IODP - Internal Organisational Development Process Diversity
The IODP systematically addresses racist, ableist and discriminatory structures at ASH Berlin in order to create a power-critical and inclusive university. By the end of June 2025, a diversity strategy will be developed that includes a current inventory and future measures.
The individual process steps are organised into three pillars - ‘Culture’, ‘Structure’ and ‘Strategy’ - with associated working groups.
Workshop discussions on participation and drafting the diversity strategy:
- 29.1.25, 10am-12pm, Room 351, first workshop discussion with TSV employees
- 20.2.25, 14-16, Room 230A, workshop discussion with students
Focus meeting of the process group on 11.2.25, 14-16, room 232:
- Topic: Student participation at ASH Berlin
- all students are invited to attend
Current Developments
The Berlin Higher Education Act (§5b (2)) stipulates that every university must develop a concept for anti-discrimination and diversity. A diversity strategy offers the opportunity to record anti-discriminatory undertakings that have already been carried out, to plan further measures and to analyse challenges.
At ASH Berlin, a needs analysis was carried out in preparation for the strategy, which resulted in a focus on perspectives and measures critical of racism and ableism. In order to comprehensively address this focus, the decision was made not to audit with the Stifterverband für die Deutsche Wissenschaft e.V., but to choose BQN - Zentrum für Diversitätskompetenz e.V. as external support due to its power-critical perspectives on the focal points. ASH Berlin has now been supported by BQN since November 2023.
Diversity strategy:
- University-wide workshop discussions from January 2025
- Revision of the draft strategy by individual stakeholders at ASH Berlin in March and April 205
- Completion of the strategy by the end of June 2025
Review of the appointment procedure:
- Preparation of a process overview
- Revision of the appointment regulations
- Adaptation of the guidelines and handouts
Organisational culture:
- Focus on ‘sensitising teachers to language and communication that is critical of discrimination and sensitive to diversity’
The IODP is supported by BQN – Zentrum für Diversitätskompetenz. BQN is committed to reducing structural injustice and discrimination. They therefore support public, private sector and civil society organisations in developing an anti-discriminatory and diversity-oriented attitude and becoming more inclusive.
Working groups: ‘How do we work?’
The process group oversees the IODP and brings together the individual processes. It consists of different expertise and perspectives and includes people with decision-making mandates. The process group meets approximately once a month. Individual members are also active in other subgroups.
As part of the culture field of action, the (further) development of the organisational culture as such in a way that is critical of discrimination is addressed. To this end, a working group of around twelve people is working towards the goal of establishing a culture of communication and recognition at ASH that is critical of discrimination and sensitive to diversity. This involves focussing on ‘invisible’, ‘incidental’ and ‘informal’ practices. The working group meets approximately once a month and works across all statuses.
Furthermore, the appointment procedure will be scrutinised from a power-critical perspective. Structural exclusions and challenges of the procedure - especially with regard to racism and rejectionism - are considered and the appointment regulations and guidelines are revised. The working group meets approximately once a month.
Over the course of the IODP, a diversity concept will be developed that summarises the results of the process. From January 2025, university-wide workshop discussions will take place to sharpen the strategy.
The first workshop discussion with TSV employees will take place on 29.1.25, 10am-12pm in room 351.
The workshop discussion with students will take place on 20.2.25, 14-16 in room 230A.
For more information you can contact Elisabeth Keuten (diversity@ash-berlin.eu). The strategy will be published at the end of June 2025 and will contain concrete measures to dismantle discriminatory structures and practices at ASH Berlin.
