Objectives Related to Equality

The commonly agreed equality objectives complement RUB’s control mechanisms for the promotion of equality. They also help to provide a transparent foundation to the process of controlling equality.

Quantitative development goals

Negotiations between the Rectorate and the 20 Fakultäten have established a set of objectives regarding equality. In these negotiations, the Rectorate and Fakultäten agreed on target values, to be achieved over a term of three years, for the proportional increase of women in areas where they are currently underrepresented. RUB had already set a target value for increasing the appointment of female professors prior to the negotiations, as part of the current university development plan. In its response to the research-oriented equality standards of the DFG (Deutsche Forschungsgemeinschaft – German Research Foundation), the university re-confirmed this target and also set specific targets for other academic professional groups to be achieved by 2013. The university management considers these objectives, agreed with the Fakultäten, as an effective instrument to help achieve equality goals within the university.

Incentives for achieving goals

As an incentive for the achievement of these quantitative growth targets, the Rectorate has appropriated €450,000 in resources. The Fakultäten receive an initial smaller instalment of funding when they commit to the targets at the beginning of the term, to help them fund measures to promote equal opportunities. The remaining €350,000 will be used by the Rectorate at the end of this same term to provide rewards commensurate with the degree to which objectives have been achieved according to specific indicators. This system rates success based on four weighted indicators:

  1. Female Juniorprofessor staff (weighting 30%)
  2. Female staff in permanent mid-level academic positions (weighting 30%)
  3. Female staff in temporary mid-level academic positions (weighting 10%)
  4. Doctoral degrees conferred on female candidates (weighting 30%)

For each of the indicators, the five best teaching units will receive a proportion of the funds allocated to that respective indicator. This system rewards those Fakultäten whose teaching units have demonstrated particularly strong growth in one or more of the indicators over the course of the three-year term. The proportional increase of female W2 und W3 professors is disregarded in the indicator system; the incentive scheme for the appointment of female professors and the collective release of professorships are two instruments already utilised by university management to achieve their quantitative development targets in this area.

Data and agreed objectives

Sorry, the data sheets and agreed objectives are only available in German.