As part of the federal and state programme for female professors, an equal opportunities concept was drawn up for Paderborn University for the first time in 2008. In order to continue along this successful path, Paderborn University will continue the gender equality strategy of recent years. The university management has therefore decided to continue the gender equality concept beyond 2013 until 2018.

In 2009, the University received the Gender Prize of the state of North Rhine-Westphalia for the best gender equality concept.

Further information on the equality concepts

In order to work towards the actual implementation of equal rights for women and men in all status and employee groups, to reduce structural disadvantages and to utilise the existing potential for research and teaching equally, a framework plan for gender equality at Paderborn University is adopted with a validity period of three years. On the basis of the framework plan, the faculties, the central institutions and the administration of Paderborn University draw up specific equality plans (formerly: women's promotion plans) for the respective fields with concrete targets and timelines as well as measures to increase the proportion of women.

Further information on the equality plans

On 12 June 2019, the Presidential Board of Paderborn University decided to use the gender star for gender-sensitive language in all public documents of Paderborn University until further notice (adoption of a legal basis at state or federal level).

Further information on gender-sensitive language can be found here.

In March 2009, Paderborn University wrote and submitted a statement on the implementation of the DFG's "Research-Oriented Standards on Gender Equality and Diversity". In this statement, Paderborn University reports on existing measures to implement equal opportunities in research and sets out further future measures, particularly with regard to the promotion of young female academics. In 2010, Paderborn University's equal opportunities concept was unanimously categorised by the DFG as "exemplary" at the highest implementation level, stage 4. In 2011, the interim report and in 2013 the final report of Paderborn University on the implementation of the "Research-Oriented Standards on Gender Equality and Diversity" were also classified by the DFG in the highest evaluation level.

Further information on the research-oriented equality and diversity standards

In order to increase the proportion of women in academia at Paderborn University, the measures "Institution of a 0.5 WiMi position/staffing pool for female graduates" (funding line 1), "Support for female habilitation candidates and junior professors through WHK funds" (funding line 2) and "Incentive system to increase the proportion of women in professorships" (funding line 3) were newly established or stabilised in the 2008-2013 gender equality concept.

Further information on funding within the framework of the equal opportunities concept

The Presidential Board of Paderborn University has concluded target agreements on gender equality with the five faculties for the period from 2014 to 2017. The target agreements are intended to serve both as an incentive system for increasing the proportion of women and for quality assurance.

Further information on the target agreements to increase the proportion of women in academia