idw – Informationsdienst Wissenschaft
Nachrichten, Termine, Experten
Nachrichten, Termine, Experten
idw - Informationsdienst
Wissenschaft
The Leibniz Institute for Catalysis in Rostock, LIKAT, has earned the Total E-Quality (TEQ) designation for the sixth consecutive year. By awarding this TEQ certificate, the nationwide initiative of the same name certifies the institute’s successful and sustained commitment to equal opportunity and diversity. According to the jury’s statement, LIKAT pursues a strategy “that effectively meets the Total E-Quality standards across various areas of action.” The designation is valid for the years 2026 through 2028.
LIKAT has been applying for the TEQ designation regularly since 2011 and has once again impressed the jury with its organizational culture, which, in the words of Equal Opportunity Officer Dr. Martha Höhne, offers all talented individuals opportunities for entry and advancement regardless of gender, background, age, or physical disability. The goals and measures enshrined in the institute’s bylaws, equality plan, and budget also enable institute members to achieve a fundamental balance between their professional careers and caregiving responsibilities.
First Female Institute Leadership
Among the many measures, the jury highlighted in its statement the rotation model for LIKAT’s scientific leadership. It enables equal access to key leadership roles, “increases the visibility of women in leadership positions,” and “breaks down structural barriers to access.” In fact, since May, LIKAT has been led for the first time by two female directors—one for the scientific division and one for the administrative division. The LIKAT Executive Board has also been expanded to include a female professor, meaning that two-thirds of this governing body is now composed of women.
“Equal opportunity and gender equality are not a given,” emphasizes Dr. Höhne. “They remain a challenge for us.” For example, women make up about 40 percent of the institute’s staff. “But at the middle management level—such as in department leaders—they account for no more than 15 percent.”
Cascade Model and Dual-Carrier Approach
This proportion is set to increase significantly by 2030. To achieve this, LIKAT is utilizing the so-called cascade model, which has proven particularly effective in the academic sector. Dr. Höhne: “We use this model to set flexible, realistic target quotas for women in leadership positions, basing them on the proportion of women at the career level immediately below.”
The jury’s statement also highlights the LIKAT Community Fund for employees on fixed-term contracts, which is firmly anchored in the gender equality plan. As Martha Höhne emphasizes, fixed-term contracts are common in academia, and due to pregnancy, parental leave, or caregiving, deadlines for doctoral dissertations, for example, can easily be missed. In these cases and in situations of particular social hardship, LIKAT provides financial support. The jury also highlights the Executive Board consultation hours and an anonymous “suggestion box” among the measures. Both promote a prejudice-free and respectful institutional climate.
LIKAT also offers so-called “dual-career” programs, primarily for internationally sought-after researchers. These programs are designed to enable their partners to launch their careers at the institute as well. In this way, LIKAT has already become a professional home for numerous couples.
Dr. Martha Höhne
martha.hoehne@catalysis.de
Gender equality efforts at LIKAT are led by a five-member team of women from research, the laborator ...
Copyright: LIKAT
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