Diversity, equality and inclusion

At ForWind, the working language is English. Our students, doctoral candidates and researchers come from a wide range of nations and cultures. We are proud of our open and inclusive research culture. Does this mean we are perfect yet on diversity, equality and inclusion (DIE)? Not for a long time yet. We know that we still have a long way to go. And we work together every day to make us and our culture even more open, inclusive and diverse.

We are committed to improving diversity, equity, and inclusion (DEI) in wind energy science by providing tools to improve DEI aspects at ForWind, increasing the visibility of underrepresented groups, and acting as positive role models by communicating DEI within ForWind and our affiliated organizations.

Our definition of DEI (Diversity, Equity, Inclusion).

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Diversity means that an organization consists of a group of people belonging to a variety of categories. These categories include ethnicity, gender identity, religion, age, and more.

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Equality (equity) means working fairly and impartially to achieve equitable opportunities between the sexes. We actively promote equality for women in science, studies, technology and administration.

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Inclusion means that everyone feels welcome to contribute and participate. The workplace is supportive and collaborative, with clear goals to encourage all employees* to participate.

All three aspects are necessary for a well-functioning and healthy workplace. A work environment that is diverse but not inclusive may have a high turnover rate among minorities because they feel that their contributions are not important or valued in the workplace. A non-equal opportunity environment is likely to struggle with diversity, especially in higher positions, as existing barriers to certain groups hinder their professional development.

Why we need DEI initiatives

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Diverse teams are more productive

  • A large proportion of people born after 1980 feel more engaged at work when they perceive that their organization maintains an inclusive culture
  • When we pay attention to diversity and equal opportunities and actively combat exclusion and discrimination, we create a more open and vibrant work and science culture
  • Equality and integration enrich everyday working life. Where a variety of voices, perspectives and backgrounds come together and are equally heard and can contribute, lively and supportive teams are created in which people like to work.

Diversity is attractive

  • Diverse teams, transparent structures and genuine equal opportunities increase creativity, motivation and identification with one’s own organization
  • Inclusive and diverse teams make better decisions, often have a better culture of discussion and debate, and will deliver better results over time
  • At ForWind, students, scientists, postdocs and professors from different generations and cultures work together. For us, it is only from the diversity of these voices and the lived respect for the individuals and their ideas that the excellent research that has distinguished us for 20 years is created.
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Diversity is the future

  • Underrepresentation and discrimination cannot be swept under the rug. Organizations are more visible and transparent today than ever before – where the culture has not evolved decisively over the last 30 years, engaged talent will not feel welcome
  • There is a significant skills shortage in STEM fields that can be mitigated by addressing systemic biases and barriers for underrepresented groups
  • Research and science thrive on being given opportunities and also being allowed to represent unusual positions. At ForWind, we actively promote an open and respectful research culture

DEI at the ForWind Universities

We also have team leaders who want to do more in their work groups. Or graduate students who don’t know how to start the discussion about diversity and bias in their department. And there are also people who need help and support in certain situations because they have experienced discrimination, exclusion or sexualized violence. At the universities of Oldenburg, Hanover and Bremen, there are long-established concepts and contact persons who can provide competent support in any situation and prepare a range of information and seminar offers.

The Carl von Ossietzky University of Oldenburg understands equality, family friendliness and the appreciation of diversity as an indispensable basis for the creation of equal opportunities as well as the development of talents and potentials in studies, teaching and research. Various counseling and support services are available for students and employees.

Infoportal Equal Opportunities

The University Office for Diversity is the central institution at Leibniz Universität Hannover for shaping equal opportunities, supporting the compatibility of studies, career and family, and implementing diversity management. We offer counseling, childcare, junior programs, and information for employees, students, and university facilities.

University Office for Diversity

Gender equality and the promotion of diversity are among the guiding goals of the University of Bremen. In our Equal Opportunity/Anti-discrimination Unit, three offices work together to advise the university management on implementation: The Office Against Discrimination and Violence, the Diversity Office, and the Equal Opportunity Office.

Unit 04 - Equal opportunities