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.

Service and advice from a single source

The Diversity and Equal Opportunity organisational unit identifies and initiates diversity management measures in close consultation with other departments. It supports the subsequent introduction and sustainable implementation of these measures.

The unit also handles all diversity-related business contests and audits, and produces relevant information material for employees. There is also an internal family information centre where employees can seek advice on their individual options for achieving a better work-life balance.

DLR's HR policy supports members of staff, in particular through the provision of:

  • flexible working time models;
  • the opportunity to alternate teleworking and mobile working;
  • advisory and intermediary services relating to childcare and the care of dependent relatives, delivered by an external partner and the internal family information centre;
  • reserved placements in nearby day care facilities for children under the age of three;
  • a structured re-entry process after a period of family-related absence.
  • Patricia Femppel
    Ger­man Aerospace Cen­ter (DLR)

    Di­ver­si­ty Man­age­ment, Head of De­part­ment
    Telephone: +49 2203 601-3499
    Linder Höhe
    51147 Köln
Video: We are DLR

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