Deputy Central Gender Equality Officer for Administrative and Technical Employees

Professional transitions – whether after an extended leave (e.g., due to illness, parental leave, or caregiving responsibilities), a change of position, or the transition into retirement – often come with new challenges: changing teams, new tasks, and different structures. A well-structured and gendersensitive reboarding process supports you in reintegrating both professionally and socially into your everyday work life and helps you navigate these periods of change with confidence.

The transition into retirement is also a significant step. It offers an opportunity for personal reflection and renewal – while also involving the passing on of knowledge and making an active, intentional departure.

In collaboration with the relevant departments, we can develop individual solutions for your professional transition – respectful, inclusive, and future-oriented.

Would you like to actively shape your career and continue developing professionally? Our career development counseling is aimed at women* at all levels of the administrative and technical sectors and offers individualized support on your professional journey.

At the heart of this service are your strengths, potential, and goals. Together, we explore possible paths for qualification, further training opportunities, and next steps in your career development. At the same time, we remain mindful of structural barriers – such as unequal starting conditions or challenges within the work environment.

The goal is to support you in making equal use of your career opportunities and in developing sustainable professional perspectives.

Discrimination in the workplace doesn’t always happen openly. It can appear in the unequal distribution of tasks, promotion decisions, pay disparities, or limited access to professional development. Disadvantages based on family responsibilities or gender-specific treatment are also part of this.

Our counseling service provides a safe and confidential space to reflect on such experiences and explore possible courses of action – anonymously, if preferred.

Indirect discrimination occurs when seemingly neutral structures or policies result in systematic disadvantage for certain groups – such as women* or individuals with caregiving responsibilities. More subtle forms, such as stereotypical assumptions, abuse of power, or bullying, may also be indicators of structural disadvantage.

Typical topics addressed in counseling may include:

• Unequal distribution of tasks or career opportunities
• Unfair pay for comparable work
• Lack of work–family compatibility
• Power imbalances or disrespectful behavior within the team 
• Gender-specific expectations or role assignments

Professional transitions – whether after a longer absence, during a change of position, or in preparation for retirement – are sensitive phases in the working lives of your employees. They require attention, structure, and a clear concept to minimize friction and maintain motivation and performance.

A systematic and gender-sensitive reboarding process reflects a respectful and appreciative leadership culture. It supports employees in reintegrating quickly and effectively – both professionally and socially – after a period of absence or in a new role.

The planned transition into retirement should also be actively supported: as part of strategic HR development, to preserve valuable experience and knowledge, and to enable a meaningful and well-supported departure.

In collaboration with faculties and central administrative units, there are many opportunities to develop tailored concepts – for a forward-looking, inclusive, and equitable approach to professional transitions.

Individual career development counseling is aimed at women at all hierarchical levels within administrative and technical areas, focusing on strengthening potential and reducing structural barriers in career progression.

As a leader, you play a central role in promoting equal development opportunities. The counseling supports employees in career planning, provides guidance on qualification and further training options, and addresses challenges such as unequal starting conditions or conflicts in the work environment.

This service is designed as a tool for equitable and diversity-sensitive personnel development – and thus also serves as an impetus for a sustainable, inclusive leadership culture within your organizational unit.

Discrimination and disadvantage in the workplace are not always openly visible. They can be embedded in seemingly neutral structures, processes, or decisions – for example, in task allocation, pay, or access to development opportunities.

Indirect discrimination occurs when such regulations systematically disadvantage certain groups – such as women* or employees with family responsibilities. Abuse of power, subtle devaluation, or stereotypical role assignments can also be expressions of structural inequality.

As a leader, you play a key role in recognizing, addressing, and preventing these dynamics. Confidential counseling supports you – or your employees – in reflecting on problematic situations, understanding them sensitively, and developing appropriate courses of action.

The goal is to reduce individual burdens and strengthen structural fairness – promoting a discrimination-aware, respectful, and equitable work culture.