Gender-equitable recruitment
Due to its focus on science and technology, KIT places a special focus on equal opportunities for women and men. The following measures already established at KIT or currently being developed represent opportunities to strengthen the recruitment of women in particular:
An attractive employer image is of particular importance in attracting people to KIT in the first place:
- Active Scouting aims, among other things, at professorship level to approach female candidates proactively and with commitment, to address them directly and to draw their attention to current vacancies.
- The target set for all ExU projects with the intention of recruiting a minimum of 40% women also helps to strengthen the employer image, as it sends a clear signal that equal opportunities are extremely important at KIT.
- Furthermore, the additional appointment budget introduced as part of the ExU Gender Equity 2 project makes it possible to respond to the wishes of female candidates with regard to the equipment of a professorship.
- And last but not least, the Technical Service is pushing the recruitment of women by offering more and more attractive entry-level positions.
In addition, a wide variety of measures have been and will continue to be implemented in order to address people interested in applying in a target group-specific manner:
- These range from a handout on recruiting women for professorships and the KIT guideline on gender-equitable and inclusive (figurative) language
- the central landing page on equal opportunities and diversity at KIT and a landing page specifically for women interested in a professorship, through to
- a corporate culture page on LinkedIn, which is being created as part of the HGF project on diversity-sensitive recruitment and employer branding at KIT.
During the actual application phase, a user-friendly application process is of great importance:
- Fair communication with applicants is just as much a part of this as
- a user-oriented application system.
KIT also pays particular attention to fair selection procedures:
- Diversity-sensitive procedures are of particular importance at KIT.
- In order to sustainably support diversity sensitivity among those involved in selection processes, KIT offers its employees appropriate training courses .
Once candidates have decided to join KIT, structured induction training is a key factor in making it easier for them to settle in:
- KIT offers new employees a "Welcome Day", where they are provided with all the important information they need for a successful start to their job.
- KIT managers are also supported by a checklist to help them get new employees "on board".
As soon as employees have experienced good onboarding, KIT's measures to retain them in the long term become effective. Incentives that KIT offers in this sense include, for example
- Measures for systematic career development such as the mentoring program X-Ment or the Young Investigator Group Preparation Program (YIG Prep Pro),
- a broad range of further training opportunities and the
- the opportunity to join networks such as the CIW Women Engineers Network, the WiKIT or the Women Professors Forum.
- KIT's diversity climate survey also provides information on how strongly employees feel they belong to KIT and thus opens up scope for improvement with regard to employee retention.
- In recent years, KIT has also focused on strengthening a culture of appreciation for equal opportunities and diversity, which can also be a major retention factor.