Formal complaint
In the event of a formal complaint, HU is obliged to hear the parties involved, investigate the complaint and subsequently inform the complainant and – where applicable – the person accused of the outcome of the investigation. The complainant must not be disadvantaged as a result of their complaint. This also applies to any witnesses or supporters involved in the complaint.
In cases of discrimination, HU must take suitable, necessary and proportionate measures to prevent the discrimination. These may include structural measures – such as amending regulations, removing physical barriers or providing awareness-raising initiatives for university staff. However, measures under employment law are also possible, such as a hearing, a written warning, a transfer or dismissal.
Advice before making a complaint
Before you decide to lodge a formal complaint, we recommend that you seek advice first – for example, from the Anti-Discrimination Advisory Service at the Centre for Equal Opportunities or the Central Women’s and Equal Opportunities Officer. They will explain the complaints procedure to you and support you throughout the process.
What is a Discrimination?
Discrimination refers to the unjustified disadvantage, exclusion or devaluation of individuals or groups on the basis of certain characteristics that are protected by law. These include origin, gender, religion, language, age, disability and sexual orientation.
Sometimes discrimination is direct and overt – this is referred to as direct discrimination.
Sometimes, however, discrimination occurs indirectly and more subtly: when seemingly neutral rules, criteria or procedures apply equally to everyone, but in practice disadvantage certain individuals or groups more than others. In this case, we refer to indirect discrimination.
Legal basis
There are two anti-discrimination laws that are explicitly designed to provide protection against discrimination: the General Equal Treatment Act (AGG) and the Berlin State Anti-Discrimination Act (LADG).
The AGG governs protection against discrimination in the workplace. The LADG, on the other hand, protects against institutional discrimination. This refers to discrimination against citizens by a state institution. Humboldt-Universität zu Berlin is a public-law corporation and thus part of the state. Accordingly, students, for example, are protected by the LADG against discrimination by the university and its employees.
HU’s Statutes on Protection against Sexual Harassment, Sexualised Discrimination and Violence, as well as Stalking, are a university-specific legal provision that opens up the possibility of lodging a formal complaint on the grounds mentioned. The Women’s Representatives and Equal Opportunities Officers will assist you in drafting a complaint and will receive it. They will also support you throughout the further complaint process.
Protected grounds for discrimination
The AGG protects against discrimination on six main grounds: ‘race’ or ethnic origin, gender, religion or belief, disability, age or sexual identity. The LADG additionally protects against discrimination on the grounds of racist and anti-Semitic attributions, chronic illness, language, gender identity and social status.
Points of contact for complaints
The Discrimination Complaints Office accepts complaints under the AGG and LADG. The Women’s and Equality Officers act as a point of contact for cases of sexual discrimination, harassment and violence, and support those affected throughout the complaints process.
Anti-discrimination - Complaints Office
Sara Abdelrazik - Tel.: +49 30 2093 12839
Head of Women's and Equality Affairs
Deputies:
Rike Braden - Tel.: +49 30-2093-12834
Dr Kristina Kütt - Tel.: +49 30-2093-12842
Caroline Kunert - Tel.: +49 30-2093-12835