A detailed definition of sexualised discrimination and violence can be found in the

Directive against Sexualised Discrimination and Sexual Violence

is anchored.

Sexualised discrimination and violence are exercised in a variety of ways verbally, non-verbally and/or through physical acts.

According to this directive, an act is considered sexualised discrimination or violence if it is sexually motivated and takes place without the consent of the person to whom it is directed. From the perspective of the person affected, it is undesirable and can violate their dignity.

Sexualised discrimination refers to acts that are predominantly not accompanied by physical contact, e.g. comments or images. Sexualised violence refers to acts that are clearly identifiable as sexual, usually involving physical contact.

The following list provides an overview of the variety of acts as examples:

Sexualised discrimination within the meaning of this guideline includes, for example

• sexually degrading language up to and including insults,
• degrading and/or depersonalising comments about people and/or their bodies that are placed in a (even subtle) sexual context,
• sexually degrading comments about the intimate life and body of another person,
• verbal, pictorial or electronic presentation of obscene, sexually degrading images,
• sexual harassment that violates the dignity of a person with regard to their sexual identity or that creates an intimidating, humiliating, hostile, degrading or offensive environment.
• Using, creating, copying or utilising obscene, sexually degrading materials, e.g. computer programmes and websites on IT systems, flyers or posters in buildings or on the premises of the University or its directly or indirectly associated institutions.

Sexualised violence within the meaning of this policy includes, for example :

• unwanted sexual acts and/or requests for such acts, sexual harassment, Section 184 i of the German Criminal Code (StGB)
• Stalking according to § 238 StGB and/or coercion according to § 240 StGB with (also indirect) sexual background,
• Sexual coercion/rape (§§ 177, 178 StGB).

Every single experience of sexualised discrimination and violence is an attack on the integrity of the person affected and even "milder" forms often have serious personal consequences. Sexualised discrimination and violence can lead to serious health problems and have a massive impact on a person's studies, job and career. At the same time, it is often very difficult and stressful for those affected to prove sexualised discrimination and violence and to obtain actual protection.

The most effective way to ensure that the university is a safe place to learn and work for everyone, where all forms of discrimination and violence have no place, is to take preventative measures.

As a manager, you have a duty of care towards students and employees and can be a pioneer for a culture of respect in your department.

This includes

• taking a stand against inappropriate behaviour, not tolerating it and taking complaints from affected individuals seriously,
• reflecting on how you deal with prejudice, privilege and structural discrimination mechanisms,
• seek support if you are unsure how to assess a situation or react to it,
• to keep the topic virulent in your department in order to promote an open exchange and to signal support for those affected,
• to promote and initiate prevention measures and training for staff, students and managers.

If you are interested, please contact conTakt for counselling.

General methods

• Visible thematisation of a code of conduct on university platforms such as Stud.IP and routine information for new students and employees
• Promotion of counselling centres for different groups as part of a clear, cooperating and easily accessible network of all university counselling centres
• Carrying out anonymous online surveys

Specific methods

• Establishment of a working group on the topic at management level
• Further training programmes for managers with information on duty of care, options for action and legal principles
• Further training programmes for staff to raise awareness and on the legal basis and support options for those affected
• Integration of the topic into courses for students to raise awareness and provide information
• Organising practice-oriented workshops, seminars and self-assertion courses (also in co-operation with conTakt or external experts)
• Consistent sanctioning of sexualised discrimination and violence, exhausting legal remedies against perpetrators
• Regular inspection of sources of danger at the university sites by security experts in the outdoor facilities and buildings Eliminating structural defects and ensuring sufficient lighting and signage on campus.

• Information events for students and staff
• Conducting or initiating workshops for students and employees on dealing with sexualised discrimination and violence
• Specialist counselling for managers and contact persons
• Development of case-related or general prevention measures