Diversity strategy

On this page, we introduce our diversity strategy and our understanding of diversity. We also present comments and progress reports on the subject of diversity at the University of Tübingen.

Diversity strategy

The University of Tübingen has developed its diversity strategy in a university-wide participatory process. The diversity concept adopted in 2025 is available for download in English and German.

Diversity concept English
Diversity concept German

The University of Tübingen understands the development of a diversity strategy as an ongoing process and is therefore constantly refining it.

Diversity strategy 2025 to 2028: Priority measures

Updated anti-discrimination guidelines: procedures, contact points, digitally supported complaints management
Integrating diversity into hiring procedures
For the faculties: funding for diversity activities
Focus on support for first-generation students and accessibility issues
Gathering anonymized, voluntary survey data to aid future strategizing

How we understand diversity

Our understanding of diversity is based on the principles of equal opportunities and equity. Ensuring fair and equal chances for all members (or prospective members) of the university. We are raising awareness to create equal and fair opportunities for everyone as well as reduce prejudices and barriers.
Our understanding of diversity is based on a culture of respectful inclusivity that ensures a sense of belonging to every member of the university. We offer a cultural environment in which everyone feels welcome, accepted, and valued.
Our understanding of diversity is intersectional. While every area has its own focus, diversity, internationalization and gender equality are strongly intertwined.
We see diversity as a concept that is both resource oriented and value based. Resource oriented means diversity as a source of creativity, innovation and quality. Value based means equal opportunities, tolerance, antidiscrimination and openness as guiding principles of our university.

Comments

Prof. Dr. Monique Scheer

Vice-President for International Affairs and Diversity

A sensitivity to difference is important at all levels of the faculties and administration at a globally active and sociopolitically advanced university, both for the international exchange of ideas and in everyday life at Tübingen.

Diversity policy in higher education is a task that touches on two areas: excellence and equity. Equity as a value in itself also accommodates excellence, because excellent academia needs the most talented and capable students and staff - completely independent of social or national origin, of gender or physical limitation.

This requires awareness of differences and open discussion of their implications - both of discrimination and privilege. We are about raising awareness and sensitivity to diversity and removing structural barriers through action - from unconscious assumptions about people to stairwells without elevators.

Diversity policy is a cross-sectional task. We always consider and address diversity, equal opportunities, and inclusion in strategic considerations in all areas and in the University's mission statement.

Prof. Dr. Karin Amos

Vice President for Students, Academic Affairs

Diversity, lived diversity, is a factor in creativity, because it brings together different perspectives, experiences of the world and approaches; in relation to teaching and learning, this tends to be productive and necessary ‘irritations’ that in turn are really important aspects of the educational experience: expanding horizons, transformative experiencs.

Prof. Dr. Ingrid Hotz-Davies

Director of the Center for Gender and Diversity Research

The university is a place of research and teaching and as such a place of intensive communication. It lives on the diversity and variety of voices that meet there: without this diversity there can be no living university. It is in the university’s own interest to ensure that the diversity of society has equal access to the university and can realize its full potential at and in it.

Lukas Häberle

Student member of the steering group for the first auditing phase

A sensitivity for diversity is important, as the university has to be a safe space in which everyone can realize their potential without fear, marginalization or disadvantage. Only if we jointly accept and support individual identities and personalities can our society profit from the many-faceted resources and potential that people offer.

Experiences

In the first phase of the “Vielfalt gestalten” diversity audit, 2015 to 2016, we interviewed people who were associated with the University of Tübingen – either as staff, students or alumni. Their stories show how different lives, studies and careers, and the experiences they give rise to, can be. At the same time, they make it clear that heterogeneity enriches our everyday lives and our potency at the university.
Please note that these interviews are only available in German.

Graduate
After secondary school it was clear to me that I had to earn money first of all.

Dr. Üner Kolukisaoglu
A little bit of the atmosphere of the bazaar would do German universities good.

Student
With my child I often feel like an alien at the university.

Simone Trägner-Uygun
I often felt that I would have to do everything better.

Would you like to tell us your story? We’d love to hear from you. Just send it in by e-mail to the Diversity Office. We will read what you have to say, redact it where necessary and only put it online with your consent. It’s also possible to publish your contribution anonymously.

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