Anti-discrimination | Conflicts Counselling services
Have you experienced a personal transgression and are looking for support in a confidential dialogue? In the event of conflicts and misconduct in accordance with the Senate Guideline on Fair Conduct, various contact points will provide you with confidential advice at the university.
Every person reacts differently to discrimination and harassment. And every incident is different. There is therefore no one-size-fits-all solution.
However, you do not have to remain alone with what you have experienced: In order to find the right contact person for your concerns and receive targeted support, you can choose from various confidential contact options.
Recommendations for action in the event of experienced misbehaviour (sexual harassment and bullying, stalking and discrimination) can help you take the first steps.
Contact points
Would you like to talk confidentially about your personal situation and potential next steps? The following confidential contact points offer you the opportunity and space for a personal discussion about your concerns.
You can also contact the Central Contact Point for conflicts and misconduct as well as for all cases of (sexual) harassment, bullying, stalking, discrimination and labour disputes at the university. This centre is in contact with many other contact points and can refer you to them according to your needs.
The basis for counselling at UNIFY is your subjective perception of the discrimination you have experienced and no steps will be taken without your consent.
As part of our counselling services we offer:
- Confidential support and counselling in the areas of interpersonal work and study conflicts, discrimination, bullying, stalking, sexual harassment
- Conflict moderation, mediation (mediation costs cannot be covered by UNIFY, institutions must bear these themselves)
- Referral to suitable (possibly confidential) internal or external contact points
- We support and advise you on official procedures
- We are also happy to support and advise managers on their rights and obligations (e.g. in the event of conflicts between employees in their own working group)
If you would like to take up the offer of counselling, please make an appointment with your preferred counsellor. Please let us know the content of your concerns in a personal meeting.
We can NOT do this:
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We are not an official sanction centre this means:
- We do not take evidence or carry out investigations. You must take legal action for this
- We cannot impose sanctions or consequences for misconduct
- No counselling on topics beyond interpersonal work and study conflicts, discrimination, bullying, stalking, sexual harassment
- No mediation of therapy places, therapy substitutes or long-term case support possible
- We cannot provide any binding legal advice. Please seek legal counselling for this
- We cannot initiate official complaints (legal/service, etc.) on your behalf. You can only submit these to the relevant authorities yourself in writing and with your real name. However, we strongly recommend that you seek confidential advice from us beforehand
- Each complaint is reviewed individually by the specialist departments and opens up a specific sanction path over which we have no influence (i.e. possible sanctions or consequences are prescribed by law)
- No assumption of management duties in cases of conflict (e.g. conflict discussions with employees)
Those affected experience harassment, bullying, stalking or discrimination as very oppressive and restrictive in all areas of life. It is often easier to think about further steps in pairs: a person you trust, fellow students or friends, can also accompany you during counselling at the confidential contact points listed below.
Links
Recommendations for action
- Make it unmistakably clear what you do not want. Say what has just happened, tell the person what the behaviour does to you AND ask the other person to refrain from this in future. You can use verbal and non-verbal signals - if possible directly - to reject demeaning behaviour.
- Document the incidents in writing. Records can later serve as evidence. Note down what happened in as much detail as possible: with details of the place, date and time as well as quotes. You can also complete the conversation documentation template, which you can use later as a memory aid. Also keep emails, chat histories, letters or notes that can be helpful as evidence. Securing evidence and having witnesses is useful.
ATTENTION: When documenting incidents, you must respect the right to the spoken word. This protects the personal rights of every individual. Therefore, audio recordings, for example, may not be made without the consent of all parties involved. If there is no consent, they are not evidence.
You are not to blame for what happened. And you have the right to take action against it. You decide what steps to take.