Equal Opportunity Officer
The Central Equal Opportunities Officer of FH Aachen
At FH Aachen, the promotion of gender equality is an important strategic cross-sectional task. The aim is to ensure gender equality and, where it has not yet been achieved, to strive for it in a targeted and sustainable manner. The Equal Opportunities Officer and her deputies support the university in implementing the statutory equality mandate. This results in various fields of work and focal topics on which we advise the members of the university and, if necessary, initiate measures. We are active in various networks statewide and nationally in order to receive new impulses and strengthen our work.
Tasks of the Equal Opportunities Officer
The Equal Opportunities Officer supports the university in implementing gender equality. In particular, she works towards promoting equal opportunities for women and reducing existing structural disadvantages for women in all status groups. She advises the university management and committees on all topics relevant to gender equality. Its tasks are in particular
- Participation in the creation of equality concepts and equality plans
- Participation in recruitment and appointment procedures and other personnel, organisational and social measures that affect the interests of women at FH Aachen.
- Participation in internal and external committees and working groups
- Developing measures for gender equality
- Conception and implementation of educational and further training measures for all FH members
- Implementation of projects in the area of gender mainstreaming
- Advising executives, staff and students
Gender Equality Structures at FH Aachen
The faculty representatives of the central Equal Opportunity Officers are primarily involved in the appointment procedures and in the committee work of the faculties. You can see the distribution of tasks between the various committees in our organisational chart.
The Equal Opportunities Commission advises and supports the university and the Equal Opportunity Officer in all family and gender-related matters. It elects the central Equal Opportunity Officer and, on her proposal, up to two deputies and a student representative. The central Equal Opportunity Officer can delegate her tasks and powers to her deputies and to members of the Equal Opportunity Commission.
FAQ Equality
1. Why do Equal Opportunities Officers Exist at Universities?
The Equal Opportunities Officer is always in demand when it comes to decisions or processes that have an impact on gender equality. In some areas there is still a need for action, because:
- Women are significantly underrepresented in decision-making positions, for example professorships and committees.
- Women still earned on average about 18 % less than men in 2020.
- On average, women receive about 32 % less pension than men.
- Women still bear the main burden of housework, raising children and caring for the elderly or sick without adequate social or financial recognition. As a result, women's periods of career interruption due to bringing up or caring for children are significantly longer.
- Women are more often victims of mental, physical or sexual violence.
Source: de.statista.com
Therefore, the Equal Opportunities Officer:
- initiate and implement measures to improve the social and professional situation of women.
- be in dialogue with administrations and committees and represent the interests of women in structural decisions within the university.
- inform the members of the FH Aachen about topics relevant to equal opportunities through publicity measures such as information events, flyers, social media.
2 What are the Legal Foundations of Gender Equality Work?
According to the Basic Law of the Federal Republic of Germany, women and men are legally equal. The state has the task of promoting actual equality; it must be observed and enforced in every state action. State universities must therefore ensure that all genders are given equal opportunities for professional development and participate equally in shaping and decision-making processes.
The legal regulations at state and university level serve to shape this constitutional objective. The legal foundations at state level are, in particular, the Higher Education Act NRW and the State Equal Opportunities Act NRW (LGG). The LGG applies to the entire public service in North Rhine-Westphalia and pursues two goals: the elimination of discrimination on the basis of gender and the better reconciliation of work and family life.
3. Who Elects the Equal Opportunities Officer?
According to the basic regulations of the FH Aachen, the Equal Opportunity Commission elects the central Equal Opportunities Officer and, upon her proposal, up to two deputies and one student representative. The central Equal Opportunity Officer and her deputies are appointed by the Rector. The term of office is four years, that of the student representative one year.
4. What is the Proportion of Women in the Various Status Groups at FH Aachen?
Status groups at FH Aachen include professors and university lecturers, Research Assistants, technical and administrative staff and students. In the period from 2010 to 2020, the proportion of women increased in all status groups. Nevertheless, the values remain well below the average for higher education institutions in NRW. In the management bodies, the proportion of women at FH Aachen is often below the respective average values. At the departmental management level, the gender distribution is equal.
The proportion of female students is also very low at just under 30%. The proportion of female professors is even lower at 16.1%.
Source: Gender Report 2022
5. Why are Some Workshops and Lectures Only Offered for Women?
This is due to the fact that women are still indirectly and structurally disadvantaged in certain areas of society and especially in their opportunities for professional success - such as access to management positions. Accordingly, corresponding offers directly address the obstacles that predominantly women are confronted with and strive to compensate for them. However, there are also a large number of comparable offers in which men can also participate.
6 Are There Any Recommendations for Gender-Equitable Language at FH Aachen?
Die FH Aachen hat einen Leitfaden zur gendergerechten und diversitätssensiblen Sprache entwickelt. Dieser soll allen den Gebrauch geschlechtergerechter Sprache an der Hochschule erleichtern. Konkrete Beispiele helfen dabei, gendersensibel zu formulieren.
Glossary
- AGG
- Equal Opportunities
- dgti badge
- Discrimination
- Diversity
- Feminism
- FLINTA*
- Gender
- Gender competence
- Gender Mainstreaming
- Gender Paygap
- Gender sensitive language
- Glass Ceiling
- Gender equality quota
- Heteronormativity
- Intersectionality
- Intersexuality/Intersexuality
- Cascade model
- State Equality Act
- Leaky Pipeline
- LGBTIQA*
- Non-binary
- Parity
- Sexism
- Sexual harassment/violence
- Transgender
- Unconscious bias
- Underrepresentation
