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General news

February 2025

• GENDER      EQUALITY IN GENERAL/SCIENCE: Some suggestions for the 2025 Bundestag      election:> For equality and democracy. Election      touchstones of the DJB   
  > Wahltraut   . A tool similar to the      Wahl-O-Mat, but with a focus on feminist and gender equality issues.>      Women's rights: Can you save yourself? Campaign      of the German Women's Council    (Campaign page   , Insta   , TicToc   )
• ACADEMIC      EQUALITY: The      Struggle for Recognition   : In the past, women were systematically      ignored in science, and their work was often not named by name. Even      today, it is often not made easy for women in research - even if      unconsciously. A Tagesschau report on the occasion of the Day of Women and      Girls in Science on February 11.

October 2024

• MISCONDUCT: NRW passes Higher Education Strengthening Act    for more protection of employees and students against abuse of power. (PM)   
• OBJECTION/ANTI-FEMINISM:
  • To deal with anti-feminism, it is a sensible strategy to establish protection concepts, says Peps Gutsche in the current CEWS 2024|02.   
  • Review of the bukof 2024 annual conference on “Countering anti-feminism - strengthening science and democracy” offered in the current CEWS 2024|02   .

• VISIBILITY: Against the backdrop of increasing attacks on gender-sensitive language, including from politicians, the
  KEG    publishes a statement „Gendersensible und –inklusive Sprache"/“Gender-sensitive and gender-inclusive language”.   
• COMPATIBILITY: In order to “reconcile pregnancy with laboratory work”   , some research institutions have set up so-called pregnancy laboratories. However, there are also concerns about the isolation of pregnant women. (FuL   )
• DIGITIZATION: In the article “Diversity needs digitalization: A strategic view of higher education”, Tina Basner argues for a connection between diversity and digitalization. (CEWS 2024/02)   
• CORONA: In the study: “Lessons from the pandemic: Gender inequality in childcare and the emergence of a gender mental health gap among parents in Germany”   , Nicole Hiekel found that mothers were more psychologically affected by the pandemic. (CEWS 2024/02)   
• GENDER in FO+LE: The EU-project GENDERACTION+    and Horizon Europe NCP present a new online course on the topic „Gender Dimension in Research   ".
• NEW PUBLICATION/COMPATIBILITY: Schreiben trotz Care-Arbeit. Strategien für Mütter in der Wissenschaft    (Writing in spite of care-work. Strategies for mothers in science) by Wiebke Vogelaar.

September 2024

• VISIBILITY:      The IFIF project Diversity-X has developed an innovative tool to record      and improve citation diversity in science. (IFiF   , Tool   )
• MISCONDUCT:      On the occasion of the International Day for the Elimination of Violence      against Women on 25 September,  November, the participatory action      "We break the silence" calls for nationwide solidarity with      women affected by violence from 14 November. (Help Hotline   )
• GENDER      in FO+LE: The EU project GENDERACTIONplus has launched a Horizon Europe      NCP Portal Online-   Course on "gender dimension in      research"    developed. (BMBF EU   Office   )
• GENDER      EQUALITY: In the ATHENA project, a Toolkit    to create an equality plan that summarises everything that has already      been developed on the topic in corresponding sister projects. (BMBF      EU   Office   )
• CORONA      | COMPATIBILITY: Women who became mothers during the pandemic interrupt      their employment longer than women who became mothers before, according to      a study Study    of the Institute for Employment Research (IAB) and      the German Institute for Economic Research (DIW Berlin). (idw   )
• GENDER      EQUALITY: What reduces the performance of female students - Despite better      Abitur grades, female students receive lower grades than students. A new Study    investigates the reasons. According to the study,      the decisive factor is above all that female students feel that women are      discriminated against at universities. (FuL 9/2024   )
• COMPATIBILITY:      Employed women do an average of eight hours more unpaid work per week than      men, according to a study    by the WSI. (PM)   

August 2024

• CONTRADICTION:      Attacks on scientists are increasing. After a study by the DZHF      in cooperation with KAPAZ    45% of all researchers have already      experienced hostility to science. All departments and status groups are      affected - with slight accumulations, e.g. in gender and climate research,      among junior professors and among women. (FuL 6/24    ) Scicomm   Support    : Support of scientists and science      communicators in the event of attacks and unobjective conflicts in science      communication.
• GENDER      in FO+LE: "My life is not enough to fill the gender data gap" -      Ute Seeland, holder of the endowed professorship for gender-sensitive      medicine at the OVGU Magdeburg, on the challenges of gender-equitable      medicine. (FuL 8/2024   )
• PERSONNEL:      University leaders - Women are in office for a shorter period of time,      according to the first results of an ongoing research process, although      the data say nothing about causes and conditions. (FuL 6/24   , article as a scan in the office)
• GENDER      EQUALITY: HU Berlin has achieved great success in the equality of women in      science, especially in top positions: The proportion of women in      professorships has almost doubled since 2008 and stood at 39.8% in 2023.      Gender parity has already been achieved among research assistants.      However, there are still major differences between the individual subject      groups. (Press      Release 8/2024   )
• GENDER      EQUALITY IN GENERAL: Statement of the bukof "Free      period products for everyone at universities"    published.
• INTERSECTIONALITY      / DGI: Pilot project at the FU – An awareness team was present for the      first time at this year's university summer party. (BLOG Gender Equitable   )
• COMPATIBILITY:      For female scientists with laboratory work, pregnancy often means a ban on      working – and thus a career obstacle. New gender equality strategies are      intended to help – e.g. pregnancy laboratories. (FuL 8/2024   )

July 2024

• DIGITALIZATION:      The HSBI    study "Fit      for AI?"    shows where AI discriminates and what can be done about      it. (PM)   
• GENDER      EQUALITY | GENDER in FO+LE: "Equality meets Gender Studies" - Video    follow-up    to the OpenMic event of the FU Berlin      on June 25, 2024 on the topics: Self-determination of gender, care work,      gender in STEM, female leadership, sexualized harassment, discrimination      and violence, intersectionality.
• INSTRUMENTS      / STRATEGIES / FUNDING: From now until August 31, female scientists can      apply for the Zia      Fellowship Program    (start: October 2024, duration: 1 year).
• GENDER      in FO+LE: With the aim of strengthening gender research, North      Rhine-Westphalia is funding the rededication of an existing professorship      with a new gender (partial) denomination. (FGF      Journal 54   , Announcement   )
• VISIBILITY:      Visibility in science is multi-layered and highly relevant for gender      equality work. An article in the FGF      Journal 54    (p. 32) summarizes essential structural obstacles for      scientists and scope for action.
• GENDER      EQUALITY SCIENCE: The proportion of women in habilitations is 37%, ten      percent higher than ten years ago. (PM)   
• VISIBILITY:      The new rules on German spelling have been in force since 1 July   .      According to the KMK, it is binding for schools and public administration.      (FuL 7/24   )Chapter E "Punctuation" deals with      (special) characters in personal designations ("gendering").      These are still not covered by the regulations. The related However,      development is still incomplete and must be further monitored. In the justification for the rejection,    the      council reaffirms the view "that all people should be met with      gender-neutral language."
• MISCONDUCT:      In "Perspectives for Hanna. Permanent      positions for permanent tasks in science   ", the connections      between working conditions (esp.) at universities and equality (topics),      esp.: abuse of power (p. 179), alma mater also for mothers*? (p. 111),      career options (p. 127)
• GENDER      EQUALITY SCIENCE: The CEWS Journal 2024|1    has been      published.
• MISCONDUCT:      The article "You      Can Knock on the Doors and Windows of the University, but Nobody Will Care   "      shows what benefits universities derive from the silence about      gender-based violence in science. (CEWS Journal 2024|1   , p. 8)
• PERSONNEL:      Study    on salary differences at universities in Baden-Württemberg provides      comprehensive evidence of relevant salary differences between professors.      (CEWS Journal 2024|1   , p. 18)
• EQUAL      OPPORTUNITIES COMMISSIONER: In its ruling of 03.04.2024, the      Constitutional Court of Thuringia dismissed a lawsuit by the AfD      parliamentary group in the state parliament against, among other things,      the regulation in the HSG Thuringia, according to which only women can      become equal opportunities commissioners at universities. (Judgment   ,      FuL      3/24   )
• VISIBILITY:      The current CEWS Journal 2024|1    (from p. 24)      contains articles on the topic of "gender bans" and their      significance for universities and the scientific community.
• EQUALITY      SCIENCE: The IWD      refers to the persistence of gender-cliché-compliant choice    of      training occupation and subject. (CEWS Journal 2024|1   , p. 32)
• GENDER      EQUALITY: According to a fact      sheet    on the first three years, Horizon Europe promoted gender      equality: women make up 37% of researchers, 43.6% of the review bodies and      48.7% of the advisory bodies.
• GENDER      EQUALITY SCIENCE: At the beginning of June, the Elsevier report on gender      equality in research and innovation "Progress toward gender equality in research      and innovation" was     published. In the CEWS Journal 2024|1    (p. 18) there is      now a short description.
• EQUALITY      IN general: Fathers spend more time looking after children than before,      but still less than mothers – and differently than mothers: 1h 19 min per      day to 2h 18 min, whereby they spend proportionately more time on      sports/games, mothers on personal hygiene, feeding and dressing. (Destatis    5/24)
• GENDER      EQUALITY in general: On the occasion of the Olympic Games in Paris, some observations on the Olympics      and gender equality    by Susann Sika, University Communications / Media      Department of the University of Leipzig.
• EQUALITY      GENERAL: Equal Opportunity Officers at the University of Münster have      developed a Reflectory    to address aspects of the current debate on equality.
• GENDER      EQUALITY in general: In Dossier      1/2024 of the Observatory for Socio-Political Developments    in Europe,      the authors deal with the relationship between democracy and gender      equality in the EU.
• INTERSECTIONALITY      / DGI: I.R.d. DFG funding, the module "Lump sum for equal opportunity      measures" and the application sections on equal opportunities in the      coordinated procedures have been expanded to include "diversity"      and "compatibility". (PM)   

June 2024

• COMPATIBILITY:      The      'mother label' is a disadvantage    - On World Parents' Day on      01.06.2024, Henrike Schwab reported on the work of the "Maternity and      Science" network    and the compatibility of care work and      university career.
• GENDER      EQUALITY SCIENCE: At the beginning of June, the Elsevier report on gender      equality in research and innovation "Progress toward gender equality in research      and innovation"    was       published. It discusses participation in research, contributions to      research and career development worldwide. (Summary: CEWS      Journal 2024|1   , p. 18)
• INTERSECTIONALITY      / DGI: Multiple      Barriers and Diversity among Berlin Researchers: Challenges and Resources    (GenderBlog 6/24)
• PERSONNEL:      The group of universities in the HRK and the Junge Akademie have Guidelines      for permanent positions in addition to the professorship    adopted. They      propose three new categories. (FuL      6/24   )
• MISCONDUCT:      Power      abused   . Abuse of power and misconduct are the order of the day in      academia. What the causes of this are and how they can be stopped – a report      by the German Psychological Society (DGPs) provides     information. (DUZ 11/23)

May 2024

• ACADEMIC      EQUALITY: On the way to greater gender equality in the appointment of      professors – HRK adopts voluntary      commitment    (PM   )
• MISCONDUCT:      Power and responsibility – HRK adopts recommendation    on measures against abuse of power (PM)   
• VISIBILITY:      Ban on the use of so-called gender symbols at universities in Hesse only      applies to their administration (FAZ)   
• EQUALITY      IN GENERAL: New dossier      on the relationship between democracy and gender equality in the EU   .
• VISIBILITY:      If      an inclusive and gender-equitable use of language is banned, this is      constitutionally problematic   . This is the assessment of the Federal      Anti-Discrimination Agency in a short      report    as part of the "Standpunkte" series of publications.

April 2024

• STEM      / CARE: The proportion of women in technical research has risen to 18% and      the proportion of men in nursing and sales professions has also increased.      (FuL      4/2024   )
• GENDER      DIVERSITY: On 12 April,      the Self-Determination Act (SBGG)    was       passed in the Bundestag.
• MISCONDUCT:      Focus      on Sexualised Violence in Digital Higher Education Teaching    published      by the Higher Education Forum Digitalisation.

March 2024

• EQUALITY      SCIENCE: Equality      between men and women in science in Germany is still wishful thinking   .      The article shows reasons. (FuL 3/24)
• SCIENCE      IN general: The WZB is implementing an online event series "Science      as an Employer", which usually deals with equality and diversity,      hierarchy and abuse of power, leadership and organizational change, among      other things. The episodes can be listened to    here.
• VISIBILITY:      Best practice brochure "How      Female Experts Become Visible   " published on the occasion of 2      years of Plattform #InnovativeFrauen.

February 2024

• MISCONDUCT:      At the end of the UniSAFE      project    a Toolkit    and a      second European policy brief    published.
• INTERSECTIONALITY      / DGI: Scientific work is not "neutral". A plea for more      diversity in science: "Fairness alone would be a reason to make the      field of science not only accessible to different people, but also      attractive. Beyond that, it's also about quality." (FuL 10/23)
• GENDER      EQUALITY: On the occasion of the International Day of Women and Girls in      Science on 11.2, a Article    and in particular presents various funding instruments. (FuL 2/24)
• CONTRADICTION:      Open letter Networked      and positioned against the AfD in science, education and everyday life!    published.

January 2024

• MISCONDUCT:      In the legal dispute with a lecturer at HU Berlin, who was dismissed      without notice in August 2023 due to verbal sexualised violence, the      proceedings before the Berlin Labour Court have been ended by a      settlement. (PR   ,      FuL      1/24   )
• MISCONDUCT:      The article "Sexism      in academia is bad for science and a waste of public funding   "      sheds light on the effects of sexism in the academic world and shows      possible solutions.
• STAFF:      Revolving      door effect    - University President Birgitt Riegraf on the difficult      work situation of female university management, whose competence is      questioned more than that of men. This leads to more/earlier resignations,      dismissals or non-re-election. (FuL 1/24)

December 2023

• VISIBILITY:      Statement "Against      language censorship at Hessian universities   " published.
• MISCONDUCT:      HRK wants better measures against abuse of power. (PM)   
• STAFF:      Negotiating      against the gender pay gap   . Is the gender pay gap at universities the      result of wage discrimination, negotiation skills or vertical segregation?      A comparison shows the role of gender-specific willingness to negotiate.      (FuL 12/23)
• STAFF:      The DFG has produced a film      "Unbiased Review"    in German and English as well as an online      dossier    on (unconscious) biases in scientific judgement formation      processes.

November 2023

• VISIBILITY:      Yes to gender-neutral and inclusive language. Information      and voices from research and gender equality practice    on the occasion      of the key issues paper of the Hessian government coalition according to      which "in state and public institutions (...) gendering with special      characters is to be dispensed with".
• CORONA:      Results of the study "Long COVID in higher education? Effects of the      COVID-19 pandemic on vulnerable groups in higher education" have been      published. (PM)   
• GENDER      EQUALITY in general: The study "Men's perspectives. Men's attitudes      towards equality and gender equality policy   ", a large proportion      of men recognise the importance of equality for social cohesion;      nevertheless, approval of active gender equality commitment is declining.      For example, the majority of men are of the opinion that equality is still      (far from being achieved) and that gender equality policy still deals too      little with men's concerns. (PM   )
• MISCONDUCT      | DIGITALIZATION: KCS has published an information flyer on German    and English    on gender-based digital violence. Detailed information on the KCS      website   .

October 2023

• VISIBILITY      | GENDER in FO+LE: Three women are among this year's Nobel Prize winners:      Anne L'Huillier, Katalin Karikó (Medicine/Physiology) and Narges Mohammadi      (Nobel Peace Prize). (IFIF   )      And Claudia Goldin received the Alfred Nobel Memorial Prize in Economics      for her explanations of gender differences in the labour market.FuL      10/23   ).
• GENDER      EQUALITY SCIENCE: Still      no gender parity at universities   , as the 27. Data      update    of the GWK on the topic of "Women in universities and      non-university research institutions" for the period 2020/2021.
• EQUALITY      SCIENCE: A toxic working environment is a decisive reason for the high      number of women leaving science, according to a study    (WUMANnetwerk).

September 2023

• EQUALITY      IN GENERAL: The Saxon state parliament has decided to amend the Women's      Advancement Act into a modern Gender Equality Act in the Public Service      (SächsGleiG). (Media      Service Saxony   )
• PERSONNEL:      Non-monetary      incentives for appointment offers   . The study shows, among other      things, that attributes of appointment offers that do not directly reflect      remuneration components play a significant role. For example,      compatibility and the proportion of female professors can be      (co-)decisive.

August 2023

• WRONGDOING:      HU      Berlin dismisses lecturer for sexual assault    (FuL 9/23)
• STAFF:      The      gender pay gap in professorships must be put to the test    (FuL 8/23).
• GENDER      EQUALITY | COMPATIBILITY: A new study by the WSI shows: In couples and      families, women take on the lion's share of care work - and this applies      not only to practical-manual activities, but also to the organization of      everyday life. (IDW)   
• EQUAL      OPPORTUNITY OFFICERS: Equal Opportunity Officers are responsible for all      areas - i.e. they must also be involved if only persons of one gender have      applied or will be presented in the appointment process. Reason: It could      still be discriminated against on the basis of gender - in this case often      in connection with another category, e.g. age (Stcihwort:      intersectionality) (GiB 8/23, in the office)
• ACADEMIC      EQUALITY: Gender      gap in higher education ambitions   . One Study    investigated why some female students still decide against university      studies despite wanting to study. According to the study, the formal      restrictions on preferred subjects of study are particularly difficult for      young women.
• COMPATIBILITY:      The survey "Non-discriminatory      funding/tendering"/ Survey "Reducing Discrimination in      Funding/Calls for proposals   " is still open until 30.9.2023 and it      is possible to participate several times, i.e. observations on various      funding programs can be entered.
• MISCONDUCT:      "Those      who do not participate are bullied or sabotaged   ". ZEIT Campus      interview with Victoria Striewe, co-founder of Metooscience.

July 2023

• CONTRADICTION:      The Network against Abuse of Power in Science has published a paper    in which characteristics and mechanisms of the science system that promote      abuse of power as well as possible solutions for personnel administration      are shown.
• GENDER      EQUALITY: A study    by the University of Basel examined which measures are used to promote      women in science and how well they work. This has resulted in a      comprehensive collection of resources with recommendations for action. (CEWS Journal 2023|2   , Key      Findings   ).
• INTERSECTIONALITY      / DGI: A university for all?    One Study    of the University of Magdeburg examines diversity and inclusion efforts at      German universities. According to the study, diversity and inclusion are      considered important, but not all diversity dimensions are equally      focused; although measures are recorded in strategies and the like, there      is often a lack of resources for their (targeted) implementation.
• INSTRUMENTS      / STRATEGIES / FUNDING | INTERSECTIONALITY / DGI: On March 08, 2023, the      European Commission announced the winners of the EU      Award for Gender Equality Champions    including the South East      Technology University from Ireland in the category "Inclusive Gender      Equality Champion". (SETU      Statements and Policies   )
• INSTRUMENTS      / STRATEGIES / FUNDING: A study    by      the University of Tübingen on supervisory boards states that even one      woman on the board increases the participation rate, but (only) several      women also increase profitability. The thesis is that only one woman is      perceived more as a representative of her gender and less as an individual      with a specific expertise, while in the case of several women,      "different perspectives", a "broader expertise" and a      "more productive tone" influence the discussions. (PM)   
• COMPATIBILITY:      The compatibility of parenthood and science is a focus of the current CEWS Journal 2023   . Hanna Haag is      interviewed Dr.in, according to whom it is often only a matter of      providing infrastructure for a better work-life balance, while gender      equality work should (also) aim at a new value and visibility of care work      (at home as well as in a professional context).
• MISCONDUCT:      Crime      scene university #MeToo and abuse of power at universities   . ZDF      documentary in the series Die Spur. (available until 19.07.2025)
• CORONA:      Gender      inequalities in science during the Corona pandemic   . The literature      review provides an overview of studies and analyses that trace how the      pandemic work situation has affected gender relations in science.
• GENDER      EQUALITY SCIENCE: The conference      documentation for the Gender Congress 2023    has been published,      including:PERSONNEL: Keynote Women      in University Management   , PERSONNEL: Keynote Gender      Gaps in the Non-Academic Staff   , CORONA: Workshop Corona      Pandemic and Equality   , INTERSECTIONALITY / DGI: Workshop Anti-Discrimination      and Equality   , GENDER DIVERSITY: Workshop Gender      Diversity and Equality   , GENDER in FO+LE: Workshop on Gender      Studies and Equality   
• SCIENCE      IN GENERAL: New support service against hate speech in science      communication: The Scicomm-Support    platform  offers advice and support      for scientists and science communicators in the event of attacks and      unobjective conflicts in science communication.
• GENDER      in FO+LE: Anchoring      gender studies more broadly. The German Council of Science and Humanities      comments on the status and further development of the research field   .      (PM,    Recommendations      for the Further Development of Gender Studies in Germany   , Background      Information   , Press      Conference "Further Development of Gender Studies in Germany")   
• GENDER      EQUALITY SCIENCE: The panel      discussion "Mind the Gap: What is the status of gender parity at      universities in Germany?"    from 5.6.2023 can now be viewed online.
• MISCONDUCT:      A study    by the University of Munich shows that people condemn hate speech more      strongly than non-verbal discrimination. (PM)   
• GENDER      EQUALITY SCIENCE: In June, the 33rd Conference of the Ministers and      Senators for Gender Equality and Women's Affairs of the Länder (GFMK) took      place. Among other things, it was decided to continue the working group      "Advancement of Women in the Field of Science" and its      priorities: strengthening and safeguarding gender studies, implementation      of the DFG's research-oriented standards on gender equality and diversity,      challenges of internationalisation, design of the accreditation system, start-up      activities. (Resolutions      and resolutions   , p. 113)
• EQUALITY      IN GENERAL: "Male norms" (more precisely: behaviors typically      associated with masculinity) continue to be standard in professional life      and are therefore more likely to be rewarded than "female" ones.      One starting point for gender equality work could/should therefore be to      review the corporate culture for such norms and, if necessary, to      encourage change. (GiB 5/23: in the office)
• GENDER      EQUALITY: The      proportion of women in state university management in Germany continues to      rise   , according to the  CHE's CHECK      University Leadership 2023   , published in May  .
• GENDER      DIVERSITY: In May, the draft      of the Self-Determination Act     was published.
• EQUALITY      IN GENERAL: Privileged groups perceive equality as a loss of their      resources, according to a 2022 study. This is ambivalent for gender      equality work. It is therefore conceivable, for example, on the one hand      to emphasize cross-gender advantages, and on the other hand to use the      results in a confrontational way. (GiB 4/23: in the office)
• COMPATIBILITY:      Left      behind with children?    Experience reports from the qualification phase      for a professorship at a university of applied sciences and      recommendations for action to align access opportunities. (DUZ 1|23)
• GENDER      EQUALITY: Female      researchers have less laboratory space   , according to a study    at the Scripps Institution of Oceanography (SIO), California (FuL 1|23).
• ACADEMIC      EQUALITY: DFG      Equal Opportunities Monitoring 2023    published.

June 2023

• GENDER      EQUALITY SCIENCE: meta-IFiF is launching a "Facts      and Figures   " section in the Infopool.
• ACADEMIC      EQUALITY: The      long road to parity   . Women are more likely to start a course of study,      but only one in four professors is female. The Women Professors Program is      intended to change that. Taz article about the program and its      opportunities and gaps (keywords: smaller universities and diversity).
• EQUALITY      SCIENCE: Controversial Study    in Switzerland on the reasons for the leaky pipeline. (FuL      1|23   ,
  Open      letter   )
• GENDER      EQUALITY SCIENCE: The 11th      CEWS University Ranking by Gender Equality Aspects 2023    has been      published.
• PERSONNEL:      On 6 June 2023, the BMBF presented the draft amendment to the Academic      Fixed-Term Contract Act (WissZeitVG). Compared to the key issues paper,      this now provides for a 4 plus 2 model for the post-doc phase, according      to which a maximum of 4 years may be limited and two more only with a      follow-up commitment. (FAQ      BMBF   , CEWS      Journal 2023|2   )
• STAFF:      Creating      attractive alternatives to a professorship   . Career paths in science      must become more transparent, more diverse, and more creative. With its      Academic Tenure concept, Bielefeld University wants to set the right      course for this. (DUZ 6/22)
• VISIBILITY:      The US "Lost Women of      Science   " project collects stories of female scientists whose work      has been ignored until now.
• MISCONDUCT:      The Administrative Court of Cologne had to hear a case in which a dean      wanted to protect female students and staff from the lack of distance of a      university lecturer by trying to restrict the presence of the university      lecturer in connection with his courses via the right to give      instructions. However, the court considered the specific instructions to      be disproportionate in consideration of the academic freedom of university      teaching. (FuL article 5/23 in the GB office, decision of 27.05.2022 - 6 L 687/22   )
• MISCONDUCT:      The law faculty of the LMU Munich distances itself from the announcement      text of a seminar. The text contains formulations that are discriminatory,      inappropriate and repulsive, according to the Opinion   .      (FuL      6/22   )
• GENDER      in FO+LE: Goethe University wants to strengthen the consideration of      gender and diversity in research topics and has launched a Ten-point paper    . (CEWS   )
• GENDER      in FO+LE: Excellent      without Gender Studies in STEM?    Gender studies is established, but      exposed to attacks. In the STEM subjects, it is hardly institutionalized.      An appeal. (FuL 6|23)
• INTERSECTIONALITY      / DGI | EQUAL OPPORTUNITY OFFICER: The current equality in view is part of      the focus on diversity and addresses, among other things:  the      questions: Responsibility/tasks of the GB regarding INTA* persons? (rather      yes); Is the promotion of women taking a back seat due to a focus on      diversity?  (rather no); Are diversity officers useful in addition to      GB?  (yes!). (Booklet in the GB office)
• INTERSECTIONALITY      / DGI: A new podcast mini-series "The Fair University.      Visions of a good and diverse science   " deals with the past,      present and possible futures of the university in 3 episodes from      different perspectives and including different dimensions of diversity.
• COMPATIBILITY      | CORONA: Like      a magnifying glass on structural weaknesses   : On the (lacking)      compatibility of parenthood and science due to the prevailing performance      principle. (FuL 6/23)
• COMPATIBILITY:      The survey "Non-discriminatory      funding/tendering"/ Survey "Reducing Discrimination in      Funding/Calls for proposals   " is still open until 30.9.2023 and it      is possible to participate several times, i.e. to enter observations on      various funding programs.
• EQUAL      OPPORTUNITIES OFFICER: On 31 May 2023, the Saxon State Parliament passed      the new Higher Education Act, according to which the GB can also be      employed full-time in the future. (sachsen.de   )

May 2023

• INSTRUMENTS      / STRATEGIES / FUNDING: meta-IFiF has compiled a selection      of science awards    that       particularly honour women and for which women can apply in the      coming months.
• COMPATIBILITY:      Survey "Non-discriminatory      funding/tendering"/ Survey "Reducing Discrimination in      Funding/Calls for proposals   ". The survey runs until 30.9.2023 and      it is possible to participate several times, i.e. to enter observations on      various funding programs.
• INTERSECTIONALITY      / DGI: Tension    Diversity      in higher education and science   . Critical Reflections (FuL 4/23)
• MISCONDUCT:      The Federal Conference of Women's and Gender Equality Officers at      Universities (bukof), together with the Association of Women's and Gender      Research Institutions of Berlin Universities (afg), has published the      current publication "Discriminatory      Attacks in the Higher Education Context – Recommendations for Action for      University Leaders   ".
• CORONA      | COMPATIBILITY: A document published in March 2023 Report      of the European Commission    on the impact of the coronavirus pandemic      on gender equality in research and development shows that and how the      coronavirus pandemic has exacerbated existing inequalities in the science      system. According to the study, female scientists in early career phases      with care responsibilities are the most disadvantaged group and need more      support. One concrete proposal is to assess the track record of      researchers with care responsibilities differently than those of people      without care responsibilities (Ful      5/23   , CEWS      2023|2   )
• MINT      / CARE: A Study      by the University of Zurich    has investigated what deters female      students most from STEM subjects. According to the study, outdated      gender-specific stereotypes and inaccurate ideas about subjects play a      role. (FuL      4/23   , CEWS      2023|2   )
• GENDER      EQUALITY: DFG      Equal Opportunities Monitoring 2023    published.
• GENDER      EQUALITY IN GENERAL: According to an IAB    study   ,      application behaviour can  explain      half of the adjusted earnings gap between men and women. Among other      things, the proportion of applications from men increases with increasing      flexibility requirements, and these are higher on average for higher-paid      positions. (CEWS      5/23   )

February to April 2023

• Current      INSTRUMENTS / STRATEGIES / FUNDING:
  sponsorship      award for theses and qualification theses with a gender focus   , LSA,      deadline: 31.8.2023
  Agathe      Lasch Visiting Scholar Program, University of Hamburg   , deadline      16.6.2023Further current calls for proposals: CEWS      Journal 2023|1   
  Overview of funding programs and others here (scroll down)
• GENDER      EQUALITY SCIENCE: The FES Impulse Paper      No. 8 "Gender Equality in Science"    (2023) provides an      overview of the topic and summarizes in particular. proposals on how      equality could be accelerated.
• GENDER      EQUALITY: The final   report      of the project "Gender Proportions in ESF Projects    University and Research   " gives 54 recommendations for action to      increase the proportion of women in research.
• GENDER      EQUALITY: Significant increase in the number of female university      directors (FuL   ,      CHE      Check Hochschulleitung DL,    Wierda      Blog   )
• VISIBILITY:      Making women's achievements more visible in a scientific context is the      subject of a new research project. The hypothesis is that women's      contributions are also reflected in non-classical indicators and therefore      their visibility increases when university work is considered in all its      facets. (CEWS      Journal 2023|1   , project      homepage   )
• VISIBILITY:      The new website "Innovative      Women in Focus   " (iFiF) offers information on the BMBF funding      guideline of the same name and the funded projects and bundles information      and dates on the topic.
• VISIBILITY:      Who      quotes whom and why?    The Matilda Effect in Huma Geography. (FuL)
• INSTRUMENTS      / STRATEGIES / FUNDING: The BMBF-funded Women Professors Programme (PP)      started its fourth programme phase at the beginning of 2023 as the      "Women Professors Programme 2030" (announcement   ,      PP      homepage   ).
• INSTRUMENTS      / STRATEGIES / FUNDING: At the end of the project, the StaRQ project      published the publication "Inventory and Recommendations for Action      for Quality Assurance of Gender Equality Measures in Science",      whereby the recommendations for action on the focal points of gender      sensitization, mentoring and active recruitment can also be accessed      individually (StarQ homepage   ).
• HUMAN      RESOURCES: A special      evaluation by the CEWS    for the Equal Opportunities in Science and      Research Report 2022 shows that and how career paths and employment      conditions in science are only characterized by minor gender differences,      but that in large numbers they can accumulate to structural discrimination      against female scientists.
• STEM      / CARE: Study seems to refute gender bias in STEM subjects (FuL   )
• VISIBILITY:      In the current CEWS      Journal 2023|1    on the focus on sexualised and gender-based violence      (GBV) in science, the first results of the UniSAFE survey study are      presented. The study is characterized by a broad definition of violence      (GBV = violence that is directed against a person because of his or her      gender, or that disproportionately affects groups of people of one gender)      and shows a high prevalence of GBV in science, which is rarely reported.
• VISIBILITY:      The current      newsletter of the Hilfeton - Violence against Women    also  focuses on the sBG in the university      context.
• VISIBILITY      | MISCONDUCT: Hostility and threats against scientists have increased. The      Federal Association of University Communication and the Science in      Dialogue initiative are therefore developing the "Scicomm      Support" project, which will include a round-the-clock crisis hotline      and a nationwide central point of contact (tagesschau   ).
• VISIBILITY      | MISCONDUCT: In an open      letter    to Education Minister Bettina Stark-Watzinger, the education      ministers of the federal states and the HRK, professors criticize the      German science system.
• INTERSECTIONALITY      / DGI: Working in heterogeneous teams is profitable but also challenging.      For this reason, the Leonardo project at Nuremberg University of Applied      Sciences has designed a guideline    for successful collaboration in heterogeneous teams. (DÜZ      3/23   )
• INTERSECTIONALITY      / DGI: The bukof    annual motto    2023 is:      "Building alliances. Allyship lernen", the annual bukof takes      place: 20-22.9.2023
• INTERSECTIONALITY      / DGI: The KC panel discussion "On the way to becoming a      T*I*Inclusive University?", which also addresses the role of equal      opportunity officers, can be watched on the    KC YouTube channel.
• GENDER      in FO+LE: A new "Network of Gender-Sensitive Medicine NRW" is      intended to promote that medicine does justice to all genders (CEWS      Journal 2023|1   ).
• SCIENCE      IN general: The BMBF has withdrawn its paper on the planned amendment of      the WissZeitVG, published on 17.03.2023, after fierce criticism. In      particular, the planned shortening of the postdoc phase to 3 years is      controversial. Opinions on the topic, including a joint      statement by bukof   , among others, can be found in the current CEWS      Journal 2023|1   , among others.
• CONTRADICTION:      The Amadeo Antonio Foundation has launched the first reporting office for      anti-feminism    .
• GENDER      EQUALITY in general: The new indicator "Gender Gap Labour      Market" broadens the perspective on earnings inequality. This was 39%      in 2022. The Gender Gap      Simulator    can be used to learn about the causes of earnings      inequality. (Destatis-PR      6.3.23   )

January 2023

• EQUALITY      SCIENCE: According to a study in the journal "Nature      Astronomy",    male scientists have benefited from the pandemic.
• GENDER      EQUALITY SCIENCE: Equality      versus stereotypes   . Professors Kathrin Zippel and Petra Lucht are      researching perspectives on gender and intersectionality in science.
• GENDER      EQUALITY SCIENCE: Gender      Report 2022    published, with a focus III on "(Gender) inequalities      in the non-tenured academic staff". see also the genderblog post: Hanna      and Reyhan in NRW"   
• GENDER      EQUALITY: Germany's first list of      science awards    published.
• INSTRUMENTS      / STRATEGIES / FUNDING: The Women      Professors Programme    will enter its fourth funding phase in 2023.
• INTERSECTIONALITY      / DGI: "DZHW      Student Survey in Germany"    provides new results on discrimination      at German universities.
• VISIBILITY:      Project launched to increase the presence of female scientists* in the      media: Research,      baby!   
• GENDER      EQUALITY IN GENERAL: EIGE publishes Gender      Equality Index 2022   .

2021 - II

• MISCONDUCT:"Everyday      university life. Working and learning between proximity and distance   ":      Sometimes boundaries are also crossed in science. (FuL 12/21)
• CORONA:      "How      the pandemic harms scientists   " (FuL 11/21)
• PERSONNEL:      FuL survey "Real      W salary. Salaries show gender differences   " (FuL 11/21)
• GENDER      EQUALITY SCIENCE: "The      opportunities are not yet equal   ." The 25   .      Update of the GWK'   s      data material "Equal Opportunities    in      Science and Research   " reveals: More female scientists are      occupying university management positions. But their share decreases with      each qualification and career level. (FuL 10/21)
• EQUALITY      SCIENCE: "Who listens more and who discusses more   "      (FuL 10/21) is about gender roles at scientific conferences. The German      Congress of Geography 2019 was examined. While audience and presenters      were almost equal, differences were found, among other things, in the      chairing of sessions (above-average number of men), the number of      listeners (men had more audience and a higher proportion of men than      women) and the discussion behaviour after the lectures (men had a      surprisingly high speaking time).
• EQUAL      OPPORTUNITY SCIENCE: The article "Anonymized applications in science   ?"       (FuL 10/21) explores where such procedures would make sense (e.g.      applications for third-party funding, rather broadly advertised positions)      and how they could be designed.
• GENDER      EQUALITY: The Federal Statistical Office has published new figures on HS      staff (FuL 8/21   ). At the end of 2020, the proportion of women was      54% - 40% of the total staff and 71% of the academic support staff.       Among full-time professors, it was still only 26%, lowest in      engineering (14%) and highest in the humanities (40%).
• GENDER      EQUALITY: The CEWS University Ranking by Gender      Equality Aspects 2021    (10th ranking according to data from the      official higher education statistics from 2019) is available. The ranking      aims to compare the performance of universities in gender equality      continuously and nationwide with the help of quantitative indicators.
• GENDER      EQUALITY SCIENCE: 2 supplements to the FuL special issue on gender      equality (3/21):    The article "Advancement of Women and the      Performance Principle" is dedicated to the "inner-constitutional      tension" between the permissibility on the one hand and the necessity      of measures for the advancement of women on the other. The article      "Higher Education Gender Equality Policy" deals with the      relationship between gender equality and other goals of the university, in      the course of which it very clearly outlines the complexity of gender      equality policy and formulates as conclusions, among other things: focus      more on professors as gatekeepers, also address men when it comes to the      topic of unity, coordinate individual measures in a strategy and that      restructuring in the context of the New Public management. (on request)
• SCIENCE      IN GENERAL | COMPATIBILITY: In "The Dictate of Absolute Numbers   " (DUZ 7/21), the      author argues for a performance measurement that puts the output      (articles, third-party funding, patents) in relation to the resources      expended. Only this actually measures "productivity" and, beyond      compatibility, also promotes the (overall) performance of the institution      in other respects.
• MISCONDUCT      | EQUAL OPPORTUNITY OFFICER: The GiB special issue 10/21 on      "Recognising discrimination and taking action against it"      provides, among other things:  Tips on how to sharpen one's (own)      perception of prejudice and discrimination and how to react to them      sustainably and/or quick-wittedly (on request). Here are some of the      further tips: Counter regulars' table wisdom   , stay cool while mansplaining   , react to sexist sayings   , FES      brochure "Equality controversial   " and –      as a practice room – Twitter.
• MISCONDUCT:      The Federal Anti-Discrimination Agency honors 25 "examples of      good practice for the prevention and intervention of sexual harassment in      working life   ," including the anti-sexism initiative of the      Coordination Office for the Advancement of Women and Equality at TU      Berlin.
• MISCONDUCT:      Anonymous allegations of scientific or leadership misconduct against      scientists are on the rise and more often affect people who "don't      seem to belong," including women. (DÜZ 7/21, on request)
• INSTRUMENTS      / STRATEGIES / FUNDING: There is a new bukof guideline "Gender Monitoring   ".  This provides      a clear presentation of possible key figures and indices with further      information. Although it is aimed at FH/HAW, it also provides useful      suggestions for university contexts.
• DIGITALIZATION:      Publications include:  a discussion paper of the HTMI      "Gender-specific labour market effects of digitalisation - a      literature review on the state of research" (LINK) as well as      summaries of the lectures of a lecture series of the GFFZ on "Effects      of increasing digitalisation on the world of work from a gender      perspective" (LINK: s. https://www.gffz.de/aktuelles/aktuelle-mitteilungen   )
• GENDER      in FO+LE: The students in the Hartmannbund, together with the German      Association of Women Physicians, have appealed in an open letter    to the Association of Medical      Faculties (MFT) to consider gender medicine as a mandatory cross-sectional      subject in medical studies.
• GENDER      EQUALITY: Motivated by the bukof      campaign "fairnetzt euch!"    has founded the Secretariat      University Network (SUN) at the University of Münster. In monthly network      meetings, topics such as SAP, training opportunities, classification, work      aids and everyday activities are discussed. (Newsletter      GB-Office WWU SoSe 2021    )
• GENDER      EQUALITY: She Figures 2021: First data published as      an infographic   , the full data will be published in October 2021.
• GENDER      EQUALITY: Proportion of women in habilitation increased by 3% in 2020      compared with 2019 to 35% [PM destatis    ].
• GENDER      EQUALITY SCIENCE: The CEWS Journal 128    (p. 31ff) focuses on      the 'staying power' for equality in science.
  In the first part, a balance is drawn. Jutta Dalhoff looks back on the      expert discussion of the F/B/TAB Committee, the 3rd Gender Equality      Report, the establishment of the Federal Foundation (see last information      lists) and the DFG Standards on Gender Equality. Core message: "We do      not have a problem of knowledge, but of implementation, as hackneyed as it      may sound!". The second part offers a 'Guide to self-assurance for      gender equality actors'. Based on the concept of gender competence and the      question of the goals of gender equality action, Jutta Dalhoff illustrates      the sometimes highly complex practice using the example of the tension      between the gender equality policy goals of gender equality and      compatibility and concludes from this the necessary need for support for      sustainable gender equality work.
• EQUAL      OPPORTUNITIES SCIENCE | STEM / CARE: There are two new equality-relevant      prizes in the STEM field, some of which have already been critically      acclaimed: Caroline Herschel Medal for female      astronomers in Great Britain and Germany    and the Hildegard    Hamm Brücher Prize for Equal Opportunities      in Chemistry    (see also p. 26ff CEWS-Journals 128   )
• PERSONNEL:      New online tutorial "Gender-sensitive      appointment procedures and personnel selection"    University of      Erlangen-Nuremberg. The tutorial lasts about an hour and is also      accessible to external people.
• MISCONDUCT:      The LaKof NRW has published a handout on content notes on addressing      sexualised discrimination and violence in the teaching context    .      "In the context of teaching, content notes should help to create an      appreciative and non-judgmental atmosphere in which important but      difficult topics such as sexualized discrimination and violence can be      discussed and researched without hurting lecturers and students      themselves," according to the handout.
• INTERSECTIONALITY      / DGI: Double      discrimination? Women with disabilities at the university    . Three      women from Germany, Croatia and Iraq report. (DW)
• INTERSECTIONALITY      / DGI: "The Best Diversity Hacks    ": A      brochure from EAF Berlin & BPM gives 23 practical examples of      diversity and inclusion in HR practice, from listening sessions &      lunch lottery to Book my Boss & knowledge standards to checklists      & playlists. Some examples are explicitly aimed at gender equality,      others are transferable.
• GENDER      in FO+LE: On May 26, 2021, an interdisciplinary research fair on      "Disciplinary research with a view to gender and diversity" took      place at the University of Magdeburg. The schedule, posters and the      results in the form of sketchnotes can be seen online   .
• GENDER      in FO+LE: The project team of the MBZ & Open Gender Platform points to      the reviewer database    : "The database      is a directory of people who have declared their willingness to review for      Open Access journals (and monographs) in Germany. (...) At the same time,      the 215 reviewed reviewers demonstrate the breadth and academic quality of      German-language gender studies."
• GENDER      in FO+LE | GENDER IN FO+LE: Excellent research and innovation requires      gender-differentiated considerations. The      BMBF is committed to promoting the structural anchoring of gender aspects      in and for excellent research in all disciplines    with a new (funding)      guideline: Guideline "Gender Aspects in      Focus".    Submission deadline for the concept phase: 15 October      2021.
• GENDER      in FO+LE: The EU research project "CoAct" develops new      approaches and promotes citizen research in the social sciences. Civil      society organisations that want to conduct research on "gender      equality" can apply from now until 30.9.2021 via the CoAct website (CALL,    PR    )
• GENDER      EQUALITY IN GENERAL: BSSR Gender Index 2019    .  For the      4th time, the BBSR determined figures on gender equality based on the      model of the European Equality Index. The information is now interactively    accessible and shows the      developments since 2011.In 2019, the gender index averaged 61.6%, Halle is      in the lowest category with 49%.
• EQUALITY      IN GENERAL: What does gender mainstreaming have to do with braids? In the current newsletter of the GB Office of      the University of Münster   , in the section "What is      actually...?" (p. 10) explains the term gender mainstreaming.
• GENDER      EQUALITY in general: The result of a cooperation between the research      group "Worldwide Challenges to Women's and Gender Rights" at the      ZiF and the campus radio station Hertz 87.9 is the podcast "Whose Rights, Which      Rights?"    , in which each episode explores the respective research      area of the fellows and discusses how and why women's and gender rights      are under attack.
• EQUALITY      IN GENERAL: Men should be able to do equality: 4 concisely formulated      suggestions on how men can support equality: reflect on their own      privileges, counter the label and authorship problem, actively involve      women/TIN people and take direct action against sexism. [GiB, on request]
• EQUALITY      IN GENERAL: Voluntariness does not help - DJB drafts      Gender Equality Act for the private sector    in order to finally drive      forward a broad discussion about an Equality Act. The concept contains      regulatory proposals, arguments and guidelines for a progressive corporate      policy and also addresses challenges such as data collection and      intersectional gender equality policy.
• CORONA:      No one has to go back to the stove   :      The pandemic could fuel the retraditionalization of gender relations.      According to Lena Böllinger, this thesis is suitable for the media, but      unsuitable for understanding how the asymmetry between the sexes persists.      She therefore traces how the type of exploitation that women face today      has changed. (zeit.de)
• CORONA:      The DFG Infobrief      1/2021    examines the application and review behaviour at the DFG in the      first year of the pandemic. According to the report, "so far, no      gender-specific effects of the pandemic on DFG activity have been      identified. (...) However (...): The evaluations are based on purely      quantitative statistics on DFG research funding, which so far only refer      to the first "Corona year". It is up to later studies to analyze      the long-term effects in more detail."
• SCIENCE      IN GENERAL: In a new, cross-university initiative "Network      for Academic Freedom    " (not to be confused with      netzwerk-wissenschaftsfreiheit.de!) 500 initiatives and scientists are      positioning themselves for new perspectives on academic freedom: They      understand science as permeated by power and thus producing exclusion, and      academic freedom as "freedom from discrimination, exclusion and      precarization".

2021 - I

• HUMAN RESOURCES: The current FuL (6/21)    focuses on personnel development (PD) in science.
• PERSONNEL: PD has been an issue for about 15 years, but "Much remains to be done"   . The article defines PD, emphasizes the responsibility of the management and names the following as success factors: 1. power - such as specialist promoters at management level, 2. sufficient resources and - due to the very different challenges for PE - 3. differential PD programs for the three groups of administration, junior researchers and professors. A second contribution is specifically dedicated to the second group, the young scientists,    and comes to the conclusion that PE has to transparently show career paths in but also beyond science. A third article deals with the Special features of employee management in science    . The specific motivation and a high need for autonomy and participation of employees as well as the forms of uncertainty, isolation, competitive pressure and expertise that characterize the field make leadership very complex here. Finally, a Country comparison with Great Britain    , a different focus, mainly due to personnel structure: instead of leadership development, the focus of the PE is on topics related to respectful cooperation and professional knowledge.
• TOOLS / STRATEGIES / FUNDING: (How) mentoring works    - An article on the quality of mentoring and the different models for measuring its impact (DUZ, 2021).
• SCIENCE IN general: For some time now, a discussion has been going on Twitter     about the practice of fixed-term contracts in science under #IchBinHanna. In the meantime, there is widespread reporting    and the BMBF    has already reacted to this hashtag.
• PERSONNEL: Every two years, the DHV examines appointment negotiations and their results    . As far as the equipment is concerned, there are clear differences between the subjects and overall the gap is widening. (FuL 2021)
• PERSONNEL: No longer brand new, but still relevant: The Women's and Equal Opportunities Officers of the University of Marburg have published a brochure on "Countering unconscious bias in science    ".  It deals with biases in science and how they can be prevented in the application process.
• COMPATIBILITY | PERSONNEL: Shared professorship - A nice dream?!: There are very few shared professorships in Germany. One of the main hurdles: the German civil service law. (Article in DUZ 8/2020    , on request)
• COMPATIBILITY: An article on family time in application and appointment negotiation    (FuL, 2021) provides information on whether/how previous family (off) time should be included in the application documents and whether/how future family planning should be included in the job interview and appointment hearing.
• COMPATIBILITY | GENDER EQUALITY IN GENERAL: The current CEWS journal    deals with compatibility & care in several articles, including: Attitudes towards maternal employment divide East and West, young and old | There is a gap between desire and reality regarding working hours for both sexes | 30% of fathers on short-time work take on the majority of childcare
• MINT: In May, the new nationwide networking office MINTvernetzt - service and contact point for the community of MINT actors in Germany  was launched   . The aim is to provide support through networking spaces, transfer offers and innovation impulses in order to design innovative and sustainable STEM education offers.
• MISCONDUCT: A Monitoring study on the implementation of the Istanbul Convention in the support system for women and girls affected by violence in the state of Saxony-Anhalt    t    published.
• MISCONDUCT:In May, a week of action took place at the University of Leipzig under "#EsGehtUnsAn! - University against sexualised discrimination and violence". The results can be found on a new topic portal    of the Equal Opportunities Unit.
• VISIBILITY:In the new "Language Report    " contains some linguistic texts on gender-neutral language. In practice, a number of German-language news agencies have agreed on a joint approach to report in a more gender-sensitive way. (Press portal    , gender-easy)
     INSTRUMENTS / STRATEGIES / FUNDING: In a current issue paper, the djb deals    with the 11 "most persistent" misconceptions surrounding parity  legislation. Although the focus is on the issue of parity in parliament, some of it can be transferred to the representation of the sexes in university committees and to quotas in general.
• EQUAL SCIENCE: ETH Zurich has published the brochure "EQUAL tools    ". It provides an overview of programmes, support services, documents and ideas on the topics of institutional embeddedness, career development, gender in teaching and research, compatibility and discrimination - including information on time and costs as well as key factors for the success of the measures.
• EQUAL OPPORTUNITIES OFFICER: "Not everyone at the university is  enthusiastic about our work    ”. Interview with three Equal Opportunity Officers of the FU Berlin about their work in appointment committees, structural problems and current challenges.
• INTERSECTIONALITY / DGI: New Visualization Project: Inter... what? Intersectionality! A Visual Introduction    
• GENDER      EQUALITY IN GENERAL: The CEWS Journal    presents a new study that      shows: "The greater representation of women and minorities in bodies      that determine the leadership of organizations is not enough to achieve      more gender diversity unless a cultural change takes place at the same      time." (p. 51f, Discussion Paper    )
• INSTRUMENTS      / STRATEGIES / FUNDING: European Commission is looking for experts for      Horizon Europe. Call    
• CORONA      | INTERSECTIONALITY / DGI: The DFG has published a conference report on the 21st Gender      Summit    on "Equality, Diversity and Inclusion after Corona".      Equality, diversity and inclusion were identified as important      prerequisites for scientific excellence, but according to DFG President      Prof. Dr. Katja Becker, concepts for gender equality cannot simply be      replaced by a diversity strategy. In essence, moderator Magdalena Skipper      concluded, it is necessary to rethink what "talent" means.
• CORONA:      Updated material collection of the CEWS    .
• CORONA      | COMPATIBILITY: new study on Impacts of the COVID‐19 Pandemic on the      Productivity of Academics who Mother   , with unsurprising results.
• ACADEMIC      EQUALITY: The Federal Government has presented its 7th Report on Education for Sustainable      Development    for the period 2017 to 2021. In the chapter Universities      (3.5), the structural anchoring of equality and the strengthening of young      female scientists at universities is described, among other things, and      the programme for women professors is explained.
• ACADEMIC      EQUALITY: The CEWS has published its report "Gender-specific data on the composition of      university councils and similar bodies, 2020    ". Since the first      survey in 2003, the proportion of women has risen from 20% to 36% at      present, with Saxony-Anhalt bringing up the rear with 25%.
• GENDER      EQUALITY in general: On the occasion of 10 years of "Gender Equality      in Focus", there are two brief overviews of: Waves of Feminism &      History of Gender Equality Law (incl. important rulings) (on request)
• CORONA:      Give      women    research      time!    Time contribution to the corona-related gender equality problems      with some concrete ideas for immediate measures: support for care work,      preferential access to laboratories and quiet workplaces, reduction of      teaching obligations.
• GENDER      EQUALITY in general: Why do women over 40 so often disappear from      professional life, media and society? An article in the Guardian    deals with      this question.
• EQUALITY      SCIENCE: Invisible women. How a world dominated by data ignores half of      the population: Our world is made by men for men. Caroline Criado-Perez      explains how this system works. It reveals the gender-specific differences      in the collection of scientific data. The resulting knowledge gap is at      the root of the continuous and systematic discrimination against women.      Review e.g. here    
• GENDER      EQUALITY: Expert      discussion of the Committee on Education, Research and Technology      Assessment on 19 May 2021    . For example, it referred to the lack of      gender equality standards and expressed considerations such as: enabling      academic careers even without (the goal of) a professorship, structurally      strengthening gender studies, amending the WissZeitVG, introducing quotas      or target agreements, changing the work culture in science, introducing      gender budgeting and conducting studies. Although the experts also saw      initial progress, they pointed to the need for further action, including      by politicians. (On the page Also collection of opinions)
• VISIBILITY:      Collection of      guidelines for low-discrimination communication from all over the world    
• MISCONDUCT:      The article "The University Handling      of Sexualized Discrimination and Violence. An Inventory    " shows      the tabooing and normalization of sBG in the higher education context and      the ambivalent approach of universities to the topic, 2021
• GENDER      EQUALITY: First (hybrid) Equality Slam    of the      University of Bremen on (in)equality in the higher education system on      29.19.21.
• GENDER      EQUALITY IN general: GiB topic issue "(GB initiatives on:) breaking      through role clichés" [on request]. Keywords: Role assignments are      also aimed at men – so everyone benefits and accordingly there can be      new/more allies here; as a possibly. Measures are mentioned and in some      cases presented: sensitization (e.g. for family work by men, for the      situation of TIN persons), further training on unconscious bias,      adaptation of (competence) assessments > family skills
• INTERSECTIONALITY      / DGI: Corona shows it (again): Gender & class are often linked and      produce "their own" situations of discrimination. This is also      and especially true in science. Therefore: Definition of and examples of      classism [GiB, on request]
• GENDER      DIVERSITY: Gender diversity is becoming increasingly important for the UK.      One reason: According to a study   ,      "consideration of gender-diverse people in equality laws and support      measures is constitutionally required". Since GB are in the middle of      the discourse on the topic, the recommendation is: Deal with your own      attitude to TIN & do not allow yourself to be instrumentalized/played      off! [GiB, on request]
• EQUALITY      GENERAL: Topic page of the      State Women's Council (LFR) for the 2021 state election   , including      links to numerous election touchstones and further background information
• INSTRUMENTS      / STRATEGIES / FUNDING: Horizon Europe has finally been adopted, new      PowerPoint on gender dimension    , including:      "The integration of the gender dimension into R&I content is      mandatory"
• VISIBILITY:      LAB GAP - the new      podcast about and with women in science    
• MISCONDUCT:      Dismissal      and Public Demotion of Female Professors    , BzH 2021 (pp. 62–84). The      study examined "cases" in which professionally recognized      professors were removed from their positions. It finds structural      similarities, especially in the way that professional reasons were never      cited, the proceedings did not meet the requirements of the rule of law,      and women (74%) and foreigners (70%) are particularly affected, thus      showing that non-sexualized psychological violence against women in      science is also an increasing problem.
• PERSONNEL:      How can fairer pay be achieved?   , FuL      2021. The following reasons for the gap (performance appraisal and      corresponding salary demands by professors; Evaluation and corresponding      (non-)support of salary demands by universities; Mobility readiness =      compatibility hurdles), the following three proposals are derived: gender      sensitivity among negotiators, transparent (automatic) bonus system,      salary negotiations independent of retention negotiations
• CORONA:      Studying in times of Corona   : Student      groups that can otherwise be considered particularly vulnerable, including      student parents, have a systematically higher perception of stress -      differentiated measures are necessary that take into account the special      situation of each student group
• CORONA:      comprehensive: The CEWS's Covid-19 & Gender material      collection and    the WSI report Status of Gender Equality - A      Year with Corona    (according to which there are quite ambivalent      trends, e.g. with regard to the distribution of care work)
• COMPATIBILITY:      "On the Relationship between Gender Equality and Family      Policies" (in the Scientific Newsletter of the FU)    > Gender-neutral family policies can be counterproductive to equality;      they support in particular if they are aimed at overcoming traditional      models of care and focusing on power/resources
• MISCONDUCT:      GiB topic issue "Sexism and Sexual Harassment" (on request)
• MISCONDUCT:      Bullying in Science - Focus on Research & Teaching June 2020 (on      request, some articles online   )
• MISCONDUCT:      Presumption of discrimination in the case of unequal pay: Burden of proof      on AG [from the GiB, on request]
• DIGITALIZATION:      Third Gender Equality Report - 2-page (!) Summary and notes especially f      GB (!) [from the GiB, on request]
• DIGITALIZATION:      Home office & women    . Women in      particular could benefit from digitization and home offce (e.g. increase      in working hours), but many barriers still stand in the way (e.g. access      to HO: type of activities, presence culture)
• EQUAL      OPPORTUNITY OFFICER: 2 articles on the "participation of the GB"      - scope and examples from the GiB [from the GiB, on request]
• VISIBILITY:      at the University of Kassel "the use of gender-neutral language as a      criterion in the evaluation of examination performance" has been made      possible in the meantime, after much protest this has been withdrawn (for      the time being) and an expert opinion on examination law is to be      commissioned (statement University ;     first assessment of examination law    )
• VISIBILITY:      Female language style promotes visibility      and influence - online    !  ́Study by the University of Zurich on      TED Talks reveals: "Lectures that had a stronger focus on female      language style were viewed significantly more, regardless of the effective      gender of the speakers"
• GENDER      EQUALITY SCIENCE: bukof position paper "Viewpoints for a gender-equitable higher      education policy    " (18 positions for a gender-equitable HS      policy) published
• INSTRUMENTS      / STRATEGIES / PROMOTION: Cascade model - more discrimination against      women than an instrument of equality; instead: "turning the      cascade" = disproportionately women appointed to management positions      (DUZ, on request)
• PERSONNEL:      2 compilations of administrative decisions on appointment procedures from      the FuL: from 2020 (on request) and "from April 2021    "
• GENDER      EQUALITY SCIENCE: Focus of the FuL in Mar 2021 on gender equality,      including:
  • helpful       quotes, e.g. "The advancement of women ensures excellence!" (DFG President Becker on the promotion of       women    );
  • Contribution to the gender pay gap in the       W salary   : This proves to be primarily a result of the negotiable       performance-related salary components, and is dependent on the subject       and gender.
  • Contribution to the impact measurement of       gender equality measures   : Opportunities and limits are shown using       the example of the Prof programme, mentoring and gender equality plans.       As a result, equality measures usually do not have a monocausal effect on       structures, behaviour or attitudes; Impact measurements therefore require       complex and thus resource-intensive analyses.
  • interesting       ideas, e.g. "In addition, I consider the approach of TU Wien that       all students must attend a seminar on equality and gender knowledge,       regardless of what they study, to be very effective. This is under the       title "Technology for People" (contribution to equality at universities       in Ireland and Austria   , which is characterized by more binding nature       compared to Germany).
• GENDER      EQUALITY SCIENCE: "Women in Science    ". A kind of      sweeping blow on causes/mechanisms, consequences and countermeasures to      the underrepresentation of female scientists in higher career levels.
• INSTRUMENTS      / STRATEGIES / FUNDING: Fact sheet    on Gender in Horizon      Europe, esp.: "integration of the gender dimension into research and      innovation content ... becomes a requiremen by default"; "New      Eligibility Criterion ... gender equality plan" and "Gender      balance among researchers involved in projects ... will be taken into      account for equally ranked proposals"
• GENDER      IN FO+LE: Contribution to stereotypes in training cases including      presentation of the project S:TEREO, CEWS 126 pp. 28-31    
• GENDER      IN FO+LE: Teaching Gender Made Easy: Digital Gender Learning Units for      STEM Subjects. Revised tool of the project "Gendering MINT      digital"    available for free use.
• SCIENCE      IN GENERAL: Guidelines for Integrity and Ethics in the      Wissenschaft_BMBWF-Austria    _2020 > separate field of action      "Ensuring equal opportunities and diversity"
• SCIENCE      IN GENERAL: since 'Working towards collaborative publication' emerged as      an idea for considerations to compensate for corona-related disadvantages,      a (general) contribution to co-authorship    
• GENDER      EQUALITY IN GENERAL: on 25 March, the bill for the establishment of the      Foundation for Gender Equality     was introduced in the Bundestag.

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