The principles of the Diversity Charter are as follows:

1. The realization of equal opportunities
Each and every employee, regardless of the individual starting situation, should be given equal access and chances of success. We are committed to constantly improving the necessary structural framework conditions.

2. Promotion
The talents of all employees are to be promoted in order to further improve the scientific expertise of the individuals and ultimately of the entire institute.

3. Protection against discrimination
We ensure compliance with the General Equal Treatment Act and combat all forms of discrimination. Diversity management pursues and combines two main perspectives, namely the equity and business perspective. While the equity perspective focuses on the respect of human rights and anti-discrimination measures, the business perspective focuses on promoting the satisfaction of different employees and thus increasing creativity, productivity and motivation. Existing structures and measures that implement these perspectives include our Equal Opportunities Officer and the Equal Opportunities and Diversity Circle, which are jointly responsible for diversity management in coordination with the IPB Board of Directors.

Fields of action

Needs analysis while respecting data protection:
• Analyzing personnel key figures as an objective basis for personnel policy
• Set up an anonymous Ideas and Concerns Box with the aim of revealing problem areas
• Conducting talks with employees

Existing offers:
• Training and awareness-raising measures
• Career promotion instruments, e.g. mentoring programmes
• Language courses
• Diversity-sensitive welcome structure
• Accessibility (map of barrier-free access to the institute)
• Multilingual communication, public relations and transparency
• Multi-religious meditation room
• Parent-child room
• Promoting sporting and multicultural leisure activities, providing premises
   (Diwali festival, table tennis tournament, cooking together etc.)

Future Prospects
Diversity management at the IPB is designed for the long term. In the future, we want to ensure a non-discriminatory working environment characterised by mutual respect in which all employees feel comfortable. At regular intervals, a critical review of the measures implemented takes place. This self-assessment is carried out every 3 years in connection with the new application for the Total-E-Quality-Predicate and enables the existing measures to be readjusted if necessary.