First things first: What advice would you give to students or employees who experience discrimination - or are unsure whether their experience can be categorised as such? should be categorised as such?

First of all, to trust your own perception. Anyone who feels discriminated against should take their feelings seriously. Discrimination can be very stressful, triggering insecurity, self-doubt, powerlessness, anger or sadness. It is important to take time to feel what you need at that moment: Calm, retreat, a conversation with others or concrete options for action.

A first step can be to record the incidents in a memory log. This is a real help in making the situation more tangible for yourself and later deciding on possible next steps. It can also be helpful to talk to trusted people about your own experiences. Important here: Supervisors or carers have an obligation under the guidelines to take action if they become aware of discrimination. Anyone who is unsure or would like to speak confidentially can contact the Anti-Discrimination Office at any time. A counselling session can help to classify the situation and develop possible strategies for action. The overview page of the counselling and complaints centres provides information on further contacts: https://www.uni-wuppertal.de/de/universitaet/organisation/beschwerdestellen-ombudsleute/ .

What specific issues can people seeking advice contact the Anti-Discrimination Office about?

I would like to encourage all members of the university who have experienced or observed discrimination at the university to contact the Anti-Discrimination Office. Here they can receive counselling on a variety of topics relating to discrimination and violence. This includes cases of sexualised discrimination and violence as well as racist, anti-Semitic, queer-hostile or ableist discrimination - whether in everyday university life, in the digital space or in personal contact. Counselling is confidential, impartial for the person affected and open-ended. Those affected can also report and receive counselling anonymously. The aim is always to develop options for action together and to empower those affected. I also offer peer counselling for members of the university who want to take action against discrimination in their environment or would like to exchange ideas if they are unsure about certain aspects of diversity. I am also responsible for awareness-raising and prevention as well as public relations and networking within and outside the university.

Let's take a look back: what has particularly moved you in your first year at the university - and what projects have you already been able to get off the ground?

I am very pleased that I have been able to play an active role in establishing and expanding anti-discrimination structures at the University of Wuppertal from the very beginning. For me, anti-discrimination is an important cross-sectional task within the entire university. I am therefore particularly grateful for the trust placed in me by various departments - and for the openness of many members of the university to deal with often sensitive issues.

We have already achieved a number of milestones, such as the development of the university's anti-discrimination policy, a series of events on anti-Semitism and racism, as well as campaigns centred around the nationwide Diversity Day.

You've already achieved a lot - what's next?

In the near future, we mainly want to raise awareness of the anti-discrimination guidelines, as well as the formats and measures of the Anti-Discrimination Office. In other words: I would be delighted if more members of the university were to learn more about this and take advantage of our offers! There will be more information events and workshops in the future.

We also want to continue our cooperation with committed groups such as the autonomous feminist department - for example with further events such as the fightback training for FLINTA* and queers (editor's note: FLINTA is an abbreviation and stands for women, lesbians, intersex, non-binary, trans and agender people). In the future, even more formats will follow that deal with different dimensions of discrimination.

My long-term goal is for discrimination prevention to be integrated into all areas of the university as a matter of course - in teaching, administration, research and student life. To this end, I will intensify cooperation with various departments at BUW. Offers should support all members of the university in becoming more confident in dealing with diversity and not looking the other way when discrimination occurs. We are also working on a university-wide "Code of Conduct", which is intended as a voluntary commitment to ensure discrimination-sensitive and respectful interaction at the university. And: the new university development plan provides for the introduction of a comprehensive protection concept - with preventative measures, support services and clear ways of dealing with discrimination. Of course, we are also working on this!

How has your work been received by the university community so far?

I am very impressed by the great commitment of many students - especially the AStA departments - as well as lecturers who have taken a clear stance against discrimination with various campaigns and event formats. Many formats and campaigns would not have been possible without their commitment. It was this commitment that led to the demand for an anti-discrimination office in the first place.

I have also noticed that our work is increasingly being recognised. Some people seeking advice have already actively approached me. That shows: Awareness of the issues is growing. At the same time, I realise that building trust and visibility takes time. But I am confident that we can reach more people step by step with targeted public relations work and visible offers - and that together we can further develop a culture of respectful coexistence. We are on the right track!