How did the diversity statement come about?

Our guiding principles for "Diversity, Equity and Inclusion" (DEI) are ultimately the result of a multi-stage process and have grown historically: The topic was part of both past internal strategy processes at Fraunhofer UMSICHT and the work of our "Diversity & Unconscious Bias" working group. In addition, we conducted an institute-wide survey to ensure that the guiding principles correspond to the wishes and ideas of all employees. We also involved external expertise – particularly with regard to the neutral evaluation and monitoring of our work. At the end of the process, we held a workshop with various functionaries at our institute. These included the institute's management, the works council members, the equal opportunities officer, the representative for severely disabled employees, HR officers and the communications department. Together, we developed concrete goals and measures to bring the guiding principles to life.

What is the significance of the guiding principles for Fraunhofer UMSICHT?

The guiding principles express our commitment to diversity, equality and inclusion. It sets out how we promote diversity and create an inclusive environment. It thus serves as a guiding framework both for the daily actions of all employees and for all measures within the scope of the institute's diversity management strategy.

What are the core values of the guiding principles?

On a meta-level, it is about us as an organization following an evidence-based DEI strategy and aligning our processes and communication accordingly. This commitment to diversity in turn has a positive effect on our innovative strength.

If we look at the individual level, the focus is on the uniqueness of each person. We want to provide every employee with an obstacle-free and fair working environment, participatory involvement, individual development opportunities and a balance between appointee and private life.

How is the guiding principles reflected in everyday working life?

I think that many of us are already organizing our day-to-day work at UMSICHT according to these guiding principles and some of the core aspects formulated therein. In addition, some processes at the institute are already aligned with it. Currently visible examples include the standardized recruiting process with the aim of ensuring transparent and objective decision-making, as well as the structures for working independently of time and location. Filling our guiding principles with life, however, is ultimately a process that runs continuously at very different levels.

How else is diversity promoted?

Diversity encompasses many dimensions – including gender, sexual orientation, disability, mental health, neurodivergence, age, social background, care work and parenthood, nationality, ethnicity, language and religion. Of course, as an institute, we cannot tackle all of these issues at the same time. We are currently focusing on skills development, equal opportunities for female employees and equal opportunities for all age groups, cultural backgrounds and people with disabilities.

In terms of gender equality, the Fraunhofer-Gesellschaft has set a target for new hires of female scientists in order to create a long-term balance of female and male research scientists at all levels of the organizational structure. To achieve these goals, we rely on measures such as the gender-neutral wording of job advertisements and participation in programs such as Fraunhofer TALENTA.

We also offer e-learning courses on the basics of the General Equal Treatment Act and cooperate with initiatives such as Klischeefrei. We have created checklists for future parents and are working on "re-boarding boards" for returning employees to help them return to the institute smoothly. We are taking part in the Fraunhofer-Gesellschaft's inclusion support program, which includes an awareness workshop for all employees to raise awareness of the challenges, needs and potential of people with disabilities. And last but not least, our ”Diversity & Unconscious Bias” working group draws attention to the topic – e.g. through an internal series of lectures.

What part do you play in this?

I keep track of all planned and implemented measures from an HR Development perspective and always have our diversity management strategy in mind. I act as a link between our AG and the HR department and am also in regular contact with the work council members, the equal opportunities officer, the institute management and departments that structural points of contact with the topic of diversity.

My goal as a personnel developer is to create the basis for ensuring that all employees are given the same conditions and have the opportunity to develop their expertise and expand their potential across management and specialist levels.

Have you set yourself long-term goals for the Diversity section at Fraunhofer UMSICHT?

I hope and am working to ensure that the topic of diversity management does not lose importance in economically and socially challenging times. Respectful, trusting, appreciative and open cooperation should always be the focus and serve as the basis for a participatory culture and fair working conditions. It has also been scientifically proven that diverse organizations have greater innovative strength, solve problems faster and are more economically resilient. In my opinion, we should have the courage to continue to promote education, awareness and visibility in this section and adapt our structures and processes accordingly.