Dr. Chiara Lindner(Fraunhofer Institute for Physical Measurement Techniques, Freiburg) is developing novel methods for the non-destructive analysis of biological samples using spectroscopy with infrared light, which promise to be widely used in medicine and materials research in the future.
Dr. Markéta Kubánková(Max Planck Institute for the Physics of Light, Erlangen) is researching changes in mechanical cell properties that could make diseases such as Covid-19 and colon cancer easier to diagnose in the future.
Dr. Irene Vercellino(Research Center Jülich) investigates the structure and function of protein complexes in the membrane of mitochondria. Their research could open up new approaches to treating metabolic disorders and neurodegenerative diseases.
Dr. Nora Schmidt(Hannover Medical School) analyzes how RNA-binding proteins work in virus defense and how these processes are modified during infections. Their work could lay the foundation for new therapies against viral diseases.
Beauty is more than an aesthetic ideal – it is a force that can transform, inspire and empower. But in a world that has relied on exclusive beauty standards for many years, it is time to promote diversity and inclusion and break down the old standards. Because true beauty arises when everyone feels seen and valued in their uniqueness. Even if the topic seems complex, everyone can bring about change.
Diversity as an important strength
For a long time, certain skin colors, body shapes and genders were privileged while others were excluded. But this one-sided view is becoming increasingly less relevant. Companies, media representatives and every individual recognize that true beauty lies in diversity. When we define beauty in a more inclusive way, we not only open doors for others, but also transform ourselves.
Why is this important? Diversity can not only strengthen self-perception, but also promote the creativity and innovative strength of companies. Like a study1shows that European companies with mixed management teams are over 60 percent more likely to be above-average profitable. So inclusion is not a “trend”, but a sustainable strategy for the future that not only influences our beauty ideals, but also offers an important advantage for the economy.
What each individual can do for inclusion
1. Harness the power of language:For years we accepted the generic masculine in our language and at least 50 percent of the population ignored it. Gender-appropriate language promotes inclusion and breaks stereotypes. This was also done, for example, by scientists in a Swedish study2proven. Language is a powerful tool to advance equality. Use this power and try to choose alternative wording for descriptions of people or even gender them with the so-called glottic beat (the small pause between the first and second parts of the word) - for example with the words doctors, police officers or colleagues.
2. Create visibility for everyone:Wanting diversity is one thing, making it visible is another. The more we see diversity visually, the more we realize that it is reality. It starts with children and their books or films. When children grow up seeing different skin and hair colors or different body shapes, the more natural and normal it becomes for them and therefore also for society.
3. Recognize and reduce prejudices:We all have unconscious thought patterns that influence us because we learned and acquired them from our parents or friends. But that doesn't mean they're right. There are certainly some prejudices against others. Recognizing, rethinking and reducing these is a goal that we can all set ourselves in order to promote diversity and promote change in both our private and professional lives.
What companies are doing for inclusion – using L'Oréal as an example
DieL'Oreal Grouphas been committed to diversity, equal opportunities and inclusion for more than 20 years. The company wants to create a society in which everyone is free from prejudices and negative stereotypes. This is particularly evident in the high proportion of women in management positions and the non-existent gender pay gap. Various internal company networks strengthen generational cohesion as well as a tolerant working environment in which everyone feels comfortable and can develop freely - regardless of what cultural or social background someone comes from.
As creators of brands, we have the power to inspire and influence society. [...] This is particularly true when it comes to the topic of inclusion: just five years ago, you could convey a message about ethnic diversity with an advertising campaign that featured women and men of different skin colors. If we were to content ourselves with that today, it would be seen as window dressing and the bare minimum. In this day and age, our messages and our relationships with society must be more authentic than ever.
Nicolas Hieronimus, CEO, L'Oréal Gruppe
L'Oreál has already achieved this much in terms of diversity and inclusion:
• 68 different nationalities in the 71 subsidiaries
• Training on the topic of “Unconscious Bias”: 65,000 employees trained, 90 percent trained recruiters
• Paid paternity leave (or for non-birthing mothers) extended to six weeks
• 1,381 people with disabilities across the group, active members of two corporate networks on disability
• 42,100 of all employees were trained on the topic of diversity and inclusion
• Consultations with eleven different external experts from science and teaching
• Equal classification and salary for people of all genders
• Internal guidelines for promoting religious diversity
„L'Oréal UNESCO for Women in Science“
In addition to all these points, I would like toL'Orealalso encourage young people to go into science and be interested in MINT subjects (MINT = mathematics, computer science, natural sciences and technology). The company was founded in 1909 by chemist Eugène Schueller. Although science has changed since then, the proportion of women in research is still only 33 percent; in Germany it is even ten percentage points lower at 23 percent. Since 1901, the Nobel Prize has only gone to 65 women, compared to 905 men3.
For 26 years, the Foundation has been empowering L'Oréal together with UNESCO and its “For Women in Science"Women in Science program. A jury of experts selects the winners, whose research will each be supported with 100,000 euros. Since the beginning, over 4,400 women and their research have been supported, including Emmanuelle Charpentier, who will be awarded the Nobel Prize in 2023 was awarded for chemistry.
In November, four young German female researchers were also awarded the “For Women in Science” sponsorship award in Berlin, each worth 25,000 euros:
Take responsibility – every day
Equality and inclusion are not a “project” that you start once and then check off. It's about taking on responsibility every day, be it in the office, in the family or among friends. Start with yourself and inspire others. We have the future in our hands and can shape an inclusive and diverse society for future generations in which everyone can feel comfortable - just as they are!
