Diversity is a key driver of scientific excellence. All researchers should be able to realise their full potential and be recognised based on the quality of their work, irrespective of gender, sexual orientation, age, religion, disability, ethnic origin, or social background. Research institutions play a crucial role in addressing inequalities and promoting inclusive environments that benefit both science and society.

As part of the alliance of Rhine-Main Universities (RMU), the Equal Opportunity Offices of Goethe University Frankfurt, Johannes Gutenberg University Mainz and TU Darmstadt collaborate closely and regularly exchange best practices in governance, evaluation and impact assessment. This cooperation strengthens and continuously advances efforts to promote an equitable academic culture across the alliance. Joint initiatives include the annual online series “Weeks of Equal Opportunities in Research Alliances”, the career conference Kurswechsel (“Changing Course”), which provides comprehensive career guidance for female researchers, and a shared event series aimed at raising awareness of and preventing abuse of power in academia.

All participating partners have a gender equality plan (GEP) in line with EU regulations that cover:

• GEP publication: a formal document published on the institution’s website and signed by the top management.
• Dedicated resources: commitment of human resources and gender expertise to implement it.
• Data collection and monitoring: sex/gender-disaggregated data on personnel (and students for establishments concerned) and annual reporting based on indicators.
• Training: awareness-raising/training on gender equality and unconscious gender biases for staff and decision-makers.
  Areas covered and addressed via concrete measures and targets are: (i) work–life balance and organisational culture; (ii) gender balance in leadership and decision-making; (iii) gender equality in recruitment and career progression; (iv) integration of the gender dimension into research and teaching content; (iv) measures against gender-based violence including sexual harassment.

In addition to these institutional measures, we detail below the specific measures CRC1551 has put in place, as well as its current situation and development.

• Gender Equality Representative (Katja Luck, 2023 – 2026)
• Childcare and family support
• Technical assistance during pregnancy and parental leave or for scientists with family duties
• Mentoring and coaching
• Career seminars and workshops

Besides these CRC-specific measures, we will collaborate with the institutional offices and programmes that are already in place to promote gender equality at the participating institutions, and will furthermore support CRC scientists in all equal opportunity and family matters. Specifically, these include:
JGU’s Family Services Center
JGU’s Equality and Diversity Office
UMC Gender and Diversity Office
MPI-P Equal Opportunities Office