60 University of Bremen - Gender and diversity competent academic employee selection https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection [Translate to English:] Gender- und diversitätskompetente Personalauswahl in der Wissenschaft Die Universität Bremen will Benachteiligung in Auswahlverfahren verringern und die Vielfalt im Wissenschaftsbetrieb stärken. Für die Personalauswahl gilt: Führungskräfte und Entscheider*innen benötigen Gender- und Diversitätskompetenzen. Das Projekt go diverse bietet Trainings, Beratungen, und Informationen für alle Wissenschaftler*innen der Universität Bremen und angebundener Forschungsverbünde an, die Einstellungsprozesse durchführen. en University of Bremen Mon, 11 May 2026 02:17:47 +0200 Mon, 11 May 2026 02:17:47 +0200 University of Bremen content-636147 Fri, 06 Mar 2026 09:33:50 +0100 Search based on practise not character https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection#c636147 <p>Employment decisions are more sustainable and successful, if based on operationalised task and competence profiles. People with experiences of marginalisation often find it more helpful to orient themselves after practices instead of images of “excellent researchers”. Be as specific as possible in the description of required competences.</p> Content content-636146 Fri, 06 Mar 2026 09:33:50 +0100 Clearly state required application documents https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection#c636146 <p>Standardised application documents can increase the equality between international applications. Academic application processes specially vary strongly in required documents. Be transparent on the expected word count of project proposals and if you consider reference letters.</p> Content content-636153 Fri, 06 Mar 2026 09:33:50 +0100 Underline support and development programs https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection#c636153 <p>By referring to existing support programs of the University of Bremen at the <a class="internalLink" href="t3://page?uid=1851" title="Opens internal link in current window">equal opportunities office</a> and <a class="externalLink" href="https://www.uni-bremen.de/en/byrd" target="_blank" title="Opens external link in new window">BYRD</a> [link] you underline your willingness to support diversity efforts.</p> Content content-636152 Fri, 06 Mar 2026 09:33:50 +0100 Build networks and directly approach possible applicants https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection#c636152 <p>How diverse is your current academic network? Academic recruitment usually starts before the publishing of job adverts. A long-term strategy to diversify the application pool is the establishment of low-threshold seminar and discussion rounds.</p> Content content-439167 Fri, 06 Mar 2026 09:33:50 +0100 Consultations on employee selection processes https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection#c439167 <p>Job adverts have a sustainable effect on the application circle (Hentschel et al., 2020) and applicants’ self-presentation (Antidiskriminierungsstelle des Bundes, 2018). The written contact with potential applicants presents a central moment to communicate the own diversity efforts and to increase the diversity of applicants. go d!verse consults researchers and administrators in diversity conscious design and wording of job adverts. On this page, you will find the most important tips in designing job adverts. Please also consider our <a class="internalLink" href="t3://page?uid=20647" title="Opens internal link in current window">A-Z for a good choice</a>  of the first project phase.</p> Content content-439165 Fri, 06 Mar 2026 09:33:50 +0100 About go diverse https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection#c439165 <p>go diverse aims to dismantle discriminatory access barriers in employment processes. go diverse offers support on employment processes to all academic and administrative staff on all levels, from the selection of doctoral researchers, post-doc positions and appointment procedures. go diverse integrates the diversity dimensions race, ableism, class and age into the gender politics.</p> Content content-439163 Fri, 06 Mar 2026 09:33:50 +0100 go diverse 2017-19 https://www.uni-bremen.de/en/chancengleichheit/further-information/gender-and-diversity-competent-academic-employee-selection#c439163 <p>During its first funding phase (2017-2019) the project go diverse focused on drawing attention to unconscious discrimination processes in academic employee selection. The team organised lectures, consultations, workshops and developed the “A-Z for a good choice”, to inform decision makers about unconscious and cognitive biases.</p> Content