How important are diversity and queer friendliness in your
company?

Detlev: The retail sector in general employs an above-average number of queer people, and it’s the same at IKEA. Based on global surveys, we assume a figure of 10 to 13%. This large figure alone places a special focus on our diversity and inclusion activities. Our credo: All people should be allowed to be who they are at IKEA – regardless of age, origin, gender, sexual or gender identity and physical or mental abilities.

What values characterize your day-to-day work and how are
they lived?

Detlev: The culture at IKEA is very much determined by our values. These have their origins in Sweden and characterize our interactions, our encounters with customers, applicants and suppliers.

What makes Leon and Chris role models and why exactly should
their perspectives be heard and seen?

Detlev: I thought it was a great idea not to focus on the usual faces from the upper echelons of management, but to give a voice to those who do and achieve so much for the queer community in the company, at queer fairs or other events. Leon and Chris are two of many colleagues who are passionately involved either locally in an IKEA store or as a member of the network management of our queer employee network.

Is there a special moment (or a joint project/current
collaboration) with them that you would like to tell us about?

Detlev: Chris almost single-handedly managed the operational side of our national participation in the CSDs in Berlin and Cologne and motivated our colleagues on the trucks with a passion for a colorful and diverse world. Leon is a big driver of diversity and inclusion for his IKEA store and brings a lot of ideas to the table.

As an established PROUT PERFORMER, what can you learn from
your colleagues? Perhaps especially from younger ones or from
those from completely different fields of activity? Where does
it make sense to work together (even more closely)?

Detlev: We learn a lot from each other. As a gay man in my mid-fifties, I’ve had different experiences in life than Chris and Leon. Their queer experiences are broader and not just focused on the “G” in LGBTQIA+. I’m always happy to learn more. And, of course, they are much more relaxed than I am about getting through nine hours on a CSD truck. Everyone contributes here with their possibilities and experiences – in the spirit of IKEA: “You do your part, we do our part, together we create a better world for the many people”.

What job do you currently do at IKEA and how long have you been with the company?

Christian: I’ve been with the company for almost exactly 15 years now. Since February as IKEA for Business Country Specialist. In this role, I work closely with various interfaces (e.g. Marketing or Customer Fulfillment, but also the local stores) and implement the business strategy and corporate goals together with my colleagues.

Leon: I am also celebrating a small anniversary. I’ve been on board for two years. I originally studied product design. I’m now working as a visual merchandiser (Communication and Interior Design), which is more or less my entry-level job. Roughly speaking, that means I’m partly responsible for making IKEA look like IKEA.

How do you experience being queer at work? Is it an issue that is
relevant in everyday life? If so, in what contexts/situations?

Christian: Our day-to-day work is characterized by diversity and values. I have the full support of my direct manager and our country management. I can’t pin it down to specific situations, as it’s completely normal for us to be who we want to be.

Leon: In fact, the topic is not that important to me. Our interactions are relaxed and friendly. The fact that everyone is on first-name terms, openly “shows their colors” and there is an open feedback culture helps a lot. Of course, colleagues ask questions from time to time. Not in an intrusive way, but out of genuine interest. But then you also have the opportunity to be an educator – I really like that.

Were/are there any challenges (in general/for you personally)
when it comes to “out at work”? How do you overcome them?

Christian: I dealt with the issue openly right from the start and therefore never experienced any rejection. However, not all colleagues seem to feel the same way. At an information event for allies, almost 10% of participants answered the question “Would your colleagues react positively if you introduced them to your (same-sex) partner?” with “No.” answered “No”. And half are afraid that they would be ostracized or ridiculed because of this. This is definitely a sign that we still have a lot of educational work ahead of us.

Leon: I think for many people, coming out internally is the hardest part. Before you come out, you first have to understand for yourself that you don’t need to be ashamed of things. In the end, in many cases you hold the key to your own cage in your own hands.

If there was one thing you could wish for in this context, what
would it be?

Christian: I would really like no one to have to justify or be ashamed of their own identity. Everyone should live the way they want to. Actually, I would also like us not to have to talk about such topics at all. It should be normal by now. Until it is, I will definitely continue to fight for it.

Leon: Every coming out helps to break with stereotypes. Of course, the decision to do so should be up to each individual. Queerness is super broad – a spectrum. And many parts of it are totally underrepresented. I hope we all have the courage to move freely along this spectrum and allow change.

How are you committed to queer issues at IKEA? What are you
particularly proud of?

Christian: I put my heart and soul into our Pride network and it makes me very proud to be able to show that we respect and value all people in their diversity. We try to create visibility for our issues and advocate for more tolerance and understanding in our dealings with one another. Since the network has been managed from the German head office, the local stores are increasingly following suit and setting up local diversity groups. This is a great development that we are naturally happy to support.

Leon: I can get straight to the point. After my first participation in the CSD, I really wanted to take the spirit back to Wuppertal and get involved in a local diversity group. The idea is great, but the implementation – i.e. founding and organizing it – is not that easy. The network – especially Detlev – gave us great support and helpful tips. From the next financial year, a local diversity group will actually be firmly anchored in every store.

Is there a special action/project/progress you would like to talk about?

Christian: What I am very pleased about is that we reactivated our Pride network last year. There are a lot more activities taking place again in our units on the topic of diversity in the workplace and we took part in the CSDs in Cologne and Berlin. There used to be a Pride group many years ago, but unfortunately the work “fell asleep” at some point. Now we’re back and louder than ever. With the start of our new financial year in September, I am part of the national management of our Pride network and already have lots of great ideas on how we can make the topic more visible and also get our customers involved.

What is important in the job so that queer (network) work can
succeed?

Christian: The mindset! And the support from our units and allies. We have over 22,000 employees in Germany alone. It’s not possible for just five people in a Pride network group to drive the issue forward and make it visible. We need allies who give us self-confidence and back us up.

Leon: Talk a lot and show genuine interest. Good and comprehensive communication is the be-all and end-all. This increases everyone’s chances of really being heard.

How important is it to be “out” at work? Is this equally possible
for all colleagues?

Leon: Every coming out – no matter where – makes the world a better place, ensures more visibility and is usually an incredibly great liberation for you too. Once you have come out internally and decide to do so externally, it is of course super important that the working environment also offers a safe space for diversity.

How important are role models in this context?

Leon: I myself could have benefited greatly from role models in the past. In fact, everyone seemed to know what was wrong with me before I knew it myself. As a child, I was always picked on because of this. Now my tactic is maximum transparency. The more open I am about my identity, the less of a target it is. At the same time, I am also very motivated to be a role model for others and to support people as a result. That gives me a lot in return.

Who or what has encouraged you on your path?

Christian: The question immediately brought tears to my eyes because it reminded me of my coming out to my mother and grandmother. My mother reacted pretty cool and asked me when we would finally go shopping together. It was a bit more difficult with my grandmother – she was very conservative about the subject (at the time). I was afraid to tell her and kept it a secret for many years. At some point, it came out by chance and I was very worried. I was all the more surprised and relieved when I was finally able to tell her and she sat on the couch knitting socks and said: “You’re my grandson, you always will be and I love you just the way you are.” From that moment on, I felt incredibly strong and had all the support I needed to go my own way with confidence.

Allyship: What makes a good ally?

Leon: Good allies listen and support. They look inwards and work on their own prejudices. In general, I think it’s very important for allies to be willing to learn and try to understand each other – and not just in a queer context. My best friends, for example, are PoC and unfortunately experience insults and discrimination time and again in everyday life. We all think it’s really nice when another person stands up for us (even if we’re not in the room ourselves, for example). But it’s just as nice when you can give something back.

Are you also active/engaged in queer contexts outside of work?

Leon: I engage in everyday conversations with friends and acquaintances. In my design degree, I wrote a thesis on binary-gendered product language that documents, exposes and criticizes the deliberate gendering of consumer goods. There are examples of this in everything from shampoo bottles to razors, sweets, teas, etc. – actually in every area. Even barbecue sausages and stationery were clearly ascribed to a binary gender by the product language and advertised exclusively for a single gender. I’m really glad that IKEA is making an effort to be neutral in this respect and refrains from stocking products only for men OR only for women. I also found it exciting that I was able to take part in “Verqueerte Identitäten” (a master’s thesis about the experiences of genderfluid people) and share my experiences and development as a non-binary person.

What are your plans/wishes/goals for the future? What are you looking forward to?

Christian: I am looking forward to the intensive networking work. I have a personal urge to get more involved, especially as certain groups are getting louder and louder. If the “right” is getting louder, so must we. My wish is that one day we will live in a society where everyone is happy and can simply be who they want to be!

Leon: I want even more visibility in the store. I want to get to know more perspectives, experience more “colorfulness” and, above all, learn more about other communities that I have had less contact with so far. Because that’s exactly how we can learn, develop and change.

Detlev, Christian and Leon, thank you very much for the
interview!

WHAT DOES IT MEAN FOR YOU AS SITE MANAGER FOR THE LUDWIGSHAFEN
SITE TO STAND UP FOR MORE QUEER DIVERSITY AND VISIBILITY?

Dr. Katja Scharpwinkel: In my role as site manager, it is my job to bring the team at the site together. With the challenges of the present and future, it is important that we are motivated and, above all, united in working towards our goals. This is only possible if no one has to struggle with reservations or artificial barriers. This applies not only in Ludwigshafen, but also in our private lives. An important step in breaking down reservations is exchanging ideas and getting to know each other. I want to help drive this forward – and I know that I am not alone in this, but have many committed people at my side – at BASF and in the PROUT AT WORK network.

WHAT DO YOU THINK OF THE STATEMENT THAT FROM NOW
ON MORE IMPORTANT ISSUES THAN QUEER DIVERSITY?

Dr. Katja Scharpwinkel: I think there is no point in weighing up issues that move and shape society against each other. We shouldn’t put climate protection and the necessary (energy) transformation on the back burner because of a pandemic or the wars in Ukraine and Gaza.

And so queer diversity remains as relevant as ever. For me, it also stands for tolerance, cohesion and humanity. These values are the basis of our coexistence in a democracy – we must protect them no matter what. Anything else would be a big step backwards for our society.

WHY IS IT A MATTER CLOSE TO YOUR HEART TO
SUPPORT QUEER DIVERSITY?

Dr. Katja Scharpwinkel: Like most people, I want to work in a company where I can be who I am. Only then can I be motivated and have fun, only then can and will I contribute my best. As long as we have not yet managed to create these conditions in the world of work and society for everyone, we will miss out on opportunities and not use our full potential. This is a situation that has been unacceptable not just since the skills shortage. That is why I am committed to diversity in both my private and professional life.

Dear Katja, thank you very much for the interview!

You were immediately willing to do a joint interview –
thank you again! Why is it a matter close to your heart or a
concern for you to support queer people in the workplace?

Matthias Burghardt: Supporting queer people in the workplace is crucial for me because it fosters a truly inclusive and respectful environment where every individual can thrive. By embracing diversity, we not only enrich our organizational culture but also drive innovation and creativity. It reflects a commitment to equality and human rights, ensuring that everyone, regardless of their sexual orientation or gender identity, has equal opportunities to succeed and contribute to our collective success.

Which initiatives regarding equal opportunities for queer
people in the workplace are you pursuing within your company?

Matthias Burghardt: We are committed to fostering equal opportunities for queer employees through a multifaceted approach. We are building a diverse workforce by actively recruiting from a wide range of backgrounds and promoting an inclusive environment where everyone can bring one’s true self to work. Our initiatives are centered around our close-knit Pride members and allies, creating a “secret sauce” where everyone finds community. We are also enhancing our external communications to reflect our commitment to LGBTQ+ inclusivity.

Which role do allies play in your organization and
how do you engage them in your LGBTQ+ initiatives?

Matthias Burghardt: Allies are incredibly important for the acceptance and inclusion of LGBTQ+ individuals. Especially allies who actively and strongly advocate for queer issues are essential for LGBTQ+ people to feel fully accepted at work. We understand the importance of an inclusive atmosphere among employees, achievable only by integrating the issue into our company culture. Allyship is more than just changing the company flag on LinkedIn or hosting an annual fair. Allies are an integral part of our Pride Community.

What motivated BCG Platinion to become a PROUT EMPLOYER
and what would you like to see in our cooperation?

Matthias Burghardt: Our motivation to become a PROUT EMPLOYER stems from a deep commitment to fostering an inclusive workplace that celebrates diversity and supports the LGBTQ+ community. We aim to lead by example, promoting equality and understanding. In our cooperation, we aspire to share best practices, innovate in diversity initiatives, and create a broader impact through community engagement, advocacy, and awareness programs. Together, we can build a more inclusive world where everyone is empowered to succeed.

What advice would you give to other companies
that have not yet discovered queer diversity for themselves?

Matthias Burghardt: Embrace queer diversity as an asset. It enriches your company culture, drives innovation, and appeals to a broader customer base. Start by creating a safe, inclusive environment where all voices are heard and valued. Invest in diversity training, support LGBTQ+ employee networks, and commit to equitable policies. Learning from and partnering with organizations like PROUT AT WORK can accelerate your journey. Diversity isn’t just right; it’s smart business. Don’t get left behind.

Dear Matthias Burghardt, thank you very much for the interview!

Sanofi’s global diversity strategy is called “all in”.
What does this slogan mean to you?

Dr. Theresa von Fugler: As the name suggests, for me “all in” is a positive term for the fact that people of every dimension of diversity can develop here. Sanofi’s employees in Germany are a reflection of society – people of different backgrounds, experiences, attitudes and skin colors work here. We want to be as diverse as the patients we serve.

The equal opportunities development of all employees is part of our corporate culture and a strategic success factor. Inclusion is not a minority program. We want a working environment in which everyone feels valued and supported without any form of discrimination.

Which initiative or action on equal opportunities for
queer people at Sanofi that particularly impressed you?

Dr. Theresa von Fugler: I was fascinated by the Sanofi truck at Christopher Street Day 2023. The passion and joy with which our team took part in the CSD inspired many people to be there too. Showing our colors on this day was a clear commitment to LGBT*IQ and “all in”. Miraculously, our LGBT*IQ network has since grown to include more members. For me, this is an important message – because diversity should have a positive connotation. It’s not for nothing that an expressive and colorful symbol – the rainbow – stands for the LGBT*IQ community worldwide.

In your opinion, what are the big issues and
challenges regarding queer diversity in the
coming years?

Dr. Theresa von Fugler: The area of tension associated with LGBT*IQ diversity is particularly challenging. This affects Sanofi just as much as society as a whole. On the one hand, it is important to encourage people to embrace their uniqueness, which above all requires acceptance and a matter of course. On the other hand, there are people who are bothered by measures to strengthen LGBT*IQ diversity – regardless of whether they come into direct or indirect contact with them. This reinforces the social tension.

What motivated Sanofi to become a PROUT EMPLOYER
and what would you like to see in our cooperation?

Dr. Theresa von Fugler: When we founded our internal LGBT*IQ network “PRIDE+ DE”, it was clear to us right from the start that we wanted to bring in external support and expertise. The aim at the start was to further develop the quality of the network’s work and growth. Every network has a learning curve right from the start. With a strong partner, we wanted to avoid initial mistakes and act strategically. It is also good to network across company boundaries in order to learn from each other and strengthen each other in our day-to-day work.

What advice would you give to other companies
who have not yet discovered queer diversity for themselves?

Dr. Theresa von Fugler: As a sponsor of the network, the LGBT*IQ community is particularly close to my heart. Neither at Sanofi nor in the rest of society can we do without diversity and talent of any sexual orientation, religion, age or origin. But only when opportunities are fairly distributed can talents develop their full potential. Diverse groups help to break down barriers in people’s minds and obstacles in everyday working life.

One thing is certain for me: surrounding ourselves with diverse and different people helps us all move forward, I’m sure of that.

Dear Dr. Theresa von Fugler, thank you very much
for the interview!

You were immediately ready for an interview
– thank you again for that!
Why is it important for you to support queer topics?

Raphael Otto: Diversity in all dimensions; gender, nationality, physical / mental ability or sexual orientation, just to name a few, is very close to my heart. I believe that as a society we benefit from different perspectives. I also believe that as an employer we have a responsibility when it comes to living and promoting our values. I am striving to live and promote the value of diversity in my direct area of responsibility, but do not shy away from supporting beyond that. So, when I was asked if I would be available as a sponsor to our LGBT* & Friends Community, I felt very honored and agreed immediately.

What initiative related to equal opportunities
for queer people was successful at Infineon?

Raphael Otto: In June, during Pride Month, Infineon participated in several pride parades (e.g. Munich) to show support and raise awareness for the LGBTQIA+ community, their history, culture and ongoing work for equal opportunities. The very positive feedback we received from our employees and external stakeholders has shown that our commitment is well received and motivates us to continue with our support for LGBTQIA+.

What are your wishes and goals in your role as sponsor
for the Infineon LGBT* & Friends community?

Raphael Otto: While the LGBT* & Friends Community already achieved a lot, we are still in the beginning of a journey here at Infineon. My wish is to support the community by providing advice, visibility and hands-on support during various activities and events. In particular I want to support the colleagues when addressing LGBTQIA+ inclusion globally. As we are a globally operating company, we face the reality of different levels of awareness and acceptance of LGBTQIA+ issues which can be challenging for our internal community. I hope I can help with that and advocate for them.

How do you react when people question
the importance of queer inclusion?

Raphael Otto: As for every dimension of diversity and inclusion I am typically trying to listen to the argumentation behind the reservation first. I will challenge the arguments highlighting the importance of diversity for successful teams and the need for all humans to feel a sense of belonging and acceptance in society and of course in the workplace. I make clear that everyone wants to be accepted as they are and that this is a human right which should not be questioned.

What motivated Infineon to become a PROUT EMPLOYER
and what would Infineon like to see in this cooperation?

Raphael Otto: At Infineon, we want to offer a workplace where everyone is accepted, feels a sense of belonging and can bring their authentic self to work. Participating in the PROUT EMPLOYER Program is a great chance for us to express our commitment to Diversity & Inclusion and to further increase our knowledge about how to support Infineon’s LGBTQIA+ members as a PROUT EMPLOYER. We are very happy about the cooperation with PROUT AT WORK, which will accompany us with their expertise to create the best Infineon for people of any sexual orientation, gender identity or gender expression.

Dear Raphael Otto,
thank you for the interview!