{"id":7973,"date":"2022-11-16T13:59:19","date_gmt":"2022-11-16T13:59:19","guid":{"rendered":"https:\/\/wissenschaftliche-integritaet.de\/?post_type=kommentare&p=7973"},"modified":"2022-11-25T08:41:03","modified_gmt":"2022-11-25T08:41:03","slug":"diversity-in-the-research-system","status":"publish","type":"kommentare","link":"https:\/\/wissenschaftliche-integritaet.de\/en\/comments\/diversity-in-the-research-system\/","title":{"rendered":"Diversity in the research system\ufffc"},"content":{"rendered":"\n

Excellent science needs a diversity of perspectives and experiences. Diversity refers to the dimensions of difference between individuals, including researchers. In German texts, the DFG uses the terms\u00a0Diversit\u00e4t, Vielf\u00e4ltigkeit<\/em>\u00a0and\u00a0Diversity<\/em>\u00a0synonymously. In addition to sex and\/or gender, it includes other dimensions such as age, ethnic origin and nationality, sexual orientation, religion and ideology, disability or chronic\/long-term illness as well as social origin (e.g. economic situation, non-academic family background, migration history).*<\/p>\n\n\n\n

In addition to their subject-specific training, people working in science and the humanities always contribute a unique perspective to the research system and to research questions and their solutions based on their life experience and diverse backgrounds. Diverse working groups in science and the humanities can have a positive impact on the quality of research and research results. Providing the appropriate framework conditions are created, diversity thus has the capacity to add value in terms of excellent research.**<\/p>\n\n\n\n

No one should be prevented from pursuing an academic career because of factors unrelated to science.<\/p>\n\n\n\n

In addition to the point made above regarding the diversity of those conducting research, aspects of diversity can also be relevant to the design of research and influence the quality of research results. <\/p>\n\n\n\n

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* The DFG is aware of the fact that this terminology is currently being debated and that the social construction of inequality is itself based on terminology. At the same time, there is a need to identify central points of departure for anti-discrimination measures in research. Academic institutions are free to use their own terminology.<\/div>cf. for example Charta der Vielfalt<\/span><\/a>
<\/div>
<\/div>
** Cf. for example <\/div>A. W. Woolley et al., 2010: \u201eEvidence for a Collective Intelligence Factor in the Performance of Human Groups”<\/span><\/a>
Other studies show an increase in such things as collective intelligence, creativity, innovative strength and sensitivity to social factors cf. e.g. <\/div>European Commission, Directorate-General for Research and Innovation, Structural Change in Research Institutions: Enhancing Excellence, Gender Equality and Efficiency in Research and Innovation, Publications Office, 2012<\/span><\/a>
Jehn et al., 1999: Why Differences Make a Difference: A Field Study of Diversity, Conflict, and Performance in Workgroups. Administrative Science Quarterly, 44(4); London Business School: Innovative Potential: Men and Women in Teams, 2007<\/div><\/div>\n\n

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See also<\/div>
For more information about the aspect of diversity and equity in relation to research content and in particular the planning of research projects, see<\/div>Sex, gender and diversity in research<\/span><\/a>Diversity, flexibility and permeability<\/span><\/a>
For more information on how the DFG takes diversity into account in research, see <\/div>DFG – Equal opportunities and diversity<\/span><\/a>
More information about the topic of diversity <\/div>General Act on Equal Treatment<\/span><\/a>Arbeiterkind.de (in German only)<\/span><\/a>Promi – Promotion inklusive, University of K\u00f6ln (in German only)<\/span><\/a><\/div>\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

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