ESMT Berlin strives for an inclusive, diverse, and equitable working and learning environment.
In 2019, ESMT signed the Charta der Vielfalt (Diversity Charter), joining Germany’s largest network of companies and organizations committed to creating a diverse and inclusive environment in which to work and learn.
Our faculty, staff, and students are thus committed to:
- nurturing a diverse, inclusive, and equitable community that enables personal transformation through learning and development
- creating a culture that welcomes a wide variety of perspectives and promotes thoughtful and respectful engagement
- valuing the unique perspectives of all in our diverse community
- addressing systemic barriers to fulfilling our commitment
Learn more about how ESMT is redefining DEIB and fostering real change through the DEIBridge Action Council and Diversity Dialogues series .
Initiatives
Diversity, equity, and inclusion are vital topics for both business and society. At ESMT, we are committed to fostering a more inclusive, equitable and diverse campus through various initiatives. By harnessing the collective efforts of our entire school community, ESMT is dedicated to driving positive change and making a meaningful impact.
Using this plan as a guide, we strive to tap even more deeply into the full potential, qualities, and talents present within the ESMT community.
ESMT Gender Equality Plan (GEP)
Vision
The ESMT Gender Equality Plan (GEP) envisions a working and learning environment where women, men, and gender-diverse people can equally thrive, be recognized, and feel that they belong.
Strategies
The GEP contains many different strategies and concrete actions centered around six SMART objectives in the following priority areas: organizational strategy and policies; recruitment of female academics; enrollment of female students to programs; decision-making and advisory bodies; integration of the gender dimension in teaching and research; and sexual harassment and other forms of gender-based violence.
Goals
The main goals of the GEP are to:
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ingrain gender equality in the organizational strategy and culture
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improve gender parity among faculty and students and in decision-making and advisory bodies
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integrate gender equality in the transfer and production of knowledge