Society and community
TU Dresden already offers a wide range of opportunities to support students and teaching staff in implementing inclusive, barrier-free and gender-neutral teaching and employment. The required goals and measures are not new, but require commitment from everyone, especially at management level, time resources and motivated acceptance and use by all those involved. These offers must be brought to the fore, accepted and expanded. They go hand in hand with an appeal to raise awareness of unequal opportunities among all TU members so that the required measures can be implemented promptly and sustainably.
What do we want?
In 2030, all people at TU Dresden will be equally addressed, supported and involved through open, respectful, inclusive, barrier-free and gender-neutral communication. People who meet the formal requirements will be able to study and/or work at TU Dresden regardless of mental, physical or temporal barriers. TU Dresden sees itself as a community in which a future-oriented, value-oriented, climate-positive attitude is reflected, defended and implemented in the context of society as a whole.
Where do we want to go?
TU Dresden 2030 is more than just an educational institution - it is a vibrant, inclusive and sustainable place that promotes the well-being of all members of the university community. It places great importance on equal opportunities and inclusion: all members of the community, regardless of their background, abilities or needs, have equal opportunities to learn, teach and research. The university is committed to breaking down barriers and creating an environment in which every individual can succeed.
Of course, TU Dresden is also a place where concepts of sustainability are implemented. It is important to university members to minimize their ecological footprint and make a positive contribution to environmental protection. TU Dresden therefore promotes research and innovation in areas such as renewable energies, sustainable technologies and green building. To this end, it has developed a comprehensive sustainability strategy that clearly addresses the area of teaching, among others, and underpins it with measures.
TU Dresden is also a key location for lifelong learning. It offers a wide range of educational and training opportunities that enable members of the community to continuously expand and update their skills and knowledge. Learning is anchored in modern concepts of life as a lifelong process. Therefore, TU Dresden offers the necessary support and resources to successfully guide students and staff towards their educational goals in a constantly changing world.
Finally, TU Dresden also sees itself as a place where community takes center stage. It promotes a culture of cooperation and mutual respect and creates opportunities for social interaction and collaborative learning. Last but not least, the university upholds the principle that each individual can make a valuable contribution to the community and promotes a culture of diversity in which each individual is heard, valued and supported. A related diversity strategy underlines and emphasizes this.
Flat hierarchies also promote open communication and team spirit. Bureaucratic structures have been streamlined. Degree programs and curricula are consistently adapted to the needs of students. For example, students also learn "how to learn". This keeps them flexible and enables them to react to changes.
TU Dresden acts as a lighthouse and role model for society, politics and business. It is also in close contact with the public and communicates important areas of its research in a target group-oriented manner.
How do we achieve this?
From 2030 onwards, all disciplines at TU Dresden (including the Faculty of Medicine) will offer:
- part-time study will be possible.
- the loan of teaching materials (incl. tablet/laptop) is possible, provided they are necessary to achieve the study objective.
- barrier-free access to all teaching buildings.
- it is possible to complete the course within the standard period of study - without having to interrupt/extend the duration of studies, especially in the event of pregnancy/breastfeeding.
- a regular exchange with schools is planned to enable teachers to introduce students to university learning.
- A regular exchange with society, business and politics is planned.
From 2030 there will be:
- a clear obligation to comply with application formalities that are designed to be diversity-friendly.
- mandatory onboarding for managers, in which, among other things, the consequences of non-compliant behavior are pointed out.
- A strengthened reporting structure for non-compliant behavior and a stronger position for those reporting non-compliance, as well as a strong and functional sanctions structure.
- an onboarding semester for everyone, in which content on good scientific practice, open communication, dealing with group work and conflict resolution is taught.
others:
- Equal Opportunities Officers, Inclusion Officers, Disability Officers and their deputies will be relieved of their other professional duties on a pro rata basis in accordance with their activities and provided with financial support and resources in line with their needs.
- The aforementioned representatives are involved in all measures from the outset. Projects require the approval of the representatives.
- The representatives work in close cooperation and with clear commitment from the management level.