What is the code of conduct? Why does Freie Universität need such a set of rules? In a three-part series of interviews, we asked members of the university to comment on certain aspects of the code of conduct from their unique perspectives. The series begins with psychology professor Claudia Calvano and biology professor Jens Rolff. The interview is a conversation about individuals’ awareness of their own role in embracing a constructive atmosphere, the role of professional development, and the fear of negative consequences.

Professor Calvano and Professor Rolff, what can the code of conduct at Freie Universität achieve in terms of fostering an atmosphere of respect and esteem, while also helping to reduce discrimination?

Jens Rolff: The code of conduct provides guidance for everyone who studies or works at Freie Universität. It makes it clear that we want to look out for one another and create an environment in which as many people as possible feel comfortable and safe. In my research group we use it in our classes for first-year students and when welcoming new colleagues. This shows them from the start that we are serious about raising awareness about discrimination and creating a respectful environment.

Claudia Calvano: A code of conduct needs to be visible and in use. You can’t just put the document on some website. You have to include it wherever you get the chance: when doing introductions, when teaching classes, and when working in various teams.

Professor Jens Rolff from the Department of Biology, Chemistry, Pharmacy was recently awarded the department’s inaugural award for diversity-sensitive teaching. 

Professor Claudia Calvano of the Clinical Child and Adolescent Psychology and Psychotherapy unit at Freie Universität and her team are developing an empowerment and mentoring program in a project entitled “BuildingBridges – Mentoring and Empowering Girls and FLINTA of Colour to Participation, Achievement and Resilience.” The program aims to promote academic career paths for girls* and FLINTA of color by giving them the tools they need to strengthen their psychosocial resilience and performance potential.

Where do you see the limits of what a code of conduct can achieve?

Calvano: Just because a code of conduct exists does not mean that everyone adheres to it. The code is an important starting point and establishes a common foundation of shared values. Whether it is actually implemented in everyday use will become apparent in time.

Rolff: It also serves as an anchor. Many people at the university come from very different educational systems and countries and do not know what standards, rights, and support services are available at Freie Universität. On the code of conduct website, people can find guidelines and information on Counseling, Advising, and Support Services, including information on how to lodge a complaint.

Freie Universität aims to be a “low-discrimination” campus. How do you think the university is doing with this goal?

Calvano: Well, that depends on how you define “low discrimination.” What I see is growing awareness. There is an office dedicated to reducing discrimination, and various antidiscrimination projects are also in planning. So discrimination is being identified, and affected individuals can find contact persons more easily. Still, I personally doubt whether those things, even taken together, warrant the label “low discrimination.”

How can the university create an “an environment for teaching, studying, working, and research that is inclusive and respectful to people from all backgrounds ” as enshrined in the code of conduct?

Calvano: Professional development is a key component. Many instructors and staff want to know how they can incorporate gender and diversity into their classes or teamwork. Training courses and materials are available for them. It is also important to have easily accessible resources such as psychological counseling and support points, where people who have experienced discrimination from their superiors can seek assistance. However, trust remains a challenge. People who have experienced institutional discrimination often doubt whether the same institution is the right place to seek support.

Rolff: For employees there are resources such as the staff council, the antidiscrimination office, the representative body for employees with disabilities, women’s and gender equality officers, and ombudspersons for good research practice. The fear of repercussions for lodging complaints remains a structural problem, for example, if someone who is writing a thesis has a complaint. Anonymous reports can be helpful, but they are often insufficient for enforcing any consequences.

How can each individual contribute toward achieving the goal of a low-discrimination campus?

Rolff: The first step is to increase your own awareness. People who are sensitized to discrimination perceive situations differently and can intervene in an emergency, support people in need, or get assistance. Anyone who walks across campus with awareness and open eyes can contribute significantly to reducing discrimination.

Calvano: Self-reflection is also necessary. What is my position at the university, what privileges do I have, what are my blind spots? People who are aware of their role are better able to recognize and address discrimination and thus contribute step-by-step to a more inclusive university culture.

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Christopher Ferner conducted the interview. The original German version appeared in campus.leben, the online magazine published by Freie Universität Berlin.