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Press Release of the Month

Record highs in the North Sea: Even the German Bight is warmer than ever before

Researchers around the globe are sounding the alarm: ocean temperatures are the warmest ever recorded. In 2023, the North Sea also experienced dramatic record highs, as readings taken by the Alfred Wegener Institute’s Biological Institute Helgoland indicate. As data from the time series “Helgoland Reede” also reveal: it’s not the first year in which the German Bight experienced marine heatwaves. The high temperatures and extreme weather events are a product of climate change and could have substantial impacts on the ecosystem.

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3 Questions for:

Leo Amende – Head of the “OpenAWI” project

Equal opportunities and diversity are very important topics at the AWI. In response, the project “OpenAWI” was recently launched. Leo Amende is leading the project at the AWI.

Thanks! That’s right; I’ve been with the AWI since April, when the OpenAWI project began. Its main goal is to put more focus on the topic of diversity – especially in the recruitment phase. For this purpose, various processes are to be refined and made more diversity-sensitive. Initially, it’s mostly about determining the status quo, and especially about gaining an overview of the dimensions of diversity that have (not) been reflected so far. I’m also providing support with revising job descriptions and the AWI’s imagery, for instance on our website. In this regard, the computing centre is the pilot project. Over the next two years, there will be various other measures, like trainings with selection committees, more support for the International Office, and assessing different jobs in terms of their suitability for disabled persons. As you can see, the project is varied and offers a number of ways to contribute.

2. What does “diversity” mean to you?

For me, in and of itself, “diversity” refers to the fact that there are various types of people and lifestyles, and a recognition of them. As a concept, the goal of diversity is to promote that variety and profitably “capitalise” on it through management. As a rule, the dimensions gender, sexual orientation, ethnicity, nationality, physical or mental constitution, age, religion and social background are included. But there are far more than that, like disciplinary diversity. By reducing social barriers and (structural) discrimination, the goal is to achieve equal opportunities. Diversity holds considerable potential – a broad range of perspectives and forms of expertise, innovativeness and an improved corporate culture, for instance. Needless to say, it also comes with its fair share of challenges; open communication and addressing conflicts in a respectful manner are very important. It’s about acknowledging and accepting differences and similarities, starting up dialogues, and questioning our own thought patterns.

3. Do you have your own diversity-related goals you hope to achieve at the AWI?

The AWI is already highly diverse. One of my goals is to make it (more) visible so that people already working at the AWI or considering applying see themselves here and feel represented. In more concrete terms, right now we’re working on the imagery used on our website and have designed a feedback survey for applicants. Another goal is to make people aware of their own “pigeonholing” and stereotypes and to help them find ways to recognise and reduce these “shortcuts” in our brains, which are often subconscious. And I’d like to intensify exchanges with various groups so that I can get to know their needs better and address them.

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