Return to query
|Name of Organisation:||Universität Bremen|
|Main implementing organisation:||Equal Opportunities Office|
|Line of Business:||Bremen University is one of the German universities participating successfully in the German “Initiative for Excellence” with its graduate schools GLOMAR – Global Change in the Maritime Realm and BIGSSS – Bremen International Graduate School of Social Sciences, and its cluster of excellence Marum – The Ocean in the Earth System. The university has been responsible for some of the ground-breaking educational concepts implemented which have become known as the “Bremer Modell”, including interdisciplinary study and research, research-based teaching projects, orientation to practice, and responsibility towards society. These have since been augmented by new aims like internationalisation, opportunities for junior scientists and scholars in structured post-graduate programmes, gender equality, and an added sense of purpose as a "learning institution".|
|End Date:||Still Ongoing|
|Number of Employees||3211||47.09 %|
|Employees in R&D||1189||35.07 %|
|Number of Employees in Top Positions||309||26.86 %|
|Transferability of the initiative||Programme is considered to be transferable to another context|
|Type of initiative referring to strategic objectives||individual|
|Type of initiative, located on the stage of career progression of women scientists||Qualification (Higher Education)|
Short term objectives:
Long term objectives:
The mentoring programmes want to add to higher numbers of women in top positions in science. Furthermore they provide a measure for gender balanced support for junior scientists as well at Bremen University as for third-party-funded institutions, such as collaborative research centres and clusters of excellence. Through providing higher gender awareness and better sensitisation and awareness of equal opportunities the mentoring programmes aim at influencing the work culture at the University and third-party-funded institutions.
The programmes aim specifically at reducing the impact of the “Leaky Pipeline”. Measures are to increase the visibility of the mentees in their scientific community and to broaden their professional networks. The provided key competences for a professional career management and development contribute to a quicker promotion to the next career level of the mentees. Dealing with possible measures for a better work-life-balance also helps the mentees to stay in the occupational area “science”.
Gender Equality is one of the headline goals of Bremen University. Because mentoring has proved to be an effective measure to gain more gender equality, it was implemented at the university. The DFG realized that the German scientific system lacks efficiency and success because of a certain blindness regarding gendered perspectives and has made public the so called “Gleichstellungsstandards”. This has smoothed the way for gender balanced support of junior scientists at Bremen University.
The Equal Opportunities Office saw in mentoring the possibility to combine individual support for women scientists with structural needed impulses for the University as an organization.
• Women’s representatives at all levels
• Compatibility of family and career
• Office for anti-discrimination
• Equal opportunities officer
• Research and teaching in the fields of women and gender studies
• Competence centre “Women in natural and engineering sciences”
Direct target groups:
Indirect target groups:
plan m comprises a range of specific mentoring programmes targeted at young women scientists in different scientific areas, i.e. natural sciences and engineering, which all seek to benefit mentees regarding:
In advance of each programme, there is a three to six months information phase. Potential mentees are targeted mainly through information events which are promoted by mailings, brochures etc. In addition, there is marketing material for each of the programmes (brochures, posters).
Each programme consists of four modules which entail different services:
The programmes are run by the Equal Opportunities office on behalf of the chancellor of Bremen University. In 2004-2009, one employee was working on the programmes (on a 75 % basis); from 2009 on two employees conduct the initiative (each on a 75 % basis). In addition, a student assistant works on the initiative during 7 hours/week. There are regular meetings between programme manager and co-ordinator. The initiative is internally managed and supervised by the chancellor and the equal opportunities officer as well as the advisory board. Evaluation is conducted by external experts.
By backing of the chancellor and directors of the research institutions at which programmes are conducted, the mentoring programmes can be implemented without too much opposition
It is important to react to different work cultures in different scientific fields. Therefore measures must be tailored specifically to any target group.
Less women scientists drop out. Highly talented scientists continue to use their workpower for Bremen University.
The first plan m programme was highly successful. With plan m having attained umbrella brand status in the meantime, the fifth programme is now already in progress. In addition to the central programmes for natural and engineering sciences and the humanities and social sciences financed via University funds and the Wolfgang Ritter Foundation, productive co-operation schemes with MARUM/GLOMAR and Collaborative Research Centre 597 “Transformations of the State” have been developed.
The central programmes have been transferred to in-house programmes at collaborative research centres or clusters of excellence.
The programmes can be designed for any other institution of higher education, such as universities of applied sciences for instance or any other third party funded institution in higher education such as graduate schools.
- The mentoring is part of the overall efforts of the Equal Opportunities Office; the programme is embedded in a wider strategy to promote equal opportunities
- As the initiative is part of the equal opportunity strategy, R&D is also affected by the “Professorinnenprogramm” and the “Centre for Gender Studies”.
An innovative approach is the programme’s orientation towards each specific group of mentees. In particular, the seminar programme is designed according to the needs and interests of the mentees (see Implementation). In addition, there are very effective implementation, monitoring and evaluation structures (see also Factors of Success).
plan m mentoring is highly successful. The effects on the mentees really result in higher positions, managing ones own career self-determinedly and self-effectively. Mentees gain more satisfaction in their line of work. Altogether, Bremen University and the German Science System gain more highly qualified scientists and research gaps can be filled. plan m also affects colleagues and superiors of mentees which leads to changes in the University structures with respect to equal opportunities.
Return to query