Together for diversity: Kathrin Kremer, Equal Opportunities Officer (4th from right), Wiebke Seidel (3rd from right), Human Resources Development Officer and Equal Opportunities/Diversity, and Sabine Tschiersich, Inclusion Officer (2nd from right). ) with the department heads Franziska Emmerling (3rd from left), Ulrike Ganesh (far right) and Robert Maaß (center) and the international scientists Lucia Casali (2nd from left) and Biswajit Bhattacharya (far left).
Source: BAM, CM
- "Equality as the foundation of democratic societies"
- "Achieving success together through diversity"
- “Diversity is the foundation for new innovative thinking and problem solving”
- "Stimulating curiosity so we can easier accept each other"
As a member and signatory of the Charta der Vielfalt (Diversity Charter), we would like to show what diversity means for a departmental research institution. To this end, we have talked to various people who research and work at BAM - because diversity has many faces:
"Equality as the foundation of democratic societies"
Kathrin Kremer, Equal opportunity representative and Wiebke Seidel, Human Resources Development Officer and Equal Opportunities/Diversity
Source: BAM (left), private (right)
What does diversity mean for BAM?
Diversity refers to the recognition and appreciation of individual differences between people. It is about the diversity of characteristics, backgrounds, experiences, and perspectives that people bring to the table. Taking this into account and thinking about it is the basis for an inclusive and equitable work environment in which all employees are valued and encouraged, and which contributes to an organizational culture in which all are welcome. Diversity opens perspectives and leads to more creative research results, complex approaches to solutions and innovation. Diversity in everyday working life is thus a fundamental prerequisite for excellent research at BAM.
How are diversity and equal opportunity related?
Equality is the foundation of democratic societies and is reflected in efforts to ensure equal opportunities and justice for all people, regardless of their gender, origin, sexual orientation, age, limitation, or other characteristics.
When it comes to ensuring that everyone has the same opportunities and rights to participate in social, economic, and political life, this cannot be thought of without diversity and intersectionality. In equality, we are therefore not only committed to reducing existing disadvantages based on gender, but we also advocate for diverse coexistence.
"Achieving success together through diversity"
Sabine Tschiersich, Inclusion officer and Herbert Saul, Representative for disabled employees
Source: BAM
How can diversity and inclusion be implemented in everyday work?
We understand inclusion as a central aspect of diversity. The concept of inclusion, which is based on the UN Convention on the Rights of Persons with Disabilities and has been in force in Germany since 2009, assumes that everyone is accepted in society and can participate in it on an equal footing and in a self-determined manner - regardless of gender, age or origin, religious affiliation or education, any disabilities, or other individual characteristics.
Inclusion work is very diverse and permeates all areas of life at BAM. It involves the concrete implementation of unrestricted participation. For example, in the context of recruitment procedures, it must be ensured that severely disabled applicants with equal aptitude are given the opportunity to participate in the interview. In addition, however, it is also a matter of accessibility in the design of laboratories, offices, or the introduction of software.
What challenges do we face?
Often, it's first a matter of getting together, discovering strengths and talents, and talking about health restrictions. This takes time, and we are happy to invest it - also for individual counseling of employees. We would also like to see employees, and especially managers, continue to take a constructive approach to issues of inclusion. People should remember that they themselves are often only a small step away from being health impaired. We need to find common solutions, not justifications for why things don't work. This attitude would not only take us further in the inclusion issue.
“Diversity is the foundation for new innovative thinking and problem solving”
Ulrike Ganesh, Head of Non-destructive Testing, Franziska Emmerling, Head of Materials Chemistry and Robert Maaß, Head of Materials Engineering
Source: BAM
What does diversity mean for scientific work?
Ulrike Ganesh: It simply doesn't work without it. In a world of like-minded people and resting on the status quo, little innovation emerges. Great ideas come from a broad horizon. And especially in science, international collaboration has become a must. Sometimes a change of perspective comes about almost by itself when you are suddenly a foreigner among many Americans during a stay abroad. Here at BAM, we are in the fortunate position of attracting high potentials from all over the world and walking part of the way with them. Then that means that we sometimes have to deal in two (or more) languages. Intended for Germany, a necessity in the future is to attract more people from abroad to our country, because we cannot meet the demand for labor – also in science – in any other way.
Franziska Emmerling: Diversity is at the heart of scientific work. Only when different perspectives, experiences and ideas are brought to bear on research can new solutions emerge that would never have been thought of alone. Diversity therefore means more than just variety - it also means innovation and creativity! In research institutions, everyone's contribution to diversity is important - because the more diverse our perspectives, the better our overall understanding of the world and the solutions to pressing problems.
Robert Maaß: Diversity, in all its dimensions, is the foundation for new innovative thinking and problem solving. We need diversity to promote scientific progress and breakthroughs, as it allows us to see problems from different perspectives and without the biases of our own scientific, cultural, socioeconomic, or gender identification. As such, it is much more than just cross-disciplinary working environments but leverages the natural human variation our world offers.
What is the role of leaders in promoting diversity in the team?
Ulrike Ganesh: As a team lead, I have a role model function. I should clearly present what I stand for. If I explain why I am demanding or changing something, then I also have a chance of inspiring others to do the same. We can set the course in tenders, hiring processes and personnel development. We need to take advantage of this. For example, we should advertise jobs as "suitable for part-time work," actively address underrepresented target groups (in our case, for example, women) in job postings, and when assessing results, remind ourselves once again that we may also have blind spots. We should also consider from time to time whether we are unintentionally excluding someone in some way, for example by not designing access routes to be barrier-free, etc. Whenever we make a decision, we are helping to shape our environment.
I want to provide a safe space for others to thrive. This also includes zero tolerance towards exclusion and discrimination.
Franziska Emmerling: Leaders play a crucial role in promoting diversity in the team. They lead the team and are responsible for creating an environment where everyone can freely express their ideas. When leaders allow people to work regardless of gender, ethnicity, or other categories, while respecting diversity, innovative teams can emerge and achieve great things.
It's a bit like a symphony orchestra. If you rehearse with just the violins, it's certainly easier and you progress faster because everyone has the same background and the same notes. It is only with the other voices in the orchestra that art is created when you give space to the other voices and embrace the diversity.
Robert Maaß: It should be in the strongest interest of every leader to foster and promote diversity, and to support its implementation. I am convinced that if we create an environment where everyone feels respected and comfortable that it will have a long-lasting impact on our engagement and performance. A leader should therefore be a role model in interacting and building trust with the diversity around us.
"Stimulating curiosity so we can easier accept each other"
Reza Darvishi Kamachali, Head of Materials Modelling Division, Lucia Casali, materials scientist in the Structural Analysis Division and Ana de Oliveira Guilherme Buzanich, physicist in the Structural Analysis Division
Source: BAM
How can prejudices and stereotypes be avoided in the work environment to create a diverse and inclusive work culture?
Reza Darvishi Kamachali: Recognizing the problem and speaking openly: Like any other problem we solve, the first step to solving the diversity hurdle is to recognize and speak about the subject openly. Whether in a friendly lunch-time conversation or in the division and department meetings, I think it is very valuable to exchange with people how important it is for our teamwork, productivity, well-being, and societal development to be considerate about people with all backgrounds. Awareness is the key, and sharing our values openly allows others also to feel safe to discuss them. The latter of course works best if the leading positions take the initiative.
Going beyond neutrality and taking diversity as a blessing: Here in Germany, we are indeed blessed with the means and opportunity of hosting people of diverse backgrounds. To make all diverse people being safe and included is of course the minimum essential necessity. But the fact is that this diversity is indeed a pure source of creativity and innovation. To advocate the fact that ‘diversity should not only be respected but also appreciated’ is a culture that can influence us on a fundamental level. This is indeed crucial for keeping our science, technology and the economy strong and competence in the today’s rapidly developing world.
To our audience: At BAM, we are deeply pushing to welcome people of all backgrounds, genders, sexual orientations, and beliefs. If you also believe in the good values of diversity and want to promote it, come, and join us in this movement! Together, we do better!
What can everyone do to better appreciate and promote the diversity of people in the workplace?
Lucia Casali: Each individual has his/her own dignity and value (as well personal characteristics) regardless (or also as a result of) the cultural background. In the workplace, I think is important to be respectful and caring towards each person, and in my opinion the best way to embrace it is to evaluate the contribution of each individual to the joint and cooperative work regardless of what he/she is.
Ana de Oliveira Guilherme Buzanich: One of the things I enjoy most about working at BAM is to have a diverse and interdisciplinary environment with colleagues from different backgrounds, beliefs, or countries of origin. In my opinion one thing we can do to promote inclusion and avoid prejudices is to be genuinely curious about each other, and keep in mind that our own standards are permutable.
Stimulating curiosity can be simply by initiating conversations regarding each one’s country, social, economic, educational aspects that shaped the person we meet. Once we know more about these aspects, we can easier accept each other. Apart from scientific topics, these are indeed the most frequent topics of conversation I have with my colleagues. And it pleases me that with my colleagues at BAM curiosity is mutual, not just from my side.
In science we are privileged and can be a living example of inclusion and breaking walls of prejudice. This is simply justified by the fact we all have common denominator – science – while each of have represents an individual nominator (1, 2, … n):
Inclusion = (1+2+⋯+n) ÷ Science