Diversity-sensitive Teaching
Our student body is more diverse than ever. Some of our students come from abroad, some have a migrant background, some have a disability, and various students have already completed vocational training or are so-called ‘first-time university students’.
4 Layers of Diversity
The ‘4 Layers of Diversity’ model, developed by Gardenswartz and Rowe (2003), seeks to illustrate the various dimensions of personality. At the centre lies each person’s personality. Surrounding the personality are the core dimensions, which describe a person’s virtually unchangeable characteristics and also have the greatest influence on inclusion or exclusion. This model makes it clear that personality is shaped and moulded by many different aspects, and that we therefore have a wide variety of different personalities, all of which have different needs and expectations.
Creating a Suitable Learning Environment
The differences are also apparent in the individual teaching and learning styles and significantly shape the social interaction and communication between students and teachers. For the most part, it is not immediately apparent to the individual what challenges they still have to face in addition to their studies. In order to do justice to diversity and its potential in teaching, a teaching approach is needed that pays greater attention to diversity aspects.
When planning and implementing teaching, the various requirements are often not sufficiently taken into account, although consciously dealing with age, gender or cultural differences can lead to a teaching and learning climate in which individuals feel seen and recognised and can fully develop their potential.
The aim should be to create an atmosphere in courses and lectures in which all students feel safe and valued so that they can fully develop their potential.
Guidelines and Work Documents
Diversity Charter
"The Diversity Charter is an employer-led initiative to promote diversity in companies and institutions. It was launched in December 2006 by four companies and is supported by the Federal Government Commissioner for Migration, Refugees and Integration, Minister of State Reem Alabali-Radovan.
The aim of the initiative is to advance the recognition, appreciation and inclusion of diversity in the world of work in Germany. Organisations should create a working environment that is free of prejudice. All employees should be valued - regardless of age, ethnic origin and nationality, gender and gender identity, physical and mental abilities, religion and world view, sexual orientation and social origin".
The website is published by the non-profit association Charta der Vielfalt e.V..
Responsible in terms of press law: Stefan Kiefer
Charta der Vielfalt e. V.
Office, Albrechtstraße 22, 10117 Berlin
Phone: 030 288 773 99 - 0, Fax: 030 288 773 99 99
"By signing the Diversity Charter, companies and institutions undertake to create and maintain an appropriate organisational culture; human resources processes are to be reviewed and, if necessary, adapted in line with the Diversity Charter. The signatories declare that they fundamentally recognise and want to use the diversity of society. In addition, they undertake to communicate the goals of the Diversity Charter internally and externally, to report annually on their progress and to involve employees in its implementation".
Literature
- Diversity Management in Hochschulen (2015), Ute Klammer and Christian Ganseuer, Carl von Ossietzky University Oldenburg - Center for Lifelong Learning C3L.
- Diversity and Equal Opportunities at Universities: How does effective diversity management succeed? (2017), Kirstin Kastell, University of Rostock.
- Proceedings of the 3rd Symposium of Higher Education Teaching in STEM Subjects, 25/26 September 2017, TH Nuremberg.
- 6 pages Diversity-Special (03/2017), forschung: Das Magazin der Deutschen Forschungsgemeinschaft, Weinheim.
- Corporate Social Responsibility: Erfolgreiche Vielfalt in Organisationen (2014), Katrin Hansen (ed.), Springer-Verlag, Heidelberg.
EU Directives
- Diversity Management in Universities (2015), Ute Klammer and Christian Ganseuer, Carl von Ossietzky University Oldenburg - Center for Lifelong Learning C3L.
- Diversity and Equal Opportunities at Universities: How does effective diversity management succeed? (2017), Kirstin Kastell, University of Rostock.
- Proceedings of the 3rd Symposium of Higher Education Teaching in STEM Subjects, 25/26 September 2017, TH Nuremberg.
- 6 pages Diversity-Special (03/2017), forschung: Das Magazin der Deutschen Forschungsgemeinschaft, Weinheim.
- Corporate Social Responsibility: Erfolgreiche Vielfalt in Organisationen (2014), Katrin Hansen (ed.), Springer-Verlag, Heidelberg.
Laws at the federal level
- General Equal Treatment Act (AGG).
- Works Constitution Act (BetrVG).
- Federal Participation Act (BTHG).
- German Civil Code (BGB).
- Basic Law (GG).
- Dismissal Protection Act (KSchG).
- Civil Partnership Act (LPartG).
- Staff Representation Acts (BPersVG): Land and federal government.
- Social Code IX: Participation of Disabled Persons.
- Part-Time and Fixed-term Employment Act (TzBfG).
- Wissenschaftszeitvertragsgesetz (WissZeitVG).