Gender Equality Plan 2026 – 2030
The overarching goals of the Gender Equality Plan are to consistently promote equal opportunities for all genders at Heilbronn University of Applied Sciences and to eliminate existing disadvantages. The Gender Equality Plan is the university's central instrument — along with its governing bodies — for evaluating progress in gender equality, setting realistic targets for the upcoming planning period, and implementing appropriate measures.
The aim is the equal representation of all genders across all areas, particularly in those where women are underrepresented. In accordance with §4 (1) of the Baden-Württemberg Higher Education Act (LHG), universities are required to actively work towards increasing the proportion of women at all levels and improving the compatibility of family life and academic careers.
Organisation of Gender Equality Work at Heilbronn University of Applied Sciences
The Gender Equality Officer, the Office for Gender Equality and Diversity, and the Equal Opportunities Officer work closely together. The Office for Gender Equality and Diversity is a staff unit reporting to the Vice Rectorate for International Affairs and Diversity. Their joint work is supported by the Senate Commission for Gender Equality and Diversity and the Family Working Group.
Our Gender Equality Goals for 2030
Through targeted appointment strategies and the utilisation of vacancies in professorships, the proportion of women in the professoriate is to be significantly increased. The share of women in research-intensive positions and in doctoral supervision is also to be raised, in order to make female academic careers more visible.
More women are to be encouraged to pursue a doctorate and supported over the long term during the academic qualification phase.
Under comparable funding conditions, the overall proportion of women in mid-level academic positions is to be further increased, even though forecasts are limited due to dependence on third-party funding.
Following a declining trend, the proportion of women in Master's programmes is to be raised back to a balanced level.
Women are to be represented in leadership positions commensurate with — and proportional to — the growing share of female professors.
Measures at a Glance
Workshops on digital presence, self-promotion, and science communication support female researchers in making their expertise more visible. In addition, guidance documents for committees, conferences, and publications are being developed, along with enhanced networking opportunities.
The "doctora" programme provides targeted support for women interested in pursuing a doctorate through counselling, networking, and workshops. In addition, financial transition periods are to be bridged and the research activities of female professors strengthened to enable greater female doctoral supervision.
Further information is available here.
The university is expanding its national and international outreach to female researchers and actively promoting career paths at universities of applied sciences. Programmes such as "Traumberuf Professorin+" are being continued and supplemented with additional recruitment initiatives.
The existing monitoring system is being expanded to include intersectional perspectives and supplemented with regular surveys on the diversity climate. This allows developments to be captured more effectively and measures to be refined on an evidence-based foundation.
A self-learning tool and mandatory training sessions are designed to reduce unconscious bias in selection processes. At the same time, standards for gender-equitable appointment procedures are being established, such as gender-balanced committees and targeted outreach to female applicants.
Training sessions, awareness-raising measures, and a Code of Conduct promote a university culture that is sensitive to discrimination. In addition, safe spaces and exchange forums are being created, alongside public event formats addressing feminist and democracy-related topics.
Women's assemblies and networking opportunities are being continued to foster exchange and mutual support. At the same time, active steps are being taken to promote gender-balanced electoral lists and stronger participation of women in university committees.
University structures and processes in teaching, learning, and research are systematically reviewed for gender equity. The aim is to identify disadvantages at an early stage and to embed gender mainstreaming permanently within decision-making processes.
The university is continuously developing additional measures in the field of gender equality and diversity. Further information can be found here.
The eqUAlity connect project aims to jointly develop and implement a Gender Equality Plan for the State Biotechnological University (SBTU) in Kharkiv, Ukraine, in collaboration with Heilbronn University of Applied Sciences. The goal is to create a comprehensive plan with concrete improvement targets and appropriate measures outlining how the university will actively promote genuine equal opportunities for women and men at all levels.
Further information about the project can be found here.
