Racism

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 racism 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 racism. Think about what would help you feel safe and which further steps you would like 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 racist comments or behaviors or draw attention to racist 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 racially 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 Universities of Bern Counseling Center.  

Take an active stand against racist 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 racism requires courage. Assert clear boundaries and make it known when behavior is unacceptable, for example: “That comment/behavior is racist/hurtful/discriminatory/unacceptable,” “That’s not funny,” or “We don’t say things like that.” Challenge racist behaviors or systemic issues in your surroundings – such as in team meetings or student forums. Raise concerns with lecturers regarding problematic learning environments or racist 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).  

Racist behavior negatively affects the work and study environment. As a lecturer or supervisor, you have a responsibility to create a racism-sensitive environment.  

• Take every report seriously. When someone reports racist 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 racist 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 racism. Promote a culture of respect and appreciation in your courses.  
• Don’t look the other way. If you witness racist 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. Refer them to the Racist Incident Reporting Form for University Members or directly to gina.vega@unibe.ch. Those affected will receive confidential support and advice there. You can also contact the contact center yourself and receive support. 

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 on racist grounds. 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.  

The terms “racialization” describes the process of attributing and anchoring differences based on racist ideas. People are categorized, stereotyped and hierarchized through the process of racialization based on racist characteristics such as appearance (skin color), lifestyles (cultural customs) or imaginary characteristics (such as dancing).

Structural racism refers to socially anchored discrimination, devaluation and exclusion of racialized groups. It manifests itself in values, actions and norms that have grown historically and shape institutions and society. Structural racism leads to inequalities in access to various social resources such as education, labor and housing markets and healthcare.

Institutional racism occurs when processes, procedures or regulations of institutions or organizations affect and exclude certain people and groups in a particularly disadvantageous way. Institutional discrimination also occurs when an institution provides insufficient protection against discrimination (e.g. through guidelines and sanctions, further training and secure labor processes).

Racial discrimination refers to any act or practice that disadvantages, humiliates, threatens or endangers the life and limb of people on the basis of actual or ascribed external characteristics, ethnic or national origin, cultural characteristics and/or religious affiliation.

Multiple discrimination occurs when a person is affected by different forms of discrimination at the same time (e.g. gender, religious affiliation or skin color, socio-economic affiliation, disability or another characteristic). One form can impact on another, and they can even amplify each other.

Intersectionality describes the overlapping effect of discrimination based on different characteristics, which cannot be separated from each other, but are mutually dependent and caused a specific form of discrimination.

Xenophobia refers to a hostile attitude based on prejudices and stereotypes towards certain groups perceived as “foreign”, which historically and in current social reality tend to be marginalized or otherwise treated as inferior. In this sense, hostility towards foreign people or people perceived as foreign is also referred to as xenophobia.

Racism against Black people, or anti-Black racism, refers specifically to the characteristic of skin color and other physiognomic features that are visible and unchangeable. Racism against Black people is rooted in the racist ideology of the 17th and 18th centuries, which served to justify colonial systems of rule and slavery.

Today, anti-Semitism is used as an umbrella term and sometimes as a synonym for all forms of anti-Jewish attitudes and behavior. Anti-Semitism manifests itself in hostile beliefs, prejudices or stereotypes that are manifested - clearly or diffusely - in culture, society or in individual actions and that aim to insult, disparage, exclude, disadvantage or even regard Jewish people and institutions as fundamentally “different”.

Anti-Muslim racism refers to a negative or hostile attitude and attitude towards people who describe themselves as Muslim or are perceived as such. Anti-Muslim racism is based on an exclusive “us and them” world view (ideology), which is based on historically grown distorted images and negative stereotypes towards people from the Arab or Oriental regions perceived as Islamic.

Yenish, Sinti and Sintizze/Manouches, Roma and Romnja are different ethnic groups, each of which is affected by racism in a specific way. These forms of racism have a long history, characterized by economic, social and state discrimination as well as political persecution and genocide.