social sustainability

The student body as a whole, represented institutionally in the form of the Student's Representation and the Student Spokespersons' Council, enables students to engage in extensive voluntary work within the university.

https://www.uni-wuerzburg.de/stuv/referat-ak/

In terms of sustainability, the Ecology Department of the student's representation should be emphasised in particular. Its CampusGarden initiative and the associated StudentsHouse, a unique project in Germany, are presented separately on the ecological sustainability website.

• Students pass on their study experiences directly to pupils at JMU's partner grammar schools. This low-threshold contact gives the pupils an insight into their studies and makes it easier for them to choose a subject later on.

• The (teacher training) students gain a valuable insight into their future field of work.

Equal opportunities and gender equality are socially sustainable, as they help to realise the potential of women and men in all fields. This is to the long-term benefit of all those involved. The measures to achieve gender equality in the field of science are set out in the Gender Equality Concept, supplemented by a comprehensive "Appointment Guide", which standardises and makes transparent the procedure for appointing professors.

https://www.uni-wuerzburg.de/chancengleichheit/gleichstellung/gleichstellung/

New target agreements were concluded with the faculties in 2018 with the aim of increasing the proportion of women at higher qualification levels and in professorships through suitable measures tailored to the situation in the respective faculty.

Promoting gender equality among academic support staff is the task of the Equal Opportunities Officer, the Staff Council and the Human Resources Department.

"We want to implement equal opportunities vigorously and swiftly. The creative potential of women and men in research, teaching and administration should be able to develop unhindered. We have therefore introduced support measures at all career levels, which are being systematically expanded."

The term "diverse", which complements the gender classification of male/female, is systematically used in job advertisements.

( https://www.uni-wuerzburg.de/universitaet/leitbild/ - strongly promoted: Equal Opportunities)

https://www.uni-wuerzburg.de/chancengleichheit/familienservice/

In recent years, JMU has made great efforts to further improve its childcare and family services: The Child and Family Centre (redesigned in 2017) offers a comprehensive range of childcare and counselling services for students and staff

https://www.uni-wuerzburg.de/chancengleichheit/familiengerechte-universitaet/

https://www.uni-wuerzburg.de/aktuelles/einblick/single/news/mini-haus-fuer-uni-kinder/

For legal reasons, childcare places at JMU are primarily available to the children of employees. The need for childcare for student children is the responsibility of the Studierendenwerk.

The audit/re-audit to become a "family-friendly university" was completed in 2008 and the label "Equality Awarded" was awarded in 2018.

Since 2019, the JMU Family Service has expanded its services to meet the needs of family carers, e.g. by providing advice on adjusting working hours, etc.

In cooperation with Studierendenwerk Wü-SW and the City of Würzburg, JMU endeavours to meet the needs of families in everyday life in a very practical way:

• A "children's plate" (but only for children up to the age of 6 - contact the Studierendenwerk!) is offered in the Studierendenwerk canteens
• The Studierendenwerk runs a student crèche
• There is good co-operation with the facilities listed in the KITA-Portal of the City of Würzburg. Unfortunately, demand from student parents has shown that the childcare facilities are not sufficient - this will be followed up promptly.

The Gender Forum (JMU) has been pursuing the goal of implementing gender aspects in research and teaching since 2017 and offers a platform for networking within the entire JMU.

The AK Gender (Institute of Political Science and Sociology) regularly organises series of events with a focus on gender equality and equal treatment, the attendance of which is linked to the achievement of GSiK points.

Inclusion is one of the key factors for social sustainability at JMU. After the Federal Disability Equality Act (2002) came into force, the Higher Education Framework Act (HRG) and, as a result, the higher education laws of the federal states were further developed accordingly. Accordingly, universities are responsible for ensuring "that disabled students are not disadvantaged in their studies and are able to take advantage of the university's programmes without outside help as far as possible" (Section 2 (4) HRG). At the same time, examination regulations must "take into account the special needs of disabled students to ensure equal opportunities" (Section 16 sentence 4 HRG). The overarching goal is to develop a "university for all" that ensures equal opportunities for all students.

The group of students affected by disability and chronic illness is larger than many people think: according to the 21st Social Survey of the German Student Union (Deutsches Studierendenwerk), 11 per cent of students stated in 2016 that they felt that their studies were impaired by a health impairment. Just under half of this group reported moderate to severe impairment of their studies. These students in particular - around 6 per cent of all students - are dependent on individual compensation for disadvantages and specific support during their studies.

The topic of studying with disabilities and chronic illnesses has been firmly anchored at JMU since 2008.

It is JMU's declared aim to support students with disabilities and chronic illnesses. This principle is therefore also anchored in JMU's mission statement. "Measures that open up access to study and work for prospective students and employees with disabilities or chronic illnesses are particularly important to us".

With its Contact and Information Centre for Students with Disabilities and Chronic Illnesses (KIS), JMU has played a pioneering role in Bavaria for years.

In 2016, the University of Würzburg was the first university in Bavaria to be awarded the "Bavaria barrier-free" label.

In 2018, it was categorised as an "inclusive university" as part of the Bavarian State Ministry's initiative. State Ministry initiative.

The Contact and Information Centre for Students with Disabilities and Chronic Illnesses (KIS) supports all students and teaching staff as well as all university bodies and committees in didactic, structural, socio-legal and organisational matters.

A comprehensive individual counselling service is offered.

A conversion service is available for the visually impaired for the specific adaptation of study materials. A pool of aids including laptops, FM systems and a blackboard camera is available.

The KIS sees itself as a central coordination centrefor a wide range of support services and the mediation of such services.

The KIS is gradually implementing the path to an inclusive university and, together with the representative for students with disabilities and chronic illnesses, acts as an important intermediary between students and the university management.

Since 2008, the Contact Centre for Students with Disabilities and Chronic Illnesses (KIS) (see 6.3.) has developed important practical support elements for student teachers on the aspects of inclusion and integration at schools. Together with the Institute of Special Education and the JMU Sports Centre, scientifically based programmes are developed and made available to interested students.

It is estimated that four to eight per cent of employees are addicted to addictive substances. A further ten per cent have a risky alcohol consumption. Nevertheless, addiction problems in the workplace are often a taboo subject. At the request of the Staff Council, JMU tackled this problem back in 1997 by setting up an addiction counselling centre. The workplace is an ideal setting for solving and preventing addiction problems. The aim is to maintain the workplace for the employees concerned.

With the provision of personnel resources for the addiction counselling centre, the establishment of the addiction support working group and the adoption of the addiction prevention concept, the university management has created important framework conditions. The addiction prevention concept provides a transparent description of the facilities, services and procedures for dealing with anomalies and defines the responsibilities of the various protagonists.

Managers play an important role in discussing and addressing problems (see five-step plan in the addiction prevention concept). They are also perceived as role models and consequently act as culture builders in their role.

Counselling

The addiction counselling centre informs and advises employees and managers on questions or problems relating to alcohol, psychoactive medication, illegal drugs and related problems (eating disorders, excessive internet use, gambling addiction) as well as on how to deal with those affected. It arranges contacts to other counselling facilities and further (therapeutic) treatment. It actively supports the return to work.

Beyond the topic of addiction, it provides support in questions of prevention and psychological stress.

Counselling is always confidential. In addition to normal working hours, counselling is also available in the evenings.

Information, training and public relations work

In addition to personal consultations, the counselling centre offers information events, training courses and seminars for all employees, for various user groups such as managers, but also for trainees, for example.

Addiction prevention and health promotion

Alcohol is a widespread stimulant and addictive substance in our society, the consumption of which can not only lead to problems in the workplace, but is also detrimental to health. Providing information about this and passing on scientific findings to employees, students and interested members of the public is the aim of the addiction support working group with its annual lecture event.

Information on this topic is also provided at the Health Day for employees or at staff meetings.

Last but not least, tobacco cessation courses have been offered to employees since 2000 and information has been provided about the programmes on offer, motivating them to "quit".

Conflicts are part of everyday life, and therefore also part of everyday university life. Nevertheless, it is sometimes difficult to deal with them openly and courageously. Dealing constructively with conflicts always offers an opportunity for change and further development of individuals, teams and work processes. With its comprehensive conflict management programme, the university aims to actively strengthen the culture of cooperation and improve collaboration in research, teaching and administration. Conflict management takes a look at the framework organisation, including its structures and work processes. This takes account of the fact that conflicts are often a mixture of management and cooperation that goes far beyond the personal level. On the initiative of the HR department, the Staff Council and the Addiction Counselling Centre, a conflict management system was developed and established in 2012, consisting of the following elements:

The Conflict Management Steering Committee

Under the leadership of the Chancellor and the Vice President for Quality Management and Organisational Development, all offices that are confronted with conflict situations are networked here, such as the Staff Council and the Health and Disabilities Office, the University Women's Representative and the Equal Opportunities Officer, the Human Resources Department, the Company Medical Service and an ombudsperson for academic misconduct. The various status groups are also represented (professors and non-professorial academic staff).

The phase model

This describes the responsibilities in the event of a conflict. It includes the responsibility of each individual (phase 1), conflict resolution as a management task (phase 2) and the responsibility of the next management level (phase 3). These levels are strengthened with further training programmes for employees and managers (see below).
The 4th phase provides for case support from the conflict counselling centre (see below). Only in exceptional cases should steps under labour and employment law be used to resolve conflicts.

Further training programmes for conflict management and prevention

University-wide conflict management goes beyond a conflict management procedure. It aims to actively prevent conflicts.
To this end, special events and workshops are organised for employees and managers to expand their individual skills.

A series of lectures imparts knowledge on successful, constructive communication, conflict management and conflict prevention

The conflict counselling centre

With the "Conflict Counselling Centre", JMU offers a contact point for personal counselling, both for those affected by conflict and for managers who want to deal with conflict situations. As described in phase 4 of the phase model, the Conflict Counselling Centre offers the opportunity to clarify the situation and for further moderation and mediation procedures. If necessary, it can refer you to external mediators and coaches.

A strong health culture is a basic prerequisite for healthy working. Building on and complementing the pillars of conflict management and addiction prevention, structures forholistic, integrated and sustainable health management have been established at JMU since mid-2019 in a project funded by Techniker Krankenkasse. In addition to the traditional areas of health promotion (exercise, relaxation and nutrition), the project, which will initially run for four years, will pay particular attention to support and advice for existing health problems and the topics of "leadership and cooperation" and work organisation.
The aim is not only to strengthen the individual health competence of employees, but also to change the circumstances, i.e. to create healthy working conditions. As a first step, a steering group headed by Chancellor Dr Uwe Klug was established, in which all institutions involved in health-related topics are represented.
In an inventory, not only are all existing health-promoting offers mapped, but health-promoting structures and conditions are also recorded, systematised and analysed. Various methods will be used to identify the specific needs and requirements of employees (e.g. mental resources and stress) as well as their areas of expertise, which will form the basis for the development of further measures and programmes.
The following areas of further development of measures are planned so far:

Leadership and cooperation
In close cooperation with Professional Development for academic and research support staff, structures and programmes are being further developed and expanded to enable managers to lead well and healthily. Lecture series and workshops on the topics of leadership, communication, conflict management and stress management are to be harmonised and coordinated in future. The topic of healthy leadership is to be included in the leadership guidelines. The range of management coaching is to be expanded. Also in close cooperation with Professional Development, programmes are to be developed that enable employees to work together in a healthy and successful manner. These include workshops and lecture series on non-violent communication (NVC), conflict prevention, stress management, social skills, health skills and (health) coaching.

Healthy work organisation

This involves creating health-promoting conditions in the workplace, i.e. organising breaks, encouraging movement and designing the workplace to promote communication, as well as improving the clarity of roles and tasks. The risk assessment of the workplace with regard to mental stress is required by law. The existing implementation should be optimised, e.g. through surveys, interviews and workplace inspections. The aim is to identify existing health-promoting resources, but also the need for change.

Exercise, relaxation, recreation

A university-specific modular concept for promoting physical activity is to be developed, implemented and evaluated under the auspices of university sports. This is to include topic-specific workshops, lectures and practical programmes. These will be used throughout the university, on the one hand centrally as part of university sports and on the other hand decentrally in the various facilities. This includes, among other things, an expansion of exercise programmes and the creation of exercise incentives as well as specific programmes for different target groups (e.g. inactive people, people with health problems). The programmes should also be workplace-, gender- and age-specific.

Healthy nutrition

With the involvement of the Studierendenwerk, nutritionists and, if necessary, other regional partners within and outside the university, a concept for a university-wide healthy diet is to be developed with the aim of promoting healthy eating behaviour among employees and students.

Counselling and support services - occupational integration management

In addition to the existing addiction support and prevention services, which are firmly anchored at JMU in the form of an addiction counselling centre for employees and a conflict counselling centre, the support and counselling services are to be expanded to include psychological stress and illness in the form of a psychological counselling centre.

Company integration management is also to be further developed by improving the process and increasing awareness in order to improve acceptance and thus the positive impact of this instrument

Student health

Even if the health and well-being of employees is the focus for the project period applied for, the health of students should also be considered in all measures, structural and cultural changes. As future managers and employees in companies and public authorities, they are multipliers of an active health culture in the world of work and in their private lives.

Apart from personal counselling in case of need and regular information events on personnel law and financial topics, the Staff Council informs all employees of the University via the medium "PR-Aktuell". The Staff Council provides employees with a range of financial benefits through co-operation with external and internal bodies, e.g. shopping discounts for all university employees.

JMU has also been offering its employees the following benefits for a long time, in which available university resources are available for sustainable use by employees:

• Opportunity to take part in the university's university sports programme (subject to a fee)
• Discounted software provided by the computer centre
• Discounted purchase of firewood from the university's forestry operation in Sailershausen

• Lectures/lecture series of the faculties
• Lecture series: "Can we still be saved?" on sustainability topics (every semester since 2012) with internal and external speakers. Initiative of the Ecology Department of the JMU student's representation, in cooperation with the Commission for Sustainability and the Naturwissenschaftlicher Verein Würzburg e.V..
• Workshop series "The Glorious Seven" organised by the Department of Ecology of the student's representation. Seven experts give tips for sustainability in everyday life (each summer semester, for the first time in summer semester 2019).
• Lecture series "Nature Conservation", Fak. For Biology (Dr Frauke Fischer)
• Lecture series of the Africa Centre Forum of the JMU
• Lecture series of the addiction support working group
• Conflict management lecture series
• Events organised by the Gender Forum (JMU)
• Lecture series of the Gender Working Group (IPS, Faculty of Human Sciences)

In addition to these lecture series organised mainly or exclusively by JMU, there is also close cooperation with non-university organisations that are closely associated with the university and offer lecture series in cooperation with JMU:

• "Hörsaal on Tour" - mixed topics, in coop. With the Universitätsbund
• Würzburger Wissen" - series of events organised by the Würzburg-AG
• Lecture series organised by the Geographical Society of Würzburg e.V.
• Lecture series organised by the Natural Science Society of Würzburg e.V.

The JMU has been offering the following events especially for young audiences for over 10 years, which also deal with sustainability topics: - currently no events due to corona!

• Children's University: 4 lectures a year for children of primary school age (individual registration), e.g. 14.12.19: "Where does my T-shirt come from?" about sustainable production and marketing channels?
• Student university: 4 lectures per year for year 9/10 pupils. The event is primarily aimed at grammar schools in Würzburg and the surrounding area. Pupils are registered for the event on a class-by-class basis by their teachers.

• Via the Bayer. Forschungsallianz/UniLION, JMU, represented by VP Prof. Dr Barbara Sponholz, took part in the UniLION Annual Event on 15 October 2019 on the topic of sustainability/panel discussion in Brussels.
• In cooperation with the City of Würzburg, JMU has been involved in the "City of Young Researchers" project since 2013 (co-supervision of student projects, including on the topic of sustainability)
• In the Science Year 2017 "Seas and Oceans": there were several joint lecture events on the topic, e.g. "Microplastics in the sea" 06/2017 together with the City of Würzburg, children's university "Wadden Sea", 08/2017 (research ship MS Wissenschaft)
• There is also intensive cooperation with the City of Würzburg's environmental centre as a teaching/learning location
• and with the State Institute for Viticulture and Horticulture, Veitshöchheim (e.g. regionally focussed climate research, measures to adapt to climate change...),
• Together with regional (funding) organisations, e.g. IHK, HWK, "Region Mainfranken GmbH", JMU investigates questions of sustainable regional development.
• There is also close cooperation with the Studierendenwerk Würzburg, which now offers a continuous range of vegetarian/vegan meals in response to demand from JMU students and staff, serves fair-trade coffee, etc.