Equal-Opportunities HR Development in the Context of Organisational Development

Transcription

1 Equal-Opportunities HR Development in the Context of Organisational Development Prof. Dr. rer. nat. Doris Klee 1 May 22, 2014, TU Delft

2 2

3 Outline Initial Situation Organisational Development in Times of Change Proactive Recruitment Target Group-Specific HR Development Societal Change? 3

4 Outline Initial Situation Organisational Development in Times of Change Proactive Recruitment Target Group-Specific HR Development Societal Change? 4

5 Initial Situation "A powerful and internationally competitive research base depends fundamentally on a strong cohort of highly creative researchers, and therefore on Europe's capacity to attract some of the best minds in each generation." Four vital contemporary imperatives: the need for "critical diversity" as well as critical mass, a great variety of disciplines, research must be able to engage globally, competitiveness by international standards Harvesting talent: strengthening research careers in Europe, January 2010, LERU Office 5

6 Initial Situation "Equality of opportunities of researchers is a decisive factor for the performance and competitiveness of the German science system." "To achieve equality between men and women, to strengthen science and academia, and to secure the competitiveness of the German science system, the potential of women is no longer to lie fallow." Source: Wissenschaftsrat: Fünf Jahre Offensive für Chancengleichheit von Wissenschaftlerinnen und Wissenschaftlern Bestandsaufnahme und Empfehlungen (2012, S. 7 und S. 21). 6

7 Requirements for the Efficient Development of Research Careers Well-designed job positions Well-structured career perspectives Career development support Advice and support for diverse career pathways Strong funding taking into account equal opportunities as well as gender and diversity aspects 7

8 Benchmarking / International Women in Academic Leadership Roles Proportion of Women in Grade A, (%) 8

9 "Leaky Pipeline" at RWTH Aachen University 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Men Women 9 Stand 12/2012

10 What are the reasons? Roles of Women in Family & Society, "myth of the mother," higher social responsibility of women Structure Strategic traditionalism, Hierarchies within organisational structures, lack of networks, self-perpetuating relations of power Culture Politics Inflexible working conditions, lack of flexible care opportunities 10

11 Outline Initial Situation Organisational Development in Times of Change Proactive Recruitment Target Group-Specific HR Development Societal Change? 11

12 Strategy of RWTH Aachen Vision 2020 sustained and supported by a consciously "diverse" collaboration between people of different genders, people of different origins and cultures, organisational structures that enable equal opportunities Staff Development Guidelines (2012) "Inspire Empower Initiate" 12

13 Staff Development at RWTH Aachen Gender and Diversity Cultural Diversity Interna- tionalis- ation 13

14 Administrative Coordination Equal Opportunities in Science and Research Talent Management as a Leadership Task 14

15 Recruitment Strategy Identification und Recruitment of International Talents in Science & Research attract/ identify recruit welcome retain Support & advising for researchers who are new at RWTH and in the region 15

16 Recruitment Strategy Attract International HR Marketing Identify Proactive Recruitment of Female Professors recruit Welcome Welcome Services 16

17 Flyer: "10 Compelling Reasons to Join RWTH Aachen University" Our reputation World-class university in science, technology and engineering and German Excellence university Our funding Germany's most successful university in acquiring external funding Our alliances Close collaboration with industry, linking fundamental research with real-world applications Our focus Fostering innovative interdisciplinary research by intramural funding and providing support in generating and exploring new ideas Our infrastructure Top-notch facilities complemented by a new, extensive research Campus Our support for you Assistance in acquiring research funding and bringing innovation to market; executive and personnel development programs Our support for your family Welcome, dual career and family services Our values Fostering diversity, equal opportunity and family-friendliness Our environment Highest living quality, uniquely located within easy reach of major European cities Your future perspectives Excellent career prospects inside and outside academia 17

18 Recruitment Strategy Attract International HR Marketing Identify Proactive Recruitment of Female Professors recruit Welcome Welcome Services Employer Branding Active Recruitment Attraction and Retention of international research talents Targeted research in databases, networks, Web 2.0, etc., to identify potential female professors Advising of and support for new professors during the appointment negotiations and when they enter their positions (and after) Support for faculties and institutes 18

19 Administrative Coordination Equal Opportunities in Science and Research Talent Management as a Leadership Task 19

20 Staff Development at RWTH Aachen Main Objectives To inspire employees for their work at RWTH Aachen To empower them through personal and skills development so they are able to contribute to the good of society To give them the opportunity to initiate ideas and develop their potential to the full. 20

21 Staff Development at RWTH Aachen Fields of Action Strengthen leadership skills Promote capacity for innovation and research Enhance teaching competency Build a sense of community and "We-Feeling" Promote commitment to performance Promote personal development Strengthen equality and diversity Promote internationalization 21

22 Comprehensive Career Development at all Levels 22 Objective: To support researchers with developing their skills and talents and to be involved in shaping the future

23 Career Development for Early-Stage Researchers and Leaders in Science Structured opportunities for postdocs, scientific staff, junior professors and professors: Program for Academic Career Development for early-stage researchers, junior professors and scientific executives Program for Excellent Management in Science for junior professors and professors Welcome support for newly appointed top scientists: Dual Career Programme for junior professors and professors 23

24 Leadership at RWTH What is Expected from Professors Defining and living out one's leadership role Reflection on one's own leadership style and behaviour Professionalisation of HR management Target group-specific career support Implementation of gender and diversity aspects 24

25 Administrative Coordination Equal Opportunities in Science and Research Talent Management as a Leadership Task 25

26 Flexibility at Work, Stability of Personal & Family Lives Necessary framework conditions for a successful balance of work and family responsibilities Opportunities for Dual career Opportunities offered by flexible work place arrangements and flexible working times Flexible childcare opportunities Fairer division of parenting responsibilities between men and women Greater appreciation of the shouldering of the double burden of work and family career family 26

27 Organisational Development for an Equal Opportunities Talent Management Controlling Recruitment Career Development Appointment Process Equal Opportunities Talent Management in all Processes of Organisational Development Leadership Development Framework Conditions Distribution of Funds 27

28 Effective Equal Opportunities Staff Development in Academic Organisations Support and promotion of careers at an early stage, transparent and coherent career frameworks Proactive recruitment and retention of research talents Raising awareness of those in leadership positions Making positions more attrative to women with children, family-friendly working conditions 28

29 Thank you for your attention! 29 PE Arbeitsgruppe 29