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If you were to describe yourself in three words, what would they be?
Ambitious, responsible, thoughtful.
What are your responsibilities at TU Dresden?
My main job is to strengthen anti-discrimination measures and attitudes at TU Dresden. To this end, I am the contact for the Complaints Office for Incidents of Harassment, Discrimination and Violence (BDG). Students and staff who have experienced these incidents, either as victims, witnesses, perpetrators, or who are simply interested in learning more about these issues, can contact me. We then work together to find ways of handling the situation as best suits their needs. As a member of the Compliance Management team, I am responsible for complaints management. With a view to entrenching protection against discrimination and preventative measures within institutional structures, I regularly offer awareness-raising and empowerment events, develop publicity projects and am active in various committees and (inter)regional networks.
What do you enjoy most about your daily work?
Above all, I find my colleagues in Directorate University Culture to be very inquisitive, open and supportive. We talk to each other on an equal footing and there is a truly tangible willingness to learn together. This is extremely important, because recognizing and preventing harassment, discrimination and violence in the long term at all university levels is very challenging, albeit immensely rewarding.
How would you define “university culture?”
For me, university culture is a fascinating mélange of the premises and principles of social interaction, science and administration. For this reason, it is framed by ideas, values and freedoms, but also by bureaucracy and rules. This juxtaposition can and should be conveyed in many different ways, and at the same time it is experienced by each person individually in our shared community.
Where do you see the greatest need for a cultural change at TU Dresden and who would be responsible for this change in your opinion?
In my view, cultural change should result in a non-discriminatory and agile university. It isn’t something that happens overnight. It’s a process that requires more (self-)criticism, cooperation and patience. As individuals at TUD, we can definitely work on manifold things, such as a culture of collective responsibility and solidarity that not only extends to marginalized groups but actively embraces them. However, in the end, the prototypical academic and administrative system of a university is designed for competition, rivalry and hierarchies to such an extent that hardly any real space or resources remain for prospects of long-term solidarity. Preventing discrimination and perpetuated power imbalances requires acknowledging them and making the necessary changes across society as a whole.
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