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Gender equity

Diversity, equity, and inclusion
Equivalent opportunities and rights for women, men and gender diverse people are essential to achieve social justice and advance society. They are also crucial for organizations to benefit from the different knowledge, perspectives, experiences, and insights people bring with them.

Through the implementation of the ESMT Gender Equality Plan, we are committing to promote gender equality and equity, remove structural and cultural barriers to education and leadership, and support academic staff, non-academic staff, and students to reach their full potential. The GEP has been aligned with the goals and principles of ESMT’s strategic development framework and ASPIRE strategy.

On this page, you will find information about the context in which the ESMT Gender Equality Plan was developed, the specificities of our plan, the initiatives that are currently taking place, how to get involved, and some interesting resources on gender equality that are available in our Information Center and the internet.

Current indicators of gender equality at ESMT

 

Share of female students in MIM 2021-2023 is 43%, share of female students in full-time MBA 2022-2023 is 48% Share of women in upper management committees increased by 13% between 2019-2021

Share of female faculty increased by 9% between 2019-2022 Share of women in other academic and non-academic committees increased by 1% between 2019 and 2021

GEP origins

The ESMT Gender Equality Plan (GEP) was developed in the context of the EQUAL4EUROPE project. This project seeks to increase gender equality in six European research institutions from France, Germany, Slovakia, Slovenia, Spain, and The Netherlands. All institutions have a clear focus on arts, humanities, social sciences, business and management, and law (AHMSSBL).

The main objectives of the EQUAL4EUROPE project are to:

  1. Remove barriers to the recruitment, retention, and career progression of women researchers;
  2. Address gender imbalances in decision-making processes; and,
  3. Integrate the gender dimension in research and innovation content.

The project started in January 2020 with a baseline assessment of gender equality issues in each organization. In 2021, organizations developed tailored GEPs. From 2022 until 2024, the focus is on the implementation of these GEPs.

The EQUAL4EUROPE project received funding from the European Union’s Horizon 2020 research and innovation program under grant agreement 872499.

If you want to know more about EQUAL4EUROPE, please click here: https://equal4europe.eu/.

ESMT Gender Equality Plan (GEP)

“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.” Prof. Jörg Rocholl, President of ESMT Berlin.

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.

The main goals of the GEP are:

  1. To ingrain gender equality in the organizational strategy and culture,
  2. To improve gender parity among faculty and students and in decision-making and advisory bodies, and
  3. To integrate gender equality in the transfer and production of knowledge.

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.

The Equality Committee, a gender-balanced group of six staff members from different departments across ESMT, monitors the implementation of the GEP. 

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Monica Perez

Initiatives

The ESMT Gender Equality Plan (GEP) was launched in April 2022.

The following initiatives have recently begun. Since May we have provided free period products to all students of ESMT, worked with various departments to address gendered language and access in policy and internal documentation, and installed physical suggestion boxes as well as created a virtual suggestion box. Click on the + below to find out more about each initiative. 

  • Providing free period products in the school

    Boxes have been placed in every women's and gender neutral toilet at ESMT with the purpose of making the school a more inclusive and accessible work and study environment. 

    Providing free period products means that no one needs to leave work or school early due to an unexpected period. Removing the cost from the products makes them accessible to all, regardless of finances. This initiative addresses the Sustainable Development Goals of empowering women, reducing inequalities and building inclusive institutions. 

    Small box placed next to sink in toilet with sign above that reads "Period Box. Got your period? We're got your back. These products are for anyone who needs them"

  • Gender mainstreaming

    Policies can impact women, men, and diverse gender people differently. This initiative will seek to better understand the needs, experiences, and interests of all people in the ESMT community and examine the effects that specific policies have on them.

  • Installation of three suggestion boxes

    Three suggestion boxes have been installed throughout ESMT with the purpose of requesting input from students, staff and faculty about the initiatives of the Gender Equality Plan. Every six weeks, a new question will be placed next to the suggestion box, which will prompt ESMT members to respond to topics of gender equality and equity, diversity and inclusion at the school.

    The boxes have been placed in front of the Library and Information Centre, in the Student Kitchen on the ground floor in the Learning Centre, and in the Yellow Lounge on the first floor of the administrative building. 

    The first question is: Why should ESMT fight for equal opportunities? 

    The Gender Equality Officer will check the suggestion boxes regularly and share the input with the Inclusive Leadership Round Table, who will make decisions based on the suggestions. 

     

    Suggestion box with sign that reads "Why should ESMT fight for equal opportunities?"

  • Update documentation to use gender-sensitive language

    ESMT's compliance officer, Antje Niebuhr, has been working on rewording important internal and external documentation to include gender-sensitive language. Some examples include:

    - The Compliance Guideline

    - The General Terms and Conditions for Open Programs

    - The template for Corporate Program contracts

    - The Data Protection Manual

    - The Examination Rules

    The more people pay attention to gender equality in their language, the more likely the asterisk used in German gender-inclusive writing will be perceived as "normal" and understood for what it is: an expression of our society's progress towards a world in which equality and diversity are respected as integral.

Resources

The European Commission is constantly reflecting on the trends of gender equality in Europe and the measures that could help achieve equality. To understand the European Commission’s current framework towards gender equality, its strategic engagement towards equality, and the 2022 report on gender issues in the EU, visit https://ec.europa.eu/info/policies/justice-and-fundamental-rights/gende….

The European Institute of Gender Equality has produced a comprehensive set of materials on gender equality, that include country specific information, tools, and methods to assess gender issues, and best practices from projects. To know more, visit https://eige.europa.eu.

The EQUAL4EUROPE project has also produced materials to support the development of gender equality plans and toolkits to integrate the gender dimension in research institutions, such as the “Gender inclusive recruitment and selection toolkit for HR professionals”. To check all public deliverables, visit https://equal4europe.eu/research/.

If you are a member of the ESMT community, you can also read the Gender Issues Report 2021 here.

Get involved!

Monica Perez

Associate Professor and Lead of the EQUAL4EUROPE Project, ESMT Berlin

Amelie Eckersley

Gender Equality Officer (GEO), ESMT Berlin

Friederike Kreßner

Gender Equality Officer (GEO) and Program Manager, ESMT Berlin

Currently on leave until 2023

GEP engages...

school stakeholders to contribute:

  • Share design opinions about the initiatives.
  • Lead a department or group initiative.
  • Suggest new initiatives within the six GEP priority areas.
  • Identify issues that need attention.

Please contact: gender.equality@esmt.org

Women in leadership

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Irina Pollmeier

Women scholarships

We are committed to increasing the number of women in global business. Thus, we offer a number of scholarships to support women looking to advance their careers. Learn more about our women's scholarships for prospective: