Equal opportunities and diversity

Diversity at the IOER

The IOER address the concept of Diversity by looking at the dimensions gender, age, ethnic origin, social origin and conditions of life, religion/belief, health/disability and sexual identity. Nevertheless, we are aware that a person's personality is made up of many more facets than the six dimensions listed.

The disability dimension is supported at the IOER by the elected representation of the interests of severely disabled employees and employees with equal rights. Here, it is our concern to support those affected in their professional participation and to protect them from disadvantages in the employment relationship. In the application process, severely disabled applicants and those with equal status are generally invited to an interview, provided their qualification is not obviously unsuitable for the advertised position.

Certificate

In 2024, the IOER was awarded the "Total E-Quality" certificate (in German) for equal opportunities in business and science for the fifth time in a row - and also received the Sustainability Award for its successful implementation of the equal opportunities strategy over many years. The jury highlighted the IOER's intersectional understanding of equal opportunities, emphasising that it is a cross-cutting issue.

The measures taken by the IOER include:

• the strategic and institutional anchoring of equality and diversity in the new mission statement
• the equal opportunities design of job appointments
• the culture of communication
• the working group "Equal Opportunities and Diversity"
• the inclusion of diversity aspects in research.

The "Total E-Quality" rating can be reapplied for every three years. The IOER was awarded it for the first time in 2012.

Self-commitment

The IOER also signed the "Charta der Vielfalt" in 2018. In doing so, we commit ourselves to, among other things:
Cultivate an organisational culture characterised by mutual respect and appreciation of every individual, recognise the diversity of society within and outside the organisation, inform our employees about diversity and involve them in the implementation of the Charter.