T +49 4714823247
Office hours: by appointment
If you visit the gender equality office, you will be welcomed by Rebecca Brückner.
Our Roadmaps: Gender Equality Plan (GEP) & Plan for Women's Advancement
The Gender Equality Plan (GEP): Road Map for Research and Teaching
In order to overcome existing disadvantages in the workplace, the university develops targeted equality measures and evaluates their impact on gender relations. All of these gender equality requirements, objectives and measures, as well as their evaluation, are recorded in a plan at regular intervals. The plan for the academic area of the university (research and teaching staff and students) is referred to as the "Gender Equality Concept". It is available below.
In order to overcome existing disadvantages in the workplace, the university develops targeted equality measures and evaluates their impact on gender relations. All of these gender equality requirements, objectives and measures, as well as their evaluation, are recorded in a plan at regular intervals. The plan for the non-scientific area of the university (administration and technical support) is referred to as the "Plan for Women's Advancement". It is available below.
Introduction: Who is active in the area of gender equality policy?
In Germany, each university elects women's representatives and/or officers for women's affairs and gender equality in order to support the university management in its task to promote gender equality. Students and staff may adress these persons in all matters relating to gender equality. If there is a need for discussion, they will offer you guidance in finding the first steps and the right contact person in the further process. You can find out more about their tasks in the following, sorted by the respective area of responsibility of the actors.
The Women's Representatives acc. BremHG
Together with the university management and the members of the university, the BremHG Women's Representatives strive to make Bremerhaven University of Applied Sciences more gender-equitable and to break down barriers. For this purpose, they are involved in all university development processes in an advisory role, they support the university committees and they are advisory members of all appointment and selection committees for academic staff. Furthermore, the Women's Representatives act as multipliers due to their contacts with colleagues and students.
In order to counteract existing disadvantages, they develop measures and support the creation and evaluation of the university's equality concept (see below). The BremHG Women's Representatives also act as the first point of contact for students and (potential) academic staff who have questions and suggestions regarding gender equality at the university or who feel affected by gender-specific disadvantages.
Contact: You have a question or a problem?
Then contact the Gender Equality Office OR your women's representative(s) or your officers for women's affairs and equality Officer(s) directly!
Our Concept of Gender Equality
Relevance of Gender Equality at higher education institutions
We define gender equality as the absence of gender-based disadvantages: equal participation in social resources (education, social security, etc.). In order to achieve and ensure this goal, gender equality aspects are an important part of university development, human resources development and quality management. With a high proportion of women in academia and administration, including senior positions, it is also ensured that diverse skills, perspectives, values and standards are incorporated into our work. Accordingly, we see consider it as our key task for the future to increase the proportion of women, especially in technical disciplines and management positions.
The German Term "Gleichstellung": "In fact", not simply "by law"
In nowadays' Germany, gender equality is usually referred to as "Gleichstellung" which can be translated as: "being placed equally". This term describes the idea of a social system in which men and women in fact have the same opportunities and an equal share of social resources (money, social security etc.). In history, in contrast, the German women's movements haven often used the term "Gleichberechtigung" which can be translated as: "being equipped with equal rights". The reason for such a different use of language is obvious: at that time, gender equality did not even exist by law (e.g. women were denied their right to vote) which is why "Gleichberechtigung" was the first goal to achieve. However, the achievement of "by law"-gender-equality does not necessarily imply "in fact"-gender-equality: women and men might still not enjoy equal opportunities and an equal share of social resources. In order to move from the "by law"-state to the "in fact"-state, disadvantages must be systematically eradicated.
What we do: Direct exchange, interest representation, and structural issues
Participation in structural planning at university
The women's representatives and the officers for women's affairs and and gender equality are involved in an advisory roles in various organisational and structural processes as well as in staff decisions. This involvement is enshrined in two state laws: the Bremen Higher Education Act (BremHG), which concerns the academic area (research, teaching, studies, etc.), and the State Act of Gender Equality (LGG), which concerns the non-academic area (administration, technology, etc.). In this way, the aim is to organise universities in a gender-equitable way.
An Ongoing Process: Needs, Goals and Measures
In order to achieve gender equality, existing disadvantages must be systematically eradicated. This takes place in iterative processes: Firstly, gende equality needs are formulated and then targets and measures are adopted. Once these measures have been implemented, the needs are analysed again and new measures are developed on this basis.