Workshop discussions

Representatives from all status groups at the University of Bonn took part in the workshop discussion "Inclusion and Participation" to discuss various facets and their own perspectives as well as ideas for potential changes at the University of Bonn in the area of "Inclusion and Participation" using the World Café method.

As a preliminary conclusion, it can be stated that the university needs a strategy as a framework in which the implementation of inclusive teaching, learning and working conditions is sustainably specified as a cross-sectional task for all areas of university life. Key requirements are clear responsibilities and procedures, measures to raise awareness, as well as better accessibility and transparency of information.

Within such a framework, the legal requirements for digital and structural accessibility could be implemented more efficiently, leading to an evaluation and modernisation of examination regulations with regard to the implementation of compensation for disadvantages, and also bring about a change in university culture. For example, the panellists would like to see opportunities and new approaches in the area of hybrid teaching, remote working and thus alternatives to compulsory attendance.

The results of the discussions will be analysed and incorporated into further planning and strategic considerations after the end of the project, e.g. in the development of the University of Bonn's diversity strategy.

The workshop on educational equity was attended by representatives of all status groups of the University of Bonn. Using the World Café method, they discussed four questions dealing with educational equity. The focal areas included 1) Arriving and Onboarding, 2) Scholarship and Financing, 3) Study and PhD Doubts and 4) the situation of First Generation Academics. At a fifth table, these four questions were discussed in English to be able to gather the perspectives and ideas of international university members.

Preliminary, it can be concluded that a lot is already been done at the University of Bonn to improve educational equity. However, the topic should be focused on even more to reach a higher degree of educational equity.

A central result of the workshop discussions was the importance of improved information practice in different areas of university life. These include, for example, the consultation on different financing possibilities, the advertising of support offers and the improved provision of English information to make the onboarding of university members from abroad easier.

Besides, it became clear that, among others, first generation academics would profit from improved access to the university as well as to mentoring schemes or an increased exchange with role models.

The results of the workshop discussions will be summarized and will be used for further project planning and strategy development, for example for the drafting of the diversity strategy of the University of Bonn.

Representatives from all status groups at the University of Bonn took part in the "Gender Equality" workshop to discuss various facets, their own perspectives and ideas for potential changes at the University of Bonn in the area of "Gender Equality" using the World Café method in different constellations.

As a preliminary conclusion, the participants would like to see further targeted support for underrepresented groups of people - such as women - in many areas of the university as well as even more comprehensive awareness of the topic of gender diversity and educational measures such as training courses on this topic at the university. This also includes ensuring that more diverse academic career paths are accepted so that more diverse teams work together under gender- and diversity-sensitive leadership. Both the appreciation of role models and allyship, i.e. solidarity between more privileged and less privileged members of the university, pave the way for a university culture that values diversity.

However, very specific measures were also discussed, such as anti-bias training for all status groups, the establishment of additional all-gender WCs, gender-sensitive (pictoral) language and working with awareness concepts.

The results of the discussions will be analysed and incorporated into further planning and strategic considerations, such as the further development of the University of Bonn's diversity strategy, after the end of the project.

Representatives from all status groups at the University of Bonn used the World Café method at the "Protection from Discrimination" workshop to analyse and jointly reflect on discrimination characteristics and risks at a structural and institutional level.

At the various themed tables, participants had the opportunity to discuss protection from discrimination in different university contexts: in counselling, in research and teaching, in academic practice and in the university community in general. The perspectives of international students and employees were also included at an English-speaking table.

Various needs and proposed solutions were identified as some of the key results. These include a more intensive anchoring of protection from discrimination as a cross-sectional task in the structures (e.g. as part of the onboarding process and through the development of protection concepts), the establishment of a code of conduct and awareness concepts, stronger networking and support for counsellors in the area of anti-discrimination as well as the reduction/prevention of abuse of power and the further promotion of diversity-sensitive teaching.

Participation in the discussions was lively and the impulses from the workshop will now be incorporated into the University of Bonn's planned diversity strategy in order to further expand the university's anti-discrimination work.

As a preliminary conclusion, it can be said that the university can already offer some support, but that some of this needs to be better and more widely advertised so that it can be utilised by university members with care responsibilities and offers relief during their studies or at work.

One problem that was often described was that childcare is not always reliable due to the great shortage of skilled workers, among other things, and that there can also be large gaps in childcare during the holiday period. The challenge of reconciling work and care was also discussed as a topic that has not yet been given much attention. One difficulty here is the unpredictable course of events and the unforeseeable duration of care. With regard to the academic world, there is a desire for more relief from administrative tasks and new management models to ease the burden on employees.

The wish was also expressed that there should be regular staff appraisals for all employees in academia/faculties. With regard to more family-friendly management, both in academia and administration, there was a desire for more flexibility in the organisation of working hours and family-friendly scheduling, and it was pointed out that fathers in particular still have difficulties addressing and asserting their family time with managers without being "pigeonholed".

In summary, it can be said that more childcare options, greater visibility of family responsibilities in everyday working life, more flexibility in the organisation of work (time) and raising awareness among managers are important measures/building blocks on the way to a family-friendly university.