Equality between men and women at the Kiel Institute

The provisions of the Schleswig-Holstein Gender Equality Act are applied by the Institute in accordance with the research-related gender equality standards.

In accordance with Section 11 of the Gender Equality Act, the Institute establishes an affirmative action plan for women every four years. The plan includes:

• Gender composition statistics
• Projected personnel development potentials
• Particular personnel management objectives for the next two years
• Affirmative action measures for women

The Institute’s gender equality representative is involved, from the beginning, in all hiring decisions and all measures that affect the Institute’s personnel. Weekly meetings of the Gender Equality Representative with the Vice President and the Employees’ Council gives opportunity to discuss gender equality matters. The Gender Equality Representative also participates in the monthly meetings between the president and the Employees’ Council, and attends, as a guest, the biannual meetings of the Institute’s foundation council. The Gender Equality Representative is given time off and provided with the resources to participate in special training courses. The Gender Equality Representative of the Kiel University is also involved in hiring procedures for joint positions at the Institute and the university.

The Institute received in 2010 a certificate for its equal opportunity endeavors (Total E-Quality).

Affirmative action measures for women taken by the Institute:

1. Hiring procedures
   The Institute adheres to the hiring stipulations in Sections 3, 4, and 6–9 of the Gender Equality Act.
2. Personnel development
   The Institute does not offer any training/education programs that are specifically for women. It does, however, assist women in acquiring training/education. It has, for example, assisted more women than men in acquiring training in administrative science, and it has a spouse employment program, which is funded in part by a private foundation, and which, with the cooperation with the University of Kiel, provided a job for the wife of a professor.
3. Part-time work
   Various part-time schemes (1/2, 2/3, 3/4, particular week days facilitate working part-time at the Institute. As far as a particular job allows, part-time staff members are able to choose between these schemes. Appointments and meetings with superiors are scheduled, as far as possible, such that part-time staff members will be able to attend. General meetings are also scheduled such that as many part-time staff members as possible can attend during their working hours.
4. Annual working time
   At the annual working time account time credits and time failures are performed for one year (52 weeks). Temporary employees whith remaining contracts of less than 52 weeks can have a "rest-annual working time".
   Time credits can always be compensated, if this does not conflict with official matters.
5. Telework
   Staff members who wish to telework are allowed to do so if their teleworking does not compromise supervision by and communication with other staff members, and if their work facilities at home are deemed appropriate. If necessary, these conditions are to be specified in greater detail together with the staff member in question and the Employees’ Council.
6. Affirmative action measures for female junior researchers
   Women are still underrepresented in the research staff, especially in leading positions. The Institute is striving to increase the number of women in the research staff in the long term.
   Female students who have the same qualifications as male students are given priority when hiring student assistants. Student assistant job announcements posted on the bulletin boards in the Institute and at the university state that especially women should apply. Female research staff members are also assisted in their career development, for example, by expanding their job duties, by giving them more responsibility (by making them project or working group leaders, etc.), and by taking measures that support them in combining work and family responsibilities.
   Female staff members who are doctoral candidates are given priority when selecting staff members to participate in continuing education programs, conferences and symposia, and summer school and vacation courses. This helps them to complete their doctorate during the first qualification phase of six years specified by the Higher Education Framework Act.
7. Child care
   The Institute has contracted with CompanyKids Kiel pme Familienservice GmbH to ensure that staff members’ children are cared for in emergency or problem situations, and during vacation periods. Staff members can avail themselves of such child care free of charge for children up to 13 years of age (or even older) 24/7 year round (normally from 7.30 a.m. to 5.00 p.m.). pme Familienservice GmbH also offers staff members flexible regular care or care on a daily or hourly basis at special prices.