BÜRO FÜR

GLEICHSTELLUNGSFRAGEN

"If you can find something that you're really passionate about, whether you're a man or a woman comes a lot less into play. Passion is a gender-neutralizing force." - Marissa Mayer (Computer Scientist)

But to what extent is the Faculty of Computer Science committed to equal opportunity career opportunities regardless of gender in its field? The Faculty of Computer Science has developed concrete measures for this in its decentralized equality concept, which are listed below.

Application Process	Initiate recruitment process at an early stage Use pensionable/non-pensionable benefits in appointment and succession negotiations to establish mandatory staff development measures Early strategic planning for new appointments Include assessment of personnel management competencies and gender competencies in suitability determinations Supplement the content of job advertisements with regard to interdisciplinary competencies and female applications. Active recruitment in the job filling process
Strategic Staffing	Develop a scheme to guide the creation of target agreements and make this available. Use junior professorships with tenure-track for subsequent regular filling of vacant professorships after retirement Check up-to-dateness of denominations of professorships Develop a central process Enable dual appointments to ensure the faculty's ability to function
Further Education	Mandatory qualification in the areas of leadership responsibility and administrative tasks, didactics, rhetoric and methodology. Establish observation training; recognize and evaluate competencies, especially of female applicants
Targeted Approach	Guest lectures by external scientists Visiting professors Postdoctoral fellows Targeted promotion (HiWis, tutors) of suitable own students and graduates Targeted invitation of suitable female candidates for guest lectures or cooperations Addressing suitable individuals Ensure process for training and timely securing of employment for good trainees Targeted approach of good female students for job advertisements
Promotion and Support	Increased use of performance bonuses W1 junior professors receive a mentor in the first phase Establish processes for the use of relevant networks Agree on target agreements with postdocs Continuation of the FIN advertising campaign No conclusion of employment contracts below 50% of the regular working hours In addition to professional and technical skills, social competencies are formulated Active support in the development of key competencies