Twenty-fourth International Conference on Diversity in Organizations, Communities & Nations

Abstract

The intention of this contribution is to transparently and reflectively illustrate organizational change processes in the context of discrimination and anti-discrimination. To this end, theories of organizational development and organizational learning are used to examine how change processes are organized and what possible impacts they may have. Triggers for these processes are also presented as contexts and critically examined in their significance for organizational change. The impact of discriminatory behaviors is exemplified both through an internal survey at the university and through a specific situation between teachers and students. Based on these starting points, the organizational processes undertaken are examined for their learning opportunities for the university, and an outlook is provided on how a discrimination-sensitive practice can be shaped. In particular, the established anti-discrimination office is illuminated in the context of its history of origin and conception.