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There is no single correct response or «right» behavior – just as there is no one wrong way to react. Some reactions happen in the moment; others emerge after some time or in conversation with trusted persons. 

What’s important: You have the right to defend yourself and to seek confidential support and counseling. 

• Take care of yourself. Experiencing discrimination is hurtful and often leads to feelings of powerlessness. You don’t have to prove anything to anyone or react immediately. But you also don’t have to tolerate the discrimination. Think about what would help you feel safe and what steps you want to take. 
   
• Make your position clear and name the discriminatory behavior. At any time, you have the right to stand up against unequal treatment. You can reject discriminatory comments or behaviors or draw attention to discriminatory conditions. 
   
• Document incidents. Write down what happened, when and where, under what circumstances, and who was involved. Be sure to note any potential witnesses or evidence. 
   
• Seek support from your social and institutional network. Your experience matters. If you feel discriminated against, talk to someone you trust and report the incident to: beratung.afc@unibe.ch. Students, staff members, and researchers are entitled to confidential support and advice in a safe environment. Questions, doubts, and uncertainties are also welcome in counseling. If you would like psychological support, you can contact the . 

Take an active stand against discriminatory behavior. 

• Don’t look away – support those affected. Show solidarity. Ask if the person is okay, offer your support, and make yourself available as a witness if needed. If possible, coordinate the next steps with the person affected. 
   
• Take a stand. Speaking out against subtle or overt discrimination requires courage. Assert clear boundaries and make it known when behavior is unacceptable, for example: “That comment/behavior is sexist/racist/hurtful/discriminatory/unacceptable,” “That’s not funny,” or “We don’t say things like that.” Challenge discriminatory behaviors or systemic issues in your surroundings – such as in team meetings or student forums. Raise concerns with lecturers regarding problematic learning environments or discriminatory content in their teaching. 
   
• Point out options and support services. Encourage those affected to take action and let them know they can access confidential support and counseling: beratung.afc@unibe.ch. As a bystander, you can also report incidents and seek advice from the Office for Equal Opportunities (AfC). 

Discriminatory behavior negatively affects the work and study environment. As a lecturer or supervisor, you have a responsibility to create a discrimination-free environment. 

• Take every report seriously. When someone reports discriminatory behavior, listen attentively and take their concerns seriously. Racial exclusion mechanisms, patterns of thinking, or behaviors are often subtle and difficult to prove. Provide active support to your employees or students. Clarify what kind of assistance they are seeking from you and discuss possible next steps together in a confidential setting. 
   
• Make it clear that you do not tolerate discriminatory behavior. Set an example and actively raise awareness among your team or students. Encourage open discussion about the working or learning environment and create space for dialogue on issues of discrimination. Promote a culture of respect and appreciation in your courses. 
   
• Don’t look the other way. If you witness discriminatory behavior in your team or classroom, address it directly with those involved. Clarify whether you are legally or institutionally required to take further action. 
   
• Point out available support and reporting channels. Inform people that confidential counseling and support are available at: beratung.afc@unibe.ch.  You can also contact the Office for Equal Opportunities (AfC) yourself to report a case or seek advice. 

Use the opportunity for reflection and personal development – to recognize and acknowledge your own biases or behaviors. 

• Take feedback and criticism seriously. Listen carefully to the person addressing the issue. Don’t see it as an attack, but as an invitation to engage in dialogue – and as an opportunity to learn. 
   
• Reflect on your behavior. What impact did your words or actions have? Did you possibly hurt someone? What could you do to make amends? Talk to someone you trust or read more about the topic. Engaging consciously with these issues allows you to critically examine your own beliefs and attitudes. 
   
• Address the issue. Open conversations can go a long way. Apologize to the person affected – even if it wasn’t your intention to discriminate. Avoid justifying or downplaying your behavior (e.g., “Don’t take it personally,” “I didn’t mean any harm,” or “It was just a joke”). 
   
• Don’t pressure the person affected. Respect their right to stand up for themselves. Every such encounter can be a chance to foster clarity and improve the work or study environment. 
   
• If you have questions or are uncertain, contact the Office for Equal Opportunities (AfC). The AfC offers confidential advice and further information.