If people are disadvantaged, excluded or treated differently from others because of their ethnic origin, religion or belief, gender, gender identity or disability, this is known as direct discrimination. If official procedures or guidelines lead to disadvantages for groups of people, this is indirect discrimination.

Discrimination can also be positive if people are treated preferentially due to existing disadvantages - for example, women in application procedures for jobs where there is an underrepresentation of women. This positive discrimination is intentional - but only until disadvantages have been eliminated.

We have probably all experienced discrimination: perhaps on the basis of gender

• gender, for example, when sexualized violence makes everyday life more difficult or women are denied higher-value jobs
• on the basis of age, for example when older or younger people are less likely to be considered for jobs or older people are denied technical expertise;
• origin or a migration background, e.g. if discrimination of various kinds occurs when a person's name is mentioned;
• physical or mental impairments that make everyday life more difficult in a variety of ways.

What is the difference between discrimination, bullying and abuse of power?

Discrimination is not directed against a specific person, but against people with discriminatory characteristics such as origin or gender identity, can be direct (personal) or indirect (structural), is based on stereotypes or prejudices, involves the use of violence (psychological/physical), and is conscious or unconscious.

Bullying lasts over a longer period of time - weeks/months or even years - happens regularly, is deliberately initiated, targets a single person, is often carried out by one person and followers. Bullying is difficult to prove, mainly because a lack of communication is used as well as deliberate manipulation of others or direct insults, as is also the case with discrimination.

Abuse of power is carried out by employees of a higher rank against people who are subordinate to them. While bullying also occurs between employees of the same rank or students in the sense of "all against one", abuse of power can also involve several people being prevented from carrying out previously defined work assignments according to agreed rules or individual forms of processing. Like bullying, abuse of power can also occur without discrimination against those affected.

Bullying, abuse of power and discrimination are similar in that all three forms are physically and/or psychologically hurtful. They can also occur simultaneously. All forms are punished at RPTU.

What are the consequences of discrimination?

People affected by discrimination suffer physical and/or psychological damage that reduces their basic trust in organizations and in society. Not only the individuals themselves, but also their environment and society are harmed.

Damage for people who are discriminated against

• Illness: Those affected can develop depression, anxiety disorders or heart problems.
• Social withdrawal: People who are discriminated against can withdraw, feel lonely and helpless.
• Fewer opportunities to participate: The same achievements are valued differently, skills are used less, the potential of those affected is disregarded.

Damage to the university

• People no longer talk to each other, professional exchange only takes place to a limited extent. As a result, work results suffer and performance is reduced.
• Staff turnover increases, staff have to be selected, hired and trained again and again. As a result, other staff who have to take on tasks also suffer. Knowledge is also lost.
• If discrimination is not punished, those affected feel unfairly treated and psychological security is lost. The focus is on personal gain. Devaluation and hatred are 'normalized'.

What to do in the event of discrimination?

Depending on whether you are affected yourself, whether you observe something or whether you are accused of discrimination, you have different options for action.

People affected by discrimination

• Some leave the place where they are being discriminated against. Others react with clear words such as "stop" or they say "no" very clearly. In discussions, they show their stance openly or look for allies.
• Asking questions can lead discriminating people to reflect on their behavior - and they may realize that they are not really acting fairly.
• Humor can also help: If you don't argue, but humorously question statements without becoming cynical.
• Talk to those around you about what happened to you - even if you have the impression that you are saying the same thing over and over again, as it is normal for your mind to wander in circles.
• Go to one of the contact points or the university's anti-discrimination office. File a complaint in accordance with the General Equal Treatment Act. Important: document what happened to you (emails, photos, messages on social media channels, etc.). And: If you don't want to file a complaint because you don't have the strength in the situation, that's fine. You can also decide to do so or not at a later date.

For people who observe discrimination

• Speak to people to see if they need help: Better one time too many than one time too few. But if it becomes dangerous, then get help, call the police (telephone number: 112).
• Only help if this is requested. The only exception: If you realize that you are endangering yourself or others. Then the same applies as before: get help.
• Think carefully about what you say. Argue objectively and empathetically, but not arrogantly. Do not become angry or insulting yourself. This can be learned in workshops.
• You can seek advice from the contact points or the anti-discrimination office - or file a complaint yourself if the person concerned agrees.

What can you do if you are told that you are discriminating against others?

• Listen to others and take their comments seriously. Think calmly about whether you may have behaved unfairly.
• Apologize if others tell you that you have hurt them, even if you did not mean to hurt anyone. Accept that there are other points of view.
• Reflect on whether you may have learned words in your childhood that are now considered hurtful but were not talked about in the past, such as the N-word or misogynistic words.
• Attend further training courses, seek advice from anti-discrimination agencies and talk to people around you.

Complaints under Section 13 AGG can only be reported to the complaints office . However, those affected can also contact contact points informally.

A core team is formed for complaints. This team includes people from the contact points so that allegations are assessed from different perspectives: If staff are affected, it is usually the HR department and staff council. If students are affected, then AStA and/or student councils as well as Department 4 / Student Affairs. The core team also includes people from the surrounding area, such as from the department or division, who do not explicitly come from a contact point.

Who is involved is decided by those affected.