Humboldt-Universität zu Berlin - Berlin School of Library and Information Science

Women's Representative and Equality Officer


Jacqueline Sachse

Sarah Wendt (stellv.)

Email: frauenbeauftragte.ibi [at] hu-berlin.de
Both office holders have access to this email account. If you prefer to contact one of them individually, please write to their personal email address.

Digital open office hours: Thursdays, 11 a.m. to 12 p.m., via Zoom (cancelled on April 9, May 21, June 4, July 23 and July 30)

Or feel free to request a personal or Zoom appointment by email! We are bound by confidentiality. All contacts and conversations are treated confidentially.

Women's Representative and Equality Officer

As the equality officer at the Berlin School of Library and Information Science (IBI), we provide advice and support on all questions and issues relating to equality and equal opportunities at the institute—even if they do not concern women*. We are committed to promoting structurally disadvantaged groups and offer support in cases of discrimination, sexual harassment, and violence.

There is a decentralized euqality officer at every institute of the HU and at the faculty level. They are elected by the female members of the faculty in a ballot box or postal vote. The term of office is two years. The last election took place in January 2026.

Legal basis

The legal basis for the work of the euqality officers is provided by Section 59 of the Berlin Higher Education Act (BerlHG, German only) and the State Equality Act (LGG, German only).

 

Equality-office structure at HU

The equality officer at IBI is part of a network of decentralized equality officers at all HU institutes and departments. At the HU level, there is a team of central equality officers. These are located in the Gender Equality and Equal Opportunities Department at the Centre for Eq­ui­ty, Di­ver­si­ty, In­clu­sion and Be­long­ing (ZCG).

 

Tasks of the equality officer at IBI

We are committed to all aspects of equal opportunities, diversity, and inclusion at IBI. This includes in particular:

  • Advice and support for structurally disadvantaged groups, especially women* and FLINTA* persons, people with migration history, people of color, first-generation students and academics, as well as parents and people with care responsibilities
  • Ensuring fair hiring procedures
  • Promoting an appropriate proportion of women* and other structurally disadvantaged groups
  • Advice and support in cases of sexual harassment, discrimination, violence, and stalking
  • Providing advice and support in cases of abuse of power
  • Developing anti-discrimination measures for the Faculty of Humanities' equality concept
  • Advising and raising awareness among all committees with regard to equality and equal opportunities
  • Appreciating and recognizing gender diversity, social dimensions, and diverse realities of life at the institute

 

Funding for Women* Scholars

Funding for women* is a tool for promoting equal opportunities and is intended to support women* in precarious financial situations in particular. Since 2013, all HU institutes have been allocating a flat rate of 5% of their LOM funds to measures for the advancement of women*.

At the Faculty of Humanities (Phil Fak), the funds are allocated jointly across the four institutes by the decentralized equality officers. All women* at the Faculty of Humanities are eligible to apply, regardless of whether they are BA, MA, distance learning, doctoral students, or employees (WiMi, MTSV, SHK).

  • Applications four times a year: February 1, May 1, August 1, and October 1.
  • Funding pillars:
    • Material resources (e.g., conference participation, summer schools, study trips)
    • Final scholarships (BA + MA)
    • Teaching opportunities (e.g., guest lectures)

 

Application submission:

 

Advice and complaints regarding sexual discrimination, harassment, violence, and stalking

The equality officers advise and support victims of sexual harassment, discrimination, violence, and stalking, as well as people who witness or become aware of such incidents. They are bound by confidentiality and act impartially in the interests of those affected.

In addition to providing advice, the equality officer can also offer support, e.g. through immediate measures, professional conflict resolution procedures, anonymous complaints, or formal complaint procedures.

Sexual harassment, discrimination, and violence take many different forms. They can be verbal, nonverbal, or even physical attacks. It is up to the person affected to decide where sexual harassment, discrimination, and violence begin in individual cases. The conscious intention to discriminate is not decisive; what counts is that a person feels discriminated against.

Sexual harassment, discrimination, and violence are expressed in particular in the following acts: [...]
  • Insults via letters, emails, or social networks
  • Sexually degrading gestures, requests, or behavior
  • Exhibitionism
  • Visual or electronic presentation of pornographic or sexist images
  • Stalking
  • Degrading sexualized comments about individuals or their bodies
  • Inappropriate and/or unwanted physical contact
  • Violent physical assaults

 

Further information:

 

Advice on abuse of power

The equality officers advise and support victims of abuse of power as well as individuals who observe or become aware of cases of abuse of power. They are bound by confidentiality and act impartially in the interests of those affected.

The decisive factor in abuse of power is how power is used. Legitimate use of power serves the goals of the organization. Power is used abusively when it is used to pursue goals other than those of the organization, especially personal goals, or when the goals of the organization are pursued in a manner that violates the rights of others or one's own duties. In typical cases, abuse of power is associated with harm to other persons.