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Gender and Diversity Management at the University of Freiburg

The dimensions of the diversity wheel, including personality as well as internal, external, and organizational dimensions, has been shown to be a practicable way of approaching this complex topic: At the center of the wheel is the personality, encompassing all of a person’s individual aspects, such as emotions, attitudes, or behavioral patterns. It is surrounded by the internal dimension, which includes attributes like age, gender, ethnicity, religion, physical ability, and sexual orientation, all of which were also written into Article 13 of the Treaty of Rome. The external dimension includes all personality attributes that are subject to frequent change throughout one’s life, such as marital status, education, income, or recreational habits.
The organizational dimension focuses on a person’s work environment and includes attributes like the location of one’s workplace, the status and content of one’s job, and how long one has been affiliated with an institution.
 

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from:
Lee Gardenswartz and Anita Rowe, Diverse Teams at Work: Capitalizing on the Power of Diversity, Society for Human Resource Management 2003.
Marilyn Loden, Judy Rosener, Workforce America! Business One Irwin. 1991


Pluralism and diverse ethnic origins, behaviors, and thinking are preconditions for preparing a modern “Universitas” for the challenges of the future. The University of Freiburg therefore regards diversity as an important component of its organizational development.

The implementation of diversity management at the University of Freiburg is oriented toward the diversity dimensions gender, disability, ethnicity, worldview, age, and sexual identity, as described in the General Equal Treatment Law (AGG) of the Federal Republic of Germany. The university actively works to prevent and eliminate potential discrimination resulting from these dimensions.

The University of Freiburg is actively committed to supporting the diversity of its employees and students. The university sees it as its responsibility to create and maintain an organizational culture in which diversity is valued and regarded as an enrichment for research and teaching. This commitment to diversity is also reflected in the fact that the university signed the Charter of Diversity in 2009.

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