concerns all of us. Gender equality is created when those employed or studying support equal opportunity in each of their respective areas of responsibility. How can this succeed? How are conditions created that promote gender equality in research, teaching, higher education structures, administration, and continued education?
This question is being discussed by various stakeholders at the TU Darmstadt. There is a full-time Gender Equality Officer who is the independent point of contact for all employees and students. The Gender Equality Office coordinates and develops central policies and opportunities. The gender equality officers at the departmental level promote gender equality in the departments and central services. A wide range of projects and initiatives have their origins at the departmental and central level. Additional subject-areas are directly located in the competent directorates and points of contact.
We need a dialogue-based interaction with each other in order to actively shape a gender-equitable climate and an awareness for equal opportunity. It is important to me that gender equality is approached holistically and practiced throughout the entire University.
What projects, continued education programmes, networks, coaching and measures for career development exist at the TU Darmstadt for female students, scientists, and administrative and technical staff (ATM)?
How do I find the right contact person for my concerns? What points of contact are within the scope of gender equality and equal opportunities at the TU Darmstadt?