NAT: Hi Martin, thank you for taking the time for this interview. To start off, could you briefly tell us how you came to TUM?
Martin Schellerer (MS): I’ve been at TUM since 2002, where I completed my training as a chemical laboratory technician. After spending half a year at another school, I returned to TUM to work with Prof. Fritz Kühn, who at the time was temporarily heading the Chair of Inorganic Chemistry from Prof. Wolfgang Herrmann. Today, I work at the Chair of Inorganic and Organometallic Chemistry with Prof. Roland Fischer.

NAT: Can you tell us a bit about your role in the Representation of Employees with Disabilities at TUM?
MS: I am the elected representative for all employees with severe disabilities (staff members of TUM) at the Garching campus. I’ve been a member of the staff council since 2012. Back then, my predecessor asked if I could imagine taking over the responsibilities of this role. I decided to run for election – and was elected.

NAT: How do you support colleagues with disabilities?
MS: Together with my deputy representatives, our main task is to provide advice and support. If employees with disabilities face difficulties at work or conflicts with supervisors, they can contact us. Should a legal case arise, we can assist and advise, but we do not have the right to file a lawsuit ourselves.

In addition, we work closely with the staff council whenever we suspect discrimination – for example, if an applicant with a severe disability could not be considered during a hiring process. Another important part of our work is providing advice to employees with chronic illnesses and supporting them with applications to determine the degree of disability (GdB) at the employment agency. For these procedures, we also issue statements from the perspective of the representative body for employees with severe disabilities

For clarification:
A person is considered “severely disabled” in Germany if their degree of disability (GdB) is at least 50. The GdB is measured in steps of ten (e.g., 20, 30, 40, 50, …, 100) and reflects the severity of the impairment. From a GdB of 50 onwards, individuals are entitled to apply for a disability ID card, which grants certain compensatory rights and benefits.

NAT: Where do you currently see the biggest challenges in terms of inclusion and accessibility in the workplace?
MS: Unfortunately, very few construction companies hire specialists for accessible building design – although this is crucial to ensure that everyone can participate fully in daily life at TUM. Fortunately, there is a mandatory “Accessible Construction” audit for public building projects.

When it comes to inclusion, I would like to see more openness – both from employers, who should ask: “What can I do to make you feel comfortable here?”, and from employees, who should feel encouraged to speak openly about their limitations. A disability does not mean being less capable. What matters is respectful dialogue at eye level – with people at the center of attention.

It’s also important to act early when health issues arise. For example, if someone experiences back problems, workplace adjustments should be made before symptoms worsen. Unfortunately, disability is still a topic that many in our society find difficult to talk about. We need more openness and mutual trust in this area.

NAT: What positive developments or successes have you observed in recent years?
MS: Younger professors, in particular, tend to be very open and naturally aware of issues around disability and accessibility. Often, it’s as simple as realizing that what’s inconvenient for someone with a stroller is also a barrier for a wheelchair user.

In my role in appointment committees, I’ve also noticed that awareness of inclusion and accessibility has grown significantly over the years – a development that I find very encouraging.

NAT: How do you perceive the attitude toward inclusion within NAT and TUM as a whole?
MS: In recent years, openness toward inclusion has increased noticeably – at least in my “home department,” NAT. Of course, much depends on the personal commitment of those working in this area. It’s essential to keep raising awareness for inclusion and disability issues and to make these topics visible.

We also need to continue pushing concrete measures forward – such as expanding accessible restrooms, which is something I personally care a lot about.

NAT: What would you like to see from supervisors and colleagues to make your work even more effective?
MS: From employees with disabilities, I hope for open communication about their limitations – only then can supervisors respond appropriately. From supervisors, I hope that disabilities are not seen as flaws. Many disabilities are not visible at first glance. Open and honest communication from both sides is key to successful integration into the workplace.

Martin, thank you very much for this insightful conversation!

Further information and links:

• Central website: Working with a Disability or Chronic Illness: https://www.zv.tum.de/en/diversity/stabsstelle-diversity-inclusion/diversity-inclusion/inclusion/
• Personalrat Garching: https://www.personalvertretungen.tum.de/prg/startseite/ (in German)
• Information from the Representative Body for Employees with Severe Disabilities in Garching: https://collab.dvb.bayern/x/8OU6B (in German)

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