Working towards equity and diversity in a human rights research setting
The Cluster of Excellence “Transforming Human Rights” seeks to revisit the potential of human rights as a framework for addressing fundamental changes that shape our times. It was clear from the onset that such an endeavor would not only require elaborated, interdisciplinary research but also a management approach living up to standards of equality and anti-discrimination.
In line with our research focus, we pursue a human rights-based approach to equity and diversity (EDi). We view EDi measures as necessary means for realizing entitlements, and as responses to structural marginalization and discrimination. We are dedicated to realizing the corresponding measures not as mere tick box items or charitable add-ons but as an approach to creating a work and research environment of (more) equal opportunities and conditions.
Our understanding of Equity and Diversity (EDi)
Equity and diversity are two components needed to reach one goal: to foster a research environment in which people contributing diverse perspectives can thrive. Equity measures are supposed to counter structural and systemic barriers to ensure that all persons involved in the Cluster will have equal opportunities, while diversity is to be understood as the presence of different perspectives within the “Transforming Human Rights” environment.
Aspects of diversity that are oftentimes connected to structural disadvantage and discrimination include, among others, gender, race, (dis)ability, age, religion, care responsibilities, language, sexual identity, socio-economic background, looks, and nationality. While German anti-discrimination law recognizes only some of these aspects, “Transforming Human Rights”, like many other institutions, chooses to take a wider and strongly intersectional approach recognizing social science research findings and lived realities.
Aiming at countering systematic disadvantage includes taking into account that people face different types of challenges, starting points, and structural barriers including those often unseen. “Transforming Human Rights” understands EDi measures as a much-needed response to structural marginalization.
Building on this general understanding, we also aim at looking into challenges to equity and diversity particularly present in academia, be it connected to representation or the underrepresentation of different groups or to conditions in the work environment. We are aware that we will all be working within an academic environment with established processes and structures. Wherever possible, we will, as a team, try to challenge and address aspects we consider problematic.
Considering societal realities and structural challenges, we view equity as a goal we seek to get as close to as possible. It takes targeted action, clear procedures, monitoring, and continuous reflection to truly realize a diversity-sensitive working culture. While the Cluster is well-positioned to promote a culture of diversity and respect, we are cognizant that we must build adequate institutional structures and be ready to challenge unconscious biases.
Approach
“Transforming Human Rights” implements EDi measures on three levels: management and recruitment, work environment, and research.
Measures concerning the management and recruitment level include a reflection of leadership and other roles within the Cluster’s structures, a formalized recruitment process based on EDi considerations, and trainings e.g. on anti-bias or diversity-sensitive leadership.
We aim at creating and sustaining an appreciative and respectful working and research climate for everyone involved. This requires a culture of reflection and attention. We organize trainings to foster awareness of and sensitivity for various aspects of diversity and discrimination. Other measures include, for example, implementing inclusive communication and taking into account different aspects of accessibility and inclusion at events and at our workplaces.
Equity and diversity considerations are not only relevant in terms of who conducts research but also in terms of the research question itself. Therefore, we require researchers to explain how EDi considerations will be taken into account in their projects and events. As English is our working language and most of us are none-native-speakers, we offer editing and translation support, particularly to early-career researchers.
Academic Accelerator Program
Our Academic Accelerator Program is an exclusive opportunity for researchers at our international partner institutions. Institutions can nominate talented doctoral researchers from structurally disadvantaged groups for a one-year position at the Cluster of Excellence. To ensure long-term stability and prevent academic precarity or brain drain, selected candidates integrate into the Cluster’s Doctoral Program while remaining fully enrolled at their home institutions, guaranteeing a seamless return to their original programs once their year at the Cluster concludes.