Once a month 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.
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GUEST OF THE DAY
© Vaughan Price
Vaughan Price
Partner at PwC
Founder and partner sponsor for Shine, the PwC LGBT+ network and member of the global PwC LGBT+ Partner Board
Ranked 7th on the TOP 100 OUT EXECUTIVES list 2020
After completing his mathematics degree, Vaughan started his career with PwC in London in 1985. After 6 years he moved to Munich as an FCA where he joined the PwC Germany partnership in 1998. He is an Assurance Inbound Leader at PwC Germany as well as Leader of the UK-German Business Network.
He is a founder and partner sponsor of the LGBT+ Network, as well as a member of the PwC Global LGBT+ Board and the regional committee of the British Chamber of Commerce in Germany. As part of a global mentoring programme, Vaughan mentors a young gay future leader based in Africa, supporting him through regular face-to-face and virtual meetings to help him develop at this critical stage in his career.
He speaks at numerous events and participates in panel discussions at companies as well as LGBT+ organisations, thereby promoting the visibility of LGBT+ issues in the workplace and establishing LGBT+ inclusivity as an inherent part of corporate culture.
Who is your LGBT*IQ Role Model? Nominations via our new website are open now! Find out more additional info about our new project.
Once a month 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.
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Guest of the day
Nick Mott
Senior Adviser at Dentons; Chair Dentons Global LGBT+ network
100 OUTstanding LGBT+ Executives Role Model Lists 2018 and 2019
Nick has been at global law firm Dentons for many years, most recently as Assistant General Counsel (Partner). Between 2014 to 2019 he was also Diversity and Inclusion Partner in the UK during which he significantly raised the visibility and importance of Inclusion and Diversity within the Firm. He co-founded Dentons UK LGBT, Black Professionals and Asian Professionals (Fusion) networks, and was an early promoter of the concept of intersectionality . He also set up, and continues to chair, Dentons Global LGBT+ network which connects Dentons LGBT+ staff and their allies across its many regions, and raises awareness in a variety of ways, including an annual Dentons Global Pride Day. A passionate supporter of trans* colleagues, Nick instituted Dentons’ UK transitioning policies and related training, and has promoted greater staff awareness of trans* issues. During Nick’s tenure as D&I partner, Dentons UK was listed as a Stonewall Top 100 Employer for 4 years running. Dentons is also recognised as a Stonewall Top Global Employer 2020.
Externally Nick supports a number of LGBT+ charities including Diversity Role Models (which supports schools and pupils with LGBT+ awareness and bullying prevention) and is a volunteer with Opening Doors London as part of their tele-friending service for older LGBT+ people.
Nick retired from the partnership in 2020 and is now a senior global adviser to Dentons, advising on LGBT+ issues and awareness. He was proud to be named in the 100 OUTstanding LGBT+ Executives Role Model in 2018 and 2019.
Recommended reading: PROUT EYMPLOYER EY published an update to the ‘Making it real’ guide first published in 2016 – including an overview of the drivers of diversity & inclusion engagement in global companies, and recommended actions for practical LGBT*IQ equal opportunities in the workplace.
As part of this publication, EY also published a paper on the situation of the LGBT*IQ community in the context of COVID-19, addressing how the events of 2020 will impact diversity & inclusion concepts and plans.
Diversity-conscious work is a cross-sectional sociopolitical task and should be a matter of course – also in foundations. The handout “DiversitätMachtWirkung – Schritt für mehr Diversität” shows how this can be achieved, with insights into various foundations, practical advice and reading tips. Also: tips for discrimination-free recruiting from our board member Albert Kehrer!
The Diversity Handout is available for download now.
The Frankfurt University of Applied Sciences recently published a study on the situation of lesbian women in the workplace under the direction of Professor Dr. Regine Graml and with the collaboration of Prof. Dr. Tobias Hagen and Prof. Dr. Yvonne Ziegler. It discusses the intersection of homophobia and sexism and sheds light on the situation of working lesbian women in Germany in the application process and in working life.
The results of the study as well as recommendations for action for companies to eliminate discrimination were compiled in the brochure published by the Frankfurt University of Applied Sciences, the Bundesstiftung Magnus Hirschfeld, Wirtschaftsweiber e.V. and the PROUT AT WORK-Foundation.
You can now download thee study as a PDF and also order a printed copy. Both versions are only available in German.
Speaker
Speeches
Acceptance not tolerance
Dr. Sabine Nikolaus,
Country Managing Director Germany,
Boehringer Ingelheim
“We at Boehringer Ingelheim support a culture of inclusion, diversity and appreciation, where people’s differences are valued and respected. We want our people to feel comfortable, so that they can unfold their full innovative power.”
Let’s talk about intersectionality, baby – A personal report
“There is no such thing as single-issue struggle, because we do not live single-issue lives”, says Audres Lorde and is absolutely right. The lines of life are different and varied and no dimension of diversity stands on its own. What does multiple discrimination mean in everyday life and why can privileges and oppression not be offset? A report from a quota refugee.
Nikita Baranov,
Executive Assistant to CHRO,
METRO AG
“For me, intersectionality is a description of the reality I live in, a concept that has never been a concept in my life. But it clearly shows me, that forms of discrimination never stand on their own and if we do not see them, we can not solve them.”
for more togetherness during covid-19
Piotr Specht,
Global Junior Brand Manager,
Beiersdorf AG
“We want to be there for everyone, anytime – especially during this challenging time. This is true externally with our brand NIVEA and also true internally with our network Be You. During Covid-19 being there for everyone has become more difficult, this is why we implemented an online and offline pride week #PRIDEINSIDE in order to show We are here for you, no matter who you are and who you love.”
The DIVA Survey: LGBTQI Women’s Insight 2020
As part of the first ever Lesbian Visibility Week, DIVA Media Group teamed up with Kantar to bring you The DIVA Survey: LGBTQI Women’s Insight 2020. The results of this brand new piece of research capture the diversity of our community, highlight the unique challenges we face as women-loving women and shine a light on an often under-researched group.
Sophia Papadopoulos,
Business Analyst and Global Head,
Pride@Kantar
“There were many really interesting findings within the research: Firstly, the disparity of visibility in the LGBTQI community. Secondly, the differences across age in terms of the language we use and the age at which people come out and thirdly, the experiences of LGBTQI parents and their children.”
Margot Slattery,
Global Chief Diversity & Inclusion Officer,
Sodexo Group
“The different diversity dimensions of Diversity and Inclusion at Sodexo mean so much to all of us at the company, they represent our heart and the people who are the core of our organisation and all of our different traits, background and abilities. They help us to understand who we are and what we need to do ongoing to be sure people feel they are included and belong.”
Panel: Intersectionality
Moderation: Yara HOffmann
Emilia Roig,
Founder & Executive Director
of the Center for Intersectional Justice (CIJ)
“Intersectionality is not an option, it is the only solution to overcome oppression and eradicate social inequality. Intersectionality is easy to implement: it means fighting discrimination within discrimination, making inequalities within inequalities visible, and empowering minorities within minorities”.
Blu Doppe,
Education consultant, anti-discrimination and diversity trainer and trainer for the theatre of the oppressed
“To incorporate intersectional and queer_feminist perspectives into my work means for me: I am always learning new things and I am constantly changing and questioning my perspectives.”
Tsepo Bollwinkel,
Trainer and Activist
“I fight for the perception and centering of human rights, needs and demands of people pushed to the fringes by our society. In my professional, I focus on, racism, sexism, classicism, heteronormativity, bisexuality and north/south hierarchies in inequality and injustice Marginalized. The intersectional view of the entanglement of inequalities both in biographies and in social structures is particularly important to me.”
Louis Tongbong-Thomson,
Senior Associate Diversity & Inclusion,
PwC Deutschland GmbH WPG
“With D&I, it ultimately depends on inclusion – acceptance and the respectful and successful coexistence of the various components of a given group of people or organization. Reaching this goal is not a sure-fire success, so people should deal with the peculiarities of these different groups of people, get to know them, understand and act accordingly. Otherwise there is a risk of splitting what should unite us, which would endanger us in the long term.”
Janis McDavid
“I want to live in a world, in which features that distinguish us do not lead to discrimination. In other words, in which it does not matter how we look, where we come from and what prerequisites we have. Here, I see the concepts of intersectionality and personal responsibility as central to standing up for this vision.”
Panel: inclusive language
Moderation: Yara HOffmann
Emily Scholle,
Diversity & Inclusion Program Managerin,
IBM
“Together with a project group of dedicated volunteers I worked on a guide for inclusive language. In this way, we are covering many perspectives and involving the employees to whom we are giving these recommendations from the very beginning. The current focus of the guide is on the topic of gender-sensitive language, further aspects such as racism and disability will follow step by step.”
Olaf Guttzeit,
Head of CoE Life Balance & Disability,
Boehringer Ingelheim
“Language changes culture and culture affects language. In my case, the use of inclusive language has raised my awareness on how I communicate. I do make a more conscious effort in order to avoiding the exclusion by my communication. This also includes the topic of barrier free communication, for example for people with (dis)abilities.”
Hatice Akyün,
Journalist
“There is a turkish saying: “The tongue is sharper than a sword.” I am very aware of this, when I write my texts and columns. What effect do my words have on my counterpart? Am I at eye level? What is my intention? I ask myself these questions as a journalist.”
Linda Gondorf,
Head of Content OTTO Corporate Communication OTTOCOMS, Co-Founder & Co-Project Manager of the OTTO-Team “Gendergerechte Sprache”
“In society and in some companies we are on the right track to a fair language that includes everyone. At OTTO, we are pushing the issue of gender language forward, because for us it is not just a * or a fashionable. Gender-appropriate language includes everyone and doesn’t exclude anyone.”
Panel: queer representation in the media
Moderation: Tobias Reckmann
Christine Epler,
Head of HR-Strategy, Innovation & Diversity,
Deutsche Bahn AG
“For me, it is elementary to anchor diversity both top-down and bottom-up and to pursue a strategic and cultural approach. That is why diversity is also part of the approach of our HR director and is taken into account in all measures and decisions – eg. succession planning and talent management. It is also important to me, that our employees can actively contribute and receive support – this happens as part of DB’s internal diversity initiatives, but also through cooperation with external networks.”
Matthias Wesselmann,
Vorstand,
fischerAppelt AG
“Stereotypes simplify marketing. Good, non-discriminatory marketing is much more demanding. You always have to work a little harder and think more intensively.”
Felicia Mutterer,
Co-Founder & Managing Director,
Achtung! Broadcast GmbH
“Stereotypes are antagonists of diversity, but (unfortunately) human. We can all catch ourselves pigeonholing people according to our own rules – it’s just so beautifully simple. What helps: Reflection – break the stereotype – we have to rethink our own patterns.”
Ingo Bertram,
Pressesprecher & Co-Founder MORE*,
OTTO GmbH & Co KG
“Those who use clichés over the long term, contribute to the solidification of social prejudices. And yet we shouldn’t always take everything so seriously – and sometimes be able to laugh at ourselves. Stereotypes and diversity do not have to be mutually exclusive. It is more a question of dosage and packaging.”
Panel: breaking the glass ceiling
Moderatorin: Dr. Eva Voss
Eva Kreienkamp,
Vorstandsvorsitzende der Berliner Verkehrsbetriebe (BVG)
“Grundlage für mein Handeln ist den eigenen Weg zu finden, als Mathematikerin, CEO, Mobilitätsexpertin und Genderaktivistin. Und diesen Weg finde ich, weil ich Wegbegleiter*innen hatte und habe, die mich dabei ermutigen und unterstützen.”
Ana-Christina Grohnert,
Vorstandsvorsitzende des Charta der Vielfalt e. V.
„Hinterfragt und brecht gesellschaftliche Rollenbilder und Denkmuster. Seid unbequem. Überzeugt Allies. Nur so können wir die gläserne Decke durchbrechen und Chancengleichheit erreichen.“
Angela Matthes,
CEO,
Baloise Life (Liechtenstein) AG
“To break the glass ceiling long-term and sustainably, we all need to work on our conscious and unconscious biases.”
Mena Mokammel,
Assistant Manager,
KPMG
“Bleib wie du bist! Wir Frauen müssen uns nicht verstellen oder besonders maskulin sein, um Erfolg zu haben. Wir können unsere Stärken zu unserem Vorteil nutzen und mit emphatischem Führungsstil Teams leiten und diese zu Glanzleistungen bringen.”
Claudia Feiner,
Project Manager Esports Community,
Porsche AG
“Sich für Diversity einzusetzen war schon immer People Business. Ich stelle immer wieder fest, dass es zuerst um Verbindung und den Menschen im eigentlichen Sinne geht und es erst die persönliche Ebene benötigt, bevor es um Arbeitsthemen gehen kann. Ich sehe wie Projekte in der Praxis ins Stocken geraten, weil dieser Punkt nicht genügend beachtet wird. Kluge Digitalisierung kann uns hlefen, für unsere Anliegen jeweils Verbündete zu finden, Netzwerke aufzubauen und zu pflegen. Uns verbindet mehr als uns trennt.”
talk: LGBT*IQ and racism
Lorenz Narku Laing,
CEO,
Vielfaltsprojekte
“It is perfectly clear that measures in the fight against discrimination always benefit those affected by different realities. The fight against heterosexism cannot be thought without also fighting against racism. Furthermore, it is important that both, in the racism-affected communities and in the LGBTQI * community consciously think about blind spots.”
Breakout Sessions
The power of collaboration
Employee networks play an important role in inclusion. While each network has its own specific goals and interests in mind, the networks can achieve even more impact in the company through further networking and selective cooperation, when it comes to diversity and inclusion. Interactively, we investigate the advantages of networking networks, how this networking can succeed and which best practices exist.
Patricia Heufers,
D&I Managerin,
EY
“All diversity dimensions have to be thought together, because only then we can achieve real inclusion. Through the cooperation of LGBT+ networks and women’s networks, the D&I agenda can be pushed forward together, for example.”
Bernd Krajnik,
Leader Strategic Initiatives,
EY Strategy and Transactions EMEIA
“Women as well as LGBTI need others to put their ambitions into action and to bring diversity & inclusion forward. It is perfectly obvious that we have to support each other as allies, also because a part of the LGBTI Community are women.”
the Dimensions of diversity and stereotypes in diversity communication
Communication on diversity, especially imagery, often solidifies stereotypes that we actually want to break down. The disabled person is shown in a wheelchair, people with an international background by people of color. There are also classic stereotypes for queer people. How can we communicate about diversity in a sensitive and inclusive manner without resorting to the visible (and often wrong) dimensions? How do you achieve good diversity communication that appeals to everyone?
Antonia Wadé,
Diversity Management,
AUDI AG
“The diversity dimensions are both cure and necessity at the same time. We need them for a KPI-driven diversity management. At the same time, we must not make the mistake of reducing the desired “mindset diversity” to measurable and comprehensible dimensions. Because what the dimensions do not show is inclusion.”
Innovation is driven by Diversity – how can we drive Inclusion?
Diversity is the Mix. Inclusion is making the Mix work. But how can we create a culture of inclusion?
In our workshop, we would like to exchange best practises with the participants and generate new ideas. How can Diversity Networks/Employee Ressource Groups work together? How do we bring the dimensions together? How do we manage to see employees as individuals with all their facets? What can individuals contribute?
Denise Hottmann,
Head of Diversity & Inclusion Germany,
Boehringer Ingelheim
“Ultimately, it is important that we see and value our employees as individuals. In all their facets, not just in one. Therefore, we at Boehringer Ingelheim focus on a culture of inclusion that let people be themselves.”
Big Impact Initiative Award:
METRO Pride
At first glance, the topic has nothing to do with the workplace, but if you look closely, you will find a labor law perspective. It’s about reducing discrimination against gays, or more specifically, against men who have sex with men. Gay, bisexual men and trans* people currently have to comply with a 12-month deferral period, if they want to donate blood. Specifically, this means that they must suspend their love lives for a year in order to donate much-needed blood. In many other countries, this deferral period is only three or four months. This discrimination led the network’s company to stop blood donations on its own campus in protest of the current deferral period. In addition, the network has campaigned for a change to be made to the underlying legal regulation. On the initiative of the network to be awarded, PROUT AT WORK, together with 12 other companies from German industry, then published the position paper on blood donations on April 17, 2020 and sent it to political and medical decision-makers.
With this initiative, the network to be honored has both challenged internal standards and made a significant impact on society as a whole.
Rising Star Award:
Be You @ Beiersdorf
The network was able to attract 20 active networkers and 200 allies with its launch campaign. Internally, Be You @ Beiersdorf works intensively on diversity workshops and is thus committed to an open culture. One of the network’s greatest achievements this year was certainly the Pride Season campaign: under the hashtag PRIDEINSIDE, the Rainbow Bulli was used locally in Hamburg to raise awareness and educate people on the streets. Nationally, the prominently marketed Rainbow cans of the Group’s best-known brand caused a stir in stores. In addition, the campaign, which grew out of the company’s internal LGBT*IQ network, was linked to an education project. Information flyers were displayed next to each display in the stores, explaining what the company is doing as part of its corporate social responsibility: financial support was provided for Olivia Jones’ ‘Olivia macht Schule’ project, which raises awareness of LGBT*IQ issues in schools.
Global Leader Award:
GABLE @ Procter & Gamble
Founded in the 1990s, it has since been campaigning for LGBT*IQ equal opportunities internally, externally and, above all, internationally. In impressive short reports, for example, it tells the story of the beginnings and progress of LGBT*IQ commitment in the company and also the history of the network itself, together with the BBC. The network is active in 43 countries with 5,000 networkers, shaping LGBT*IQ diversity across the company. Internally, there are educational trainings on LGBT*IQ, the company celebrates its own diversity & inclusion culture and also informs the general workforce about the LGBT*IQ network in order to recruit further committed people. In employee surveys, the company wants to find out directly from LGBT*IQ employees how they feel about their own sense of acceptance and how open the company is about sexual orientation and identity. The company is also visible externally on diversity issues. From commercials on gender biases to LGBT*IQ oriented marketing campaigns, the company cooperates with various LGBT*IQ NGOs to achieve equal opportunities for LGBT*IQ people around the globe.
Our new team members: Sandra Stadler, Frauke Becker and Philipp Rossi. Read more about our new employees.