Nominate your Role Model here!

Please note that the nomination form is only available in German.


Daily business: out and prout?

70% of out graduates go back in the closet when they start their professional career.
30% of LGBT*IQ employees are not out at work.
79% experience daily discrimination at the workplace.

Germany needs visible LGBT*IQ role models that promote equal opportunities at the workplace: They give young LGBT*IQs the necessary confidence to be prout in their working life and the certainty that coming out at the workplace is not an obstacle for a successful career..

Lead by example:

PROUT PERFORMER makes role models visible, who make a substantial contribution for equal opportunities of lesbian, gay, bisexual, trans*, intersexual and queer persons at work.
PROUT PERFORMERS show that a successful career at work is possible regardless of sexual orientation, gender identity or gender expression.

The project is a continuation of Germany’s Top 100 OUT Executive List: With more differentiated categories, a modified list structure and more transparency PROUT PERFORMER expands the visibility of LGBT*IQ in Germany.

How can people change their minds about us if they don’t know who we are?
– Harvey Milk

Good Reasons to be part of the list

In the USA and UK similar lists have already been published for many years. Many of the high-ranking LBGT*IQ executives speak of professional benefits because of their visibility on the list. In addition, each person displayed on such list is a role model – and thus a shaper of social change.

How to nominate your LGBT*IQ role model

Help to create visibility for LGBT*IQ role models in advance of the list’s publication by submitting a nomination via social media.
Simply tag your nominee with #MyLGBTIQRoleModel on Instagram, LinkedIn, Facebook or Twitter in a new post or comment it below one of our own posts and we will send our application form to said person.

In addition the nomination via our website is avaible now (only in German)!

Please make sure not to nominate someone who did not come out publically yet. By nominating via social media you agree to our privacy policy.

The judging panel

The judging panel evaluates the top candidates (PROUTExecutives, PROUTinSMEs, PROUTVoices) after a pre-selection by PROUT AT WORK. We try to ensure an objective view through a diverse and top-class cast in order to evaluate the finalists appropriately. In the time up to publication, we will gradually introduce the members for 2021.

© Henning Ross

Andrea Euenheim
CHRO & Labor Relations Director at METRO

Andrea Euenheim has been a member of the Management Board and Labor Relations Director of METRO AG since November 1, 2019 and is appointed until October 31, 2022.
Prior to this, she had been with Amazon in Seattle, USA, since October 2015, first as Director HR of Global Consumer Goods Retail and since the end of 2017 as Director Global Expansion, Mergers and Acquisitions (M&A) HR. Before moving to the USA, Andrea Euenheim was responsible for HR management at Amazon Europe since 2007.


Eva Kreienkamp
CEO of Berliner Verkehrsbetriebe (BVG)

Graduate mathematician with three careers: Senior Vice President at Allianz Group, gender and diversity expert and currently working as the CEO of Berliner Verkehrsbetriebe. 1st Place OUT EXECUTIVES 2019.

© Deutsche Bahn AG/Urban Zintel

Martin Seiler
Member of the Management Board for Human Resources and Legal Affairs at Deutsche Bahn AG

Martin Seiler has been the Board Member for Human Resources and Legal Affairs at Deutsche Bahn AG since 1 January 2018. Before joining DB, he held various HR positions at Deutsche Telekom since 2010, most recently as Managing Director Human Resources and Labour Director as well as Spokesman of the Management Board of Telekom Training. He began his professional career in 1980 at Deutsche Post. There he was, among other things, a member of the European Commission’s “Social Dialogue” and took on various management functions from 2003.

© Continental

Dr. Ariane Reinhart
Member of the Management Board for Human Resources and Director of Labor Relations at Continental

Dr. Ariane Reinhart, born in Hamburg in 1969, studied law from 1990 to 1998 and received her doctorate in law in 2000. From 1998 to 1999 she worked for the International Labour Organization in Geneva in the area of Labour Law and Labour Relations. From 1999 to 2014 Reinhart held various positions for the Volkswagen Group, including Head of Group Management Development Sales and Marketing and Member of the Board (Human Resources) of Bentley. Since October 2014, she has been a Member of the Management Board for Human Resources and Labour Director of Continental AG in Hanover.

coming soon!
In the time up to publication, we will gradually introduce more members for 2021.


In addition to these lists, we regularly organize events for mutual networking in order to connect committed people, establish relationships or to explore the topic in depth with inspiring content. The next event is listed below (if applicable). Stay up-to-date via our social media channels.

The recording of our first Lunch Talk with Nick Mott:


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In Good company…

Gesa Heinrichs
5th Place OUT EXECUTIVES 2019

“It made me proud to appear on the list because it connects my sexual orientation and my professional success: the placement was a very good reason for discussion inside and outside my company”.

Nikita Baranov
1st Place LGBT+ Voices 2020

“To be ranked first on the LGBT+ Voices list is recognition for my work on LGBT*IQ issues at the workplace. But more than that, I want to be a role model and motivator, so that many others who have not been visible on the lists feel encouraged to be out and proud.”

Dominik Weh
25th Place OUT EXECUTIVES 2020

“In addition to recognizing personal commitment, a placement on the list is especially helpful for the greater visibility of LGBT*IQ in the workplace. The top-class jury and the media interest help internally as well as externally to put the topic of LGBT*IQ on the agenda and to sustainably further strengthen both the support of and the commitment to inclusion and diversity and to it’s implementation in the organization.”