Universität Innsbruck

Internationalisation Approaches for Administrative Staff

Objectives

The University of Innsbruck has chosen a strategic approach to involve non-academic staff in the internationalisation process and, based on the mission statement and the internationalisation strategy, has also anchored this goal in the development. In the course of this, Human Resources Development, together with the International Relations Office, was responsible for the implementation of training and capacity building.

Background

The University embraces diversity: people, ideas, life aspirations, opinions and methods, which we promote by striving for (gender) equality, inclusion and facilitating a balance between work, education and life commitments. This diversity is a pre-requisite for insightful and inspiring higher education, academic excellence and social recognition. In this regard, the Leopold-Franzens University Innsbruck acts as a role model and is an active advocate for an open society. (Abstract from the misson statement). As a member of the Aurora Universities Network, the University of Innsbruck relies on intensive cooperation with selected partners from Reykjavik to Naples. Students, scientists and administrative staff alike benefit from this collaboration.

(Implemented) Activities

Within the framework of the internationalisation activities of the University of Innsbruck, the following building blocks are used to promote the competence of non-academic staff: - Development of language competence (Language courses: German for people with other first language/s; English as well as various other language courses at the Language Centre of the UIBK) - Networking meetings and exchange of information on the topic of mobilities - Internationalisation at home (I@H) based on the multiplier concept of SUCTI (Systemic University Change Towards Internationalisation) - In-depth training on interculturality and diversity - Activity-based international training activities abroad (Erasmus+ Staff Training)

Results

These offers are interlinked and strengthen the awareness, knowledge and competences of the participants in the field of internationalisation. Overall, the strategic approach promotes an organisational development process for internationalisation that involves all levels and each and every individual. The employees participate in the internationalisation of the University of Innsbruck from their respective workplaces and actively live the mission statement. A network of local internationalisation ambassadors is created, who strengthen the internationalisation efforts of the institution as a whole.

Lessons learned

The involvement of peers (SUCTI trainers and staff members who have completed stays abroad and report on them at the networking meetings) was able to significantly raise interest in the topic of internationalisation among non-academic staff. The strategic approach and integration of human resources development did create acceptance among head of departments/offices. Additionally, the membership in a European Universities Alliance promotes the holistic approach and supports internationalisation at all levels.

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