Themes
The conference will give experts a platform to discuss gender and diversity in all aspects of science, technology and business. It will present studies, concepts and practical experiences from various areas, examine best practice examples and identify important fields of action.
In particular, the conference will focus on:
1. Instruments of Gender and Diversity-oriented Human Resources Development
Various studies have shown that workforce diversity is an important factor for an excellent performance and work output. Today’s competitive world thus requires all employers to implement a policy that supports the potential of their entire workforce, regardless of gender, age, race, ethnicity, physical ability, religion or sexual orientation, etc. In this track of the conference, we are looking for contributions of studies as well as best practice examples to discuss the potential of gender and diversity-oriented human resources development. This can include, but is not restricted to, the following questions:
- What instruments are there in HR to attract and retain a diverse workforce?
- In particular, what is the role of human resources development programmes, for example mentoring, dual career and work-life-balance concepts?
- What are the risks and constraints of gender and diversity-oriented human resources development?
- Are there differences in the day-to-day practice of human resources of universities, non-governmental organisations and the corporate world?
2. Institutionalisation of Gender and Diversity Concepts, Organisational Development and Cultural Change
Policies of equality and diversity intend to bring about changes in the institution in which they are introduced. The adoption of those strategies not only influences the work itself and the working results, but also the culture, the atmosphere, and the individual well being of the employees. This track will discuss the developments that have been observed in research institutions, universities, companies and NGOs regarding gender and diversity strategies, as well as the changes they have evoked in the organisational culture. In particular, contributions could include the following issues:
- What are the benefits of gender and diversity-oriented policies for an organisation, the staff and individuals? Are there changes in performance, motivation or employees’ satisfaction after the implementation of those concepts?
- How can gender and diversity concepts be institutionalised in science, technology and business? How can they be established at all levels of decision-making?
- What is the business case for gender and diversity at academic institutions?
- How can best practice examples be identified and compared, and how can cooperation work between universities and the corporate world?
See also the Call for papers of the conference.
