The data described in this post were collected and analyzed as part of the project „Developing and implementing a D&I strategy for FZJ“

In the last post, we described  how qualitative interviews were collected to better identify some of the Center´s strengths and weaknesses regarding D&I. . In addition to the personal experiences of members of marginalized groups, through the project we also focused on assessing FZJ ability to integrate diversity and inclusion perspectives into its main functions. Today, we would like to talk in more detail about the Diversity & Inclusion Audit that was run during the first stage of our project.

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The data described in this post were collected and analyzed as part of the project „Developing and implementing a D&I strategy for FZJ“

After the Diversity & Inclusion project was given the green light by the Board of Directors in August 2020, the first goal of the firstProject Board meeting in January 2021 was conducting a comprehensive assessment of the status quo at FZJ as it concerns diversity and inclusion.

In order to obtain a detailed picture of the current D&I capabilities of FZJ, various tools were employed.. For example, an employee survey was conducted to obtain quantitative information on employees experiences and perceptions of the research center work environment. Further, semi-structured interviews were collected to better understand under-represented employees experiences at the Center. The main question we wanted to answer through qualitative interviews was, “How do underrepresented and minority employees experience their work life at FZJ?”

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