Sustainable further education
The GGG strives to sustainably anchor diversity as a cross-cutting issue by making its measures diversity-oriented. The present concept for diversity orientation in the supervision of doctoral researchers shows the beginning of a longer process and thus represents a self-commitment of the GGG. With the publication of the concept, the process is not finished, but the GGG invites to discuss and thus further develop the diversity concept for doctoral students. As part of the university's diversity strategy, the GGG would like to contribute to the further development of an organisational culture and structure that appreciatively recognises diversity as the normal case, minimises structural barriers at the GGG as well as at the university, and takes diversity into account in all core tasks of the GGG.For this, the continuous deepening of expertise and diversity competence through exchange and training is essential for both doctoral researchers and staff. The training measures within the GGG office include team-internal training, especially on the extracurricular counselling of doctoral researchers, and external workshops on diversity in counselling and the promotion of young researchers, e.g. within the framework of UniWIND, the GEW and other networks.
In recent years, the team members have also gained expertise through exchange with cooperation partners in Göttingen. This is especially true for the exchange on expanding inclusion and accessibility. The team members adapted handouts on accessibility of documents and events of the Institute for Diversity Research and participated in seminars on the importance of social background and the implementation of diversity measures in graduate institutions.
In 2018, the board of UniWiND agreed to establish a WG on diversity aspects in junior researcher support, with the GGG as coordinator. This exchange of best-practice experiences in supervising doctoral students will additionally strengthen the expertise of the GGG and make it visible.
In the future, the staff will continue to train together and individually. This will ensure that in the medium term the staff members not only act in a diversity-oriented way in their fields of activity and, for example, take into account the intersectional interaction of dimensions in counselling, but can also function as multipliers and discussion partners through their work and their self-image.