Insights from IT:U’s Equal Opportunities Officer
At IT:U, we firmly believe that diversity is not just a concept but a vital strength that enriches our community. By embracing varied backgrounds, perspectives, and experiences, we not only enhance academic excellence but also ignite innovation. Our commitment to Diversity, Equity, Inclusion and Belonging (DEIB) aims to ensure that all members of the IT:U have the opportunity to thrive in their studies, research and work. In celebration of International Women’s Day on March 8th, we sat down with Stefanie Lietze, IT:U’s Equal Opportunities Officer, to discuss these principles.
IT:U – Let’s introduce yourself as a starter, what’s your background and how did you become Equal Opportunities Officer at IT:U?
Stefanie Lietze – As a psychologist with a strong background in higher education, I started as a Higher Education Quality Assurance Officer at IT:U. I brought my previous experience regarding DEIB to the table and became also the Equal Opportunities Officer. In this dual-position, I am merging DEIB with quality assurance (QA) to create a more inclusive and high-performing academic environment by tackling barriers which prevent much needed voices from being heard.
How does IT:U deal with diversity and foster an inclusive environment?
At IT:U, we embrace diversity as strength. We value diversity in backgrounds, perspectives, and experiences, as it enhances academic excellence, drives innovation and prepares students for a globalised world. IT:U is committed to Diversity, Equity, Inclusion and Belonging and implements measures to create conditions that enable all interested qualified persons to successfully participate in studies, research or work at the university. DEIB at IT:U means actively inviting contributions from all members, as well as co-designing processes and structures to create an environment where everyone feels respected, heard and empowered to reach their full potential.
Why is promoting gender equality and women still relevant in 2025?
Promoting female academic careers remains critical in 2025, particularly in technical universities, because systemic gender disparities in STE(A)M (Science, Technology, Engineering, Art and Mathematics) persist despite decades of effort. It got worse again during Covid-19. Women continue to be underrepresented in engineering, computer science and related fields, not due to a lack of ability but because of structural barriers such as unconscious bias, gender stereotypes and limited access to mentorship and leadership opportunities.
What steps is IT:U taking to encourage and support women in research, science and technology?
Women are presently still considered the biggest marginalized group in society. Thus, gender-balance in leadership and decision-making is an important area of focus. When filling the positions of Post-Doc and upwards, active sourcing of qualified women is key. We want to create an environment that facilitates the entry of women into research, science, and technology, especially through interdisciplinarity. Many women tend to work interdisciplinary, but society does not fully utilize this potential. Our goal is to break down barriers and foster an inclusive environment.
The project-based teaching concept in small groups and the excellent supervision ratio are measures that are suitable for breaking down classic concerns against technical degree programs. The interdisciplinary orientation enables permeability between different scientific fields and thus also a natural transition and entry into more technical fields of work in higher stages of academic education.
To eliminate socio-economic factors as a barrier and attract non-traditional female students to technical and interdisciplinary degree programs, different support-formats are currently in development. Those include scholarship programs, as well as more practical support-measures like a bridging year.
Another common reason for interruptions in female academic careers is the incompatibility with a family. We teamed up with the other Austrian universities to develop, share and adopt successful measures in the UniKid UniCare Austria initiative.
So as a new model Technical University, we aim to promote female academic careers in STE(A)M, with consideration for personal dispositions and life-phase-related commitments.
“Many women tend to work interdisciplinary, but society does not fully utilize this potential. Our goal is to break down barriers and foster an inclusive environment.”
– Stefanie Lietze, Higher Education Quality Assurance Officer & Equal Opportunities Officer
Why is promoting gender diversity essential for advancing innovation and digital transformation in technical fields?
If technical universities do not actively promote gender diversity, they risk reinforcing outdated stereotypes that discourage women as well es other non-male genders from entering or progressing in STE(A)M careers. Moreover, research consistently shows that diverse teams drive better innovation, problem-solving and economic growth. Without the full participation of all genders, universities fail to harness the full spectrum of talent needed to address global challenges like climate change, artificial intelligence or cybersecurity. If technical institutions neglect DEIB efforts, they not only disadvantage non-male people unfairly, but also limit the broader progress of science and technology. Ensuring gender diversity is not just about fairness – it is essential for fostering innovation and digital transformation. The same applies to all other dimensions of diversity.
Conclusion
Reflecting on these insights, it becomes clear that fostering a culture of inclusivity is not merely a goal: It is an ongoing journey that requires the active participation of each member of the community. By championing DEIB initiatives, IT:U is not just advocating for equity but also enriching its institution with vibrant ideas and unique experiences to actively drive digital transformation.
