group of four to six (possibly more) persons from research who exchange information and support each other in regular and structured working meetings (collegial counselling) on career and everyday life as well as personal issues. Existing groups in networks are also invited to apply.

More information can be found here

Diversity pool

The Diversity Pool is intended to support the inclusion, appreciation and promotion of all members of the university and to enable disadvantage compensation in special life situations in accordance with the Diversity Code.

Three lines of financial support are available:

  1. Compensation for disadvantages, such as disability of chronic illness, as well as special burdens in the family to due parenthood or in case of acute emergencies.
  2. Additional costs for inviting visiting scholars with disabilities, such as travel cost and accessibility support, such as a sign language interpreter.
  3. Acquisition of diversity competence for all university members, such as diversity trainings or lectureships on diversity.

Further details can be found here

If you have any questions about the two programmes, please contact Lana Daudrich.