PROUT DIVERSITY LEADERS is a platform for diversity managers and HR managers where they can learn about best practices, exchange approaches and ideas with sparring partners, and develop hands-on initiatives together. The events focus primarily on practical exchange and insights into everyday diversity work.
Safer spaces in companies
On July 12, 2024, people who are really into diversity got together at PwC Germany in Frankfurt am Main to chat about “Companies as safer spaces.” The goal was to figure out ways to make the workplace a safe space for marginalized people, especially during times of global crises and social change.
The participants discussed the fundamental question of the social positioning of companies and the motivation behind it, the specific needs of marginalized groups, and the creation of a framework for a balanced culture of discussion.
Diversity from an intersectional perspective
In the workshop, participants explored all dimensions of diversity. At the same time, PROUT AT WORK’s expertise meant that the focus was on queer diversity. Participants agreed that diversity and inclusion must be actively practiced every day and implemented at all levels.
This requires structures such as regular awareness-raising measures and credible complaint mechanisms. While structures are often created and supported by diversity management and company management, queer employee networks and employee resource groups also play an important role in the perception of companies as safe spaces. This is because they are visible on the issue, spread knowledge, and can establish concrete contact with trusted individuals.
Creating structures
In a second round of workshops, the topic of structures was revisited and explored in greater depth. Clear structures and transparency enable safer spaces to be given a framework that ensures legitimacy and visibility within the company and facilitates processes.
Finally, the participants addressed the following question: How, with what, and what is communicated internally and externally? The participants discussed the cornerstones of transparent, holistic, and authentic communication on diversity and safer spaces.
Impressions from the event
An overview of the event format and upcoming editions of PROUT DIVERSITY LEADERS can be found here:
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Different areas of work within companies bring different challenges – especially when it comes to raising awareness of queer issues in the workplace. While employees in office structures are easily accessible via intranet, email, or digital learning platforms, reaching out to employees in other areas is much more difficult. Employees without a fixed PC workstation – such as those in logistics, warehouses, or sales – often have tightly scheduled workflows. Time slots for traditional workshop formats are much more difficult to integrate, and digital information channels often do not work here.
Comprehensive awareness-raising activities at the IKEA logistics center
These were precisely the challenges addressed by a joint awareness-raising event organized by the PROUT AT WORK Foundation and PROUT EMPLOYER IKEA on November 28, 2024, at the logistics center in Dortmund. The aim was to reach as many employees as possible from different areas of work—but especially those working in the warehouses of the logistics center. The concept: low-threshold, entertaining formats that can be flexibly integrated into everyday working life.
Throughout the working day, the event offered a total of seven short intensive sessions, for which employees could register in advance in groups and for which they were given time off work. In approximately 20-minute sessions, basic information on sexual and gender diversity was conveyed in a clear, practical manner, always with room for specific questions and personal concerns. Immediately afterwards, there was time for discussion and exchange: a valuable moment in which uncertainties could be clearly addressed and spaces for dialogue opened up.
Goal: Raising awareness and reducing prejudice
One special element was the reflection exercise, which gave each participant the opportunity to examine their own attitudes and any prejudices they may have. This exercise was deliberately kept low-key and was intended to encourage reflection without overwhelming or lecturing participants.
The high level of participation showed that the concept worked: many employees from a wide range of departments took advantage of the offer throughout the day. This highlighted how important it is not to offer awareness-raising activities exclusively in a digital or centralized format, but to meet people where they are – in the midst of their everyday work, between shelves, storage areas, and forklifts.
The event in Dortmund was an example of how an inclusive corporate culture can be promoted even outside of traditional office structures. It was a step toward greater visibility for queer issues and a work environment in which diversity can truly be lived. Detlev Blenk, Equality, Diversity & Inclusion Manager at IKEA Germany, reports:
“At IKEA, we consider raising awareness and educating people about LGBTQIA+ issues to be a core part of our diversity and inclusion work. In the field of logistics in particular, many different perspectives and worldviews come together. That’s why it was very important to us to engage in conversation with many logistics professionals at one of our IKEA central warehouses in Dortmund, together with PROUT AT WORK. The success speaks for itself – and it wasn’t just on the day of the workshops that the topic of ‘queer’ was the talk of the town.”
The fact that the event was so well received encourages us to offer it again in 2025, together with IKEA.
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An important milestone for the queer community in 2024 was the enactment of the Self-Determination Act (SBGG) on November 1, 2024. For many, this represents an improvement. Nevertheless, there is also criticism from within the queer community. The SBGG falls far short of addressing the needs of trans*, inter* and non-binary (tin*) individuals.
Status quo and criticism
From August 1, 2024, transgender people will be able to register a change of gender and first name(s) at the registry office. It will no longer be necessary to submit a medical certificate. For children under the age of 14, only their legal representative can submit the declaration. Those aged 14 to 17 can submit it themselves with the consent of their legal representative.
The possibility of changing one’s name and gender entry without a psychological assessment is very valuable – even if the circumstances are not ideal. One of the points of criticism is the three-month waiting period that must be observed before a change can be made, as well as the one-year waiting period after a change. It is now no longer possible to change one’s name without changing one’s gender entry, which does not reflect the reality of life for non-binary people. Apart from the formal aspects, the law offers too little security for people without German citizenship and does not generally protect against discrimination.
PROUT AT WORK has observed the process and agrees with the criticisms of the tin* interest groups, but supports the long-overdue abolition of the Transsexuals Act (TSG) as a first step.
The impact of the SBGG on companies
The changes left many companies wondering what measures they needed to take and what they could do to support queer employees and ensure smooth operations. To provide assistance in this area, PROUT AT WORK has revised its Guide No. 9, “Trans* and Transitions in the Workplace,” and included all relevant changes to the SBGG. This keeps PROUT EMPLOYER and all interested companies and individuals up to date.
As part of this process, the guide was translated into English pro bono by Becky Lavin. Even though the Self-Determination Act is specific to Germany and we can therefore only provide international companies with an insight into German regulations, the rest of the content and best practices still offer valuable assistance – regardless of where the company is based.
We are pleased to now be able to offer the guide in an adapted, up-to-date form and in English. If you have any further questions on the topic, we are available to provide support beyond the guide or, if you are interested, we can hold an awareness session on trans* and non-binary issues.
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Caroline Farberger
“If you’re not actively including, you’re probably unconsciously excluding.”
A clear signal for diversity, equity and inclusion (DEI): many companies are restricting their DEI programs and activities and giving in to political pressure. This was also discussed by the guests at this year’s DINNER BEYOND BUSINESS.
Albert Kehrer, CEO of the PROUT AT WORK-Foundation, also emphasized the importance of queer diversity and equal opportunities in the world of work: “We at PROUT AT WORK are convinced that diversity in itself, but also queer diversity, is good for the company, because diverse teams are demonstrably better than homogeneous groups.”
At the foundation’s 8th DINNER BEYOND BUSINESS, the focus was on the commitment of companies and managers to queer employees: “We are convinced that different perspectives are essential for innovative ideas, and innovation is at the heart of everything we do. For 140 years, we have been guided by our guiding principles – respect, empathy, trust and passion – so that all employees can work with pride and appreciation. The DINNER BEYOND BUSINESS of PROUT AT WORK is a valuable platform to enter into a dialog about exactly this, to learn from each other and to jointly set impulses for more equal opportunities,” says Médard Schoenmaeckers, Chairman of the Board of Managing Directors of Boehringer Ingelheim Deutschland GmbH.
Caroline Farberger shared private insights in her keynote speech
Over 50 senior executives from major companies and institutions accepted the invitation to DINNER BEYOND BUSINESS 2025, including representatives from Accenture, BASF, Commerzbank, Deutsche Telekom, Deutscher Wetterdienst, IKEA, Linklaters, MSD, Novelis, OTTO and ZDF. The participants of the top-class networking event enjoyed an exclusive dinner at Boehringer Ingelheim’s headquarters in Ingelheim am Rhein. Albert Kehrer explained the background to DINNER BEYOND BUSINESS in his welcoming speech: “The idea for PROUT AT WORK was born 20 years ago, when the inclusion of queer people in business was not yet a big issue. We all see that politics in some countries are restricting diversity topics and the rights of queer people. That’s why we invited people to DINNER BEYOND BUSINESS 2025 to learn more about the queer side of business. To listen to leaders who are part of the queer community themselves. Supporting queer people in the workplace is much more than just supporting a marginalized group.
The highlight of the evening was the keynote speech by Caroline Farberger, Board Executive, Investor, G7 Advisor and Speaker, about her personal experiences as a trans* woman and CEO and diversity as a business advantage.
“I was born a boy, but back then I didn’t know about other gender identities. I realized that I only had one chance to live my life the way I am. I thought: What kind of role model would I be as a parent if I don’t live my life authentically?”
Caroline Farberger is the first high-ranking executive in the Nordic countries to speak openly about her transition. Until 2022, she was CEO at ICA Insurance, a well-known Swedish insurance company. She is currently a board member, investor and speaker.
“In Europe, we need to increase our productivity and competitiveness. With our stagnating population, we can only achieve this, if we really make full use of the diversity of our workforce. This requires a conscious decision by each individual to embed inclusion in their behavior and leadership style. If you don’t actively include, you are likely to unconsciously exclude.”
INsight
Many thanks to the host of this year’s DINNER BEYOND BUSINESS:
What trans*, inter* and non-binary employees and their companies should consider.
Since January 20, 2025, a new legal regulation on gender recognition in official documents (Executive Order 14168) has been in force in the US. This only recognizes the gender assigned at birth and thus represents a significant step backwards in the recognition of gender diversity – with concrete consequences for business trips by trans, inter and non-binary employees.
In June 2025, a federal judge’s ruling partially lifted the decree for the time being, allowing US citizens to once again receive passports with an “X” entry. However, it remains unclear what impact this ruling will have on travelers from abroad.
We have created a compact guide that summarizes the most important information, risks and recommended actions for business trips to the USA – both for companies and affected employees.
Why is this important?
- The new regulation can lead to visa problems, refusals of entry or even criminal prosecution.
- Employers are responsible for the safety of their employees on business trips – especially in sensitive legal situations.
- Early planning, internal awareness and legal protection are crucial.
Forward this OnePager internally and integrate it into your travel policy for the US to inform trans*, inter* and non-binary employees in particular about the changed regulations and to ensure the safest possible entry.
Under this motto, numerous regional network meetings with workshop elements on a wide range of queer topics in the workplace took place in 2024. What makes these events so valuable is the cross-company exchange and the broad diversity of perspectives from small companies to large corporations.
‘Hate speech on the intranet’ with BASF on April 9, 2024 in Ludwigshafen
In preparation for Pride Month, this TOGATHERING focused on dealing with anti-queer comments and hate speech on internal channels and deliberately expanded the group of participants to include communication specialists. Together, helpful approaches were developed in order to be able to act both preventively and actively. The interaction of network, D&I and comms – for comprehensive expertise – was identified as an important factor. Afterwards, all participants were invited to a classical music concert, which also took place in BASF’s Feierabendhaus.
‘How To: Sustainable networking in a fluid working world’ with EY on April 15, 2024 in Berlin
Networks are strong and established institutions – but they need to be based on sustainable commitment and diverse participation in order to develop their full potential. The participants intensively discussed how structures and tools can ensure consistency in networking in an increasingly fluid working world. At the same time, they exchanged views on networking that takes place across many locations and on cooperation with D&I.
‘Intersectionality’ with Deutsche Post DHL on May 16, 2024 in Bonn
On the occasion of IDAHOBIT (International Day Against Homo-, Bi-, Inter*- and Trans*Hostility), a TOGATHERING on the topic of intersectionality took place at the Post Tower in Bonn. The event shed light on what intersectional approaches can look like within the queer community. In addition, the participants developed inspirations for intersectional work between the different company networks. Following the event, the Post Tower was illuminated with the colorful lettering “delivered with pride” as a visible sign of IDAHOBIT.
‘Role Models – Embracing Diversity’ with Audi on June 27, 2024 in Neuburg an der Donau
Contrary to the usual schedule, this TOGATHERING started in the afternoon with a driving experience for all participants on the Audi site in Neuburg an der Donau. After this special experience and introductory words from the then CMO Henrik Wenders, the participants focused on the roles and tasks of role models in various areas – from executives to the network to the production area.
‘Queer diversity in times of multiple crises’ with Freshfields Bruckhaus Deringer on September 5, 2024 in Berlin
We are living in times of multiple crises and social change – from pandemics, war and inflation to the rise of far-right forces. As a result, there is a noticeable increase in hate crimes – especially for marginalized groups. The overarching commitment of all actors is necessary to form a counterbalance to exclusion and discrimination. This TOGATHERING focused on the sphere of influence of companies: How can an attitude towards queer diversity be demonstrated and how can safer spaces be designed for employees?
‘Queer perspectives on top management – from executive allies to queer career paths’ with Hays on September 17, 2024 in Mannheim
Queer diversity must be anchored at all levels of the company. An important pillar for the successful and sustainable implementation of queer diversity is the commitment of top management. Imke Mahner, CPCO Germany and CEMEA at Hays, made her support for the topic visible both in her welcoming speech and through her participation in the discussions.
‘Queer Diversity meets advertising agencies – diversity-sensitive communication’ with Pahnke Group and the Gesamtverband Kommunikationsagenturen GWA on October 21, 2024 in Hamburg
Diversity-sensitive communication – in words, images and attitudes – serves to make people’s differences visible and overcome exclusion without reproducing stereotypical role models. The challenges are often authentic campaigns that skillfully combine diversity and brand message. After a theoretical input on gender-sensitive language, the participants focused on the concrete implementation of diversity-sensitive communication and also reflected on influencing factors such as the composition of teams.
‘Out & Proud – Queer Authenticity in the Workplace’ with MunichRe on November 7, 2024 in Munich
Growing acceptance ensures that people can express their gender identity and sexual orientation ever more freely and authentically – in a wide variety of ways and according to their individual ideas. Social notions of authenticity and professionalism are evolving and stereotypical expectations are being challenged. At this TOGATHERING, participants addressed the question of how an open and inclusive environment can be promoted – an environment that goes beyond clothing and promotes a holistic recognition of identity.
‘Big Impact ERG – appreciative and successful networking’ with Capgemini, MAN and Microsoft on November 25, 2024 in Munich
Three companies joined forces for this TOGATHERING to discuss the importance and role of employee networks in the company with numerous participants from different companies. In particular, challenges in day-to-day networking, connecting elements across many locations and integration into the external positioning of the company were discussed. The large number of different perspectives enriched this event at Capgemini’s premises in a special way.
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The Queer in Law & Consulting event format initiated by PROUT AT WORK shows how similar the challenges and needs are within an industry – and how enriching the exchange of experiences can be. Originally focused purely on law firms, the Queer in Law event format, which PROUT AT WORK has been offering since 2022, has now become a cross-industry exchange that connects law firms and consultancies. The aim is to jointly create new impetus for more queer inclusion.
Consulting as a new perspective
In 2024, the Queer in Law format was taken a step further: together with PROUT AT WORK, the participants expanded the circle to include management consultancies and auditing firms. This is because both sectors share the structure of the companies, the nature of the services provided to customers and clients and much more. At the same time, the differences and the respective view from the outside open up new fields of learning and starting points.
Successful kick-off: Queer in Law & Consulting 2024
The first joint workshop took place on January 22, 2024 with representatives from law firms and consultancies at PROUT EMPLOYER Linklaters in Frankfurt am Main. The central questions were:
- What unites us, what makes us different?
- What can we learn from each other?
- How can we support each other across industries?
During the event, the spirit of this format came into focus in particular: when the topic of competition is left at the door and everyone stands together for one cause – namely queer inclusion – then open discussions, joint initiatives and learning through exchange are the result.
The workshop program included an input on current studies on queer people in the world of work as well as a substantive contribution from the host company and PROUT EMPLOYER Linklaters on the topic of ESG and diversity. In a breakout session, the participants worked in depth on the requirements and (improvement) possibilities of ESG strategies. A brainstorming session provided numerous clues as to how queer inclusion can be taken into account in everyday working life with a view to ESG.
Acting together – across industry boundaries
Once again, the exchange – and also the expansion of the circle of participants – enabled important discussions and conversations and further strengthened the basis for joint action in the matter. Fabienne Kasper, People Development & DEI Manager Germany at Linklaters, also emphasized this summary:
“In January 2024, the now established Queer in Law & Consulting Roundtable kicked off at our firm, after a cross-firm exchange had already been initiated. The inclusion of management consultancies and auditing firms enriches the dialog even more. Due to our similar business models, strengths and challenges, the exchange between professional services firms on DEI topics is particularly valuable in order to learn from and with each other and to expand the network. All players are united by the pursuit of an inclusive culture and fair opportunities for all.”
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On the 13th German Diversity Day organised by Charta der Vielfalt e.V., the PROUT AT WORK Foundation is joining forces with 13 companies to make it clear that diversity remains – despite restrictions against diversity, equity and inclusion (DEI) in companies.
The #DiversityBleibt campaign launched by the PROUT AT WORK Foundation is in favour of diversity, equity and inclusion (DEI) in companies – despite current developments that restrict diversity in the workplace.
This development against DEI programmes and initiatives is a clear step backwards – both for queer employees and for the economic success of companies. Studies clearly show this:
- The more diversity management measures are implemented in the workplace, the more openly employees deal with their gender or sexual identity at work.¹
- The more open respondents are (or can be), the higher their job satisfaction, the stronger their commitment to the organisation and the more convinced they are that they are making a valuable contribution at work.¹
- European companies with mixed teams are over 60 per cent more likely to be more profitable than average.²
- Companies with a high level of gender diversity are 25% more likely to be more profitable than average (in 2014, the figure was 15%). If we consider the factor of ethnic diversity (internationality of the board of directors), this value is even 36%.³
Companies make it clear: We stand up for diversity in the world of work
Together with 13 companies, the PROUT AT WORK foundation is sending out a clear signal in favour of diversity in the world of work. The following companies have joined the #DiversityBleibt social media campaign, which is published on the social networks LinkedIn, Instagram and Facebook: Audi, Beiersdorf, Campana & Schott, Edelman, NORD/LB, NTT DATA, OTTO, R+V, Randstad, REWE Group, Roland Berger, Solaris and Vinci Energies.
With numerous statements, the companies make it clear why they continue to implement measures for diversity, equity and inclusion (DEI) and thus welcome people of any sexual orientation, gender identity, social or ethnic origin, religion and ideology, physical and mental abilities and any age in the company and promote respectful coexistence.
‘We are delighted that so many companies have joined the ‘Diversity stays! We currently need to stand together even more and speak out in favour of diversity and equal opportunities in the world of work despite the headwind from the USA. The response to the campaign shows me that our work for queer diversity is bearing fruit and is being recognised in companies. Nevertheless, we also need to be visible outside our bubble and convince people who have little contact with the topic of queer diversity in the workplace.’ – Albert Kehrer, CEO of PROUT AT WORK
Sources:
¹Frohn, D. & Heiligers, N. (2024). »Out im Office?!« Die Arbeitssituation von LSBTIQA* Personen in Deutschland. IDA | Institut für Diversity- und Antidiskriminierungsforschung.
²Diversity matters even more (2024). McKinsey & Company.
³Diversity wins: How inclusion matters (2020). McKinsey & Company
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At the online conference “Trans and the Labor Market” organized by the Bundesverband Trans (BVT*), PROUT AT WORK contributed with a keynote and a workshop. Additionally, PROUT AT WORK and the Deutsche Gesellschaft für Trans*- und Intergeschlechtlichkeit e.V. (dgti) hosted a full-day conference in Frankfurt am Main. Under the theme “Trans* in the Workplace,” experts, company representatives, and activists came together to raise awareness for gender diversity and to develop strategies for inclusive workplace cultures.
Why Gender Diversity in the Workplace Matters
Trans* people continue to face disproportionately high levels of discrimination. According to the “Out at the Office?!” study, 87% of trans* respondents have experienced workplace discrimination. This highlights the urgent need to sensitize companies to the challenges and needs of the trans* community.
Online Conference: Trans* and the Labor Market
On February 29, 2024, the online conference “Trans* and the Labor Market” by the Bundesverband Trans* (BVT*) took place. Many trans* and non-binary individuals are hesitant to come out at work due to fear of career setbacks or discrimination. As such, this year’s conference focused on the design and handling of coming-out processes:
- How can companies support trans* and non-binary individuals during their coming out and retain valuable talent?
- How can employers create preconditions that make it easier for trans* and non-binary employees to come out?
At the online event, PROUT AT WORK delivered a keynote on “Trans* Coming Out – The Benefits of Responsible Support in the Corporate Context,” and hosted a workshop titled “Shaping the Coming Out at Work – Tips and Tools to Support Employees Effectively.”
dgti and PROUT AT WORK: Trans* in the Workplace
To promote gender diversity in the workplace, dgti and PROUT AT WORK—supported by consulting firm Campana & Schott, Commerzbank, KfW Bank, audit firm PricewaterhouseCoopers GmbH, and the Office for Multicultural Affairs (AmkA)—organized a full-day conference in Frankfurt am Main on November 26, 2024. The event was primarily aimed at employees and executives in HR and recruiting, as well as diversity and equality officers.
Dr. Christophe Campana, founder of Campana & Schott, emphasized: “Now more than ever, corporate responsibility is crucial to making the workplace a safe space for everyone.”
Presentation of the Study “TIN*clusive at the Office?!”
Dipl.-Psych. Prof. Dr. Dominic Frohn and M. Sc. Nain Heiligers presented findings from the new study “TINclusive at the Office?!”* This study explores the workplace experiences of trans*, inter*, and non-binary (TIN*) individuals:
- More than half of TIN* employees avoid coming out to colleagues or managers.
- Only 12.6% of respondents reported no discrimination, while over a third experienced high to very high levels of discrimination.
- Two-thirds reported experiencing specific discrimination based on their identity.
Best Practices and Workshops
Participants could join three hands-on workshops:
- Transition in the Company and the Self-Determination Act
- Creating and Sustaining Safe Spaces – Companies as Safer Spaces
- Non-Binarity and Inclusive Language
The event also encouraged sharing of best practices. Companies like Campana & Schott emphasized that diversity is a key factor for success. Alexander von Steinbüchel, Partner at Campana & Schott, stated: “We want everyone at Campana & Schott to feel welcome, comfortable, and safe.”
Conclusion: A Path Toward Greater Acceptance and Equal Opportunities
“Gender diversity is an asset for companies. When employees can bring their full potential to work, we all benefit.” – Jo Labecka, Customer Relationship Manager, PROUT AT WORK
The conference “Trans* in the Workplace”* made it clear how essential a safe and supportive work environment is for trans* people. Through the sharing of knowledge, the presentation of new research, and practical workshops, an important step was taken toward building a more inclusive working world.
Impressions from the event
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How Queer-Friendly Are We as a Company? – A Self-Assessment Using Corporate Maturity Levels
Many companies that focus on diversity are unsure: How queer-friendly are we as a company? Where is there room for improvement? Often, there is a lack of an impartial external perspective. OTTO and PROUT AT WORK show how companies can assess themselves and determine where they stand on their journey toward queer equality.
PROUT AT WORK has developed a simple tool that allows Diversity & Inclusion managers and company network representatives to assess where they stand with their efforts for queer equality in the workplace: the CORPORATE MATURITY LEVELS: QUEER DIVERSITY. In this process, companies evaluate themselves in nine categories, all of which should be part of a comprehensive diversity strategy:
- Anti-discrimination
- Structures and Processes
- Queer Network
- Communication
- Top Management Support
- “Out in the World” Model
- External Positioning
- Trainings
- Queer Diversity KPIs
Depending on the actions companies have already implemented in these categories, they assign themselves a level from one to five:
- Level 1 – Queer Diversity Beginner: At the beginning of the journey to more Queer Diversity
- Level 2 – Queer Diversity Promoter: Positioning the topic among employees and in society
- Level 3 – Queer Diversity Advanced User: Queer as part of the company’s diversity strategy
- Level 4 – Queer Diversity Expert: Driving societal change around Queer Diversity
- Level 5 – Queer Diversity Pioneer: Queer Inclusion Leader
In the interview, Tobias Gruber, Head of Sustainability, and Ingo Bertram, Head of News, Content & Research, share insights into the process of self-assessment using the CORPORATE MATURITY LEVELS: QUEER DIVERSITY at OTTO.
What measures for greater equality of opportunity for
queer individuals have you already implemented at OTTO?
Ingo Bertram:At OTTO, the employee network MORE* has been advocating for queer interests since 2019 and aims to increase the visibility of queer individuals within the company context. In addition to numerous internal information and awareness programs for employees and HR experts, MORE* has, among other things, increased the visibility of queer people in OTTO’s external communications, promoted the establishment of gender-neutral restroom facilities, and co-published a Transidentity Guide with the Diversity & Inclusion team, which was awarded by PROUT AT WORK. As a member of the Board of Diversity Networks at OTTO, the network regularly brings queer topics to the executive board level.
What challenges are you and OTTO
facing when it comes to diversity?
Ingo Bertram: At OTTO, we currently experience a very open, tolerant, and discursive corporate culture that takes diversity in all its facets very seriously. That’s something we’re really happy about. At the same time, the greatest ongoing challenge is to address the many dimensions of diversity—which queerness is only one of—as equally and comprehensively as possible. Even though we believe we’re on a good path, there’s definitely still room for improvement.
What motivated you to assess yourselves using our
CORPORATE MATURITY LEVELS: QUEER DIVERSITY?
Ingo Bertram: MORE* is a network that primarily works internally. That made it all the more important for us to regularly evaluate where we stand—especially in comparison to other companies and networks—using external criteria. The CORPORATE MATURITY LEVELS: QUEER DIVERSITY from PROUT AT WORK provided us with a good and very practical starting point and orientation.
How did you approach the self-assessment?
What was the process like? Who was involved?
Tobias Gruber: In the core team of MORE*, we held a multi-hour workshop where we evaluated ourselves using the CORPORATE MATURITY LEVELS: QUEER DIVERSITY and its subcategories. One by one, we discussed the individual categories and critically questioned our efforts based on the evaluation criteria. It was especially important for us to identify our own blind spots—areas where we saw potential for improvement. In our case, this included international orientation. A colleague from our Diversity & Inclusion team accompanied the self-audit.
You’re already very active in terms of diversity & inclusion.
What were your experiences with the tool?
What worked well and what could be improved?
Tobias Gruber: The tool worked well for us, even though some of the audit’s categories didn’t quite fit with our network’s direct and practical work at OTTO—for instance, international orientation, which isn’t especially relevant for us as a company primarily operating in Germany. What we especially liked was the tool’s simple structure and how easy it was to carry out the self-audit. It was straightforward and smooth and gave us a great opportunity to reflect critically and systematically, and to challenge our current practices. This kind of outside-in perspective is crucial to reviewing one’s own priorities and thematic focus.
What concrete actions have you planned or
taken as a result of the CORPORATE MATURITY
LEVELS: QUEER DIVERSITY assessment?
Tobias Gruber: We didn’t derive any direct measures from the audit, partly because we didn’t see an immediate need for action in every area—or in some cases, action simply wasn’t feasible, such as internationalization. However, we did incorporate the audit results into our 2024 kickoff workshop, where they helped sharpen our strategic and thematic network focus alongside other topics. That worked really well.
Are there any specific results you’d like to share?
Tobias Gruber: We see our MORE* network and its impact at OTTO as Level 4 in the audit, and we’re planning to conduct another audit in 2025. As a network driven by employees who volunteer their time alongside their main jobs, we’re very satisfied with our current audit result—especially considering that we have only limited resources.
Thank you, Tobias and Ingo, for the conversation!
Ingo Bertram is Head of News, Content & Research and a member of the lead team of MORE*, OTTO’s queer employee network.
Tobias Gruber is Head of Sustainability and also part of the lead team of MORE*, OTTO’s queer employee network.
About OTTO: With 17 million products from more than 19,000 brands, around 11.3 million customers, and over 6,500 partners, OTTO (otto.de) is the largest German online retailer. In the 2022/23 fiscal year, OTTO generated a gross merchandise volume (GMV) of 6.3 billion euros. OTTO is part of the internationally active Otto Group, headquartered in Hamburg, and employs 6,000 people across Germany. More info: otto.de/unternehmen.
The interview was published in the 2nd edition of “Diversity in Law and Business.”
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