Equality

For all enquires, you can either contact the individual members directly or contact gleichstellung.soz@uni-bielefeld.de.

If desired, appointments can also be made with the representative of the individual status groups. All requests will of course be treated confidentially.

In cooperation with the decentralised Equal Opportunities Commission of the faculty of Sociology, a counselling service has been set up for members of the faculty of Sociology in the event of discrimination on issues of equality. The goal of the counselling service is to ensure that people who feel discriminated in the everyday life of the university are heard and to find a solution in cooperation with the Equal Opportunities Commission. Discrimination is understood as any verbal or non-verbal behaviour that is offensive or humiliating with regard to gender and is understood as undesirable either in general or in the individual case.

We offer a consultation hour for this purpose every Thursday from 11:00 to 13:00. Franziska Brockhoff, member of the Equal Opportunities Committee, will be there for you in her office X-C2-208a or by telephone (0521-106-4661). Please make an appointment by e-mail.

Sexual harassment, discrimination and violence (SHDV)

As the Uni-Safe study from 2022 shows, violence, harassment, discrimination based on gender are still part of everyday life at universities. The majority of those involved state that they have experienced at least one form of gender-based violence at their university. Those affected are primarily people read as female or non-binary people, as well as people with disabilities, chronic illnesses, or people belonging to an ethnic minority.

Since 2024, Bielefeld University has had a new policy against sexual harassment, discrimination and violence (SHDV) that applies university-wide, including to the Faculty of Sociology. The engagement found here is not intended to create a parallel structure to the university, but arises from the university's policy and supplements it with faculty-specific perspectives.

SHDV is defined in the policy as follows:

"Sexual harassment, discrimination and violence is any unwanted, sexually determined (verbal or non-verbal) behaviour that aims to or results in violating the dignity of the person concerned." (Policy against sexual harassment, discrimination and violence at Bielefeld University, /sic/? 2024, p. 2).[1]

Within this framework, the Faculty of Sociology would like to take a closer look at the issue and examine the processes and situations at its faculty in more detail. In doing so, the faculty aims to identify links between university structures and faculty structures to make the issue more present in everyday faculty life, thereby creating greater visibility and formulating the issue as a concern for all status groups.

The aim is to take preventive action against SHDV and to collect information on the topic. This concerns, on the one hand, those affected or third parties who, for example, would like to find out about advice centres, preventive possibilities or example scenarios. On the other hand, information is provided on what is being done specifically at the Faculty of Sociology on the topic of SHDV and how the topic is being dealt with at our faculty (see situational analysis).

The collection of information and material should be understood as a living document. This means that it should be continuously expanded and remain open to changing conditions (dynamics) while at the same time drawing on the diverse knowledge and experience of all status groups and members of the faculty (participation).

For information on counselling services and reporting and complaint addresses, please refer to the university website. We would also like to draw your attention to the Abuse of Power Counselling Centre, which offers independent and cross-university initial legal advice and supports those affected and internal university bodies in the legal classification of incidents and in questions regarding possible reporting and complaint channels. Students and employees at the university, as well as internal university contact and counselling centres can take advantage of this service. (email:info@rechtsberatung-machtmissbrauch.nrw ; telephone: #49 (0)221 973 128-53).

If you have any questions, comments or suggestions for improvement, please do not hesitate to contact the members of the Equal Opportunities Commission of the Faculty of Sociology (gleichstellung.soz@uni-bielefeld.de).

 

 

[1] This is an English translation provided by the Equality Commission of the Department of Sociology. This is an unofficial translation, as there is currently no official English translation of Bielefeld University’s policy against sexual harassment, discrimination, and violence.

Intersectional gender equality work

The Equal Opportunities Commission of the Faculty of Sociology is entrusted with the task of supporting the Faculty's efforts to establish gender equality through appropriate measures and to accompany their implementation in a critical and constructive manner. This mandate is enshrined in the Higher Education Act. At the same time, social science research has long shown that social inequalities are intersectionally structured: Gender is intertwined with other lines of social difference such as social origin, racialised attributions, age, disability or sexual orientation. Contemporary equality work can therefore not consider gender equality in isolation from other forms of discrimination and disadvantage. This is why the Equal Opportunity Commission networks with initiatives that deal with other forms of structural discrimination. One of these is the working group "Criticism of Racism and University".

 

The working group introduces itself:

The working group "Criticism of Racism and University" addresses racism in everyday life at the Faculty of Sociology, particularly in relation to university and broader social structures that promote discrimination. In view of the needs and concerns expressed by students and staff, we have decided to focus on racist discrimination, knowing that other forms and structures of inequality are also relevant and can, from an intersectional perspective, only be separated analytically from racism. The working group understands the critique of racism as a contribution to the further development of intersectionally informed gender equality work.

Our aim is to create and expand spaces for knowledge exchange within the faculty and beyond in order to make racism visible and open to critique. To this end, we focus on the institutional strengthening of racism-critical alliances and increasing the visibility of existing initiatives and committed partners. However, we also focus on the development and implementation of new programmes. Sensitivity and openness towards the concerns of people affected by racism form the central basis of our working group. To expand this foundation, we invite people from all status groups in the faculty (students, non-professorial academic staff, professors and staff in technology and administration) to share their experiences and ideas on this topic with us.

The working group currently consists of four members of early and mid-career researchers (“Mittelbau”): Svenja Haberecht, Anton Meier, Mei-Chen Spiegelberg and Ragna Verhoeven. We are not a fixed or closed group and are happy to welcome new members from all status groups.

 

Reference to counselling, reporting and complaints offices:

We are currently compiling a list of internal and external emergency contacts, counselling and complaints offices in the event of discrimination, which will be linked here soon. If you have any questions, please do not hesitate to contact us.

Counselling centres can be contacted anonymously or non-anonymously and can be contacted not only by those directly affected, but also by people who observe cases of discrimination or are approached about such cases. At the university's official complaints office (“AGG-Beschwerdestelle”), people must appear with their real name and also disclose the name of the person accused. An official complaint is therefore not possible anonymously. In this list, we will also distinguish between different status groups.

We particularly encourage you to contact external, specialised advice centres as early as possible and would like to direct your attention to the list of contact points available on the university's Gender, Diversity and Inclusion website. In addition, we recommend to the website Diskriminierung-melden.nrw, which can be used to report various cases of discrimination anonymously and independently of university structures.

Why gender-sensitive language?

Language mirrors our social interactions. It determines our thinking and our consciousnesses. At the same time, it influences reality and our perception of it. Language is alive, which means that a change towards gender-sensitive language should be understood as a continuous development of today´s language use.  Mutual respect can be established through language, by using language that is gender-sensitive. Unlike the use of the generic masculine, every person, and thus every gender, can be addressed. Accordingly, the use of gender-sensitive language makes all genders visible. The linguistic equality treatment of the sexes by means of gender-sensitive language is considered an essential prerequisite for gender equality.

How can gender-sensitive language be implemented?

There are many variants of how gender-sensitive language can be applied. The most prominent, apart from the Gender_Gap, is the Gender Asterisk*. With the help of the Gender Asterisk, the genders outside the binary gender system are also addressed. Here is an example of the use of gender-sensitive language: Wir, als Ansprechpartner*innen der Gleichstellungskommission, heißen jede*n auf unserer Seite willkommen. Wir begrüßen alle Professor*innen, Dozent*innen, Student*innen, Mitarbeiter*innen und Kolleg*innen sowie jede*n Interessent*in unserer Seite (We, as contact persons of the Equal Opportunities Commission, welcome everyone to our site. We welcome all professors, lecturers, students, staff and colleagues as well as anyone interested in our site).

Why is gender-sensitive language worthwhile?

Through the use of gender-sensitive language you can express acceptance and respect towards others and enable fair and non-discriminatory interactions. Although adopting a gender-sensitive language can initially seem difficult, it is always worthwhile, since it supports subjects relevant to equality such as tolerance, inclusion and diversity. You can find more information about it here.

A moderated dialogue

Since 2018, the Equal Opportunities Commission of the Faculty of Sociology (GleiKo) has regularly invited people to a moderated dialogue on equal opportunities practices in everyday faculty life. This idea arose against the background of our experiences in appointment committees. There, it becomes particularly clear that there is a wide range of ideas about what equality is or (should not) be and that it means different things for the individual professors at our faculty to orient their thinking and actions towards the constitutional goal of equality between women* and men*. Furthermore, we have the impression that the orientation of all faculty members towards equal opportunities is a necessary condition for its realisation. An Equal Opportunities Commission, however active it may be, can ultimately only be successful - despite its legal possibilities - with the participation of all actors in the faculty.

In this sense, gender equality in science is a collective task.

Here you can find the latest report of the project.

The Equal Opportunities Commission would like to reccomend external information services for gender equality and gender-sensitive topics. In addition to our counseling service, these organisations can help you with questions and concerns about gender relevant issues.

• Bundeskonferenz der Frauen- und Gleichstellungsbeauftragten an Hochschulen e.V. (bukof)
• Frauennotruf Bielefeld e.V.
• Family Service
• Frauenberatungsstelle Bielefeld (information and counseling center for women*)
• Gleichstellungsstelle Bielefeld (Equal Opportunities Office Bielefeld)
• Landeskonferenz der Gleichstellungsbeauftragten der Hochschulen und Universitätsklinika NRW (lakof)
• University Bielefeld: Sexualized discrimination and violence
• University Bielefeld: Information for TIN*Students
• Central Student Advisory Service

Notes on the consideration of TIN* students

In addition to the consistent use of gender-sensitive language, the TIN handout can help lecturers to make online teaching more non-discriminatory for TIN staff, people. This handout was developed by students of the Faculty of Sociology and is now also used by others. For example, it recommends addressing students by their first and last name to avoid the gender-specific form of address Mr/Mrs. Students should also be encouraged to use their preferred pronouns in order to address staff, people correctly in the history of the seminar. In addition to the German version, there is also an English version.

In May 2024, Bielefeld University also published an updated version of the handout for teaching staff, instructors, lecturers on TIN* discrimination-sensitive teaching.

A jour fixe for teaching staff, instructors, lecturers on TIN*-sensitive teaching took place on 29 May 2024. The slides from the event can be viewed here .

 

Advice on the topic of sexualised discrimination and violence in the teaching context

In the university context, teaching is characterised by the relationship between students and their teacher. Content is communicated and developed jointly in the context of lectures or seminars. Therefor, the sensitive handling of teaching content is particularly important. The formulation of content warnings is essential for this.

The commission of Student Affairs of LaKof NRW has developed a handout on content warnings in courses for this purpose.

On the one hand, they want to give students the opportunity to be able to put themselves in a potentially psychologically difficult situation on their own responsibilty. On the other hand, they would like to sensitise teachers to the issues surrounding sexualised discrimination and violence as well as those affected.

The handout can be found here. It is also available in English.

Change of name for staff and students

When hiring employees, the ID card name is usually used in the Identity Management System (IDM). Now it is possible to use a different name - the call name - in the IT systems. For a general change of first name, which is also recorded in the ID card, the only way is still via the Name Change Act.

However, employees cannot change their first name themselves in the PEVZ. To do this, they must contact the colleagues who are responsible for PEVZ maintenance in the respective area. You can find the colleagues responsible by clicking on the link "Contacts for correction requests" on the right. Students can change their call name themselves in the PRISMA portal.

You can find detailed instructions on how to change your call name here.

The network of university secretariats

Due to the further development of the work area of university secretariats, the classic job description of secretaries has long ceased to apply. Rather, from today's perspective, we can speak of complex science management in relation to secretariats. University secretaries are the first point of contact for support, management and coordination. They are thus considered indispensable for the smooth running of academic business operations.

The problem: Increasing time pressure and work compression lead to a neglect of the management of one's own professional image. With the help of FairNetzt_Bielefeld!, the work of the secretaries will be made visible and the solidarity of the university secretariats strengthened.

If you would like to support the network, you can find more information on the website of FairNetzt_Bielefeld!.

Contact:
fairnetzt@uni-bielefeld.de

Counseling on sexualized discrimination and violence at University Bielefeld

Bielefeld University, in cooperation with the Frauenennotruf Bielefeld e.V., has been offering counselling in cases of sexualised discrimination and violence for 20 years. The counselling is for all women* who work or study at the university and can be used anonymously.

Larah Horstkotte, an employee of the Frauenennotruf Bielefeld e.V., provides support and information on topics such as sexual harassment, sexism and stalking. The counselling is designed as independent initial counselling and does not initiate proceedings. As an external counselling centre, Frauennotruf Bielefeld e.V. works independently of university structures and hierarchies. The counselling is confidential.

Your personal counselling

You can reach Mrs Horstkotte:

• In person during open office hours on Thursdays between 1.00pm and 3.00pm in L3-119
• By telephone at the Women's Emergency Hotline on 0521- 12 42 48
• By email: frauennotruf@uni-bielefeld.de
• Via the Women's Emergency Hotline's protected online counselling service (also in English, Russian and Turkish)

Further information can be found on the page of the Gender Portal and the page of the Frauennotruf Bielefeld e.V.

Here you will find all the Equal Opportunities Commission's equality plans, which are drawn up for three years. The most recent equality plan is from 2025.

• Gender equality plan 2025
• Gender equality plan 2021
• Gender equality plan 2018
• Gender equality plan 2015
• Gender equality plan 2012
• Gender equality Plan 2009
• Gender equality Plan 2006

Further downloads

• Research report on the situation of doctoral students at the Faculty of Sociology, with special reference to women* doing their doctorate (German)
• Short report on the student & doctoral student survey with recommendations (German)
• Gender Equality Guidelines of the Faculty of Sociology (German)
• The study situation at the Faculty of Sociology (German)
• Guidelines for Gender Equality at the Faculty of Sociology 2006 (German)
• Targets (German)
• Recommendations on TIN Discrimination Sensitive Online Teaching (German)
• Handout on Gender Sensitive Online Teaching (English)
• Report on Collegial Dialogue WiSe 2018/19 to SoSe 20 (German)
• Statement of the koStA on the question of barrier-free gender-sensitive language (German)
• Results of the workshops on harassment, discrimination and violence based on gender (German)
• Handout for teaching staff, instructors, lecturers on TIN*discrimination-sensitive teaching (German)
• Introducing the Gender Equality Commission (German, usable for teaching courses)
• Introducing the Gender Equality Commission (English, usable for teaching courses)