The Family Office at the Alfred Wegener Institute (AWI) offers a variety of options to support employees with family responsibilities, particularly regarding childcare and caregiving for relatives. The main services provided by the Family Office include:

1. Counseling and support:
   • Individual counseling for employees on balancing work and family life.
   • Assistance in planning and organizing parental leave, as well as returning to work after parental leave.
   • Advice on subsidies and legal issues related to family and career.
2. Flexibility and business Trips:
   • The Family Office helps organize flexible working hours and mobile working to make it easier to balance work and family commitments.
   • Business trips, which are part of everyday work, can cause additional stress. The Family Office is happy to assist by providing support, for example by paying for a person who babysits or covering the travel costs for family members to accompany employees on trips.
3. Childcare:
   • Support in finding childcare, including cooperation with local kindergartens or emergency childcare services.
   • Information on parent-child offices or part-time work options for employees who need to care for their children.
4. Support for employees with relatives in need of care
   • The Family Office also offers help for employees who need to care for relatives and assists in finding suitable solutions to balance caregiving and work responsibilities.
5. Networks and events:
   • The office promotes exchanges between employees with similar needs and organizes network meetings or informational events related to family and career.

The aim of the Family Office is to create a work environment that helps employees balance their professional and family commitments, thus promoting a healthy work-life balance.

Contact:
Winfried Hebold-Heitz
Head of the Family Office Bremerhaven
Winfried.Hebold-Heitz@awi.de
0471 4831-1354

 

The Women's Representative and Equal Opportunities Officer at the Alfred Wegener Institute (AWI) plays a central role in promoting gender equality and advocates for the interests of women at AWI. The most important tasks and offers of support provided by the Women's representative and equal opportunities officer include

1. Development and implementation of gender equality strategies:
   • The Women's Representative and Equal Opportunities Officer supports the development and implementation of strategies and measures to promote gender equality at AWI. This includes, for example, promoting women in management positions and implementing target agreements on gender equality.
2. Counselling and support:
   • She offers confidential counselling for female employees, particularly on issues relating to gender equality and discrimination. This also includes support on matters related to career development, work-life balance, and problems such as sexual harassment or discrimination.
3. Awareness-raising and training:
   • The Women's Representative and Equal Opportunities Officer helps raise awareness of gender equality issues throughout the institute. She organizes events, training courses, and workshops on topics such as equal opportunities, gender equality, and the advancement of women.
4. Support in personnel decisions:
   • The Women's Representative and Equal Opportunities Officer is involved in personnel decisions to ensure they are gender-equitable and free from discrimination. She contributes her perspective to selection procedures and the organization of working conditions.
5. Networks and events:
   • She promotes the exchange and networking of women at AWI, for example, by organizing events and networking meetings that increase the visibility of women at the institute and promote dialogue on gender equality and the advancement of women.
6. Promoting Work-Life Balance:
   • The Women's Representative and Equal Opportunities Officer supports employees in balancing work and family life and helps create family-friendly working conditions, such as flexible working hours, mobile working, or childcare services.
7. Promotion of women in science and research:
   • An important focus of the Women's Representative's work is supporting women in science and research. She is committed to ensuring that more women are represented in scientific positions and in leadership roles within projects.

Overall, the Women's representatives and equal opportunities officers make a significant contribution to advancing gender equality at AWI. They're working on breaking down barriers for women and creating a working environment that promotes equal opportunities.

Contact:

Gleichstellung_EqualOpportunities@awi.de

Chair: Dr. Gerit Birnbaum
0471 4831-1795
 Office: building G, room 1-13

Deputy:
Pia Schliefke
Kelly Gomez Campo

The Representative Body for Severely Disabled Employees at the Alfred Wegener Institute (AWI) provides comprehensive support for employees with disabilities. Its tasks and services include:

1. Counselling and support:
   • The Representative Body offers confidential counselling for employees with severe disabilities or those seeking to apply for recognition of a disability.
   • It also assists with legal issues related to the recognition of a severe disability and the associated entitlements.
2. Support with workplace design:
   • The Representative Body works to ensure that employees with severe disabilities have an accessible and accommodating workplace. This includes advocating for necessary adaptations, such as ergonomic work equipment and technical aids.
   • It also provides support in organizing working hours, mobile working, and other adjustments to create an optimal working environment.
3. Prevention of discrimination:
   • The Representative Body ensures that no employee is discriminated against based on their disability. It advocates for the rights of employees, ensuring equal opportunities and fair treatment for all.
4. Support with integration and reintegration:
   • The Representative Body provides support for employees re-entering the workforce after a prolonged illness or for the integration of new employees with severe disabilities. In cooperation with the in-house rehabilitation management (German: Betriebliches Eingliederungsmanagement, short BEM), it facilitates a smooth transition back into the workplace.
5. Representation of interests:
   • The Representative Body represents the interests of severely disabled employees in discussions with the HR department and management, ensuring that their rights are protected.
   • It also plays a key role in the implementation of measures to promote inclusion and accessibility in the workplace.
6. Education and awareness-raising:
   • The Representative Body works to raise awareness of the needs of employees with disabilities throughout the institute. This is achieved through training courses, events, and other initiatives designed to foster a more inclusive environment.

The Representative Body for Severely Disabled Employees plays a crucial role in creating an inclusive, supportive, and non-discriminatory working environment. Our goal is to foster a work atmosphere where employees with disabilities can thrive and integrate fully.

Contact
Representative: Anette Tillmann 
schwerbehindertenvertretung@awi.de / anette.tillmann@awi.de
0471 4831-2025, building E, room 1515

1.  Deputy: Antonie Haas
schwerbehindertenvertretung@awi.de / antonie.haas@awi.de
0471 4831-1501

2.  Deputy: Ursula Liebert
schwerbehindertenvertretung@awi.de / ursula.liebert@awi.de
0471 4831-1386 (building E) und -1301 (building D) 

The Alfred Wegener Institute (AWI) places great importance on inclusion and equal opportunities for all employees. We recognize the value of neurodiversity. We are aware that adjustments and restructuring, such as in the workplace, may be necessary to enable individuals to work in a more structured way and meet their requirements. Our goal is to create the best possible working environment for all employees. To this end, AWI offers a range of services for neurodivergent employees (e.g., people on the autism spectrum, those with AD(H)D, or dyslexia):

1. Individualized workplace design:
   • AWI provides individualized workplace design solutions to support employees with various needs, including neurodivergent individuals. This may include adapting working hours, providing special aids, or creating a quieter working environment.
2. Awareness-raising and education:
   • The Institute fosters an inclusive corporate culture that values diversity and recognizes different needs. This includes raising awareness among employees about the needs of neurodivergent individuals, achieved through training, handouts, and support in formulating job advertisements and conducting interviews.
3. Support through in-house rehabilitation management:
   • If needed, AWI supports neurodivergent employees through the in-house rehabilitation management (German: Betriebliches Eingliederungsmanagement, short BEM) program to find solutions for integrating them into everyday work life and implementing adjustments to the workplace or work processes.
4. Openness to flexible working hours and models:
   • AWI promotes flexible working models, such as remote work or part-time options, which can be particularly beneficial for neurodivergent employees by offering working conditions that better meet their individual needs.
5. Barrier-free and open communication:
   • AWI strives to ensure barrier-free and open communication that benefits all employees, including neurodivergent individuals. This includes providing clear, structured instructions, using various communication channels, and offering regular feedback that aligns with the needs of neurodivergent employees. We aim to maintain an ongoing dialogue to address any necessary changes or challenges.

We are engaged in an ongoing process of reflection and learning to continuously improve and develop our structures.

Contact
Leo Amende 
leo.amende@awi.de
0471 4831-2238

The Alfred Wegener Institute (AWI) actively combats age discrimination and promotes an inclusive working environment in which all employees are treated fairly, regardless of age. The key measures and initiatives include:

1. Equal treatment and equal opportunities:
   • In accordance with the General Equal Treatment Act (German: Allgemeines Gleichbehandlungsgesetz, short: AGG), AWI ensures that no employees are disadvantaged or discriminated against on the basis of age. This applies to all aspects of personnel policy, including recruitment, promotion, and working conditions.
2. Promotion of Age Diversity:
   • AWI is committed to a diverse workforce and views age diversity as an asset to the working environment. Older employees are just as welcome as younger employees, and their experience is valued highly.
3. Occupational Health Management:
   • AWI offers programs to promote the health and well-being of all employees, regardless of age. These include health promotion, ergonomic workplace design, and measures to prevent overwork and exhaustion, which are particularly beneficial for older employees.
4. Flexibility and support in everyday working life:
   • The Institute promotes flexible working hours and models, such as remote work or part-time options, which help older employees better balance their professional and personal needs.
5. Support through in-house rehabilitation management:
   • AWI provides support for employees transitioning to retirement or dealing with health challenges, through the in-house rehabilitation management (German: Betriebliches Eingliederungsmanagement, short: BEM).
6. Career development for older employees:
   • AWI offers all employees, regardless of age, opportunities for professional development and qualification. Older employees can participate in training and development programs to expand their skills and stay up-to-date.
7. Avoidance of age stereotypes:
   • AWI actively combats age stereotypes and prejudices in the workplace. In the selection process, applications are assessed based solely on qualifications and suitability for the position, not age.

Through these measures, AWI actively combats age discrimination at the Institute, with the goal of ensuring that all employees, regardless of age, have equal opportunities for development and advancement.

The Alfred Wegener Institute (AWI) supports international employees and employees from abroad in a variety of ways.

You can find a more detailed overview under this link.