Interview Prof. Danninger

Part 1: Career history and personal experience

FemChem: Could you give us some brief information about your family/life situation, education and career?
Prof. Danninger: I am one out of 7 children, which is really determining one’s character. You learn to fit into a community, but you also have an incredible sense of togetherness. Another consequence was that I was not allowed to waste any time during my studies, because after me there were other brothers and sisters who wanted to study. As all of this had to be financed by one salary only, the priority is efficiency. I always intended to study something technical, and like my sister, who was two years older and gave me the chance to witness her studies a little, I chose Technical Chemistry. I then got a position as a study assistant, which meant financial relief. Later I was employed as a contract assistant and then as a university assistant – and finally stayed at the TU Wien.

FemChem: What helped you to obtain a leadership position and what are the specific challenges associated with it?
Prof. Danninger: I was fortunate to have academic teachers who supported me without restrain, naming especially my former supervisor Gerhard Jangg, but also Peter Ettmayer, Werner Wruss and the former head of the institute Benno Lux. There were of course also mentors outside of TU Wien: Brigitte Weiss and Roland Stickler from the University of Vienna, as well as Werner Schatt and Hans-Jürgen Ullrich from TU Dresden; to all of them I am grateful for their support. What helped me to get into a leadership position – first as head of the institute (2004) and later as dean (2011) – was the prevailing situation: Someone was needed to do the job.
What was particularly challenging for me as a leader under the given circumstances was to distribute the insufficient resources in a fair manner. Especially when I was appointed Dean of the Faculty of Technical Chemistry, the financial situation at the TU Wien was not the best; there were for example hiring freezes. However, I have to say that the Faculty always cooperated – even in those difficult times. On the other hand, the most rewarding aspect of my position for me personally was to be able to support and promote (young) colleagues with their research and careers.

FemChem: In your opinion, what are the characteristics and/or qualities that have been the most beneficial to you in your professional career?
Prof. Danninger: At Brühl’s Terrace in Dresden, the Jupiter’s motto is stated: “Die Götter geben ihre Güter keinem Faulen” (The gods only reward the diligent), and I think this is a very appropriate description. Even if one is born with a certain gift – which is not one’s own accomplishment – it is still necessary to make something of it. Especially in a leadership position it is important to properly engage with people, and in scientific research that implies supporting, but also challenging them, as well as being available when they are struggling. That has to be said: a major part of the job in a leadership position is talking to colleagues – and taking the time to listen to them.
Concluding, from my point of view, the most important qualities leaders should posses are diligence, empathy and a good understanding of human nature.

Part 2: Women in science and research // Advancement of women // Career opportunities for women

FemChem: Did the situation of women in a scientific working environment change over the years or have the structures stayed the same since you started your career?
Prof. Danninger: Nowadays there are a lot more women in chemistry than at the time when I was studying, and you can also see that tendency in the young scientific staff. Women in science are no longer single cases. Today, women are also much more likely to appear at the top of the ranking of appointment candidates – and are then often “courted” by several universities at the same time. In addition, the specific, individually different situation of applicants, e.g. their age and family situation, is nowadays taken into account by commissions – which I personally see as a positive signal.

 FemChem: What do you think of measures to advance women (e.g. gender parity)?
Prof. Danninger: In my opinion, it is always a good idea to qualify women instead of only appointing already qualified female scientists at TU Wien. At the Faculty of Technical Chemistry, we have started to announce positions dedicated to women only already some years ago. So far, we have always been able to find suitable candidates for it. However, I am also aware of possible disadvantages: Especially in subject areas where the proportion of female researchers is low, an explicit “ladies only” announcement drastically reduces the number of possible candidates. We risk being criticized for the same reason that women used to argue for gender equality; namely that we cannot afford to exclude half the population if we really want to hire the best. Also forced gender parity in commissions is in my opinion a bit questionable, as it can become very time demanding for the female colleagues at the Faculty, especially if there are not so many of them. I do understand the intention – but well meant is not necessarily well done.

 FemChem: What recommendations do you have for women with academic education?
Prof. Danninger: To have confidence in yourself! You can be as great as men; believe in yourself!

FemChem: What to you value about women and/or men in leadership positions?
Prof. Danninger: If one aims to be successful in a leadership position, certain qualities are required that I do not think are related to gender. The ability to make decisions is crucial, but equally important is the intuition for people and their potential.

 FemChem: Which measures should be taken to increase the number of women in leadership positions?
Prof. Danninger: In my opinion, fair and equal treatment is crucial when it comes to resources, i.e. finances, rooms, but also conference visits or support for renowned project proposals. We have set up travel grants for our young colleagues in the faculty, which has been very well received.
However, this can only be an impulse, the female colleagues have to make something of it themselves. I see them in open competition with their male coworkers, but I am sure that they are up to this competitive comparison. Together with FemChem, we have just initiated a study aimed at identifying career obstacles for our young female colleagues; once we have the results we will know more precisely where there is still work to do.

Part 3: About FemChem

FemChem: You have supported FemChem from the very beginning – how did you perceive this initiative and its development?
Prof. Danninger: I am very glad about this positive development and hope that it will continue just as successfully. It is particularly pleasing that FemChem has largely arisen from contributions and effort within the group and has been received so enthusiastically; I only had to provide some financial support. This great commitment from FemChem itself was a very positive surprise for me.

FemChem: In your opinion, what is crucial for the sustainability of this initiative?
Prof. Danninger: It will be necessary to inform young female colleagues about FemChem as soon as possible and awake their interest – according to the slogan: “What can FemChem offer you and what can you offer FemChem?”.

FemChem: Where do you see FemChem in 10 years?
Prof. Danninger: I believe FemChem will be primarily a tool for networking among colleagues. I hope that special support measures for women will no longer be necessary. However, communication and exchange of opinions and experiences will always be required, and FemChem can serve as a platform for this.