Gender and diversity

Equality of women and men

In accordance with the Thuringian Equal Opportunities Act, the Nordhausen University of Applied Sciences contributes to the constitutionally guaranteed equal rights for women and men.
We stive for equal participation of women and men of all status groups at the university and to ensure equal development opportunities for women and men.
The support of women is seen as an integral part of personnel development in order to eliminate structural disadvantages for women and to further improve the work and study situation of women at the university. In particular, we aim to increase the proportion of women through appropriate organizational, personnel and training measures in areas in which women are underrepresented. The Nordhausen University of Applied Sciences is committed to making it easier for its employees to achieve a healthy work life balance. The stated objectives apply expressly to women and men alike.




At the beginning of 2019, the task of a person commissioned for diversity was set up at the Nordhausen University of Applied Sciences, which was newly created in the Thuringian Higher Education Act. Sebastian Möller-Dreischer (professorship “Inclusive Education”) was elected as the representative for diversity.

The appointed person for diversity supports the Nordhausen University of Applied Sciences with regard to the consideration of the diversity of its employees and students and works in coordination with the university's family and equal opportunities officer.

When considering diversity, aspects of origin, gender, religion or belief, disability, age, gender identity or sexual orientation are among other things taken into consideration.

As a prelude, a diversity action plan was drawn up for the Nordhausen University of Applied Sciences, which specifies goals and measures to take diversity into account as well as measures to prevent and remove disadvantages.

The respective interest groups (e.g. StuRa, equal opportunities officer, severely disabled employee representatives, inclusion officer and staff council) are involved in the advancement and updating of this plan. It is necessary to develop measures to prevent and remove obstacles that impede in participation by students and employees. The latter should, for example, draw attention to discrimination and disadvantages in the interest groups and / or advice offers (student offers, general student advice, advice from the student union, etc.) as soon as they get noticed.

The university must take diversity categories into account both in relation to the needs of employees and students as well as in the prevention and change of disadvantages (ThürHG §5, paragraphs 7 and 8). The task of the commission for diversity is therefore located in anti-discrimination and the removal of obstacles. Responsibilities in the context of this task arise primarily from the provisions of the General Equal Treatment Act (AGG) and for the university sector from the Thuringian University Act as well as the provisions of the United Nations Convention on the Rights of Persons with Disabilities.