Our Diversity, Equity and Inclusion Journey

FZJ's international character has been part of its identity for decades. International Advisory Services were already available in the 1970s to help researchers coming from abroad with professional and everyday matters. By the 1990s, scientists from more than 30 countries were working at the Center.

At the same time, women remained strongly underrepresented in science. The international character of FZJ therefore developed much earlier than broader diversity and equal opportunity efforts.

In 1988, Prof. Dr. Jacqueline McGlade became the first woman to lead a research group at FZJ. At the time, women were still very rarely represented in scientific positions.

This milestone was followed by further changes, but progress was slow. It was not until 2008 that Prof. Dr. Katrin Amunts became the first woman to head a scientific institute at FZJ.

In 1990, a group of women led by Dr. Sybille Krummacher established an employee network to discuss the experiences of women researchers. The network advocated for greater representation of women in science and for better conditions for working parents. In 1992, it organized a conference for women in natural sciences and technology that brought together more than 300 participants from across Germany.

The network's advocacy contributed to changes within FZJ. In 1993, part-time work was introduced to help attract and retain working mothers. It was later extended to employees of all genders and to people with other caring responsibilities. In the late 1990s, FZJ adopted its first Gender Equality Plan and established the Equal Opportunities Bureau.

In 1999, FZJ received the TOTAL E-QUALITY award in the research sector in recognition of its work on equal opportunities.

Support for employees with caring responsibilities became increasingly embedded in the organization. The Children Office was established in 2000 to help employees find childcare solutions. This was followed by the toddler group “Kleine Füchse” and, in 2003, a dedicated daycare center on the FZJ campus.

Telework was first piloted in 2003 to help employees balance work and private life. It has since evolved into more flexible working arrangements that reflect employees’ different needs. During this period, FZJ also elected its first Equal Opportunities Officer. The FZJ Women's Assemblies were established as a forum for employees to discuss gender-related topics.

Following the introduction of the German General Equal Treatment Act (AGG) in 2006, FZJ established an internal Anti-discrimination Office and strengthened mechanisms for supporting employees affected by discrimination. Social Counseling Services increasingly focused on mental health among employees at all levels.

From 2010, FZJ participated in the “audit berufundfamilie”, which helped further develop policies and infrastructure for employees with caring responsibilities.

In 2013, FZJ introduced gender targets across different areas of the organization. These targets strengthened the focus on increasing the representation of women across the Center and remain an important part of our work today.

In 2017, Diversity and Inclusion became part of the FZJ mission statement, reflecting a broader understanding of diversity beyond gender.

The same year, the kindergarten was expanded to meet growing demand.

The launch of JuDocS in 2019 strengthened support for doctoral researchers scientists.

New employee resource groups, including a network for doctoral researchers and the Rainbow network, created opportunities for exchange, mutual support and community building. In 2020, processes for changing one's name were developed to make self-determination more accessible for transgender and transitioning employees. FZJ representatives also contributed to the development of the Diversity and Inclusion Guidelines of the Helmholtz Association.

In 2021, the Board of Directors launched a project to develop FZJ's first Diversity and Inclusion Action Plan. The process brought together a diverse group of employees and resulted in a framework for strengthening diversity, equity and inclusion across the organization.

Over the following years, the work expanded into new areas of organizational practice. During this period, the importance of diversity-sensitive research also came into focus.

Today our journey continues. Building on what we have learned throughout our history, our approach to diversity, equity and inclusion continues to evolve as the needs of our workforce change.

Diversity, equity and inclusion are not a destination that can be reached once and for all. They are an ongoing responsibility that requires attention, reflection and action. In 2026, we released a new Gender Equality Plan, providing an important framework for this continued work. We are also developing a new diversity, equity and inclusion action plan to guide our work in the years to come.

Looking ahead, we remain committed to learning, listening and taking action to create a workplace where everyone can thrive.