The Equity Strategy: Equal Opportunities - Inclusive, Anti-Discriminatory, Intersectional (EDI)

The University's basic principle is that equal opportunities - regardless of gender, ethnic origin, age, social or religious background, disability, health conditions, or sexual identity - are a human right and an absolute prerequisite for academic freedom, equity in education, and a fair work environment. Diversity enriches both academic and research-supporting work groups, as well as the student body and is therefore welcomed and promoted. In order to achieve this goal, the university has strategically linked priorities: maximizing equal opportunities for all by combating discrimination, and actively facilitating diversity and a culture of inclusivity. The university is both an employer and an educational institution that prepares people to enter the work force. 

The University of Tübingen's strategy pursues a structural approach. It is about recognizing and acknowledging mechanisms of exclusion and structural disadvantages, while taking measures to reduce and counteract them with a culture and the implementation of structural change policies. Where possible, shortcomings of equity goals  must be identified through regular data analyses. Equal opportunity goals are then formulated and integrated into management tools and quality management processes.
 

In the University's mission statement, three goals are codified:

1. A university culture based on diversity and equal opportunities is to be developed further,
2. Remaining disadvantages for women and other groups at risk of discrimination or underrepresention in academic studies, research, and teaching are to be eliminated,
3. Working conditions and learning environments should be created in such as way as to allow all students, employees, and academics to pursue their goals in the university context. This includes the reconciliation of private and public responsibilities.

In order to use already existing synergies to achieve these goals, the topics of gender, diversity, and care are not considered separately. Rather, commonalities and possible dissonances are identified. Above all, these objectives are pursued intersectionally: sex and gender in particular are interwoven with all other characteristics of diversity - diverse factors do not add up, but give rise to specific forms of intersecting, cumulative discrimination factors which influence lived experiences negatively.