Our Goals for the Period 2025-2030

Our aim is to increase the proportion of women in professorships, top positions and management positions. To achieve this, we are focusing on directly approaching suitable female professors, clear target figures, gender-sensitive appointment guidelines, greater involvement of gender equality representatives, training for decision-makers and measures to increase the attractiveness of management roles, for example through awards, financial support, networking and a better work-life balance.

The HSMW relies on comprehensive professorial appointment management to increase the proportion of women in professorships. Through active recruitment, female candidates are to be targeted and access to subject-specific platforms expanded. A transparent application portal and gender-sensitive advertisements aimed specifically at women are intended to make the process more attractive. In addition, gender-sensitive professorial appointment guidelines will be introduced, including the involvement of equal opportunities officers, consideration of maternity and parental leave, parental leave and caring responsibilities, as well as a welcoming culture at trial lectures and professorial appointment interviews.

By funding doctoral scholarships, networking opportunities and workshops, we want to provide more support for young female academics on their way to a professorship.

Not all areas of the university currently have equal opportunities representation. This gap is to be closed. It is also desirable to maintain permanent student representation on the equal opportunities committee.

The HSMW will consolidate gender equality controlling by analyzing key figures relevant to gender equality and deriving measures to increase the proportion of women. The results will be incorporated into decision-making processes and statistics relevant to gender equality will be published on the website. In addition, the forms will be adapted to include all genders.

The involvement of equal opportunities officers in recruitment procedures will be improved by involving them as early as the job advertisement stage. Information channels and processes should be clearly defined to ensure timely participation in interviews. Closer coordination with the Staff Council and the Human Resources department is also being sought.

This goal includes measures to strengthen family friendliness through offers such as childcare and dual careers as well as to improve the work-life balance. Diversity management is also being further developed in order to promote intersectional equality work. Projects to increase academic success, particularly among women, and cooperation with the Staff Council and the Human Resources department will be intensified in order to integrate equality issues more strongly into recruitment and appointment procedures.

The aim is to increase the visibility of gender equality work at the HSMW. This is to be achieved through regular information and training opportunities as well as events. The aim is to raise awareness of gender equality issues and promote gender-sensitive communication and research. Important measures include the awarding of the Ingrid-von-Reyher Prize, doctoral scholarships for women and the awarding of prizes for outstanding theses. In addition, further training opportunities for junior research groups and raising the awareness of university staff through training and advisory services on gender equality issues are to be expanded.