Bi-Visibility Day 2021 has been held annually since 1999. Today marks the end of Bisexual Awareness Week, which took place this year between September 16th-23rd 2021. It is intended to raise both awareness and create visibility for bisexual people, their concerns, and experiences of discrimination. Bisexuality is also often used as an umbrella term for various bi-identities. These include, for example, bisexuals, bicurious persons, pansexuals, polysexuals, multisexuals, and omnisexuals.
The term bisexuality is formed from the Latin word “bi” (meaning “two”) and stands (literally and in binary terms) for interest in one’s own gender as well as the opposite gender. Nowadays, with the progressive dissolution of the binary norm through non-binary gender identity and other expressions of gender, there have long been discourses about how binary this sexual orientation should really be seen. It is important that each bisexual defines bisexuality for themselves, including, for example, non-binary or trans* people. As an overall definition it can be stated that bisexuality describes the attraction to two or more genders.
The symbolism behind the colors of the bisexuality flag:
- Pink represents both emotional and sexual attraction to the same gender.
- Purple stands for the “overlap,” the symbolism for interest in two or more genders.
- Blue represents the emotional as well as sexual attraction towards the opposite gender.
INTERVIEW WITH PROUT EXECUTIVE DR. FOLMA KISER, DIRECTOR AT BAYER AG
What formative experiences related to your bisexuality have you had (in the workplace)?
To be honest, few. Surprised faces is perhaps one thing and complete silence another. But a really great experience was when a colleague told me that he now dares to be open about his sexuality. He saw me on the PROUTExecutives list and is convinced that you can live your identity openly at Bayer and still have a career. That has encouraged him a lot.
How is the topic of bisexuality addressed in your workplace?
Sexuality is generally not addressed, except in the internal LGBT*IQ network BLEND and marginally in the topic of D&I.
What challenges do you face as a bisexual person or what stereotypes do you face?
I see myself less confronted with challenges as a bisexual person but more as a rainbow family in general. You can see that, for example, the terms “gay”, “lesbian” and “bi” are still used as swear words in schoolyards (and not only there) and also educators and teachers avoid the topic of LGBT*IQ and inclusion in general. Social acceptance is still difficult when the major democratic parties react here only half-heartedly. The pressure on other countries like the G7 is also not there, so same-sex marriages are not recognized in all G7 states. My wife did not even get a “residence status” in Japan, whereas our children and I got it during our stay.
What else would you have wished for your coming out?
For me, that was still at the beginning of the Internet era, more networked groups would have been great here. I think that the information available and networks in general are much better today. And also if the topic LGBT+ had been on the curriculum at school – then everyone who is not hetero-cis would have had an easier time understanding their identity.
STATEMENTS BY ACCENTURE EMPLOYEES ON THEIR EXPERIENCES WITH BISEXUALITY
Teresa Pieper – Management Consultant
Hello, my name is Teresa (she/her) and I work as a business consultant in financial services. I was 30 years old when I realized that I was attracted to people regardless of their gender.
I’ve never been uncomfortable with men, and that’s the reason I didn’t realize I was also attracted to women and other genders.
With greater visibility of people identifying as bisexual, I would have been able to recognize it much sooner and thus feel like it was a serious sexual orientation and not just “a phase” or “being confused.” Role models and a general acceptance of bi-sexuality are so important for us to show that sexuality is not just either straight or gay.
An inclusive and informative work environment helps me be myself, continue to learn, educate colleagues and friends, and feel safe when facing clients. I know my employer always has my back.
Vanessa Zimmermann – Executive Support Analyst
I wish those around me had taken it seriously and not just declared it as a “phase”. Most people were surprised and the instant reaction was usually, “You don’t look like that” – which can be frustrating.
Bisexuality is not the most present topic in the LGBT+ community, most people are open to it, but I often get negative comments like, “You need to make up your mind” or “It’s just not the real thing” – people just don’t take it seriously. For the same reasons, I was pleasantly surprised to hear about our local celebration of Bisexual Visibility Day. Some people don’t know any better, and these venues can help us raise awareness to keep moving forward toward a more inclusive work environment.
Felix Steinhardt – Digital Business Consultant
As PRIDE Lead Germany, one of my tasks is to support all members of our community as much as possible. For me, the importance of visibility is fundamental to creating a closer connection to our members and their stories. As a bisexual person, I know that sometimes it can be hard to resist the labels that others want to put on us, but hey…. there’s nothing like being proud of who you are!
Our commitment to diversity is felt everywhere and helps our teams create innovative solutions. No one has to pretend – mutual respect and empathy make us one big family.
Timona Borhanuddin – Technology Strategy & Advisory
I was born in Hamburg. However, when I was six years old, I moved back to Bangladesh with my family. Due to the cultural and traditional norms in Bangladesh, I was confronted with many stereotypes as a child and teenager. I was taught how to be the perfect housewife for a man, and that you have to get married to make your parents proud. It was not easy to break all these stereotypes.
Today, I am OUT, LOUD, and PROUD of the fact that I am successful professionally, that I stand by my bisexuality, and that I have accomplished everything on my own terms. Stereotypes are set by society, and we can overcome them if we believe in ourselves and are open about it.
Before coming to Accenture, I worked at a smaller consulting firm where I didn’t feel like I could be myself. I didn’t dare talk openly about my sexual orientation or LGBT+ issues at my previous employer. That’s all the more reason why, when I changed employers, I made sure I was seen as a person. I firmly believe that we all work better and are more successful as a team when we create an open and tolerant environment where we can respect each other and all be ourselves.
At Accenture, you are motivated and supported to bring your authentic self to the workplace.If that means talking about your sexual orientation, you should be able to do so easily.
Accenture promotes an inclusive workplace and creates an environment where everyone can develop and flourish and be themselves to the best of their ability with special LGBT+ training, mentoring programs and a modern understanding of leadership and open exchange.
The statements are based on the personal experiences and opinions of employees and therefore do not reflect the opinions of Accenture or Bayer.
TIPS AND RECOMMENDATIONS
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
GUEST OF THE DAY
Sandra Vollmer
Board Member Finance and HR at 1&1 Mail & Media Applications SE
2nd Place PROUTExecutives 2021
Sandra Vollmer is responsible for the financial management of the 1&1 Mail und Media subgroup, known by its Web.de and GMX brands. In particular, she is responsible for supporting the company’s transition to a data platform-based digital business model and the associated change processes. She is also responsible for Corporate Controlling, Accounting, Tax and Procurement at the United Internet Group’s shared service company.
For Sandra Vollmer, equal opportunity is a fundamental part of the business. After all, it’s all about motivating qualified employees with exciting tasks and delivering top performance. In this context, nationality, ethnic origin, religion, gender and gender identity, age, disability or sexual orientation are completely irrelevant, but rather reflect the reality of a modern society to which, on the other hand, we provide our products and services.
In reality, unfortunately, we still encounter people who do not fully accept equal opportunities and in some cases represent traditional, outdated world views. Therefore, it is of great importance to Sandra Vollmer to actively demonstrate her own understanding of equal opportunities every day, for example in the staffing of projects, jobs and management positions. In addition, Sandra Vollmer supports internal company initiatives, such as the promotion of women in management positions. Her outing in a professional context took place in December 2020, so that her own transition, i.e. acceptance and “arriving” as a woman, was the main focus.
International Non-binary People’s Day has been held on July 14 since 2012. The date falls exactly between International Women’s Day in March and International Men’s Day in November. The day aims to raise awareness of the realities of life for non-binary people and to make issues visible that non-binary people face worldwide.
The terms non-binary, abinary, and genderqueer describe gender identities used by people who locate themselves outside the binary gender system. This includes, for example, agender, demigender and genderfluid people. Non-binary people can also be trans. However, trans people do not automatically assign themselves to a non-binary gender identity.
The symbolism behind the colors of the Non-binary flag:
- Yellow represents locating outside the binary gender system.
- White represents people who identify with multiple genders.
- Purple represents gender fluidity.
- Black represents people who do not identify with any gender.
Jo Labecka (NO PRONOUNS)
PROUT AT WORK-Foundation, Strategy & Corporate Partners
How do you identify and what does that mean to you?
I identify as genderqueer. For me, gender is a performance and a fluid continuum rather than a rigid, binary construct. Accordingly, I see myself outside of the binary system and feel the concept is artificial.
What are your experiences as a non-binary person?
I see my coming out as genderqueer as a kind of social work. An act that contributes to confronting people with the topic of being non-binary for the first time, so that they can deal with it. It is a process of self-discovery, as I discover new aspects of my identity over time and communicate accordingly to those around me. It is not an easy task because many still have little understanding of this topic. That means to show oneself again and again authentically and thus vulnerable, and thus also to have to come to terms with the fact that some try to deny my identity.
How can non-binary people be supported?
In any case, accept the new name of the non-binary person without expressing preference for the use of the old name. If certain pronoun usage is preferred, strive to follow that. In general, do not deny the existence of the non-binary identity, even if the concept is not comprehensible.
Tips and recommendations
10 Ways To Step Up As An Ally For Non-binary People
Young People Are Taking Control Over Their Gender Identity
Interviews with non-binary Accenture employees (DE)
Learn more about LGBT*IQ in our little LGBT*IQ ABC about terms like gender identity,
sexual orientation or gender expression.
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
GUEST OF THE DAY
Sven Bäring
Lieutenant
Chair of QueerBw
1st Place PROUTinthePublicService 2021
Sven Bäring is chair of QueerBw. The 26-year-old has been leading the network for queer members of the German Bundeswehr since 2019. The network consists of around 300 members who are active throughout Germany. In his role as chairman, he is in close exchange with those affected and their superiors, advises the military and political leadership on diversity issues, and provides support for education and training in the area of diversity. The network operates a 24-hour hotline, which is ensured by him.
Sven Bäring strongly values a collective queer community and sees cohesion and solidarity as essential components of his commitment.
Together with his deputy Anastasia Biefang he works on the rehabilitation of discriminated soldiers. In addition to networking with other associations and organizations, this also includes exchanges with politicians in the Bundestag.
The goal is to come to terms with the decades of injustice that queer soldiers have had to endure. Until 2000, homosexuality was an eligibility criterion in the German armed forces.
In Munich, Sven Bäring not only supports the regional group of the network, but also volunteers at the SUB, organizes community events and is involved in other associations.
#Rainbowgate
Pride Month ends in a few days and if the past weeks and political decisions, also here in Germany (e.g. Self-Determination Act), haven’t done it yet, the current events around UEFA’s decision make it clear once again that the decisive commitment to LGBT*IQ equal opportunities has to take place 365 days a year and cannot be taken for granted.
It’s no surprise that UEFA has banned the Allianz Arena from being lit up in rainbow colors. Now it has gone one better and turned the tables. In a posting, UEFA interprets the official request by the city of Munich as a political calculation. They themselves understand the rainbow as a non-political sign that is supposed to symbolize their own basic values – the illumination of the Allianz Arena is nevertheless out of the question.
A paradoxical statement that highlights the lack of confrontation with uncomfortable truths and reverses the responsibility for the current situation. With its decision, UEFA shoots itself an own goal – despite the emphasis on political and religious neutrality – because it sets a clear political signal itself. True to the motto: profit before people (lives).
With all the points worth discussing in dealing with #Regenbogengate, however, it should be clear and there is nothing to discuss: Passing laws that deliberately further oppress marginalized people, expose them to violence and make them invisible is a political act and goes against the commitment to human dignity and fundamental rights.
The lighting of the Allianz Arena could have been an important sign for LGBT*IQ people in Hungary, Poland, Germany and worldwide. A sign of solidarity and hope, which, however, must also be followed by action.
LGBT*IQ RIGHTS ARE HUMAN RIGHTS
As a foundation, we therefore also call on the companies involved in the EM to continue to exert pressure, not only today, but every day to show edge and attitude, to position themselves and to draw consequences in the respective countries. Words must be followed by deeds and the commitment for LGBTIQ must be intensified. Because LGBTIQ rights are human rights that are not negotiable.
Finally, a suggestion on the many great ways already mentioned to make the rainbow visible in the stadium tonight: Can’t the sponsor companies like Booking.com, Lieferando, VW, Heineken, FedEx, etc. spontaneously adjust their perimeter advertising?
We are curious about tonight and further reactions and look forward to an interesting and fair game of both teams.
Contact us
If you would like to learn more about our work or have questions about LGBT*IQ in the company, we would be happy to help you by email or phone call.
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
GUEST OF THE DAY
Nico Hofmann
CEO of UFA GmbH
10th Place PROUTExecutives 2021
Diversity is a central part of UFA’s corporate culture, which Nico Hofmann as CEO has been actively promoting for years – whether in front of or behind the camera, diversity in teams is essential and inspires UFA in its daily business. As Nico Hofmann’s stance and commitment to LGBT*IQ+ issues has changed UFA’s corporate culture, he makes an important contribution to an open, tolerant, respectful and democratic society not only inside but also outside his workplace. From the employees of UFA originates the strong will to live diversity, inclusion, equal opportunities and tolerance as a self-explanatory matter. To drive this forward, UFA was the first German media company to dedicate itself to more diversity.
The PROUT PERFORMER lists 2021 are online!
The nomination process already started at the beginning of the year and now the time has finally come! You can now get a glimpse of this year’s PROUT PERFORMER lists and be inspired by impressive individuals and their stories.
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event will took place in English.
GUEST OF THE DAY
Angela Matthes
Founder/Creator of becurious.li
Former CEO of Baloise Life (Liechtenstein) AG
Until recently, Angela Matthes was CEO of a subsidiary of a European insurance group for 8 years. She also transitioned during this role in 2014. Since the beginning of the year, she has started her own business “becurious.li” to focus on innovation and disruption in the area of prevention and protection. Her website will always have a strong human component with a focus on diversity and inclusion. Firstly, because Angela Matthes is deeply convinced that our ever faster changing business environments need teams that have the ability to look at challenges from as many different angles as possible. And secondly, because through her own personal journey of change, she knows first-hand how much energy is released when we create environments where we can all bring our best authentic selves to work. On the latter, she is fortunate to be able to speak at lectures or panel discussions time and time again.
The German Diversity Day takes place every year and is a initiative of Charta der Vielfalt e.V.. Companies and organizations across Germany participate with a wide range of online and offline activities on diversity – whether for their own employees or the general public. The aim is to bring diversity in all its dimensions into focus in the workplace. This year, the 9th German Diversity Day (#DDT21) will take place on May 18 and all actions will be collected digitally under the hashtag #VielfaltVerbindet. All further information about the day of action can be found on the website of Charta der Vielfalt e.V..
We are in!
We will guide you through our seven HOW TO guides for #DDT21 on our website and social media. The guides highlight social changes from a business perspective. They show options for action that put companies and organizations on the safe side while also taking into account the needs of employees. Gain insights into topics such as “Same-sex marriage” “The third gender option” or learn something about gender-inclusive language with our “Sprechen Sie LGBT*IQ” guide.
HOW TO – our lgbt*iq guides
HOW TO NO. 1 | GERMAN
Same-sex Marriage and What it Means for Businesses
Dear businesspeople and other interested parties, we would like to provide you below with a short guide regarding the changes you can expect in everyday business life as a result of marriage equality and how you can respond to them.
HOW TO NO. 2 | GERMAN & English
UN LGBTI Standards of Conduct for Business
A theoretical overview of the UN LGBTI Standards of Conduct for Business and practical suggestions for implementation in everyday business life.
HOW TO NO. 3 | GERMAN
Do You Speak LGBT*IQ?
Language is much more than just a way to express ourselves – it’s also a mirror to our society. It tells us who is truly considered a full member and who is only included as a footnote. If you want to know how everyone can be included linguistically, you will find practical everyday answers and examples in this guide.
HOW TO No. 4 | GERMAN & ENGLISH
LGBT*IQ FOR BEGINNERS. WHY DIVERSITY IN THE WORKPLACE PAYS OFF. A GUIDE FOR EMPLOYERS.
The perfect piece of reading for all employers who have understood that they will meet LGBT*IQ topics all over their company. A beginner’s guide from A as in acronym (what does LGBT*IQ actually mean?) to Z as in zero disturbances concerning personnel development. It will then be clear why the commitment to equal opportunities in the workplace is financially and culturally worthwhile and how diversity can materialize into minds and structures.
HOW TO No. 5 | GERMAN & ENGLISH
LGBT*IQ FOR EMPLOYEES. LGBT*IQ – AND YOU? COMING OUT FOR INSIDERS.
With this guide, we primarily address members of the LGBT*IQ community who wish to appear with their whole self in their everyday work. The guide provides answers to important questions and practical tips for coming out at the workplace.
HOW TO No. 6 | GERMAN & ENGLISH
ALLYSHIP. ALLIES AT WORK. A GUIDE FOR LGBT*IQ ALLIES IN EVERDAY WORKING LIFE
Anyone can be a LGBT*IQ ally anytime and anywhere – that is the ideal case! This guide is primarily aimed at the situation of employees. We show, where they can find other LGBT*IQ allies in their company and give them concrete recommendations for successful cooperation.
HOW TO No. 7 | german
THE THIRD OPTION AND ITS IMPLEMENTATION IN COMPANIES.
What does gender mean? What is the introduction of a third gender option all about? And what does it mean for employees and employers? In this guide, we have collected answers – as well as measures to implement the law in companies and create an open work culture.
Campaign #QueerAtWork for IDAHOBIT
The International Day against Homophobia, Bi-, Inter- and Transphobia (IDAHOBIT) has been celebrated annually on May 17 since 2005 to highlight discrimination against the LGBT*IQ community, to raise awareness of existing inequality structures and to take a united stand for diversity and tolerance. May 17 marks the day in 1990 when the WHO removed homosexuality from the diagnostic code for diseases. For this year’s IDAHOBIT, we are calling on all LGBTIQ employees, regardless of their company, to post a portrait photo on their social media channels with the hashtag #QueerAtWork.
How can i participate in the Campaign?
- Inform and approach LGBT*IQ people from your own network and beyond to make them aware of the campaign
- Create a portrait photo using the templates, whether printed out or digitally using a tablet. (Be sure to clarify in advance whether you may use the employer’s company logo along with the template. Instead, you can use the company name or use the template without company information.)
- Post your own campaign photo along with the statement on May 17 2021, 9:00 am (CEST) with the respective hashtags and taggings on whatever social media channels you use
All the information, including the statement and template for the action, can be found summarized here as a download.
Hashtags
#IDAHOBIT2021
#QueerAtWork
#ProutAtWork
#FlaggeFürVielfalt
#LGBT
#[Diversity-Hashtag of your company]
#[Diversity-Hashtag of your corporate network]
Taggings
PROUT AT WORK
Facebook: @PrOut@Work
Instagram: @proutatwork
LinkedIn: @PROUT AT WORK-Foundation
Twitter: @proutatwork
If applicable, own company
Position yourself and your company as a supporter of the campaign and call on employees and executives to participate. Use the campaign to effectively advocate against LGBT*IQ discrimination internally and externally. The campaign is based on an idea by Magenta Pride, Deutsche Telekom’s LGBT*IQ employee network, and is supported by it.
IDAHOBIT 2021
Facts
Studies show that workplace discrimination experiences are still part of everyday life for many LGBT*IQ people. The study “Inter in the Office?!” The work situation of inter* people in Germany under a differential perspective to (endo) LGBTQ+ people.”, published in 2020 by Prof. Dr. Dominic Frohn states that 37.7% of (endo) trans and/or non-binary people surveyed, approx. 30% of inter* respondents and approx. 20& of (endo* cis) LGB+ people directly experience workplace discrimination , in the form of e.g. job rejection, transfer or dismissal.
It’s not surprising, then, that according to a Boston Consulting Group survey (2018/19), 22% of respondents see coming out at work as a potential career risk. 42% would lie to their manager about their sexual orientation and/or gender identity. More background information and studies on LGBT*IQ (in the workplace).
Support
Discrimination against LGBTIQ people is evident at other levels of society besides the workplace. Deal with these issues and make yourself aware of existing inequality structures. Only by becoming aware of these structures and grievances can you actively contribute to their dismantling. The points mentioned here are only an excerpt and not a complete list of possibilities with which you can start your commitment for LGBTIQ equal opportunities and against homophobia, bi-, inter- and transphobia.
Blood Donation
Discrimination against LGBT*IQ people is evident at other levels of society besides the workplace. Deal with these issues and make yourself aware of existing inequality structures. Only by becoming aware of these structures one can actively contribute to their dismantling. The points mentioned here are only an excerpt and not a complete list of possibilities with which you can start your commitment for LGBT*IQ equal opportunities and against homophobia, bi-, inter*- and trans*phobia.
EU LGBT*IQ Freedom Zone
In 2020, some Polish municipalities and cities declared their region as so-called “LGBT-free zones”. The establishment of entire regions where, according to the signatories, no LGBT*IQ people live is a clear attack on lesbian, gay, bisexual, trans and inter* people. As a first step, the European Parliament has declared the EU as an “LGBTIQ Freedom Zone” to send a clear message against the homophobic rhetoric and sentiment against sexual minorities in Poland. Find out more about the current events in this regard.
Selbstbestimmungsgesetz
The currently valid “Transsexuellengesetz” (TSG) is deeply discriminatory and should be replaced by the self-determination law. “The parliamentary group Bündnis 90/Die Grünen has submitted a bill “for the repeal of the transsexual law and introduction of the self-determination law” (19/19755)”. On May 19, there is a discussion on this in the Bundestag, in which it will also come to the vote. You can currently still contact suitable deputies in this regard.
A basic Law for all
Demand the addition of Article 3 GG, because LGBT*IQ people are still not protected by Article 3 in the German Basic Law. Many people within the LGBT*IQ community experience discrimination, exclusion and hate violence. We feel that a protection by the Basic Law is indispensable and therefore PROUT AT WORK is one of the first signatories of the appeal “A Basic Law for All”. Sign also now the petition or contact your delegates.
Legal Equality for queer Families
Stand up for the rights of rainbow families. Compared to children of heterosexual couples, the second mother must first adopt her child to provide legal protection – even if the parents are married. For example, support the nodoption campaign, which opposes stepchild adoption among rainbow families and advocates for recognition of parenthood.
People from the LGBT*IQ Community
As part of Awareness Day, we asked people from the LGBT*IQ community which role models helped them come out and why. We also asked them what structural changes they would like to see for more LGBT*IQ equality.
Sandra Vollmer, Vorstand Finanzen und HR, 1&1 Mail & Media Applications SE
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Ich habe mich intensiv mit dem Outing v.a. anderer trans* Frauen beschäftigt. Sowohl im persönlichen Austausch mit anderen trans* Frauen, aber auch durch Recherche und das Studium vieler Biografien. Besonders bewegt haben mich die Lebenswege von Valerie Schnitzer (“Geheilte Seele – Befreites Ich”), die ich im Rahmen einer Lesung persönlich kennenlernen durfte, und natürlich die Geschichte von Anastasia Biefang, die als Führungskraft in der landläufig als „konservativ“ geltenden Bundeswehr ihre berufliche Transition erfolgreich vollzogen hatte. Wenn man es so will, war Anastasia für mich der Moment, wo ich mir sagte ‚Okay, Sie hat das klasse gemacht. Wenn das als Führungskraft in der Bundeswehr möglich ist, muss eine Transition in meinem Unternehmen für mich als Vorständin ebenfalls nicht unmöglich sein?‘ Und auch wenn ich am Ende die Kraft und den Mut für mein Outing aus ganz vielen unterschiedlichen Quellen geschöpft habe, war ihre Geschichte sicherlich eine davon!”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ-Chancengleichheit?
“Ich würde mir wünschen, dass noch mehr Entscheider_innen althergebrachte Rollenbilder und Vorurteile abbauen, und mit geistiger Offenheit Vielfalt als Chance verstehen. Chance deshalb, weil ich fest davon überzeugt bin, wenn alle Mitarbeiter_innen ihre Talente einbringen und entfalten können, entstehen vielfältige und neue Ideen. Außerdem trägt das zu einem komplexeren und umfangreicheren Verständnis der Kund_innen bei, zu denen auch die LGBT*IQ Community zählt. Und zu guter Letzt erhöht das die Attraktivität als Arbeitgeber_in. Um das zu erreichen Bedarf es klarer Zielvorgaben durch die Unternehmensführung / Aufsichtsgremien, und ein professionelles Diversity Management, das einen bunten Blumenstrauß an Maßnahmen treibt und Fortschritte in der operationalen Umsetzung misst. Tendenziell also eher ein Marathon als ein Sprint! Und gerade deshalb sind Initiativen wie der IDAHOBIT so wichtig. Sie geben Denkanstöße, zeigen Handlungsalternativen auf und schaffen im besten Fall den Nährboden für ein Veränderungsbewusstsein.”
Sonsoles Pérez Laporta, Unternehmenskommunikation, AUDI Planung GmbH
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Inspirierende Role Models haben zwei Merkmale: Wir können uns mit ihnen identifizieren und sie zeigen uns, was wir werden können: stark, mutig und sichtbar.”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ Chancengleichheit?
“Coaching und Mentoring-Programme für die LGBT*IQ-Community und Aufklärung für potentielle Allies. In der Diversität sind wir stark, wenn uns die Vielfalt und ihre Vorteile bewusst sind und gefördert werden.”
Thiago Machado, Global Senior Brand Manager, Beiersdorf
Which role models helped you coming out and why?
“Having peers and leaders openly out gave me the confidence to be myself and authentic at work – it gave me the confidence to be myself and keep working continuously to build a successful career. Having a role model made me realize I can be myself, that I can share about my personal life and take initiatives for a more inclusive environment. It does make a difference and I strongly believe that having people to look up to encourages me every day to do my best and be the example for the others around me.”
Which structural changes in the work environment aiming for equality of opportunities for the LGBT*IQ community do you wish for?
“First and foremost it is key that we integrate clear anti-discrimination guidelines into our HR policies and that we enforce these when we are made aware of behaviour that is not in line with these guidelines. Furthermore, every employer should offer similar benefits to same sex couples as they would to non-same-sex couples, that seems only fair to me! I also really believe in training to educate ALL our employees on Diversity & Inclusion, this plays a very important role for an inclusive and respectful environment. It gives the employees the opportunity to put themselves in the others’ shoes, respecting and valuing the diversity & inclusion. I wish for an environment where the workforce, globally, has the tools and information to understand that an inclusive workplace means more motivation, more productivity and more authenticity.
I wish that it is reflected not only in all internal touchpoints – recruitment & development, but also externally, positively impacting the society.”
Maik Brunkow, Employer Branding, KGMG Deutschland
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Mein erstes großes Coming Out hatte ich leider nicht selbst bestimmt, aber ich habe meine sexuelle Orientierung auch mit 13 schon nicht verleugnet. Das lag zum Teil auch an vielen verschiedenen Stars im Musikbusiness, die schon erfolgreich Out waren. Ganz explizit waren das der Keyboarder einer deutschen Rockpopband und der Gewinner des britischen Castingformats Pop Idol.
Als nicht binäre Person hatte ich nie ein richtiges Coming Out. Einzelne Freund*innen waren Teil des Prozesses, in dem mir klar geworden ist, dass die, die mir in meinem Leben in unterschiedlichen Situationen gesagt haben, ich wäre entweder zu männlich oder zu weiblich, einfach unrecht hatten. In dieser Zeit hat es sehr geholfen, dass ein genereller gesellschaftlicher Wandel stattfindet. Die vielen Menschen, die sich nicht mehr einem binären Geschlechtssystem einordnen wollen und das öffentlich zeigen, sind für mich unglaublich wichtig. Irgendwann habe ich dann einfach angefangen, in meine Profile reinzuschreiben, dass ich Pronomen ablehne, wenn sie nicht benötigt werden. Sehr hilfreich war es für mich aber auch, dass meine Führungskraft aus einem Praktikum, das ich mal gemacht habe, jetzt auch in ihren Online-Profilen stehen hatte, dass sie nun they/them Pronouns verwendet.”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ Chancengleichheit?
“Manchmal könnte man denken, wir wären schon am Ende der Gleichberechtigung angekommen. Ich glaube nicht, dass wir schon soweit sind. Auf gesellschaftlicher Ebene müssen wir unbedingt die rechtlichen Hürden für Geschlechtsangleichungen heruntersetzen und dringend die Stiefkindadoption für gleichgeschlechtliche Paare erleichtern. Am Arbeitsplatz folgen daraus für mich ganz konkrete Änderungen: es gibt in vielen Unternehmen immer noch keine Möglichkeit, Angaben zum Geschlecht mal eben zu ändern. Außerdem unterscheiden Policies zur Elternzeit und zur Rückkehr aus der Elternzeit noch häufig zwischen Männern und Frauen. Gleichgeschlechtliche Paare werden hier nur selten direkt angesprochen. Neben einem langfristigen Wandel von Unternehmenskulturen, sehe ich hier die größten Baustellen.”
Merve Aksoy, Schauspielerin
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Maren Kroymann, ihre selbstbewusste offene Art hat mir gezeigt wie selbstverständlich das ist und trotzdem eine erfolgreiche Schauspielerin sein kann. Ruby Rose, sie steht zu sich und ihrem Lifestyle, ihrem Style. Sie zeigt die „nackte“ Wahrheit. Sie engagiert sich für homosexuelle Rechte. Ich finde sie sehr mutig. Ich möchte auch andere inspirieren und unterstützen durch meine Sichtbarkeit beim Coming Out zu helfen.”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ Chancengleichheit?
” Ich wünsche mir besseren Schutz vor Diskriminierung. Firmen sollen Diversity-Trainings und geschlechtsneutrale Toiletten anbieten. In Jobbeschreibungen die neutrale/korrekt gegenderte Version wählen (also “Fachperson” statt Fachmann, oder Reinigungsfachkraft statt Putzfrau). Die Möglichkeit gerade für trans Personen, schon vor der öffentlichen Namensänderung den gewählte Namen im Betrieb/Mailadresse usw. zu verwenden. Eine interne Ansprechstelle, wo Diskriminierung (von Kund*innen oder Mitarbeitenden) gemeldet werden kann.”
Counseling
LesMigras
“LesMigraS is the anti-discrimination and anti-violence section of lesbian counseling Berlin e.V.”
Gladt e.v.
” GLADT is a self-organization of black and of color lesbians, gays, bisexuals, trans, inter and queer people in Berlin, which stands up against racism, sexism, trans* and homophobia, ableism and other forms of discrimination and offers a diverse range of counseling services.”
Antidiskriminierungsstelle des Bundes
“The counseling team with lawyers can inform you about your rights in a case of discrimination or sexual harassment, show you possibilities if and how you can enforce your rights, strive for an amicable conflict resolution and try to name experts close to your home.”
Bundesverband trans*
“The Bundesverband Trans* (BVT) sees itself as an association of individuals, groups, clubs, associations and initiatives at regional, state and national level, whose common endeavor is the commitment to gender diversity and self-determination and the commitment to human rights in terms of respect, recognition, equality, social participation and health of trans or persons not located in the binary gender system.”
Deutsche Gesellschaft für Transidentität und Intersexualität e.V.
“Die dgti hat sich zum Ziel gesetzt, die Akzeptanz von Transidenten innerhalb der Gesellschaft zu fördern und deren Stigmatisierung entgegenzuwirken. Sie soll Betroffene und Interessierte beraten und betreuen, sofern dies gewünscht wird. Ein wesentlicher Aspekt der Arbeit sollte die (Re-)Integration von Betroffenen in den Arbeitsprozess sein, um so der Gefahr des sozialen Abstiegs zu begegnen, der heutzutage noch mit dem sozialen Wechsel verbunden ist. Sie tritt für mehr Offenheit der eigenen Identität gegenüber ein und trägt der Vielfalt menschlichen Daseins Rechnung.”
We look forward to a successful campaign!
If you have any further questions, please do not hesitate to contact us.