Organization

Federal Republic of Germany

• Bundesministerium für Wirtschaft und Energie
• Bundesministerium der Finanzen
• Bundesministerium für Bildung und Forschung
• Bundesministerium für Arbeit und Soziales
• Bundesministerium für Verkehr und digitale Infrastruktur
• Bundesministerium für Ernährung und Landwirtschaft

Deutsche Bundesbank, Frankfurt a. M.

Deutsche Post AG, Bonn

Deutsche Telekom AG, Bonn

Government of Berlin

• Senatsverwaltung für Wirtschaft, Technologie und Forschung
• Senatsverwaltung für Arbeit, Integration und Frauen
• Senatsverwaltung für Finanzen
• Senatsverwaltung für Bildung, Jugend und Wissenschaft

Freie und Hansestadt Hamburg
represented by Behörde für Wirtschaft, Verkehr und Innovation

Freistaat Bayern
represented by the Bayerisches Staatsministerium für Wirtschaft und Medien, Energie und Technologie, München

Land Brandenburg
represented by the Ministerium für Wirtschaft und Energie, Potsdam

Land Nordrhein-Westfalen
represented by the Ministerium für Wirtschaft, Energie, Industrie, Mittelstand und Handwerk, Düsseldorf

Society of Friends of DIW Berlin (VdF)

Deutscher Gewerkschaftsbund, Bundesvorstand, Berlin

Sozialdemokratische Partei Deutschlands, Parteivorstand Berlin

Gender equality is an integral part of DIW Berlin's institutional and personnel strategy. An essential cornerstone of this strategy is the ‘Women's Promotion Plan’ (FFP), which in future will be referred to as the Gender Equality Plan. This will be drawn up at regular intervals by the Executive Board and the head of the Human Resources and Organisation department in cooperation with the Equal Opportunities Officers and submitted to the Board of Trustees.

The equality plan includes:

• An up-to-date inventory of the employment situation of female academics, including the proportion of women in management positions and their classification.
• The targets set for the defined period. DIW Berlin is guided by the cascade model, which takes into account the differences in hierarchical levels instead of setting rigid target quotas. The aim is to promote gender equality at all levels of the academic career and to utilise existing skills and talents for research and teaching.
• The measures to achieve the defined goals. This includes the establishment of a fund for the advancement of women, which is managed by the equal opportunities officers. This fund provides resources for female scientists to participate in relevant further education and training programmes or to take similar individual measures. DIW Berlin also encourages female scientists to participate in the Leibniz Mentoring Programme and generally covers the travel and accommodation costs incurred.
• In order to establish a gender-equitable working environment at DIW Berlin, a working group consisting of interested parties from all departments meets regularly. This working group promotes communication and exchange on the topic of equal opportunities. Increased transparency and effectiveness is ensured by the regular participation of members of the Executive Board and department heads, who are personally invited to each meeting of the working group by the Equal Opportunities Officers.

The equal opportunities officers at DIW Berlin support the exchange between female scientists and employees internally through regular meetings of the DIWomen network. They also offer open consultation hours in their offices every fortnight. A detailed implementation concept concretises the measures of the gender equality plan in terms of content, time and process. Recruitment is a particular focus here. The recruitment process for women sets out clear criteria for filling academic positions in order to achieve the targeted gender quota. During the term of the gender equality plan, two interim evaluations are carried out to review the effectiveness of the measures and the achievement of the targets set.

DIW Berlin has two equal opportunities officers whose election, rights and duties are anchored in a company agreement. They play a decisive role in recruitment procedures, are invited to important committee meetings such as the Board of Trustees and the Management Board and make key decisions regarding the utilisation of the Women's Promotion Fund. In close cooperation with the management and the HR department, they develop and implement measures to realise the goals of the women's advancement plan. They are supported in this by a student assistant. The Equal Opportunities Officers keep the workforce up to date on their work, events and internal initiatives via a dedicated area on the intranet.

If you have any questions or suggestions, please contact the two Equal Opportunities Officers, who have taken on this role jointly, by e-mail (gba@diw.de), telephone or in person: Irene Faas and Anne Tilkorn. They are supported by Greta Hentschel.