The aim of Leibniz University Hannover is to strengthen the sense of belonging, security and respect and to counteract discrimination.
Abuse of power describes the inappropriate use of influence, authority and decision-making power. Abuse of power can occur in organisations with a strong hierarchical structure and can take many forms, including bullying, sexual harassment, discrimination or the exploitation of dependent relationships.
Students, doctoral candidates, people in precarious employment, those from underrepresented and disadvantaged groups, but also employees in technical and administrative roles, for example, who are usually “forgotten” in the context of higher education, are particularly affected.
Abuse of power can also be unintentional – some people are unaware that they are abusing their power and harming others. But the consequences for those affected can be serious, ranging from psychological stress and disruption to their academic career to long-term career problems. Abuse of power also damages the working and learning atmosphere and increases anxiety and stress.
In order to reduce power imbalances, LUH has guidelines, workshops and coaching sessions, as well as various counselling services where those affected can find support. The aim is to strengthen the feeling of belonging, security and respect and to counteract discrimination.
I witnessed a fellow student being told that he would not find a job later on if he continued to behave in this manner, and that the professor would use his contacts to prevent this from happening.
Vollerhebung zu Machtmissbrauch, Diskriminierung und sexualisierter Gewalt bei den Mitgliedern der Hochschule für Musik und Theater München, 2024
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Examples from the university context
- Unjustified transfer of tasks that should actually be performed by professors to employees
- Systematic overloading with work
- Arbitrary exercise of professorial decision-making power (e.g. over travel and project funds)
- Appropriation of employees' intellectual property
- When assessing work and examinations
- Sexual harassment, coercion, bullying, discrimination
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Guidelines at LUH
- Regulations for ensuring good scientific practice (Ordnung zur Sicherung guter wissenschaftlicher Praxis), §2, Cooperation and management responsibility in work units, para. 3: ‘Abuse of power and exploitation of dependent relationships should be prevented. To this end, ombudsman and arbitration bodies exist at central and decentralised levels to take action both preventively and retrospectively.’
- Circular on protection against sexual harassment (Rundschreiben zum Schutz vor sexueller Belästigung): "Leibniz University Hannover promotes equal and trusting cooperation between all employees and students and is committed to ensuring a safe working, teaching and learning environment free from discrimination and harassment. It attaches great importance to respectful and professional interaction with one another, in which the personal rights and individual boundaries of all are recognised and respected. Sexual harassment constitutes a violation of personal rights and will therefore not be tolerated."
- Federal General Equal Treatment Act (Allgemeinen Gleichbehandlungsgesetz des Bundes - AGG): all employees and students are protected against any form of disadvantage and discrimination.
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Advice and complaints options
Hochschulbüro für ChancenVielfalt
Beratungsservice
0511 762 5750 oder
beratung@chancenvielfalt.uni-hannover.de
www.chancenvielfalt.uni-hannover.dePsychologisch-Therapeutische Beratung (ptb)
0511 762 3779 oder
info@ptb.uni-hannover.de
www.ptb.uni-hannover.deOmbudsperson für Studium und Lehre
Online und vor Ort Sprechstunde oder
ombudsperson@studium.uni-hannover.de
www.uni-hannover.de/de/universitaet/organisation/beauftragte-und-vertretungen/studienbedingungenSchiedsstelle der Graduiertenakademie
Beratung zu Konflikten im Promotionsbetreuungsverhältnis
www.graduiertenakademie.uni-hannover.de/de/ueber-uns/organisation-und-gremien/schiedsstelle
