Discrimination
ETH Zurich does not tolerate any discrimination against its members. Everyone in the ETH community has the right to be treated fairly and equally, irrespective of their individual characteristics or those attributed to a particular group they belong.
What is discrimination?
Discrimination is degrading someone based on their social or ethnic origin, nationality, religion, beliefs, sexual identity, disability or gender. It is offending someone’s personal dignity. It means treating people not as individuals and labelling them as members of certain groups with specific characteristics. Discrimination can occur intentionally or unintentionally.
The ban on discrimination is enshrined in the Swiss Federal Constitution (external pageArticle 8, Section 2call_made). Instances of discrimination at ETH will result in disciplinary measures or formal action being taken under employment regulations.
- Verbal or written statements or actions of a degrading nature
such as telling racist jokes, ridiculing LGBTQ ?members of ETH, sexist portrayal of persons in presentations or video material, etc. - Unequal treatment
such as differentiation because of pregnancy or physical impairments; assignment of tasks or assessment of test results based on stereotypes (such as “Women are better listeners”, “Men have better technical skills”), etc. - Unfair working conditions
such as unjustified refusal to grant equal wages or promotions, restrictions on the level of employment or on working-?time arrangements, etc.
Do you feel you have been discriminated against or are being treated differently from your colleagues? You have the right to defend yourself.
What concrete action can you take?
- Respond as quickly and firmly as possible.
Do not simply accept the discriminatory circumstances: you are always within your rights to defend yourself against unfair treatment. - ·Keep a written record of events.
Note down exactly what happened and when, under what circumstances, and who may have witnessed it. - Seek help.
Talk to a colleague or supervisor about the discrimination you have experienced. Alternatively, get in touch with one of our official contact and advice services.
The university – including all managers and tutors – has a duty to ensure a safe working and learning environment, based on trust and mutual respect.
What concrete action can you take?
- Strive to be a role model.
Treat all your staff and students fairly and equally, and do not pick favourites. - Make it clear that you do not tolerate discrimination.
Highlight the importance of creating a safe working environment in team or department meetings, and ensure that your courses are conducted in an open and respectful atmosphere. - Do not look the other way!
Stand by your employees. If you have any suspicion, try to discuss the situation personally with those affected.
At ETH Zurich, we look out for one another. We expect our members to take active measures should they witness any discriminatory behaviour.
- Support those affected.
Be in solidarity with people affected by discrimination. It takes a great deal of courage to defend oneself against degrading behaviour, whether it is subtle or direct. - Voice your concerns.
Highlight the importance of creating a safe working environment in team or department meetings, or speak up if you experience a discriminatory atmosphere. - Encourage people to get help.
Advise anyone affected by discrimination to get in touch with one of the official contact and advice services.
Various ETH contact and advice services offer guidance and support in helping you reach a solution. You are free to decide which service you would like to contact. They will then discuss potential courses of action with you.
All counselling is provided free of charge.
Any advice is always provided confidentially and protects your anonymity vis-à-vis the conflict parties involved. After raising a complaint we may progress the case as you wish. Further steps are only taken with your consent.
You can get in touch with the contact and advice services even if you are facing an allegation yourself.
Formal phase
If a conflict could not be resolved with the help of an ETH contact and advice service, as the affected party you can initiate an official clarification procedure by submitting a formal written complaint. Your anonymity is no longer protected, and your identity will be disclosed to the parties involved.
Please note: If the incident is very serious, direct reporting is possible without prior counselling.
Who is alleged to have behaved inappropriately? The procedure for submitting a report depends on the alleged offender’s relationship with ETH Zurich.
- Staff
If the alleged offender is an ETH employee, the Reporting Office will deal with your complaint directly. - Students
If a student is alleged to have misbehaved in the sense of external pageArt. 3 of the Disciplinary Ordinance of ETH Zurichcall_made, please contact the internal Advice and Conciliation Service Respect.
Initial consultation
After the report is received, the competent body checks whether it is complete and submitted on time, as well as which parties are involved. The Reporting Office will then arrange an initial consultation with you, as the affected party.
Breaking confidentiality
If you choose to submit a formal complaint, you lose your anonymity vis-à-vis the other party involved. The Reporting Office will then ask them to attend a hearing as well. The anonymity of any third parties not involved in the dispute is protected.
Impartiality and fairness
The competent body initiates and coordinates the appropriate clarification procedure in each case. In doing so, it works according to the principles of impartiality, the rule of law and fairness. All communication in the formal phase must also follow the principles of mutually respectful interaction and fair play.