Diversity, Equity and Inclusion – QuantumFrontiers

Diversity & Inclusion

Diversity and inclusion grow in a transparent environment that creates visibility and perspectives. This is based on openness, respect, fairness and tolerance - discriminatory behaviour that violates boundaries will not be tolerated!

Sense of Unity

Appreciating a person and recognising their work are fundamental building blocks for creating a sense of unity. This requires communication, which shall not only take place from the top down, but also from the bottom up. A conversation at eye level is ideal.

Differences

Collaboration benefits from the creativity of a team with very different people. Being able to empathise with other perspectives and life situations and to adapt to them is making big difference.

Responsibility

Change and progress strengthen a scientific environment. Implementation shall take place collaborative. Protection against discrimination and creating a diverse workplace is everyone's responsibility. Supervisors and coordinators have a special obligation and shall set a good example.

Learn & Thrive

We want to get even better together, so we are learning more about anti-discrimination, mental health awareness and inclusive language, etc.

Equality & Equity

Giving everyone the same without considering their differences may mean treating everyone equally, but it does not create equality of opportunies. Instead, it is important to recognise the different circumstances of each person in order to achieve the best outcome for all. Giving each person the support they need creates equity and participation.

Educate yourself!

Discrimination: An Abuse of Power

Discrimination, in its various forms, represents a fundamental abuse of power within societies, institutions, and interpersonal relationships. At its core, discrimination occurs when individuals or groups are unfairly treated or disadvantaged based on dimensions such as race, ethnicity, gender, sexual orientation, religion, disability, or socioeconomic status. This systemic mistreatment not only violates basic human rights but also perpetuates inequalities and reinforces existing power dynamics.

One of the key ways discrimination functions as an abuse of power is by denying individuals equal opportunities and access to resources. When certain groups are marginalized or excluded based on their inherent characteristics, they are systematically deprived of the chance to fully participate in social, economic, and political life. This denial of opportunities perpetuates cycles of disadvantage, limiting the ability of affected individuals to achieve their full potential and contribute meaningfully to society.

Furthermore, discrimination often operates within structures of power that perpetuate and reinforce existing inequalities. Institutions, laws, and social norms can be constructed in ways that privilege certain groups while marginalizing others. For example, the abuse of power at universities is based on the exploitation of structurally anchored privileges of the professorate in terms of financial security, decision-making power and knowledge hierarchies. This can take many forms: For example, hiring based on a bias or prejudice, humiliation in lectures, deliberate overworking of staff, bullying and sexualised violence. Abuse of power is closely linked to various forms of discrimination, as academia is still dominated by patriarchal and white perceptions.

We grew up in this systematically biased system and have to unlearn the patterns. To redesign social systems we need first to acknowledge their colossal unseen dimensions. The silences and denials surrounding privilege are the key political tool here. They keep the thinking about equality or equity incomplete, protecting unearned advantage and dominance by making Racism, Sexism, Ableism, etc. taboo subjects. Addressing discrimination requires a multifaceted approach that challenges existing power structures, promotes equality and inclusion, and empowers marginalized voices. This includes implementing anti-discrimination laws and policies, promoting diversity and inclusion initiatives, fostering cultural competency and empathy, and actively challenging biased attitudes and behaviors.

Have you ever really sat down and informed yourself about forms of discrimination? And have you reflected your own discriminatory behaviour? Probably you had to learn involuntarily because you are affected by forms of discrimination yourself? We must be willing to learn and listen.