Why increase diversity?
Anything else is not fair! But except for that: Diversity improves teamwork, increases satisfaction & reduces fluctuation, creativity and innovation are enhanced and companies expand their resources, because they gather a broader range of knowledge, skills and new perspectives. Thus it is not surprising that studies show a strong correlation that companies with a high level of cultural diversity achieve higher turnover and profits. Furthermore, companies with a healthy balance of women and men are more likely to outperform their competitors.
How to increase diversity?
Giving everyone the same not considering their differences is treating everyone equally, but it is not creating an equality in opportunities. Instead it is important to acknowledge the different circumstances of each person and allocating the exact resources needed to reach the best outcome for everyone. That means, treating everyone equitably by making diversity visible and creating structures that are as barrier-free and transparent as possible.
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Together we achieve:
- Sense of Unity and Belonging: Practicing appreciation and recognition, always being supportive and respectful.
- Communication: Creating transparency through top-down and bottom-up communication.
- Fairness: Valuing someone's work by its own merit regardless of the person is the basis for good scientific interaction.
- Creativity and Innovation: This drives diversity and diversity encourages innovation and creativity in return.
- Diversity and Inclusion: Educating oneself about the different ways discrimination manifests and working to combat them.
- Teamwork and Collaboration: Remembering that we are better together and incorporating that into one's work.
- Flexibility in the Workplace: Considering that someone might be in a different situation in life and adjusting for that can make a huge difference.
- Awareness for Health Issues: Looking out for each other. Especially mental health issues are still often tabooed, but they are very real.
- Transcending Language Barriers: Using English as the common scientific language, minding phrasing and using gender-neutral terminology.
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Some numbers about PhoenixD:
![In 2022, PhoenixD has a female share of 19% compared to a male share of 81%, 0% are divers.]()
![In 2022, PhoenixD has a female share of 19% compared to a male share of 81%, 0% are divers.]()
![In 2022, PhoenixD has a female share of 19% compared to a male share of 81%, 0% are divers.]()
Gender proportions in PhoenixD members in 2022 ![Of 145 members, 34% belong to the status group of doctoral students, 20% to the status group of post-docs, 27% to the status group of professors and 19% categorise themselves as other academic staff.]()
![Of 145 members, 34% belong to the status group of doctoral students, 20% to the status group of post-docs, 27% to the status group of professors and 19% categorise themselves as other academic staff.]()
![Of 145 members, 34% belong to the status group of doctoral students, 20% to the status group of post-docs, 27% to the status group of professors and 19% categorise themselves as other academic staff.]()
Proportion of PhoenixD members in the respective status groups in 2022 ![In 2022, PhoenixD has 10% international members and 90% German members.]()
![In 2022, PhoenixD has 10% international members and 90% German members.]()
![In 2022, PhoenixD has 10% international members and 90% German members.]()
Share of German and international PhoenixD members in 2022
Coordination
30167 Hannover
