Equal opportunities, diversity and family-friendly policies as key issues for the OVGU’s future
In conversation: The Head of the new ‘Equality, Diversity and Family’ unit
The new “Equality, Diversity and Family” unit reports directly to the President and strengthens the strategic integration of these issues at OVGU. It supports key development processes, coordinates the diversity audit and offers staff advice and support. In this interview, the Head of the Unit, Dr Mareike Fingerhut-Säck, outlines the new direction, key areas of responsibility and support services for staff, and explains how these issues are to be integrated even more closely into the university’s development in future.
The former office has now evolved into the “Equality, Diversity and Family” unit – what specific changes have there been to its remit and role?
Following the reorganisation, the former office has now become the ‘Equality, Diversity and Family’ unit, which reports directly to the President. This gives the issues of equality, diversity and family-friendliness even greater strategic importance within the university. The unit not only acts in an advisory capacity but also actively supports key development processes at OVGU and incorporates equality- and diversity-oriented perspectives directly into strategic decisions.
What are the unit’s objectives under its new remit, and what are your key priorities?
The new unit aims to further develop equality of opportunity and diversity as integral parts of the university’s development. The focus is on equality, diversity, family-friendly policies and anti-discrimination, as well as measures to promote equality, career advancement for women and gender-sensitive staff development. Another key priority is the Diversity Audit, in which OVGU is currently participating and which is being co-ordinated by the unit.
Why was it important to bring the issues of equality, diversity and family life more closely together?
Bringing together the themes of equality, diversity and family life within a central administrative unit creates the opportunity to integrate these areas more strategically. Many issues overlap – for example, in relation to participation, work-life balance or anti-discrimination. Through its direct link to the President’s Office, these issues can now be incorporated into the university’s development in a more visible, coordinated and sustainable manner.
What does ‘diversity’ mean in the context of the university – and how can it become even more visible and effective in future?
In the higher education context, diversity means recognising and promoting different perspectives, life experiences and backgrounds. As a unit reporting directly to the President, our aim is not only to make diversity visible, but also to embed it structurally within research, teaching, administration and staff development. The Diversity Audit provides important impetus for this and supports OVGU in further developing existing measures and establishing new strategies.
How do staff specifically benefit from the services and work of your office?
Staff benefit from a central point of contact that brings together issues relating to equality, diversity and family-friendly policies. The unit offers advice and support, for example, on work-life balance, care and support situations, experiences of discrimination or initiatives promoting equality. Thanks to its direct link to the President’s Office, concerns can also be specifically incorporated into the university’s development processes.
A confidential advice and networking service
What sort of matters – whether advice, project ideas or conflicts – can staff bring to your attention?
Staff can contact the unit with a wide variety of concerns – ranging from questions on equal opportunities, diversity and work-life balance to cases of conflict or discrimination. Project ideas, event formats or suggestions for a more diverse and equitable university culture are also expressly welcome. The unit sees itself as a confidential advice and networking centre.
How does the collaboration with faculties, senior management and other central departments work?
Collaboration with faculties, senior management and central departments is essential to the work of the Office. Thanks to the unit’s direct link to the President’s Office, issues from these areas can be integrated even more closely into the strategic processes of the university as a whole. Measures, concepts and projects are developed jointly – ranging from equality plans to diversity and awareness-raising initiatives.
What message would you particularly like to convey to staff as this new unit gets underway?
With this new unit, OVGU is sending a clear signal that equality, diversity and family-friendly policies are key issues for the university’s future. We would like to encourage staff to make active use of the services on offer, to contribute ideas and to seek opportunities for mutual exchange. Diversity and equal opportunities thrive when they are shaped by the entire university community.
Thank you very much for speaking to us, Dr Fingerhut-Säck.