Appreciative leadership

As part of their Code of Conduct and ‘Guidelines for Safeguarding Good Research Practice’, the German Research Foundation (DFG) offers information on how to recognize and avoid implicit or unconscious bias in decision-making processes. Such stereotyping and bias effects are mostly automatic or unconscious and can relate to various dimensions such as gender, ethnicity, or religion. Since no one is free of implicit bias, it is vital to be aware of such processes. This is particularly true for science and academia, which are driven by factual evidence. The German Research Foundation provides information on the topic in a 5-minute film "Unbiased Review" as well as studies and recommendations for action.

The GESIS portal offers literature resources that analyse gender inequalities in appointment procedures with regard to the following procedural steps: (a) composition of the appointment committee, (b) performance evaluation of applicants (c) structure of application procedures.

Brochures

• Universität Konstanz. Anti Bias für eine inklusive und geschlechtergerechte Wissenschaftskultur.External link Referat für Gleichstellung, Familienförderung und Diversity
• Université de Lausanne. Recruiting without discrimination. Advice for individuals involved in recruitment procedures for members of faculty.External link Bureau de l'égalité
• Universität Bonn. Handreichung zu Unconscious Bias in Berufungsverfahren.External link Gleichstellungsbüro der Universität Bonn.

Videos for an introduction to the topic

• Understanding Unconscious BiasExternal link | The Royal Society (UK): Im Animationsvideo der UK-Wissenschaftsakademie wird Unconscious Bias grundlegend erläutert. Es beantwortet Fragen zur Entstehung und zum Umgang mit Unconscious Bias in der Wissenschaft.  [2:59 min]
• Check Our Bias to Wreck Our Bias External link | Saleem Reshamwala, The New York Times: Das für einen Emmy Award nominierte Video erläutert, wie Unconscious Bias erhoben werden kann und vermittelt Ansätze, um sich die eigenen Vorurteile bewusst zu machen. [3:00 min]
• Recruitment Bias in Research Institues External link| Centres de Recerca de Catalunya (CERCA): Im Video werden Beispiele aus Berufungskommissionen nachgestellt und es wird beispielhaft aufgezeigt, wie Handlungsalternativen aussehen können, die es ermöglichen, die eigenen Vorurteile kritisch zu hinterfragen. [7:59 min]

Training (German and English)

"Equal Opportunities in Appointment Procedures - An Unconscious Bias Training" External link| TU Berlin and UdK Berlin: The Unconscious Bias Training is aimed at members of appointment committees and focuses on situations in appointment procedures in which bias effects can occur. The focus is on gender bias. The training lasts 40-60 minutes and consists of 9 animated scenes (German and English).

As an educational institution and workplace, Friedrich Schiller University Jena is committed to the principles of equality and diversity as stated in its mission statement and in its constitution. To this end, we work towards eliminating and preventing any form of discrimination against our university members and affiliates.

This online course is offered by the University of Jena and addresses cognitive distortions, also known as unconscious bias. This phenomenon occurs when unconscious stereotypes lead to unfair beliefs about a group of people that may also affect recruitment and appointment decisions.

The course reflects on these stereotypes and unconscious thought patterns. It offers insights on how these unconscious perception patterns may affect recruitment procedures and may have a negative impact on staff selection. Participants will be introduced to specific strategies that help them recognize and prevent cognitive distortions due to unconscious bias.

The course is available on Moodle. Participants can sign up for this course at any time. Learn more about this course and how to sign up by visiting the University’s further training catalogue for leadership and management. Please make sure you register before signing up on Moodle.

In conflict cases, you may contact the Section for Staff Development for advice and support. Any concerns will be treated confidentially. The Section for Staff Development can offer advice on how to manage conflicts and direct you to further university contacts and resources. If you have already exhausted all options for internal conflict resolution, it may be a good idea to get external advisory or mediating services involved. In this case, they will recommend external conflict moderation and mediation services.

Disabilities and chronic illnesses can vary greatly from individual to individual. People may also have very different ways of dealing with their respective disability or illness. Catering to all these individual needs and capacities requires a great deal of expertise. Ensuring fair and adequate access and inclusion for new employees with disabilities and chronic illnesses includes considerations on various levels such as staff selection, working hours and workplace design, onboarding as well as inclusion in the team. The same is true for managing chronic illnesses that might arise during employment and developing a health-conscious leadership style. 

The University’s Representatives for Inclusion and Operational Integration Management (return-to-work), as well as the Addiction Prevention Working Group de offer information, personal advice, and further training for people in leadership positions.

The Section for Staff Development will support you in developing your team by offering team workshops or other supportive measures with internal and external moderators. All these measures aim to improve the way your employees work together as a team to ensure they perform well.

The Section for Staff Development and the Graduate Academy offer regular workshops for (prospective) leaders on discrimination and conflict management in work teams, as well as on developing an appreciative approach to different aspects of diversity. In 2023, workshops include topics such as:

• People Are Diverse - (Re)thinking Team Leadership under Diversity Aspects (So verschieden sind Menschen – Führung von Teams unter Diversitätsaspekten (neu) denken)
• Coaching and Peer Support for International Postdocs at the University of Jena
• That’s Not Fair! Micropolitics and Power Dynamics in Everyday Worklife (Das ist doch nicht fair! Mikropolitik und Macht im beruflichen Alltag)
• ‘If You Continue On This Path...!‘—Non-violent Communication and Appreciative Feedback ("Wenn Sie so weitermachen…!" – gewaltfreie Kommunikation und wertschätzendes Feedback)
• Leadership Competences in Academia and Business (Führungskompetenzen in Wissenschaft und Wirtschaft)
• Active Bystander Training—Against Discrimination, Towards an Open and Diverse University! Active Bystander Training - gegen Diskriminierung, für eine offene und vielseitige Universität! (ONLINE)
• Recognizing and understanding conflicts
• Intercultural competence for university employees

The University Computer Centre works hard to reduce digital barriers and offers advice and support to university staff on general questions and on creating accessibility declarations.