Innovative science depends on a diversity of viewpoints, yet a number of groups are underrepresented in STEM fields based on factors including (but not limited to) gender, sexual orientation, race, religion, disability, and age.

In line with the Diversity Mission Statement of the Charité, NeuroCure is committed to working towards greater diversity, equity and inclusion in science. Below are some resources to help us create more inclusive, fair, and safe working environments for all.

We aim to continually improve our understanding of these issues. Please feel welcome to contact us with comments, questions, and suggestions.

Support for LGBTQ+ and gender diversity

A diverse research community thrives on the contributions of LGBTQ+ scientists. Through cooperations with local initiatives and activities, we hope to raise the visibility and representation of LGBTQ+ individuals in STEM fields. Below are some initiatives we support:

LGBTQ+ STEM Berlin - network and events

(Gender) Identity and Facilitating Change in Academia in "Science with Milk, No Sugar", a podcast moderated by Franziska Sattler 

Soapbox Science + LGBTQ+ STEM Berlin @ Berlin Science Week ⁞ November 6, 2021


Databases of women and other underrepresented scientists

Databases can facilitate the search for qualified female and other underrepresented researchers for:

  • candidates for professorships and other open positions (active recruitment)
  • speakers for seminar series or scientific events
  • experts for advisory panels, editorial boards, commissions, committees
  • interview partners for the media
  • mentors… and more

If you are a female or underrepresented scientist, you can boost your visibility to potential employers by adding your profile to databases - and encourage your colleagues to do the same.


Databases of female and underrepresented scientists *:

AcademiaNet (all academic fields)

ALBA Network (neuroscience)

anneslist (neuroscience)

Black In Neuro (neuroscience)

/ femconsult (all academic fields)

NEURONEXXT (neuroscience)

gage - 500 Women Scientists (STEMM fields)

Women in Neuroscience Repository (neuroscience)

500 Queer Scientists (all STEM fields)


* This list is growing. Please let us know of other databases you hear about.


The following local networks offer practical support for a diverse working community at the Charité:

Office of Women’s Affairs and Equal Opportunities

Bureau of Family Affairs

Diversity Network

QueerNetzwerk (German)


People with Disabilities (German)


For current information on job openings and training opportunities:

Wimi-frauen - Mailing list for female scientists at the Charité

Neuro-postdocs – Mailing list for all postdocs from all NeuroCure partner institutions


For information on promoting gender equality and family friendliness in research alliances:

METIS Newsletter of the HU Berlin 

Media Library

Podcast: Science with Milk, No Sugar: The faces behind research with Franziska Sattler


Kim Mason discusses inclusion & diversity with Women Techmakers Nürnberg


Kim Mason discusses unconscious bias with the MPI PostdocNet

The "Action Potentials" Series -
Actions researchers can take to support equity, diversity and inclusion (EDI) in STEM

Gender inequity and insufficient diversity in STEM are stubborn problems with multiple causes spanning the entire career. While institutional solutions are crucial, there is also potential for individuals to take action within their own sphere of influence.

The “Action Potentials” series aims to empower neuroscientists with easy-to-implement tools to take action in areas where EDI-relevant problems are known to occur. This evolving list of recommendations addresses areas that researchers themselves can impact directly, namely, interactions with team members and the research itself.


Action Potential #1 - Gender bias in letters of recommendation

Research has shown that letters of recommendation for women are on average shorter, contain fainter praise, more doubt-raisers, and more “grindstone” adjectives (e.g. hard-working). Doubt-raisers, in turn, have been found to influence how applicants are evaluated. The resources below can help you ensure the letters you write reflect your intentions and reduce unintentional gender bias.

Action Potential #1

Action Potential #2 - Unconscious Bias
Unconscious bias is a preference for or prejudice against a thing, person, or group, often based on stereotypes shaped by our background, culture, and personal experiences. Unconscious bias can negatively impact the workplace experience and career advancement of women and other underrepresented groups as well as the diversity of organizations. Below are some tools to help individuals recognize and address unconscious bias.


Action Potential #3 - Sex and Gender in Research
Integrating sex and gender analysis into basic and clinical research strengthens not only individual projects, but also the translational pipeline, and ultimately the value of science to the public. Taking this dimension into account is also increasingly required by funding agencies and publishers. View the resources below on ways to integrate this dimension into your research. 
Action Potential #4 - Inclusive Language
The way we use language can reinforce or counteract stereotypes about which groups of people are best suited to a given field. The resources below can support a more inclusive use of language for science and academia.