Intersectional Perspectives on Abuse of Power and Misconduct at Universities
Background and Objectives
Higher education institutions are characterized by power dynamics and relationships of dependency that can foster abuse of power and misconduct. Particularly during academic training phases, but also in student life, teaching, and administration, situations arise in which individual actors make decisions regarding career paths, resources, employment opportunities, evaluations, or access to networks.
At the same time, many incidents remain hidden, go unreported, or are inadequately addressed because those affected fear negative consequences or because institutional responsibilities and procedures are unclear. Furthermore, numerous actors—from university administrations to ombuds offices to third-party funding agencies—are involved in prevention and response, yet their interactions have thus far been the subject of scarcely any systematic reflection or analysis.
Abuse of power is often viewed as individual misconduct on the part of specific people. Little attention is paid to the organizational structures, work cultures, and inequalities that enable abuse of power.
Research and experiential accounts show that FLINTA* individuals, BIPoC, international scholars, and people with little institutional power or professional networks are more frequently affected by discrimination and exclusion.
The project’s starting point is the lack of systematic incorporation of intersectional perspectives on the topic of abuse of power. The goal is to identify structural shortcomings and existing potential at universities in Lower Saxony and to develop practical recommendations for prevention, intervention, and anti-discrimination.
Interest in Knowledge
To date, there is very little cross-institutional evidence on how gender equality initiatives, ombuds services, and other support structures interact and are effective in addressing abuse of power.
The central research question of the project is:
How can universities in Lower Saxony further develop their approach to addressing abuse of power and misconduct from an intersectional equity perspective?
“Addressing” here refers to concrete prevention and intervention strategies that a university needs to counter abuse of power both structurally and culturally. The project therefore examines the procedural, organizational, and cultural prerequisites necessary to achieve this. The integration of intersectional gender equality work, ombuds services, and institutional development provides the foundation for practical recommendations for action.
Organization and Funding
Project Duration: May 1, 2026 – expected May 30, 2028
Project Director: Dr. Kathrin van Riesen (Head of the Office for Gender Equality, Leuphana University of Lüneburg)
Project Coordinator: Ayla Schwartkop, M.A. (Staff Member, Office for Gender Equality, Leuphana University of Lüneburg)
Project Advisory Board: An advisory board will be formed for the project. The advisory board will support the project with academic, higher education policy, and practical expertise. It will serve as a forum for exchanging diverse perspectives and for critically reflecting on the results.
The project is being carried out by the Office for Gender Equality at Leuphana University Lüneburg in cooperation with lakog Lower Saxony.
The Lower Saxony Ministry of Science and Culture is funding the project
![[Translate to Englisch:] lakog Niedersachsen](/fileadmin/_processed_/e/1/csm_Bildschirmfoto_2026-08-31_um_16.12.30_a9387d33cb.png)
Ayla Schwartkop, M.A.
Building 7, 3. Floor, Room 303
Leuphana University Lüneburg
Office for Equal Opportunities
Universitätsallee 1
21335 Lüneburg
Phone.: 04131/677-1818
E-Mail: ipam-lakog@leuphana.de