If you are affected by structural inequality or if you experience marginalization, stigmatization or harassment on campus that you would like to address, I can offer confidential support based on your personal wishes and needs.

If you are looking for professional advice or feedback, I can offer expertise regarding anti-discrimination, equal opportunities or diversity, and can assist you with ideas on inclusive teaching or administrative services.

The Anti-discrimination Policy of Stralsund University of Applied Sciences represents our campus values: Respect, trust and appreciation of each and every person as well as of our collective diversity, and a broad- and open-mindedness towards others and the world. The translation is intended solely as a convenience to the non-German-reading university members and affiliates. Any discrepancies or differences that may arise in translation of the official German version of this policy are not binding and have no legal effect for compliance or enforcement purposes.

Information on the anti-discrimination services and the anti-discrimination policy are also available on Moodle.

The anti-discrimination services can now be easily contacted online by university members using the e-HOST services. Every message will be forwarded anonymously to the anti-discrimination services only. If you wish to receive further support, you can opt to add contact details.

Online Contact Form (via eHOST)

To foster a campus culture and work environment characterized by respect, to recognize diversity and its potential, to support diverse qualities and talents – Stralsund University of Applied Sciences emphasized these goals on May 28, 2024 by signing the diversity charter "Charta der Vielfalt". The diversity charter is a voluntary commitment by companies and organizations to advance diversity in society and economy . More than 5000 companies and organizations have already signed the charter, including 155 universities. Activities and constructive discussions regarding diversity are part of the charter's goals as well. For this purpose, the charter's association "Charta der Vielfalt e.V." has initiated an annual federal awareness day: The German Diversity Day.

More on the "Charta der Vielfalt" und the German Diversity Day: https://www.charta-der-vielfalt.de/en/

Past events:

• Half-day workshop "Sexism in University Contexts" (November 22, 2023)
• Afternoon conference: "New Work, New World - Prospects for Diversity, Equity and Inclusion Within Changing Work and Living Environments" (October 5, 2023)
• Mini-workshop "Antidiscrimination in everyday interactions - options, limits, examples" (September 11, 2023 and September 25 & 27, 2023)
• Mini-workshop "Respect in everyday interactions" (November 13, 2023)
• Town Hall Meeting "A queer HOST?" (May 17, 2023)

What is the state of our campus community? How can we prevent social exclusion and marginalization? Which support services need more recognition? In order to get a better understanding of the study atmosphere, the campus culture and the accessibility of our support services, Stralsund University of Applied Sciences (Hochschule Stralsund | HOST) has offered a questionnaire at the beginning of the spring semester 2024 and received answers from over 100 participants.

Over 90 percent of the participants indicated that they were satisfied with the study atmosphere, and an equal number of participants stated that they do not feel like they have to hide or keep secret certain aspects of their identity in order to protect themselves from social exclusion or isolation. Regarding general accessibility, the majority of students indicated that their needs are met. The same applies in regards to arrangements for students with (child) care responsibilities. 

Participants noted however that student support would benefit from improvements regarding neurodiversity, for example, studying with ADD/ADHD or autism, as well as a professional handling of mental health issues. Language barriers were also frequently named as obstacles in building a campus community.

Stralsund University of Applied Sciences has used the constructive contributions to develop recommendations for further actions [file is in German].

Overview of the results:

Over 90 % of participants stated that…

• the level of accessibility on campus is sufficient or their personal needs.
• the support for students with (child) care responsibilities is sufficient for their personal needs.
• they currently do not feel socially isolated due to an actual or assumed identity label or membership of a particular minority group.

Over 80 % of participants stated that …

• they are satisfied with the study atmosphere on campus
• they would seek out support services if they needed assistance or advice regarding social issues in the context of their studies
• they have not felt pressured to hide or keep secret certain aspects of their identity in order to protect themselves from social exclusion or isolation

Definitions:

In German, the word discrimination is used on the one hand to describe the legal term with its legal definition as well as, on the other hand, to describe a variety of everyday experiences. This can lead to misunderstandings as the former, narrow definition and the broader meaning of the latter term may not always overlap.

The everyday understanding of discrimination can include experiences of (micro-)aggressions, marginalizations and stereotyping. Any rules or inappropriate bahaviors that cause or reproduce significant and unwarranted power imbalances may be perceived as discriminatory in this sense.

The legal definition of discriminations can be found in § 3 of the General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz or AGG). The legislative text distinguishes in turn between direct and indirect discrimination. Direct meaning the discrimination is based upon a person's factual or assumed affiliation to legally protected groups or identities listed in §1 of the AGG; indirect meaning that seemingly neutral rules or directives cause severe disavantages to one or more of the legally protected groups or identities.

Anti-discrimination work aims to bring positive changes on different levels.

On an individual level, anti-discrimination means providing support and counseling services as well as empowering those affected by structural inequality.

On an institutional or organizational level, anti-discrimination aims to realize equal opportunities, secure equal participation and to protect and prevent members from being discriminiated against.

On a societal level, a culture of anti-discrimination can bring about meaningful change in various areas, e.g. law, politics, history or media.

Interview:
Anti-discrimination services and campus culture [German]