Respect and belonging
Your sexual orientation, gender identity and the way you process information must never be grounds for belittlement or exclusion. The same applies to your cultural or religious background, family situation, disability, education and age.
When discussing a workflow, introducing a system or responding to feedback, we listen to the people affected. You can ask questions, disagree with an assessment and describe what does not work for you. Professional feedback addresses the work.
Participation in learning and work
People need different conditions to follow an explanation or get started on a task. Tell us what helps you, before a meeting or whenever a need arises. You do not have to disclose a diagnosis.
Ask questions in writing, too
You can send questions and feedback in writing if that is easier than talking. We take them into our work and clarify what remains unresolved.
Understand tasks and expectations
We describe tasks in understandable steps and discuss the expected result. Concrete examples and time to experiment help when introducing an application or workflow.
Different ways to learn
Our teaching takes different starting levels into account. If an explanation or exercise is inaccessible, we discuss another approach. Additional examples and written explanations can help.
Adapt how we work together
If a meeting, document or pace of work makes participation difficult, we discuss a suitable solution. This could be a written summary, an individual explanation or a different division of the task.
We record the adjustment we agree and who will implement it. We then review together whether it works in practice. Requirements and responsibilities remain clearly described.
Discrimination has consequences.
We do not accept racist remarks, transphobic abuse, harassment or deliberate exclusion. This includes intentionally using a person’s former name against their wishes. It applies in conversations, meetings, chats and all other collaboration.
If someone is attacked, we interrupt the situation. In the event of threats or continued abuse, we end the meeting if participants cannot otherwise be protected. We then investigate, hear those involved and check whether the behaviour has stopped.
Depending on severity, collaboration may be ended or employment measures such as a warning or dismissal considered. We observe contractual and legal requirements and assess the individual case. Professional performance or an important contract are no reason to disregard an incident.
Contact for questions and complaints
We receive personal concerns and reports at this address. You can also send general questions or suggestions about diversity, inclusion and barriers. You may report an incident you witnessed too.
[email protected]Messages are currently handled by the owner. Start by describing your concern and how we can reach you. You do not need a completed body of evidence or a legal assessment. Share only personal information needed for your concern.
This email address is a direct contact with Extraara. It is not an anonymous reporting system or an independent complaints body. If your concern involves the owner, or you prefer support outside Extraara, you can contact the external organisations listed below directly.
Independent supportAfter your report
Acknowledge receipt
You receive a response so you know your concern has arrived.
Clarify immediate protection needs
We discuss whether something needs to change immediately, such as direct contact with someone involved.
Address the incident
We clarify the circumstances and explain who needs to be involved. Information is shared only as necessary.
Explain the outcome
Within legal limits, we tell you what steps we are taking. We ask whether further problems remain.
No one may be disadvantaged for raising a complaint or supporting someone affected. We treat indications of retaliation as a separate incident.
Names and pronouns in our systems
We use the name and form of address you give us. Pronouns are optional. This should be reflected in profiles, email addresses and visible directories.
For our software and tool selection, display names must be manageable independently of official details. Where legal details are needed, they remain limited to their purpose. Name changes must be checked across affected systems, preserving existing access and work.
These are concrete technical requirements. We check them in each system. A missing feature or a former name still appearing becomes a configuration or development task, or a reason to select a different tool.
Independent advice
The Federal Anti-Discrimination Agency offers advice on discrimination in Germany and information about legal options.
In Sweden, the Equality Ombudsman (DO) provides information about discrimination, rights and reporting.
You can contact these organisations directly without contacting us first or seeking permission. If you wish, we can help you find suitable independent advice.
Accessibility
We aim for clear language and structure in our website and materials. Navigation works with a keyboard. The “Skip to content” link leads directly to page content, and moving displays can be stopped.
If you encounter a barrier, describe the page or feature and what does not work, where possible. We review the issue, discuss another way to access the information and follow up on the agreed change.