SDG 10 aims to reduce inequality within and among countries. This not only involves ensuring enhanced representation and voice for developing countries, but also empowering and promoting the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status, including by eliminating discriminatory laws, policies, and practices and promoting appropriate legislation, policies, and action in this regard.

Overview, targets and indicators of SDG 10

Forschungszentrum Jülich is helping to realize SDG 10 by implementing measures and conditions that enable employees to develop to their full potential, regardless of their individual conditions or background.

With more than 7,000 employees, Forschungszentrum Jülich is extremely diverse. Excellent research requires a climate of mutual respect and collegiality, where people are willing to reflect on their own behaviour and to learn from others.

In 2021, the Board of Directors launched a project to develop and implement the first diversity and inclusion strategy at Forschungszentrum Jülich. Measures for diversity and inclusion were developed with the involvement of numerous employees with different functions, backgrounds, and experience, as a direct result of this project.

The D&I Action Plan 2022–2025 comprises five priorities, each with their own goals and commitments:

1. Tackling discrimination
2. Fostering a culture of belonging
3. Improving the inclusivity of internal processes
4. Making our commitment to diversity and inclusion visible
5. Promoting inclusive leadership styles

By signing the Charta der Vielfalt (charter of diversity) in 2021, Forschungszentrum Jülich additionally joined a network of German organizations committed to the promotion of diversity, equal opportunities, and inclusion.

“Diversity is essential to the success of Forschungszentrum Jülich. Socially relevant research and innovation can only flourish if different perspectives are incorporated. We need creative people from different backgrounds and with different life experiences to put their heads together and break new ground. Our task is to develop strategic measures and appropriate structures to provide all employees with the space they need to develop to their full potential,” says Dr. Katrin Schaumburg, contact for the D&I Action Plan and diversity and inclusion manager at Support for Early-Career Scientists (W).

Project Information

Further information

Download

Diversity and Inclusion Action Plan (2022–2025)

The Diversity and Inclusion Action Plan collates goals and commitments in five priorities for the creation of a more diverse and inclusive organization.

Jülich Blogs

Impact and Change

Corporate Development blogs on the topics of innovation, diversity, and internationalization as well as talent management. It also offers readers from other institutions – in Germany and around the world – insights into the joint research being conducted on the Jülich campus.

Division

Support for Early-Career Scientists (W)

W is working towards creating an environment characterized by equal opportunities. In its funding programmes and recruitment practices, it accounts for D&I in all of its selection and recruitment processes and has implemented an unprejudiced funding and nomination practice.