Focus on Gender Equality: The New Women's Advancement Plan
An Interview with Monica Wehaus
Although International Women’s Day, also known as Feminist Action Day, was a few weeks ago, the topic of gender equality remains as important as ever. We took this as an opportunity to take a closer look at the university’s work on equality.
At the beginning of the year, the University of Bremen adopted a new Women’s Advancement Plan for 2026 to 2029, aimed at staff in technical and administrative roles. As part of this plan, we spoke with Monica Wehaus, the central Women’s Representative under the Bremen Act on Equal Treatment, about the state of gender equality at the University of Bremen. Her areas of work include a wide range of topics, including issues relating to the reconciliation of career and family life.
Since how many years have you been working as the Women’s Representative at the University of Bremen?
Since mid-March 2012, I have been the full-time Women’s Representative for staff in the technical and administrative areas. I have had a deputy only since the 2020 election. She steps in when I am on vacation or sick.
Following the amendment of the State Equal Opportunities Act in 2023, the title was changed to Women’s and Gender Equality Representative.
What are the responsibilities of your role?
The scope of my work is very broad and includes advising female staff, accompanying them in resolvable conflict procedures, participating in selection processes, steering committees, and working groups. I also provide advisory input in the meetings of the staff council. Furthermore, the university management is required to involve me in a timely manner in social, personnel, and organizational measures.
Why is there a Women’s Advancement Plan, and why is it needed?
Section 6 of the State Equal Opportunities Act stipulates that authorities and departments must implement appropriate measures in their area to specifically promote women. Women’s Advancement Plans are drawn up to reduce the underrepresentation of women. Annual updates of the staff structure analysis show whether there has been any change in the underrepresentation of women.
What improvements in terms of gender equality have you observed during your career?
In technical areas, despite extensive efforts, the targeted proportion of women has not yet been achieved; these challenges are faced not only by us as a public employer but also by the private sector.
We were able to establish the regular monthly “Pflegestammtisch” within a position in the Family Service Office.
The administrative network was successfully re-established, providing considerable relief for staff who often have few opportunities for collegial exchange. We have consistently organized interesting and informative women’s assemblies, including external speakers. Additionally, special information events on various topics are regularly held and consistently supported by the university management.
How do you assess the impact of the current political situation on equality goals and ambitions?
The current political climate is increasingly influencing university life. We feel more and more responsible for defending the goals and rights we have achieved.
If you could change one thing right now – what would it be?
That leadership training not only covers rights, duties, and collective agreement basics but also places a strong focus on gender aspects.
In conclusion, we thank Monica Wehaus for the interview and her candid insights into her work. The new Women’s Advancement Plan makes it clear that gender equality is an ongoing process that requires continuous commitment and will continue to play a central role at the University of Bremen.
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