Please note: For questions, further information, etc. please contact the Human Resourches Develompent Group (PEN) in the Human Rescources Department (PER).
Gender Equality plan for GSI and FAIR from 2025 until end of 2028
- Download / full document: Gender Equality Plan.pdf
Excerpt from the document
1 Introduction
Thejoint Management Board ofGSI 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 serves as 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 for drawing 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).
