Diversity in studierendenWERK

What are the tasks of the diversity officer?

The diversity officer* is the contact person for employees regarding the topic of diversity. Tasks include:

  • the development of strategies and measures for diversity-oriented organizational development.
  • advising and supporting employees with questions and uncertainties surrounding the topic of diversity.
  • the implementation of offers such as events and workshops to strengthen engagement with the topic and promote diversity studierendenWERK to make it more visible.
  • advice and support with questions about and the development of offers relating to work and family.
  • advising and supporting employees in the diversity-sensitive orientation and development of offerings.


Lea Winnig (she/her)
Diversity officer studierendenWERK BERLIN
Telephone: 030-93939-7346

Get in touch or give feedback

Do you have any questions or suggestions about the topic of diversity?

You can use this form to provide feedback directly to the diversity officer.
This is also possible anonymously if you wish.

The form is for employees of the studierendenWERK BERLIN thought. There are various cultural options for students Offers around the topic of diversity.


Please contact us*:

Diversity in studierendenWERK BERLIN

What exactly is diversity?


Diversity is another word for diversity and includes everything that makes people different.

This can have to do with their origin, culture, gender, age, sexual orientation or abilities.

Our colleagues include people from every age group from 17 years old to retirement, including 108 employees with severe disabilities. The employees come from different professions and over 45 different countries. We employ people – unskilled and specialists – in a variety of areas, from crafts to consulting. Together we offer support to more than 170.000 students, a fifth of whom are of international origin. 

Our goal is to enable all of our employees to work well and to design our offerings for students according to their needs.




Diversity strategy

In order to make our activities in the area of ​​diversity targeted and effective, we have developed a diversity strategy. First, we looked at where we currently stand and then developed the strategy based on that.

For the inventory, key personnel figures were used, interviews were conducted with managers and staff representative bodies and an employee survey was carried out. Our new diversity strategy is designed for a five-year period.

The aim of the strategy is to increase the diversity competence of the company's employees studierendenWERKs and thus reduce existing injustices. Diversity competence consists of…

... the willingness to deal with diversity (“want”)

... the acquisition of knowledge on the topic (“knowledge”) and

...the ability to use both (“can”)

...the actual application (“acting”).

Our offers and activities in the area of ​​diversity are structured accordingly in the implementation of the various building blocks. 



In order to support employees in dealing with students in an informed and appreciative manner, we held the Diversity in my everyday work workshop series in 2023. Contents of the workshops were:

•Providing knowledge about: the concept of diversity, history and background, legal aspects, diversity dimensions,
• Reflection on one's own attitude: construction of normality, stereotypes, prejudices, discrimination, one's own positioning and concerns
• Transfer into professional practice: case work, dealing with allegations of discrimination

A total of ten workshops were implemented. If you would like to know more or have your own ideas about how we can promote diversity and tolerance in... studierendenWERK If you can actively support us, please get in touch.

Here you will find the online training on the topic of TINA (trans*, inter*, non-binary, agender) people. In the training you will learn: basic terms, the legal situation and points of contact when working in stW with TINA people. The training lasts between 15 and 30 minutes, depending on your level of expertise and interest.

You can find the link HERE.

The studierendenWERK It is important to BERLIN to support its employees in balancing the various requirements of work and family. We have been certified by the berufundfamilie audit since 2009. More information can be found here:


Here you will find a small selection of free learning opportunities on the Internet.

  • TINA training stW BERLIN: In the training you will learn: basic terms, the legal situation and points of contact when working in stW with TINA (trans*, inter*, non-binary, agender) people. The training lasts between 15 and 30 minutes, depending on your level of expertise and interest: https://www.stw.berlin/karriere/unternehmen/mitarbeiter/tina.html

Legal basis 

Here you will find important contact points outside of the studierendenWERKs and a selection of important legal principles.

General Equal Treatment Act (AGG)

The law prohibits discrimination related to the following characteristics/issues:

  • Ethnic origin or racism,
  • Gender,
  • religion or belief,
  • Disability,
  • Age,
  • sexual identity.

The AGG contains rights and obligations for employers and employees. You can find a short explanatory film and further information about the AGG on the Federal Anti-Discrimination Agency website:


Other important laws at the federal level include the Basic Law and the Social Security Code. SGB ​​IX contains regulations for the rehabilitation and participation of people with disabilities.

Laws at the state level in Berlin

State Equal Opportunities Act on equality between women and men in the Berlin state service (LGG)

The LGG obliges the institutions of the State of Berlin to ensure equality between women and men and to actively promote women. Among other things, it provides for women's advancement plans and women's representation. You can find further information about the LGG here:


State Anti-Discrimination Act (LADG) Berlin

In addition to those already mentioned in the AGG, the LADG also lists other features that are considered worthy of protection. These are, for example, social status and chronic illnesses, gender identity and language. The LADG protects against discrimination from Berlin authorities or other Berlin public institutions. The law strengthens preventative and diversity-related approaches. The culture of appreciation is established as a binding guiding principle of the Berlin administration. The ombudsman's office for the state of Berlin supports complaints.

More information about LADG: https://www.berlin.de/sen/lads/recht/ladg/

Law to promote participation in the migration society of the state of Berlin (Participation Act-PartMigG)

The so-called Open Door Law aims to promote the equal participation of people with a migration background. The diversity of Berlin should be reflected in public administration. An important point is e.g. B. the introduction of support plans and targets. A specialist department supports the administration.

More information about PartMigG: