Who we are

Team & Attitude

who we are

We are the association "Initiative Awareness e.V." and the office team of the funded projects (11 people spread over Leipzig and Berlin). Together we do not want to accept the state of inequality, oppression and exclusion and the resulting forms of discrimination and violence. Our aim is, with an intersectional view, to jointly sensitise the general public, to intervene and to dissolve organised power structures. Discrimination and power-sensitive spaces should be made accessible in order to minimise violence and establish a practice of solidarity.

A central building block for us is networking. As a supra-regional interface, we want to support the community in its self-organisation in the long term. The focus is on the exchange and sharing of resources and knowledge.

As individuals, however, we have different approaches and understandings of awareness. Here is a brief introduction to each member of the team.

Alina

she | her

Public Relations

Alina has been with the Awareness initiative since 2022 and is responsible for public relations - i.e. for the website, social media channels, but also for the creation and editing of print materials such as the zine. In the field of awareness, she is particularly interested in intersectional perspectives as well as the uncovering, deconstruction and reappraisal of unequal power relations. Alina works in the Leipzig office.

Flo

they | them

Saxony, Train the Trainers, Education

Flo has been part of the Initiative Awareness association since 2019 and has been involved in the support f(x)- Schnittstelle für Sachsen project since 2022, and enjoys giving a lot of workshops. For Flo, awareness means practical anti-discrimination work in the form of concrete support and wide-ranging sensitization. In the long term, Flo hopes to spread the idea of collective responsibility and discrimination-sensitive interaction beyond nightlife events.

Ida

she | her

Education, Workshop Coordination, Train the Trainers

Ida likes to focus on what groups need in order to function well together in the long term. In addition to awareness as an attitude, for her this also includes participation and spaces that are critical of hierarchy.

Initiative Awareness e.V.

The association

In 2018, the association formed the Initiative Awareness in Leipzig. This group consists of organisers, artists, guests and employees. Everyone has different experiences with discriminatory behaviour, whether as a person affected or as a performer. Together they want to pool their experiences and pass them on.

Jella

she | her

Public Relations

Jella has been working in the public relations team for the Leipzig office since 2023. For Jella, awareness means reflecting on one's own behavior and enabling solidarity with one another, in which everyone can feel valued and safe. She enjoys engaging with current feminist and anti-racist discourses.

Leonie

she | her

Education, Train the Trainers, Concept, Editing

Nadine

she | her

Financial management of projects, personnel matters, planning of internal measures

Nadine came to the Initiative Awareness and the project "support f(x) - schnittstelle für awareness" through a call for proposals and so far she has little experience with practical awareness work. Therefore, she sees her tasks first and foremost in strengthening the framework that the initiative Awareness needs to be able to implement projects.

Nazanin

she | her

Education, Workshop Coordination, Train the Trainers

Nazanin has been with the Awareness initiative since 2021 and works in the field of education. There, she coordinates the training and consulting services and also gives workshops herself from time to time. In addition to her work with the initiative, she deals a lot with the topics of anti-discrimination, racism criticism and social inequality.

Pauline

she | her

Saxony, Networking, Education

Pauline has been part of the "Initiative Awareness e.V." since 2018. For her, awareness always means an intersectional perspective and continuous learning in the fight against discrimination and violence and for the establishment of a solidary and responsible coexistence. It is important to Pauline to get out of the bubble and also to work in the public space. She sometimes has problems with the concept of awareness.

Shirin

she | her

Education, Workshop Coordination, Train the Trainers

Sim

none | they

Administration

Sim would like to gain an insight into association structures and organization as part of his voluntary service. Awareness work (without always calling it that) has long been part of Sim's life, which is why he would now like to support the structures in the background of the Awareness Initiative and acquire knowledge for future association work.

Thimo

he

Project Coordination

Thimo lives in Berlin and has been organizing music, cultural and political events since 2009. It was here that a shocking awareness of various forms of discrimination and violence emerged. Through the constant debate, mutual sensitization and educational work, the topic of discrimination-sensitive events became a matter close to his heart. For him, awareness and anti-discrimination work means first and foremost practical solidarity and the potential for change.

Toschka

t | no pronouns

Saxony, project coordination

Since 2022, Toschka has been active in Intitative Awareness, with a particular focus on supporting and networking awareness activists in Saxony. In addition, Toschka is engaged in thinking concepts further and applying them to new contexts. In the rapid development of awareness in public discourse, t sees opportunities for sustainable development, but also risks in practice.

glossary

A

Ableism / Disabilityism

denotes the upgrading and downgrading of people according to the abilities attributed to them, which leads to discrimination against chronically ill and disabled people. Ableism is based on a physical and psychological ideal standard of the human being, which chronically ill and/or disabled people cannot live up to. Consequently, they are considered "inferior". On a social level, it means that disabled and/or chronically ill people are often excluded and made invisible. (Adopted from https://leidmedien.de/begriffe/)

ableism

Ableism

Age discrimination

is specified as ageism - i.e. the discrimination of people at an advanced age and epiphanism - i.e. prejudice against younger people.

age discrimination

Age discrimination

Anti-Semitism

Anti-Semitism appears in different forms and has adapted to the respective contexts over the centuries. Anti-Semitism is not about the individual, but about the principle of 'Jew', which is associated with conspiracy-theoretical and inhuman attributions. In contrast to other forms of discrimination, the supposed axis of power does not run from the top down, as in racist patterns of thought, but from the bottom up: A small powerful group is constructed as being responsible for the misfortunes of a large community. Anti-Semitism includes both the directly expressed hatred of Jews as well as ideas and argumentation patterns that express conspiracy thinking, denial and relativisation of the Shoah, calls for boycotts of Israeli productions or, for example, an equation of Israeli policy with the crimes of the National Socialists.

‍

antisemitism

Anti-Semitism

Findability

How can the awareness team be found during an event? Is there a fixed station? Or is it better to walk around in order to be able to address visitors directly? In any case, it helps to have clear identification that is visible from a distance and from different directions.

‍

findability

Findability

B

BIPoC

stands for Black, Indigenous, People/Person of Colour and is a self-designation of people who experience racism because they are not perceived as white or 'German'.

‍

bipoc

BIPoC

Barriers

(In)visible barriers impede access opportunities, both in the spatial sense and through language barriers and resources. Are flyers only available in German? Can posters be read aloud by speech recognition software? Are only cis people addressed? Are there access possibilities with low financial resources?

‍

barriers

Barriers

C

Care work

Feeling responsible for respecting boundaries at an event and supporting those affected if necessary is a lot of work. Often, the commitment of women and genderqueer people in this field is still taken for granted with little to no remuneration. Adequate remuneration should be standard.

‍

care-work

Care work

Cisgender, Cissexual

is a person who identifies with the gender assigned at birth. The term is important for trans* people, but problematic for intersex people because they are made invisible or wrongly assigned to trans* due to the juxtaposition of cis and trans. It should therefore be used with caution.

‍

cisgender-cisgender

Cisgender, Cissexual

D

Defining power

describes the right of persons who have experienced (sexualised) violence to define what (sexualised) violence is. It is about putting the focus on the subjective experience. Affected persons should not be put under pressure to justify themselves.

‍

definition power

Defining power

Discrimination

is a social phenomenon of disadvantage, segregation and devaluation. Groups or individuals are disadvantaged, devalued and oppressed on the basis of (supposed) characteristics. Discrimination as a complex process results from the combination of dynamics of stereotyping, prejudice, categorisation and power relations.

‍

discrimination

Discrimination

Diversity

means diversity. People and bodies are diverse. In this context it means diversity in terms of gender, sexual orientation, origin, skin colour, religion, age, etc.

‍

diversitat

Diversity

E

Empathy

We can develop our intuition when we deal with our own and other people's experiences, feelings and needs. Often we have a good intuition for dealing with affected persons and discriminating/violent persons. Nevertheless, reflect on your impulses to act and check which reflex they might originate from.

‍

empathy

Empathy

Empowerment

is a process of self-empowerment and means actively determining the circumstances of one's own life or a situation or regaining self-determination. One's own (action) abilities are strengthened and resources are released.

‍

empowerment

Empowerment

G

Violence

(alsosexualised violence) is an exercise of power and describes actions that are carried out against a person's will. (Sexualised) violence can occur in different forms: Psychological or physical, in the form of boundary violations, harassment, assault and discrimination. Language is also a means of power and can involve violence. For example, through foreign names (see A to Z: M), misgendering, etc.

‍

violence

Violence

H

Homophobia

describes discrimination against lesbian and gay people. The basis is 'heteronormativity', i.e. the (unconscious) expectation that all people are cisgender and heterosexual. Other gender identities and forms of desire are devalued, excluded or made invisible. The * stands for people who do not move in the categories of 'man' or 'woman'.

‍

homo-hostility

Homophobia

I

Intersex

(intersex person, intersexuality) refers to the congenital presence of genetic and/or anatomical and/or hormonal sexual characteristics that do not correspond to the gender norms of male and female. Correct translation of the English term "intersex". (from "Inter and Language" https://oiigermany.org/inter-und-sprache/)

‍

intersex

Intersex

K

Consensus

(consensuality) is the attempt to take all needs into account. The people involved are in a transparent process to create a common solution. Consensuality is a method of reflecting and communicating personal and sexual needs, boundaries and desires.

‍

consensus

Consensus

LGBTIQ*

stands for Lesbian, Gay, Bisexual, Trans, Intersex, Queer (in German: Lesbisch, Schwul, Bisexuell, Trans*, Inter*, Queer). The * indicates that the list is not complete or fixed.

lgbtiq

LGBTIQ*

L

Learning process

Awareness is a learning process. Sometimes, despite good intentions, we produce new injustices or react inappropriately in a stressful situation. Communicate openly where people can go with criticism and feedback. Don't sweep anything under the carpet and take responsibility, be open and honest about your mistakes and learn from them!

‍

learning process

Learning process

Lookism

is discrimination on the basis of appearance and supposed 'positive' and 'negative' external characteristics, e.g. in relation to clothing, body shape, style. The basis is a standardised ideal of beauty and the assumption that a person's value or competences are related to it.

‍

lookism

Lookism

N

Rework

A detailed and transparent follow-up is essential - for further discussion and reflection. Write shift protocols (make sure they are anonymous). Talk afterwards as an awareness team about how you felt in situations, what went well and what did not go well. Set up a buddy system: Each person has a 'reference person' in the team who informs them, with whom they exchange ideas and through whom they are supported. Organise regular supervisions.

‍

rework

Rework

O

Othering

Othering describes the process in which people are constructed as supposedly different or "foreign" on the basis of certain characteristics. A group is constructed on the basis of an assumed or factual affiliation in terms of race, religion, culture, etc. Certain characteristics and behaviours are attributed to this group. Certain characteristics and behaviours are attributed to this group, which in turn are transferred to the individual. These attributions go hand in hand with a devaluation of the supposed "others" and serve to define and valorise one's own group, the "we".

othering

Othering

P

Partiality

An awareness team acts impartially in the sense of the persons concerned. This means that those affected are given a protected framework in which to talk about their experiences without being confronted with doubts or even accusations of guilt. What is told is not judged and is accepted as it was experienced.

‍

bias

Partiality

Patriarchy

literally means domination of the father. The word is used to describe a society in which masculinity is valorised and femininity devalued. It means that men shape, control and represent society.

‍

patriarchy

Patriarchy

Privileges

Privileges are often referred to as social advantages that people have because of their supposed membership in a socially constructed group. Privileges open up possibilities and spaces for action. People to whom a social 'normality' (e.g. white, male, cisgender, able-bodied, etc.) is attributed are considered privileged. Positions that deviate from this, i.e. the supposed 'others', are disadvantaged, i.e. discriminated against.

‍

privileges

Privileges

q

Quota-x

Do not invite people at the last minute because you feel you are missing a diversity factor in the event. Use different networks early on in the search for suitable people and invite people with different life realities (see together).

‍

quota-x

Quota-x

R

Racism

arose at the time of colonisation. Attempts were made to scientifically justify the exploitation and enslavement of people in Africa, South America and Asia with the superiority of the 'white race'. The race theory and the division of people according to biological criteria have long been refuted by researchers and were pure fiction. But the ideas that emerged at that time still live on. Thus, people continue to be differentiated according to physical characteristics such as skin colour, shapes of eye, nose and mouth, hair structure or according to features people wear on or on their bodies, such as a hijab, and condemned as 'inferior', 'alien' or 'abnormal'. There are different forms of racism: Muslim:inhobia, racism against Sinti and Roma, ethnopluralism, anti-Black racism. A subtype is cultural racism, which is always present when ways of life, customs and traditions are judged as negative and inferior to one's own culture (see also DaMigra, 2019, Speak Up Sister!).

‍

racism

Racism

S

Safer-use

Among other things, we consume music, media, information, but also substances. From alcohol to ecstasy - mind-altering substances are used at many events. Depending on the type of event, employees should have knowledge about the effects of such substances in order to be able to assess emergency situations. Safer use tips can help to avoid emergencies. Supporters should always work sober.

‍

safer-use

Safer use

Self-designation

People are often titled with categories or designations to which they do not feel they belong or which they themselves would designate differently (foreign designation). Self-designations, on the other hand, are names that a socially marginalised group chooses for itself. An example of this is BIPoC (see Glossary). Which pronoun does a person want to be addressed with? If there is uncertainty about how a person or group wants to be addressed or referred to, it is good to ask. Expressions like "The person is read by me as ..." leaves the actual affiliation to a group open.

‍

self-designation

Self-designation

Sexism

denotes devaluation on the basis of biological and/or chosen gender identity. Socially affected are women and people who do not conform to the male gender norm. Sexism is a form of oppression of → patriarchy.

‍

sexism

Sexism

Security

It is important for organisers to be aware and open about the fact that assaults and discrimination can occur in any space. But an event can be designed in such a way that those affected can be sure that their concerns will be listened to and dealt with in a trusting and responsible manner.

‍

security

Security

Social chauvinism

means discrimination against people on the basis of their social origin or ascribed social position in society. Social chauvinism mainly affects people who are unemployed and affected by poverty, homeless people, workers or people with no or low education.

‍

social chauvinism

Social chauvinism

T

Together

Cooperation with groups and associations that know more about certain topics is irreplaceable! Ensure exchange and cooperation at eye level and empower each other. Check which perspectives are missing in your team and, if necessary, look for self-advocacy organisations, migrant self-organisations, associations of marginalised artists and speakers, education and awareness-raising projects.

‍

together

Together

Trans*

Trans* (transident, transgender)is an umbrella term that encompasses the widest possible variety of life designs and self-designations that do not conform to the cis norm (from transinterqueer.org).

‍

trans

Trans*

Trans*phobia

describes discrimination against people whose sex assigned at birth does not match their gender identity.

‍

trans hostility

Trans*phobia

V

Confidentiality

Self-determination about one's own story is often enormously important to those affected. Those seeking support should not have to worry about whether and how their story makes the rounds - even within the event crew. It is important that confidentiality is taken seriously and cases are discussed anonymously and not outside the predefined circle.

confidentiality

Confidentiality

w

Further education

For good, reliable awareness work, regular training is necessary - for the awareness team and other crew members. Awareness also means being aware of one's own gaps in knowledge and dealing constructively with new areas of experience or forms and levels of discrimination.

‍

further education

Further education

x

x-factor

The search for truth does not only enjoy great popularity in TV series. This is precisely why it is important not to give in to this reflex in anti-discrimination work. We are not detectives. Our goal is to give those affected an unbiased hearing and to support them in their cause.

‍

x-factor

X-Factor

Z

composition of the team

A team with many different perspectives is better placed to identify and minimise discrimination. Think about how you can spread your job search to other networks, approach people from different communities. Create a climate in your team where people with different experiences of discrimination can feel comfortable (see training).

‍

composition-of-the-team

Composition of the team

A

Ableism / Disabilityism

denotes the upgrading and downgrading of people according to the abilities attributed to them, which leads to discrimination against chronically ill and disabled people. Ableism is based on a physical and psychological ideal standard of the human being, which chronically ill and/or disabled people cannot live up to. Consequently, they are considered "inferior". On a social level, it means that disabled and/or chronically ill people are often excluded and made invisible. (Adopted from https://leidmedien.de/begriffe/)

ableism

Ableism

Age discrimination

is specified as ageism - i.e. the discrimination of people at an advanced age and epiphanism - i.e. prejudice against younger people.

age discrimination

Age discrimination

Anti-Semitism

Anti-Semitism appears in different forms and has adapted to the respective contexts over the centuries. Anti-Semitism is not about the individual, but about the principle of 'Jew', which is associated with conspiracy-theoretical and inhuman attributions. In contrast to other forms of discrimination, the supposed axis of power does not run from the top down, as in racist patterns of thought, but from the bottom up: A small powerful group is constructed as being responsible for the misfortunes of a large community. Anti-Semitism includes both the directly expressed hatred of Jews as well as ideas and argumentation patterns that express conspiracy thinking, denial and relativisation of the Shoah, calls for boycotts of Israeli productions or, for example, an equation of Israeli policy with the crimes of the National Socialists.

‍

antisemitism

Anti-Semitism

Findability

How can the awareness team be found during an event? Is there a fixed station? Or is it better to walk around in order to be able to address visitors directly? In any case, it helps to have clear identification that is visible from a distance and from different directions.

‍

findability

Findability

B

BIPoC

stands for Black, Indigenous, People/Person of Colour and is a self-designation of people who experience racism because they are not perceived as white or 'German'.

‍

bipoc

BIPoC

Barriers

(In)visible barriers impede access opportunities, both in the spatial sense and through language barriers and resources. Are flyers only available in German? Can posters be read aloud by speech recognition software? Are only cis people addressed? Are there access possibilities with low financial resources?

‍

barriers

Barriers

C

Care work

Feeling responsible for respecting boundaries at an event and supporting those affected if necessary is a lot of work. Often, the commitment of women and genderqueer people in this field is still taken for granted with little to no remuneration. Adequate remuneration should be standard.

‍

care-work

Care work

Cisgender, Cissexual

is a person who identifies with the gender assigned at birth. The term is important for trans* people, but problematic for intersex people because they are made invisible or wrongly assigned to trans* due to the juxtaposition of cis and trans. It should therefore be used with caution.

‍

cisgender-cisgender

Cisgender, Cissexual

D

Defining power

describes the right of persons who have experienced (sexualised) violence to define what (sexualised) violence is. It is about putting the focus on the subjective experience. Affected persons should not be put under pressure to justify themselves.

‍

definition power

Defining power

Discrimination

is a social phenomenon of disadvantage, segregation and devaluation. Groups or individuals are disadvantaged, devalued and oppressed on the basis of (supposed) characteristics. Discrimination as a complex process results from the combination of dynamics of stereotyping, prejudice, categorisation and power relations.

‍

discrimination

Discrimination

Diversity

means diversity. People and bodies are diverse. In this context it means diversity in terms of gender, sexual orientation, origin, skin colour, religion, age, etc.

‍

diversitat

Diversity

E

Empathy

We can develop our intuition when we deal with our own and other people's experiences, feelings and needs. Often we have a good intuition for dealing with affected persons and discriminating/violent persons. Nevertheless, reflect on your impulses to act and check which reflex they might originate from.

‍

empathy

Empathy

Empowerment

is a process of self-empowerment and means actively determining the circumstances of one's own life or a situation or regaining self-determination. One's own (action) abilities are strengthened and resources are released.

‍

empowerment

Empowerment

G

Violence

(alsosexualised violence) is an exercise of power and describes actions that are carried out against a person's will. (Sexualised) violence can occur in different forms: Psychological or physical, in the form of boundary violations, harassment, assault and discrimination. Language is also a means of power and can involve violence. For example, through foreign names (see A to Z: M), misgendering, etc.

‍

violence

Violence

H

Homophobia

describes discrimination against lesbian and gay people. The basis is 'heteronormativity', i.e. the (unconscious) expectation that all people are cisgender and heterosexual. Other gender identities and forms of desire are devalued, excluded or made invisible. The * stands for people who do not move in the categories of 'man' or 'woman'.

‍

homo-hostility

Homophobia

I

Intersex

(intersex person, intersexuality) refers to the congenital presence of genetic and/or anatomical and/or hormonal sexual characteristics that do not correspond to the gender norms of male and female. Correct translation of the English term "intersex". (from "Inter and Language" https://oiigermany.org/inter-und-sprache/)

‍

intersex

Intersex

K

Consensus

(consensuality) is the attempt to take all needs into account. The people involved are in a transparent process to create a common solution. Consensuality is a method of reflecting and communicating personal and sexual needs, boundaries and desires.

‍

consensus

Consensus

LGBTIQ*

stands for Lesbian, Gay, Bisexual, Trans, Intersex, Queer (in German: Lesbisch, Schwul, Bisexuell, Trans*, Inter*, Queer). The * indicates that the list is not complete or fixed.

lgbtiq

LGBTIQ*

L

Learning process

Awareness is a learning process. Sometimes, despite good intentions, we produce new injustices or react inappropriately in a stressful situation. Communicate openly where people can go with criticism and feedback. Don't sweep anything under the carpet and take responsibility, be open and honest about your mistakes and learn from them!

‍

learning process

Learning process

Lookism

is discrimination on the basis of appearance and supposed 'positive' and 'negative' external characteristics, e.g. in relation to clothing, body shape, style. The basis is a standardised ideal of beauty and the assumption that a person's value or competences are related to it.

‍

lookism

Lookism

N

Rework

A detailed and transparent follow-up is essential - for further discussion and reflection. Write shift protocols (make sure they are anonymous). Talk afterwards as an awareness team about how you felt in situations, what went well and what did not go well. Set up a buddy system: Each person has a 'reference person' in the team who informs them, with whom they exchange ideas and through whom they are supported. Organise regular supervisions.

‍

rework

Rework

O

Othering

Othering describes the process in which people are constructed as supposedly different or "foreign" on the basis of certain characteristics. A group is constructed on the basis of an assumed or factual affiliation in terms of race, religion, culture, etc. Certain characteristics and behaviours are attributed to this group. Certain characteristics and behaviours are attributed to this group, which in turn are transferred to the individual. These attributions go hand in hand with a devaluation of the supposed "others" and serve to define and valorise one's own group, the "we".

othering

Othering

P

Partiality

An awareness team acts impartially in the sense of the persons concerned. This means that those affected are given a protected framework in which to talk about their experiences without being confronted with doubts or even accusations of guilt. What is told is not judged and is accepted as it was experienced.

‍

bias

Partiality

Patriarchy

literally means domination of the father. The word is used to describe a society in which masculinity is valorised and femininity devalued. It means that men shape, control and represent society.

‍

patriarchy

Patriarchy

Privileges

Privileges are often referred to as social advantages that people have because of their supposed membership in a socially constructed group. Privileges open up possibilities and spaces for action. People to whom a social 'normality' (e.g. white, male, cisgender, able-bodied, etc.) is attributed are considered privileged. Positions that deviate from this, i.e. the supposed 'others', are disadvantaged, i.e. discriminated against.

‍

privileges

Privileges

q

Quota-x

Do not invite people at the last minute because you feel you are missing a diversity factor in the event. Use different networks early on in the search for suitable people and invite people with different life realities (see together).

‍

quota-x

Quota-x

R

Racism

arose at the time of colonisation. Attempts were made to scientifically justify the exploitation and enslavement of people in Africa, South America and Asia with the superiority of the 'white race'. The race theory and the division of people according to biological criteria have long been refuted by researchers and were pure fiction. But the ideas that emerged at that time still live on. Thus, people continue to be differentiated according to physical characteristics such as skin colour, shapes of eye, nose and mouth, hair structure or according to features people wear on or on their bodies, such as a hijab, and condemned as 'inferior', 'alien' or 'abnormal'. There are different forms of racism: Muslim:inhobia, racism against Sinti and Roma, ethnopluralism, anti-Black racism. A subtype is cultural racism, which is always present when ways of life, customs and traditions are judged as negative and inferior to one's own culture (see also DaMigra, 2019, Speak Up Sister!).

‍

racism

Racism

S

Safer-use

Among other things, we consume music, media, information, but also substances. From alcohol to ecstasy - mind-altering substances are used at many events. Depending on the type of event, employees should have knowledge about the effects of such substances in order to be able to assess emergency situations. Safer use tips can help to avoid emergencies. Supporters should always work sober.

‍

safer-use

Safer use

Self-designation

People are often titled with categories or designations to which they do not feel they belong or which they themselves would designate differently (foreign designation). Self-designations, on the other hand, are names that a socially marginalised group chooses for itself. An example of this is BIPoC (see Glossary). Which pronoun does a person want to be addressed with? If there is uncertainty about how a person or group wants to be addressed or referred to, it is good to ask. Expressions like "The person is read by me as ..." leaves the actual affiliation to a group open.

‍

self-designation

Self-designation

Sexism

denotes devaluation on the basis of biological and/or chosen gender identity. Socially affected are women and people who do not conform to the male gender norm. Sexism is a form of oppression of → patriarchy.

‍

sexism

Sexism

Security

It is important for organisers to be aware and open about the fact that assaults and discrimination can occur in any space. But an event can be designed in such a way that those affected can be sure that their concerns will be listened to and dealt with in a trusting and responsible manner.

‍

security

Security

Social chauvinism

means discrimination against people on the basis of their social origin or ascribed social position in society. Social chauvinism mainly affects people who are unemployed and affected by poverty, homeless people, workers or people with no or low education.

‍

social chauvinism

Social chauvinism

T

Together

Cooperation with groups and associations that know more about certain topics is irreplaceable! Ensure exchange and cooperation at eye level and empower each other. Check which perspectives are missing in your team and, if necessary, look for self-advocacy organisations, migrant self-organisations, associations of marginalised artists and speakers, education and awareness-raising projects.

‍

together

Together

Trans*

Trans* (transident, transgender)is an umbrella term that encompasses the widest possible variety of life designs and self-designations that do not conform to the cis norm (from transinterqueer.org).

‍

trans

Trans*

Trans*phobia

describes discrimination against people whose sex assigned at birth does not match their gender identity.

‍

trans hostility

Trans*phobia

V

Confidentiality

Self-determination about one's own story is often enormously important to those affected. Those seeking support should not have to worry about whether and how their story makes the rounds - even within the event crew. It is important that confidentiality is taken seriously and cases are discussed anonymously and not outside the predefined circle.

confidentiality

Confidentiality

w

Further education

For good, reliable awareness work, regular training is necessary - for the awareness team and other crew members. Awareness also means being aware of one's own gaps in knowledge and dealing constructively with new areas of experience or forms and levels of discrimination.

‍

further education

Further education

x

x-factor

The search for truth does not only enjoy great popularity in TV series. This is precisely why it is important not to give in to this reflex in anti-discrimination work. We are not detectives. Our goal is to give those affected an unbiased hearing and to support them in their cause.

‍

x-factor

X-Factor

Z

composition of the team

A team with many different perspectives is better placed to identify and minimise discrimination. Think about how you can spread your job search to other networks, approach people from different communities. Create a climate in your team where people with different experiences of discrimination can feel comfortable (see training).

‍

composition-of-the-team

Composition of the team

A

B

ally and network

Contact options

Here you can get in direct contact with the office and find answers about the project, funding and much, much more.

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If you are interested in a workshop then you can find here the questionnaire for a workshop.
If you have any questions, please send an e-mail to bildung[at]initiative-awareness.de.

You have a problem and don't know where to turn? Maybe we can help you or refer you to people in our network. We also offer supervision and are happy to accompany you as far as we can. You are also welcome to take a look at our awareness platform and the swarm can help you in word and deed.

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Are you interested in networking? Are you part of our community forum or do you want to become one? Questions, disturbances, opinions, praise and problems belong right here.

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