­1. Introduction

The joint Management Board of GSI and FAIR attaches great importance to diversity, inclusion, and equal opportunities.

The goal of the Gender Equality Plan is to implement the provisions of the Federal Equality Law (Bundesgleichstellungsgesetz,  BGIeiG) on gender equality,  eliminate existing  gender-based disadvantages, prevent future discrimination, and improve work-life balance, including family and care responsibilities. This particularly includes ensuring equal opportunities for men and women at all career levels and increasing the representation ofwomen in STEM fields.

This Gender Equality Plan is based on the Federal Equality Law (BGIeiG), the Equal Opportunities Implementation Agreement (AvGlei) and the works agreement 'Gender Equality at GSI' in their most recent versions.

The Gender Equality Plan ser^/es äs a personnel planning and development tool designed to improve the attractiveness of the Organisation äs an employer in an international environment. This plays an important role in attracting highly qualified employees in the competitive international Job market. The plan can also help to improve the public Image of the employer and sustainably motivate employees.

Measures to address the under-representation of women may include the appropriate preferential treatment ofequally qualified female candidates until gender parity is achieved at GSI and FAIR (in accordance with Section 5 AGG).

The Management Board is responsible fordrawing up and updating the plan. In addition to the Plan, there is a monitoring list in which all the tasks described are listed and the processing status is documented.  Implementation  is the responsibility  of the respective  specialist departments;  the processing status is monitored by the 'Human Resources Management Department' (PER) in consultation with the interest groups. PER also compiles an annual gender monitoring report (with a cut-off date of 31 December) in which the relevant key figures on this topic are collected (see Chapter 3 Target figures).

• Science 30 - 35%
• Technology 30 %
• Administration 50%

A gender monitoring report is prepared annually for GSI with data äs of 31 December. This is attached to the report for the Supervisory Board in the spring. The report records changes in the personnel structure in detail and describes dynamics within the workforce in terms of gender distribution based on various dimensions.

4 Recruitment

4.1     Advertising jobs

Job advertisements must be gender-neutral except in programmes specifically designed to address gender under-representation. It is illegal, in particular, to advertise any Jobs for men orwomen only. Job advertisements must be phrased to ensure inclusivity whilst actively encouraging applications from the under-represented  gender in the respective field. Each advertisement  must include a Statement indicating that the advertised position is also available äs part-time employment unless this is impossible because of urgent operational reasons. Regardless of the hierarchical level, this rule applies for filling positions that involve leadership or managerial responsibilities (cf. Section 6 para. 1 BGIeiG).

All vacant positions must be advertised and, at a minimum, reported to the Federal Employment Agency. The objective is to increase the number of applications submitted by members ofthe underrepresented  gender.  The  use of GSI-supported  social  media  channels  (e. g.  Linkedln,  Xing, Facebook, Instagram) is aimed at placing Job advertisements and making them accessible to a larger audience and thus to potential candidates.

Job advertisements must clearly outline the requirements of a position, the necessaryqualifications, and the employer's offerings, including measures to support work-life balance.

4.2    Job Interviews

If women meeting the required qualifications apply, at least äs many must be invited to interviews or selection procedures äs male candidates in fields where women are under-represented. Section 82 sentences 2 and 3 of Book Nine of the German Social Code (Sozialgesetzbuch)  shall remain unaffected. Sentences 1 and 2 apply correspondingly when filling positions in areas in which men are under-represented because of structural disadvantages.

Questions about marital status, current or planned pregnancy, and existing or anticipated care-giving responsibilities are strictly prohibited in Job Interviews or selection procedures (see also Point 4.4). Ifa selection committee is formed, it should be gender-balanced. Ifa gender-balanced committee cannot be formed for valid reasons, these reasons must be documented. It is desirable that any appointment committees should have male and female members in equal numbers.

4.3    Selection decisions in recruitment, career advancement and awarding of training positions [1]

If women are under-represented in an organisational unit äs defined in the organisational chart, they must be given preferential consideration in the allocation of training places, recruitment, and career advancement.  Preferential treatment applies only when female applicants are equally qualified in terms of suitability, qualification, and academic performance. Preferential treatment of female applicants does not apply if legally justified reasons Support the selection of a male applicant.

The arrangements outlined above shall apply accordingly, where men are under-represented in an Organisation unit that is defined in the Organisation chart.

In principle, part-time employment can be offered in Job advertisements ifthe position allows for it.

1. interruptions of Professional activities because of

2. the income Situation of the spouse, civil partner or partner,

In addition, at GSI and FAIR, a lower number of scientific publications (Hirsch Index, starting after postdoc)  may  not  be considered  in  comparative  assessments  because of family or care responsibilities. When analysing the Hirsch Index, the focus should generally be on the quality and place of publication rather than on the quantity of publications.

5.2   Gender-appropriate language

According to the GSI and FAIR procedural instructions, gender-sensitive  language is used in all cover letters, documents, and forms. As far äs possible, this includes the use of functional titles in particular.

For print media with an external impact, a diverse visual language is also important.

5.3 Procedure for dealing with sexual harassment in the workplace 

GSI and FAIR are fully committed to the principle ofdignified and respectful treatment of all persons working at and for GSI/FAIR and strongly disapprove of any form of sexual harassment or stalking. If cases arise, GSI and FAIR will take all necessary Steps to protect affected employees, doctoral candidates, trainees, dual students, interns, scholarship holders, and guests, and will impose appropriate measures and sanctions against the perpetrator whenever possible. For this reason, a procedural instruction on this topic was published in 2024. This is binding for all employees, doctoral candidates, trainees, dual students, interns, scholarship holders, and guests of GSI and FAIR.

In addition, an annual on-line training course on sexual discrimination is to be developed and introduced with the involvement of the interest groups, taking into account the perspectives of affected persons, accused persons, and witnesses.

5.4   Measures to improve work-life balance

5.4.1 Child care places in inter-company nurseries

GSI and FAIR consider needs-based  childcare an important  component  for a  good work-life balance.

The childcare concept must meet demand whilstensuring that Servicesare structured to meet needs.

5.4.2 Working conditions

5. 4. 2. 1 Flexible work

GSI and FAIR support flexible working arrangements and thus the better reconciliation ofwork and care tasks in accordance with the relevant Company agreement äs amended. Implementation is the responsibility ofthe respective line manager, who can operate within the applicable regulations. Employees may work remotely (e. g., from hörne) where feasible. However, this requires certain conditions to be met, including that employees have been assigned tasks for which their presence at the workplace is not absolutely necessary. The line manager assumes responsibility for providing these employees with the necessary technical equipment so that the quality of the tasks performed is guaranteed regardless of the place of work.

Measures for personnel recruitment contribute to eliminating the under-representation women. General recruitment conditions are outlined in chapter 4.

For the target group of line managers from department management level in scientific or scientific- technical functions, the selection is carried out by a search committee in which one member takes on the task of actively searching for potential candidates (e. g. via personal networks) with the aim that they apply for the corresponding position. The same approach can be used for filling managerial positions in administration, from the level of department head and up. In this context, it should also

5.5.1.2 Dual career network

The City of Science Darmstadt and the Rhine-Main region are home to many internationally renowned research institutions and companies that co-operate with each other within the framework of a dual career network. Particularly when recruiting top executives, Support should be provided to their partners, who have independent Professional and career aspirations.

The "Human Resources Development' organisational unit is responsible for active contribution to the network. At the Jena and Mainz sites, support is provided by the local administration departments. Involvement in similar established university networks is pursued.

5.5. 1.3 Mentoring Hesse

Since 2004, GSI has been cooperating with the Hesse-wide mentoring network to promote equal opportunities forwomen in science and technology. Since 2017, there has been a new association for mentoring in Hesse. This participation provides an opportunity to strengthen cooperation with universities and companies in promoting young talent and to access newtalent pools. In this context, GSI regularly offers events for mentees and encourages women to apply to participate in the Programme lines.

As mentors, GSI employees also have the opportunity to gain further qualifications, develop their leadership and coaching skills, and pass on their knowledge to mentees. Mentoring thus opens up new perspectives and provides an increase in experience from which the mentors benefit in their everyday work.

5.5. 1.4 Career guidance measures: Girls' Day

As part of a cooperation between politics, business, science and the media, the Helmholtz Society is a partner of the 'National Pact for Women in STEM professions' that was initiated by the federal 

government. GSI/FAIR continues to participate in the annually organised, nationwide Girls' Dav. The organisational unit "Public Relations' is responsible for the Organisation with the support ofthe Equal Opportunities Committee.

5. 5. 1.5 Personnel recruitment with external support

Recruitment agenciestasked with finding personnel should suggest an equal number ofwomen and men with similar qualifications. Ifthis is not possible, the agency must document their active search for qualified women.

The text of the Job advertisement must be submitted to the equal opportunities committee and the works council prior to publication. The regulations applicable to recruitment at GSI and FAIR also apply here.

5. 5.2 Specific measures in the areas

5. 5. 2. 1 Research area

Recruitment measures in the areas of research and research support, and in the accelerator divisions must focus on increasing the proportion ofwomen in academic leadership positions.

To account for the individual stages of development in the scientific field, the following distinctions have been drawn up for the intended measures:

Classification according to science (E13-E15)

Doctoral candidates

In 2019, 17.5% of doctoral candidates in the area of physics were female [4].

To increase the number of femate doctoral candidates in the research divisions, highly qualified female students are addressed systematically.

To improve visibility of women among doctoral candidates, particular attention should be paid to inviting or sending female candidates to Conferences.

GSI continues to support 'Mentoring  Hessen', a  mentoring  Programme for female doctoral candidates and postdocs (see 5. 5. 1.3).

Transparent selection procedures for the recruitment of doctoral candidatesenable the management of measures to eliminate under-representation.

From 2025, PER will also collect annually analysable key figures äs part ofthe recruiting processes on gender equality issues in the research area, among other things.

Postdocs

When hiring employees who have finished their doctorate, attention must be paid to increasing the Proportion of the respective under-represented gender. Tenure track positions are a  tool for developing   young  scientific  talent  /  career  planning  and  these  are  generally  advertised internationally.

PER will also collect key figures for this from 2025 äs explained in the previous paragraph.

To improve visibility of women who have obtained their doctorate, it should be demonstrable that particular attention is paid to inviting or sending female candidates to Conferences.

Permanent scientific personnel

If you are offered a permanent position, you mustfirst go through a procedure to make your contract permanent. This must include the fact that the under-represented gender must be given preferential consideration if they have the same qualifications. In the context of a tenure track procedure this takes place via a committee. In addition, the Standard processes for recruitment are applied.

Jointly appointed professorships

In 2020, the proportion offemale professors in the mathematics and natural sciences subject groups was 17.4%, including 13.3% C4/W3 professorships  [3]. In comparison, the proportion of female Professors  in the mathematics  and natural sciences subject groups at GSI/FAIR was 20.6%, including 15% C4/W3 professorships.

The universities' appointment procedures and regulations apply for awarding jointly appointed professorships. GSI/FAIR pays attention to an appropriate percentage of women when preparing proposals for appointments to professorships. This must be proven in writing during the procedure and is checked by the hiring university with regard to the proportion of women. It must be proven that female candidates were approached. Whether a candidate submits an application is their personal decision and is no langer subject to gender-sensitive tracking. The aim is to increase the Proportion of jointly appointed female professors -  even if their general proportion in the subject groups relevant to GSI and FAIR is generally lower äs mentioned at the beginning. As stated in the GWK report, the lower proportion of female Professors represents a fundamental challenge for search committees and selection panels. However, the aim is to increase awareness of this issue by ensuring a balance offemale and male members.

The recommendations on the quality Standards for gender-equitable appointment procedures in the Helmholtz Association are taken into account.

5. 5. 2. 2 Science-supporting areas and administration/technology

When filling any vacant positions, care must be taken to remedy the under-representation of the respective gender. "In April 2023, there are around 496, 500 vacancies in the STEM professions whole. At the same time, 190,570 people who would like to pursue a STEM careerwere registered 
äs unemployed across Germany. In a first step, an unadjusted analysis shows that at least 305,900 vacancies in STEM professions across all requirement levels nationwide were not filled". [5]. This means that particular measures must be found in competition with the industrial sector, to 
successfully recruit research support personnel. If we look at the gender-related distribution of employees by pay group, exctuding working students, doctoral students and temporary employees (see Appendix, Figure 1), it becomes clear that women are particularly under-represented in these areas. GSI and FAIR actively promote women in STEM professions through initiatives, internships, and tailored career strategies (e.g. through employee appraisals, participation in mentoring and teadership programmes, and discipline-specific training measures for women in these areas). Depending on the topic, either line managers ofthe organizational unit orthe group HR Development are responsible for implementation; implementation is documented in the PER monitoring list.

Women are actively  encouraged  to apply for the Young  Investigator  Groups  Programme  by specifically  addressing  potential  candidates.  The Research  Directorate  and the heads of the Helmholtz Institutes are responsible because the junior research groups are advertised centrally by Helmholtz.

At GSI, junior research group leaders are currently selected by management, the research director, and the head of the relevant department. The interest groups must be informed in good time during the process.

5.6.2 Helmholtz Leadership Academy

The programmes ofthe Academy are addressed to individuals ofthe top management level such äs Programme and topic spokespersons and Institute and Department Leaders äs well äs at excellent junior researchers and future managers from the business administration and infrastructure sectors of the Helmholtz Centres.

The managers are responsible for actively approaching women in cooperation with the 'Human Resources Management'. When selecting participants for the Academy programmes, attention is paid to the implementation of the selection criteria formulated by the Helmholtz Academy.

The Management Board is responsible for the final selection. The interest groups are involved according to the statutory and collectively agreed requirements.

5.7     Internal measures for personnel development

5.7.1 Improving gender competence among managers

Managers should undergo appropriate training to increase their gender competence. To this end, a concept must be developed with the involvement of employee representatives to ensure that this training is part of the Standard information when new management positions are filled. This must also ensure that managers within their organisational unit take responsibility for actively promoting women at all career levels.

5.7.2 Tenure track

Tenure track is a career advancement Programme for young talent.

When selecting suitable applicants, the individual Organisation units ensure that an appropriate Proportion of women is considered. The technical and scientific management are responsible for handling the Programme. The organisational support ofthe process chain is the responsibility ofthe 'Human Resources Management'.

5.7.3 Permanent positions

The existing Standard processes are used for permanent transfers

5. 7.4 Career development for junior researchers GSI/FAIR 

is developing a concept for advancement perspectives for researchers who have obtained their doctorate. Satisfaction of the requirements is part of the evaluation process at the end of the postdoc development phase. Ensuring equal opportunities is an evaluation criterion. The scientific 
management is responsible forthis issue.

6       Reporting

In the strategy development processes of the management with the executives, care must be taken to integrate the key targets from the Equal Opportunities Plan. Reporting (e. g. in SAP) shall be developed to allow for statistical analyses also according to gender. The key figures on the recruiting process to be collected by PER from 2025 onwards will increase transparency and indicate where action is needed.

7       Bibliography

[1] "Beschluss_Mustervereinbarung Förderung Chancengleichheit vom 20.05.2019".

[2] BMJV, "Bundesministerium für Justiz und Verbraucherschutz, " BMJV, 2015. [Online].
Available: https://www.gesetze-im-internet.de/bgleig_2015/BJNR064300015.html [Zugriff am 0601 2017].

[3] GWK, "Chancengleichheit in Wissenschaft und Forschung, 26. Fortschreibung des Datenmaterials (2020/2021)," Gemeinsame Wissenschaftskonferenz, Bonn, 2022.

[4] Deutsche Physikalische Gesellschaft: "Die Promotion in der Physik in Deutschland. Eine
Studie der Deutschen Physikalischen Gesellschaft e. V." [Online]: https://www.dpg-physik.de/veroeffentlichungen/publikationen/studien-der-dpg/pix-studien/dpg_promotionsstudie2019.pdf   [Zugriff am 01.03. 2024]

[5] MINT-Frühjahrsreport  2023 [Online] Available: 
https://www.nationalesmintforum.de/fileadmin/medienablage/user_upload/MINT-Fruehjahrsreport_2023.pdf  [Zugriff am 26.02.2024]