Equality in academic leadership positions

The aim of equal opportunities activities within the Leibniz Association is to guarantee equal opportunities and prospects to men and women when it comes to realising their individual career goals, based on their qualifications. This applies across all levels of the organisation. The Leibniz Association follows the DFG’s cascade model and helps the institutions introduce flexible target quotas for women at each level.

Women already account for a comparatively high proportion of research staff at the Leibniz Association: 48 per cent in 2025. Among PhD students and postdocs, the Leibniz Association has nearly achieved equal representation, despite the high proportion of institutions specialising in natural sciences and engineering. Women make up 50 per cent of the association’s PhD students, and 48 per cent of postdocs. However, women are still under-represented in higher academic status groups. 41 per cent of full/associate professors (W2/C3 pay scale) are women, and women account for 35 per cent of positions at top management level (scientific directors of institutes).

In the first half term the term of the Pact for Research and Innovation IV (2021–2025), women received a total of 54 per cent of both all W2 and all W3 appointments within the Leibniz Association. Among all W-positions, the number of existing appointments of women increased by almost 50 per cent, whilst the total number of posts increased by only 17 per cent. Gender parity in appointments to positions at the first (53 per cent) and second (52 per cent) levels of management was clearly achieved during this period.

This trend is strengthened by the fact that Leibniz institutions are actively making an effort to appoint women at all phases of the recruitment process. The recommendations included in the Standards for Appointments to Academic Management Positions within the Leibniz Association deserve strong support here.