A total of 180 iDiv employees and members participated in our first online Diversity Survey, conducted by the former Equal Opportunities Committee between October 28 and November 15, 2024. This represents a 46% response rate.

Purpose of the Survey

The survey aimed to assess the impact of our current efforts and guide the development of a comprehensive Diversity, Equity, and Inclusion (DEI) strategy. It included demographic questions to understand the diversity across various staff groups and gauged perceptions regarding our promotion of diversity, equal opportunity, and an inclusive, discrimination-free work environment.

Key Findings

  • Positive Feedback: Many respondents welcomed the survey initiative, recognizing the importance of addressing diversity. A majority felt that iDiv is already doing well in promoting an inclusive culture and would recommend it as a workplace where they feel safe expressing their opinions and concerns.
  • Challenges Identified:
    • Representation & Participation: Fewer than half of respondents feel represented by leadership, and only 32% feel included in decision-making processes. Notably, these responses reflect the situation prior to recent governance restructuring, which will be monitored in future surveys.
    • Fairness & Discrimination:
      • While most respondents feel they are treated fairly, 24% reported observing favoritism (i.e. unfair preferential treatment of certain team members regardless of performance or qualifications), and not all believe they have equal opportunities.
      • 14% experienced discrimination—primarily based on gender or gender identity and nationality.
      • The most frequent recommendation for addressing discrimination was mandatory training for group leaders.

Demographic Insights

  • Gender Balance: Reflecting national trends in research institutions, the gender ratio drops from 65% women among non-scientific staff to just 29% among group leaders.
  • International Diversity: iDiv is more international than comparable German institutions across all staff groups. However, while 19% of early-career researchers are from the Global South, this diversity is not reflected in leadership roles.
  • Regional Background: The share of East Germans among the German respondents is higher among non-scientific staff (75%) as compared to scientific staff in member (50%) or core iDiv groups (35%).
  • Other Diversity Dimensions:
    • 17% identify as queer
    • 15% report having a disability
    • 35% have caregiving responsibilities

These figures highlight the presence of groups with potentially specific needs, although it’s important to note that survey results may be biased toward underrepresented groups, as they are often more engaged with such topics.

👉 The full survey report is available on the intranet.

New iDiv Diversity, Equity, and Inclusion Committee

As a key step in advancing DEI at iDiv, a new Diversity, Equity, and Inclusion (DEI) Committee has been established. Led by Simone Cesarz (iDiv/UL) and Emily Solly (iDiv/UFZ), the DEI Committee will be instrumental in developing, coordinating, and implementing initiatives that promote diversity, equity and inclusion throughout iDiv.

It builds upon the former Equal Opportunities Committee and includes four dedicated branches, each focusing on a key area:

  • Female Scientists Initiative
  • Mental Health
  • Global Inclusivity and Internationalization
  • DEI Monitoring and Measures

📩 If you are interested in joining a branch, contact the DEI Committee chairs to get involved!

 

Contact: nicole.sachmerda-schulz@idiv.de