Gender Equality and Diversity at Freie Universität

Goals related to gender equality and diversity policy are an integral part of Freie Universität Berlin’s conception of itself as a modern, cosmopolitan university. These goals include, in particular, ensuring that women and men have equal rights to participate in academic life, fostering internationally visible gender and diversity studies and integrating those disciplines into teaching activities at the university, and striving to establish family-friendly overall conditions for employees, faculty members, and students.

With its successful equality policies, Freie Universität Berlin is ranked at the forefront among all German universities. The university has earned the Total E-Quality (TEQ) rating for the fifth time in a row now for its exemplary higher education and personnel policies, which embrace the principles of equal opportunity. In a nationwide ranking regarding equality at higher education institutions (CEWS), the university is once again ranked near the top. In 2007 and 2011, Freie Universität underwent audits for certification and recertification as a family-friendly higher education institution.

At Freie Universität Berlin gender research and equality are two independent, yet interrelated fields of action, each with its own dynamics and methods of operation. GenderNet Freie Universität Berlin is an innovative, flexible structure that the university established with the intention of strengthening both areas of activity, creating a platform for dialog between the two, and paving the way for new forms of cooperation.

Freie Universität Berlin pursues its equality policy goals as part of an across-the-board equality concept that was enacted in 2009 by the university management and has been called exemplary by the German Research Foundation (DFG). The concept includes several major policy initiatives:

  • to foster an organizational culture distinguished by gender awareness and gender competence,

  • to implement a personnel policy that aims to achieve equality,

  • to implement equality indicators within management instruments and processes,

  • to systematically collect and analyze equality-related data,

  • to develop, implement, and evaluate programs and measures aimed at gaps and areas with potential for improvement that are identified during the analysis process,

  • to use resources (human and material) to support women and promote gender and diversity studies.

For more information, see in particular the following pages: