Page 24 - Diversity@TUD | Factbook 2023 Gender - Family - Diversity

A glance at contract durations and working time models for December C: Gender@Qualification
2021 also shows a high proportion of women across all working models
and contract durations, as shown in Figure 16. For example, the propor- In this section, changes in the proportions of women and men in the aca-
tion of women in part-time positions is just under 80%, and in full-time demic qualification process are presented. We will begin with the current
positions it is 50%. Female employees account for 57% of temporary ratios of women at the TU Dresden, broken down by school and academic
positions and up to 64% of permanent positions. "career" levels (from first-year student to professor) in Figure 17. Although
there is no consistent pattern here, it is apparent that the proportion of
women is significantly lower at the higher qualification levels compared
to the lower levels, especially at the professorship level, thus indicating a
decreasing overall proportion. 7
80 %
Figure 16 60 %
Percentage of women in academic 40 %
support staff positions as of December 80 %
1st, 2021, by working time model and 20 % Figure 17
contract term (source: TUD/D6) 0 % 60 % Percentage of women by school and
proportion of women proportion of women proportion of women proportion of women 40 % academic career stage in the winter
temporary contract
permanent contract
part-time contract
full-time contract
semester 2021/2022
20 % (source: TUD/D6) 7 1 Fokus: Gender
0 %
As can be seen from current figures from the Equal Pay Model Project (“Mo-
dellprojekt Entgeltgleichheit”) of the Free State of Saxony, women in Saxony first-year students students graduates PhD-students academic staff professors
still earn less than men on average, even with equivalent qualifications. For
example, the adjusted gender pay gap in the city of Dresden was 10.4% in MN GSW ING BU MED
6
2020. “Adjusted”, in this case, refers explicitly to qualifications of an equal
or at least comparable level.

7 This figure deviates from the usual format and replaces the habilitation candidate figures
with the data on academic staff. This is due to significant annual fluctuations in the univer-
6 See the Equal Pay Model Project of Saxony (2022): sity group of habilitation candidates. Although overlaps between doctoral students and
https://www.gleichstellung.sachsen.de/entgeltgleichheit-4638.html (accessed: 25.01.2023). academic staff can be assumed in this case, overlaps also exist in the university groups of
students and doctoral students, since the latter may also be enrolled at the university.

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