Inclusion and accessibility

Accessibility is an essential component of a modern and equal-opportunities working environment; it therefore forms a core concern at the Fraunhofer IST in order to create an inclusive and respectful working environment for all employees. Our institute is actively committed to creating an environment in which all employees can develop their full potential. We work on breaking down barriers and promoting the participation of people with disabilities. This is achieved not only through the necessary structural measures, but also by raising awareness and providing support in the daily work. ​

Our representative for people with disabilities at the Fraunhofer IST, Ann-Katrin Otte, provides insights into her work, the challenges and progress, and her vision for an inclusive future.

Dear Ann-Katrin, what role does the Schwerbehindertenvertretung play at the Fraunhofer IST, and what tasks do you undertake in this context?​

The German Social Code IX (SGB IX) regulates the rehabilitation and participation of people with disabilities in Germany, including the tasks of the Schwerbehindertenvertretung (representative body for disabled employees, SBV). In general, the SBV represents and promotes the interests of disabled employees and employees with equivalent status at the institute. For example, the SBV monitors the entire recruitment process and ensures compliance with legal regulations. It provides the employer with information regarding rights and obligations and ensures that no discrimination occurs during the selection and recruitment process. In the subsequent employment relationship, the SBV provides support in the procurement of work aids, the needs-oriented configuration of the workplace, any necessary applications, and in helping to raise awareness. These challenges constitute part of my role as Deputy Representative for Disabled Employees at the IST. Through my work with the people concerned and the constantly changing initial situations, I am continually learning new things in this area, which makes the task really varied. 

”In my experience, people with disabilities can identify their weaknesses clearly and can reflect upon them, which is simultaneously a great strength, as this is the only way in which employees can be optimally supported.”

What measures has the Fraunhofer IST already implemented in order to promote inclusion and accessibility?​

We have formed an inclusion team in order to identify barriers from different perspectives and to further strengthen inclusion in our corporate culture. In our roles as employees in communications, recruiting and science, as equal-opportunities officers and as Deputy Representative for Disabled Employees, we are the direct interface for the promotion of accessibility and the rapid implementation of measures for change. We also regularly involve experts, such as our Buildings Officer, in our discussions. For us, the topic of inclusion and accessibility is an ongoing and evolving process. We therefore take part in an accompanying program for the inclusion and participation of disabled people in working life and we also receive coaching from external mentors.

What are your wishes or specific goals for the future in terms of inclusion and accessibility at Fraunhofer?​

For me, inclusion and the removal of barriers begins when open communication takes place, as this is the only way in which a natural understanding can develop regarding the fact that people have different needs and that these are independent of a disability. My wish – and what I continue to advocate – is that disability is not a stigma and does not reveal anything about a person’s performance capabilities. 

The Fraunhofer IST participates in an inclusion coaching program that aims to impart knowledge and practical tips on the inclusive design of processes and structures and to develop strategies for promoting inclusion. Along the path to becoming an inclusive organization, the institute was provided with support through workshops on topics such as recruiting, accessibility and disability awareness as well as individual consulting.​

Accessibility is an essential element in the promotion of inclusion, which is why the Fraunhofer Accessibility Policy was adopted by the Executive Board in 2023. This represents the fundamental attitude and orientation for the implementation of accessibility in various areas of the organization in order to ensure accessibility, inclusion and participation.

In order to achieve accessibility, the first step is to create the necessary conditions at the Fraunhofer headquarters for centralized and decentralized implementation. For this purpose, an accessibility analysis project is being conducted in order to assess and evaluate, in a structured manner, the current status in terms of the spatial, technical and digital as well as linguistic and communicative accessibility of the various Fraunhofer-wide systems and the services provided by the headquarters. From this, a target definition and recommendations for further action are to be derived.

German Diversity Day is a nationwide day of action that highlights diversity in the workplace. It has been organized annually since 2012 by Charta der Vielfalt e. V. (Diversity Charter) and takes place in companies and institutions to demonstrate their commitment to diversity and remind us how important inclusion, appreciation, and equal opportunities are in the workplace and in our society. To mark the occasion, our employees at Fraunhofer IST were asked what diversity means to them. The result is a colorful mosaic of perspectives – cohesion, tolerance, togetherness, and much more.

For us, diversity means that everyone who wants to shape the future with us is welcome. Let's be different together.