EPICUR EDI Toolkit
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Inclusion in society and the working world, equal opportunities and self-determined participation of severely<br />
disabled people in working life as well as respectful, appreciative interactions with each other are a special<br />
obligation of the ALU-FR. The university sees it as a matter of course to offer severely disabled people better<br />
opportunities in working and professional life and to promote their education, training and further education<br />
as well as employment.<br />
The inclusion agreement specifies the legal regulations for the inclusion of severely disabled people, taking into<br />
account the circumstances of ALU-FR and sets up further rules and goals for the cooperation between the parties<br />
involved. At the same time, the inclusion agreement also contributes to raising the awareness of all employees<br />
of the university, especially of those who are responsible for personnel, for the needs of severely disabled people<br />
in all work processes. The inclusion agreement is intended to help achieve the statutory quota of 5% of severely<br />
disabled people in all jobs. In addition, ALU-FR is aware of its special role in education. It therefore particularly<br />
promotes the recruitment of severely disabled trainees.<br />
To fulfill the goals set out in the inclusion agreement ALU-FR also has a so-called inclusion team. The person of<br />
trust for the severely disabled people/disabled representative along with a deputy, two inclusion officers, the<br />
officer for equal opportunities and one expert member each of the staff council, the Gender and Diversity staff<br />
unit, the university’s personnel department, the company medical service, the equal opportunities office and<br />
the trainee representatives form an inclusion team.<br />
The primary task of the inclusion team is to work out strategies and to develop measures that serve to create a<br />
climate that does justice to the goal of inclusion laid down in the UN Convention on the Rights of Persons with<br />
Disabilities. An extensive distribution of information and communication on the subject of inclusion should be<br />
ensured. The inclusion team also approaches those affected and uses their experience, skills and knowledge to<br />
find the best possible solution to problems. The aim is, on the one hand, to motivate people with disabilities to<br />
exercise their rights and, on the other hand, to create understanding and acceptance in dealing with each other,<br />
taking into account the different existing strengths and weaknesses.<br />
Working groups in the Chancellor‘s area of responsibility<br />
https://uni-freiburg.de/universitaet/organisation-und-verwaltung/rektorat/kanzlerin/<br />
4.3.3. <strong>EDI</strong> Experts Recommendations for Implementation<br />
• Install a contact person for inclusion of people with disabilities at the <strong>EPICUR</strong> Mobility Office which offers<br />
advice especially for students and lecturers.<br />
• Development of a lecture about Accessibility and Assistive Technology for students in STEM fields [KIT]<br />
• Development of a workshop on how to make documents accessible [KIT]<br />
• Provision of a budget for assistive technologies<br />
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<strong>EPICUR</strong> <strong>EDI</strong> <strong>Toolkit</strong>