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Training and communication
Gender equality is a cross-sectional task for the entire Martin Luther University and requires transparent procedures and communication structures as well as sufficient sensitization of its members. In order to ensure gender-equitable and non-discriminatory decisions, the university also ensures that committee members are sensitized in a sustainable manner.
Human resources development at Martin Luther University means gender-equitable and gender-sensitive training and further professional development as well as support for all leadership staff and employees. With a conceptual, systematic and needs-orientated personnel development, the university helps to qualify all employees to perform optimally their current and future tasks and to meet individual development needs based on the professional life cycle.
Measures
- Establishing a transparent and gender-sensitive culture of information and communication at and between all levels of the university
- Sensitization of all members of the university
- Increasing the visibility of equality-relevant measures and decisions both within and outside the university
- Integration into a conceptual, systematic and needs-based personnel development programme
Establishing a transparent and gender-sensitive culture of information and communication at and between all levels of the university
- Creating a high level of transparency in procedures, responsibilities and results in administrative and decision-making processes;
- Support for the university's most important committees and key decision-making processes by equal opportunities officers
- Provision of information on counselling and complaints offices as well as information on complaints procedures
Sensitization of all members of the university
- Sensitisation measures for members of the university, in particular members of university committees, with regard to structural discrimination against women or men and other relevant diversity perspectives, for the perception of prejudices and gender-specific attributions and expectations in order to avoid discrimination in decision-making processes.
Increasing the visibility of equality-relevant measures and decisions both within and outside the university
- Closer cooperation between the above-mentioned stakeholders and the department responsible for with the department responsible for public relations contributes significantly to increasing the visibility of measures and decisions relevant to gender equality.
Integration into a conceptual, systematic and needs-based personnel development programme
- With a conceptual, systematic and needs-based personnel development programme, the university helps to qualify all employees to perform optimally their current and future tasks and to meet individual development needs based on the professional life cycle.