Witten/Herdecke University signs the Diversity Charter

Making diversity an integral part of corporate culture is the goal of the Diversity Charter, which more than 3,000 companies and institutions have already signed since its initiation in 2006. Witten/Herdecke University (UW/H) has also been a signatory since March 2021. "We want to set an example and raise awareness of diversity both internally and externally," explains UW/H vice president Dr Dirk Jakobs. The aim is to recognise, promote and utilise the existing diversity in the university community. "We want to be a place to study and work where everyone can make the best possible contribution - just as they are. We want to treat all people at our university with respect, appreciation and trust, regardless of their gender, nationality, ethnic or social background, religion, ideology, disability, sexual orientation and identity or age."

The Diversity Charter is a voluntary commitment that advocates unprejudiced diversity management. By signing it, companies and institutions declare that they will create and promote equal opportunities for their employees. "Diversity management is an issue that affects all areas of companies and organisations and must be practised at all levels in order to be successful," says Dr Dirk Jakobs. The aim must be to create a climate of acceptance and mutual trust. Only in this way is it possible to be a place that values students and employees for their talents and achievements alone. "We have signed the charter in order to clearly position ourselves in this regard and show the way forward," continued the UW/H Vice President for Organisational Development. "We are expressly committed to diversity, participation and inclusion in our study and work environment."

Charter just one building block in a series of diversity management measures

Signing the Diversity Charter is also just one building block in establishing successful diversity management at UW/H. "We have big plans for 2021 in this area," announces Jakobs. One measure has already been implemented: the installation of gender-neutral toilets. "This shows that we recognise all genders. We planned the gender-neutral toilets in the new building from the outset, and we have now retrofitted them in the existing building so that there is also a neutral toilet on every floor."

Another urgent task that the university has tackled is the introduction of a signposting system. "For members of the university community who feel disadvantaged, harassed or discriminated against, we need a simple and stringent support process with clear and well-communicated points of contact that those affected can turn to." The aim here is to offer those affected the best possible support and give them the opportunity to ask for help or report incidents anonymously.

Background:
Social and economic trends are changing the world of work not only in Germany, but also internationally. Demographic developments, globalisation, changing values, declining employment figures, a growing proportion of working women, more people with a migration background - these are the conditions under which companies and institutions operate today. Diversity management helps to respond to these trends and shows ways to utilise them.

However, it also has an internal effect by helping to increase the satisfaction, loyalty and ultimately the health and performance of the members of an organisational community.