Principles of Our Equality Work

The concept of intersectionality was developed by Black feminist Kimberlé Crenshaw in 1989 and has since served as a tool for analyzing social injustices. Using the example of Black women, Crenshaw demonstrates how different systems of oppression intersect to create forms of discrimination that cannot be attributed to either system (gender or race) alone. This entanglement is illustrated through the discriminatory hiring practices of a company that systematically disadvantages Black women in its application processes. However, since no discrimination against white women or Black men is evident, the discrimination in question cannot be recognized if the analysis focuses solely on one dimension—either gender or race. Instead, the intersecting effects of racist and patriarchal structures must be acknowledged.

In recent years, it has been increasingly criticized that gender equality efforts at German universities in German-speaking contexts lack a sufficiently intersectional perspective and are overly oriented toward the lived realities of white cisgender women. Taking this criticism seriously, the central Equal Opportunity Representative and the staff of the Equal Opportunity Office are explicitly committed to considering the (inter)action of various systems of oppression in their analysis of university structures and practices. They strive to design and further develop equality measures and offerings in alignment with this analysis. In this sense, the central Equal Opportunities Representative at Osnabrück University acts as project lead in the  4th round of the Dialoginitiative "Gender-equitable university culture" (2023-2026) [in German], which aims to formulate a common position on the intersectional orientation of equal opportunity work for all universities in Lower Saxony, as well as to explore its implications and identify needs for action.

The equal opportunity advocates at the University of Osnabrück acknowledge the diversity of genders and are aware that individuals with a gender identity outside the binary concept of gender face structural disadvantages both within the academic system and beyond. As such, their equality efforts extend beyond women to include all individuals who experience gender-based discrimination (women, lesbians, intersex, non-binary, trans and agender people; in German: FLINTA*).

At the same time, we must critically acknowledge that the data analysis conducted by the Equal Opportunity Office has not yet been inclusive of diverse gender identities. Furthermore, many measures implemented by the office are funded through external grants, which still predominantly focus on the promotion of women. Efforts are underway to bring about changes in this area as well. If you are interested in consulting or support services but do not identify with the mentioned target group or are unsure about it, please feel free to contact the staff of the Equal Opportunity Office. We are committed to continuously improving in this context and are open to constructive feedback.

The work of the central Equal Opportunity Representative and the staff of the Equal Opportunity Office is characterized by a high level of professionalism. Those seeking advice receive confidential, expert knowledge-based consultations. The staff's expertise is continually enhanced through participation in training and professional development events, as well as through exchanges with other equality advocates.

Decisions regarding consulting and support services, as well as additional structural gender equality measures, are data-driven and based on a thorough analysis of the current gender equality landscape at both the central and decentralized levels. Existing measures are regularly evaluated against the established gender equality goals and are modified or further developed as needed.

In addition to providing support in acute situations, the concept of empowerment is becoming increasingly significant in our work. Through this approach, we aim to strengthen self-efficacy, autonomy, and self-determination, thereby counteracting the effects of structural disadvantages on this level as well. This represents a shift away from a deficit-oriented perspective on individuals seeking advice toward a strengths-based approach. The goal is to enhance their confidence in their own ability to navigate challenges and overcome problems effectively.

With regard to gender equality issues, there are major differences between subject areas and subject cultures. For example, some subject groups have few FLINTA* among their first-year students, but manage to almost maintain the proportion of FLINTA* across the various qualification levels. Other subject groups, on the other hand, start with a high proportion of FLINTA*, but this decreases, in some cases drastically, with each stage on the path to professorship (an analysis of the gender equality subject groups at Osnabrück University can be found in the  Gender Equality Concept for Parity (2023) (PDF, 5.21 MB)).

The gender equality goals and needs of these subject groups differ accordingly. The central Equal Opportunity Representative and the staff of the Equal Opportunity Office are therefore working together with the decentralized Equal Opportunity Representatives to develop and introduce needs-based equal opportunity measures for the decentralized level.

Cultural change cannot be achieved solely through the development and implementation of measures by equality advocates at a central level. Instead, it requires the active participation of members of the university across all faculties and organizational units. If you identify needs or have ideas for gender equality projects in your area of study or workplace, please feel free to contact the staff at the Equal Opportunity Office at any time. We are happy to provide our expertise, connect you with potential partners, or collaborate with you directly.

Equal opportunity work is a dynamic field, and equality advocates are continuously learning. They are always open to and grateful for constructive feedback.