As a progressive institution, the Lucerne University of Applied Sciences and Arts acknowledges the importance of plurality as a competitive factor with respect to the backgrounds, thoughts and actions of its employees and students. It acknowledges the importance of diversity management as the conscious fostering of the perception, recognition, activation and guidance of diversity. The University incorporates aspects of diversity in its decision-making processes for its successful institutional development.
The Potential: Recognition and Use of Diversity
People with a range of educational backgrounds in various disciplines study, teach and research at the Lucerne University of Applied Sciences and Arts. Moreover amongst them we find the differences, similarities and commonalities that constitutes the core dimensions of diversity: gender, age, social class, ethnic and cultural affinities, physical and mental capabilities, religious orientation and sexual orientation.
Members of the University are aware of differences when interacting with one another, and respect and value them. Heterogeneity in the classroom, in teams and in committees is seen as a diversity of perspectives, which can improve working conditions and heighten success when recognised. Structures and modes of behaviour enable the potential of students and employees to be tapped and this means that the University are able to make use of the differences in ways of thinking and acting, as well as in the realities of life and work, in an advantageous manner.
The Challenge: Reflecting and Negotiating Diversity
Difference is often seen as a deficit or an obstacle, employees or students can be wrongly judged or underestimated due to prejudice, people and contents are excluded as a result of unconsidered conduct.
As an expression of an ethical attitude, the Lucerne University of Applied Sciences and Arts promotes equal opportunities amongst employees and students, removes structural discrimination and complies with anti-discrimination legislation. Aspects of diversity are integrated within the University's teaching, research, continuing and executive education, services and personnel policies. Members of the University avoid stereotyping others and excluding them from participatory processes. In power-sensitive dialogue, views are exchanged openly, values and norms reflected, needs clarified and joint thinking processes developed.
Implementation: Living with Diversity
Responsibility for implementing the diversity policy lies with the Executive Board and other managers. The Schools and Services ensure the implementation of the diversity management, the development and the structure of diversity competence at University level. The Specialist Unit for Diversity together with the Diversity Commission, consisting of representatives from all Schools, and standing committees provide support for the implementation of diversity policy. The auditing tools comprise of key data on diversity. The Lucerne University of Applied Sciences and Arts makes the necessary resources available for the implementation of the diversity policy. Networking takes place with other university-level institutions and third parties for the joint tackling of diversity-relevant topics at a cantonal and national level.
The University recognises it as its duty to establish favourable conditions for a nuanced approach to differences and commonalities by introducing diversity-oriented structures, an open organisational structure and confidence-building communications.
