Sexualised harassment and violence, racism and other forms of discrimination are social problems that can also occur at universities. These can become visible in different forms and in different ways. Some incidents are obvious, while others are more subtle. Those affected often have the feeling that something is wrong and are unsure whether and in what context they can address the incidents.
Counselling on experiences of discrimination
The aim of counselling is to provide the best possible support to those affected by discrimination at the university: Together we reflect on the incident, point out possible courses of action, help decide on further steps and accompany the process.
Topics of counselling:
General questions and uncertainties about discrimination
Incidents of discrimination at Fulda University of Applied Sciences based on, for example, age, anti-Semitism, disability or chronic illness, ethnic origin or racial attribution, gender, religion or ideology, sexualised harassment or violence, sexual identity or social origin
Support offer:
Talk about the experience in a safe space
Clarification of options for action, advice on the formal complaints procedure in accordance with the Anti-Discrimination Guideline
Help and support in the decision-making process
Referral to other (counselling) services if necessary
Confidential counselling, anonymous if desired
Target group:
Students and all members of Fulda University of Applied Sciences
Contact:
Open consultation hours: Every two weeks. Individual appointments can also be arranged at any time.
Counselling languages: German, English
antidiskriminierung(at)hs-fulda.de; +49 661 9640-9295
Discrimination occurs when people are discriminated against on the basis of a characteristic worthy of protection and there is no objective reason for this.
According to the law (Allgemeines Gleichbehandlungsgesetz-AGG) and the university's anti-discrimination guidelines based on it, characteristics worthy of protection include
gender,
religion or belief,
age,
sexual identity,
chronic illness or disability
Ethnic origin or racist attributions,
In addition, associations and politicians are endeavouring to expand the categories listed there to include, for example
parenthood/caring responsibilities
social status or
physical characteristics
regional origin
Direct discrimination is direct discrimination against a person on one of the grounds listed.
Indirect discrimination refers to regulations and procedures that treat people less favourably than people who do not have one of the characteristics listed above. Examples of this include insufficient barrier free access or when certain offers are only available at times when single parents cannot receive supervision. In addition, statistically speaking, women are significantly more likely to be single parents than men. There is no discrimination if the discrimination is objectively justified and the means are appropriate and necessary (for example, a mentoring programme in STEM subjects that is not open to men).
The ADS advises on both direct and indirect discrimination based on one of the aforementioned grounds and beyond, and manages measures to counteract these.
The guidelines apply to all members and affiliates as well as every body and every facility of Fulda University of Applied Sciences.
It thus comprises all students and doctoral candidates (including applicants), all active participation (including lecturers), professors, non-registered students and participants in further education programmes at the university.
The anti-discrimination guideline applies to the entire premises of Fulda University of Applied Sciences, which comprises all buildings used by the university and the university's outdoor areas. This also includes the digital space provided by the university.
Outside of the university premises, the guidelines apply if a specific connection to university studies passes (e.g. during field trips or internships).
The guidelines are intended to contribute to the prevention of discrimination within the university.
Discrimination is a substantial, direct or indirect discrimination in everyday university life that is not justified by a specific reason on the basis of
gender,
religion or belief,
disability,
age
or sexual identity
ethnic origin or racial attribution,
All members and affiliates as well as every body and facility of Fulda University of Applied Sciences promote the implementation of the guidelines and support the Presidential Board Office and the Anti-Discrimination Office in their work against discrimination.
All members and affiliates of Fulda University of Applied Sciences must contribute to the constructive handling of conflicts at the university through their behaviour and actions.
Fulda University of Applied Sciences also takes preventative measures against discrimination. It offers its members and affiliates continuing education and training courses to acquire and consolidate competence in dealing with discrimination in the university context.
The guidelines also regulate the Anti-Discrimination Office's offers such as advisory services, support and conflict resolution as well as prevention and awareness-raising measures and the complaints procedure to be addressed to the Legal Affairs Office.
The advisory service is confidential and can be used anonymously or by using a pseudonym if desired.
Those affected decide for themselves how and whether further steps follow and what these look like (there are exceptions in the case of a few serious allegations under criminal law). The anti-discrimination counselling service supports you in making a decision and accompanies you along the way.
Awareness-raising and prevention
"That any man on earth could be without prejudice is the greatest prejudice" August von Kotzebue (1761-1819).
The ADS offers services in the area of awareness-raising for the university public.
Workshops for staff and students on anti-discrimination and unconscious bias can be held on request. In addition, the Anti-Discrimination Office can advise and, if necessary, support planned events on the topic.
Suggestions and requests for specific topics and formats will be incorporated into the planning of the awareness measures as best as possible.
Contact person for discrimination according to Hess.HG
In accordance with the Hessian Higher Education Act (Hess.HG), which was amended in December 2021, a contact person for anti-discrimination has been appointed at Fulda University of Applied Sciences.