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.
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
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:
Geschlechtergerechte Sprache an der Charité (Charité, German)
Geschlechtergerecht in Sprache und Bild (FU Berlin, German)
Sprache ist vielfältig – Leitfaden der HU für geschlechtergerechte Sprache (HU Berlin, German)
Geschlechtersensible Sprache – ein Leitfaden (TU Berlin, German)
Inclusive event planning
Attendance at scientific conferences and meetings is crucial to career advancement, yet intentionally or not, some members of the community are not included or feel unwelcome. In addition, insufficient childcare options create barriers to attendance that disadvantage parents and especially women.
The following resources can help plan your next scientific event with greater inclusion in mind:
Databases can facilitate the search for qualified female 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 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 scientists *:
ALBA Network (neuroscience)
Women in Neuroscience Repository (neuroscience)
Request a woman in STEMM (STEMM fields)
/ femconsult (all academic fields)
AcademiaNet (all academic 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:
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
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.
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.