Skip to main contentSkip to breadcrumbsSkip to sub navSkip to doormat

Work culture

A positive work culture is a substrate for creativity and innovation. As a research institute driven by fresh ideas, the IMP endorses diversity and is committed to ensuring a work environment that is fair and welcoming for everybody. As a competitive organisation, we support all colleagues to make the best of their time at the IMP.

Staff at the IMP come from almost 40 different countries, with a wealth of different cultural backgrounds and world-views. The IMP endorses equality, diversity, and inclusion and nurtures a positive culture at the workplace through a range of activities.

Code of Conduct

All IMP staff is obliged to comply with a Code of Conduct. This set of guidelines provides a framework for maintaining a professional, fair, and welcoming work culture. The Code of Conduct was developed jointly with the Institute of Molecular Biotechnology of the Austrian Academy of Sciences (IMBA), which the IMP collaborates with closely, for example through shared service facilities. You can download the Code of Conduct below.


The IMP encourages people who witnesses potential non-compliance to report this to the relevant unit head, the HR department, or any other manager responsible for the function where the action or behaviour occurred.

For witnesses who want to report potential non-compliance, but are uncomfortable contacting these persons, or if attempts to raise concerns have not yielded results, the IMP provides the “BKMS® Incident Reporting” portal, a whistleblower web portal is provided by a third-party vendor who does not have access to content or any data of whistleblower or the report.

The IMP encourages users of this portal to provide their name; however, it also allows for anonymous reporting. It is prohibited to knowingly submit false or slanderous information, or to submit reports which include spurious accusations or denunciations.

IMP whistleblower tool:

Mental fitness and wellbeing

The IMP is a competitive institution where staff has high work ethics. To maintain a healthy mind or to ease pressure in straining periods, the institute offers free and anonymous counselling through an external service. The institute also offers in-house coaching to support personal development, a service that is free for staff members.

Equity, diversity, and inclusion

The IMP is committed to providing a safe, productive, and inclusive work environment where all employees can flourish. This includes the promotion of equitable opportunities regarding professional development and support, and representation in positions of responsibility and leadership.

The IMP aims to mainstream equity and inclusion and supports the activities of the volunteer Equity, Diversity, and Inclusion (EDI) group on campus. The EDI group organises events such as seminars and social activities, but also advocates a work environment that is more inclusive of underrepresented groups. The group can be contacted by email at edi[at] Click on the dropdown accordion below to browse some of the guest speakers and topics covered in these events.

  • Practical approaches to gender parity - Roshni Mooneeram (EMBL)
  • Power abuse in academia - Marta Oliveira (Consultant)
  • Building tomorrow's academia - Kara McKinley (Harvard University)
  • Addressing health disparities in biomedical research - Robert Rivers (NIH)
  • Balancing family and research - Ruth Scherz-Shouval and Michal Sharon (Weizmann Institute of Science)
  • Culture shock in international teams - Nicolas Geeraert (University of Essex)
  • Inequalities in science and how to tackle them - Fariba Karimi (Complexity Science Hub Vienna)
  • Inclusive leadership and revising academic hierarchies - Vera Gorbunova and Andrei Seluanov (University of Rochester)
  • Neurodiversity in academia: strengths and challenges of neurodivergence - Monique Botha (University of Stirling)

Together with our partner organisations Institute of Molecular Biotechnology (IMBA) and the Gregor Mendel Institute (GMI) of the Austrian Academy of Sciences, the IMP has an action-based Equity, Diversity, and Inclusion plan. The plan aims to bring equity, diversity, and inclusion to the foreground, fostering an environment in which any individual or group feels supported, respected, and valued. The plan can be downloaded below.

Sustainability & Environment

The IMP recognises its share in the responsibility for the World we live in. Sustainability activities are steered by a team of designated Environment, Health, and Safety (EHS) Officers. This department also collaborates with volunteer groups dedicated to sustainability on campus.

Measures in support of improving sustainability include the transition to 100 percent renewable electricity; measures to cut energy use (LED lights, light sensors, control of heating/air conditioning, and up to 80 percent cooling and heating energy retrieval, research freezers set to -70 degrees, etc.); a rigid recycling system and measures to reduce specifically plastic waste from labs; bulk ordering and delivery reduction for lab supplies; adherence to Green Conference Guidelines and LEAF initiative; awareness raising measures (climate lectures, news blog, onboarding talks, ticket system to collect ideas for sustainability measures, etc.); subsidies for public transport use; the use of native plants in outside areas; and a reduction of meat and fish options in the cafeteria, as well as local sourcing of food products.

The IMP continuously looks to develop its portfolio of sustainability measures further. 

Euraxess membership

In 2015, the IMP joined the “Euraxess” network, an initiative to enhance researchers’ careers and mobility in Europe. The aim of Euraxess is to support researchers and their families with dedicated service centres that provide personalised assistance and information on job opportunities, mobility services, visa and residence regulations, as well as social security issues and taxation.

The Euraxess membership involves the implementation of the “European Charter for Researchers” and the “Code of Conduct for the Recruitment of Researchers”. In line with these two documents, the IMP has expressed its commitment to the following principles:

  • The IMP as an employer is committed to prevent any discriminatory acts against individual staff members based on age, origin or gender.
  • As far as recruiting is concerned, the IMP supports a commitment towards a balanced ratio between male and female staff members.

In this context, please note that the IMP has implemented measures to make life for staff members with children easier – you can find more information in our section about you and your family.