Visual Diversity: A central goal of the project is to revise the visual language — especially on our website. We want to make the AWI's diversity more visible to the outside world. Representation and breaking down stereotypes are key concerns for us.

In concrete terms, this means:

• Diverse groups of people should be represented equally and on an equal footing.
• Opportunities for identification and affiliation should be strengthened.
• Real, diversity-sensitive settings should be made visible.

Addressing Target Groups Directly: We want to address specific target groups directly and in a targeted manner. In addition to the further development of a diversity-sensitive visual language, we're opening up new channels and networks. Key measures include revising job advertisements and interview guidelines.

Support for Selection Committees: The project supports selection committees with specific guidelines, concepts, training, and process support to ensure a fair, diversity-sensitive, and optimal selection process.

Optimisation of the Application Process for International Students: In collaboration with the International Office, we're improving the application and recruitment process for international applicants, including pre- and onboarding processes. We aim to close existing gaps and further develop communication to make it easier for international employees to get started and settle in at y and in Germany.

Expanding Knowledge and Data on Diversity: Another goal is to expand our internal knowledge about diversity. This is being done through a quantitative survey as well as workshops and individual interviews. In the long term, diversity monitoring will be established to continuously measure our progress.

The Data Centre as a Pilot Project: Our data centre serves as a pilot project for selected measures and objectives. We're working together to improve our internal and external image, clarify our areas of activity, and increase our visibility in specific target groups and networks. A particularly important focus is attracting more women and non-binary people to STEM careers and raising awareness of neurodivergence. Specific measures include participation in the "TandemPower" project and needs-based training for employees at the data centre.

Our Goal: We're convinced that diversity in the workplace isn't only a social responsibility but also a source of progress and success. Together, we want to shape the y as a place where all people can contribute and develop equally, regardless of their background, identity, or personal characteristics.