FH Aachen – Diversity Toolbox

Diversity and Opportunity

Annual Report 2024 in English

 

Foreword

 

Vice Rector for Diversity and Equity of Opportunity


Dear readers,

I am very pleased to present the third Annual Report on Diversity and Equity of Opportunity at our university. This report is not only a documentation of our projects and initiatives, but also proof of the commitment we are all making together to create an inclusive and equitable university culture.

In recent years, we have taken significant steps towards a more diverse university with more equity of opportunity. We have challenged existing structures, launched new programmes and explored innovative approaches to provide equal opportunities for all university members, regardless of their origin, individual abilities or social background. This report shows the results of these efforts and, at the same time, reveals how much potential still lies ahead of us.

For us, diversity and equity of opportunity are not isolated goals, but essential building blocks for creating a university that is fit for the future. Because only in an environment that values diversity and builds on fairness can talent develop and innovations emerge. The promotion of diversity therefore goes far beyond a formal obligation – it is a central component of our self-image as an educational institution.

We have gathered experience, presented successful models and compiled important findings from our dialogue with students and employees. All of this helps to strengthen our course and reflect on where we are and where we want to go.

I would like to thank everyone who is actively involved in this process of change for their commitment, their ideas, and their courage to break new ground. Let us continue to work together to create an environment in which diversity is not only recognised but also celebrated, and in which everyone has the opportunity to develop freely and equally.

Yours, Martina Klocke

 

Diversity is the art of uniting everything in its differences.

Max Frisch

Prof. Dr. Martina Klocke, Vice Rector for Diversity and Equity of Opportunity at FH Aachen

Rector’s Greeting

Diversity is one of the great strengths of our university. It not only enriches our learning and working environment, but also opens up a wide range of opportunities for research, teaching and social interaction. At our university, people of different origins, with different experiences, skills and perspectives come together – and this is precisely where our potential lies.

Diversity challenges us, but it also gives us new impetus, inspires us to develop innovative ideas and opens doors to a deeper understanding of the world.

A diverse university community promotes creativity and innovation because different points of view and ideas come together. Diversity is not only an enrichment, but also a decisive success factor: it helps us find solutions that broaden our view and our horizons and open up new perspectives. This is a wonderful basis for actively shaping the future with new approaches.

In teaching, diversity makes for exciting discussions and enables students to study specialised content in an open and respectful environment, and also to learn from each other. In research, it helps us to tackle challenges from new perspectives and find sustainable answers to complex questions.

Diversity, however, also means responsibility. It requires openness, respect and a commitment to creating an environment in which everyone feels welcome and valued. Only through a culture of togetherness, in which we recognise differences as strengths, can we fully exploit the opportunities of diversity. Our university has therefore set itself the goal of breaking down barriers, offering fair opportunities and actively embracing inclusion.

I cordially invite you to join us on this journey and to utilise diversity as an opportunity—for ourselves, for the university and for the society in which we operate.

Yours, Thomas Ritz

A diverse university community is the key to innovation and excellence, as it brings together different perspectives, experiences and talents.

Prof. Dr.-Ing. Thomas Ritz, Rector of FH Aachen

FH Aachen stands for first-class course offerings, strong research networks and close regional ties. Under the motto:

WE.can.shape.the.future.together

the Rectorate defines the university’s core values in its vision paper.

Over the past few years, our values and strategic goals have been developed together with all organisational units in a broad-based, participatory strategy process. Actively communicating this canon of values and anchoring it in the university structure is a process to which all university members are invited to contribute, as well as to identify and utilise the university’s potential within the framework of development and target conversations.

One of FH Aachen’s priorities is to create a diversity-oriented university culture that regards diversity as an enrichment and facilitates appreciation and participation based on equity of opportunity for all of its members. The university has made a clear commitment to these principles:

  • “WE establish management structures that support integration and develop the potential of diversity in the university in an appreciative manner.
  • WE design university structures, procedures and programmes to be barrier-free with the help of strategies and instruments for an inclusive university.
  • WE shape our campus culture internationally.
  • WE create space inside and outside the university that enables students and employees to acquire the skills required to think and act in an interculturally and interdisciplinary networked way.”

The development and implementation of a sustainable diversity strategy is a cross-sectional task for the entire FH Aachen. The Vice Rectorate—in particular the Vice Rectorate for Diversity and Equity of Opportunity—is responsible for coordination and implementation.

The integration of diversity management into university structures has made significant progress over the past three years. As part of the strategy process, all faculties, divisions, departments, and central operating units have been able to contribute and actively shape their priorities in the area of diversity.

The Diversity Board, supported by the workgroups “Internationality/Intercultural Competence”, “Inclusion” and “Anti-discrimination”, has created transparency by categorising and assessing key measures, and has driven forward and consistently monitored their implementation.

The organisational tools, which include the classification portfolio (Fig. 2) as well as process control according to the basic PDCA principles (Plan-Do-Check-Act, Deming Circle), are proving to be effective.

FH Aachen | Thi Luong

Knowledge of the composition of FH Aachen’s members and staff as well as the selection of suitable measures are important prerequisites for the development of an inclusive, diversity-oriented university.

The implementation of a first Diversity Monitoring in the winter semester 2022/2023 among students and a second one in the winter semester 2023/2024 among employees on diversity characteristics and experiences of discrimination has provided us with valuable data on current study and working conditions, so that measures can be implemented where the need is evident.

In its strategy process, FH Aachen has formulated concrete goals to establish a culture that promotes diversity, including

 

  • Raising awareness and offering qualification for all university members
  • Strengthening the appreciation of different perspectives
  • Promotion of an inclusive university culture
  • Protection against discrimination as a shared obligation
  • Expansion of family-friendly study and working conditions
  • Improving structural framework conditions for equity of opportunity
  • Profile building through outstanding diversity projects
  • Utilisation of innovation potential in teaching and research

 

Over the past three years, the focus has been on internal measures across all fields of action, which were also communicated externally through events and networking. A regular assessment of existing measures and programmes leads to a better understanding on a broad basis. Corresponding analyses on the Diversity Board as to which measures are already having an effect, which deficits exist and how corresponding processes can be optimised, form the basis for any necessary adjustments for the future and, thus, for sustainable implementation and further development.

 

With its strategic approach to diversity management, FH Aachen is strengthening its role as an innovative and diversity-oriented university location, continuing on a successful path, as the following details illustrate.

Prioritisation of the Fields of Action and Measures

 

As part of our participatory strategy process, all faculties, divisions, central operating units and departments have formulated their respective contributions to the topic of diversity and equity of opportunity. These individual measures are supported by projects that benefit all areas equally. The measures implemented in 2024 include, among others:

  • Evaluation of the university-wide diversity employee survey
  • Implementation of digital accessibility with support from the e-learning team at the Centre for University Didactics and Quality Development (ZHQ)
  • Carrying out further accessibility examinations in the FH Aachen buildings and implementation planning
  • Expansion of support services and information on studying with disabilities for students, lecturers, those affected and interested parties
  • Planning and conception of the introduction of “simple or understandable language”
  • Adoption of a new inclusion agreement at FH Aachen
  • Continuation and stabilisation of the Mental Health First Aid (MHFA) training courses
  • Establishment of welcome processes for international students,
  • Development of a certificate programme “Intercultural Competence”
  • Establishment and training of the confidential advisory office for counselling on experiences of discrimination at the university

 

  • Extension of the anti-discrimination directive to include the topics of abuse of power and anti-Semitism and revision of the complaints processes together with the Equal Opportunities Office and the Compliance department.

 

  • Anti-racism workshops offered by the Equal Opportunities Office

 

  • Organisation of workshops on the use of gender- appropriate and diversity-sensitive language by the Equal Opportunities Office

 

  • Organisation and implementation of anti-Semitism training courses

 

  • Participation in the planning of an anti-Semitism RWTH Aachen University campaign in cooperation with the city of Aachen and the police and public prosecutor’s office

 

  • Conception of diversity-sensitive application and appointment procedures

 

  • Planning a room of silence with the support of the AStA

 

  • Improving the onboarding process for first- semester students by expanding tutor training through the first-semester project (ESP)



  • Planning, conception and realisation of the Diversity exhibition “Beyond Labels – Portraits and Stories from FH Aachen”
  • Introduction and publication of a regular diversity newsletter
  • Publication of the annual report on diversity and equity of opportunity
  • Conception and publication of image films on diversity
  • Implementation of a digital diversity toolbox
  • Setting up a virtual Tell-Me-Box in the Diversity Toolbox as an extension to the physical mailboxes in the FH Aachen buildings for suggestions, feedback, and complaints
  • Development of a one-pager “Diversity at a Glance” with relevant data and information for each faculty and the entire university
  • Preparatory work and drafting of a Code of Conduct in cooperation with the Compliance staff unit
  • Supporting the AStA in continuing to offer free period products at FH Aachen together with the Equal Opportunities Office
  • Preparation of further processes for inclusion in the BIC system
 
  • Collaboration in the conception of a personnel development strategy
 
  • Evaluation of the implemented measures by the Diversity Board.
Figure 2: Classification of Implemented Measures

In order to make the process of prioritising and implementing measures open, transparent and comprehensible, a classification portfolio is used to help categorise the measures (Fig. 2).

This method, developed by us, has proven to be effective and supports the necessary discussion, decision-making and implementation processes. The measures in the green field are projects that achieve visible success through speed and efficiency.

Measures in the red field are associated with a comparatively high time requirement and corresponding costs. The projects in the blue and yellow quadrants are considered to have high potential. They may require a further sharpening of the concept. This planning model is regularly used in the meetings of the Diversity Board to review the current status, project progress and any necessary operational measures. The following projects listed in Fig. 2 have already undergone the process described above in the years 2022 to 2024 and are now undergoing a regular review and adjustment process (see Fig. 2).

  1. Strategy development for the University Development Plan and coordination with all organisational units of the university (2022-2024)
  2. Handout for students with disabilities and further information (2023-2024)
  3. Handout Diversity in Research (2022)
  4. Handout Diversity-Oriented Teaching (2023)
  5. Handout for international students (2023)
  6. Anti-discrimination directive and establishment of the liaison office (2022-2024)
  7. New concept for counselling students (and doctoral candidates) with disabilities and chronic illnesses (2023-2024)
  8. Inclusion Agreement (2024)
  9. Physical and virtual Tell-Me-Box (2023/2024)
  10. MHFA courses (Mental Health First Aid) (2022-2024)
  11. Analysis of spatial accessibility (2022-2024)
  12. Development of counselling and training for digital accessibility (2023-2024)
  13. Diversity surveys for students and employees and evaluation (2022-2023)
  14. Diversity exhibition “Beyond Labels” (2023-2024)
  15. Onboarding processes for international students (2023-2024)
  16. German Diversity Day (Diversity Charter) (2022/2023/2024)
  17. Student exchange projects (2022-2024)
  18. Funding for student projects on the topic of diversity (2022-2024)
  19. Internal and external exchange / maintenance of networks and collaborations (2021-2024)
  20. Development of an International / Intercultural Competence certificate programme (2024)
  21. Production of an image film on diversity and equity of opportunity (2023-2024)
  22. Development of a diversity and equity of opportunity website and integration of a “Diversity Toolbox” (2023-2024)
  23. Provision of rainbow flags (2022)

All relevant status groups at the university have been, and continue to be, involved in this process insofar as they are dealing with the associated measures. This ensures that the topic of diversity is perceived as a cross-sectional task in all organisational units.

The projects listed in the report are examples of the multitude of ideas and measures that are now firmly established at FH Aachen, and that are being shaped, developed and shared by many dedicated actors.

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Let us continue to listen carefully to each other, appreciate each other and recognise similarities as well as differences. If we contribute our individual skills in an open university culture, we will develop our FH Aachen into a smarter, better and more inclusive organisation.

I would like to thank you and your entire team “Diversity and Equity of Opportunity” for

your important integration work. I am very happy to support the successful path you have taken.

Dr Christian Burmester, Chairman of the University Council and Member of the Board of Sparkasse Aachen

FH Aachen is committed to a comprehensive agenda for an inclusive university. In 2024, the university’s own funds and funding programmes were once again used to support a wide range of measures that enable everyone to participate equally in university life. For example, funds from the funding programme “Inclusive University” set up by the Ministry of Culture and Science were used to support students with disabilities or chronic illnesses. The removal of access barriers, whether physical or digital, is seen as a joint task that benefits everyone involved.

In this context, diversity monitoring serves to create data-supported basics on diversity within FH Aachen. The aim is to record and analyse information on the composition and needs of university members, such as students and employees. In this context, various diversity characteristics such as gender, age, ethnic origin, disabilities or social background are taken into account. The needs analysis helps to identify specific needs or obstacles for specific groups and to gradually remove barriers in order to ensure an inclusive educational and working environment for all members of the university.

In the winter semester 23/24, a diversity survey was conducted among employees at FH Aachen for the first time, with around 30% of employees taking part in it. Of the 336 participants, 12% stated that they were physically and 10% mentally impaired (multiple answers were possible). 12% of students (1,632 people) took part in the student survey entitled “So, who are you?”, which had already been conducted in the winter semester 22/23.

Around 13% of students reported mental health impairments, and around 5% reported physical limitations. The wide range of measures and the broad support create a sustainable, inclusive university environment.

 

The challenge of implementing architectural accessibility is complex due to the condition, the varying ages and ownership structures of FH Aachen’s buildings. The expertise required for the corresponding analyses has been provided by the expert for barrier-free construction, architect Stephanie Dietel, since 2022. With her support, the inventory analysis of the listed building at Boxgraben 100 was completed this year. The results will be incorporated into the planned refurbishment starting in 2025.

 

For the buildings at Bayernallee 9 (Faculties of Architecture and Civil Engineering) and Goethestraße 1 (Mechanical Engineering and Mechatronics), which were already examined last year, suitable signalling and guidance systems for better navigation are currently being discussed with the faculties and Facility Management. This goes to show how closely the faculties are involved in accessibility planning. The long-term expansion of spatial accessibility requires financial as well as time resources, but FH Aachen is very willing to approach the implementation step by step. Through the Diversity Board, we optimise project management, control the implementation of requirements and keep an eye on financing.

Inclusion requires accessibility. Digitalisation makes “A University for All” possible. Digital accessibility means that all digital services are accessible to all users, regardless of their individual circumstances.

 

In coordination with the Vice Rectorate, the ZHQ E- Learning team is committed to ensuring that all members of FH Aachen publish digital content in a way that is perceivable and understandable (in line with the global WCAG criteria for accessibility).

 

To this end, team members Laura Heine and Winfried Kock have been developing measures for publicising the legal requirements since the beginning of the year, offering learning materials and information on implementation, developing training concepts and providing advice to university members on any issues or problems they may have. (All information can be found at fhac.de/accessible)

 

The team’s various initiatives include FH Aachen’s participation in Global Accessibility Awareness Day (GAAD) in May 2024, together with internal and external actors. This hybrid information event provided an opportunity to introduce contact points, to present the already extensive collection of materials, and to raise awareness among university staff.

 

The team has already developed a wide range of target group-oriented ongoing measures with topic training on “accessible documents”, team training, 15-minute short briefings and learning units in the onboarding process for newly appointed professors. Effectiveness is evaluated through using various instruments, including, for example, the number of times the self-study module or the collection of materials are accessed.

Regular exchange with other universities in the “Netzwerk Barrierefreiheit.NRW”, the competence centre for digital accessibility, complements the work of the E-Learning team, among other things, by providing practical tips and best-practice examples from universities. The provision of additional assistance systems, such as assistance and testing software on FH Aachen’s website (“Eye-Able”) and “Adobe Acrobat Pro” supports the checking of documents for accessibility. (Link to the GAAD recording and to the materials).

New Contact Person for Students with Disabilities

According to our surveys, around 12% of students at FH Aachen have disabilities that make studying difficult. By providing individually tailored measures, the university provides students with equity in their studies.

Since April 2024, Dominika Minten has been the representative for the concerns of students with disabilities or chronic illnesses (vbecks). This office was previously held by a student, while Ms Minten is now the first member of the university administration to be available in an advisory capacity and to help find solutions.

She advises on topics such as hardship cases, disadvantage compensation, tools, and aids as well as general accessibility. Through her work, her experiences are channelled into both the projects for accessibility and the development of a networked and transparent counselling service at FH Aachen. The counselling service is supported and supplemented by a revised version of the “Fact Sheet for Compensation for Students with Disabilities or Chronic Illnesses“ as well as by further materials, such as an application form and a flyer with important initial information for disadvantage compensation. A comprehensive new guidebook, “Studying with Impairments”, informs interested parties, teachers, and students about different types of impairments and provides tips on which support measures could be helpful in teaching.

All of the information is provided on the FH website “Studying with Impairments”.

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Participation in education is a human right. Therefore, I and my office are committed to ensuring that people with disabilities are able to study without barriers.                             

Dominka Minten

Dominka Minten, Representative of Students with Disabilities or Chronic Illnesses (vbecks)

In December 2024, the Rectorate of FH Aachen adopted a new Inclusion Agreement, which replaces the Integration Agreement of 11 April 2003. FH Aachen, the Representative Body for Severely Disabled Employees, the Staff Councils and the Inclusion Officer have the common goal of promoting the employment and support of severely disabled persons and persons with chronic illnesses.

 

They see it as a central social and socio-political task to make this barrier-free and to support the professional development of the employees concerned.

 

This new agreement concretises the legal requirements for the inclusion of severely disabled people, taking into account the special framework conditions at FH Aachen. It also contains clear rules and objectives for the cooperation of all parties involved. As a supplement to the existing works agreements and the occupational health management system, it serves to ensure the long-term safeguarding of an inclusive university culture.

 

The Mental Health First Aid (MHFA) courses make an important contribution to inclusion at the university. They train university staff to recognise signs of mental stress at an early stage and react sensitively to them. The offer has been very well received. Six courses have already taken place since 2022. Around 91 employees and approx. 12 students have trained as first-aiders. 

 

With the newlyacquired knowledge and the skills they have learnt, first- aiders can support affected students and employees, offer them safety and, if necessary, help them and refer them to suitable counselling centres. In this way, these support services help to destigmatise mental illness and promote an open, supportive environment in which all members of the university can actively participate and be valued.

FH Press Officer Prof Roger Uhle, ATZ Managing Director Sonja Howe and ATZ therapist David Baumann (from left)

At the suggestion of Prof. Holger Heuermann from the Faculty of Electrical Engineering and Information Technology, a self-help group named “Come Together” was founded on 27 August 2020 at FH Aachen. This group is for adults with high-functioning autism, a form of Asperger syndrome.

 

With the support of the Autism Therapy Centre Aachen (ATZ), around 15 to 20 affected individuals with and without a diagnosis meet regularly twice a month at the university to exchange ideas. This provides an opportunity to discuss a range of topics, plan activities or get professional advice.

Fields of Action – Internationality / Intercultural Competence

FH Aachen is actively committed to international exchange and mobility for students and staff. With various programmes and cooperation agreements, the university offers numerous opportunities to gain international experience. In addition to formal agreements and programmes, it is particularly important to promote a welcoming culture and to provide international students and academics with good support.

 

The Department of International Affairs (AAA) is the central contact point for all international affairs at FH Aachen. It supports students and scientists from Germany and abroad by providing advice and assistance. The AAA’s tasks include promoting international cooperation, maintaining partnerships with foreign universities and expanding the international network of FH Aachen.

 

As a member of the Diversity Board, Ms Nathalie Kazma provides information about developments and specific needs that arise from exchanges with students and employees. In 2023, the Internationality / Intercultural Competence working group drew up a comprehensive programme of action. This programme comprises best practice examples from various faculties, the Department of International Affairs and the Freshman Institute. It serves as a basis and orientation for the Diversity Board in developing and expanding further diversity-oriented measures as well as optimising existing offers.

Some of the faculty-related and central measures are presented below by way of example.

 

The “International Certificate” (Zertifikat Internationales) will be launched in 2025 as an offer from FH Aachen for all university members. It will recognise qualifications in the field of internationality and interculturally. The Internationality/Intercultural Competence working group developed an initial draft for the certificate last year, which is supported by the Diversity Board. The Centre for University Didactics and Quality Development (ZHQ) is responsible for implementing the programme.

The certificate honours, among other things:

  • Intercultural competences
  • International mobility
  • Language skills
  • Commitment to supporting international students and teaching staff as well as
  • organising courses and projects that promote intercultural exchange.

It is initially aimed in particular at teachers who wish to further develop their skills in an international and intercultural context. The aim of the certificate is to prepare participants for dealing with cultural diversity and to expand their intercultural competences. These qualifications are of great importance in both professional and private life.

The certificate programme has a modular structure and includes compulsory modules at the beginning (intercultural competence) and at the end of the programme (reflection). In order to obtain the certificate, at least three elective modules from one of six areas must be chosen in addition to these compulsory modules. The programme is flexible and takes into account different professional and technical requirements.

FH Aachen | Arnd Gottschalk

The Centre for University Didactics and Quality Development in Studies and Teaching (ZHQ) has developed a workshop concept on the topic of “Intercultural (Cooperation) Competence”, which has already been implemented at the Faculty of Energy Technology. The workshop is geared to the respective faculty’s circumstances.

The contents include

  • Critical incidents—examples from everyday university life at the faculty
  • Intercultural adaptations in teaching at FH Aachen—positive experiences from the faculty
  • Development of intercultural competences during the course of study
  • Methods for teaching—What suits us?

Starting with a general willingness to interact, this workshop offers a wide repertoire of strategies dealing with different values, customs, and traditions.

A framework has been developed through collaboration between the Vice Deans for Academic Affairs of all ten faculties, the Vice Rectorate for Studies, Teaching and International Affairs as well as the Centre for University Didactics and Quality Development (ZHQ), accompanied by the Vice Rectorate for Diversity and Equity of Opportunity.

 

Through the use of self-assessment, the framework is designed to help reflect on, and strategically develop, degree programmes in the context of internationality, sustainability and digitalisation.

 

This orientation framework was developed in a collaborative process starting in 2022 that included workshops with Vice Deans for Academic Affairs and members of the administration. Together, they defined standards for the implementation of the dimensions of internationalisation, sustainability and digitalisation in the (further) development of degree programmes, with due consideration of diversity.

The proportion of international students varies from faculty to faculty (Fig. 3). At the Faculty of Energy Technology (Faculty 10), where 56% of the 1,100 students are foreign nationals, the implementation of a three-week introductory programme for international students by Ms Sabine Lisnikowska is an initiative that has been in place for many years to successfully onboard the large number of foreign first-year students at the Faculty of Energy Technology.

 

Around 30 international students from all over the world come to the Faculty of Business Studies (FB 07) every semester. To help them get used to their new

 

environment, students from higher semesters are on hand to support them as „buddies“. These voluntary, dedicated students who are interested in international contacts provide support in administrative, bureaucratic and social matters and are supervised by the department’s International Faculty Office (IFO). Combined with other welcome events and other programmes, the faculty has developed significant initiatives to strengthen the welcoming culture.

Fields of Action – Communication

Since 1 September 2024, the newly elected dean’s offices of FH Aachen have assumed their duties. All ten dean’s offices are each made up of three members of the professorship, one member from the status group of scientific staff and one student member. This is to ensure that the interests of all members of the faculties can be taken into account through their representatives.

 

Since October 2024, the Vice Rectorate for Diversity and Equity of Opportunity has visited all new dean’s offices, with the aim of exchanging information on current developments. Faculty-specific data from the diversity surveys conducted among students and employees was shared with the respective dean’s office, for example, and strategies for dealing with the respective topics were discussed.

 

In this context, supporting tools were presented, e.g. the guidelines and handbooks that have been developed, such as the Guidebook for International Students, the Guidebook for Studying with Impairments and the

training programmes on digital accessibility. The discussions also focussed on the agreements made between the faculties and the Rectorate as part of the participatory strategy process with regard to diversity and equity of opportunity. The one-pager „Diversity at a Glance“, which concisely summarises all the relevant data and objectives as well as contact details for each faculty, is a tool that provides a quick overview in compact form and allows for transparent communication. (Example One-Pager of the university in the appendix)

Picture of the Diversity Board in the first Diversity Newsletter of FH Aachen

In 2024, the Diversity Board decided to provide timely information several times a year about current events and short-term actions. All employees and students were informed about selected measures implemented and important events on the topic of diversity and equity of opportunity in February, July and November of this year. At the same time, all readers were invited to contribute their own articles and present current projects.

The students of the first semester project (ESP) with the Vice Rector FH Aachen | Martina Klocke

The Department of Public Relations and Marketing (PÖM) supports the work of the Vice Rectorate for Diversity and Equity of Opportunity by, among other things, selecting suitable communication channels for timely information on measures and projects as well as designing and realising guidelines, handouts and brochures in appealing formats.

 

A communication strategy tailored to FH Aachen is an indispensable tool for targeted and effective communication. It creates clarity and focus both internally and externally by defining which messages are to be sent to which target groups via which channels within and outside FH Aachen.

 

This ensures that communication is coherent and trust is built. Especially in complex processes such as diversity management, a well-thought-out strategy minimises the risk of misunderstandings and contradictions. In addition, an organisation-specific communication strategy supports the achievement of overarching goals by aligning communication with the key priorities of the organisation. At the same time, it makes it possible to inform, inspire and involve stakeholders in a targeted manner, which can promote commitment and support.

Regular dialogue with our student representatives – the Students‘ Executive Committee (AStA), the First Semester Project, the student councils and the student vice deans—plays a central role in actively incorporating the student perspective on the topics of diversity and equity of opportunity at FH Aachen. Students are important sources of inspiration, as they experience the university in all its facets and contribute valuable aspects to the discussions as dedicated members of FH Aachen.

 

Together with these representatives, various rounds of discussions were held to determine how the university could be made even more inclusive and fair. The focus was on topics such as promoting participation and co- determination, as well as supporting students from different backgrounds and educational levels. Particular attention was paid to removing barriers – be it in digital teaching, in the organisation of everyday student life or in the social offers for students.

 

One highlight of this collaboration is the First Semester Project, in which the needs of new students are given special consideration.

 

There is a great deal of creativity when it comes to putting together offers that enable everyone to get off to a successful start in their studies. However, everyone involved is also highly motivated to create an environment in which everyone feels comfortable and safe. The topic of “awareness”, the establishment of considerate, responsible and supportive interaction with one another, was therefore a particular focus of tutor training this year.

 

There is also a regular exchange with the AStA, which is involved in various projects for equity of opportunity and has initiated concrete measures – be it through events to raise awareness of discrimination, the promotion of anti-racism projects or offers of help for students in special circumstances.

As an example, FH Aachen offered free menstrual products at the Jülich location during the 2023/24 winter semester. The offer was part of a six-month pilot project and was implemented by the AStA of FH Aachen in cooperation with the Vice Rectorate for Diversity and Equity of Opportunity. The Jülich Faculty Student Council supported the project by filling the dispensers. The Rectorate endorsed the project and covered the costs of the pilot phase. The pilot phase is currently being evaluated. A discussion on the continuation of this project is currently prepared.

 

The close cooperation between students and university management helps us to jointly create a university culture in which everyone feels welcome and supported.

 

Suggestions and feedback from the student body are therefore incorporated directly into the measures for promoting diversity and equity of opportunity, enabling us not only to react but also to take active preventive action.

Fields of Action – Integration and Quality Assurance

In our dialogue with the faculties, it has become increasingly clear that the heterogeneity of students has many facets, which may require different perspectives for the design of teaching concepts. This also includes a special adaptation of communication in the faculty and faculty culture.

Some examples are listed below.

 

  • At the Faculty of Energy Technology, with 1,100 students and the aforementioned high proportion of students with foreign citizenship (56%, see Fig. 3), Prof. Linda Steuer-Dankert has taken on the newly established professorship for Change and Innovation Management, Diversity and Sustainability this year. In her courses „Cross-Cultural Behaviour“, „International Management“ and „Design Thinking: Sustainability and Innovation“, she addresses the potential and management of different perspectives, particularly in the context of innovation and sustainability.

 

  • At the Faculty of Business Studies, Ms Li-Marie Waltmans, Vice Dean of Academic Staff, is in charge of measures related to diversity and equity of opportunity, among other things.

 

  • Prof Sarah Maihaus, Faculty of Business Studies, is working with Prof Andrea Upmann, Faculty of Aerospace Engineering, on a research project to investigate the factors influencing academic success and failure, taking into account demographic factors, for example.

 

  • The Faculty of Design, with around 550 students, 8%of whom have foreign citizenship, incorporates topics such as sustainability, equity of opportunity, diversity, digitalisation and internationalisation as fixed components of project designs in courses and final theses.

 

  • The compulsory project module „pro 8“ of the Faculty of Mechanical Engineering and Mechatronics took place this year in collaboration with Bachelor students from the Faculty of Civil Engineering. Here, students from different degree programmes work on their teamwork, communication as well as intercultural skills „on the job“ during a project week.

In the remarks on the Inclusive University, the importance of knowledge about the composition of its members for the development of a diversity-oriented university has already been discussed. In the diversity surveys conducted among students in the winter semester 22/23 and employees in the winter semester 23/24, both groups were asked about various experiences of discrimination, and possible risks of discrimination were addressed. The survey results support the development of tailored measures to improve protection against discrimination.

In this context, the university has further developed the works agreement on social behaviour at the workplace into a comprehensive anti-discrimination directive. In doing so, it is purposefully closing the legal protection gap in the General Equal Treatment Act (AGG, Allgemeines Gleichbehandlungs- gesetz) for students and strengthening protection against discrimination for all university members. The development process associated with this has promoted a broad raising of awareness for discrimination issues within FH Aachen.
The university emphasises the importance of respectful and fair treatment of all members and implements preventive measures to avoid discrimination. The FH Aachen Diversity Toolbox contains information and complaints processes relating to the anti-discrimination directive.

A central component of the anti-discrimination guideline is the “Confidential Advisory Office”, which serves as a first point of contact for those affected by discrimination. This office offers low-threshold advice and support for all members of the university who have experienced discrimination.

The Confidential Advisory Office clarifies the need for counselling and, if need be, refers inquiries to a specialised counselling centre.

The Confidential Advisory Office is made up of various university stakeholders and has been fully staffed since 1 March 2024. The members of the Confidential Advisory Office are bound to secrecy, so that all topics discussed – such as discrimination, bullying, or harassment — are treated confidentially. Information is only passed on with the consent of the person concerned. The Confidential Advisory Office plays an important role in ensuring a safe and respectful environment for the entire university community.

The team of the Confidential Advisory Office includes

  • Mohamed Baba (Staff Council for Scientific Employees in Technology and Administration),
  • Nina Pielen (Innovation Transfer/Student Counselling),
  • Prof Daniel Goldbach (Faculty of Energy Technology),
  • Mareike Jansen (Staff Council for Scientific Employees),
  • Mustafa Cerikci (AStA), 
  • Stephanie Weinberg (AStA).

Those affected can contact the Confidential Advisory Office at vertrauensstelle@fh-aachen.de.

Regular training and exchange formats with external counselling institutions support the work of those who work in the Confidential Advisory Office.

Fields of Action – Visibility

In a joint Declaration of Commitment, which FH Aachen has also entered into, the State Rectors‘ Conferences of all North Rhine-Westphalian universities formulated their approach to the issue of abuse of power at the end of 2023.

 

The associated protection and sanction options have been incorporated into the revision of the FH Aachen’s anti- discrimination guidelines and will be published at the beginning of next year.

 

A safe, respectful and trust-based environment is essential for all university members and staff, not only for their personal development and academic advancement, but also for the success of studies, teaching and research as well as for smooth university operations as a whole.

 

Declaration of Commitment by the LRK NRW

Both internal workshops and training sessions with external providers are organised to raise awareness among all members of university and, as a result, prevent discrimination and abuse of power.

  • Members of the working groups on Internationality/ Intercultural Competence, Anti-Discrimination and members of the Diversity Board were invited to the workshop “Anti-Discrimination” at the Start-Up Centre on 19 January 2024. In this workshop, measures were discussed to raise awareness of intercultural and international exchange and to guard against discrimination.
  • Two workshops on the topic of “Basics of Anti- Semitism” were held at the beginning of November 2024, financed by state funds.
  • In the in-person workshop “Argumentation Training against Racism”, joint strategies and tools for individual and collective empowerment are developed. The focus is on tackling racist and discriminatory structures in educational institutions and in everyday life.

These examples represent many other workshops, lectures and further training courses with which FH Aachen addresses the wide range of relevant topics in a preventive and enlightening way.

Tanja Wansel, Consultant Corporate Communications / Deputy Press Officer of Sparkasse Aachen

At FH Aachen, people from a wide range of backgrounds, cultures and life experiences come together. Here, knowledge and enthusiasm are combined to create an inspiring and vibrant university culture.

In May 2024, the exhibition “Beyond Labels – Stories and Portraits from FH Aachen” took place in the aircraft hangar at Boxgraben. The exhibition was organised and implemented by a group of students from various faculties. They put together portraits and stories of FH Aachen students and employees that show the diversity at the university. The idea of presenting the results of this work in the form of an exhibition was developed and implemented by the students themselves. It arose from the desire to let students and employees tell personal stories and to allow a look behind the “labels” assigned every day. The exhibition reflects the project group’s view of FH Aachen. It provides a unique perspective on our university.

 

The project was complemented by a publication compiling the results. “Beyond Labels” highlights the uniqueness of each individual person and shows that the diversity at our university is rooted in the individual life stories. Often it is precisely the unexpected that broadens our view, promotes mutual understanding and emboldens us to show our own individuality. FH Aachen has done a very good job of illustrating this with “Beyond Labels”.

Tanja Wansel

 

Publications of the exhibition “Beyond Labels” FH Aachen | Julia Marcussen

The portraits speak of success and overcoming obstacles, of dreams and personal development. FH Aachen is not only a place of learning, but also of personal development. It is the people who make the university what it is. Both university members and external interested parties were invited. The exhibition was designed to be interactive, so that visitors could question and reflect on their own stereotypical thinking. The aim of the event was to increase awareness of different identities, cultures, and perspectives at FH Aachen, while also drawing attention to the diversity of ways of life. Particular emphasis was also placed on dealing with stereotypes and prejudices. Visitors were encouraged to recognise and question their (unconscious) prejudices, in order to contribute to a more open and inclusive university environment and to strengthen the

sense of belonging. The exhibition was supported by Sparkasse Aachen, to whom we express our warmest thanks.

Model of one of the Diversity Pavilion designs

On the second day of the exhibition, the organisers invited visitors to a Diversity Afternoon. In the discussion session, moderated by Lukas Knoben, the participants explored the question: “A day beyond labels – who are we and what defines us?” Poetry slammer, author and social worker Malte Küppers gave an inspiring and humorous speech on the topics of social injustice and equal opportunities. This was followed by a round table discussion with two dedicated students from FH Aachen: Nina Koeder, the first student Equal Opportunities Officer at FH Aachen, and Mohamad Nadim Altayeb, project leader for anti-racism and anti-discrimination in the AStA  (Students‘  Union Executive Committee) at FH Aachen. Both actively promote diversity and equity of opportunity at the university. Their compelling appeal to the audience was clear: “We are here for you!” The event ended with encouragement from the Vice Rector to question one’s own judgement and thinking in terms of stereotypes and to critically reflect on these.

In addition, exciting and creative results of a special project from the Faculty of Architecture were presented as part of the exhibition. Supervised by Professors Heike Matcha and Evelin Rottke, students in their fourth semester of the Bachelor’s degree programme in Architecture had worked on the planning of a new space during the summer semester of 2023, which would serve as a symbol for the diversity and community of FH Aachen and could be used in a variety of ways: for student plenary meetings and parties, for faculty graduation ceremonies, for relaxation and exercise for employees as well as for rehearsals and concerts by the FH Big Band. The form and design of the new space should serve the needs of the gathering of people in a special way and strengthen the sense of community at FH Aachen.

FH Aachen | Julia Marcussen

“To give diversity a space assumes that one understands its strengths and opportunities. The potential of diversity lies not only in the fact that people are different, but in the fact that they work together and learn from each other despite their differences”. This quote from one of the proposed designs demonstrates the depth with which the students have addressed the topic of diversity as a resource.

 

 

Through the alley of prejudice, truth must constantly run the gauntlet.

Indira Gandhi

Neuland Uni (from left to right: Ralitsa Petrova-Stoyanov, RWTH Aachen, Martina Klocke, FH Aachen, Sabine Brück-Dürkop, RWTH Aachen) FH Aachen | Heike Lachmann

German Diversity Day (DDT) is organised annually by the Diversity Charter (Charta der Vielfalt) to promote awareness of the opportunities offered by an inclusive culture. On 28 May 2024, a joint event of RWTH Aachen University and FH Aachen took place at RWTH Aachen’s Super C building for the Diversity Charter’s German Diversity Day (DDT). Under the title „Neuland Uni? First Generation an Hochschulen“ (First Generation at University), various programmes were presented that were particularly aimed at school students and prospective students from non-academic families.

These include, for example, Talentscouting, NRWTalente (Region Aachen) and the joint degree programmes offered by RWTH Aachen and FH Aachen in the Bachelor’s degree programmes in Electrical Engineering with an Orientation Semester (ETOS) and Civil Engineering with an Orientation Semester (BIOS). The event was organised by the IGaD (Integration Team – Human Resources, Gender and Diversity Management) at RWTH Aachen University in collaboration with the Vice Rectorate for Diversity and Equity of Opportunity.

“I am part of the WE”. With this reference to the strategic development of FH Aachen Diversity, we brought together people from the most diverse areas of FH Aachen. The aim was to use the lively interaction to make it clear that diversity thrives on the exchange and coming together of people with different interests and backgrounds. There is no universal recipe for the discourse on the variety of cross- cutting topics that deal with diversity in the narrower or broader sense. Every situation, every project, every measure is unique and must be discussed and dealt with in the respective context.

Joint cooking event in the context of the Diversity film Christoph Carle Film | Christoph Carle

A joint cooking event held at the university’s Start-up Centre (Gründerzentrum) explored the idea that a perfect dish is made up of different ingredients and takes many people to prepare it. The result of this shared cooking experience, supplemented by personal statements from the participants, was filmed and is now available as an image film.

Launch of the DiversityToolbox

This year, the Vice Rectorate launched FH Aachen Diversity Toolbox. The site is accessible to all interested parties, employees and students and can be found at the web address “diversity.fh-aachen.de”. The toolbox is designed to provide inspiration and support, but it is not intended to impose any guidelines. Rather, the instruments, procedures and practical examples listed in the toolbox are intended to encourage people to draw on other diversity projects, implement ideas or make contact with others to exchange experiences and, if possible, establish cooperation.

Users of the toolbox should be able to pick and choose the aspects that they find useful, meaningful and feasible. The site is constantly being adapted and revised, with additional content being added on an ongoing basis. All users are encouraged to submit suggestions or questions about the toolbox through various channels, such as a so- called “Barrier Detector”, a virtual “Tell-Me-Box”, or by contacting us directly.

Networks and Co-operations

In the past, there have been various attempts to gain an overview of the counselling landscape at FH Aachen and to allocate and coordinate the results for all participants and target groups. This means, among other things, establishing a regular exchange between the central counselling facilities in the administration and the decentralised counselling services of the faculties. The Counselling Network (Netzwerk Beratung) has taken on this task. Vice Rector for Studies, Teaching and International Affairs, Prof. Josef Rosenkranz, has assigned the conception and management of the Counselling Network to Central Academic Counselling. It is essential for Central Academic Counselling to have an overview of all the services offered by FH Aachen and a requirement for its counselling activities.

The association LehreN Netzwerk e.V. started as an association of graduates of the LehreN alliance. The purpose of this association is to support the quality development of studying and teaching at universities. In particular, this is to be achieved through the promotion of collegial exchange between different groups of actors in teaching and learning.

 

There is already regular exchange and concrete cooperation with most of the contact points. In order to create a transparent overview, a Confluence area has been set up with the range of services on offer. In this context, Confluence is a digital workspace for teams that functions as a knowledge database.

 

Members of the network can use this system to communicate, create and share information. The concept of the Counselling Network focuses on reducing complexity and on exchange with added value for all participants.

On 3 May 2024, the meeting of office holders took place at RheinMain University of Applied Sciences. The meeting was attended by members of the rectorates and executive boards of German universities who are involved in the topic of diversity. In their meeting, the participants mainly dealt with the topics of (anti-Muslim) racism, anti-Semitism, and abuse of power. 

 

In a presentation at the Anne Frank Educational Centre, it became clear that right-wing extremist tendencies are on the rise in social media (especially TikTok). Universities in particular report that cases of anti-Semitism are becoming more prevalent at their universities. There are no known cases of anti-Semitism at FH Aachen. The Vice Rectorate is in close dialogue with RWTH Aachen University.

The aim of the network’s work is to promote equity of opportunity and, thereby, create an open and appreciative working and study environment. FH Aachen has been a member of the Rhineland Network for Equal Opportunities (Rheinland-Netzwerk Chancengerechtigkeit) since 2022 and has signed up to the joint guidelines. Other members are the University of Cologne, RWTH Aachen University, TH Köln – University of Applied Sciences, Forschungszentrum Jülich GmbH, the German Aerospace Centre and the University of Bonn.

 

In April 2024, the network meeting took place online, moderated by employees of TH Köln. On 20.09.24, the meeting took place in person at RWTH Aachen University. Topics such as dealing with discrimination and anti- Semitism as well as the implementation of awareness concepts are just some of the focal points that are discussed in the network from various perspectives.

The “Network Diversity at Universities” is a nationwide, collegial network of employees who are entrusted with the implementation of diversity tasks at German universities on an operational and strategic level across all dimensions. The tasks relate to interlocking social categories and their link to inequalities.

The network meeting took place at RWTH Aachen University on 8 April 2014. It was organised jointly with FH Aachen. The participants were welcomed by both Vice Rectors of RWTH Aachen University and FH Aachen — University of Applied Sciences. As a representative of FH Aachen, Ms Thi Luong has regularly attended the biannual meetings since 2022.

Let us continue steadfastly on the path we have chosen and, in doing so, perceive our environment with open eyes and ears, with all our senses, in order to recognise the motives, personality traits and abilities of other people with personal willingness and then respond appropriately. This first requires an inner attitude from all of us, but then it also requires measures and actions that maximise equity of opportunity as fully as possible. This is an ongoing, continuous development process that we must all endeavour to achieve. 

The entire Diversity and Equity of Opportunity team would like to thank you all for your personal commitment and valuable contributions. We look forward to working with you in the future.

It is not best that we should all think alike; it is a difference of opinion that makes horse races.

Markt Twain