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
- Provision of information on counseling services for students and employees
- Complaint offices and information on complaint procedures for students and employees
Sensitization of all members of the university
The personnel development concept is based on a staff survey conducted in 2022. 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. You can find current events here.
Increasing the visibility of equality-relevant measures and decisions both within and outside the university
Closer cooperation between the university 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.
- Welcome guide for employees
- Guide for an initial conversation on maternity protection for employees
- Guide for a conversation on parental leave
- Guide for a conversation on returning to work after parental leave
- Guide for work references
- Guide for structured employee interviews
- Guide for the mentorship program
- Training and information events on the topic of work-life-balance
- rectorate decision of 26.11.2013 on the extension of contracts for academic employees in qualification positions due to childcare (§ 2 Section 1 WissZVG)
- Service agreement on alternating telecommuting
- Information on the compatibility of caregiving and employment
- Individual consultation with the family office
- Individual consultation with the International Graduate School (InGra)
- Training Opportunities from the department of personnel development (Referat 3.2