Strategic framework for Diversity, Equality and Inclusion (DEI)
ETH Zurich’s strategic framework for DEI sets out a shared structure for advancing inclusion across the university. It reflects a collective aspiration: that all members of ETH contribute to a culture of belonging, respect and integrity, and take responsibility for addressing structural inequities through concrete action.
A collaborative approach to inclusion
The strategic framework for DEI highlights the crucial role played by students and staff in driving positive change and in fostering a sense of belonging, where everyone feels valued and can be their authentic selves without fear of judgment or discrimination. It defines the structure, process and focus areas for advancing inclusion at ETH Zurich.
Each department develops and implements its own measures within this framework, drawing inspiration from example measures and building on existing resources and initiatives.
The four key focus areas are:
The following goals serve as a foundation upon which the departments can develop specific measures tailored to their unique needs and contexts.
Leadership
- Create opportunities to share best practices in inclusive leadership, fostering a diverse, equitable and inclusive work and study environment.
- Establish mentoring and career development programmes that promote equal opportunities for all students and employees, particularly those from underrepresented groups.
- Encourage a healthy work-study-life balance that enables members to
fulfil their work and study-related obligations and social and caregiving
commitments while taking care of their own well-being.
Teaching
- Develop an inclusive teaching and learning environment that actively encourages equal access and minimises barriers to students from different socio-economic backgrounds, cultural origins, identities, learning needs and preferences, by employing a variety of teaching models and strategies across the curriculum.
Research
- Implement policies and practices that provide equitable opportunities for all students and researchers to participate in research activities, access funding and advance in their studies and careers, irrespective of their backgrounds.
- Develop and implement training programmes that educate researchers on what defines an inclusive project and how to incorporate DEI considerations into their research. This is important not only for the sake of promoting inclusivity and diversity but also because it leads to improved research quality.
- Embrace a responsible research and innovation approach that incorporates DEI considerations in all research projects, ensuring inclusivity in both the content and the composition of research teams.
Equality, Non-Discrimination and Non-Harassment
- Foster a culture of zero tolerance for discrimination by establishing clear policies and practices that actively prevent discrimination based on gender, race, ethnicity, religion, sexual orientation, disability, or other characteristics.
- Encourage mindset shifts that promote allyship, empowerment, diverse perspectives and inclusive communication, with the goal of cultivating a strong institutional culture where everyone feels responsible for and empowered to contribute to an inclusive environment.
- Ensure barrier-free access to information, infrastructure and regulations, ensuring that all ETH members (staff and students) have unimpeded access to resources, facilities and opportunities, regardless of their physical abilities or other characteristics.
When developing measures within the strategic framework, departments are encouraged to consider five key enablers that support quality, sustainability and impact:
- Culture: Strengthen inclusive practices and values within the department.
- Monitoring: Use data to assess progress and guide improvements.
- Outreach: Share knowledge and engage diverse voices.
- Compliance: Align with legal and institutional standards.
- Adaptability: Respond to emerging challenges and evolving needs.
To ensure the success of ETH Zurich’s strategic framework for DEI, a structure has been established that combines clear governance, targeted support, and collaborative implementation. This structure enables coordinated action across all departments and administrative units, ensuring that DEI principles are embedded in every aspect of university life.
Governance
ETH Executive Board
Ensures compliance and oversees DEI progress.
ETH Diversity team
Provides guidance and consolidates reports.
Department heads
Ensure DEI actions within departments and receive annual reports.
Support
ETH Diversity team
Advises departments, shares tools and best practices, supports reporting and infrastructure needs.
Central administrative units
Provide targeted support to departments.
Implementation
Departmental action
Each of ETH’s 16 departments selects two focus areas from the strategic framework and defines and implements at least one measure per area, in line with the defined goals.
Institution-wide coordination
Cross-cutting initiatives, such as the Accessibility Network (formerly the Barrier-Free at ETH programme), are coordinated by the ETH Diversity team and central units.
Community engagement
All ETH members contribute to diversity, equality and inclusion through their everyday actions.
Reporting
- Those responsible for DGI (commission or similar) report annually to the department heads on the progress of DGI measures.
- Every four years, departments submit a formal report to the ETH Diversity team, following the ETH Board’s reporting requirements.
- The ETH Diversity team consolidates departmental reports and monitoring data, and submits a summary to the ETH Executive Board.
Definitions and foundation
... refers to the socially relevant similarities and differences among individuals and to their consideration and recognition under the premise of equal participation.
Examples of similarities and differences:
Gender, sexual orientation and identity, socio-economic background, migration and ethnic origin, nationality, linguistic diversity, religious beliefs, cultural diversity, neurodiversity, age, psychological impairments and disability
... means creating an environment where diverse individuals feel respected, valued and empowered to fully participate and contribute. It goes beyond merely acknowledging diversity and aims to foster a sense of belonging.
Inclusion involves actively removing barriers, biases and discrimination to ensure that everyone has equal access to opportunities, resources and decision-making processes.
... and equal opportunities refer to the basic principles of human rights and to the commitment in terms of gender equality and disabilities laid down in the constitutional mandate conferred upon the ETH Domain institutions. ETH strongly advocates equality at all qualification levels and in all areas of research, research support and student life.
Providing equal opportunities is a key criterion for achieving quality and excellence. Equality and equal opportunities are complemented by equity, which involves taking specific needs and existing inequalities into account. This approach allows for the development of targeted measures toensure equal opportunities.
The strategic framework is aligned with the external page ETH Board’s strategy for Diversity, Equality and Inclusion for the ERI period 2025–2028. It also builds on the foundation laid by the Gender Action Plan (GAP), established in 2014, and now replaces it with a broader approach to inclusion.
Furthermore, the framework is grounded in the results of a comprehensive needs analysis involving 11 of ETH Zurich’s 16 departments, alongside central administrative units. Input was gathered through workshops, meetings and focus groups, with active participation from student organisations such as VSETH and AVETH, women’s groups, and other advisory bodies. Overall, feedback was collected and integrated at multiple stages, ensuring the framework reflects the diverse perspectives and needs of the ETH community.
The analysis was complemented by benchmarking against international best practices and by contributions from internal initiatives and networks.
Measures and resources
As departments contribute new measures and as further resources and literature are added, the site will continue to evolve. This enables the ETH community to learn from experience and actively contribute to inclusion across the university.
Please reach out to ETH Diversity if you'd like to suggest resources, literature or example measures
Vice-Presidency for Personnel Development and Leadership
ETH Diversity