Kathrin Pollow


Teaching, Workshops & Consulting on Diversity, Inter- & Transculturality, Anti-Racism & Decolonization
What Do I Stand For?
I consider “wokeness” a compliment. Diversity is not a buzzword, and concepts that pursue equity, sustainability and change of perspectives are signs of appreciation and respect and more important than ever.
The goal is mindful and empathetic coexistence, work, business, travel, welcoming and accommodating. Active engagement for peaceful community. Recognizing one’s own position(ing), posture and agency in tense times.


What Do I Do?
My work with you focuses on raising awareness of colonial structures, institutions and stereotypes that have shaped us and the (his-/her-/their*-)stories of our fellow (human) beings. Often, we are unaware of the hierarchical and derogatory effects of these factors, especially when they serve our interests. These imprints influence our language, our (world-) views, our references and preferences. When structures are exposed to more diverse influences, these unconscious biases become apparent – that’s when the reality check occurs. Right now – it’s becoming more obvious and acute than ever – we should all ask ourselves, whether we are truly as open, as receptive and as worldly, as we would like to be. Perhaps you would like to take the first steps together and explore how we can question our knowledge and practices, assess their relevance and actuality, and, when in doubt, change and renew them.

Who Is My* Work Interesting For?
Film, Dance, and Theater Professionals:
Due to the current questioning of long-established hierarchies, diverse stories, projects and teams require knowledge about the continuities of colonial and patriarchal structures (in which we all occupy a certain position). And since we have different perspectives, addressing these issues is time-consuming and conflict-laden, exciting and mind-expanding. Suddenly it becomes clear, how the story, that wants to be told, and which supposedly is playing in the past, repeats itself in real time or within society. Or we realize why it could be so much more interesting, to tell a classic from a different perspective. Maybe even by a different person. In a different language. In other words. A new story. Experience shows that entering this debate without preparation can not only cost nerves and money, but damage the collective spirit; preparatory workshops for all employees are recommended.
Staff of Museums, Foundations, and Exhibitions:
Formerly widely accepted claims of universal validity of Eurocentric perspectives and language are challenged by the diverse viewpoints of a global audience. You want to embrace that diversity, reflect it and represent it? You also want to interest people of different generations in your content, in working with you, as well as in your exhibitions and products? We can look at individual exhibitions, as well as your institutions, products, and structures. We examine, which perspectives are represented, who works where and what steps would be necessary to open up new spaces, and tell different, more respectful to wider audiences, and previously untold stories.
Students and (Academic) Teaching Staff:
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The curricula of most universities continue to reflect a Eurocentric status quo. Analysis and critique of racist and patriarchal structures is not an integral part of teaching. Climate crisis, economic and socio-political challenges and their colonial origins, continuities and connections are not adequately discussed in an interdisciplinary and intersectional manner. There are no functioning resources and qualified contact personnel for those affected by racist and other discriminatory incidents/decisions/attitudes/postures. Internationality and partnerships abroad support established structures and are disconnected from political analysis; teaching staff and students are inadequately prepared and trained for foreseeable conflicts. Global and digital networks could be used much more productively. Sustainable changes in perspective and direction are long overdue.
Social Workers and Educators:
Children, adolescents, and young adults today move in significantly more diverse environments than the generations of their caregivers. Language has changed and multilingualism has emerged; at the same time reading is becoming less and less common. There is a greater understanding of intersectionality (the intertwining of different factors of discrimination) and anti-discriminatory behavior, but also the strengthening of conservative, patriarchal role models. These changing realities are hardly reflected in curricula and teaching materials, nor are they represented by more diverse teaching staff. There is much to do, much (self-) analysis to be conducted, and an infinite number of new and exciting things to be learned so that more diversity can be practiced sustainably!
Journalists and Authors:
Reality creates language. Language creates reality. Both, change, always have and always will. With globalization, our societies have become more diverse. Formerly marginalized groups (which do not necessarily have to be small in numbers) have gained critical mass through the possibility of virtual exchange. Bodies of knowledge, that were previously accessible to only a few people are now widely available through the internet. This allows almost everyone to learn about what marginalized and discriminated activists, scientists, politicians, and writers have been explaining and observing for centuries: on the one hand the functioning of colonial hierarchies, and on the other, the very European presumption of being able to take an objective view, a universal perspective. Let us become aware of our limited perspectives and also consider how exclusionary colonial, racist, sexist and otherwise discriminatory language habits and interpretive prerogatives are for any body affected. Even if the intention wasn’t there. Language is power. Language indicates our humanity.
Hospital Staff and Medical practitioners:
With few exceptions worldwide, medical education and research are centered on the white, male body. Assumptions, therapies and practices are being conceived – and universally applied – based on a select group of people, which is considered scientifically sound. At the same time, cross-generational (plant and body) knowledge outside of the Eurocentric research canon has been systematically marginalized. In turn, doctors, nurses and administrative staff, are untrained in dealing with people and bodies from different cultures, with gender-specific norms and taboos. Furthermore, technological advancement and digitalization leave little room for caring, anti-racist practices, for spaces which make the needs of differently positioned people* visible – and tangible – and seek to accommodate these diverse needs.
Research Institutes and Societies:
Science itself is a colonial, Eurocentric endeavor. This doesn’t mean, that scientific work itself should be disvalued, but rather that an understanding of the colonial origins of science sensitizes us to the questions of who researches whom, which research questions are funded, and by whom the research institutes and departments are headed. It also shows, on whose theories we build, whose names they carry, and on which (unprocessed) foundations scientific disciplines and institutes stand. Whose needs do our research institutions cater for, who belongs and who doesn’t?
Hospitality and Travel Industry:
The hospitality industry is labor-intensive and international. Do you run a hotel or restaurant and are wondering how to position yourself as an open, inclusive, needs-oriented and anti-racist business for diverse groups, customers and staff? Maybe you are wondering what cultural appropriation actually means or how to deal with guests that behave in racist ways? The travel industry traditionally works with colonial and exoticizing images and texts, and on top of that, strong (global) hierarchies pose the risk of abuse of power. You want to protect your customers and staff and signal that you do your best to be an open, accommodating and welcoming place for all (social beings).
Companies:
Generational change, the climate crisis, global and local power shifts pose enormous challenges for companies. Germany in particular, and Europe in general, are more than ever called upon to form new partnerships, and question previous assumptions, self-images and -perceptions. At the same time, many entrepreneurs have long been driven by the desire to become more diverse, to operate more sustainably and with greater appreciation, thus making a positive contribution to society. What can we do to avoid playing greenwashing with terminology but create socially conscious, diverse, anti-racist, open, sustainable and (future-)friendly companies? Here as well, addressing our colonial and patriarchal structures is essential; it forms the foundation for sustainable management in the future.
How do I work?
* Depending on the request, group composition, and size, I work alone or in a team with long-standing partners and colleagues from the BIPOC and queer communities. We are differently positioned, socialized, trained and educated, belong to different generations but work on equal terms, work multi-disciplinary and thus embody the highest degree of diversity. What we have in common is a friendly and life-affirming attitude that is anti-racist and anti-discriminatory, a passion for self-critical learning, and the constant development of various teaching and discussion formats of various lengths.
I/we work specific to target group, in jointly developed workshops, which often last several days and build on each other. The workshop formats can be conducted digitally or in person and they are constantly revised and adapted to the wishes of my/our partners.


Formats:
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Individual and group consultations
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Development of concepts and teaching modules
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Workshops and courses
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Design and creation of exercise and teaching materials
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Proofreading
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Lectures
Theories & Methods:
For all issues and questions, I strive to consider my own position as (for example) a white cis woman and thus my specific perspective. Theoretically and methodologically I draw from the scholarly body of African-American and Pan-African historical research which has been illuminating the effects of colonization, coloniality and racism for over a century. Building on this are knowledge-bases, studies and research of indigenous, Pan-American and Afro-diasporic communities on sustainable economic practices and life-styles, on feminism, intersectionality and critical whiteness. These sources are complimented by more recent impulses from migrant and queer communities worldwide. My gratitude and thanks go first and foremost to the epistemologies, research, and work of these, often activist, communities and their collaborators, who encourage us to question stereotypical thinking, consider shades of gray and ambivalence, and embrace open questions and uncertainties when we don’t have answers….
I also use methods from:
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Anti-bias research
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Intercultural and transcultural teaching
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Non-violent communication
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Anti-racist pedagogy
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Communication psychology
