The Sunflower Programme at DTU

The Sunflower Programme is an international initiative aimed at raising awareness of invisible disabilities through discreet symbols such as the green sunflower lanyard.

The sunflower serves as a way of indicating that a person may require extra consideration, time, and patience in their daily life.

As a member of the Sunflower Programme, DTU supports students and staff with invisible disabilities, which can present various challenges in everyday life and are not necessarily visible to colleagues.  Membership is one of the ways in which the university takes responsibility for promoting equality and inclusion in our study and work environments.  

At DTU, we expect everyone to show patience and consideration towards one another – regardless of whether or not they wear a sunflower symbol.

It is also important to emphasise that no one is regarded as a less capable employee simply because they have an invisible disability and draw attention to it. DTU’s managers are equipped to take responsibility for creating an environment for staff that ensures everyone has the opportunity to contribute. 

The sunflower is an invitation to understanding – not an obligation to share. But the symbol can be an opportunity to take an interest in your colleague’s challenges, and in how we can better look out for one another. Dialogue promotes understanding.


Q&A about the sunflower

  • DTU Lyngby Campus: The reception in Building 101A
  • DTU Ballerup Campus: Study Guidance (SIFO)
  • DTU Risø Campus: The reception in Building 118 (DTU Wind)
  • DTU Sisimiut Greenland: Contact arctic@dtu.dk
  • DTU Frederikshavn: Room B14 og B17
  • DTU Kalundborg: The reception in Building 101A i Lyngby
  • DTU Mors: The reception/secretary
  • DTU Silkeborg: The reception/secretary
  • DTU Hirtshals: Secretariat
  • Dana V, research vessel: Secretary, Dana
  • Polyteknisk Forening: Social coordinator, PF
 

If you wear the sunflower lanyard, you are letting your colleagues know that you have an invisible disability and that you may need special consideration, patience or assistance. 
Some people only wear it occasionally, for example at events with large crowds or in other situations where you might find yourself struggling. That’s perfectly fine – you’re the one who decides when and how you use the sunflower. 

You decide for yourself whether and what you want to share.

You can help your manager and colleagues by making them aware of your needs, if relevant.

Contribute to the dialogue and focus on practical solutions that can make everyday life easier.

  • Show patience, respect and flexibility
  • Avoid drawing conclusions about the person’s abilities 
  • Be open to dialogue – but do not press for explanations
  • Offer your help in a simple way, for example: 
    “Let me know if there’s anything I can do.”
No – but be attentive and open-minded. The sunflower is an invitation to understanding, not an obligation to act in a particular way. Patience and respect are always important.  
  • Be mindful of individual needs
  • Allow for flexibility in the working day
  • Create a culture where it feels safe to talk about challenges 

The most important thing is not to know the diagnosis, but to treat the person with understanding. Patience and respect are always important. 
Ask if it feels natural. You could, for example, say: “Please do let us know if there is anything we can do to support you in your daily life.” 
Respect it if the person does not wish to share details. 

Be friendly, flexible, and respectful. That is often the most important thing. 

  • Avoid drawing conclusions about the person’s abilities 
  • Avoid asking demanding or personal questions 
  • Avoid ignoring the signal completely

If you are a manager, you can ask the person if they would like to discuss how you can best support them in their day-to-day work. Please respect their decision if they do not wish to share details.  

  • Avoid drawing conclusions about the person’s abilities 
  • Avoid asking demanding or personal questions 
  • Avoid ignoring the signal completely
  • Be continously curious
  • Ask whether there are any specific considerations at work or in the workplace that might be beneficial to the employee. 
    Of course, it is not certain that the requested accommodation can be provided 100% – but use this as an opportunity to discuss what can be done to meet any special needs.

You can contact one of DTU’s 13 official points of contact. These points of contact are not only relevant for cases of offensive behaviour, but also for other issues.  

Find DTU's official points of contact

Small adjustments can go a long way: 

  • Be clear about structure and expectations 
  • Allow for flexibility where possible
  • Be open to discussing individual needs 

If a student approaches you: 

  • Listen without judging 
  • Avoid drawing conclusions about the person’s abilities 
  • Ask about specific needs 
  • Agree on realistic solutions – and otherwise manage expectations. 

No, normal, respectful interaction is fine. But be willing to listen and adapt within realistic limits.
If a student approaches you: 

  • Listen without judging 
  • Avoid drawing conclusions about the person’s abilities 
  • Ask about specific needs 
  • Agree on realistic solutions – and otherwise manage expectations

Any questions?

Email us at:

Email us at:

The Sunflower Programme

You can find much more information about invisible disabilities and access a range of training materials on the Sunflower Programme’s website.

Updated 18 juni 2026

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