Focus on equal opportunity

Talent, creativity and passion - those are the qualities the Max Planck Society relies on. The Society supports employees irrespective of their gender, nationality, religion, disabilities, age, cultural background or sexual identity. After all, the basis for the cutting-edge research conducted at 86 Max Planck Institutes lies in diversity.

To challenge and promote talent: that is the strategic goal of all the efforts of the Max Planck Society to raise the professional profile of its employees. The Max Planck Society

  • backs equal opportunities for all and acts to implement all requirements aimed at establishing equality and to offer attractive framework conditions
  • focuses continually on career advancement and pays special attention to its female scientists: they are still heavily under-represented at managerial levels, and their future prospects are less clear than those of their male colleagues
  • strives to offer structured support to young scientists in order to help them achieve their individual career goals
  • builds bridges to facilitate the reconciliation of family life, leisure and career and to bring about more women in managerial positions
  • has made a voluntary commitment: In a period of five years (currently to 2017), it is aiming to increase the proportion of women in managerial positions on three different pay groups by five percentage points in each case.

How we are building bridges

For the long term, the Max Planck Society has signed up to the overarching goal that it should be possible to embark on qualification paths in science without encountering any gender-specific barriers: because special career advancement mechanisms or qualification elements for female scientists contain the fundamental risk that existing structures will be left unchanged; changing them, however, in a way that creates space for diversity, is both motivation and aspiration alike to the Max Planck Society.

This is also documented by the "Opportunities" Committee chaired by Vice President Asifa Akhtar. The objective is to work with the scientific Sections to implement an expanded equal opportunity strategy on a lasting basis and to smooth the way for cultural change. Such a cultural change has a good prospect of succeeding if it is supported and driven by all functional and hierarchical levels including Institute Management.

The Max Planck Society offers

  • Childcare places in collaboration with day nurseries; contract with family service companies to arrange for care (including care of the elderly); financial subsidies for childcare during conferences; parent-child-offices
  • Family allowances for scholarship holders
  • Participation in further education seminars from the Planck Academy
  • Dual Career Service: help with and support for dual science career couples for appointments to positions on Directors' Boards
  • Opportunities for part-time work and teleworking
  • Central Equal Opportunities Officer and local Equal Opportunities Officers at the Institutes
  • Guide to constructive interaction between male and female scientists

Especially for female scientists

  • Pool of managerial posts in the central programme for Research Groups
  • W3 programme for supporting outstanding female scientists in managerial positions
  • Minerva-FemmeNet: a mentoring network primarily for female doctoral students but also for female undergraduates, postdocs and habilitation candidates
  • Elisabeth-Schiemann-Kolleg: a network for female scientists after their postdoc phase, embedded in the Chemistry, Physics & Technology Section
  • Option to extend fixed-term employment contracts in the event of female scientists becoming pregnant and giving birth
  • Career advancement: the MPG offers selected female scientists (postdocs) the opportunity to participate in the seminar programme "Sign up! Career Building"
  • Christiane Nüsslein-Volhard Foundation: supports talented, young female doctoral students from the field of natural sciences and medicine who have children
  • The MPG uses AcademiaNet: The database maintains portraits of excellent female scientists in all technical disciplines, thereby raising women’s visibility. It can be used by research institutions and governing bodies, journalists and conference organizers and for creating networks between women.
  • The Minerva Fast Track pilot project by the Chemistry, Physics & Technology Section gives outstanding female scientists the chance to plan their careers for the long term after completing their doctorates. Following directly on the dissertation or after the first postdoc position, funding is provided for a maximum of three years with the objective that the scientist will then apply for an Open-Topic Max Planck Research Group.
  • We are partners of the "National Pact for Women in STEM Professions" launched by the German Federal Government in association with political circles, business, science and the media.

The Working Party for the promotion of female scientists

This governing body of the Scientific Council provides a forum for a maximum of 15 male and female Directors from the three Sections along with junior scientists. The Committee is called upon to advise the President, the Administrative Headquarters, the Scientific Members and the governing bodies of the Max Planck Society on all questions regarding the promotion of female scientists and the balancing of family and work, and also looks at personal issues. It ensures that Appointment Committees in the Section explain in individual cases why no suitable female scientist could be found for the post to be occupied.

Personnel and professional considerations for new appointments are also discussed in the Scientific Advisory Boards at the Max Planck institutes before appointment applications are sent by the institute management to the President. Therefore, if possible, female scientists are involved in the Scientific Advisory Boards so that with their support highly qualified women in the respective research fields can be identified at this early discussion stage.

An instruction guide for Max Planck

A guide was designed back in 2003 with the intention to promote constructive interaction between male scientists and their female colleagues. It is given to every newly appointed scientist and is divided into three parts: Firstly, it focuses on the underlying reasons for the unequal treatment of men and women in scientific operations. Then it lists situations by way of examples in which women might feel discriminated against or unfairly treated in order to make specific suggestions in the final section as to how to avoid differential treatment.

What can be improved?

  • anchoring the names of female scientists in the collective memory based on their performance
  • avoiding stereotypes in the assessment of a person
  • calls for applications and use of databases in appointment procedures in order to identify female scientists with specific profiles
  • targeted activities to give junior female scientists opportunities to raise their profile

Download: the text of the guide

Gender Equality Officers 
Engaged in a special mission

The Gender Equality Officers are important players at Max Planck Institutes and facilities. Working in a voluntary or part-time capacity, they perform their gender equality work on site and lobby in their respective location for gender justice and gender sensitivity. They are the contacts for employees in all questions regarding career advancement, and they help to remove discrimination. They "are involved in all personnel, organizational and social measures relating to equality between men and women, the reconciliation of family life and work as well as protection from sexual harassment at the workplace". The post of Gender Equality Officer is an elected office with a term of four years. At present, the right to vote and stand as a candidate extends to all female employees in the MPG.

A Section Gender Equality Officer and two deputies are elected for each scientific Section from the group of Gender Equality Officers. They participate in the gender-appropriate processing of appointment procedures.

The Max Planck Society also has a Central Gender Equality Officer. She advises and supports her colleagues at the Max Planck Institutes and represents the interests of equality both internally and externally. She also acts as the interface between her colleagues at the Institutes and Administrative Headquarters of the Max Planck Society, and ensures that the various viewpoints and concerns of the other side in each case are heard. She advises the management of the Max Planck Society in matters of gender equality policy and plays an active part in developing gender equality policy and strategy.

 

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