© Annemarie Popp / Universität Bremen
“We Commit to Weather the Storm”
What measures does the University of Bremen take to prevent discrimination, racism, and sexism? Vice President Dr. Mandy Boehnke gives answers in an interview
Internationality, scientific qualification, and diversity are the topics that drive Dr. Mandy Boehnke’s work as Vice President of the University of Bremen. Her goal is to further strengthen the university as a place that is sensitive to discrimination, despite the current tense global political situation, which is increasingly challenging principles such as diversity.
Ms. Boehnke, to what extent have you encountered issues such as discrimination, racism, and sexism?
As a sociologist, I have been aware of these issues for many years. However, in the social sciences, we tend to talk in more general terms about “inequalities.” We observe something, such as the pay gap between men and women, and look for explanatory factors such as career choice, career breaks, and so on. In my role as Vice President, I have a different task, which is to develop, coordinate, and implement university policies. In the mission statement of the University of Bremen, we commit ourselves to “work on reliable structures, practices, and attitudes that support diversity and are anti-discriminatory.” In order to implement this, I work with different groups at the university.
Why are these issues so important to higher education institutions?
First of all, as science and education are part of society, societal problems can usually be observed in universities as well. In addition, university structures might reinforce strong dependencies, especially for early-career researchers. University lecturers in Germany often have several roles at the same time – as managers, supervisors, and doctoral examiners. This has led to discussions about abuse of power in recent years, and members of the German Rectors’ Conference (HRK) addressed the issue again last year. Universities are called upon to take a critical look at the issue, to set up low-threshold counseling services, and to systematically investigate possible incidents. We are on a good path in Bremen.
© Annemarie Popp / Universität Bremen
What specific measures are being taken to curb problems such as discrimination, racism, and sexism at the University of Bremen?
Our university was one of the first to take these issues seriously and institutionalize them. The ADE Anti-Discrimination and Conflict Management Office was established in the early 90s. This is our counseling center, which provides training and counseling in dealing with discrimination, conflict, and violence. I am often approached by representatives of other universities who see the University of Bremen as a pioneer in this area. In addition, the Equal Opportunities and Anti-Discrimination Unit regularly organizes events on campus to draw attention to the issues – such as our Anti-Discrimination Day in spring 2024. This was a complete success and I was particularly pleased with the high level of student participation. The workshop series “Unlearn the Ivory Tower - Decolonizing Minds, Challenging Racism and Sexism in Academia” is currently underway, and is especially geared towards women, trans, intersex, and non-binary researchers and academic supervisors. The goal is to provide a space to discuss topics and to raise awareness.
These events often reach people who are already aware of the issues. What do they do for people who do not feel addressed by these events?
Last year, on our initiative, the Academic Senate adopted an anti-discrimination policy. The policy and the supplementary brochure provide information and assistance in dealing with and preventing discrimination. University members can find out exactly what to do when someone shares an experience of discrimination. This includes clarifying what their role is: Am I a listener who can give confidential advice? Or am I a supervisor with a duty to act? The policy provides clear and understandable guidance on this. However, it also has another aim: to make the structures we have at the university more visible. For everyone. Another example is the planned preventive measures, such as events, courses, and workshops for members of the university, including supervisors and lecturers, which will also be offered through Human Resource Development (in German only) or BYRD, our support center for doctoral researchers and prospective doctoral researchers.
What is your vision for the University of Bremen in 2030?
That is not an easy question to answer at the moment. We are in a period of upheaval in global politics. We see very clearly how the issues of diversity and internationalization are being restricted or reduced. In the US, diversity programs are being discontinued and in the Netherlands, funding for internationalization programs is being cut. We cannot ignore these developments and it is important to strengthen these areas right now, also in cooperation with our European partners. Last year, Bremen made a clear commitment to democracy, diversity, and openness. We stand by our values and commit to weather the storm.
