Cookie Settings

We use cookies to optimize our website. These include cookies that are necessary for the operation of the site, as well as those that are only used for anonymous statistic. You can decide for yourself which categories you want to allow. Further information can be found in our data privacy protection .


These cookies are necessary to run the core functionalities of this website and cannot be disabled.

Name Webedition CMS
Purpose This cookie is required by the CMS (Content Management System) Webedition for the system to function correctly. Typically, this cookie is deleted when the browser is closed.
Name econda
Purpose Session cookie emos_jcsid for the web analysis software econda. This runs in the “anonymized measurement” mode. There is no personal reference. As soon as the user leaves the site, tracking is ended and all data in the browser are automatically deleted.

These cookies help us understand how visitors interact with our website by collecting and analyzing information anonymously. Depending on the tool, one or more cookies are set by the provider.

Name econda
Purpose Statistics
External media

Content from external media platforms is blocked by default. If cookies from external media are accepted, access to this content no longer requires manual consent.

Name YouTube
Purpose Show YouTube content
Name Twitter
Purpose activate Twitter Feeds

Bullying, Harassment and Discrimination


There are different circumstances which are called discrimination. The General Act on Equal Treatment (German abbreviation: AGG) does not mention discrimination, but unequal treatment, since not every difference in treatment which entails a disadvantage necessarily has to be discriminating. To a very limited extent, unequal treatment shall be permissible.

It shall be considered as a case of direct (or open) discrimination if a person has been treated less favourably or would be treated less favourably than compared to another person. For instance, this is the case where a woman earns considerably less than her male colleague when doing the same work.

The protection against discrimination of the General Act on Equal Treatment also covers cases of indirect discrimination. These rules are purporting to be neutral, but they place specific persons at a disadvantage on one of the grounds specified in the General Act on Equal Treatment.

For example: According to a wage agreement, part-time employees must not claim certain advantages without a justification on the basis of their working hours. If the vast majority of the part-time staff members at a company are women, this shall be a case of indirect gender-related discrimination.

Any harassment on one of the grounds set forth in the General Act on Equal Treatment shall also be prohibited. Where an unwanted conduct takes place with the effect or purpose of violating the dignity of another person, in particular where it creates an intimidating, hostile, degrading, humiliating or offensive environment, the Act calls it harassment.

Sexual harassment is defined as unwanted conduct of a sexual nature with the purpose or effect of violating the dignity of the person involved. For example: Male employees make suggestive remarks in the presence of a female colleague. Moreover, they also send her e-mails with pornographic content.

Mobbing shall be deemed a form of harassment under the terms of the AGG, when it is motivated by one of the discrimination characteristics stipulated in the Act. Instructing others to discriminate also constitutes a form of discrimination. Thus, the potential victim must not necessarily wait until an act of discrimination has taken place, but instead he or she can already take action against this instruction.

FADA Federal Anti-Discrimination Agency 

Different Types of Support at DKFZ

The Equal Opportunities Office provides counselling for all members of staff, regardless of their gender and sex. These consultations are confidential. We are here to support you, but by law, we are not allowed to take any measures.

The AGG-Stelle, however, is obliged to take legal action if they consider it necessary. 

Please bear these differences in mind when choosing who to turn to for help. It is, of course, possible to come to us first, and we can advise you on how to continue. 

There is the third option to contact an external lawyer protected by the Whistleblower Act "Hinweisgeberschutzgesetz". For more info see here 


We offer confidential consultations on these topics if needed. 

Please contact us at equality[at]

to top
powered by webEdition CMS