Diversity and Collaboration
Universities are places of learning, research and personal development - and they should offer an inclusive and appreciative environment for all people. In order to achieve this goal, it is crucial not only to collect structural data on diversity, but also to systematically survey and analyze the diversity climate. A survey was therefore conducted at KIT in September 2024 to assess the diversity climate among all employees.
What does diversity climate mean and why is the survey important?
Diversity climate describes the perceived atmosphere and lived culture in dealing with diversity within an organization. It deals with questions of belonging and participation, as well as how diversity is dealt with within the university and trust in structures. While traditional diversity data (e.g. on gender, origin, disability) depicts structural diversity, the diversity climate shows how this diversity is experienced in everyday life. Do employees at KIT feel respected, safe and that they belong? Are there experiences of exclusion or discrimination? These subjective perspectives are key to understanding the actual quality of cooperation.
A negative diversity climate can have an impact on motivation and mental well-being. A positive diversity climate not only promotes the well-being and performance of all employees, but also strengthens the innovative power and social responsibility of the institution.
Regular surveys can be used to identify problematic developments at an early stage and address them in a targeted manner, as well as to make positive developments visible. The results help to develop tailor-made measures to promote diversity, equal opportunities, inclusion and anti-discrimination - be it through awareness training, advisory services or structural changes.
Survey of the diversity climate at KIT
As part of the "Introduction of Diversity Mainstreaming" project funded by the German Rectors' Conference, the "Diversity and Cooperation at KIT" survey was conducted for the first time in September 2024. The aim was to gain a comprehensive picture of the current diversity climate at KIT. A total of 1,756 employees took part - equivalent to 17.5% of the entire workforce - and shared their views on topics such as participation, belonging and work-life balance.
The survey focused not only on the general perception of diversity, but also on specific experiences with discrimination and the implementation status of the three central focal points from KIT's diversity statement. The results will serve as a basis for identifying specific areas of action and further developing measures based on data.
Highlights of the survey results
Overall, the feedback paints a positive picture: the diversity climate at KIT is perceived by the majority as supportive. The mean values for aspects such as affiliation, supportive structures and transparency in performance evaluation are consistently above 3 on a scale of 1 (strongly disagree) to 5 (strongly agree).
Particularly noteworthy is the strong agreement with the statement "It is enriching to work with people with different skills, interests and backgrounds." Over 90% of participants chose the highest approval ratings (4 or 5) - a clear sign that diversity is valued in everyday working life.
The compatibility of work and private life is also predominantly rated positively: More than 80% of respondents agreed with the statement that their work at KIT can be easily reconciled with their personal life situation - a key concern of the first focus area in the diversity statement. These result highlights can also be found in the KIT Diversity Dashboard.
Challenges and outlook
Despite the overall positive balance, the results also show a need for action. For example, around a third of respondents stated that they did not know who they could turn to at KIT in the event of discrimination. This assessment was made particularly frequently by international employees - a group which, according to the survey, also experiences discrimination more frequently than average.
The results show that Diversity is already valued and practiced in many areas at KIT. At the same time, there are still important areas for development that require targeted attention. The next step is now to develop and implement concrete measures based on the findings. The next diversity climate survey, which is expected to be conducted in 2026, will show whether these are successful.
More detailed results of the current survey will be published in the Diversity Monitoring Report on the Equal Opportunities and Diversity Management website at the end of 2025.
Author: