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Gender Diversity

Digital Diversity Guide

Good to know

Gender diversity describes the reality that gender is not exclusively binary (male/female), but encompasses a spectrum of identities, expressions, and roles—ranging from cisgender to trans*, inter*, and non-binary people.

  • Cis refers to people whose gender identity matches the sex assigned at birth based on external characteristics (usually genitalia). 
  • Trans* means that people do not identify with the gender assigned to them at birth. 
  • Inter* is an umbrella term for people who, from birth, do not physically conform to the two-gender paradigm established for classification into the binary categories of female and male. 
  • The term non-binary means that people do not identify—or do not clearly identify—as belonging to the female or male gender.
  • TIN* is an acronym that combines trans*, inter*, and non-binary people into a single term.

The asterisk * following these terms is intended to highlight gender diversity. Further helpful explanations of terms related to sexual, romantic, and gender diversity can be found in theQueer Lexicon.

Note: The promotion of women is based on a statutory mandate (§3, para. 4 HG NRW) and is addressed through gender equality efforts as a separate area of work within the Office for Equal Opportunity. The dimension of gender diversity therefore primarily refers to gender and sexual identities beyond binary gender and heterosexuality.

In the higher education context, the goal is to include all students, faculty, and staff on an equal footing, regardless of their gender identity or sexual orientation, and to actively combat discrimination such as sexism, homophobia, transphobia, and misgendering. The risk of gender-based violence is highest for women and non-binary individuals; people on the LGBTQIA+ spectrum face the greatest risk of experiencing gender-based violence in the higher education context (UniSAFE Survey).

Experiencing or witnessing discriminatory actions and remarks, fear of forced outing, and a lack of acceptance can significantly impact well-being in the workplace and academic setting, thereby affecting mental health, academic success, and career development (IDA Out im Office).

The University of Siegen therefore considers it its responsibility to create an environment in which gender diversity is recognized as a matter of course and can be openly embraced. In doing so, it adheres to applicable laws regardingcivil status,self-determination, andanti-discrimination.

Best Practices & Support

The first steps toward becoming a TIN*clusive university have already been taken. The Gender Diversity Working Group is continuously working to eliminate risks of discrimination and existing barriers, as well as to address the needs and concerns of those affected. Anyone who would like to participate in the work of the Gender Diversity Working Group or needs support should contact:diversity@uni-siegen.de.

Language and forms of address should take into account, highlight, and reflect the existing diversity of genders. Furthermore, a person’s gender identity cannot be reliably determined based on their appearance or name. Therefore, at the University of Siegen, we use gender-neutral language, the gender star (asterisk), or both forms of address, depending on the context.

  • Gender-neutral phrasing
  • Gender asterisk*
  • Gender-Inclusive Language in English
  • Helpful tips for everyday work 
  • Food for thought…

Using gender-neutral phrasing can help prevent discrimination based on gender. This approach avoids the need to repeat different terms for people and helps prevent confusion. It addresses all people without explicitly naming a gender.

 

 

Example

 

Gender-Neutral Wording
Student(s) student, students
Employees, colleagues Employees, staff, team
Instructor Teacher, instructor, lecturer
Group leader
Representative		 Group leadership
Substitute
‍Contact person Contact person, for information...
‍Department Head Department Management
‍Managing Director Executive Management
‍Coordinator Coordination
Publisher Published by …

 
Applicant Applicant, Application by …
Anyone participating in the event Everyone participating in the event…
Anyone who attends the event…
As a computer scientist, you have good career prospects in the private sector. With a degree in computer science, you have good prospects in the private sector.

The gender asterisk helps highlight the diversity of genders beyond the binary gender model. The asterisk represents a wide variety of gender identities. The gender asterisk also provides a shorter form of gender-inclusive language when no neutral phrasing is available. The asterisk is placed between the masculine and feminine word endings and is pronounced as a brief pause (known as a glottal stop).

Example Wording with the gender star*
Scientists Scientists*

the speaker

the speakers

the speaker*

the speakers
Graduates Graduates
Professor Professor
Dean the dean
‍Doctoral student Doctoral student
‍Expert Expert*
‍Author Author
‍Chancellor Chancellor*
‍Rector Rector
‍Colleagues Colleagues
‍Fellow students Fellow students

Accessibility Note: For many blind and visually impaired people, abbreviated forms of gendered language are problematic and should ideally be avoided; instead, gender-neutral phrasing should be used. If that is not possible and a shortened form must be used, theGerman Association for the Blind and Visually Impaired (DBSV) recommends using the gender star*.

Dual naming: If no other option is available or if women are to be explicitly made visible and audible, dual naming may also be used in exceptional cases. It must be kept in mind that this reproduces a binary understanding of gender and thus excludes people who do not conform to it.

Generic masculine: The use of the generic masculine is discriminatory and unclear or ambiguous. Studies show that sentences formulated in the generic masculine primarily evoke associations with men. Women and queer people are not considered, or are considered less frequently. Furthermore, sentences using the generic masculine can make unclear statements, e.g., “There is a shortage of educators in the after-school program.” Who is actually missing here? The generic masculine is therefore not suitable for gender-inclusive language: “Implied” does not mean “included”!

In English, nouns have no grammatical gender. Nevertheless, there are ways to use gender-sensitive language here as well. Just as in German, gender-neutral phrasing can be used. In English, in particular, care should be taken to use “man” only when “male” is explicitly intended, as it is otherwise interpreted as the generic masculine. Since many expressions in English are gender-neutral, it is important to consider where gender should be made explicit (e.g., “female scientists” when referring only to women) and where a gender-neutral form is more appropriate (e.g., “police officer” instead of “policeman”).

Example Alternative
chairman  chairperson
‍policeman police officer
Each student must bring their documents.

Each student must bring their documents. 

As a student, you must bring your documents

All students must bring their documents.
manpower staff, crew
mother, father parent

Here is a selection of guides on gender-inclusive language in English from English and American universities as well as international institutions: 

Forms of Address

Gender-neutral or inclusive forms of address are recommended for greetings in both speeches and written correspondence. The use of “Ms.” or “Mr.” should therefore be avoided. 

Example Alternative

Dear Ms. Elif Demir

Dear Mr. Thomas Müller

 Hello, Elif Demir / Hi, Elif Demir
Dear Thomas Müller
Dear Sir or Madam Dear Guests
Dear attendees

‍

Dear Colleagues

 Dear Team
‍Dear participants Dear female participants

Academic Titles

To explicitly highlight women when using abbreviations for titles, such as Prof. or Dr., you can add “in” or use a superscriptapostrophe (‘). The gender star* may also be used.

Example Alternative
Prof. Dr. Ms. Musterfrau

Prof.in Dr. Musterfrau

Prof.‘ Dr’. Musterfrau
Dr. Carmen Muestra

Dr.in Carmen Muestra

Dr.‘ Carmen Muestra

Use ofPronouns

 

Since a person’s gender identity cannot be reliably determined based on their first name or appearance—especially in international contexts—pronouns may be requested or discussed in various situations. By including your pronouns in your email signature or during an introductory round, you signal that gender-inclusive language is important to you. Educators and leaders, in particular, can serve as role models and help create a respectful atmosphere for everyone.

 

Email signature:

Use your signature to indicate your preferred pronouns. For example: “My pronouns are she/her. I’d appreciate it if you could let me know how you’d like to be addressed.”

 

Introductions:

Introduce yourself using your pronouns. For example: “Hello, I’m Kim Zhang. My pronouns are he/him. We can use the informal ‘du’ form with each other.”

 

Online meetings:

In your display name, include the pronoun you use after your first and last name, and as the host, encourage the other participants to do the same. For example: Dr. Luca König (she/her) University of Siegen

 

Registration Lists and Name Tags:

Consider whether it is even necessary to ask for gender information when registering for events. Unless required by the Higher Education Statistics Act, this information should not be requested. In registration or attendance lists, it is usually sufficient to include the last name, possibly supplemented by the first letter of the first name. Alternatively, it is also possible to ask for the preferred name and pronouns during registration. Similarly, name tags should use gender-neutral titles or specify pronouns.

 

Examples

Erika Musterfrau

Chair of German Studies/Linguistics

Erika Musterfrau (she/her)

Professor of German Studies/Linguistics

Anna Schittenhelm

Office for Equal Opportunity

Elif Demir

Example Department

No Pronouns / Neopronouns

 

No pronouns

Some people who identify outside the binary gender system (e.g., non-binary individuals) choose not to use pronouns. This means that the first name is used instead of pronouns. For example: “Né reports on an interesting panel discussion. Né says there were outstanding scientists* there.” 

 

Neopronouns

Another option is the use of so-called neopronouns. Since there are no established gender-neutral pronouns in German yet, people either use neologisms (dey/deren,hen/hem) or terms borrowed from other languages (English:they; Finnish:hän). For example: “Lou wasn’t at the last few meetings; I hope dey isn’t seriously ill.” 

 

Note: Most people introduce themselves using their preferred pronouns. If you’re unsure which pronouns to use, just ask. For example: “I use the pronouns he/him. Which pronouns can I use for you?”

 

Why do we need gender-neutral restrooms at the University of Siegen?

The installation of gender-neutral restrooms represents a small but certainly important step toward eliminating obvious discrimination. Restroom signage in public buildings continues to be dominated by labels based on society’s binary gender classification of male versus female. However, restrooms with binary gender separation (m/f) discriminate against people who identify as inter* or trans*, as well as those who simply cannot or do not wish to conform to a binary gender system (non-binary, enby). Parents who accompany their children of a different gender than their own to the restroom are also affected by the issue of gender-specific restrooms.

Discrimination occurs in this case whenever

  • a person uses a restroom that conflicts with their subjective gender identity,
  • the person is treated with hostility or even threatened in a restroom (e.g., because their objective appearance does not match the restroom’s “label”), or
  • there is no restroom available that reflects the person’s gender identity.

Unfortunately, this even leads the groups of people mentioned above to drink and eat as little as possible throughout the day in order to avoid such a situation. This can result in difficulty concentrating and other physical harm.

Unisex restrooms provide a solution here and offer a safe, discrimination-free space without forcing individuals to choose between binary gender-segregated restrooms (AGG Art. 1: Protection against gender discrimination). Since universities always serve as role models for society and should proactively lead by example, we welcome the installation of unisex restrooms at all University of Siegen campuses and facilities.

If you have been harassed or discriminated against in a restroom at the University of Siegen, please contact us at:diversity@uni-siegen.de or reach out to the Central Equal Opportunities Officer:gleichstellungsbeauftragte@uni-siegen.de

 

Where can I find unisex restrooms?

Here is an overview of all unisex restrooms at the University of Siegen:

 

  • AR-K 690/691
  • AR-H 190
  • AR-NL 181
  • AR-B 2016
  • AR-HB (Ground Floor)
  • H-B 6420
  • H-B 3413
  • PB-A 004
  • US-A 080
  • US-D 084
  • ENC-A 190
  • ENC-A 290
  • ENC-B 390
  • ENC-C 091
  • F-S 481/481.1
  • AH-D 186/2
  • AE-C 291
  • BS-B 103
  • WHP-A 003
  • BH-A 294
  • L-E 280

 

You can also find all unisex restrooms in unisono. To do so, enter the term "unisex" in the advanced room search and make sure the "Suitable for events" checkbox is not selected. Once you confirm your search, you’ll see a list of unisex restrooms at all locations.

 

Under the motto “Queer & Pride,” the University of Siegen raises the Progress Pride flags every year throughout Pride Month in June, as well as for one week around the International Day Against Homophobia, Biphobia, Interphobia, and Transphobia (IDAHOBIT*) on May 17. In addition, the Office for Equal Opportunity demonstrates solidarity with the LGBTIQ+ community (Lesbian, Gay, Bisexual, Trans, Intersex, Queer, and others) through empowering initiatives on the occasion of IDAHOBIT*, thereby sending a clear message in support of diversity and against discrimination. The student representative of the Equal Opportunities Officer also organizes the annual Pride Dance.

You can find more information here:   

Information for Students

You can update your name and gender designation in your unisono account. To do so, click on Service -> Requests -> Change Personal Information. 

Please note that you must upload appropriate documentation (e.g., a copy of your ID card). If both your name and gender have changed, you can report both changes in a single submission. If you wish to change only your gender designation, no documents are required.

For name and civil status changes under the Self-Determination Act (SBGG), the following documents are required:

  • A copy of your updated ID card or passport
  • Alternatively: The official name change certificate or the new birth certificate from the civil registry office.
 
If you have questions about the required documentation, please contact the Student Affairs Office at the University of Siegen directly.
The University of Siegen’s video portal offers a short tutorial on “How do I change my personal information (name, gender designation)?”
If you encounter technical issues or have questions about your account, you can contact support at unisono-support@zv.uni-siegen.de (please include your student ID number or username).

 

 

Information for Employees

For name and civil status changes under the Self-Determination Act (SBGG), please send the following documents to the appropriate department in the Human Resources Division at the University of Siegen:
  • A copy of your new birth certificate from the registry office.

From there, your new information will be entered into SAP and forwarded to the State Office for Salary Administration (LBV) in Düsseldorf.

Internal

External:

Practical Tips

For Students

  • Include your pronouns in your email signatures and when introducing yourself—this encourages others to do the same.
  • Take advantage of existing counseling services and report instances of gender-based discrimination or sexual violence.
  • Speak up when you witness sexism or anti-LGBTQ+ bias, and seek out allies in your peer group.

For Faculty & Researchers

  • At the beginning of your interactions, ask about pronouns voluntarily and also share your preferred pronouns (including in your email signatures).
  • Use gender-neutral language yourself (e.g., “students” or “participants”).
  • In your teaching materials and course settings, ensure that you do not reproduce gender stereotypes or role clichés.
  • Check to see if you’re recommending only works by white cis men, and consciously create alternatives! Engaging with scholarly texts by not only male but also female and queer authors fosters an understanding of academic diversity and diverse role models.
  • If you feel unsure about how to address gender diversity, speak openly about it or take advantage of professional development opportunities on the topic of gender and diversity in teaching.
  • Create safe spaces for feedback on misgendering and point people toward resources within the University of Siegen (Office for Equal Opportunity or the Autonomous Student Organization “queer@uni”).
  • Integrating gender aspects into research designs can yield valuable and innovative findings relevant to society. Possible questions might include:
    • Does the research question exclude a particular gender, even though the results are intended to apply to all genders?
    • Does the research design take all genders into account (main variables, subject areas, various situations)?
    • Is the data collected in a gender-sensitive manner?
    • Is the data analyzed and presented in a differentiated manner?

For Administration & Staff

  • Use gender-neutral language in emails, forms, and digital processes.
  • Include pronouns in all templates and email signatures, and encourage your teams to practice inclusive communication.
  • Avoid assuming “Mr./Ms.” and ask about preferred forms of address in personal communication.
  • Take advantage of training opportunities on gender and diversity within the administration.
  • Foster a culture in which individuality is seen as a strength and discrimination has no place by offering constructive criticism and supporting those affected.