movement

Gender equality is an important goal of Bielefeld University: there is a legal mandate for gender equality in the Basic Law and the State Equality Act. On this basis, gender equality is anchored as an important strategic goal in Bielefeld University's policy documents (constitution, framework plan for gender equality). One building block for the actual realisation of equality is the orientation of personnel development offers specifically for female junior academics and female scientists. This support, with the aim of actually reducing existing inequalities, is legitimised by the State Equal Opportunities Act.

Despite the fact that the proportion of female graduates has been more than 50 per cent for ten years, women are still significantly underrepresented in top positions in science, with 23 per cent of professors. This cannot be attributed to a lack of qualifications or a lack of interest in scientific careers: There is an inherent structural disadvantage in the science system at play here.

Social science findings reveal a series of informal structural barriers that continue to perpetuate male dominance in the academic system to this day. As a result, they lead to a gradual discouragement of women in the shadows - cooling out- and make leaving science appear to be an individual decision. Some examples:

• Seemingly gender-neutral, career-relevant criteria for performance evaluation often have gender-specific effects in reality. For example, the same age limits or publication requirements often collide with a female life context. One reason for this is the highly unequal distribution of care activities such as looking after relatives and caring for children, which women still take on to a much greater extent than men.
• Informal promotion practices of female professors often favour male young researchers, as they are unconsciously based on social similarity - i.e. disproportionately male professors are often more likely to promote male young researchers.

The quantitative view of the proportion of women and measures for the individual career advancement of women are important, but must be supplemented by structural measures for a comprehensive cultural change towards a gender-equitable university and academic culture.

movement works on both levels, because: Mentoring also involves making symbolic power and subtle career barriers visible.

With movement sensitises mentees and mentors to gender-related challenges in the academic system and gives participants access to informal knowledge about career strategies as well as helpful contacts and networks. In addition, participants are given the opportunity to sharpen their focus on their own priorities and develop sustainable perspectives for shaping their future.

• Engels, Anita u.a. (2015): "Bestenauswahl und Ungleichheit: Eine soziologische Studie zu Wissenschaftlerinnen und Wissenschaftlern in der Exzellenzinitiative", Campus Verlag
• Kurmeyer, Christine (2012): "Mentoring: Weibliche Professionalität im Aufbruch", Springer VS
• Höppel, Dagmar (Hrsg.) (2016): "Aufwind mit Mentoring. Wirksamkeit von Mentoring-Projekten zur Karriereförderung von Frauen in der Wissenschaft", Schriften zur interdisziplinären Frauen- und Geschlechterforschung: Band 11, Nomos
• Petersen, Renate u.a. (Hrsg.) (2017): "Praxishandbuch Mentoring in der Wissenschaft", Springer VS
• Gender-Report der Hochschulen in NRW 2013, insb. Teil C: Der Weg zur Professur,