Privacy Policy
What personal data we collect and why we collect it
Media
If you upload images to the website, you should avoid uploading images with embedded location data (EXIF GPS) included. Visitors to the website can download and extract any location data from images on the website.
Cookies
If you leave a comment on our site you may opt-in to saving your name, email address and website in cookies. These are for your convenience so that you do not have to fill in your details again when you leave another comment. These cookies will last for one year.
If you visit our login page, we will set a temporary cookie to determine if your browser accepts cookies. This cookie contains no personal data and is discarded when you close your browser.
When you log in, we will also set up several cookies to save your login information and your screen display choices. Login cookies last for two days, and screen options cookies last for a year. If you select “Remember Me”, your login will persist for two weeks. If you log out of your account, the login cookies will be removed.
If you edit or publish an article, an additional cookie will be saved in your browser. This cookie includes no personal data and simply indicates the post ID of the article you just edited. It expires after 1 day.
Who we share your data with
If you request a password reset, your IP address will be included in the reset email.
How long we retain your data
If you leave a comment, the comment and its metadata are retained indefinitely. This is so we can recognize and approve any follow-up comments automatically instead of holding them in a moderation queue.
For users that register on our website (if any), we also store the personal information they provide in their user profile. All users can see, edit, or delete their personal information at any time (except they cannot change their username). Website administrators can also see and edit that information.
What rights you have over your data
If you have an account on this site, or have left comments, you can request to receive an exported file of the personal data we hold about you, including any data you have provided to us. You can also request that we erase any personal data we hold about you. This does not include any data we are obliged to keep for administrative, legal, or security purposes.
Where we send your data
Visitor comments may be checked through an automated spam detection service.
Your contact information
We can be reached at the following address: wb at stelar dot de
Gender Equality Plan
This Plan serves the strengthening of gender equality within all activities of the organisation. It aims to ensure equal treatment of personnel. It should apply to all natural persons that work for the organisation.
Commitment and monitoring
The organisation shall commit resources and uses gender expertise to implement the Plan. The organisation should consider what type and volume of resources are required to support an ongoing process of sustainable organisational change. Data on gender of the organisation’s personnel shall be collected and monitored. The data shall be reported on annually and the reporting shall be based on indicators. This data should inform the Plan’s objectives and targets, indicators, and ongoing evaluation of progress.
Awareness
Awareness of gender equality and unconscious gender biases shall be raised and training on those be provided for the organisation’s personnel including decision-makers. These activities should engage the whole organisation and be an evidence-based, ongoing and long-term process. Activities can also include communication activities and gender equality training that focuses on specific topics or addresses specific groups.
Work-life balance
Work-life balance of the organisation’s personnel and the organisational culture should take into account the gender dimension. The organisation should implement necessary policies to ensure an open and inclusive working environment, the visibility of women in the organisation and externally, and that the contribution of women is properly valued. Inclusive work-life balance policies and practices can also be considered. Examples include: addressing the impact and needs associated with home and mobile working; as well as workload arrangements to ensure that the burden of new working practices is distributed fairly and does not exacerbate existing gender inequalities.
Leadership and recruitment
Leadership and decision-making should be balanced in terms of gender of the organisation’s personnel. Measures to ensure that women can take on and stay in leadership positions can include providing decision-makers with targeted gender training; as well as management and supervision arrangement to ensure that appropriate support for new patterns of working is in place and ensuring inclusive practices. Recruitment and career progression should ensure gender equality. Measures can include evaluation arrangements for career progression to ensure unequal burdens and impacts are accounted for.
Other aspects of work
The gender dimension should be integrated into the organisation’s research activities. The organisation gives time for researchers to develop methodologies that incorporate sex and gender analysis. Measures against gender-based violence including sexual harassment should be taken. The organisation should consider taking steps to ensure it has clear institutional policies on sexual harassment and other forms of gender-based violence, which should address risks associated with increased use of online tools for collaboration and teaching.
Validity and signature
The document containing this Plan is valid since September 2021 and signed the organisation’s Managing Director.