Lujain Kretzschmar
Position: Diversity and Equal Opportunities Manager
Research alliance’s discipline/s: Interdisciplinary
Department: Excellence Cluster Science of Intelligence (SCIoI) – TU Berlin
Website: View here

- Tell us a bit about yourself. How did you get to where you are today?
I moved from Damascus to Berlin in my early twenties to pursue my master’s studies at the Freie Universität Berlin. My initial academic background in Near Eastern archaeology exposed me to the richness of cultural diversity and its impact on identity. Working on archaeological projects in Syria, Turkmenistan, Iran, and Saudi Arabia broadened my understanding of these regions’ complex political, cultural, and social landscapes. After completing my Master’s degree, I shifted to intercultural work with Berlin families with migration histories. This involved supporting individuals facing various forms of discrimination and developing group work that addressed intercultural challenges. One of the significant projects I co-managed was “Kulturelle Vielfalt” (Cultural Diversity) at ANOHA, the Children’s World of the Jewish Museum, where I co-planned and organized initiatives to support broader participation, networking, and encounters in Berlin’s cultural landscape.
As a Diversity and Equal Opportunities Manager at Science of Intelligence, I apply my experience in intercultural counseling, strategic planning, inclusion- and anti-discrimination work to promote a more inclusive and equitable work environment.
- When did you first become aware of gender- and diversity issues in academia or at your workplace in the university?
I first became aware of gender and diversity issues during my Master’s studies in Berlin, shortly after arriving from Damascus. This transition made me notice and question whether certain negative experiences, such as being excluded from specific homogenous teams, discriminated against, or talked over in meetings, were accepted “norms” in academia. These concerns grew when they later affected my ability to enter the job market, secure positions, and advance in my career.
Sharing and discussing these experiences with colleagues and supervisors at the time was crucial. It not only helped me build resilience but also fueled my drive for change.
Years later, when I became a mother, I faced another significant challenge. Despite various forms of support available, I noticed traditional gender roles were still deeply embedded in the system. Even with supportive regulations, men were not expected to change their working arrangements, whereas women were. This imbalance affects job content, responsibilities, salaries, and, of course, promotions.
- What are your main tasks and objectives as a diversity and equal opportunities manager?
My main tasks include promoting diversity and equal opportunities in all personnel matters, from recruitment onwards. I participate in interviews, answering diversity and work-culture-related questions. Supporting a work-life balance for employees, especially those with care obligations, is another key responsibility. I organize workshops and training sessions on relevant topics such as unconscious bias and arrange outreach inclusive events, like Girls’ Day.
I also advise on diversity strategies and help develop lasting tools and measures to support these objectives, such as annual surveys, onboarding, and exit meetings, and exchange through one-on-one meetings. Monitoring diversity metrics and analyzing statistics are also critical parts of my role to track progress and identify areas for improvement. I promote diversity through articles, posters, and presentations, ensuring a comprehensive approach to diversity and inclusion.
Alongside these tasks, building a broad and sustainable network is crucial for fostering collaboration, sharing best practices, and creating a supportive community within and beyond SCIoI.
- What challenges have you encountered in managing equal opportunities and diversity in academia?
I consider my current team and workplace to be very progressive in supporting diversity. Nevertheless, we are still a part of a very broad and complex system in which we have to face challenges in addressing implicit biases, overcoming resistance to change, and managing the complexities of collecting both demographic and qualitative data, particularly when it is identity-relevant while ensuring data protection and privacy. Overcoming these challenges requires persistent effort, effective communication, and continuous education about diversity-relevant matters.
- What have been your successes, and what was necessary to accomplish them?
One of my key successes was conducting a diversity survey that actively involved the members of our cluster in identifying appropriate measures, pinpointing areas for improvement, and observing workplace diversity-relevant challenges from their perspective. This approach not only raised awareness but also ensured long-term progress tracking.
Collaboration with various teams within our cluster, such as the Equal Opportunities Committee, lab management, academic coordination, communication, and many researchers, was crucial. This cooperation led to a successful survey with an almost 65% participation rate, providing a solid data foundation for developing future measures.
- To anyone new to the work of managing diversity and equal opportunities in academia – what advice would you give?
Effective communication across all levels of the institution you are in is essential. Engage as many members as possible and remember that most people recognize the importance of diversity measures. Be resilient when facing skepticism or resistance. Patience is a key. Allow people to understand and appreciate the value of diversity initiatives at their own pace. Stay committed, keep advocating for equity and equality, and build networks to support a more inclusive academic environment.