Place to Be: Diversity Fund & Re-entry Positions

  Copyright: Peter Winandy


Katrin Feldmann


Katrin Feldmann


+49 241 80 90554



It is RWTH’s objective to be a Place to Be – a place where research and teaching support academics in all fields to exploit their full potential. Place to Be is based on the measure “Mobilizing People” from the Institutional Strategy I. In this context the administrative department IGAD was founded in 2007 . More information about Place to Be Excellence can be found here in German and English.

Diversity Fund: Doctorate Positions for Diverse Graduates

It is RWTH’s objective to foster its employees’ diversity on all levels. Special measures to achieve this are the doctoral positions based on the Diversity Fund. These are part-time TV-L 13 positions for three years. Six positions for graduates are allocated during each of the three application rounds. Candidates must have met one of the following eligibility criteria to apply:

  • be either severely disabled according to SGB IX (with a degree of severe disability of 50 or more) or persons of equal status according to § 2 section 3 SGB IX, particularly a speech or hearing impediment or
  • have non-academic parents or
  • have non-academic parents and be so-called Bildungsinländer with migration background (typically with a German university entrance qualification, i.e. a German Abiturzeugnis)

18 part-time TV-L 13 positions for three years were allocated during three application rounds. The IGaD co-ordinated the application and allocation process on the basis of scientific opinions, a review panel’s report and vote and the decision of the Rectorate.

Re-entry Positions für Junior Scientists After Parental Leave Have Successfully Ended

Balancing family and work poses a great challenge to junior scientists. A helpful tool was created within the Institutional Strategy II to support them with including both their career and children in their life plans: the so-called re-entry positions offer junior scientists with a doctorate a one-year contract renewal when returning to work after parental leave. Thus, an incentive is given to return to work soon and continue one’s scientific career. After a junior scientist returns, the institutes receive funding for 50 percent of the personnel costs of the scientists who have returned.

20 young scientists - including 18 women and two men - are using this instrument during the second Excellence phase from 2013 to 2017.

The funding of Re-entry positions is prolonged within the frame of the bridge financing from November 2017 till December 2018. From now on, applications can be submitted again. IGaD coordinates the successful application and grant procedure.


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