Role Models

I grew up in a very Catholic Filipino family. Being a lesbian was not an option for us – on the contrary, my parents considered it a “punishment from God”.

On my way to coming out, there were a few role models in my life, starting with this one girl in high school during my exchange year in New Jersey. She played on my basketball team, was openly lesbian … and didn’t make a big deal about it. I always admired her strength and courage. She was an inspiration to me.

My older brother is gay, and I came out a few years after him. After my brother came out, my parents moved from Germany to California. I was 17 at the time, preparing for my final exams, had my circle of friends here, and decided to stay in Bonn.

Six years later, I told my father that I was in a very happy relationship with a woman. His response was: “This is God’s way of punishing me.” I was very disappointed with his reaction.

When I got married, my parents didn’t come. Only when we had our two daughters my parents resumed contact. A few years later, my then wife Mareike and I decided to separate but continue to be good parents. Living with my new wife and explaining this to my parents felt to them like my second coming out, which destroyed their ideal world. Fortunately, this time it didn’t take 10 years for them to accept my decision.

Today, my parents get along very well with my brother’s and my partners. My wife Mina, the children and I live in Hamburg and have close contact with my ex-wife. I think it’s great to see what kind of development my traditional parents have made in the last few years.

Many people have helped me on my way to coming out. For example, my ex-wife Mareike, who taught me to be self-confident. She encouraged me to speak my mind and fight for things I believe in. My wife Mina, who encourages me to do all the things I truly believe in and loves me for who I am. My children who inspire me every day. It is important to speak your mind and be a role model for young people. I want the next generation to be even more progressive when it comes to diversity and inclusion.

My company allows me to be who I am. That influences my work. I couldn’t work for a company that forces me to hide who I am. Authenticity is the key.

Dear Jannette, Thank you very much for YourStory!

MY LATE COMING OUT AS A TRANS* WOMAN…

At the age of 5, I noticed for the first time that “something was wrong” with me, when I was filled with a bright feeling of joy at being mistaken for a girl – at the same time I was confused and ashamed about it. Never would I have wanted to talk about it to anyone, just as I would never have wanted to talk about how beautiful I thought it was to secretly wear my mother’s wedding dress in the attic. Other hidden feminine preferences developed, at the same time combined with a strong aversion to male-typical behavior. I steadfastly refused to wear suits or ties or to undress in front of other boys in the locker room during sports. On the other hand, I wanted to be accepted and not ridiculed.

Girls always fascinated me – I admired them, wanted to be like them and fell in love with them. I found the love of my life at 19, to whom I am still married and have 3 wonderful children. Unfortunately, my attempt to tell about my inner feelings was brusquely dismissed by my then girlfriend and so I remained alone with my hidden feelings and the female parallel world that was building up inside me for decades.

When I saw a documentary about a trans* woman on television for the first time in the 90s, I was gripped by defensiveness, fascination and insatiable longing in equal measure. It was clear to me that a mirror was being held up to me. On the other hand, I felt inner resistance, because I saw the consequences and dangers if I gave in to my desires. So I imposed a ban on gathering information on myself, which I kept up for more than 20 years, until the topic of transgender became so present in the media that I gave in and began an Internet search, which confirmed my suspected self-diagnosis of “transident” after a very short time.

After that my thoughts circled only around my transsexuality and I understood that there was no way around my coming out. Starting with my wife and my children, I opened up to friends and a few good colleagues and was very surprised about the largely positive reactions and support offered, as the stories on the Internet were mostly characterized by personal disasters. This also applied to the professional life, where I was not aware of a single comparable case at my employer RWE, which caused me particular anxiety. So I firmly expected to lose my professional and human reputation as well as to be ostracized and ridiculed in this male-dominated, at that time (as I thought at least) quite conservative company.

But things turned out quite differently. First of all, I ran into an open door in the Diversity department when I asked them for support for my plans to make the transition to becoming a woman at work. Finally, someone at RWE was openly admitting to being transgender by name and face, I was told, and together we worked out a plan for coming out at work, for which I gained support all the way up to the Executive Board. After personally informing a few colleagues and superiors in advance, with whom I had a special relationship, our board of directors sent an e-mail to its managers during my vacation, who in turn distributed it to their employees.

To my delight, I received warm and supportive messages while still on vacation, so that my worries about the reactions of my colleagues melted away like snow in the sun! Numerous other outing conversations followed with people who were personally important to me and with whom I placed particular value on them understanding my story and accompanying me on my journey! However, it should also be mentioned that I lost some friends who did not want to follow my transformation, but in their place I was able to meet wonderful new people.

At RWE, we got in touch with another trans* woman, a gay colleague joined us and we founded the LGBTIQ & Friends Network at RWE, which now has 225 members. In addition to warm friendship, we are now united by the goal of making it easier for other members of the LGBTIQ community to come out at work. To this end, we provide assistance and advice and are in close contact with other companies and LGBT*IQ networks in Germany.

Dear Manuela, Thank you very much for YourStory!

IDAHOBIT 2022

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)”.

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.

MyStory

We collect stories that move, entertain, inspire. Read our first four stories today and look forward to many more!

Counseling

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

Dr. Gesa Heinrichs
Director – Campus Management & Corporate Procurement, 5th place OUT EXECUTIVES 2019

Dr. Gesa Heinrichs is the epitome of an Out Executive! She has been with OTTO for more than 20 years and is involved in a wide range of activities in addition to her management positions. After studying and earning her doctorate in Munich and Hamburg, Gesa brought versatile knowledge from theater and education sciences to the business world.

In 2000, she began her journey at OTTO, which has since led her to the position of “Director – Campus Management & Corporate Procurement”. At OTTO, she was also a founding member of the “Power of Diversity” initiative, is still involved in the resulting LGBT*IQ network “more” today and always stands for open (corporate) culture.

HOW CAN I PARTICIPATE IN THE campaign?

• Inform lesbian people from your own network and beyond to make them aware of the action.
• Create a portrait photo using the templates, whether printed or digitally with the tablet. You are also welcome to use the template in grayscale, for example. (Make sure to clarify in advance whether you are allowed to use the employer’s company logo together with the template. Instead, you can use the company name or use the template without the company name).
• Post your own campaign photo on 26.04. 2022 from 10:00 am with the respective hashtags and taggings on the social media channels you use

Position yourself and your company as a supporter of the campaign and for lesbian visibility and call on employees to participate.
The campaign was initiated jointly by the PROUT AT WORK-Foundation and LGBT*IQ business networks. The Lesbian and Gay Association (LSVD) and Wirtschaftsweiber e.V. support the campaign.

Points of contact and donation options

Many people need immediate help in the current situation. That is why we have listed various donation options here. The list does not claim to be complete. Rather, it represents an excerpt that can be constantly supplemented.

Munich Kyiv Queer / Queere Nothilfe Ukraine

“The contact group Munich Kyiv Queer, formed in 2012 after the CSD in Munich, specifically advocates for the human rights of homo-, bi-, trans* and inter* people in Ukraine. The twinning between Kyiv and Munich is the basis for this.”

“Queere Nothilfe Ukraine is an association of representatives of various organizations from the LGBT*IQ community in Germany. We are in close contact with the human rights organizations on the ground, which use funds for the urgently needed care or evacuation of queer people. Every donation helps and is 100% earmarked.”

With their fundraiser they support activists who need money for transport, accommodation and food until they have found a safe place.

Quarteera e.V.

Quarteera e. V. is an association of Russian-speaking LGBT*IQ in Germany. With their donation campaign, the necessary funds for food, clothing, fees for legal aid, language courses for LGBT*IQ, will be financed.

Kharkiv Pride

KharkivPride is the largest LGBT*IQ Pride organizer in Ukraine, along with KyivPride, which created the event for the protection, equal rights and opportunities of LGBT*IQ people.

#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.

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