Equal opportunities at TUK

At all status levels, TUK aims to employ as many women as men in the long term - which is a particular challenge at a technical university and requires measures at very different levels: from supporting appointment and selection procedures to promoting young talent and recruiting female students.

Gender and diversity issues also play a role in combating discrimination. Gender aspects are explicitly addressed in order to see women and men in their social environment and to reduce gender stereotypes, which form the basis for disadvantages. In order to consider the issue of discrimination, various network partners of the university deal with diversity aspects.

TUK also actively supports the balance between work and family. All university staff should be able to balance their professional and private lives. In addition to providing advice to parents, planning selective childcare and holiday programmes, general discussions are also accompanied, such as working time models, childcare or caring for relatives.

Since 2005, TUK has received the “audit familiengerechte hochschule” (Family-friendly university audit”). More than 150 individual measures have been implemented to date within the framework of the goals and measures agreed in the process. In 2018, TUK also received the Total E-Quality award, which positively evaluated existing activities to promote equal opportunities.

Strategies and activities

In order to prevent discrimination of any kind, a complaints procedure  was introduced in 2021 - based on the guideline for respectful cooperation adopted in 2017. The aims of this agreement are to strengthen and implement trusting, constructive and respectful cooperation, mutual respect, the prevention of violence and responsible handling of complaints. The procedure provides the possibility of an official complaint in cases of discrimination and sexualized violence according to §13 of the General Equal Treatment Act (AGG). These complaints are also reviewed in cooperation with various departments and interest groups at TUK to determine whether sanctions are necessary. The official complaints office is the Gender Equality, Diversity and Familiy Affairs Office.

One of the currently important goals is to increase the proportion of female professors. To this end, programmes such as the federal female professor programme and junior professor programmes are implemented. Active recruitment and gender awareness raising in appointment procedures will be carried out to encourage women to apply for jobs in subjects where they are under-represented and to address gender stereotypes.

In order to increase the female student ratio in the mathematical engineering subjects and to reduce the drop-out of female students at the beginning of their studies, measures such as the Mentoring project of the Gender Equality and Family Affairs Office like Schoolgirls' Day / Girls' Day are organised. Since there are only a few courses of study at TUK in which men are clearly under-represented, the offers concentrate on the promotion of female students.

The Family Service Office is the contact point for parents and carers. The office coordinates care services such as the parent-child room set up at the university, holiday childcare and, on request, selective care. Advising parents is also a central task of the Family Service Office. In addition, it makes recommendations, e.g. regarding the flexibilisation of working hours, place of work and home office.

University Development Plan (HEP)

The TUK has committed itself in the University Development Plan 2025 (HEP, p. 37 et seqq.) to further increase the proportion of women in professorships, students, committees and research areas, to create a gender-equitable range of courses, and to promote a family-friendly working and study climate.

Equality at TUK: institutional anchoring

The President of TUK himself is in charge of the faculties for gender aspects, equality and family service. The Senate Committee for Gender Equality Issues, chaired by the President, is convened several times a year, in which two persons per status group are involved. The Gender Equality and Family Affairs Office and its team support the University in planning and implementing appropriate measures. The Gender Equality Officer of the Senate supports the university’s bodies (Chair, Senate, University Council), the Gender Equality Officers of the faculties support the bodies of the respective faculty (Dean's Office and Faculty Council) in fulfilling their tasks in accordance with Sec. 2 Para. 2 HochSchG. In addition, two employees and student mentors are employed in the Ada Lovelace Project, one employee organises mentoring for young female scientists.

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