The female employees of LIfBi elect an Equal Opportunity Officer and her deputy every four years. The Equal Opportunity Officers are involved in all equal opportunity relevant matters of the institute. Their areas of responsibility include the examination of individual personnel measures, personnel development, promotion of the compatibility of family and career, prevention of and advice on mobbing, discrimination and sexual harassment, as well as public relations and evaluation. For the activities of the Equal Opportunity Officer, the Institute provides for the release of half a full-time equivalent and provides earmarked auxiliary staff and material resources.

Equality and Equal Opportunity at LIfBi

Creating a working environment free of prejudice and discrimination is a central concern of LIfBi. The aim is to ensure the best possible conditions for the individual organization of life in the area of conflict between work, family and care. Gender equality is understood as a cross-sectional task that includes all areas of the institute. LIfBi is committed to the principles of the Leibniz Association.

Equality and equal opportunities in the Leibniz Association

The Leibniz Association defines equal opportunities as an overriding goal. In doing so, it is guided by the "Research-oriented Equality Standards" of the German Research Foundation (DFG). As an institute of the Leibniz Association, LIfBi is subject to regular reporting obligations. This includes various factors, such as gender-specific personnel statistics and the determination of target quotas for female scientists at various hierarchical levels. LIfBi has set and largely realized a target quota of 50 percent women at all specified levels.

Foundations for Equality and Equal Opportunities at LIfBi

The objectives on the way to achieving equality and equal opportunities at LIfBi are laid down in a concept paper. Central to this are the core goals of equality, equal opportunities and anti-discrimination as well as their anchoring in the institute's personnel development and policy. Other important components of the concept are the compatibility of work and caring responsibilities as well as the specific situation of persons with part-time employment. The importance of an appreciative and non-discriminatory organizational culture is also particularly emphasized.

LIfBi attaches particular importance to not reducing equality and equal opportunities to gender balance. A reflective and sensitive approach to the topic, especially to unconscious (gender-specific) stereotypes and prejudices is considered essential at the institute. For this reason, advanced training courses for managers on these topics are an integral part of the internal continuing education program. Last but not least, these topics are also reflected in the Institute's research.