At the end of 2024, the "Für(h)r divers!" prize for outstanding and diversity-sensitive managers was awarded for the first time at the University of Stuttgart. One of the first award winners is Prof. Dr. Thomas Wortmann, who founded and heads the Department of Computing in Architecture at the Institute for Computational Design and Construction (ICD/CA). His commitment to fair and non-discriminatory recruitment processes and to actively supporting his team in their professional and personal challenges was particularly recognised. In our conversation with him, we learn how he puts diversity into practice in science, which specific measures he implements, and what role leadership plays in all of it.
What does the award mean to you personally?
Diversity has many dimensions. My field, which deals with computer science methods such as AI in architecture, is still relatively small in Germany. That's why we are international by nature, because we look for the best talent worldwide. This not only results in a highly international team, but also in a high proportion of women, as the best talent is selected regardless of gender or origin. The cultural backgrounds of our international employees also contribute to the diversity of the team.
This is also part of my biography, as I have lived in many countries and conducted research in culturally mixed, diverse teams. This background certainly influences my commitment to fair and non-discriminatory recruitment processes to attract the best minds, but also my support for staff as they face the daily challenges of living in a new country. It’s something special that we get to live this intercultural community here at the University, even though the necessary administrative framework is still in need of development. In this respect, I am very happy about the award.
Can diversity-conscious leadership be learned? Or is it more a mixture of your own experience and role models/mentors?
You can learn a lot, but the experience comes from being open to new things and from your own stays abroad. I’m grateful for programmes like Erasmus and the DAAD (German Academic Exchange Service), because they give students the opportunity to gain their own experiences in different cultural contexts and bring talent from all over the world to our faculty. There are many ways to approach a challenge: Not only are different perspectives personally enriching, but studies show that teams with diverse backgrounds are more innovative because of the different perspectives.
My role models and mentors are pioneers in their field, whether it's my work for NOX/Lars Spuybroek in Rotterdam or my time at the Massachusetts Institute of Technology (MIT) with George Stiny. My most formative experience was at the Singapore University of Technology and Design (SUTD), where the collaboration between students and professors was very collegial, also due to the small age difference. Singapore alone has four official languages and even more different ethnic groups. A common interest in a subject and, ultimately, shared values create a bond across different cultural contexts.
What advice would you give to other managers on how to lead in a more diversity-conscious way?
Intercultural groups require facilitation skills and empathy from leaders to provide support in the face of challenges that are not primarily related to the professional context. However, access to talent is more important than leadership skills. In times of skills shortages, it is important for the recruitment strategy to maintain an international network and to search for potential employees on the various business platforms that make it easy to stay up to date. And once found, to support them as best we can during their time at the Institute.
After all, we are all united by the pursuit of scientific excellence and innovation. We should focus on the common mindset and use the different cultural perspectives to develop sustainable intelligent systems for the benefit of society.
More on the prize:
Committed to diversity: University management honors three managers
The "Fü(h)r divers!" award is moving into the next round: In 2025, outstanding managers who actively promote diversity and equal opportunities will once again be honoured. Employees of the University of Stuttgart can submit nominations until 1 April 2025. Take this opportunity to nominate leaders who are making a difference!