"Recognizing privilege is a key step"

Do you feel comfortable at the University of Siegen?
I feel very comfortable. I particularly like the beautiful view of the countryside. I'm still getting to know the different locations, Schools and departments and networking.

When can you register for the new certificate?
As of now. The certificate starts in the summer semester. That's when the first two modules will take place: the introductory module and another module.

The certificate course has a modular structure. Why was this flexibility important to you?
That's the exciting and special thing about the certificate: it appeals to all employees of the University of Siegen. In this sense, it also has something inclusive about it, because with this program we want to try to appeal to different status groups. Student employees can also take part. The introductory module will take place together. However, in order to do justice to the different groups, it is possible to set priorities afterwards. People who are more interested in research and teaching can attend modules that focus more on this. Colleagues from administration, on the other hand, can choose modules that deal with management, service or personnel selection procedures.

How do employees specifically benefit from the certificate in their day-to-day work?
In the program, participants find answers to questions that arise in their day-to-day work. Participants can also use the certificate in their future careers. Nowadays, job applications often ask for gender and diversity skills, and these can be proven with the certificate. However, it is not only the employees, but the university itself that should benefit from the certificate program. The idea behind the program is to make a contribution to university development. "Shaping a Humane Future" also means upholding values such as democracy. It is about good cooperation in the workplace and efficient working. The program also contributes to this.

Who developed the program?
The program was developed by the Equal Opportunities Office, which has been part of the Equal Opportunities Department since the beginning of the year. When I took up my post in November, the idea of a modular structure was already in place. My job is to fill the modules with content and find suitable speakers. The program is compact and involves a manageable amount of work for the participants: There are four modules, one module comprises eight work units, i.e. one working day. Of these four modules, three days are completed as face-to-face events and one day takes the form of a written assignment, which is discussed with me.

What motivates you personally to get involved in the area of gender and diversity?
There are several things. Firstly, quite simply, I am a woman and have been aware of different treatment of the sexes since childhood. Later on, I also spent a lot of time abroad, particularly in Latin America, due to my studies and work. There, I dealt intensively with the diversity dimension of ethnic origin. I realized what a difference it makes to live in a country where most people are not white and that I am rich compared to many people there.

Is there a specific example of this?
I lived in Chile for a year and researched the Catholic Church. I was treated very, very well there. I had access to all the archives and was able to conduct interviews with bishops. At first you think it's because you're friendly and ask politely. But I realized that it would have been different if I hadn't been a white European. I was treated with privilege. If I had been just as friendly and competent, but an indigenous woman from the south of Chile, no one would probably have given me an interview.

That's the problem with privilege: you have to admit that the way others look at you can open doors. This plays a central role in dealing with gender and diversity. Attributions still have an effect today. The same behavior is judged differently. It's important to me to communicate these topics in such a way that it's not about pointing the finger at someone or saying: "You still don't get it." It's about inviting people to think about these questions: Where do I have privileges myself? Where do I perhaps also have disadvantages? And how can we work together to shape organizations in such a way that these differences in treatment, which we are often not even aware of, are reduced?

Why are gender mainstreaming and diversity management key issues in the university context in particular?
The University of Siegen is committed to promoting good relations with one another. We strive to strengthen gender and diversity issues and recognize how important they are. At the same time, these are areas in which we all have blind spots. Many of us don't realize that we are privileged because of certain factors. I always start with myself. Of course, I'm not free from bias and stereotypes either, and it's not easy to become aware of that.

We don't want to reinforce polarization with the certificate, but rather develop a keen sense of why there is resistance and how we can address and resolve it. I have a broad concept of diversity, and this should also be reflected in the certificate program. It's about social and ethnic backgrounds, about first-generation students from non-academic households, about people with disabilities, about religious diversity and, last but not least, about gender. This is a very broad field.

How can diversity-sensitive communication succeed?
That is a key point. Where is this knowledge needed? For example, when communicating with non-binary people or generally when you know little about the other person. You often notice that communication changes when you refrain from using certain forms of address. We want to promote language that is gender-equitable. I myself use gender-inclusive language. At the same time, there are also people who say: I don't want to use characters such as gender stars or colons in my text - and that is also to be accepted. It is important for me to emphasize that we do not want to contribute to this polarization with the certificate. Rather, it is about being sensitive: Where is there resistance? Why does it exist? And what solutions can we find?