Discrimination refers to the disadvantage or disparagement of a person on the basis of actual or ascribed group-specific characteristics. This includes, in particular, discrimination or disparagement on the basis of gender or gender identity, racial ascriptions, ethnic, social or cultural origin, sexual identity, religious affiliation, ideology, age or mental and physical condition. Discrimination can occur through the actions of individuals (individual discrimination), but it can also be present in the case of neutrally-presumed regulations, criteria or procedures (institutional and structural discrimination). In all cases, discrimination is prohibited by law. Harassment is a form of discrimination. This includes sexualized harassment. 

It is the responsibility of all persons with educational, qualification and management duties at the UdK Berlin to follow up on indications of discriminatory behavior and to take appropriate measures to clarify and prevent it. 

For detailed information, options for action, contact and counseling points, see the tiles below.

Plain complaint

• The person concerned and/or a person representing them contacts one of the counselling and support services at the UdK Berlin.
• These counsellors conduct a personal interview with the person concerned or the person representing them, document the incident and provide information about support options.
• At the request of the person concerned, the formal complaints procedure can be initiated. The counselling and support services will then inform the chancellor and provide an assessment of the situation.
• The anonymity of the person concerned is respected during the counselling session and all information, such as personal data and the content of the conversation, is treated confidentially.

Formal complaints procedure (right of complaint according to § 13 AGG)

• Responsibility lies with the chancellor.
• The person concerned or a person representing them instructs the chancellor to investigate the facts of the case.
• The chancellor consults with the contact point for discrimination and violence for further proceedings and, if necessary, consults a member of the legal department.
• The formal procedure serves to inform the department about the incident and possible measures under labour and/or disciplinary law against the accused person.
• The procedure includes hearings with the parties involved, written statements and recommendations from the chancellor to the president.
• All hearings and established facts are documented in writing.
• The parties involved have the right to consult interest groups; there is no obligation for witnesses or complainants to give evidence.
• The university administration decides on further measures based on the outcome of the procedure and informs both the complainant and the respondent of the outcome.
• The anonymity of the complainant will be lifted in the formal procedure if this is necessary for the defence of the respondent or the examination of legal or disciplinary measures.