"Münster University has attained a high level"
Münster of University has been awarded the Seal of Quality as a "family-friendly university" three times – in recognition of an HR policy marked by an awareness of work/family issues. Kathrin Nolte spoke to Georg Barzel, an auditor at "berufundfamilie Service" ("workandfamily service") – the organisation which awards the certificates and which is an initiative of the non-profit-making Hertie Foundation – about the current situation as regards work-family balance , as well as about future challenges.
What was the impression you gained of Münster University during your audit for the "family-friendly university" award?
The last audit was carried out two and a half years ago. At that time, Münster was one of the large universities which had been certified the longest. The impression we have gained is firstly one of great diversity. In our last audit we undertook a very large number of interviews – with officers of the university as well as with individual people affected. The latter, especially, cover a very wide range. Perceptions vary on work-family balance at the University, depending on which status group a person belongs to – for example, students or researchers. Overall, the impression I got was a good one because what was conveyed, especially in the interviews on whatever specific topic was under review, was a uniform picture. After all, we certify the University as a whole on the basis of a requirement that the same range of services doesn’t have to be offered for all staff and students – but that the same general conditions must apply in any area of the University. For example, it’s not necessary to do the same for academics as for admin staff when they take parental leave. But if a academic from Department A takes parental leave, this should be handled in exactly the same way as it is for a academic in Department B.
How does Münster compare with other universities?
In my view, it compares very well. The reason is that over the past few years the issue of “work-family balance” has been dealt with in a determined way. There are other universities for whom it is more important to have the certificate pinned up on the door, so that they can show the world that they are committed to the issue. But the commitment displayed behind the door doesn’t necessarily match what the certificate on the door says. Münster University – not only the then Rector, Prof. Ursula Nelles, but also across the relevant bodies – has driven the audit process forward in a structured way. The result was to create a certain sense of obligation and irreversibility. This approach is not standard, much as we would like it to be.
What are the positive measures relating to work-family balance at Münster?
Münster sees itself as a university which, for example, organise scientific careers in such a way that starting a family and having a family life are possible at the same time. One important element here is limited-term employment contracts. These should be designed in such a way that they ensure as reasonable a (family) life as possible. Factors here include the duration of the contract, how fast follow-up contracts are concluded, and career prospects during the qualification phase. Also, and particularly in the last re-audit, the University took a look at groups of people who had not been the focus of attention up to then, for example the situation of international academic. If a university can afford to deal with such a special group, it shows that it has done its homework, so to speak, in other areas and is showing a high level of commitment.
And what are the biggest challenges still to be overcome?
The idea of work-family balance needs to be firmly embedded at management level. Any attempt to do this often encounters a divided world in practice: in the administrative area it’s usually easier to put it into practice because hierarchical structures are clearer. The big challenge is the issue of leadership in the academic world. Academics must first learn to see themselves as leaders. The second step involves them adopting appropriate behaviours. And thirdly, they need to do this in a family-friendly way. The other big area is the compatibility of work and family in management positions, in other words for the leaders themselves. This is a challenge which Münster University, like many other universities and organisations, is also facing.
As an auditor you’ve taken a close look at many universities. What constitutes the ideal family-friendly university in your eyes?
There’s no one single answer to that question. I would say there are three main areas which are important: firstly the framework, secondly the culture, thirdly what is offered. As far as the framework is concerned, a university needs to have all the right structural levers in place – such as flexible work models, teleworking, or studying while bringing up a child. Also, things should not be handled in an arbitrary manner; rather, there should be clear rules and regulations in place. The second aspect is the extent to which the idea has permeated the university. This can be seen most easily by speaking to a variety of people and noting the extent to which there is a common approach to the issue of “family-friendliness”. And thirdly, the range of services on offer depends very much on the environment in each case. A large university is able to, or has to, do more in this respect than a small one. The local environment plays an important role here too. Services cannot be standardised; each university has to create the services most suited to its needs, and make them practicable.
Seal of Quality "family-friendly university"
With the aid of the Seal of Quality as a "family-friendly university" – and the auditing process involved – universities and academies aim to make their conditions of work and study family-friendly. Across Germany, 112 universities have currently been certified. After its first audit in 2008, Münster University was only the second university with over 40,000 students to be certified, the first being Frankfurt. Companies and institutions are also awarded the certificate. The "berufundfamilie Service" ("workandfamily service") organisation set up by the non-profit-making Hertie Foundation in 1998 is regarded today all over Germany as an authority on issues relating to work-family balance. Its work is also funded by the German state and the European Social Fund. The organisation functions as a think-tank in this field, and also as a major player in the certification of family-friendly HR policies.
Translated from German by Ken Ashton