Gender Equality at the University of Mannheim – Facts and Figures
Nationwide, we can observe a progressive “evaporation” or disappearance of highly qualified female researchers as they advance in their academic careers. The so-called “leaky pipeline” phenomenon also exists at the University of Mannheim. While the proportion of female scientists among postdocs is still a strong 50,6 %, it drops to 32,2 % among junior professors and even to 22,8 % among professors (as of December 1, 2024). This should change. Measures and objectives for the current planning period can be found in the equal opportunity strategy of the University of Mannheim.
Women's share of doctorates
Percentages of women completing doctorates by faculty/ department. Totals for 2023/ 2024: N=99 (overall university), N=11 (law), N=5 (economics) N=36 (business administration), N=28 (social sciences), N=9 (faculty of philosophy), N=10 (business informatics and mathematics). Proportion of women among postdocs
Proportion of women among scientific staff with Ph. Number of doctoral employees (postdocs) excl. W1, 2018–2024, total number in 2024 (FTE): 89,7. Women's share of junior professorships
Proportion of female professors in W1 professorships 2018–2024, total 2024 (FTE): 37,3. Women's share of W3 professorships
Proportion of female professors in permanent W3 professorships 2018–2024, total 2024 (FTE): 149.
Gender equality and diversity in research
Equality and diversity play a major role in research and teaching in Mannheim. For example, the Mannheim Center for European Social Research (MZES) devotes one of its research foci to the question of how life courses and social inequalities can be influenced by changes in education systems, labor markets, and other social conditions. In the SFB/
State of research with respect to equality-related topics in appointment procedures
The appointment guide and its fact sheets – prepared by the central equal opportunity officer – take into account the current state of research on topics of equality and diversity. This counteracts the “leaky pipeline” in appointment procedures. For further information, please see empirical evidence.
Contact
Sabine Kußmaul, M.A. (she/her)
Department of Equal Opportunity and Diversity
B 6, 30–32 – Room 020
68159 Mannheim