Fair conditions at all levels
The University of Siegen is strengthening its strategic orientation in the area of equality and diversity by establishing a new department for equal opportunities. For the first time, all stakeholders and structures relating to equality, diversity policies and inclusion will be brought together in a central organizational unit. The new structure has been in place since the start of 2026.
With this unit, the university is following its guiding principle of "Shaping a Humane Future" and its long-standing commitment to ensuring equal opportunities for all members - regardless of gender, origin, age, religion, disability or sexual orientation - in the long term. The existing structures, including the Equal Opportunities Office including Family Services, Career Development and Controlling, as well as the units responsible for diversity and inclusion, will work under a single organizational umbrella in future.
"The new department is a central building block in making the University of Siegen sustainable, attractive and participatory," emphasizes Rector Prof. Dr. Stefanie Reese. It sends a clear signal for modern university development and at the same time strengthens the university's competitiveness in a national and international context.
The aim of the merger is to interlink existing services more closely, further develop the equal opportunities and diversity strategy and use resources more efficiently. Established committees such as the Equal Opportunities Commission and the Diversity Policies Commission will remain in place and will continue to be actively involved in the work. The new department is assigned to Prof. Dr. Petra M. Vogel's Prorectorates for Young Academics, Diversity and International Affairs. It will be headed by the Equal Opportunities Officer of the University of Siegen, Dr. Elisabeth Heinrich.
"Over many years, a variety of structures have emerged, each of which has fulfilled important tasks," explains Dr. Elisabeth Heinrich. "With the Department for Equal Opportunities, we are now combining these strong pillars, working even more closely together in future and creating synergies, for example in the planning of projects and events." In addition, further training and awareness-raising offers can be strengthened. For example, the new "Organizing Gender & Diversity in Research, Teaching and Administration" certificate is available to all university employees who wish to deepen their gender and diversity skills in their respective areas of work.
Katharina Miketta, Diversity Policies Officer, also emphasizes the advantages of the new structure and places it in a wider social context: "Equal opportunities are not a marginal issue, but a fundamental democratic principle. By creating fair access, reducing discrimination and recognizing diversity, we not only strengthen our university, but also its democratic resilience. Universities are places where democratic values are lived, reflected and passed on, and the Office for Equal Opportunities makes an important structural contribution to this." At the same time, the aim is to achieve greater internal and external visibility and to improve networking within the university and across university boundaries. "The term equal opportunities makes it clear what it's all about: fair conditions at all levels."
Equality work remains a central component of the new structure. "Gender equality is firmly anchored at the University of Siegen - for example in appointment procedures and personnel decisions. The Department for Equal Opportunities integrates the established structures. In this way, we form a real team," says Dr. Elisabeth Heinrich.
The official opening of the Office for Equal Opportunities is planned for Diversity Day on May 19.
