Knowledge for tomorrow

Di­ver­si­ty Man­age­ment

Diversity Management – Knowledge for tomorrow
Di­ver­si­ty Man­age­ment – Knowl­edge for to­mor­row
Credit: © adobe stock: Chris

Diversity Management – Knowledge for tomorrow

Fos­ter­ing dif­fer­ent tal­ents ef­fec­tive­ly, lever­ag­ing in­no­va­tive abil­i­ties for re­search projects, en­hanc­ing cre­ativ­i­ty with­in teams while, at the same time, re­spond­ing con­struc­tive­ly to the chal­lenges of so­ci­etal change and glob­al mega­trends – these are the am­bi­tious ob­jec­tives of a di­ver­si­ty man­age­ment strat­e­gy.

Diversity in action

The German Aerospace Center (Deutsches Zentrum für Luft- und Raumfahrt; DLR), Germany's largest engineering and science research institution, employs approximately 10,000 people from almost 100 countries.

Knowledge for tomorrow

DLR needs these diverse talents for its cutting-edge research. The goal of diversity management is to enrich personnel policy in such a way that employees are optimally supported and their innovative capacity can develop in the best possible way. This results in maximum creativity at DLR and the integration of many perspectives on the same issue.

DLR is a co-signatory of the 'Charta der Vielfalt'. In doing so, it has committed itself to creating a working environment that is characterised by mutual respect and appreciation and is free of prejudice. The 'Diversity Charter' is an initiative to promote diversity in companies and institutions in Germany.

The topic of equal opportunities also has a long tradition at DLR. However, women are not yet represented to a satisfactory degree, particularly in the scientific and technical professions. A central aspect of diversity management is therefore to sustainably increase the proportion of female scientists and engineers, especially in management positions. To this end, DLR has set itself target quotas for certain career stages in the scientific and technical fields.

An outstanding HR policy

Equal opportunity and a range of support measures for a better work-life balance have long been the central pillars of our HR policy. Since 2002, DLR has regularly received recognition in the berufundfamilie audit for its commitment to family-friendly working practices and has also been awarded TOTAL E-Quality accreditation since 2004 for its exemplary HR policies geared towards equal opportunity.

Everything in balance

Above all, offers for a good work-life balance are very important to employees. It is not just parents who benefit from this, as today most of them want to share family tasks and professional activities. Employees without children also appreciate many of the offers, as they are given greater time flexibility.

Below you will find a list of some of the services provided by DLR as part of a life-phase-oriented personnel policy:

  • Numerous, flexible work (time) models, such as flexitime and part-time models, leadership in reduced working hours, the option of alternating teleworking and mobile working.
  • Advisory services on all aspects of childcare and nursing care provided by an external cooperation partner and an internal family counselling centre
  • Vacation programs for school children
  • Childcare places in daycare facilities for children under 3 years of age at all major sites
  • A structured reintegration process following family-related leave
  • A comprehensive range of information
  • Patricia Femppel
    Head Di­ver­si­ty Man­age­ment
    Ger­man Aerospace Cen­ter (DLR)
    Linder Höhe
    51147 Köln
Video: We are DLR
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