Women in THz, part of Terahertz.NRW, is a network dedicated to connecting and supporting female scientists in terahertz technology. Through mentoring, workshops, lectures, and networking, it fosters collaboration, innovation, and visibility for women at all career stages.
The dates for the next keynote speeches are:
March 19, 2025: Resilience
July 2, 2025: Conflict Management
September 17, 2025: Negotiation Strategies
November 26, 2025: Scientific Publishing and Doctoral Studies
February 4, 2026: Women in Science as Entrepreneurs
April 22, 2026: Managing Conflicts in Research Environment
July 15, 2026: Topic TBD
Career goals are as individual as the people who pursue them. With mentoring, you can sharpen your career goals and plan your next career steps – regardless of what “making a career” or “being successful” means to you.
The terahertz.NRW network awards up to 5 funding places for mentoring to young scientists in any discipline. Secure your funding place now!
The scholarship involves the payment of participation fees for mentoring and associated offers by the MentorMe network. The matching is carried out by MentorMe. The mentoring period runs from October to September of the following year.
If there are more expressions of interest than funding places, the decision is made by drawing lots.
“Scientist” includes all persons who identify as women or non-binary, regardless of their registered gender.
Please use the following contact form to express your interest:
Our MINTerviews series celebrates the remarkable women shaping the future of terahertz research.
In in-depth interviews, we explore the diverse perspectives, pioneering projects, and personal motivations of female scientists in the terahertz.NRW network.
Each episode offers a unique insight into the vital role women play in this forward-looking field, highlighting their contributions, challenges, and passions.
Explore highlights and background information from our past events.
McKinsey “Diversity gewinnt” (2020, DE): https://www.mckinsey.de/news/presse/2020-05-19-diversity-wins
Harvard Business Review “Why Diverse Teams Are Smarter” (2026 – needs subscription): https://hbr.org/2016/11/why-diverse-teams-are-smarter
European Commission “She Figures” (2024): https://ec.europa.eu/assets/rtd/shefigures/2024/files/shefigures2024fiche-de.pdf
Eagly, A.H., & Carli, L.L. “The female leadership advantage” (2003): https://www.sciencedirect.com/science/article/pii/S1048984303000584
Keller, S: „Führen Frauen anders als Männer?“ (2018 – DE): https://www.kalaidos-fh.ch/de-CH/Blog/Posts/Archiv/wp-1109-Fuehren-Frauen-anders-als-Maenner
IU „Führungspositionen: Männer in der Überzahl und Frauen häufiger in Teilzeit“ (2023 – DE): https://www.iu.de/news/iu-studie-zur-geschlechterverteilung-in-fuehrungspositionen/
Knecht, M „Mann oder Frau: Wer ist der bessere Chef?“ (o.J. – DE): https://www.psychologie.uzh.ch/de/bereiche/dev/lifespan/erleben/berichte/chef.html
Salwender, M. & Schöl, C. „Der Frauen Leid, der Männer Freud: Geschlechtsstereotype im Führungskontext“ (2019 – DE): https://de.in-mind.org/article/der-frauen-leid-der-maenner-freud-geschlechtsstereotype-im-fuehrungskontext
IU „Führungspositionen: Männer in der Überzahl und Frauen häufiger in Teilzeit“ (2023): https://www.iu.de/news/iu-studie-zur-geschlechterverteilung-in-fuehrungspositionen/
Personalwirtschaft/Onderka, L. „Mehr Männer als Frauen sind Führungskräfte – aber wieso?“ (2018): https://www.personalwirtschaft.de/news/personalentwicklung/mehr-maenner-als-frauen-sind-fuehrungskraefte-aber-wieso-133522/
DeZIM Research Notes „Vergeschlechtlichte Macht“ (2022 – DE): https://www.dezim-institut.de/fileadmin/user_upload/fis/publikation_pdf/FA-5438.pdf
SPON “Frauenförderung im Auswärtigen Amt“ (2024 – DE): https://www.spiegel.de/politik/deutschland/annalena-baerbock-und-die-feministische-aussenpolitik-im-auswaertigen-amt-stoesst-sie-an-ihre-grenzen-a-af36443b-b26d-483c-b635-7fb6756b538a
Derks, B., van Laar, C. & Ellemers, N. „The queen bee phenomenon“ (2016): https://www.sciencedirect.com/science/article/pii/S1048984315001551 Evelyn Palla: https://de.wikipedia.org/wiki/Evelyn_Palla; https://www.spiegel.de/wirtschaft/deutsche-bahn-aufsichtsrat-beruft-neue-vorstaende-a-c80069a9-5d01-4211-9ce7-cf459d834cef
RWTH Aachen, Press Release on “Not a Token Woman”: https://arch.rwth-aachen.de/cms/architektur/die-fakultaet/aktuell/meldungen/~bkbgeg/grosse-rwth-kampagne-not-a-token-woman-/?lidx=1
Queen Bee Syndrome: https://en.wikipedia.org/wiki/Queen_bee_syndrome
Glass Cliff: https://en.wikipedia.org/wiki/Glass_cliff
Imposter Syndrome: https://en.wikipedia.org/wiki/Impostor_syndrome
Tokenism: https://en.wikipedia.org/wiki/Tokenism
Cary Wu: „The gender citation gap: Approaches, explanations, and implications”: https://compass.onlinelibrary.wiley.com/doi/10.1111/soc4.13189
Lina Spagert: „Gender disparities in publishing: how networks, occupational self-efficacy and the university shape the gender publication gap among professors in Germany”: https://www.nature.com/articles/s41599-025-06241-5
Irene Fernandez de Fuentes: “The gender citation gap”: https://www.sciencedirect.com/science/article/pii/S295063602500091X
Leopoldina „Stellungnahme Frauen in der Wissenschaft“ (2022 – DE): https://www.leopoldina.org/fileadmin/Daten/Publikationen/Dokumente/2022_Leopoldina_Stellungnahme_Frauen-in-der-Wissenschaft_Web.pdf
Wirtschaftswissen „Geschlechterstereotype – Auswirkungen am Arbeitsplatz“ (2024 – DE): https://www.wirtschaftswissen.de/personalmanagement/mitarbeiterfuehrung/geschlechterstereotype/#
Beisiegel, U. + Sack, N. „Gender-Bias in der Wissenschaft“ (2022 – DE): https://www.jmwiarda.de/2022/06/27/gender-bias-in-der-wissenschaft-warum-scheiden-so-viele-frauen-vorzeitig-aus-fuehrungspositionen-aus
Matilda Effect: https://en.wikipedia.org/wiki/Matilda_effect; https://www.lostwomenofscience.org/news-events/the-matilda-effect-how-women-are-becoming-invisible-in-science
Tannenbaum, C. et al. “Sex and gender analysis improves science and engineering” (2019): https://www.nature.com/articles/s41586-019-1657-6
Terjesen, S., Sealy, R., & Singh, V. “Women Directors on Corporate Boards” (2009): https://onlinelibrary.wiley.com/doi/10.1111/j.1467-8683.2009.00742.x
McKinsey “Women matter” (2007): https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Gender%20diversity%20a%20corporate%20performance%20driver/Gender%20diversity%20a%20corporate%20performance%20driver.pdf
Stanford University “Gendered Innovations”: https://genderedinnovations.stanford.edu/what-is-gendered-innovations.html
Mind the Graph/Pedada, S. “Feministische Wissenschaftstheorie: Anerkennung für Frauen & Alle “ (2023 – DE): https://mindthegraph.com/blog/de/feministische-wissenschaftsphilosophie/
Pöllmann-Heller, K. + Bitzan, R. „Studie „MINTersectionality, Teilstudie Fokus Intersektionalität“ (2027 – DE): https://www.th-nuernberg.de/fileadmin/kompetenzzentren/komgedi/Dokumente/MINTersectionality_INTER_Bericht_112017.pdf
