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In December 2019, TU Berlin unanimously adopted these principles in its Diversity Strategy - Equal Opportunities at Technische Universität Berlin in the Academic Senate, thus starting the process for a systematic integration of diversity, equal opportunities and freedom from discrimination in all fields of action of the university, the so-called diversity mainstreaming.

Diversity, inclusion and anti-discrimination will be systematically integrated into the steering mechanisms, regulations and (university-wide) strategy processes as guiding principles.

Diversity Strategy - Mission Statement

In its diversity strategy, the TU Berlin has committed itself to the goals of diversity, equal opportunities and freedom from discrimination. In order to make this information available to as many interested parties as possible, the introductory mission statement was translated into the official languages of the United Nations: Arabic, Chinese, English, French, Russian and Spanish.

The full Diversity Strategy is available in English and German.

Mission Statement in English

Technische Universität Berlin is committed to the goals of equal opportunities and freedom from discrimination. The University is nevertheless aware that any organization founded upon rules and regulations, such as an institute of higher education where people work, teach, study and research together, can never be completely free of discrimination and inequality but can rather only strive to be as critical of discrimination as possible and to achieve the highest possible level of equality. To do so requires continuous critical self-reflection and conscious further development towards becoming an inclusive institution.

With this in mind, diversity at TU Berlin is understood in terms of commitment, opportunity and potential and describes the diversity of its members in terms of their social attributions; attributions which are often associated with discrimination such as age, disability and chronic illness, ethnic origin, gender, social background, sexual orientation as well as religion and political or other opinion. Diversity embraces the eclectic ideas, talents and experience of all the University’s members and the contribution they make to TU Berlin both in terms of their various approaches to work and in the range of issues addressed, research undertaken and programs taught.

In order to achieve the greatest possible equality of opportunity, TU Berlin and all its staff and students are committed to a respectful and sensitive approach in their dealings with one another, to breaking down barriers and providing protection from discrimination as well as creating the necessary conditions for a fair right of participation in university life and in the process of shaping the University. Equal opportunities and protection from discrimination are fundamental principles informing the treatment of not only the University’s members but also prospective students, applicants, guests, the public, graduates, and partners.

By applying these principles, TU Berlin pursues the goal of being an inclusive institution. This means constantly striving to actively dismantle barriers, mechanisms of exclusion, and discrimination and encouraging members to develop their abilities and participate in university life. Our aim is for all members of the University to be able to recognize discrimination and take active measures to combat it whenever it occurs.

Fields of action and objectives


Fields of Action

shows how, in the interests of diversity mainstreaming, diversity aspects will be integrated systematically and area-wide into the key fields of action of University development. Supplementing this, focus themes will address specific issues for determined periods of time. These activities are accompanied by diversity reporting, which aims to collect findings about the diversity of TU Berlin and its members, provide summative evaluations of existing measures and present the effects of the measures conducted. 


TU Berlin regards diversity as a strategic cross-cutting theme, not only for the purpose of achieving equity for and fulfilling its responsibilities towards its members but also because this is key to its successful development in all its fields of action

The central objectives of the strategy for diversity and equal opportunities

  • Mutually respectful and sensitive conduct among members of the University
  • The dismantling of barriers and the creation of equal opportunity
  • Supporting members of the University to fully develop their abilities
  • Enabling contributions to and participation in shaping the University for all and mostly those whose who are less visible in the society
  • Designing measures that adopt an intersectional approach spanning multiple dimensions (e.g. in relation to multiple discrimination) and do not reproduce stereotypes, or stigmatizing people along certain diversity dimensions

extend to all of TU Berlin’s areas of action and responsibility.

Participation & Organization

Participation and Committees

  • TU Berlin strives for inclusive participation formats (and variety of participation formats) and a debate culture sensitive to diversity. Advising and Information
  • TU Berlin's advising and information offers are designed and advertised to reflect an awareness of prejudice and sensitivity to diversity. The University provides courses and programming to ensure continuing education in this area.
  • Both target-group specific and general advising services are centrally advertised so they can be easily found and contacted by TU members.

Prevention & Anti-Discrimination

  • TU Berlin is developing a code for mutually respectful and sensitive conduct among members of the University.
  • In the event of experienced discrimination, all TU members are to have access to assistance and support.
  • In cases of conflict, support structures and processes are available to those affected.

Diversity-Oriented Organizational Development

  • Diversity, inclusion and anti-discrimination will be systematically integrated as guiding principles of action in steering mechanisms, regulations, and (University-wide) strategy processes.

Teaching & Learning

  • TU Berlin creates non-discriminatory study conditions sensitive to diversity, fosters prejudice-conscious support, and advances the improvement of the didactic quality of teaching to reflect heterogeneous student groups.
  • TU Berlin is an institution where students not only acquire excellent technical qualifications but also social skills and a sense of responsibility and the ability to contribute to overcoming great societal challenges. Diversity aspects should therefore be reflected as widely as possible in the University’s curricula.
  • TU Berlin is also visible to prospective students and external partners as a diverse institution dedicated to equal opportunities and educational equity that offers outstanding educational possibilities.

Organizational Culture


  • TU Berlin strives to use images and texts reflective of its sensitivity towards issues of diversity and discrimination in documents, on its website, and other media.
  • The University is mindful to appropriately address all genders in its internal and external communication.

Diversity Skills and Sensitization

  • Comprehensive and accessible information services enable all TU members to strengthen their awareness and knowledge of diversity.
  • Sensitization and the development of diversity skills are systematically integrated into the (continuing) education offers for all University members.


  • Disability accessibility and the application of other diversity-oriented approaches (family friendliness, avoidance of anxiety-inducing spaces and sources of danger) are central elements of infrastructure planning and development as well as building and IT management at TU Berlin.

Networking & Community Building

  • TU Berlin welcomes and promotes its members’ initiatives to network, self organize, and provide mutual support in diversity-related topics (community building).
  • As a member of society, TU Berlin’s external actions reflect diversity consciousness and the principles of equal opportunities.


  • Diversity aspects are to be applied in all phases of the research cycle. TU Berlin seeks the participation of members of the University as well as society as a whole in its objective to develop solutions to societal questions and aims to broadly disseminate these throughout society through a wide range of trans- and interdisciplinary approaches, research questions reflecting diversity, and diverse teams.
  • At TU Berlin, excellence in research means creating the conditions for equal opportunities and helping all researchers to develop their full potential

Work Culture and Staff Recruitment & Development

Work Culture

  • TU Berlin considers its employees’ different needs in the organization of their duties and ensures an appreciative working environment where discrimination exists at as low a level as possible in which individual responsibilities and realities of life are reconciled with organizational aims as best possible. Corresponding qualification and sensitization measures are to be implemented across the University. Management behavior is consistently and explicitly aligned to these aims.

Staff Recruitment and Development

  • In its staffing procedures and staff development offers for scientific, scientific support, and student support staff, TU Berlin aims for equal opportunities and the dismantling of discriminatory structures. Staff recruitment free of prejudice with transparent, structured procedures distinguishes TU Berlin’s diversity-oriented staffing policy.


The AG Diversity is responsible for the conceptual development and implementation of the diversity strategy. The above mentioned goals and fields of action are to be implemented systematically through the so-called Diversity Mainstreaming throughout the TUB as well as individual focus topics are to be treated more specifically.

Areas of Focus

Areas of Focus: Gender diversity and social origin (First Generation)

Even though the Diversity Strategy is conceived in a cross-dimensional way, the topics of gender diversity and social origin will be particularly in focus in the years 2020-2022, in order to close existing gaps both in intra-university discourse and with targeted measures and to sensitise university members thematically.

These focus topics are both very topical and very important.

In the area of focus of gender diversity, TU Berlin aims to review its administrative processes for areas requiring change and to inform and sensitize University members to trans*, inter* or non-binary identities, so as to grant an environment where participation in university life without fear of impairment or discrimination is possible. Further information and advice you find here.

The area of focus social origin (First Generation) addresses academics and students of the so-called First Generation, i.e. those who are the first of their family of origin to study. The aim is to address the often-unknown unequal starting conditions and the interrelation of social origin and educational privilege or disadvantage, and to systematically dismantle barriers related to this.


Diversity mainstreaming is part of the TU Berlin's diversity strategy and pursues the goal of systematically integrating diversity, equal opportunities and protection against discrimination into all steering, planning, strategic and operational processes throughout the organisation.

For diversity mainstreaming, we do not simply want to create another process, but to anchor the idea of diversity in all current and future processes. To this end, the TU Berlin is currently developing a so-called Diversity Impact Assessment (DIA) as a flexible and lean implementation tool.

We take advantage of the fact that universities are constantly renewing and changing at all levels and with the DIA we offer an instrument which supports diversity-conscious decisions already in the planning and development phase.

In addition, existing structures, measures and processes can also be examined with the DIA for their impact on diversity, equal opportunities and protection against discrimination. The basic processes, instruments and support services are also in the conception phase and are to be tested and further developed with pilot areas in the near future.

Further information will be available on this page shortly. If you have any questions, please contact the Strategic Controlling Equality, Diversity and Internationalisation.

Diversity Working Group

The Diversity Working Group meets four to six times a year and is the central committee for the development and monitoring of the implementation of strategies and measures for diversity, equal opportunities and protection against discrimination at the TU Berlin. It provides strategic and content-related advice and can initiate initiatives in the thematic field. 

Here the specialized (advisory) offices, interest groups and academic experts of the TU Berlin on diversity, equal opportunities and protection against discrimination network and coordinate their activities.

The working group is coordinated by the Strategic Controlling Equality, Diversity and Internationalisation. You can find further information here.


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