Mission, Action Plan & Strategy

At PSI, we live diversity, and we want to be known and recognised for our exemplary inclusion and equity policy. That is why we follow a mission statement for diversity, equity and inclusion. The official mission statement can be found here.

The Committee for Equal Opportunities together with the Center of Competence for Diversity & Inclusion has the mission to support the directorate in ensuring equal opportunities for all employees to increase their motivation and performance.

The implementation of equal opportunities means: Nobody shall be disadvantaged because of their origin, gender, age, language, social position, way of life, their religious, ideological or political convictions or because of a physical, mental or psychological impairment.

PSI's Committee for Equal Opportunities contributes towards a corporate culture based on equality of opportunity. For this purpose, it is in exchange with PSI employees, human resources management and the directorate. Together with other units at PSI, it is dedicated to prevent discrimination, mobbing and sexual harassment and offers contact points for employees who feel harassed (persons of trust). It is also dedicated to optimize the reconciliation of work and family life. The committee also supports PSI in measures that help increase the proportion of women in leadership positions, research and technology.

Action Plan Diversity, Equity, and Inclusion

The Action Plan Diversity, Equity, and Inclusion 2025-2028 is oriented towards the Mission Statement on Diversity, Equity, and Inclusion.

Tabelar Overview of Goals and Main Measures:

Goals	Indicators	Main measures
A: Increasing the proportion of women in core areas of PSI across all levels	New appointment of women to executive positions: 25% New appointments of women at postdoc level: 30% Proportion of women in executive positions: 18%	Financial incentive for hosting female grantees Monitor and increase the proportion of women in “senior expert” positions Raise awareness among and gain men as "allies" Initiate networking among women at PSI Review/further development of recruitment processes
B: Promoting the recruitment and employment of people with disabilities, chronic illnesses, and neurodivergences	Established exchange with employees with disabilities, chronic illnesses, and neurodivergences Higher proportion of known cases at PSI: 2023 = 0.2%, 2028 = 1.5%	Awareness raising, information, and knowledge building Revision of processes/guidelines Counselling, coaching, and exchange Neurodivergences: measures for a supportive working environment and awareness raising Improvement of (information about) accessibility
C: Supporting good cooperation in culturally diverse and international teams	Implementation of measures Results of MAB 29 Final DEI survey	Anti-racist awareness-raising work Global diversity campaigns and events Course offering on collaboration in international teams
D: Promotion of inclusion topics at PSI and in leadership practice	Implementation of measures Results of MAB 29 Final DEI survey	Awareness raising/tools for diversity at award ceremonies, funding schemes, and representation platforms Inquiry to the IDEAS working group on "flexible working conditions" Workshops and knowledge building Awareness raising, information, and guidelines/guides
E: Further anchoring of DEI topics at PSI	Implementation of measures Collaboration with centers Final DEI survey	Regular presentation of the DEI mission statement and action plan Uniform DEI monitoring of the 4RI Increase accessibility of Confidential Advisors Involvement of/exchange with centers DEI survey at the end of the four-year period

Further Information

Gender Strategy ETH Domain

The ETH Domain aims to improve gender balance among its employees by increasing the percentage of women in teaching and research as well as in leadership positions. Ensuring equal opportunity for all genders is a fundamental requirement to achieve this goal.