Who is working within Berlin’s cultural sector? Who is the boss? And who only works poorly paid jobs or jobs with fixed-terms contracts? Within the last several years how many exhibitions in museums throughout Berlin showcased art by women? How many showcased art by people of Color or women of color? What perspectives are missing from program development processes? Who is underrepresented within the cultural sector?


Is there equity data for the Berlin cultural sector?

When we talk about numbers in the cultural sector we are usually referring to the number of visitors. The cultural administration and the Berlin Tourism Marketing Company along with many cultural institutions collect data on the number of people visiting cultural institutions. They also survey how visitors receive information about programs and if they live in Berlin or are tourists. Often such data is not very meaningful in regards to diversity as exemplified by the category "migration background" applied during such surveys. This category does not distinguish between a person who migrated to Germany from Switzerland and a person who fled from Iran, or wether they are white or a person of color. The latter is confronted with completely different barriers than the former. Not every person with migration background is affected by discrimination and not every person who experiences discrimination based on their (supposed) heritage has a migration background.

A few studies also address working conditions and power structures in the cultural sector or examine gender equity in the industry. We list such meaningful studies here alongside the ones we commissioned, even though in very few cases they take into account intersectional experiences of discrimination.


Which data is collected on account of Diversity Arts Culture?

In many instances data about structural power relations and representation within cultural institutions is missing even though some associations and initiatives have conducted studies on questions of equity – particularly as it relates to women. Data on equity brings attention to the need for action and has the potential to initiate and advance anti-discrimination measures. Diversity Arts Culture has therefore decided to commission the collection of data on equity within the cultural sector. Since we are dealing with highly sensitive data, which could be misused to stigmatize and exclude marginalised art practitioners Diversity Arts Culture's partners follow strict ethical guidelines during data collection. In their brochure “Wer nicht gezählt wird, zählt nicht“ (“Who is not counted, doesn’t count”) the “Vielfalt entscheidet – Diversity in Leadership” project (Citizens for Europe) defines equity data and explains which ethical criteria must be met when collecting sensitive data.

Individual Studies

Expert Report on Diversifying the Cultural Sector

The study "Handlungsoptionen zur Diversifizierung des Berliner Kultursektors" (Options for Action to Diversify Berlin's Cultural Sector) prepared by Citizens for Europe (project: Vielfalt entscheidet - Diversity in Leadership) is based on interviews with managers, staff and others working in Berlin’s independent art scene, the cultural administration, tourism marketing, cultural institutions and the house of representatives. Carried out between July and mid-September 2016 the study offers an introduction to the fundamentals of diversity development. It also points to determining factors and steering tools, which support diversity processes within the cultural sector.

Art.School.Differences (2016)

Art.School.Differences ist ein Forschungsprojekt, das Aufnahmeverfahren und Zulassungspolitiken an drei Schweizer Kunsthochschulen – Haute école d’art et de design Genève, Haute école de musique Genève und Zürcher Hochschule der Künste – untersucht hat. Ziel des Projekts war es, die Strukturen der beteiligten Kunsthochschulen zu erforschen und die gewonnenen Ergebnisse in eine neue Praxis zu überführen, um so zu einer Öffnung der Institutionen beizutragen.

Macht und Struktur im Theater (2019)

Für die Studie "Macht und Struktur im Theater. Asymmetrien der Macht" wurden knapp 2.000 Theatermitarbeiter*innen zu den Arbeitsbedingungen an deutschen Theatern befragt. Im Fokus standen dabei Fragen rund um Macht und Machtmissbrauch, körperlichen und sexualisierten Missbrauch, Arbeitszeiten, Bezahlung und sozialen Status.

The Boundaries of Boundlessness – Power Structures, Sexual Harassment and Violence in the Film, Television and Performing Arts Industries (2019/2020)

The study by Themis – center against sexual harassment and violence – is a qualitative interview study conducted in 2019 and published in April 2020. It contains interviews with 16 experts (14 women and 2 men) from the film, television and performing arts industries. Interviewees were asked about some of the following topics: Industry specific characteristics; responses to, as well as experiences with boundaries and the violations of boundaries; and sexual harassment and sexualized violence within their industry. Furthermore, Themis recorded participants’ recommendations and asks.

Berlin experiences and expectations: On the way toward a more diverse cultural sector (2020)

Focus group interviews with non-visitors and non-actors


In four focus groups, the Vielfalt entscheidet - Diversity in Leadership team of Citizens For Europe asked marginalized cultural workers and people interested in the arts about their experiences of discrimination, how they deal with barriers, their criticism and expectations of the cultural sector, and expectations of politics. In order to preserve the anonymity of the participants, the results were assigned to seven personas.

Vielfalt in Kultureinrichtungen - VINK (2020/2021)

Für diese Studie führte das Team „Vielfalt entscheidet – Diversity in Leadership“ von Citizens For Europe eine Online-Umfrage unter den Mitarbeitenden von drei Berliner Kultureinrichtungen durch. Ziel dieser Befragung war herauszufinden, wie vielfältig ausgewählte Berliner Kultureinrichtungen im Hinblick auf ihr Personal sind. Außerdem ging es darum, das Betriebsklima zu erfassen und die Beschäftigten die Wirksamkeit von Diversitätsmaßnahmen im eigenen Haus einschätzen zu lassen.

Vielfalt im Film (2020/2021)

Über 6.000 Filmschaffende haben an der vom Bündnis Vielfalt im Film initiierten Umfrage teilgenommen. Damit liegen nun erstmals umfassende Daten zu den Erfahrungen von Filmschaffenden bezüglich Vielfalt und Diskriminierung vor – und zwar vor und hinter der Kamera. Die Ergebnisse der intersektionalen Umfrage deuten darauf hin, dass Diskriminierung in der deutschen Filmbranche sehr präsent ist und die Teilhabe von marginalisierten Filmschaffenden einschränkt. Die Umfrage lief von Mitte Juli bis Ende Oktober 2020.