Thus far, TU Dresden has placed emphasis on individual core dimensions of diversity at the university. For this purpose, specific plans and strategy papers have been drafted, substantiated with a set of measures, and finally implemented. These include the Equal Opportunity Concept, the Plan for the Promotion of Women, the “audit family-friendly university” plan of action, the integration agreement for employees with disabilities and the internationalization strategy. This modular design has proven very useful. For starters, this has enabled the promotion of individual, underrepresented target groups. Beyond that, the funding policy at the national level requires a target group-specific focus. However, it cannot be ignored that in terms of a comprehensive diversity strategy, far too few interrelations between the core dimensions of diversity and demographics are taken into consideration.

The Diversity Strategy 2030 follows an intersectional approach. This approach incorporates close interrelations between several core dimensions of diversity and demographics. With this concept, TU Dresden is breaking new ground in the context of higher education.

Close networking with stakeholders within TU Dresden and beyond is crucial for the implementation of this Diversity Strategy.