Diversity is one of three intersecting dimensions of the new DAAD Strategy 2030. With a new edition of the diversity agenda published in 2022, the DAAD aims to continue to strengthen diversity, equal opportunities and inclusion in international exchange. A new feature is the addition of the term “belonging” to the existing principles of diversity, equal opportunities and inclusion.

The diversity of students, researchers, teaching staff and employees at German universities is a reality. This diversity must be organised in such a way that universities can optimally promote talent in studies and research and at the same time strengthen social cohesion. Participation is not only a question of equal opportunity, but also improves the quality of teaching, research and transfer. Diversity offers universities great potential: science and research depend on people who develop solutions for social and global challenges in dialogue with different perspectives and international thinking.

“With our new diversity agenda, we are building on the DAAD Strategy 2030 and want to continuously strengthen diversity, equal opportunities and participation in international exchange over the next five years. These are both a prerequisite and an essential means of fulfilling our mission,” explains DAAD Secretary General Dr. Kai Sicks. “The understanding of different ways of living and working that students and researchers develop in the course of their experience abroad forms an important basis for shaping cross-border relationships and social cohesion. Sustainable solutions to global challenges can also benefit from the greatest possible diversity of perspectives.”

Further development and new priorities of the diversity agenda

The second diversity agenda was developed in a cross-departmental process involving the expertise of DAAD locations worldwide. Building on previous successes, it defines concrete measures for the five strategic goals by 2030.

The new agenda focuses on attracting talent from previously underrepresented groups for internationalisation, promoting gender equality and strengthening women in leadership positions. Another goal is to gain relevant knowledge about equal opportunities and diversity in international exchange and to share it with relevant stakeholders. Higher education institutions should position themselves as places of non-discrimination, democratic participation and cosmopolitanism.

A new addition is the term “belonging” to the existing principles of diversity, equal opportunities and inclusion. “Our SeSaBa study shows that a sense of belonging is crucial for well-being and success at universities. This is why we promote cosmopolitan universities that strengthen the sense of belonging of all students and researchers to the international academic community,” explains Nina Salden, Head of Strategic Planning at the DAAD.
The implementation of measures to promote individuals, international academic cooperation and the DAAD organisational culture is and remains a long-term and challenging joint task.

Objectives and measures of the agenda

Objective 1: Adapt the DAAD’s communication in line with inclusion requirements

The DAAD is expanding low-barrier access to information services and is designing the DAAD application portal and events according to accessibility principles. Communication formats are being further developed in order to reach talents with diverse educational biographies. “We attach great importance to inclusive language. In our external communications we showcase a wide range of testimonials from students and researchers on how they deal with the special challenges of international exchange,” says Barbara Kirsch, Team Leader Strategic Online Communication and Social Media.

Objective 2: Ensuring equal opportunities in DAAD individual funding programmes 

The DAAD expands the talent pool by encouraging underrepresented groups to apply and taking diverse life circumstances into account in the application process. “In Colombia, we have found that applicants are reluctant to disclose personal challenges. That's why — here at the Bogotá Regional Office—we emphasise that this does not put them at a disadvantage, but that the DAAD explicitly recognises the achievement of important milestones in their academic career under difficult conditions as a special merit,“ says Dr Reinhard Babel, Head of the DAAD Regional Office in Bogotá. “We actively encourage interested students to make their personal circumstances as transparent as possible in their application so that we can assess differences and delays in academic careers more fairly.”

Objective 3:  Support higher education institutions in achieving their inclusion goals

In view of right-wing populist movements that target people perceived as foreign, the DAAD promotes measures against racism, anti-Semitism and discrimination. As part of the Combined Scholarship and Support Programme (STIBET), funding is made available for activities against anti-Semitism and racism. Another field of action is the inclusive organisation of international academic cooperation. The new DIES training course LEADx supports female vice presidents—or women who are employed in comparable leadership positions at higher education institutions in countries of the Global South. This promotes an inclusive leadership model.

In line with the objectives and strategic orientation of the Erasmus+ programme until 2027, additional financial support for less mobile people continues to be the core aspect of promoting inclusion and participation in the German higher education sector. These funding instruments are accompanied by communication measures and training programmes. For example, the interactive training series “Diversity in dialogue” will be continued.

Objective 4: Gaining knowledge about diversity in international exchange

To advise higher education institutions and other stakeholders in their endeavours towards inclusion, the DAAD collects data on diversity and experiences of discrimination among domestic and international students at German higher education institutions (BintHo project). On the other hand, the DAAD is continuing its diversity monitoring in order to create a reliable data basis on the background of applicants and scholarship holders(incomings and outgoings), which provides information on the accessibility of funding programmes and at the same time identifies levers for the further development of funding programmes.

In addition, the DAAD promotes the exchange of knowledge and experience on topics of diversity and participation in international exchange through events, training courses and other formats. In doing so, it also focuses on providing impetus for equal participation in international academic cooperation programmes and identifying approaches that can reduce possible structural inequalities and strengthen trust between cooperating institutions.

Objective 5: Expand institutional diversity within  the DAAD

The DAAD promotes equal opportunities in staff recruitment and development on the basis of an equality and diversity plan. A complaints office in accordance with the General Equal Treatment Act (AGG) and a counselling structure as a first point of contact for staff provide support. The idea of inclusion is also structurally established in the DAAD in the form of a corresponding agreement.

Dr Jenny Morín Nenoff (10 June 2025)