Your Application to Forschungszentrum Jülich

Facts and figures | Job advertisements | Selection process | Overview of the application process | Unconscious bias & gender equity | Further measures and support

We attach great importance to a fair and transparent application process. We are aware that women often face particular challenges in their professional lives - whether due to unconscious bias, the compatibility of career and care work or structural barriers. We therefore take targeted measures to actively promote equal opportunities in the application process.

Facts and figures

Statistics on applications from 2024 show that although only 34 % of applications were from women, women made up 54 % of those applicants who were invited to interviews. Women also make up a disproportionately high share of new recruits, accounting for 41% of new employees.

These figures show how women are not discriminated against in our application process. On the contrary, as a woman, you have a good chance of being invited to interview and ultimately being recruited at Forschungszentrum Jülich.

Gender equality and gender diversity are integral parts of Forschungszentrum Jülich’s values and objectives. The Gender Equality Plan contains further information on the measures taken in the area of recruitment and on achieving gender balance in leadership positions.

Job advertisements

Job requirements: Studies show that women are more likely to apply for a job only if they meet almost all of the requirements. This is why we would particularly encourage women applicants to apply for a position if the job description appeals to them, even if they do not meet 100 % of the requirements.

Wording: Our gender-neutral job advertisements are reviewed and revised by our recruiting team before publication to ensure that the wording used is appropriate and appeals to women in particular.

Diversity statement: “We welcome applications from people with diverse backgrounds, e.g. in terms of age, gender, disability, sexual orientation / identity, and social, ethnic and religious origin. A diverse and inclusive working environment with equal opportunities in which everyone can realize their potential is important to us.” You will find this diversity statement in all our job advertisements – we aim to continuously promote diversity among our employees!

Selection process

Overview of the application process

The selection process may include a short video interview as part of a pre-selection round and will always consist of an in-depth interview (virtual or on site).

Interviews at Forschungszentrum Jülich are conducted on an equal footing and are intended to help both sides reach a decision.

• We want to get to know you and ask you about your career, expertise, and soft skills. The selection process may also include a practical task or presentation. You will receive more detailed information during the process.

• You will also have the opportunity to ask your own questions and find out more about the advertised position and the department. In the case of scientific positions, there is often also the opportunity to visit the laboratories on site following the interview.

Unconscious bias & gender equity

Unconscious thought patterns, especially with regard to gender roles, can also influence application decisions without people realizing this. To counteract this issue, we offer unconscious bias training for all employees involved in the application process and raise awareness of this issue in the selection processes.

Your application will be reviewed by the relevant departmental managers. During the application process, we use standardised interview guidelines to ensure a fair process for all participants. With regard to gender fairness, the interview is evaluated using an evaluation matrix with standardised criteria for all applicants.

Would you like to find out more about the application process? Then take a look at the following links:

• FAQs on the application process
• Virtual Career Talk

Further measures and support