Aspect Age
The age factor does not only refer to older people. It refers to the individual phases and ages in life, which present different challenges for each generation in their studies and careers. Demographic developments also play a major role here. Participation and fair opportunities for university members of all ages and successful cooperation and communication between different generations beyond stereotypical attributions are the main objectives of activities relating to the diversity aspect of ‘age’.
Demographic developments also play a major role here. Participation and fair opportunities for university members of all ages and successful cooperation and communication between different generations beyond stereotypical attributions are the main objectives of the activities on the diversity dimension of ‘age’.
Age in studies, research and employment
Individual age is rarely recognised as a relevant aspect of diversity at work or at university. However, certain images and attributions of age often determine our perception of ‘young’ and ‘old’. At the centre of this perception is the - usually unnamed - norm, the adult ‘middle-aged’ person, from whom the social categories ‘young’ and ‘old’ deviate. Stereotyping and discrimination against people based on their age is often referred to as ‘ageism’ or ‘age discrimination’ in relation to older people, and ‘adultism’ in relation to children and young people. In institutions, age and associated stereotypes play a role in personnel selection, personnel development, the awarding of scholarships and the evaluation of academic achievements and applications. Dealing competently with the aspect of age has a significant influence on the well-being and health of employees and the quality of cooperation in mixed-age teams.
Lifelong learning
All university employees, whether they work in research, academic support, administration, technology or laboratories, can choose from the range of courses offered by the internal further education programme on topics such as project management, leadership skills or career planning and job applications. Employees can also take part in courses on gender and diversity. Learning and training in an international context is possible for employees through participation in staff mobility programmes (e.g. ERASMUS+).
