Equality Controlling
At Osnabrück University (UOS), strategic controlling is a centrally embedded task within (see also Institutional Research). It contributes to displaying essential processes and structures on the basis of key figures (e.g. study place occupancy, external funding). In the context of gender equality measures it is very important to use relevant key figures and findings in order to be able to depict real situations, highlight development potential and achieve progress in equality policy as well.
Equality Controlling is being fundamentally built up and established at UOS with the help of the Gender and Diversity Controlling project (funded by the "Professorinnen-Programm", a joint initiative of the federal government and the federal states to increase the numbers of female professors at German universities). Equality Controlling is located at the interface between the Equal Opportunity Office and the Institutional Research. With the help of a continuously growing monitoring system key figures and indicators are made available via an online self-service to executives, persons entrusted with gender equality tasks and interested parties at UOS.
Content, Objectives and Offers of Equality Controlling
A solid database is the foundation for valid key figures and indicators as well as for carrying out further analyses. In cooperation with the Institutional Research at UOS, this database is being established with a view to gender and diversity data. Building on this, specific analyses will be conducted taking into account challenges within gender equality policy and intersectional perspectives (in planning). The core objective of the project is to develop equality scorecards (Gleichstellungsscorecards, GSSC), which contain important key figures and indicators on the topics of science and research, studies, university management and academic self-administration. The GSSCs enable more precisely targeted interpretations of equality data, show potential for development in terms of gender equality policy at UOS and are intended as low-threshold offers of information in order to facilitate the access to the analysis of equality data.
Furthermore, quality management is being further expanded with the help of Equality Controlling. Monitoring processes that have already been implemented (e.g. for appointment and hiring processes, counselling and equality measures) are being expanded in order to provide improved evaluation and interpretation.
Based on the knowledge gained from the analyses, information will be provided (e.g. equality data and indicators, classification of results, visualizations and text components). In the future, these can be accessed in the gradually growing service portal (see below). In addition, individual counselling will be offered to members of the university for specific inquiries or the need of further equality data.
Concept for Gender Parity
The Gleichstellungskonzept für Parität (Concept for Gender Parity) (PDF, 5.21 MB) provides an overview on existing equality measures as well as a comprehensive analysis of current gender equality data at UOS. It highlights successes already achieved and existing potential for development in the UOS's equality work based on an analysis of strengths and weaknesses.
The representation of women at the various qualification levels and other top (academic) positions at UOS is examined over the course of recent years and in the various subject groups. The analysis is based on quantitative data collected as part of the university statistics and internal data sources provided by the UOS Institutional Research and analyzed by the Equality Controlling. The focal points of the analysis include a trend analysis of the last five years (2017-2022) and an analysis of the current representation of women at UOS for the reporting year 2022 overall and differentiated by subject group.
This shows that the proportion of women among students and graduates has remained stable in recent years at an average of 59% and 66% respectively. Parity has been achieved for W1 professorships in recent years, but women are still significantly underrepresented at higher career levels (W2 and W3 professorships). At the same time, there are large differences in representation between the subject groups. The concept for gender parity sets out important goals to be achieved by 2035. Among other things, the proportion of women among professors (overall) is to be increased from the current 30% to 40%.
The concept for gender parity was positively evaluated as part of the"Professorinnen-Programm", a joint initiative of the federal government and the federal states, and received the "Gleichstellung: ausgezeichnet" award.
Report on the GWK's Science and Research Gender Equality Monitor
The Gender Equality Monitor for Science and Research of the Joint Science Conference (GWK) presents a systematic data analysis on women in universities and non-university research institutions in Germany. The recently published 28th report covers the years 2022/2023 and is based on data from the Federal Statistical Office and GWK surveys. Selected results are presented below.
Across Germany, the proportion of women among professors at universities is 28.0% with stark differences amongst salary levels: W1: 48.7%, W2: 28.6%, W3: 23.8% (see Fig. 1). It therefore remains the case that the proportion of women professors decreases and parity becomes a more distant goal with increasing salary level (GWK, 2024, P. II). In addition, there is currently only a slow increase in the proportion of women among professorships, averaging 0.8% annually (between 2019-2022).
At UOS, the proportion of female professors in 2022 is 30% (W1: 83%, W2: 34%, W3: 22%, see Fig. 1). The trend analysis for the years 2017 to 2022 in the Gender Equality Concept for Parity (see above) also shows a downward trend in the proportion of women among W3 professorships from 26% (2017) to 22% (2019-2022; 2021: 23%).
There is therefore still a need for action. To counteract this stagnation, the UOS is aiming for ambitious goals in increasing the representation of women at all career levels by 2035. The target values at professorship level are an increase of 10% in the proportion of women in professorships overall, 8% in W2 professorships and 13% in W3 professorships.
Overall, there is an increasing trend in the representation of women in all phases of the appointment process for new professorships (applications, shortlists, appointments, nominations). While the proportion of women is 30.7% for applications, it is 38.4% for shortlists, 39.6% for appointments and 38.5% for nominations. "This means that the proportion of women in the later stages of the appointment process is higher than for applications" (ibid.). As with professorships, the representation of women in the appointment process has increased more slowly in recent years.
Due to a lack of appointment monitoring, no valid data is available for the UOS. However, the data from the GWK's Gender Equality Monitor shows that good gender equality work has been done, but there is still a need for action. Currently, only 30.7% of applications for professorships are made by women. The smallest increase of 5.2% in the proportion of female applicants (2013-2023) also indicates that there are major inhibitions or obstacles for women to apply for suitable professorships in the first place, meaning that there is potential for development in this area. It is clear that the application process appears to be a key factor. Once women are in the application process, their chances of being appointed increase.
Against this backdrop, more attention should be paid to job advertisements for professorships. These should be designed in such a way that female academics feel addressed and motivated to apply. At the same time, qualified female academics should be identified during the application process, specifically approached and motivated to apply if they are a suitable fit. Through this gender equality measure of active recruiting, expectedly qualified female academics have been proactively made aware of the advertised professorships at UOS since 2020 and thereby been motivated to apply (Gender Equality Concept for Parity, p. 8). To this end, a checklist for implementing the gender equality mandate and documenting active recruiting activities in appointment procedures was developed in cooperation between the central Equal Opportunity Representative and the deans of the UOS and is used in the appointment procedures at the UOS.
The importance of implementing these measures is underlined by the GWK results. Active recruiting is therefore to be actively pursued further and evaluated more comprehensively as part of a planned appointment management project within the framework of the Professorinnenprogramm 2030.
University Ranking by Equality Aspects 2023 (CEWS)
Gender Monitoring. A Guide for Universities (BuKoF)
Equal Opportunities Monitor in Science and Research (GWK)
Equal Opportunities Monitoring of the German Research Foundation (DFG)
Equality scorecards
The Equality Scorecard Studies (Gleichstellungsscorecard Studium - GSSC Studies) contains key findings based on indicators in the areas of admissions, choice of study, students in relation to the federal benchmark and Bachelor-Master comparison of graduates within the UOS. The aim of this instrument is to show the current status quo with regards to the quantitative representation of genders and to highlight potential for development.
The GSSC Studies is updated with new data once a year in March and supplemented in September with a partial update of the federal data. It is available as a digital GSSC in the online self-service. The data can be filtered by teaching units, schools and UOS as a whole.
A detailed explanation of how to use the GSSC Studium is in development. Training courses are expected to take place in fall 2025. These will be announced via the Organizational Development Staff Unit.
Directly to the data
Monitoring Reports from Institutional Research with Relevance to Equality
The Institutional Research offers monitoring reports with relevance to matters of equality (gender, nationality). In the following overview, you will find the reports with a description of their content and how to access them.
Monitoring Equal Opportunity
In this monitoring you will find information on the gender proportion of students by school and teaching unit per semester overall, per semester 1st semester, per semester 1st semester of higher education and over time overall.
You will also find a report on the gender percentage of students by teaching unit, degree program/subject and degree per semester overall, per semester 1st semester, overall over time, 1st semester over time as well as 1st semester and 1st higher education semester.
In addition, the cohort histories - students by gender: Bachelor's degree programs, Master's degree programs and First State Examination in Law provide important data for further analyses.
to the Monitoring Equal Opportunity (Intranet)
Monitoring Studies and Teaching
In addition to the evaluations that are also included in the Monitoring Equal Opportunity, you will find further evaluations in the Monitoring of Studies and Teaching. These include evaluations of international students per semester by continent, nationality and gender.
Annual Reports / Data on the Schools
The data is updated annually by school. All personal data is also reported by gender. This includes, for example, cases of study, foreign students, outgoing students, graduates/completed final examinations, completed doctorates and habilitations, results of the capacity calculation, established/hired degree programs, employees, appointments and appointments to the UOS, appointments to UOS scientists, staffing/scientific staff, current funds for teaching and research, income from third-party funds, income from special funds/scientific funding from the state, third-party funds - Nds. universities in comparison.
You can request the annual reports from Institutional Research.
Monitoring Internationalization
The Cooperation Index - Student Mobility can be found in the Monitoring Internationalization. It shows incoming and outgoing students by country.
to the Monitoring Internationalization (Intranet)
Monitoring Doctoral Candidates
The doctoral candidate dashboard is available on the topic of early career support. This shows data on active doctoral procedures by school, doctoral subject, gender, type of registration, type of dissertation, place of Master's degree, nationality, enrolment status, employment relationship and start of doctorate.
On the other hand, doctoral procedures are presented under the aspect of internationalization. There is data on
- active international doctoral procedures by school, doctoral subject and reporting year - over time
- active doctoral procedures by school, doctoral subject and first nationality
- active doctoral procedures by school, doctoral subject, first nationality, employment relationship and start of doctorate
Research Information System (FIS, VIVO)
Within the Research Information System, it is possible to search for specific topics (e.g. gender, diversity) in externally funded projects, research training groups, completed doctorates and the knowledge forum.
Annual Reports / Data on the Schools
The data is updated annually by school. All personal data is also reported by gender. This includes, for example, cases of study, foreign students, outgoing students, graduates/completed final examinations, completed doctorates and habilitations, results of the capacity calculation, established/hired degree programs, employees, appointments and appointments to the UOS, appointments to UOS scientists, staffing/scientific staff, current funds for teaching and research, income from third-party funds, income from special funds/scientific funding from the state, third-party funds - Nds. universities in comparison.
You can request the annual reports from Institutional Research.
Monitoring Doctoral Candidates
The doctoral candidate dashboard is available on the topic of early career support. This shows data on active doctoral procedures by school, doctoral subject, gender, type of registration, type of dissertation, place of Master's degree, nationality, enrolment status, employment relationship and start of doctorate.
On the other hand, doctoral procedures are presented under the aspect of internationalization. There is data on
- active international doctoral procedures by school, doctoral subject and reporting year - over time
- active doctoral procedures by school, doctoral subject and first nationality
- active doctoral procedures by school, doctoral subject, first nationality, employment relationship and start of doctorate
Annual Reports / Data on the Schools
The data is updated annually by school. All personal data is also reported by gender. This includes, for example, cases of study, foreign students, outgoing students, graduates/completed final examinations, completed doctorates and habilitations, results of the capacity calculation, established/hired degree programs, employees, appointments and appointments to the UOS, appointments to UOS scientists, staffing/scientific staff, current funds for teaching and research, income from third-party funds, income from special funds/scientific funding from the state, third-party funds - Nds. universities in comparison.
You can request the annual reports from Institutional Research.
Contact Persons
Dr.in Jennifer Weßeler (she/her)
Phone: +49 541 969-4281
gleichstellungscontrolling@uos.de
Currently unavailable due to maternity and parental leave — requests sent to the listet mail address will be processed by colleagues within the Equal Opportunity Office
Short Bio: Jennifer Weßeler
Annkatrin Kalas, M.A. (she/her)
Phone: +49 541 969-4520
annkatrin.kalas@uos.de
Room: 52/505
Equal Opportunity Office
Neuer Graben 7/9
49074 Osnabrück