Have you experienced discrimination or sexual harassment? You can find advice and support here. You can contact us by phone or in writing.

Call us. Our advice hotline will give you an initial assessment of your discrimination case and advice on how to proceed.

Our service is based on treating each other with respect. We would therefore like to point out that conversations will be ended immediately, especially in the event of insults, vulgar language or contemptuous statements. Insulting, vulgar or contemptuous written requests for advice will also not be processed.

Write to us. If you have specific legal questions and need initial legal advice, you can contact our legal advice team using our contact form.

Our advice team works according to the "horizontal approach", which means that every reason for discrimination is equally important. You can contact us if you feel discriminated against because of your ethnic origin, religion or belief, your young or old age, your gender (women, men, trans*, transsexuals and intersex people), your sexual identity (homosexual, bisexual or heterosexual people) or a disability. The advisory team will be happy to give you more information.

We offer both pre-made workshops (see below) and individually tailored workshops. Our pre-made workshops are designed for three hours and can be combined or extended as desired for full-day or multi-day workshops.

For process support, it has proven useful in the past to arrange several appointments with the team, where the content of the process is agreed at the first appointment.

Costs For anti-racism workshops, it is common practice in the industry to charge a minimum hourly rate of €90-130. Depending on the additional effort, I reserve the right to charge a higher hourly rate.

Capacities In order to guarantee a good work-life balance and balance with our permanent employment, we do a maximum of three workshops a month. To guarantee that we have the capacity to hold a workshop for you, it is therefore best if you contact us two to three months in advance.

If we don't have the time, we can also forward your request to our network of BIPoC education speakers or recommend other speakers to you.

AWARENESS WORKSHOPS

Target group: Individuals who want to deepen their knowledge

Encountering everyday racism

Many of us have the expectation of ourselves to actively fight against racism, but often don't know how to do this sensitively and authentically in everyday life. In a mixture of theoretical input and creative methods, we approach the topic of racism and thus develop our own attitude. We learn what can go wrong when dealing with racism, discrimination and diversity and reflect on our own role for change. A special focus will be on the topic of allyship and how we can practice authentic allyship.

Lifelines: What does structural racism mean?

In this workshop we will work with a theater pedagogical method I developed called lifelines. We want to find out how structural racism affects people's lives and explore where people have space to resist racism. We will get to know five fictional people and their lives. The aim is to deal with our own prejudices and images in our heads and to learn strategies against racism. Culture, racism and culturalization Issues of racism are closely linked to questions of cultural diversity. In this workshop we will deal with the question of how we can understand the concept of culture in a way that is sensitive to discrimination. In doing so, we will deconstruct common perspectives and develop a new understanding of culture and racism. In addition, it is also possible to deal with the topic of cultural appropriation. Structural racism and German history We cannot choose what kind of world we live in. At the same time, we have an influence on how we shape the structures around us and how the people around us experience the world. For example, structures such as racism have a negative impact on the lives of those affected. If we better understand how and why this happens, we can better explore new paths and ensure that our structures are more inclusive. In this workshop we will approach the topic of structural racism. To do this, we will look at different forms of racism, put this in the context of German history and consider where we have room to improve the experiences of those affected. What Does It Mean To Be White? - Critical Perspective Being white is an identity that goes hand in hand with one's own experiences and perspectives on the world. In this workshop we therefore want to critically examine being white and understand how this experience affects life. The aim should be to better understand yourself and common reaction patterns and to reflect on how your own privileges can be used to better deal with racism. PRACTICE WORKSHOPS Target group: Teams who want to make their work sensitive to discrimination; multipliers

Designing educational work in an anti-racist way

Target group: multipliers and people who work in educational work

Diversity and racism always play a role in educational work. Regardless of whether children, young people or clients are themselves affected by racism, we are always surrounded by racist discourses that leave their mark. Whether innocent comments, bullying or structural racism: it is important for teachers and educational staff to think about how to counteract this racism. In this workshop, we will therefore deal with different forms of racism in education and learn about approaches to expand our range of actions. In the process, we will learn about the pitfalls of this work and more successful strategies and discuss how we can counter racist comments and empower those affected. Depending on the length of the workshop, a critical analysis of different methods can also be carried out and educational material critical of racism can be created.

Organizations Critical of Racism Open

Many organizations find that, despite their best intentions, they do not reflect the diversity of our society. Why is that and what can organizations do? In this workshop we want to deal with the pitfalls of diversity-sensitive opening and learn strategies to counter institutional racism. Topics such as tokenism, diversity-sensitive event planning, cooperation with migrant organizations or diversity-sensitive personnel development can be addressed.

WORKSHOPS FOR CHILDREN AND YOUNG PEOPLE

Target group: Children and young people aged 11 and over

What does racism mean here?

Regardless of whether children and young people are affected by racism themselves, they are surrounded by racist discourses that leave their mark. The aim of this workshop is therefore to help students to better understand racism and develop strategies to better position themselves against it. To do this, the students deal with their own identity, learn interactively about different forms of everyday racism, work with a low-threshold definition of racism and deal with stories of BIPoC young people. The workshop uses methods of anti-bias education and is designed to be low-threshold, diversity-sensitive and playful.

Intersectionality - "I Am Many"

Intersectionality describes the overlap and interaction of different identities and forms of discrimination. In this workshop, students reflect on their own identity and examine the connections between their own experiences, privileges and discrimination. Through interactive methods, students learn how different identities affect people's lives and how they can behave in more solidarity.

This workshop is designed to be diversity-sensitive, so it is suitable for mixed groups. On request, the workshop can also be conducted in a language-sensitive manner

People can encounter racist attitudes anywhere in their everyday business life. Many people feel unprepared for such situations. Employers in particular are under pressure to actively prevent racism in the workplace. How do you respond effectively to racist statements and discriminatory behavior in the work environment? How can your company take legal action against cases of xenophobia? How do you create a corporate culture that thrives on tolerance and diversity?

In our seminar, we give specialists and managers practical ways to uncover and counteract racism. We look at the issue of combating racism from a human resources management perspective. Anti-racism strategies strengthen the people in your company to remain able to make decisions and act in the face of discrimination and xenophobia.

Seminar content

What is racism? Clarification of important terms
Raising awareness of racism in everyday company life
- Forbidden symbols, runes, number and letter combinations
- Signs of racist behavior/appearance
- Recognizing racism in language
- Recognizing structures for connecting and excluding employees for xenophobic reasons
Legal basis for human resources management
- What is punishable? General Equal Treatment Act (AGG)
- Xenophobic statements by employees in private vs. the reputation and business of the company
- How should the human resources department deal with this? Warning or termination
Other options for HR management
- Conflict management: seek a de-escalating conversation
- Dealing with victims of racism in your own company
- Basics for a tolerant and diverse corporate culture
- Preventive measures against racism in the company

Target group

Owners, managing directors, specialists and managers

Seminar variants

Face-to-face seminar:
Day seminars - 2 days, 9:00 a.m. to 4:00 p.m.

Online seminar:
Day seminars - 2 days, 9:00 a.m. to 4:00 p.m.

What does “being white” mean? Is “white” even a skin color? And what does it mean to be able to view society from the perspective of the majority? This seminar is about being white as such, about reflections and the critical examination of privileges and one's own position in social power structures. We develop options for dealing with the issue of racism as a white-positioned person in order to be able to contribute constructively to the creation of a society of lived diversity. In reflections and group exercises, an understanding of the social impact of one's own positioning is created. This creates the basis for creating a power-critical attitude. This creates the basis for a sensitive approach to the issue of racism. The main focus of the content includes:

Getting to know new social perspectives
Raising awareness of privileges and the far-reaching effects of one's own actions
The proactive development of anti-racist thought structures
The introduction to realistic ways of dealing with racism

Trainer: Gesine Gondesen

Time: Saturday, October 7th, 2023, from 4:00 p.m. to 8:00 p.m. and Sunday, October 8th, 2023, from 10:00 a.m. to 4:00 p.m.

Location: Lübeck

Barriers: The space is accessible.

Participation fee:

Institution: €75
Normal: €50
Reduced: €35
Reduced+ (up to 20 years or destitute): €15

Meals during the seminar are included in the participation fee. Accommodation is NOT included.

The seminar takes place in cooperation with XXX, as part of XXX.

Event series

Other dates

Address

Organizer

Language

German or English

The Critical Whiteness Approach - Dealing with Whiteness as an Invisible Norm - Critical Whiteness Workshop

Although Critical Whiteness seems to be a concept that is difficult to imagine without the American history of racial segregation, the approach is now also being effectively applied to countries where slavery and its consequences did not play a direct role, and where a relatively small number of Black people and people of color lived and live, such as in Germany.

Since many Germans have not yet had the opportunity to learn about their Afro-German fellow citizens, the workshop begins with a general overview of the history of Black people in Germany.

We will then define "Critical Whiteness" and the construct of race using examples through storytelling.

Using Toni Morrison's book "The Origin of Others" as a guide, we will discuss the various questions and topics discussed in it on the basis of German "history":

Romanticized slavery
Being a stranger or becoming a stranger
Fetish color
What does "black" mean?
Telling about otherness
The home of the stranger

As part of the Critical Whiteness Workshop, we want to remove the figure of whiteness from its central, normative position and ask: To what extent does whiteness as an invisible norm represent non-whiteness as a deviation and inferior gradation?

We will be concerned with naming and critically reflecting on those thought patterns that start where most white people think that condemning open racism is enough.

To be or become a white ally, one must be aware of the political, economic, socio-cultural and legal history that has shaped the meanings associated with whiteness. It also requires white people to think about how they have benefited from racial privilege and how their own assumptions and attitudes about “race” have shaped their thinking and interactions with people of color.

Critical Whiteness – Interview with the trainer, Gesine Gondesen

Critical Whiteness Interview

Methods

The training is characterized by a variety of methods. In addition to group work, case studies, storytelling, communication exercises and discussions in which you as a participant learn actively, short lectures provide you with the theoretical background.

All participants receive a comprehensive handout and complete seminar documentation for their follow-up.

Circle of participants

The seminar “Workshop Critical Whiteness – Critical Whiteness Research” is aimed at everyone who is interested in the subject of critical whiteness, anti-racism, diversity and diversity management, who would like to reflect on their own position and who is looking for practical know-how and exchange with other practitioners. The course is aimed at trainers and multipliers, people who work in schools or in training, further education and advisory professions, personnel and organizational developers, HR managers, managers, works council members and equal opportunity and integration officers, but also interested private individuals.

Organizational

Duration: 1 day
Date: On request
from 10 a.m. to 6 p.m.,
Number of participants: max. 12
Seminar number: CW
Location: Lübeck

Approach of Diversity Management Organizations & Administrations

The approach of diversity management interprets the cultural coding of people as the sum of various cultural characteristics that must be taken into account (managing diversity) if a society wants or has to deal appropriately with differences and diversity.

The aim of the "Managing Diversity Philosophy" is a company in which employees feel integrated, respected and a sense of belonging together, so that their diversity of skills, experiences and perspectives can be exploited synergistically.

The term diversity comes from the Anglo-Saxon world. The concept was already developed in the USA in the 1960s with regard to the integration of black citizens into society and organizations. The aim was to prepare people with a migration background for the job market through targeted support.

Contents

What is diversity management? The diversity criteria are in line with the Charter of Fundamental Rights of the EU (2000) and also with the General Equal Treatment Act (2006).
Both laws prohibit discrimination based on the following personal characteristics:

Ethnic origin
Religion or ideology
Gender
Age
Disability
Sexual identity

In addition to the legal criteria listed above, "diversity" also means diversity in talents, physical and mental ability, professional and social status, etc. The criteria can be both visible (gender) and invisible (life status, ...).

Why is diversity management important at the local level and in organizations?

The topic of integration is an integral part of domestic political debates in Germany. Diversity approaches to intercultural opening are currently being widely discussed at the local level and in a wide variety of organizations, companies and institutions (see Anti-Discrimination Act).

The aim of diversity management is to use the wealth of individual skills, preferences and characteristics caused by cultural diversity, which are also the source of a new wealth of know-how and innovation. Each individual brings their own personal cultural background to our society and shapes it to some extent.

However, these differences are often also a reason for disputes and conflicts. A new skill is needed in dealing with this diversity so that its potential can unfold and contribute to the qualitative growth of global society.

Diversity management is therefore one of the key skills; participation in a corresponding further training measure is an important addition for specialists and managers with other specialist areas.

Focus:

Training your own intercultural competence (e.g. self-reflection, change of perspective, conflict resolution strategies, dealing with "foreigners", etc.)
Basic ability to deal reflexively with culturally foreign people
Learning current methods of intercultural training
Learning on 2 levels (user and trainer level): the participants reflect on experiences they have had and thus draw conclusions for their own practice. According to the principle of "learning by doing", the participants reflect on feedback and application variants.
Module: Culture and diversity
Interactive introduction to the subject (cultural concepts, intercultural competence, stereotypes
Exercises with the aim of activating the participants comprehensively through reflection on their own cultural influences so that they deal with the cultural topic not only cognitively but also emotionally

Culture questionnaire
With the help of a short open questionnaire, the participants' individual ideas on the topic of culture are recorded. These are then conceptually classified and discussed as part of a joint evaluation.

Barnga – Cross-Cultural Simulation Activity
The Barnga simulation is based on a card game in which participants play in different phases in groups with the same or different rules. The exercise highlights the confusion, misunderstandings and conflicts that can arise when in contact with people of different cultural backgrounds.

Reflection:

Application perspectives and use in your own training
Module: Diversity Management

The module addresses individual diversity and variety in society: Which cultural characteristics are visible and which are not? What opportunities and risks are hidden in diversity? How can different potentials be used synergistically?

Introductory lecture: Diversity Management

Reflection exercise on gender
The participants perceive which public figures are present to them. For example, they reflect on the unequal distribution of men and women in different areas of society. They become aware of the feelings that experienced inequality can trigger.

Role play: In the middle of society
The participants reflect on their own prejudices and their social roots. They recognize the unequal distribution of access to resources and empathize with the associated experiences of discrimination. They reflect on different possibilities of exerting influence and the power of the majority society to define.

Evaluation and discussion of application perspectives

Module: Resource-oriented conflict resolution strategies

The module focuses on basic conflict resolution strategies (according to Moore) and looks at the different types of conflict and their significance in an intercultural context. The participants will discuss and debate case studies from practical situations.

Case studies for self-assessment
Discussion
Creating a trainer's guide
Module: Using the methods in your own contexts

In this module, areas of application for the training units learned are discussed. This involves

the discussion of action strategies
the use of different media and methods in your own contexts

difficulties in implementation in practice
the consideration of different target groups
Module: Evaluation and adoption

The last module will present the approaches, guidelines and drafts designed by the participants in this event. This is followed by feedback and evaluation tips as well as a detailed summary, both from the seminar leaders and the participants. Various implementation steps and strategies for practice are also discussed.

You will learn

Intercultural action competence should be built up and trained on the three levels of affect, cognition and behavior.

What is "Managing Diversity"?

It is clear that the correct handling of "diversity" is becoming increasingly important in today's society: those who do not know how to deal with diversity will soon be among the "losers" of global development. Managing Diversity is therefore a topic for the future. It represents a management approach that uses the differences between individuals in a positive way and is therefore particularly relevant for personnel and organizational development. This approach includes in particular:

a conscious recognition of differences
a comprehensive appreciation of individuality
a synergistic use of the potential of diversity
a targeted promotion and demand of openness and difference

The training content is culturally general and is intended to create an awareness of cultural differences in the thinking and actions of people from different cultures.

In addition, basic knowledge about planning and conducting your own intercultural training - either internally or as support for and in other institutions - should be imparted.

Aims of the seminar

The seminar strengthens the diversity competence of the participants and thus also their intercultural and social competences
A practical introduction to diversity concepts is provided and action strategies, measures and instruments of a diversity policy are developed using practical examples
The participants learn to perceive the "otherness" of people and to use it for more productive and diverse work
The participants not only expand their repertoire of actions, they also test their own ability to reflect
In addition, practical instructions are developed for transferring the knowledge gained in the seminar to their own work environment
During the event, all participants have the opportunity to develop concepts and approaches for their own field of work. These developments are presented and evaluated at the end of the event

Methods

The training methods are not only information-oriented, but also and above all experience-oriented: group work, simulations, role plays and communication exercises, along with accompanying lectures on the theoretical background.

Participants

The seminar is aimed in particular at representatives of management, human resources development, public relations and policy departments of non-governmental organizations, associations and public administration. The offer can also be booked as an in-house seminar.

Organizational

Duration: 5 days (1st block 3 days, 2nd block 2 days)
Date: In-house on request
Location: Lübeck, Ratzeburg or in-house

Our seminar rooms in the heart of Lübeck

Your trainer: Evans Gumbe

Price: On request

Dealing with diversity: Diversity Management seminar

Dealing with diversity is becoming increasingly important in Germany. It is not just the General Equal Treatment Act (AGG) that has led more and more companies, organizations and municipalities to recognize the opportunities and possibilities that arise from implementing diversity management. For example, potential in one's own workforce can be used in a targeted manner to address existing target groups more appropriately and to reach new customer groups. Furthermore, the appreciation of diversity is also a question of attitude and part of modern corporate mission statements. For example, it is an important criterion for sought-after specialists and managers when choosing an employer.

The "Diversity Management seminar" is aimed at everyone who is interested in this approach and would like to acquire key basics. In addition to theoretical backgrounds, the focus is on questions of the concrete feasibility of diversity management for different levels and areas. Practical tools, methods and guidelines are presented, as well as the exemplary implementation of selected diversity measures. The transfer to your specific area of ​​work is the focus of the event.

Contents:

Theoretical background of "diversity management" (including basic knowledge of labor law)
Approaches and levels of successful diversity management:
- Central aspects of organizational development with regard to dimensions of diversity
- Human resources management and diversity management
- Project management (work steps, procedures, evaluation measures, etc.)
Intercultural dimension of diversity management
Practical methods, tools and instruments of diversity management: Checklists, instructions and materials for reflecting on and implementing diversity management

You will learn

At the end of the Diversity Management seminar, you will have the most important theoretical foundations of diversity management. You will be aware of the challenges and opportunities that can arise from this (change) process.

Through active exercises and methods, you will also learn what diversity management can look like in practice and which specific measures have already been successfully implemented in other areas (best practice). The seminar will teach you the central levels and starting points of comprehensive diversity management and also offers you the opportunity to develop and try out initial concrete approaches for your own work environment.

To ensure the results, you will receive a detailed handout, photo documentation and a large number of guidelines and checklists to support you in your own implementation of diversity management in your work area.

Methods

We attach particular importance to a broad spectrum of methods, as experience has shown that differentiated knowledge transfer guarantees better learning success. The seminar therefore focuses on the following levels:

Learning at the experience level: You gain practical experience through active exercises

Learning at the user level: You personally reflect on experiences and thus draw conclusions for your own practice

Learning through conception: You learn to apply the content to your own organization and develop concrete measures for the introduction of diversity management

Participants

The "Diversity Management Seminar" is aimed at everyone who is interested in the subject of diversity and diversity management and is looking for practical know-how and exchange with other practitioners. This is particularly aimed at personnel and organizational developers, HR managers, managers, works councils and equal opportunity and integration officers.

Organizational

Live online training

Duration: 2 days
Date 1: November 14th - 15th, 2023
Date 2: May 28th - 29th, 2024
Date 3: November 19th - 20th, 2024
Seminar number: D2-23 (Nov 23) / D1-24 (May) / D2-24 (Nov)
Times: Day 1 and Day 2 each from 9:00 a.m. to 4:30 p.m.
Number of participants: max. 14
Location: Virtual - Zoom
Requirements: Zoom (app recommended, possible via browser), headset or built-in microphone, camera - further information will be provided upon registration or upon request

Your trainer: Evans Gumbe, B.Ed., M.A., MA.

Price: €980
€780 for private payers and non-profit organizations
The amount is exempt from sales tax in accordance with Section 4 No. 21 a) bb) UStG.

Seminar materials (handouts, documents, etc.) will be sent in advance by post and are included in the price. We would be delighted if you attended this event.

Graduate bonus: As a graduate of our ...XXX, you only pay €735 for this seminar (25% discount). If you are also a private payer or employee of a non-profit organization, you only pay €635 for this seminar (35% discount).

Developing action and leadership strategies for dealing with diversity: Diversity & Inclusion

The increasing heterogeneity in society is reflected in the employees in companies. Economically, the globalization of economic flows, the internationalization of economic relations, increasing corporate mergers and the competition for qualified personnel provide the framework for appreciating diversity.

As a specialist or manager, project or team leader, you want to make better use of the differences between employees and their diversity of perspectives as a success factor. The individuality of the individual is the most important asset. How can the potential of differences advance a team?

Contents

The "Diversity & Inclusion" workshop deals with the diversity and differences between employees in the team from the perspective of the leader. Together we will explore the question of where and how diversity contributes to business success? You will develop and reflect on concrete strategies and practical solutions for personal situations in everyday management.

How diverse is diversity for me and my organization? Introduction to the dimensions and advantages of diversity
What goals and concepts are relevant for me and my team?
How can I better recognize and utilize differences in the team?
How can I develop an appreciative team culture when dealing with diversity?
How can I analyze conflicts I have experienced and develop suitable action strategies for the future?

You will learn

One of the learning objectives of the training is to be open to the most diverse talents with their skills and experiences. It is not enough to simply put together teams that are as "different" as possible and wait to see how everything fits together. Rather, strategic action and a goal-oriented change process are required in order to exploit the potential in the long term. We place important emphasis on the following questions and subject areas:

What does diversity mean in relation to my team?
In which dimensions can differences and similarities between the people in an organization be viewed? Reflection on your personal attitude and current situation in order to develop new strategies for dealing with diversity
Recognizing the differences between individual team members, translating them into strengths and using them as synergy
How do I promote a conscious approach to dealing with differences in the team in order to establish a culture of inclusion, openness and equal opportunities?
From vision to goal development: shaping your future with your own solutions

Methods and conception

The "Diversity & Inclusion" seminar starts with a keynote speech and thus prepares you for phases of self-reflection and determining your position. Clarifying your personal goals is just as important as developing suitable action strategies. Using exercises and group work, topics are prepared, deepened and discussed in plenary. The seminar is practice-oriented and offers sufficient space for discussion and exchange of experiences.

Participants

The seminar is aimed at specialists and managers as well as project and team leaders whose job it is to manage diversity. The training is aimed at everyone who wants to make better use of diversity of perspectives in their teams as an important success factor in the future. No specific knowledge is required.

Organizational details

Duration: 2 days
Date: on request
Number of participants: max. 12
Location: Lübeck

Our seminar rooms in the heart of Lübeck

Your trainer: Evans Gumbe

Price: €1,180 plus VAT (€1,404.20 gross)
Conference drinks and catering as well as seminar materials are included in the price.

We would be delighted if you would attend this event.

The topic of diversity has become an integral part of social discourse. But what does it actually look like in your organization - is diversity (not) an issue? The workshop offers you the space to look inward and become aware of possible unreflected discriminatory ways of thinking and behaving as well as structures. In addition, concrete options for action and practical impulses for change are shown that will help you to design various areas of responsibility as a manager in a discrimination-sensitive and diversity-oriented manner.

Are you a manager in a non-governmental organization and would like to help create a discrimination-sensitive work environment in which all of your employees feel seen, valued and supported?

Then this workshop is exactly the right thing for you, because as a manager you have a special responsibility and role: If managers do not set an example of a diversity-sensitive attitude or do not have sufficient discrimination-critical competence, a diversity-oriented development of the organization is usually unlikely to be successful.

The workshop supports managers in practicing diversity orientation and criticism of discrimination as a management task. It is aimed at managers from non-governmental organizations who want to become more diverse and create an organizational culture that is sensitive to discrimination.

In the workshop we cover the following content:

Importance of criticism of discrimination and diversity orientation for professional leadership actions

Prerequisites for diversity and discrimination-sensitive leadership

Reflection of your own attitude as a manager with regard to discrimination and diversity

Practical tips for implementing a discrimination-critical and diversity-sensitive leadership culture

Perspectives for organizational culture and organizational development processes
Development of concrete options for action and practice-oriented impulses for change

Procedure:

The workshop is divided into two dates 12 weeks apart. This gives you the opportunity to apply what you have learned from the first workshop and to expand and deepen it during the second date.

Part 1: Introduction to the basics

Part 2: Deepening the basics

About the workshop leader: Evans Gumbe
Evans Gumbe is a lecturer and tutor at various German universities and is a trained anti-racism and empowerment trainer. As a systemic consultant, he accompanies and supports individuals, teams and organizations in building sustainable values, processes, structures and organizational cultures and training the sense of possibility and change muscle. The focus of his work is on dealing with classism, masculinity, colonialism, racism, empowerment and whiteness.

Empowerment Safer Space is a place of culturally sensitive and dignified encounters for people with experiences of discrimination, volunteers, professionals and institutions.

People affected

Are you or someone very close to you perceived as different?

Do you sometimes feel excluded and that frustrates you?

Do you finally want to find ways to deal with this stress?

Volunteers

Do you volunteer and support people with experiences of discrimination?

Do you want to acquire even more know-how for this?

Professionals

Are you a social worker or social educator and are you repeatedly confronted with racism and discrimination against your clients in your work?

Do you want to find out how you can tackle these issues?

Institutions

Do you run a social institution and that frustrates you?

Empowerment and anti-discrimination projects do not reach your target group either internally or externally?

Would you like more participation in empowerment projects?

In the Empowerment Safer Space you will learn how to improve your know-how on the subject of diversity and inclusion in order to make your anti-discrimination work more effective.

Whether through coaching or a workshop:

in the Empowerment Safer Space you will receive unbiased professional support to develop a (better) way of dealing with the various discrimination traps in everyday and professional life and to live a (more) stress-free life.

In practical implementation, the HLC empowerment trainings are conceptually based on the following three-pillar model: 1. (Family) biographical work with references to memory and migration history on experiences of discrimination and racism and coping strategies, also in the context of colonialism; 2. Multi-perspective critical knowledge access to the topics a. colonialism, migration, (multiple) discrimination, racism and internalized racism b. empowerment, power sharing, critical whiteness, resilience, self-organization, resistance, decoloniality c. AGG, positive measures, quota regulation; 3. Theater work according to Augusto Boal as an empowerment method (statues, forum, newspaper theater, rainbow of wishes). The trainings are basically divided into two modules, each lasting two to three days. They are each offered by two PoC trainers (mixed gender if necessary and possible) for a group of a maximum of 15 participants. The two modules usually take place four to six weeks apart and are linked by a work assignment. This should provide enough time and space for the individual and group-related reflection and empowerment process. The work assignment, which involves writing down your own experiences of racism or those of others as case studies, is a preparation for Module 2. The stories of experiences and experiences serve as the basis for the theater pedagogical work according to Boal. The two modules are supplemented, if possible, by a pre- and post-training meeting, on the one hand to align the training right from the start according to the group constellation and the needs of the participants, and on the other hand to promote group dialogue and networking among the participants in the long term. Module 1 and Module 2 are thematically divided as follows:

Module 1: Approaching the topic of racism

What is racism? Work on the concept of racism in a historical context (colonial and migration history). What does racism mean to me in my (family) biography? • Where and how do I experience racism? How do others experience racism (family members, work colleagues, friends, etc.)? Can I be racist myself? Processes and forms of internalizing racism. Module 2: Strategies against racism How do I deal with racism? What strategies have I developed? How do I want to deal with racism? What framework conditions are necessary to implement new options for action Structure of the workshops Depending on the means and resources available, the workshops were designed in a compressed form over two days. The rough guidelines for the process were as follows: DAY: Goals: Arrival, presentation of the ECAR project, getting to know each other, building trust, asking about expectations, biographical work, introduction to the topic of racism. DAY: Goals: Create spaces for dialogue, clarify terms (such as empowerment, PoC, protected space, power sharing), empowerment through theater work according to Boal (statues and forum theater), reflection, networking, reflection and evaluation round.

People of color can have very different experiences of racism or discrimination individually and as a community. In order to take into account the diverse experiences of racism of people of color, the focus when designing the workshops was expanded from a protected space to multiply protected spaces for people of color. The guiding principle here was to enable participants of color in these spaces to also address their specific experiences of racism and discrimination (here as women of color, Muslims of color, black people, Roma26 and Sinti) and to strengthen each other through exchange.

Against this background, the following five workshops were planned in the original concept: Empowerment workshop for women of color Empowerment workshop for people of color Empowerment workshop for Roma and Sinti Empowerment workshop for black people Empowerment workshop for Muslims of color The empowerment workshop for people of color was open to all people with experiences of racism. The other workshops were designed as protected spaces within a protected space for specific groups within the people of color.

This workshop creates a meeting place for young people who feel addressed, are themselves affected by racism and want to empower themselves.

It is no longer a question of whether racism exists: (everyday) racism is a fact in our society. We all encounter it, whether consciously or unconsciously, at school, in training, when shopping or through hate speech in the virtual world.

“Where are you really from?”

“For me, you’re not black at all!”

“You’re a real model Turk.”

“But you speak German well!”

Stereotypical statements and questions like these often leave the recipients feeling excluded. It doesn’t matter whether these statements are made with bad or good intentions. Talking about racism is not about personal sensitivities, but about a historically grown structure that systematically permeates all of our lives.

This workshop creates a meeting space for young people who are themselves affected by racism, feel addressed and want to strengthen themselves. It provides impulses on forms of social discrimination and how to deal with each other in a racism-sensitive manner.

Speakers

The workshop will take place on 20.xx.2023 from 11:00 a.m. to 1:30 p.m. via Zoom.

The number of participants is limited. Please register by the 18th via the following seminar to participate Register:

Contact:

Evans Gumbe

For many people of color and people with a migration background living in Germany, racism and discrimination are part of everyday life. These experiences are painful, annoying or even familiar "normality" and limit us on many levels. Together with gender, social background, disability, sexual identity, religion, age or other "characteristics" to which "being different" is attached from the outside, experiences of violence and powerlessness overlap and express themselves as multiple discrimination. Our focus in the training is on the totality and at the same time diversity of these experiences. In this context, empowerment means strengthening the self and the community! To do this, we exchange experiences and ways of dealing with things, create a space of care and goodwill with ourselves and with each other and develop beneficial action and resistance strategies together. The focus is on looking at our own and collective sources of strength, strengths and visions. Visions can open up a possible place of liberation and the supposedly impossible. This empowerment training is aimed exclusively at people with their own experiences of racism, i.e. those who experience discrimination, exclusion and violence due to their skin colour, ethnic and religious affiliation, name and language. We will use and employ different methods from empowerment work. These include biographical self-reflection and exchange, theatre work such as Augusto Boal's "Theater of the Oppressed", methods from creative writing as well as methods of body work and visual design.

The aim of this workshop

is to bring up the racism experienced and experienced and the various forms of discrimination in a "protected" space and to exchange existing experiences, individual strategies and knowledge against racism and discrimination in the group process, to become aware, to reflect, to expand and in the next step to focus on action and resistance strategies & visions in the joint process.

The following key topics will be covered in the workshop:

What does racism mean to me in my (family) biography?
Where and how do I experience racism? What is racism and discrimination? What are the links to Germany's colonial/migration history? How do I deal with racism? What strategies have I developed? How do I want to deal with racism? What is my idea of ​​a better life? What do I need for that? We want to deal with racism and empowerment in a safe space. We look at the role that experiences of racism play in everyday life and what this has to do with structural disadvantage. Using creative methods, we will work together to develop action strategies for dealing with racism and explore how we can support each other. The following questions will accompany us: What are racism and empowerment? How can strategies be developed for dealing with racism? What are the prerequisites for self-care in everyday life? What role do communities and solidarity play in the context of racism? Target group: This workshop is aimed exclusively at black people and people of color, i.e. people who have experienced racism in Germany. This includes people of African, indigenous or Asian origin, Muslims, Roma, Sint*ezza, people with a migration history.

Trainers

Evans Gumbe

Gesine Gondesen

Seminar times

Friday 10:00 a.m. - 6:00 p.m.

Saturday 10:00 a.m. - 6:00 p.m.

Sunday 10:00 a.m. - 4:00 p.m.

Registration for the workshop

Registration is possible by post, fax or email. Full participation on both seminar days is a prerequisite for registration. After registration, participation in the workshops is binding.

Email:

Participation fee: 0 - 50€ at your own discretion and assessment.

If you do not attend, the fee cannot be refunded.