Equal Opportunities (in German: Chancengerechtigkeit) are one of Goethe University's strategic fields of action and fundamental to university participation. They support innovative and socially significant research, a vibrant teaching and study culture and an inclusive working environment that critically engages with discrimination. Equal opportunities are aimed at both the individual and the organization: Our university benefits when all students and employees can realize their full potential.
To achieve this, Goethe University needs clear objectives, strategies and measures as well as widespread cross-university commitment. These have been developed in the “Equal Opportunities Action Plan 2025–2030" (Aktionsplan Chancengerechtigkeit 2025–2030), which contains measures for the areas of equality, inclusion, anti-discrimination, diversity policies as well as the compatibility of family and studies/work. For the first time, the APC 2025–2030 incorporates a focus on inclusion, which was previously set out in the “First Action Plan on Inclusion: Shaping Inclusion Together" (2020–2023) (in German: “Erster Aktionsplan Inklusion: Inklusion gemeinsam gestalten" (2022–2023)). It also includes the Gender Equality Plan in accordance with the Hessian Gender Equality Act (HGLG) and fulfils the requirements of a “Gender Equality Plan" (GEP) as defined by the EU's “Horizon Europe" research framework.
The “Equal Opportunities Action Plan 2025–2030" is complemented by faculty-specific “Gender Equality & Diversity Action Plans" (GEDAPs). The GEDAPs take into account the diverse disciplinary cultures and their specific needs, complementing the university-wide goals and activities with targeted projects at the faculty level.
We promote an equitable and anti-discriminatory environment and are committed to gender equality, diversity, and inclusion.
Strategic Goals for Equal Opportunities
Strategic Goal 1
Cultivating Gender- and Diversity-Sensitive, Anti-Discriminatory, and Inclusive Structures and Processes
Structural anchoring is aimed at institutional change and permanently anchoring equal opportunities in university structures, including in decision-making and selection processes, the distribution of resources or when addressing needs and disadvantages. This includes integrating equal opportunities into central strategies and guidelines, establishing clear personnel responsibilities in various university areas, and further developing equal opportunity processes and procedures.
Strategic Goal 2
Shaping Academic and Organizational Culture to Ensure Equity and Fairness
The aim of an equitable academic and organizational culture is to promote an environment that is appreciative, welcoming and anti-discriminatory – one in which students, administrative, technical and academic staff, as well as guests can study, teach, conduct research and work together. All members of the university community should be made aware of this culture and empowered to help shape our university as an institution providing equal opportunities for students, administrative, technical and academic staff, as well as visitors.
Strategic Goal 3
Fostering the Development of Each Individual’s Potential through Effective and Reliable Measures
The objective of individual support is to facilitate the development of all university members by providing appropriate support, including guidance on career opportunities within and outside academia, during biographical transitions, and in training and further education. This support is based on an appreciation of all university members and seeks both to reduce inequalities in Goethe University’s sphere of influence and prevent discrimination.
The Equal Opportunities Office (BfCG) developed this policy on behalf of and in close consultation with the Executive Board. The Anti-Discrimination Officer, the Gender Equality Officers, the Inclusion Officer and the Officer for Students with Disabilities or Chronic Illnesses were also involved in the process.
The update is based on Goethe University's continuous quality management and monitoring and includes an external evaluation of the “Gender Equality & Diversity Action Plan 2019–2024" (APC 2019–2024), carried out with broad participation from the university. In addition, expert groups on key APC topics were organized. Representatives from all university status groups and faculties were involved in the plan's development through discussions and coordinated processes in academic self-governance. These included the Senate, particularly the Senate Commission on “Women's Advancement, Gender Equality and Diversity" (in German: Senatskommission “Frauenförderung, Gleichstellung und Diversität"), the Faculty Gender Equality Officers, the Staff Council, and the Executive Board. Over 100 university members participated in committees, interviews and discussion rounds to reflect on the previous action plan and contribute to the new action plan. Participants included students, researchers, administrative staff, faculty members and university management.
