The Critical Diversity Blog is a project of the working group Critical Diversity at the Berlin University of the Arts. It collects reports, conversations, texts, and artistic contributions on diversity and anti-discrimination. All members of UdK Berlin are welcome to submit their contributions. This will allow for a detailed picture of moments and structures of discrimination at an art university to emerge. 

In addition, the blog offers the possibility to leave anonymized reports of experienced or observed discrimination at the university through an online form to all UdK members (including alumni). A list of initiatives engaging in anti-discrimination work at UdK Berlin simplifies access to information and – in case of discrimination –  to contact persons.

In order to advance the development of the UdK Berlin into a diversity-sensitive university, the working group Critical Diversity founded the Council for Diversity and Equality, which is open to everyone interested. The working group can be contacted via this email address:

We thank the university management of UdK Berlin for their support.

Members of the Working Group Critical Diversity

The AG Critical Diversity is an initiative of the Commission for Equal Opportunities.


Loran Celebi, AStA’s Referee for Anti-Discrimination, KfC
İpek Çınar, AStA’s Referee for Diversity and Social Justice
Dr. Mutlu Ergün-Hamaz, Anti-Discrimination & Diversity Manager
Claudia Hummel, Scientific Lecturer, Faculty of Fine Arts, formerly KfC
Romy Kiessling, Scientific Lecturer, Faculty of Design, KfC
Dr. Henrike Lehnguth, Central Women’s Representative
Katharina Lüdin, Faculty of Design, KfC, formerly StuPa
Prof. Dr. Nanna Lüth, Faculty of Fine Arts, formerly KfC
Johanna Madden, Student, Faculty of Music, part-time Women’s Representative
Helena Rauch, Faculty of Fine Arts, StuPa
Dalís Pacheco, Faculty of Design, KfC, StuPa
Prof. Dr. Kathrin Peters, Faculty of Design, KfC
Prof. Mathilde ter Heijne, Faculty of Fine Arts, KfC
Heidi Umbach, Management ZIW / Berlin Career College, KfC

Former Members

Juana Awad, Former Scientific Coordinator, Research Training Group “Knowledge in the Arts”, formerly KfC
Tashy Endres, Former Research Assistant, Faculty of Design
Dr. Maja Figge, formerly Research Training Group “Knowledge in the Arts”
Samara Hammud, Former Student, Faculty of Design, KfC, I.D.A.
Sarah Naira Herfurth, Former Student, Faculty of Design, I.D.A.
Merle Krafeld, Former Student, Faculty of Music, KfC
Adela Lovrić, formerly ZIW / Berlin Career College
Prof. Dr. Katja Rothe, formerly Faculty of Performing Arts, KfC
Naile Tanış, Former Central Women’s Representative
Christina S. Zhu, Former Student, Former AStA’s Referee for Anti-Discrimination and Intercultural Affairs

Student Employees of the Working Group Critical Diversity

Elena Buscaino, Visual Communication, Faculty of Design
Lukas Graf, Visual Communication, Faculty of Design
Katharina Lüdin, Art and Media, Faculty of Design

Editorial Team of the Critical Diversity Blog

Editors of the Critical Diversity Blog:
Elena Buscaino, Claudia Hummel, Katharina Lüdin, Nanna Lüth, Kathrin Peters, Mathilde ter Heijne

Design and implementation of the Critical Diversity Blog:
Elena Buscaino, Lukas Graf

Suggestions for texts, artistic contributions and talks are always welcome.

Framework for the development of a Diversity Policy


The General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz, AGG) is the uniform central body of regulations in Germany for the implementation of four European anti-discrimination directives that have been issued since 2000. It came into force on 18 August 2006.


The State Anti-Discrimination Act (LADG) is the central anti-discrimination law key project of the Berlin Senate. The Chamber of Deputies passed it in its session on 04.06.2020


The current university contract of the Berlin University of the Arts (PDF) runs from 2018 to 2022, and the UdK’s Diversity Policy must be adopted by 2022 at the latest.


Directive on protection against (sexualised) discrimination, harassment and violence. The Directive entered into force on 29 June 2019. It is accompanied by the establishment of the Confidence Council (Vertrauensrat), which provides information on (sexualised) discrimination, harassment and violence, supports those affected, and recommends preventive measures.


PDF download of the brochure


The far-reaching statute was unanimously adopted by the Academic Senate on 6 May 2020 and is now before the Berlin Senate for examination.


The measures are based on the statute for equal opportunities and regulate the recognition and integration of non-binary gender identities, the recognition and integration of self-chosen first names and the introduction of up to 50% gender-neutral toilets.

The General Equal Treatment Act (AGG) is the uniform central body of regulations in Germany for the implementation of four European anti-discrimination directives. For the first time, a law was created in Germany that comprehensively regulates protection against discrimination.

Imagination of a gender system that consists of only two categories, male and female. Assignment beyond which is only allowed, if at all, only as a deviation from the norm – hides the following: gender, sex, desire, performance.

Differences in values, attitudes, cultural perspective, beliefs, ethnic backgrounds, sexual orientation, gender identity, abilities, knowledge and life experiences of each individual in each group of people should be considered and overcome within the university.

The concept according to Birgit Rommelspacher assumes that there is a system of hierarchies, rule and power in which the various racist, sexist and other forms of government intertwine. In this interconnectedness, a dominant group has the power, which is socially negotiated again and again.

the personal idea of one‘s own gender and one‘s own gender role. Within society, gender is the concept according to which we classify various ideas such as social status, gender presentation, role in society, life planning and sexuality into the gender categories.

Discrimination based on the organisational actions of institutions. Institutional discrimination is not present in society as a whole.

Inter * are persons born with physical characteristics that are medically considered to be „sexually ambiguous“. The generic term Inter * has evolved from the community, and refers to the diversity of intersex realities and physicalities as an emancipatory and identitarian umbrella term.

In order to gain a comprehensive understanding of discrimination, its individual forms of discrimination must not be considered independently of each other, as they are interrelated.

Discrimination based on the value of economically and educationally unequally strong classes. This is related to discrimination and stigmatisation based on actual or assumed educational status and social inclusion. Thus, the inferior classes in the hierarchy are problematised and stereotyped.

Culturally argued racism is directed against people who, regardless of whether they actually practice one culture or religion (e.g. Islam, Judaism) and how religious they are. (e.g. anti-Muslim racism (AMR) and anti-Semitism)

Describes a displacement of minorities to the social fringe. As a rule, marginalised groups do not correspond to the norm-oriented majority of society and are severely restricted in their ability to act.

Describes the basic assumption that thinking and brain structures function individually. A medical norm and the disease mongering of everything supposedly divergent is called into question.

Discrimination based on ones ethnic roots.

The conceptual distinction between gender as a biological fact (sex) on the one hand and as a product of cultural and social processes (gender) .

Any form of discrimination against people on the basis of their (attributed or supposed) sex and the ideology underlying these phenomena.

A person‘s sexual orientation describes which sex a person feels emotionally, physically and/or sexually attracted to.

System of socio-cultural values and norms into which one is born (environments and classes), e.g. Educational biography, social inclusion. Values are constructed.

System of socio-cultural values and norms into which one is born (milieus and classes). e.g. Educational status and social inclusion. Values are constructed.

Discrimination of social subgroups based on the nature of the structure of society as a whole.

„Trans“ is a Latin prefix, meaning beyond and refers to people who do not identify with the gender assigned to them at birth. The self-designation is not an identity feature that automatically indicates whether this person identifies with a different gender, gender or multiple genders. Thus, there are several trans identities.

This term is not a self-designation, but a description of a reality of people who do not experience racism. white is written in small italics and reveals privileges, which are often not named as such. So the term is not about skin shades, but about the visualisation of different access to social resources.

Negative assessment of body and mind due to abilities and skills. An evaluation pattern based on a supposed biological (physical and / or mental) norm.

Discrimination e.g. in everyday life and law based on unequal power relationships between adults, children, adolescents and young people.

Skills and abilities are questioned and rated due to ones age.

Cis or cis-gender refers to people who identify with the gender assigned to them at birth. If this were not named, trans * would always be marked as the deviation of a given norm.

This term focuses on how people observe, (re-)produce and make gender relevant in everyday life.

Is a self-designation to unite people affected by racism and to fight together against power relations such as racism.

In English, ‚queer‘ was used as an insult for a long time. In the meantime, however, the term is usually used positively as a self-designation and describes the breaking out of the two-gender order as well as heteronormative concepts of life.

Reciprocal interactions as a multi-dimensional approach between the university and the non-university environment, which also includes the cultural, social and political dimensions on an equal footing.

A superficial gesture to include minority members. It is intended to create an appearance of inclusion and to divert allegations of discrimination by requiring a person to be representative of a minority.