BIG IMPACT INITIATIVE AWARD:
queerbw
QueerBw was heavily engaged in the rehabilitation of homosexual soldiers. After §175 was deleted from the penal code in 1994 and homosexuality was thus completely decriminalised under German law, homosexuality nevertheless remained an aptitude criterion for the Bundeswehr until the year 2000. Those affected were excluded from service from the outset or had to put up with demotions and dismissals if they did not conceal their sexual orientation or were outed. A good 20 years later, under the enormous influence of QueerBw, the draft law for the SoldRehaHomG (‘Law for the Rehabilitation of Soldiers Discriminated Against in Service Law because of Consensual Homosexual Acts, because of their Homosexual Orientation or because of their Gender Identity’) was implemented into law. This will both overturn past judgements and compensate the persons affected, as well as in the case of discrimination under service law, for example through transfer to lower positions. The network supported the process towards the law through content-related work, networking with politicians and numerous campaigns that raise awareness of the issue.
RISING STAR AWARD:
LGBT*IQ & Friends @ rwe
The still young network has already been able to establish a wide range of offers in terms of education, counselling and public relations. For example, the network promoted the publication of a trans* guideline that accompanies employees in transition as well as managers and colleagues. Particularly noteworthy is the broad support from all areas and levels of the group, from pit workers to the board level.
GLOBAL LEADER NETWORK AWARD:
Encompass Pride
ABB’s Encompass Pride has almost 800 members worldwide. During Pride Month 2021, the network initiated around 25 events worldwide, reaching thousands of employees. Internally, the network focuses on raising awareness, for example through unconscious bias training and an Ally Guide translated into six languages. Also present in heteronormative countries, the network combines locally tailored approaches with global goals.
sustainability AWARD:
proud heroes
The actions of Proud Heroes impress with their consistent orientation towards the needs of queer employees – on the basis of annual surveys. The network also knows how to anchor the implemented measures in all levels and processes of the company and thus create binding guidelines, for example on transitions, discrimination or secondments abroad. This paves the way for long-term and sustainable change towards LGBT*IQ equal opportunities in the workplace.
Media Partner for the LGBT*IQ Awards 2021
Coming Out Day is held annually on October 11. Launched in the USA in 1988, Coming Out Day aims to encourage people to come out, to make the LGBT*IQ community visible and to reduce prejudice.
Coming out is an identity process: it is about self-knowledge, acceptance of one’s own person, and having the courage to tell others. That’s why affected people often spend years thinking about how and when to come out. Uncertainty and fear play a big role – of the reaction of the family, of conflicts with close people, of the reaction of superiors and colleagues, often accompanied by the fear of a career break. With a coming out, affected persons therefore give a great leap of faith, which must be protected. Knowing well that parents, managers and colleagues may also have to go through a process (contradictory feelings, worries, acceptance) – they should nevertheless be strengthened right at the beginning. Communication is therefore very important: How everyone can support well, which questions should be given space (and which should be avoided), we illuminated in a joint panel discussion with our PROUT EMPLOYER Commerzbank AG.
This event took place in German. The recording of the panel discussion can be found here:
The panelists:
“The relationship between siblings is a special one and, for me, one of the most important in the family that doesn’t stop with adulthood. For example, I was the first contact person, at least in front of my parents, when my brother came out about 20 years ago. At the time, I was overwhelmed and asked questions like, “Are you sure?”. Yet it was I myself who was unsure and felt helpless. Today, I want to create trust through education and I’m really looking forward to this exchange.”
Sofia Strabis, Head of Diversity & Inclusion, Commerzbank AG
“Since my coming out, I have been open about the subject. I feel responsible for my children in particular. After all, how are they and others supposed to deal with it as a matter of course if I don’t do it myself? You can only break down prejudices if you get into a conversation. With my voluntary commitment as ARCO spokesperson and as a board member of LSVD Saxony, I therefore want to ensure visibility and also encourage others.”
Sabine Schanzmann-Wey, Regional Press Officer and ARCO Spokesperson, Commerzbank AG, Member of the Board of LSVD Sachsen e.V.
“When my daughter told us she was a lesbian in 2006, when she was twelve, I was, to be honest, a bit taken aback. Because until then I hadn’t really been aware of the queer world. This was an impetus to deal with the topic. Today, based on my own experiences as a father and also as a manager, I want to support, raise awareness and advocate for an open and tolerant work environment.”
Paul Fillmore, Divisional Board Group Risk Control, Commerzbank AG
“I know from my own personal experiences how difficult but also important it is to come out in private and at work. We all, friends, family, parents and colleagues, contribute a great deal to an open culture in society and at work. Our common goal should be that everyone who wants to come out can do so – without experiencing any disadvantages or exclusion.”
Dr. Jean-Luc Vey, Executive Board, PROUT AT WORK-Foundation
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.