Gender and diversity controlling
Gender controlling verifies the appropriate consideration of gender relations with regard to certain goals. Decision processes can thus be accompanied and controlled by taking these goals into account.
Detailed knowledge of the representation of women at all hierarchical levels and in decision-making positions is an important part of a successful gender equality strategy. The systematic collection, evaluation and transparency of data enables Heidelberg University to monitor and ensure the quality of its goals set within the framework of the equality plans. The evaluated data provides important information about systematic underrepresentation of women at various levels. In accordance with the Baden-Württemberg Higher Education Act, the data only covers the categories of male and female.
In addition, the systematic collection and evaluation of data in the field of diversity (e.g. age, social background or marital status) should also support existing and future activities at the university. Currently, data on diversity characteristics is only partially collected. As part of the new diversity concept 2024–2029, the goal is the expansion and transparent publication of comprehensive diversity monitoring of students and employees.
Gender and diversity controlling is a field of work in Department 4.2 Controlling and Reporting. The department supports the university management through a large number of reports as well as through the preparation and evaluation of key figures (including on equality in the field of science and studies and on equal opportunities in the field of academic support staff). This comprehensive gender and diversity controlling of department 4.2 is also supplemented by services at UNIFY, e.g. by various data analyses and interpretations for reports and applications, preparation of the data for active recruitment in appoinment procedures (as can be found in the toolbox for appointment procedures) as well as by advice and classification of the key figures.
Several sources (like the annual report of the rector, UNIFY activity reports and equality plan, etc.) provide an overview of the proportion of women at different scientific qualification levels, in management positions, committees, scientific and academic support staff and students. Furthermore, the faculty-specific proportions of women, gender equality goals and data on individual diversity dimensions are also presented in the aforementioned documents.
University-wide proportions of women at the different qualification levels
From the start of the study to the doctorate, the gender distribution at the academic qualification levels is approximately even. At the higher qualification levels, however, the proportion of women decreases significantly with each further step. Overall, the proportion of women among postdoctoral researchers in the advanced postdoctoral career phase (habilitations, junior professorship, junior research group leadership) is 40 percent. If you look at the age structure at the professor level, the proportion of women among professors up to the age of 45 is 33 percent.
This graph shows the development of the proportion of women over time. There is a clear trend: when looking at advanced doctoral researchers (habilitations, junior professorships, junior research group leadership), a significant increase in the proportion of women over time can be seen. At the professor level, large increases are still required to achieve gender parity. However, the first steps have already been taken here. The situation varies greatly depending on the area of expertise and career stage (cf. equality concept).
