Equal Opportunity Officers:

Professors
Prof. Dr. Marion Steven
Room: GC 4/60
Tel.: 32-28010
Email:Prof. Dr. Marion Steven

Academic staff
Dr. Barbara Wischermann
Room: GC 2/38
Tel.: 32-28347
Email: Dr. Barbara Wischermann

Dipl. Ök. Anna Talmann
Room: GC 2/146
Tel.: 32-25836
Email: Anna Talmann

Non-academic staff
Ute Klöschen
Room GC 1/152
Tel.: 32-22885
Email: Ute Klöschen

Students
Mandy Brockskothen
Room: GC 03/42
Tel.: 32-27834
Email: Mandy Brockskothen

GENDER EQUALITY PLAN of the Faculty of Management and Economics

Gender Equality Plan to promote equal opportunities for men and women at the Faculty of Management and Economics, Ruhr-Universität Bochum

Preamble 

The Faculty of Management and Economics at the Ruhr-Universität Bochum aims to achieve greater equality between women and men in research, teaching, studies and services. 

The Faculty of Management and Economics at the Ruhr-Universität Bochum intends to promote equal chances for men and women in science and further develop the compatibility of work and family life.

Furthermore, findings from women’s and gender studies as well as feminist theory shall be integrated into research and teaching at the Ruhr-Universität Bochum.

The guidelines on gender equality shall apply to all members of the Faculty of Management and Economics at the Ruhr-Universtität, i.e. professors, academic staff, technical and administrative staff and students. The guidelines shall apply to both genders equally, as the task of achieving gender equality at the Faculty of Management and Economics at the Ruhr-Universität Bochum can only be achieved through cooperation between all members.

The Faculty of Management and Economics at the Ruhr-Universität Bochum shall specify clear objectives and work within a defined time constraint to achieve the target of gender equality. All human resource managers and committees involved in the recruitment and appointment of staff shall contribute to achieving this goal.

 

Compulsory Content of the Gender Equality Plan

Quota Regulation 

Special efforts are needed to achieve equal opportunity for men and women at the Faculty of Management and Economics. Where job applicants have the same qualifications, potential and expertise, female applicants shall be given preference. This regulation is binding for the appointment of professors, academic staff, research and student assistants, technical and administrative staff, visiting and interim professors and for the allocation of teaching assignments and student grants.

Academic Staff 

The Faculty of Management & Economics at the Ruhr-Universität Bochum aims to promote equal opportunities for female academics by integrating them in daily teaching and research. Consequently, the Faculty of Management & Economics aims to enhance the personal development of aspiring female academics.

To achieve this, a list of available posts shall be made known within the faculty and free positions shall be advertised as early as possible with a description of the job requirements.

Furthermore, women shall receive more support in career planning. Students and doctoral candidates shall be informed about further education courses and motivated to get involved. Reasons why women have not pursued further education in the past shall be examined and measures shall be taken to counteract this situation. In addition, job vacancies in research shall be filled preferably by women. Should the proportion of female academics or student assistants be less than 50%, a list of all applications shall be submitted to the Dean’s office with a statement explaining why female applicants could not be considered for the position.

Administrative and Technical Staff

The same principles shall apply for the recruitment of administrative and technical staff, in particular the quota regulation and the promotion of personal development. The Faculty of Management and Economics shall ensure that female employees in the administrative and technical sector are informed regularly about job vacancies, the respective job requirements and professional training opportunities.

Reconciliation of Work and Family Life

The Faculty of Management and Economics at the Ruhr-Universität Bochum shall support all programs which contribute to a harmonious work-life balance. It shall permit flexible working hours, inform employees regularly about the possibilities of doing part-time work and taking leave and shall accept such applications as long as they do not impinge on work obligations. The Faculty of Management and Economics at the Ruhr-Universität Bochum shall also facilitate part-time work in areas and at employment levels which were not considered possible up until now. Where a woman has a sick child at home, special leave arrangements shall be permitted.

Education and Study

In order to increase the number of female students, the faculty shall design an information program especially for high school students.

The faculty shall take measures to improve the study conditions for students who have children. Study and examination regulations shall be designed to accommodate pregnancy and parenthood.

The faculty shall offer an information and advisory service for female students particularly with regard to their career plans and finding their first job. Contacts with companies and administrations shall be fostered in order to assist students and graduates in securing an internship.

Teaching

Teaching staff at the faculty shall be aware of how their actions and attitudes influence teaching and learning behaviour. They shall participate in further education programs on gender stereotypes and gender-bias and shall be sensitive to the fact that equal treatment of male and female students will be reflected in teaching evaluations.

Security

All members of the faculty, particularly those in management positions or those involved in education and qualification are responsible for the prevention of sexual harassment and other verbal or physical conduct of a sexual nature. They shall clearly communicate that sexual harassment will not be tolerated and shall take immediate and appropriate action as soon as they receive a complaint.

 

Compulsory Regulations of the Gender Equality Plan

Language 

The overall objective of achieving equality between men and women shall be reflected by the implementation of gender-neutral language at the faculty.  

Job Advertisements 

All job advertisements shall be worded so that they apply to both genders. The correct grammatical male and female genders shall be used. The following directive shall be added: “The Faculty of Management & Economics aims to enhance the number of women working at the faculty and is therefore particularly interested in applications from women. By similar suitability in terms of qualification, potential and expertise, women shall be given preference.  

All professorships and permanent mid-level positions as well as administrative positions at management level shall be advertised externally. All academic positions shall initially be advertised internally. This shall also apply for long-term (more than 3 months) research and student assistant jobs, if the proportion of women is lower than 50% as well as for jobs in technology or administration. Apprenticeship positions shall be advertised externally. Should there be no applications from women for jobs advertised internally, then the job vacancies shall be advertised externally. Should the proportion of women with an apprenticeship be less than 20%, applications from women shall be encouraged. 

The Equal Opportunity Officer and the departmental equal opportunity officers at the Faculty of Management & Economics shall all receive a copy of each job vacancy prior to publication. The faculty shall then select suitable female candidates and encourage them to apply.

Committees and Decision-Making Bodies

50% of committee members shall be women. If this is not possible for whatever reason, an explanation shall be kept on file. The Equal Opportunity Officer and the departmental equal opportunity officers shall be advisory members of the Selection Committee. Each Appointment Committee must include at least one academic with the right to vote, if possible a female professor. Again, if this is not possible, the reasons are to be put on record.

Women’s Equality Officers

An equality officer for each status group or at least one equality officer shall be elected at the women’s general meeting. The equality officers shall be informed as soon as possible about all matters concerning equal treatment of men and women at the faculty. To this purpose they shall participate in faculty meetings and have the right to propose a motion or voice an opinion. Like all members of the faculty they shall receive an official invitation to each meeting and be kept informed of all issues concerning gender equality.

The equal opportunity officers shall perform the following duties as assigned to them by the Senior Equal Opportunity Officer

  • They shall have a say in the adoption of gender equality plans by the faculty
  • They shall monitor the implementation of gender equality plans
  • They shall have a say in the granting of appointments before a final decision is taken
  • They shall have a say in the recruitment of academic and non-academic staff 

The faculty management shall hear the women’s equality officers on the respective issues. In order to perform their duties effectively, the equality officers shall receive a room and funding. The student equality officer shall receive an official certificate of her activities.

 

Workforce Analysis and Forecast

Present situation:

To date (28.09.2000) only 21,5% of the faculty’s academic staff are women (38 out of 177), the share among professors being 11,1% (2 out of 18) and among student assistants 32,8% (20 out of 61). The proportion of female students is 30,5%. With regard to non-academic staff, the quota is 92,7% (38 out of 41).

Both male and female academics avail equally of the opportunity to work part-time (3 out of 6 women, 22 out of 44 men).

Analysis

The proportion of women working in qualified jobs, i.e. academic staff and research assistants is particularly low. Staff members questioned about this believe the good career opportunities for economists presently available on the labour market make it difficult to motivate women to remain at the university. One of the reasons could also be that women fear if they spend too long studying, they may not have the chance to start a career before they start a family.

Forecast

Between 2001 and 2003 there will be 2 C4 vacancies for professors at the faculty as the professors will have reached retirement age. At the same time 7 out of 8 research assistants and 44 out of 50 academic staff members will either have to be replaced or given extended employment contracts. With regard to student and research assistants (61 and 14 respectively), it is reckoned that all members of staff will have to be replaced due to the large staff turnover and this in turn will make way for many new jobs.

Targets to Raise the Proportion of Women

The faculty aims to increase the proportion of women working in the academic sector. As far as appointments and job vacancies are concerned, applications from suitably qualified women shall be encouraged. The target values for the various staff groups are given in the last column in Table 1. For those staff groups where no changes are necessary due to the long-term nature of their appointment over the next three years (e.g. C3-positions, academic senior councillors, and honorary professors) the actual values have been entered unchanged.

Equal participation of men and women in science without loss of quality can only succeed when the number of female and male graduates is equal. The faculty aims to increase the percentage of female first-semester students to 33% over the next 3 years with the target of achieving 50% in the long-run.

A further commitment of the faculty shall be to encourage women in the non-academic sector to begin a career, thus contributing to the goal of promoting women and reducing their discrimination.

 

Measures to reduce discrimination

To achieve this goal, the Faculty of Management and Economics shall adopt the following measures:

Measures for female high school students

1.     The internet pages of the faculty shall advertise the availability of special counseling services for women.

2.     Within the framework of the regular information day for high school students, a special information event shall be hosted exclusively for women to inform them about career perspectives open to them if they choose to study economics.

Measures for female students and academic staff: 

1.     Advisory services for female students or academic staff members shall be set up and advertised in the faculty’s course catalogue.

2.     Before each final examination the best 5-10% female and male students shall be selected and advised about academic career paths. Important here is to select an equal number of men and women.

3.     When nominating candidates for a scholarship, an equal number of male and female students shall be chosen.

4.     A workshop for female students shall be held regularly to inform them about career opportunities both within the university and on the labour market.

5.     Female students shall be better informed about doctoral scholarships.

6.     The faculty shall continue to support female students in finding an internship in industry and administration.

7.     The faculty shall promote participation of female students in international exchange programs.

8.     Combining home life and study shall be facilitated by uploading lectures on the internet and promoting interactive teaching. 

9.     The faculty shall support every effort to improve childcare services on campus.

Additional measures: 

1.     A study shall be carried out on a regular basis about the employment situation of graduates of the Faculty of Management & Economics with particular focus on women’s starting salaries and employment positions.

2.     Women both in the academic and non-academic sectors shall be encouraged to participate in further education programs.

3.     In the Dean’s office of the Faculty of Management & Economics there shall be an extra notice board to provide information specifically for women (job vacancies etc.) 

4.     The faculty shall facilitate the participation of mothers of young children at committee meetings by arranging to have the meetings during their working hours.

5.     The faculty shall promote the introduction of teleworking jobs and observe the development of the respective employment regulations.

6.     The faculty shall support efforts to enhance women’s security both within the university buildings and on campus by providing additional lighting and alarms systems.

7.     The faculty shall provide the necessary financial resources to implement the above mentioned measures.

 

Evaluation

 

The Faculty of Management & Economics shall report to the Senate once yearly about the achievements made in the implementation of this Gender Equality Plan with particular emphasis on the proportion of women among professors, academic staff, research and student assistants and students doing doctoral and post-doctoral degrees.


Upon expiry of this Plan the faculty shall issue a report to the Rector about the status of human resource development at the faculty and assess the progress made in the advancement of women.