Gender and Diversity Measures

Gender and Diversity Equality in CRC TRR 338

The TRR338 LETSimmun initiative is committed to reducing the gender gap in science and addressing all forms of discrimination. While the participating institutions already offer strong gender equality frameworks, LETSimmun has further strengthened this effort by establishing a strong Gender Equality Team for the second funding period with Elvira D’Ippolito (TUM), Louisa von Baumgarten (LMU), and Maik Luu (JMU), that ensures the implementation of gender equity principles across the CRC TRR. The team also oversees internal recruitment processes, ensuring transparency and the consistent use of inclusive language. The composition of the Gender Equality Team itself reflects the diversity we aim to foster in the scientific community, making it a role model for early-career researchers within the consortium. To better tailor the equity and diversity measures, we continue to conduct an annual survey to assess needs and adjust measures accordingly. The CRC TRR retreat includes dedicated sessions on gender equality and family policies – one for all members and one for PIs. All measures are inclusive of researchers with other family caregiving responsibilities (e.g., for ill relatives). The CRC TRR is fully committed to supporting scientists through challenging personal periods, enabling them to thrive professionally.

Dr. Elvira D'Ippolito

Dr. Elvira D'Ippolito

TUM

Prof. Dr. med. Louisa von Baumgarten

Prof. Dr. med. Louisa von Baumgarten

LMU

Prof. Dr. Maik Luu

Prof. Dr. Maik Luu

JMU

The Gender Equality Team

The team will be responsible for enforcing the principles of gender equality within the CRC/TRR. A budget will be allocated to the ‘Gender and Diversity Equality Team’ to allow an independent decision-making process (i.e. in regards to emergency support for child care in case of sickness, providing childcare during events, workshops, ‘Woman in Science Day’ etc.).

The gender equality team will also monitor all internal recruitment processes such as e.g. transparent recruiting processes and usage of gender-appropriate language. Measures provided by the CRC/TRR will include for example career development programs, role models, mentoring, coaching and financial support of temporary stuff. It is a priority of the CRC/TRR 338 to support excellent female scientists at each partner site with the aim to facilitate their careers, especially at levels of independent group leaders and junior faculty. In this CRC/TRR initiative we are committed to improving the gender gap in science and taking actions against any form of disadvantages and discrimination. A solid foundation is already layed out by theexcellent gender equality concepts of the involved institutions. Nevertheless, the CRC/TRR itself has established a ‘Gender Equality Team’, which includes members of all three universities and represents the key contact point for all questions and concerns regarding gender equality issues.
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