EPICUR EDI Toolkit

Annex
General awareness campaign on EDI, for all EPICUR members
(students and staff (teaching and administrative) and
accompanying supporting measures
• Install a contact person for inclusion of people with disabilities within the EPICUR Mobility Office which
offers advice to students and staff. This person’s name and role should be visible on all communication media.
• Sensitization Workshops (e.g. EDI, gender equality, intercultural trainings – link to current WP 5.4.interculturality)
• Workshops on the inclusive, gender- and diversity-sensible use of language and pictures in EPICUR communication
• Development of a workshop + disseminate information on how to make documents accessible and barrier-free
(taking legal aspects of the different countries into account) (Target group: students + staff [KIT])
• Diversity-Day: Once a year a diversity day is organized with various talks, information desks and other actions
about Diversity [KIT].
• Equality week: Throughout the week, training courses, conferences, exhibitions and artistic performances
focused on equality and women‘s rights are offered. The agenda of the week is made up of institutional
events as well as events proposed by the staff or students. [UNISTRA]
• Develop workshops and trainings in the field of antiracism, antidiscrimination, equity and inclusion which
can be included in the EPICUR Academy, such as:
■ Intercultural training for (prospective) international students with + without refugee status, focusing
on intercultural communication, values and heroes in different cultures, prejudices, cultural differences
and commonalities, but also dealing with homesickness and experiences of discrimination. [KIT]
■
■
■
Empowerment for international students who experienced racism: The workshops offer a safe space to
share negative / violating experiences, to (re-)gain strength and to develop strategies in dealing with such
experiences. [KIT]
Critical Whiteness, discrimination-sensitive language and unconscious Biases: to sensitize employees
to this very phenomenon; to discuss and develop possible options for action to reduce „unconscious bias“
in the work (study) context. [KIT]
Online training for the development of gender competence: It contains the following 5 modules: (1)Introduction
Gender and Gender Competence, (2) Unconscious(Gender) Biases, (3) Gender equitable communication,
(4)Gender-equitable personnel selection, (5) Gender-equitable teaching, research & innovation
[KIT]
• Forum theater [UNISTRA]
In order to raise awareness among student associations, PhD students and staff about sexist and sexual
violence, forum theater sessions are offered to dramatize situations that are most often internalized. This
theater technique allows individual stories to be given a collective dimension and allows the spectator to become
an actor on the stage, and then an actor in his or her own life. The sessions address the following issues:
How to react to the banality of sexist behavior and/or sexual violence? How to position oneself as a witness of
sexual violence? How to create solidarity? What is the responsibility of those directly surrounding a victim in
the workplace?
• Application form for the adoption of a customary name [UNISTRA]
It allows the possibility of requesting the use of a customary first name via a form, in particular for transgender
or gender-neutral students, students who have begun a procedure to change their first name (and/or civil
status) at the civil registry office, students who have begun a procedure to have their first name recognized
as French, and students whose name and surname may be prejudiced by being combined. The use of the
customary first name is taken into account in the following documents: registration lists, roll call lists and
attendance lists, minutes of deliberations, posting of exam results, electoral lists, attendance lists and lists of
candidates in the case of elections, the Campus Pass card, and the e-mail address.
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