Anti-discrimination Policy

What can I do if I have observed discrimination?

The University of Bremen is actively committed to making discrimination visible and countering it, because discrimination concerns everyone. Together, we can contribute to creating a respectful and open climate in our learning, teaching, and work environments.

What you can do: 

• Speak up about discriminatory remarks – whether in meetings, chats, working groups, seminars, or other university contexts.
• If a person is directly affected, talk to them and offer them your support.
• Keep a written record of important situations. This will help you remember details later and support those affected in taking further steps.
• Take advantage of the counseling services offered by the University of Bremen if you are unsure how to act in a specific situation.
   

What can I do if I have behaved in a discriminatory manner?

For many people, discrimination is an unsettling or even threatening term. When you receive feedback about discriminatory behavior, it can quickly be perceived as a reproach or accusation. People often react defensively, by downplaying the issue, or with emotional counter-reactions.

Therefore, it is important to remember the following: 

• In cases of discrimination, the primary focus is not on intent, but on the impact of a behavior.
• Therefore, take feedback and criticism seriously. Even if it may be challenging at first, pause briefly and reflect on your specific statement or action without hastily judging yourself or others or adopting a defensive stance.
• Reflect on your behavior and language, particularly with regard to the potential impact on others.
• If necessary, ask for an explanation of the situation from your counterpart’s perspective so that you can better understand the criticism and derive constructive steps.
• Take advantage of the opportunity for early conflict intervention if your counterpart offers this as a means of reaching an understanding.
• View a potential complaint procedure as an opportunity for clarification and as a legitimate right of those affected. You, too, have the opportunity to present your perspective and involve a trusted person.
• Apologize to the person who feels discriminated against by your behavior, even if you did not intend to discriminate.
• Talk to others who are also interested in becoming more aware of discrimination. Conscious reflection offers the chance to better understand and develop your own perspectives and thought patterns.
• If necessary, make use of the available contact and counseling services. These will help you better understand the impact of your actions and communication and deal with it constructively.

The responsibility of teaching staff and supervisors

“Members of the university who carry out educational, qualification, and management tasks in teaching, research, and administration (...) bear a particular responsibility and obligation towards the (...) persons to be protected,” states the policy.
Accordingly, everyone is required to actively support cooperation that is sensitive to discrimination and a respectful approach to diversity within their respective areas of responsibility. This applies to professors and dean's offices, as well as to staff with personnel and management responsibilities and teaching staff members. Together, they help bring the University of Bremen’s anti-discrimination policy to life on a daily basis.

• Contribute to creating an environment within your area of responsibility that is sensitive to discrimination and supports a climate where criticism and/or conflicts can be addressed constructively.
• Share this brochure. By doing so, you are helping to inform people about their rights and obligations regarding protection against discrimination.
• If you receive reports of discrimination, it is important to take them seriously and investigate them. If necessary, use the ADE’s counseling services to jointly reflect on and clarify your assessment and your options for action in a specific situation.
• If an incident is assessed and found to be discriminatory, appropriate measures must be taken to protect the affected person and to prevent further discrimination. Which measures are appropriate, reasonable, and necessary depends on the specific incident.
• To support you and coordinate measures, the policy recommends involving your immediate supervisor. For professors, this could be the dean's office, for example.
• If disciplinary or employment-related measures are likely, it is advisable to involve the Human Resources Office early on, or the Legal Office if measures involve students.
• As a general rule, however, the group of people informed about an incident should be kept as small as possible to protect all parties involved.
• If an affected person approaches you confidentially and is still unsure how to proceed, please recommend confidential counseling. At the same time, clearly explain that you are required to investigate reports of discrimination and take appropriate action.
• Take advantage of opportunities for further training. The university management has expanded its offerings in the areas of anti-discrimination and professional development and such training can help you further strengthen your confidence in your role.
• Familiarize yourself with the various forms of discrimination and take the time to reflect on your own perspectives and potential biases.