The Autumn Academy at the

1. The AutumnAcademy atthe University of Duisburg-EssenStefanie Richter M.A.Centre for Higher Education and Quality Development 6th European Conference on Gender Equality in Higher Education Stockholm, 7th August 2009

2. 1. The Autumn Academy a. Context of Origin b. Scientific Career Data The Autumn Academy: an Example for the Implementation of Gender and Diversity a. The Diversity of the Program: Gender Issue Internationalisation/Intercultural Issue Networking b. The Diversity of the Program: PhD Phases Fields of Research 3. Conclusion Structure

3. Law Aspects of theScientific Career Voice- and PublicSpeaking Training Disputation/Viva Voce Theme Finding and Structuring Financing/Scholarship Team- und Project Management Writing Labs The Publication Quantitative and Qualitative Methods English for Presentations and Conferences Research Funding following the PhD Introduction to the Academic Culture How to overcome Obstacles and Crises Time Management Career in Science and Economy Writing the Proposal Selection of Topics at the Autumn Academy The Autumn Academy for Postgraduates 22. – 25. September 2009 Phase of Orientation Phase of Performing Phase of Completion Networking, Information & Individual Advice

4. Context of Origin: Institutional Integration – Structure of Organisation Research & Education Evaluation & Quality Development E-Learning Didactics in Higher Education Women‘s Advancement & Gender Mainstreaming Gender & Diversity Career Development Centrefor Higher Education and Quality Development

5. Context of Origin: Programs for Women‘s Advancement Seminars/Workshops/Networking Since 2002 the University of Duisburg-Essen supports the female scientific rising generation with several specific programs. Mentoring-Programs Advisory/Coaching

6. Data on Scientific Careers: Femaleand Male Participation in the Academic QualificationCourse, 2007 http://www.cews.org/statistik/ueberblick.php?aid=10&cid=5 [Stand: 05.05.2009]

7. Students: 50% First-year students: 52% Graduates: 53% Postgraduates: 39% (without the medical faculty 30%) Habilitations: 30% Data on Scientific Careers: FemaleParticipation in the Academic QualificationCourseatthe University of Duisburg-Essen, Winterterm 2008/2009

8. Data on Scientific Careers: FemaleParticipation in PhDs in the different Fields of Research, University of Duisburg-Essen 2008

9. The AutumnAcademy: The Diversity ofthe Program • Main targets that are focused on by the concept of the Autumn Academy: • Gender Issue • Internationalisation/Intercultural Issue • Networking • The heterogenity of the group of postgraduates is taken into account with a differentiation between: • Phases of the PhD process • Fields of research

10. The AutumnAcademy: The Diversity ofthe Program • Differentiation in PhD phases • Phase of orientation • Theme finding and structuring • Writing the proposal • Decision finding • Phase of performing • Time management and working organisation • Law aspects of the scientific career • Writing labs/Writing coaching • Phase of closing/completion • „What comes after the PhD? Career Development in Science and Economy“ • Disputation/Viva Voce

11. The AutumnAcademy: The Diversity ofthe Program • Differentiation in fields of research • Offers for postgraduates of mathematics, infomation science, natural and technical sciences • „Tools for Project Management“ • Presentation techniques • Academic writing • Offers for postgraduates of the arts and social sciences • The publication • „Quantitative empirical Projects of Reserach“

12. The Autumn Academy: The Diversity of the Program • Gender Issue • Special options for female postgraduates • Voice- and public speaking-training • Self-assertion training • Women and leadership • Female career idols • Kick-off presentation („Between Science and Economy – Career in Natural and Technical Sciences“) • Trainees • Work-Life-Balance • „Academical Career and Work-Life-Balance“ • „Children + Career = Crisis????“ • Quota arrangement (genderorientated support in fields of research where either female or male graduates are underrepresented)

13. The Autumn Academy: The Diversity of the Program • Internationalisation/Intercultural Issue • Workshops in English („Questions – the Power of Communication“) or workshops for acquiring English language competencies („English for Presentations and Conferences“) • „The PhD in Europe: Structures and Concepts in Comparison“ • „Internationalisation of Scientific Careers“ • „Introduction to German Academic Culture (for Non-German Postgraduates Students)“ • „Cultural Awareness Training“

14. The Autumn Academy: The Diversity of the Program • Networking • Interdisciplinarity of the whole event (celebratory conclusion together with the final panel discussion) • „Networking for Success“ • Workshops for first orientation (starter-groups) • Academical writing coaching • The spanning co-operation of three universities (ScienceCareerNet Ruhr)

15. Conclusion • The Autumn Academy is an example of the implementation of Gender and Diversity at the University of Duisburg-Essen. • Within this context the advancement of women still plays an important role for the Autumn Academy, mainly in the natural and technical sciences. • The evaluation results show an increasing number of female participants especially from these disciplines.

16. Internet: www.uni-due.de/zfh/karriere Manageress of the Center for Higher Education andQuality Development: Dr. Renate Klees-Möller Contact: Stefanie Richter M.A. stefanie.richter@uni-due.de Thank you for coming!