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Objective 6 – Developing staff potential

The challenge

Motivated and competent staff are the prerequisite for ensuring that an organisation can realise its ambitions. Universities seeking to attract and retain highly qualified and committed people in research, teaching, innovation and public engagement, continuing education, technical services, administration and management need to enable participation and equal opportunity, ensure information and involvement, and provide good working conditions and reliable career prospects. This calls for a holistic approach to diversity, leadership and organisation. In order to be successful, universities must ensure that all members of the institution are able to develop their potential to the full.

Our approach

The University of Bremen sees diversity as an opportunity. We uphold the principles of gender equality and are quick to counter discrimination wherever it occurs. We are committed to enabling excellence in all aspects of work undertaken at the University and ensure good contractual and framework conditions for our employees as well as a health-promoting working environment. The University provides individual coaching and skills training, as well as internal research funding programmes for its researchers. Freedom of scope, trust, esteem and explicit opportunities for personal development enhance the individual skill sets. Our tangible commitment to human resource development, opportunities for professional growth, a modern, shared understanding of human resource management, and dual-career options make us an attractive employer. The University of Bremen maintains a strong welcoming culture.

Our goals

  • To offer our academics support in improving their teaching, in the development of didactic competence and leadership skill sets, in the transfer and exchange of research results, and in science communication.
     
  • To encourage our technical and administrative staff to participate in offers of personnel development and learning opportunities as well as exchange in the science system so as to be able to provide their services on a high professional level and actively contribute to shaping organisational change.
     
  • To foster the participation of students and staff in the development of our University by testing, establishing and evaluating new forms of consultation and participation.
     
  • To continue to tackle existing forms of discrimination and anchor gender equality and the promotion of diversity as a leadership responsibility in all areas.
     
  • To increase the share of women in top scientific positions.
     
  • To make the University more family-friendly, and support students and staff in reconciling study or work with child care duties or caring for relatives.
Updated by: SPE