UNIVERSITY OF COLOGNE

In 2018, 61% women and 39% men were studying at the University of Cologne. 50% of the doctorates were completed by women and 38% of the postdocs (habilitation candidates, heads of junior research groups and junior professors) are women. The proportion of women among the professors was 30% (comprehensive presentation in the Gender Data Report 2019). In the nationwide "Higher Education Ranking according to Equality Aspects 2019" (cf. CEWS, 2019), the University of Cologne is one of the top three universities in NRW out of a total of ten and, in a nationwide comparison with other universities, is among the top 30%. Nevertheless, the University of Cologne is making great efforts to significantly increase the proportion of women, particularly at the level of post-docs, professors and in administration.

Central measures are:

• the integration of staffing quotas in the appointment of female professors on the basis of the cascade model in the internal target and performance agreements and in the framework plan Gender Equality and the development plans Gender Diversity 2020-2024,
• the development of transparent and equal opportunity procedures for appointments, committee elections and promotion measures, e.g. by developing criteria for gender-sensitive recruitment procedures,
• promoting the compatibility of science and family,
• the promotion of junior female scientists.

The University of Cologne invests in a family-friendly university culture and documents this commitment through its membership in the association "Charta Familienfreundliche Hochschule". It offers students and staff* in science, technology and administration a comprehensive range of advice and information on the topics of compatibility of studies and career with children and responsibility for care and dual career, e.g. through the Dual Career & Family Support, the university's own day care centre "Paramecium" and a family-friendly infrastructure on campus (e.g. parent-child offices). In addition, a back-up service and childcare during events are offered.

Students and young academics* with children are supported by comprehensive disadvantage compensation regulations and financial support options, e.g. for stays abroad (scholarship programme "Studying with children abroad"). Phases of family and parental leave are accompanied by the sponsorship programme.

The University of Cologne also enables various forms of flexible work organization, e.g. through the "Telework" project for technical and administrative staff.

A central focus of talent promotion is on measures to strengthen women in their scientific careers. Since 2001, the Female Career Program (FCP) has supported women in their individual career planning and promotion. The program is supplemented by various mentoring programs for women in the various qualification phases and a management program for female professors and female (junior) managers. Numerous other support programmes help young female scientists in their careers by offering positions, scholarships, material resources, auxiliary staff or grants to cover childcare costs and travel abroad.

In addition, the professional transitions from the start of studies to professorship are taken into account for students of the so-called first generation from non-academic homes. Examples of this are the NRW Talent Scouting Programme for the support of schoolchildren* on their way to university and the support of first-generation doctoral students through a mentoring programme (EGP Mentoring+).

In addition, there are measures to promote academic careers with disabilities, e.g. through the AKTIF network of academics with disabilities in participation and inclusion research and the PROMI Promotion inklusive scholarship programme for academics with disabilities.

The University of Cologne would like to protect its relatives from discrimination in the best possible way. The central concern is to develop a culture of attention and action by all. The directive on dealing with discrimination, sexualised violence and bullying, which was adopted in 2019, indicates corresponding procedural steps, counselling services and preventive measures. In addition, a complaints office for the implementation of the General Equal Treatment Act and a suggestion and complaints office for students have been set up and the faculties have appointed tutors to act as confidants for students.

Within the framework of the Stifterverband's "Diversity Design" audit (2017/18), the University of Cologne has developed a comprehensive catalogue of measures for implementing the directive, which will further professionalise the procedural channels with discrimination cases and sensitisation measures for different forms of discrimination.

Equality and equal opportunities in studies and teaching are anchored in quality management in the form of central core concerns within the accreditation processes at the University of Cologne. These concerns are implemented in admission procedures, in study and examination regulations, in advisory services (e.g. the Service Center Inclusion) and in university didactics (e-learning tool "DiVers" on diversity competence in university teaching).

Gender and queer studies are integrated into teaching through the Gender Studies Certificate and the cross-university Master's programme "Gender and Queer Studies", which runs throughout Cologne. They are coordinated by the central academic institution GeStiK (Gender Studies in Cologne).

Gender and Diversity Studies are also an important part of the research profile of the University of Cologne, for example in the competence field "Social Inequalities and Intercultural Education" (SINTER) and in the competence field "Ageing and Demographic Change" (ceres).

The UzK also sees an opportunity to shape heterogeneity and inclusion in the training and continuing education of future teachers. The BMBF-funded project "Shaping Heterogeneity and Inclusion - Future Strategy for Teacher Education" is particularly outstanding in the context of teacher education.