{"id":2467,"date":"2021-10-18T11:58:56","date_gmt":"2021-10-18T11:58:56","guid":{"rendered":"http:\/\/fgw.stage.uva.de\/faculty\/structure\/equal-opportunities-officer\/"},"modified":"2026-05-21T13:38:25","modified_gmt":"2026-05-21T11:38:25","slug":"equal-opportunities-officer","status":"publish","type":"page","link":"https:\/\/www.fgw-brandenburg.de\/en\/faculty\/structure\/equal-opportunities-officer\/","title":{"rendered":"FGW Equal Opportunities Officer"},"content":{"rendered":"\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Equality goals at the FGW<\/h2>\n\n\n\n<p>The Faculty of Health Sciences (FGW), like its supporting universities (UP, MHB, BTU), strives for <strong>diversity at all levels<\/strong>. Heterogeneity in teams leads to a broadening of perspectives, which is a declared goal of science. Gender equality work at the FGW thus aims in particular to further increase and strengthen the proportion of women in management positions, to promote the topic of anti-discrimination at the faculty and to promote working conditions that allow a good balance between studies\/work and family and private life.<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>To this end, the FGW draws on the expertise of the three supporting universities, whereby the legal conditions from the equality concepts, regulations, directives and guidelines apply to the university and its members that have adopted them.<\/p>\n\n\n\n<div class=\"wp-block-columns\">\n<div class=\"wp-block-column\" style=\"flex-basis:100%\">\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Counseling and contact persons at the FGW<\/h2>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>At the Faculty of Health Sciences, we support you with counseling services and the establishment of a direct contact person.<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Paula Theobald and Prof. Julia von Maltzahn are the FGW&#8217;s <strong>local equal opportunity officers<\/strong>.<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>They advise the faculty:<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul class=\"wp-block-list\">\n<li>In all matters relating to equality<\/li>\n\n\n\n<li>In the event of discrimination, disadvantage or concerns about equal opportunities<\/li>\n\n\n\n<li>On matters relating to studies, career planning and funding opportunities for women<\/li>\n\n\n\n<li>In cases of sexual harassment and sexualized violence<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-column\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns\">\n<div class=\"wp-block-column\"><div class=\"about_person\">\n  <div class=\"about_person__img\"><img decoding=\"async\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/03\/PT_homepage-e1649064160949.jpg\" alt=\"Paula Theobald, M. Sc.\" \/><a href=\"https:\/\/www.fgw-brandenburg.de\/en\/person\/paula-theobald-equal-opportunities\/\"><\/a><\/div>\n  <div class=\"about_person-content\">\n    <div class=\"about_person__name\">Paula Theobald, M. Sc.<\/div>\n    <div class=\"about_person__position\">Equal Opportunities Officer at the FGW\/ University of Potsdam<\/div>\n    <div class=\"about_peersont__address\">\n    <\/div>\n<a href=\"mailto:fgw-gba@uni-potsdam.de\" class=\"about_person__email\">fgw-gba[at]uni-potsdam.de<\/a>  <\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column\"><div class=\"about_person\">\n  <div class=\"about_person__img\"><img decoding=\"async\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/10\/Maltzahn_JuliaVon_Stammzellbiologie_FGW-scaled-e1671188888482.jpg\" alt=\"Prof. Dr. Julia von Maltzahn\" \/><a href=\"https:\/\/www.fgw-brandenburg.de\/en\/person\/prof-dr-julia-von-maltzahn-3\/\"><\/a><\/div>\n  <div class=\"about_person-content\">\n    <div class=\"about_person__name\">Prof. Dr. Julia von Maltzahn<\/div>\n    <div class=\"about_person__position\">Equal Opportunities Officer at the FGW\/ BTU<\/div>\n    <div class=\"about_peersont__address\">\n    <\/div>\n<a href=\"tel:+49357385526\" class=\"about_person__phone\">phone: +49 3573 85 526<\/a><a href=\"mailto:julia.vonmaltzahn@fgw-brandenburg.de\" class=\"about_person__email\">julia.vonmaltzahn[at]fgw-brandenburg.de<\/a>  <\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Implementation of equality at the FGW<\/h2>\n\n\n\n<p>Achieving <a href=\"https:\/\/www.hrk.de\/themen\/hochschulsystem\/gleichstellung\/\" target=\"_blank\" rel=\"noreferrer noopener\">equality<\/a> is a cross-sectional task that cuts across all areas and is therefore integrated into many different topics and fields of activity at a university. The areas of responsibility of gender equality work at universities in the state of Brandenburg are regulated by law and incorporated in various <a href=\"https:\/\/www.b-tu.de\/en\/gleichstellung\/action-spaces\/basis\/legal-foundations-of-gender-equality-work\" target=\"_blank\" rel=\"noreferrer noopener\">legal texts<\/a>.<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>In order to adequately address various challenges, the supporting universities of the FGW have developed <a href=\"https:\/\/www.mhb-fontane.de\/files\/Gleichstellung%20Gender%20Diversity\/MHB_Gleichstellungskonzept2023-2025.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">concepts<\/a> for the equality of all genders, regulations on <a href=\"https:\/\/www.uni-potsdam.de\/en\/discrimination-free-university\/consulting-and-support\/what-can-you-do-in-case-of-discrimination\" target=\"_blank\" rel=\"noreferrer noopener\">anti-discrimination<\/a> and recommendations for gender-inclusive language use.<\/p>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns\">\n<div class=\"wp-block-column\" style=\"flex-basis:60%\">\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1920\" height=\"1280\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2024\/02\/national-cancer-institute-NFvdKIhxYlU-unsplash.jpg\" alt=\"Frau am Laptop mit Stethoskop Versorgungsforschung studieren\" class=\"wp-image-8888\" srcset=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2024\/02\/national-cancer-institute-NFvdKIhxYlU-unsplash.jpg 1920w, https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2024\/02\/national-cancer-institute-NFvdKIhxYlU-unsplash-300x200.jpg 300w, https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2024\/02\/national-cancer-institute-NFvdKIhxYlU-unsplash-1024x683.jpg 1024w, https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2024\/02\/national-cancer-institute-NFvdKIhxYlU-unsplash-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\" \/><\/figure>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column\" style=\"flex-basis:20px\"><\/div>\n\n\n\n<div class=\"wp-block-column\" style=\"flex-basis:70%\">\n<h3 class=\"wp-block-heading\">Instruments to advance equality<\/h3>\n\n\n\n<p>The FGW and its supporting universities already use the following standard instruments to promote gender equality:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Call for applications for junior professorships to counter the loss of talent in this career phase<\/li>\n\n\n\n<li>Public and international<a href=\"https:\/\/www.fgw-brandenburg.de\/en\/faculty\/careers\/\"> job offers<\/a><\/li>\n\n\n\n<li>Active recruiting<\/li>\n\n\n\n<li>Standardized questionnaire with optional indication of academic age, which is used in the appointment procedure<\/li>\n\n\n\n<li>Standardized and quality-tested appointment procedures<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Further tasks of the decentralized Equal Opportunities Officer<\/h3>\n\n\n\n<p>Further tasks of the decentralized Equal Opportunities Officer within the faculty are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Participation and statement in appointment and recruitment procedures<\/li>\n\n\n\n<li>Representation\/participation in faculty and university committees<\/li>\n\n\n\n<li>Development and monitoring of concepts for equal opportunities<\/li>\n\n\n\n<li>Promotion of early career researchers<\/li>\n<\/ul>\n\n\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Recommendation on the gender-inclusive use of language<\/h3>\n\n\n\n<p>The FGW recommends the use of gender-inclusive language in accordance with the guidelines of the supporting universities:<\/p>\n\n\n\n<div class=\"wp-block-columns\">\n<div class=\"wp-block-column\" style=\"flex-basis:48%\"><div class=\"download\">  <h1 class=\"block-title\">Leitfaden Gendergerechte Sprache UP<\/h1>\n<a href=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2024\/05\/KfC-2024-Empfehlung-zum-geschlechterinklusiven-Sprachgebrauch-an-der-Universitaet-Potsdam.pdf\" class=\"download__btn\">Download<\/a><\/div>\n\n\n\n<div style=\"height:1vh\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column\" style=\"flex-basis:4%\"><\/div>\n\n\n\n<div class=\"wp-block-column\" style=\"flex-basis:48%\"><div class=\"download\">  <h1 class=\"block-title\">Leitfaden Genderneutrale Sprache MHB<\/h1>\n<a href=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2025\/01\/mhb-gender-leitfaden-web.pdf\" class=\"download__btn\">Download<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Advice and contact offices at the supporting universities<\/h2>\n\n\n\n<p>You will find further contact points and advice options at the host universities:<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile is-vertically-aligned-center\" style=\"grid-template-columns:20% auto\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"1024\" height=\"736\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2021\/09\/18-069_Golm_KarlaFritze-1-1024x736.jpg\" alt=\"\" class=\"wp-image-2112 size-medium\" srcset=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2021\/09\/18-069_Golm_KarlaFritze-1-1024x736.jpg 1024w, https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2021\/09\/18-069_Golm_KarlaFritze-1-300x216.jpg 300w, https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2021\/09\/18-069_Golm_KarlaFritze-1.jpg 1280w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Equality at the University of Potsdam<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.uni-potsdam.de\/en\/discrimination-free-university\/consulting-and-support\/overview-of-consueling-and-advising-services\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.uni-potsdam.de\/en\/discrimination-free-university\/consulting-and-support\/overview-of-consueling-and-advising-services<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.uni-potsdam.de\/en\/equality\/\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.uni-potsdam.de\/en\/equality\/<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile is-vertically-aligned-center\" style=\"grid-template-columns:20% auto\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/02\/MHB_Campus-Neuruppin-1024x683-1.jpg\" alt=\"Campus Neuruppin der MHB\" class=\"wp-image-3749 size-medium\" srcset=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/02\/MHB_Campus-Neuruppin-1024x683-1.jpg 1024w, https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/02\/MHB_Campus-Neuruppin-1024x683-1-300x200.jpg 300w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Equality at the Brandenburg Medical School<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.mhb-fontane.de\/de\/chancen-vielfalt\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.mhb-fontane.de\/de\/chancen-vielfalt<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.mhb-fontane.de\/de\/gleichstellung\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.mhb-fontane.de\/de\/gleichstellung<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<div style=\"height:45px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile is-vertically-aligned-center\" style=\"grid-template-columns:20% auto\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"1024\" height=\"621\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/02\/Campus_SFB_Dez2020_02_lg_BTU-1024x621-1.jpg\" alt=\"BTU Campus Senftenberg\" class=\"wp-image-3748 size-medium\" srcset=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/02\/Campus_SFB_Dez2020_02_lg_BTU-1024x621-1.jpg 1024w, https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/02\/Campus_SFB_Dez2020_02_lg_BTU-1024x621-1-300x182.jpg 300w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Equal opportunities at the Brandenburg University of Technology Cottbus-Senftenberg<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.b-tu.de\/en\/gleichstellung\/action-spaces\/guidance\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.b-tu.de\/en\/gleichstellung\/action-spaces\/guidance<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.b-tu.de\/en\/students\/consultation-assistance\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.b-tu.de\/en\/students\/consultation-assistance<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.b-tu.de\/en\/gleichstellung\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.b-tu.de\/en\/gleichstellung<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Further information on the topic of equality<\/h2>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-getwid-tabs\" data-active-tab=\"0\"><ul class=\"wp-block-getwid-tabs__nav-links\"><\/ul>\n<div class=\"wp-block-getwid-tabs__nav-link\"><span class=\"wp-block-getwid-tabs__title-wrapper\"><a href=\"#\"><span class=\"wp-block-getwid-tabs__title\">Further reading\/ sources<\/span><\/a><\/span><\/div><div class=\"wp-block-getwid-tabs__tab-content-wrapper\"><div class=\"wp-block-getwid-tabs__tab-content\">\n<p>We recommend the following reading and sources for more detailed information:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/bukof.de\/\">https:\/\/bukof.de\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/pinkstinks.de\/\"><\/a><a href=\"https:\/\/www.mutterschaft-wissenschaft.de\/\">https:\/\/www.mutterschaft-wissenschaft.de\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.bgf.ovgu.de\/Glossar.html\">https:\/\/www.bgf.ovgu.de\/Glossar.html<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/parenthesis-blog.de\/\">https:\/\/parenthesis-blog.de\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.dfg.de\/de\/grundlagen-themen\/grundlagen-und-prinzipien-der-foerderung\/Chancengleichheit\">https:\/\/www.dfg.de\/de\/grundlagen-themen\/grundlagen-und-prinzipien-der-foerderung\/Chancengleichheit<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.allbright-stiftung.de\/\">https:\/\/www.allbright-stiftung.de\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.bundesstiftung-gleichstellung.de\/\">https:\/\/www.bundesstiftung-gleichstellung.de\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.hrk.de\/themen\/hochschulsystem\/gleichstellung\/\">https:\/\/www.hrk.de\/themen\/hochschulsystem\/gleichstellung\/<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/mwfk.brandenburg.de\/sixcms\/media.php\/9\/MWFK_Qualita%CC%88tsstandards_2024.pdf\">Brandenburgische Qualit\u00e4tsstandards<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.gender-glossar.de\/glossar\">https:\/\/www.gender-glossar.de\/glossar<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/geschicktgendern.de\/\">https:\/\/geschicktgendern.de\/<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-getwid-tabs__nav-link\"><span class=\"wp-block-getwid-tabs__title-wrapper\"><a href=\"#\"><span class=\"wp-block-getwid-tabs__title\">Team<\/span><\/a><\/span><\/div><div class=\"wp-block-getwid-tabs__tab-content-wrapper\"><div class=\"wp-block-getwid-tabs__tab-content\"><div class=\"about_person\">\n  <div class=\"about_person__img\"><img decoding=\"async\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2022\/03\/PT_homepage-e1649064160949.jpg\" alt=\"Paula Theobald, M. Sc.\" \/><a href=\"https:\/\/www.fgw-brandenburg.de\/en\/person\/paula-theobald-equal-opportunities\/\"><\/a><\/div>\n  <div class=\"about_person-content\">\n    <div class=\"about_person__name\">Paula Theobald, M. Sc.<\/div>\n    <div class=\"about_person__position\">Equal Opportunities Officer at the FGW\/ University of Potsdam<\/div>\n    <div class=\"about_peersont__address\">\n    <\/div>\n<a href=\"mailto:fgw-gba@uni-potsdam.de\" class=\"about_person__email\">fgw-gba[at]uni-potsdam.de<\/a>  <\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"about_person\">\n  <div class=\"about_person__img\"><img decoding=\"async\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2021\/08\/Fehler_Georgia_web.23-e1738081904832.jpg\" alt=\"Georgia Fehler\" \/><a href=\"https:\/\/www.fgw-brandenburg.de\/en\/person\/clara-eich\/\"><\/a><\/div>\n  <div class=\"about_person-content\">\n    <div class=\"about_person__name\">Georgia Fehler<\/div>\n    <div class=\"about_person__position\">Equal Opportunities Officer MHB<\/div>\n    <div class=\"about_peersont__address\">\n    <\/div>\n<a href=\"mailto:gleichstellung@mhb-fontane.de\" class=\"about_person__email\">gleichstellung(at)mhb-fontane.de<\/a>  <\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"about_person\">\n  <div class=\"about_person__img\"><img decoding=\"async\" src=\"https:\/\/www.fgw-brandenburg.de\/wp-content\/uploads\/2024\/07\/csm_Jenny_Scholka_89558171b0-e1738082138930.jpg\" alt=\"Jenny Scholka\" \/><a href=\"https:\/\/www.fgw-brandenburg.de\/en\/person\/jenny-scholka\/\"><\/a><\/div>\n  <div class=\"about_person-content\">\n    <div class=\"about_person__name\">Jenny Scholka<\/div>\n    <div class=\"about_person__position\">Deputy Equal Opportunities Officer BTU<\/div>\n    <div class=\"about_peersont__address\">\n    <\/div>\n<a href=\"mailto:jenny.scholka@b-tu.de\" class=\"about_person__email\">jenny.scholka[at]b-tu.de<\/a>  <\/div>\n<\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-getwid-tabs__nav-link\"><span class=\"wp-block-getwid-tabs__title-wrapper\"><a href=\"#\"><span class=\"wp-block-getwid-tabs__title\">Glossary<\/span><\/a><\/span><\/div><div class=\"wp-block-getwid-tabs__tab-content-wrapper\"><div class=\"wp-block-getwid-tabs__tab-content\">\n<h3 class=\"wp-block-heading\">Glossary<\/h3>\n\n\n\n<p>People also encounter obstacles and resistance in the academic system, so that extensive participation by team members is slowed down or prevented. Central terms that address the systemic problems at universities are listed below:<\/p>\n\n\n\n<p><a href=\"https:\/\/leanin.org\/women-in-the-workplace\/2019\/glass-ceiling-and-the-broken-rung\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Broken Rung Effect<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Women often encounter obstacles on the first rung of the career ladder, as they are less likely than men to be promoted to entry-level management positions.<\/li>\n\n\n\n<li>Reference: This leads to long-term underrepresentation in higher management levels.<\/li>\n\n\n\n<li>Source: McKinsey &amp; LeanIn.org, Women in the Workplace (2023)<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong><a href=\"https:\/\/www.antidiskriminierungsstelle.de\/EN\/homepage\/homepage-node.html\" target=\"_blank\" rel=\"noreferrer noopener\">Discrimination<\/a><\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Discrimination refers to the unjustified disadvantage or unequal treatment of persons or groups on the basis of certain characteristics such as origin, gender, skin color, religion, age, sexual orientation, disability or social status.<\/li>\n\n\n\n<li>Source: <a href=\"https:\/\/www.bpb.de\/shop\/zeitschriften\/apuz\/221573\/diskriminierung-antidiskriminierung-begriffe-und-grundlagen\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>https:\/\/www.bpb.de\/shop\/zeitschriften\/apuz\/221573\/diskriminierung-antidiskriminierung-begriffe-und-grundlagen\/<\/em><\/a><em>, Accessed on 20.01.2025<\/em><\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.psychologie-heute.de\/beruf\/artikel-detailansicht\/42816-double-bind-gibt-es-auch-in-unternehmen.html\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Double Bind<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Women are often confronted with contradictory expectations &#8211; they are expected to be competent and approachable at the same time. While strong leadership is considered \u201cunfeminine\u201d, \u201cfeminine\u201d behavior is interpreted as a sign of a lack of competence.<\/li>\n\n\n\n<li>Source: Catalyst, <em>Double Bind Dilemma for Women in Leadership<\/em> (2007)<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.destatis.de\/EN\/Themes\/Labour\/Earnings\/GenderPayGap\/_node.html\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Gender Pay Gap<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Women are often paid less than men for the same or equivalent work.<\/li>\n\n\n\n<li>Relation to science: There are also significant pay differences between men and women in the academic field.<\/li>\n\n\n\n<li>Source: Eurostat, 2023<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.fes.de\/wissen\/gender-glossar\/glaeserne-decke\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Glass Ceiling<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: The glass ceiling is an invisible barrier that prevents women and minorities from advancing to leadership positions even though they are qualified.<\/li>\n\n\n\n<li>Source: <a href=\"https:\/\/www.uni-paderborn.de\/gleichstellung\/genderportal\/gender-glossar\/glaeserne-decke\" target=\"_blank\" rel=\"noreferrer noopener\"><em>https:\/\/www.uni-paderborn.de\/gleichstellung\/genderportal\/gender-glossar\/glaeserne-decke<\/em><\/a><em>; Accessed on 09.12.2024<\/em><\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong><a href=\"https:\/\/www.genderdiversitylehre.fu-berlin.de\/en\/inhalte\/forschung\/index.html\">Intersectionality<\/a><\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Intersectionality is the interweaving of different power relations, such as race, class, gender, ableism, sexuality, ageism and many other forms of discrimination. Another word for this would be multiple discrimination.<\/li>\n\n\n\n<li>Source: RCG magazine 2014, Heinrich B\u00f6ll Foundation<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.che.de\/en\/2021\/leaky-pipeline-an-den-hochschulen-besteht-eu-weit-u-multirank-startet-neuen-gender-monitor\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Leaky Pipeline<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Refers to the declining proportion of women at the various qualification levels and career stages in science, despite women&#8217;s increasingly higher educational qualifications.<\/li>\n\n\n\n<li>Source: Research &amp; Teaching, 30 (2023) 1, pp. 32-33<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong>Abuse of Power<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Abuse of power refers to the unjustified or unethical use of power, authority or influence to gain personal advantage, harm others or assert one&#8217;s own interests at the expense of others. This involves deliberately exploiting a position of superiority.<\/li>\n\n\n\n<li>Source: <a href=\"https:\/\/www.tu.berlin\/arbeiten\/zustaendigkeiten\/advising-services-complaints-.offices\/machtmissbrauch\" target=\"_blank\" rel=\"noreferrer noopener\"><em>https:\/\/www.tu.berlin\/arbeiten\/zustaendigkeiten\/advising-services-complaints-.offices\/machtmissbrauch<\/em><\/a><em>, Accessed on 17.01.2025<\/em><\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.bpb.de\/themen\/medien-journalismus\/medienpolitik\/500694\/matthaeus-effekt\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Matthew-Effekt<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: \u201cTo those who have, shall be given.\u201d Successful scientists (often men) receive disproportionately more recognition and resources.<\/li>\n\n\n\n<li>Reference to women: Women in science and research are often overlooked despite significant contributions.<\/li>\n\n\n\n<li>Source: Robert K. Merton, 1968<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/gap.hks.harvard.edu\/getting-job-there-motherhood-penalty\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Motherhood Penalty<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Mothers are often disadvantaged in professional life, whether through lower salaries, fewer promotions or prejudices about their availability and competence.<\/li>\n\n\n\n<li>Counterpart: The \u201cfatherhood bonus\u201d, in which men often even gain career advantages through fatherhood.<\/li>\n\n\n\n<li>Source: Correll, Shelley J., et al, Getting a Job: Is There a Motherhood Penalty? (2007)<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/100mensch.de\/privileg\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Privileges<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Privileges are special rights, advantages or benefits to which a person or group is entitled, often in contrast to the rights of others. They can be based on various factors, such as social status, economic position, origin or other characteristics.<\/li>\n\n\n\n<li>Source: <a href=\"https:\/\/www.duden.de\/rechtschreibung\/Privileg\" target=\"_blank\" rel=\"noreferrer noopener\"><em>https:\/\/www.duden.de\/rechtschreibung\/Privileg<\/em><\/a><em>, Accessed on 20.01.2025<\/em><\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/initiative.utahwomenlawyers.org\/trends\/prove-it-again-bias#:~:text=Prove%2DIt%2DAgain%20Bias%20refers,sustain%20a%20successful%20professional%20career.\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Prove-It-Again Bias<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Women have to demonstrate their skills and competencies more often than men in order to receive equal recognition.<\/li>\n\n\n\n<li>Source: Williams, Joan C., et al, 2014<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.springerprofessional.de\/das-bienenkoenigin-syndrom\/15798450\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Queen Bee Syndrom<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Women in management positions sometimes unconsciously support existing discrimination in order to secure their own position.<\/li>\n\n\n\n<li>Source: The term was coined in the 1970s; see research by Staines et al.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.hs-merseburg.de\/hochschule\/projekte\/fem-power\/handlungsfelder\/role-models\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Role Model Effect<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: The lack of role models in leadership positions reinforces the perception that women or marginalized groups are inappropriate or unusual in these roles.<\/li>\n\n\n\n<li>Source: Husu, Liisa, Women in Science: Tokenism and Role Models (2001)<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.emft.fraunhofer.de\/content\/dam\/emft\/emft-neu\/deutsch\/dokumente\/macht-stereotype-fraunhofer-emft.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Stereotype Threat<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Fear of confirming a negative gender stereotype can reduce women&#8217;s performance in stereotyped areas (e.g. mathematics, technology).<\/li>\n\n\n\n<li>Source: Steele, C. M., Aronson, J. (1995)<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/rhrinternational.com\/blog\/gender-bias-balancing-on-the-tightrope-2\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Tightrope Effect<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Women, especially in male-dominated professions, often have to balance between conforming to traditional gender roles and demonstrating competence. A misstep in either direction leads to negative evaluation.<\/li>\n\n\n\n<li>Source: Williams, Joan C., et al, Double Jeopardy? Gender Bias Against Women of Color in Science (2014)<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/vielfalt.uni-koeln.de\/antidiskriminierung\/glossar-diskriminierung-rassismuskritik\/tokenism#:~:text=Der%20Begriff%20wurde%20von%20der,marginalisierten%20Person%20innerhalb%20von%20Gruppen.\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Tokenism<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Definition: Women or minorities are appointed to positions in order to feign diversity, but without any real decision-making or influence.<\/li>\n\n\n\n<li>Source: Kanter, R. M. (1977), Men and Women of the Corporation<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"https:\/\/www.anti-bias.eu\/biaseffekte\/gender-bias-in-leistungsbeurteilungen\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Unconscious Bias<\/strong><\/a><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Source: UP Gender Equality Guidelines<\/li>\n\n\n\n<li>Definition: Gender-related distortions of reality in the form of stereotypical assumptions and attributions that are reflected in evaluation patterns.<\/li>\n\n\n\n<li>Relation to science: Gender-related bias effects are systematic effects that occur intentionally or unintentionally and are particularly effective in performance attributions in personnel selection procedures or in peer review procedures for publications.<\/li>\n<\/ul>\n<\/div><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Equality goals at the FGW The Faculty of Health Sciences (FGW), like its supporting universities (UP, MHB, BTU), strives for diversity at all levels. Heterogeneity in teams leads to a broadening of perspectives, which is a declared goal of science. Gender equality work at the FGW thus aims in particular to further increase and strengthen &#8230;<\/p>\n","protected":false},"author":116,"featured_media":7273,"parent":2454,"menu_order":5,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-2467","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>FGW Equal Opportunities Officer | Faculty of Health Sciences<\/title>\n<meta name=\"description\" content=\"Overview of contact persons, measures and recommendations on gender equality at the FGW. 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