Jump to content Jump to navigation

☰

Deutsch

Contact

A A A

Organizational culture with expertise in gender and diversity i show information about Organizational culture with expertise in gender and diversity
+ hide information-overlay
Organizational culture with expertise in gender and diversity
As educational institutions, universities fulfill socio-political responsibilities. Therefore, they are required to actively advocate an elimination of asymmetrical structures regarding access and participation at all hierarchical levels, and to promote a university culture where everyday work and studies are both free from discrimination and oriented towards diversity. The objective is to allow for professional and personal development of all university employees and students. To this end it is necessary to raise awareness of existing inequalities both within organizations and society in general and to implement comprehensive concepts and measures aimed at achieving both gender democracy inside universities, and equal opportunities among all members of university communities.
Developing careers and promoting junior talent in a gender-sensitive manner i show information about Developing careers and promoting junior talent in a gender-sensitive manner
+ hide information-overlay
Developing careers and promoting junior talent in a gender-sensitive manner
Certain areas of Austrian Universities are characterized by a conspicuous under-representation of women in senior academic positions. One of the central tasks of gender equality work at universities is therefore represented in the promotion of female researchers' careers. Two main objectives are pursued: supporting individual career paths with concrete initiatives and programs, and exposing structural obstacles and their effects on career options within academia. Multiple identities should furthermore be expressly considered (for example gender and cultural/linguistic background as well as social dimensions and age).
Controlling, management, university management i show information about Controlling, management, university management
+ hide information-overlay
Controlling, management, university management
Gender equality rests with management. Aligning management strategies and central controlling processes with the objective of equal opportunities therefore represents a central task of organizations. The challenge lies in defining concrete equality goals across all processes, rules, guidelines, target-setting agreements, strategic documents, etc. and in documenting the status quo, in order to subsequently specify and realize suitable measures to meet these targets. It is imperative, to this end, that structures providing support and advice for decision makers challenged with these tasks are established.
Reconciling professional life, family life and lifestyles i show information about Reconciling professional life, family life and lifestyles
+ hide information-overlay
Reconciling professional life, family life and lifestyles
Compatibility of studies or career and responsibilities for the care of children and family members requiring care, has represented a guiding principle for universities concerning fulfilment of their tasks since the Amendment of the Universities Act (UG) 2002 entered into effect in January 2015. Reconciling family and work represents one of the many aspects of gender equality work. Given the social reality of care responsibilities still being performed predominantly by women, various measures in this area are targeted at addressing resulting disadvantages in the career development of women and at raising awareness of the issue. Career development and familiy duties should not be in conflict with each other.
Integrating dimensions of gender and diversity into research i show information about Integrating dimensions of gender and diversity into research
+ hide information-overlay
Integrating dimensions of gender and diversity into research
Various attempts to implement issues of gender and diversity into research at the universities exist – embodied in particular within the organizational units laid down by Section 19 (2) 7 of the Universities Act (UG) 2002. Integration efforts vary in manner as well as in intensity. In research, relevant questions concern the nature of knowledge produced, the types of theory and methods applied, and the different agents involved. Ethically sustainable research at Austrian universities demands that research’s impact on living and working situations of various members of society be assessed (gender, disadvantaged societal groups, people of different generations or (ethnic) background). Necessitating in that way an integration of gender and diversity dimensions into research work.
Integrating dimensions of gender and diversity into teaching i show information about Integrating dimensions of gender and diversity into teaching
+ hide information-overlay
Integrating dimensions of gender and diversity into teaching
Various attempts to implement issues of gender and diversity into teaching at the universities exist – embodied in particular within the organizational units laid down by Section 19 (2) 7 of the Universities Act (UG) 2002. Integration efforts vary in manner as well as in intensity. In teaching they range from implementing gender/diversity aspects into existing courses to interdisciplinary module system, and master’s degree courses in gender studies. Sustainably integrating the acquisition of competences related to gender and diversity into all courses of studies is of major importance. Only by learning to fundamentally inquire into societal conventions (stereotypes of gender, ethnic and social biases etc.) can teaching staff support and guide students towards modes of living characterized by openness, solidarity and an understanding of elementary human rights.
+ Cancel selection and show full list

muv – Mentoring program at the University of Vienna

Summary

Small group mentoring for female junior researchers

Target groups

Habilitands/Post-Doc /

Implementing organization

University of Vienna - Gender Equality and Diversity unit /

Contact

femail@univie.ac.at

Implemented/introduced

2001-2014, follow up programs: postdoc:muv und praedoc:muv

Relation to gender equality targets

The mentoring program is intended to increase the proportion of women in academia. Eliminating the underrepresentation of women is a key aspect of several policy documents at the University of Vienna. It is included in the Development Plan 2020 (Point 4.6.3. Gender equality and diversity) and in the Plan for the Advancement of Women (Section 2).

The objective(s) of the tool

This mentoring program is designed to allow female junior researchers access to supportive relationships and informal and formal networks. Enhancing both women’s professional standing as well as their access to careers in academia represents an additional, superordinate goal. The program also contributes to the creation of a culture of mentoring at the university.

Description of the tool

Conceived as small-group mentoring at the University of Vienna, groups of up to 4 mentees are supported by a professor (female ore male) for 3 semesters, involving regular meetings of the mentoring groups. At the beginning of the program, participants agree to a corresponding network. Furthermore, the program includes offers such as training seminars on softs skills, information events/fireside chats across all small groups.

How the tool works, practical experience

Evaluated several times, the mentoring program has been adapted and developed continually in response to the evaluation findings. In 2016, tasked with an additional evaluation, the Institute for Advanced Studies (IHS), invited everyone who had participated in the first six programs to complete an online survey. Illustrating diversity, its findings point towards varying perspectives concerning benefits for doctoral- and post-doc researchers, respectively.

Attachments

Study of mentees’ career paths from muv1 to muv6.pdf (in German only)

Mentee Tracking Lessons Learned.pdf (in German only)