Mission, Strategy & Actionplan
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.
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.
Actionplan Diversity, Equity, and Inclusion
The Actionplan 2021-2024 will be published here soon. It is oriented towards the new Mission Statement on Diversity, Equity, and Inclusion.
PSI Equal Opportunity Actionplan 2017-2020
The primary aim of PSI's gender equality activities is to increase the percentage of women at all levels of academic careers in order to achieve a more balanced gender relation (with particular emphasis on the promotion of young scientists and the percentage of women in leadership and decision-making boards) and to create working conditions that make it easier for all employees to combine work and family responsibilities ("Ambitious and Friendly Workspace"). In order to achieve this goal, measures are needed to strengthen the institutional foundations and integration of equal opportunities in personnel processes, organisational processes, career-relevant decisions, the creation of demand-oriented offerings for specific target groups and the further development of the Institute's culture.