PROUT EMPLOYER BASF
„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.“
Katja Scharpwinkel was born in Hagen in 1969. She studied chemistry at the University of Münster and received her diploma in 1994, followed by her doctorate in 1996.
She is responsible for European Site & Verbund Management; Global Engineering Services; Corporate Environmental Protection, Health, Safety & Quality and the Europe, Middle East, Africa region.
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!
PROUT EMPLOYER BCG PLATINION
„By embracing diversity, we not only enrich our organizational culture but also drive innovation and creativity.“
Matthias Burghardt is an Associate Director at BCG Platinion and supports financial service providers in Central Europe with digital transformations. He studied Information Engineering and Management in Karlsruhe and earned a PhD in Business. Matthias heads the DE&I (Diversity, Equity & Inclusion) activities at BCG Platinion in Central Europe as well as the LGBTQ+ network Pride @ BCG Platinion in EMESA where all activities of the Pride members and allies are coordinated.
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!
We have decided to move away from the term “LGBT*IQ”. The spectrum is constantly expanding and it is important to us to include all sexual orientations and gender identities in our communication.
Instead, we are using the term “queer” from this year onwards. Queer is a collective term for all people whose gender identity and/or sexual orientation is not binary, cisgender and/or heterosexual.
The term is characterized by the fact that it does not sharply delineate identities, but that its meaning is constantly shifting. In this way, we ensure that we really address everyone and do not exclude anyone.
Our slogan “LGBT*IQ concerns everyone.” becomes “Queer concerns everyone.” – because it concerns us ALL!
“Over the last few years, we have received an increasing number of inquiries as to whether we can expand our acronym ‘LGBT*IQ’. As we don’t want to exclude anyone in our communication – but this is becoming increasingly difficult to implement with the acronym – we have decided to use the term ‘queer’,” says Albert Kehrer, CEO of PROUT AT WORK. “The term is also increasingly appearing in political discussions and is being increasingly rejected by right-wing conservative politicians in particular – which is why we want to send out a signal: We support the entire community, including all gender identities and sexual orientations!”
Do you have any questions? Feel free to send us a message via our social media channels or an email to info@proutatwork.de.
BIG IMPACT INITIATIVE AWARD:
UNITE von Covestro
Some business areas are reached more by LGBT*IQ business networks, others have hardly any points of contact with them. To date, there have been few best-practice examples of LGBT*IQ awareness-raising work in production companies. UNITE, the LGBT*IQ network of Covestro Deutschland AG, has raised awareness of LGBT*IQ in production. The response was consistently positive, so further events are planned in various areas and at different locations. This makes UNITE a true pioneer, as there have been no best practice examples from other production companies to date.
RISING STAR AWARD:
bunt/lb von nord/lb
Despite being founded at the beginning of last year, this network has already planned and carried out a large number of creative activities. BUNT/LB stands for acceptance and understanding at all levels of coexistence. In addition to representatives of the LGBT*IQ community, Allys are also committed to the interests of the network as members of the foundation; the chairwoman also acts as a patron.
On this year’s Diversity Day, BUNT/LB called on all employees to paint white rubber ducks in bright colors. The more than 200 creatively designed ducklings from various locations then went swimming together in the company pond. This creative idea was the deciding factor in choosing BUNT/LB.
GLOBAL LEADER NETWORK AWARD:
shine von pwc
This network has not only been advocating for the LGBT*IQ community for ten years, but is also active in over 30 countries worldwide. In 2023, Shine introduced its first Global LGBT*IQ Inclusion Strategy, which aims to further promote equal opportunities for the LGBT*IQ community with concrete measures and objectives. These measures include raising awareness among managers, expanding the network, collecting data on the needs of LGBT*IQ employees, providing educational opportunities and increasing visibility through role models.
In order to provide employees with these learning experiences, workshops, discussion panels and other events were offered throughout June – including across national borders – thus living up to Shine’s title of “Global Leader”.
sustainability AWARD:
pride+ von hogan lovells
At Hogan Lovells, diversity and inclusion are seen as a strategic priority at all international locations, as evidenced by policies on discrimination that protect all LGBT*IQ identities and a separate gender pronoun policy. In the six years since its creation, Pride+ has set itself the task of training all employees and managers on unconcious bias and integrating the topic of LGBT*IQ into recruitment processes. In Germany itself, a recommendation on gender-neutral language in the workplace has also been in place for two years, which is reinforced in the long term through repeated training.
X has developed into a platform on which racist, queer- and trans-hostile, anti-Semitic as well as other misanthropic content is becoming more and more widespread. This content is not deleted or prosecuted. Instead, since Elon Musk took over, words like “cis” or “cisgender” are considered offensive.
Musk bought Twitter in October 2022 for 44 billion US dollars and has since laid off more than half of all employees. Instead, he introduced a subscription model in which users receive the blue verification tick in exchange for a monthly or annual payment. Thanks to this, profiles that spread discriminatory content reach an even wider audience.
PROUT AT WORK rejects any form of discrimination and advocates for LGBT*IQ equal opportunities. The foundation creates inclusive spaces where discrimination and prejudice have no place. Therefore, remaining at X is no longer justifiable for PROUT AT WORK.
The PROUT AT WORK Foundation joins the German Federal Anti-Discrimination Agency, the German Trans* Association, the German Society for Transidentity and Intersexuality and many other associations and organizations to set a sign against hate and for diversity.
“Our exit from X is a clear signal to the public that we do not tolerate hate speech. We want to encourage other organizations to take this step as well and end their presence on X,” said Albert Kehrer, CEO of the PROUT AT WORK Foundation. “Platforms and social media need to be aware of their responsibility and take effective measures to combat anti-human speech and discrimination and protect marginalized groups.”
IInterested people can still find PROUT AT WORK on the social networks Instagram, Facebook and LinkedIn.
Today is #InternationalPronounsDay! This day takes place annually on the third Wednesday in October and is dedicated to the topic of personal pronouns.
Especially for people who do not identify as (strictly) male or female, but for example as genderfluid or non-binary, pronouns can be important to express their gender identity.
In this context, a person’s appearance says nothing about the pronouns that person uses. That’s why it’s always important to ask about the pronouns!
Many LGBT*IQ people use neopronouns to distance themselves from binary gender thinking and feel comfortable in their identities.
Mentioning one’s own pronouns can help to free oneself from stereotypical binary thought patterns and contribute to sensitization in our society. Not every person necessarily uses the pronouns “he” or “she,” and it is important to treat these people with respect.
A study by the Trevor Project confirms that non-binary youth are more likely to struggle with mental health issues than cis youth. In other words:
Addressing the issue and being mindful of how people want to be addressed can save lives.
Pronouns in the Workplace:
Visibly placing your pronouns shows support and helps avoid misunderstandings.
You can place your pronouns…
- … in the e-mail signature
- … in Microsoft Teams
- … in Zoom
- … at the physical desk by sticker or name tag
- … etc.
Gender neutral pronouns – examples:
They/Them
They are on the phone right now.
This is their desk.
The presentation was created by them.
The parcel is for them.
No pronouns
Anouk is on the phone right now.
This is Anouk’s desk.
The presentation was created by Anouk.
The parcel is for Anouk.
Together with Marcus Brieskorn from radioSUB PROUT AT WORK Board Member Jean-Luc Vey talked about the Rainbow Chat Deck.
“The idea behind the Rainbow Chat Deck was to develop a tool, through which people can get into an exchange about LGBT*IQ. Through the questions and individual answer options, the cards are also meant for people who have had very little to do with the topic so far.”
You can find the whole interview here (GERMAN):
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Rainbow Chat Deck
DR. SHIVAJI DASGUPTA
“HAVING THE FREEDOM TO BE WHO YOU ARE GIVES YOU SO MUCH MORE AGENCY AND ALLOWS FOR SO MUCH HIGHER PRODUCTIVITY BECAUSE YOU DON’T HAVE TO HIDE ANYTHING.”
Many people think that sexual or gender identity has no place in the workplace and therefore does not need to be discussed. But the truth is different – the hiding of LGBT*IQ employees who are not outed is often at the expense of team spirit, energy and motivation in the workplace and limits the productivity of these people immensely. For this reason, it is important to create an “open and inclusive corporate culture that supports all employees in using their full potential to achieve the company’s goals.” – says Albert Kehrer, Chairman of the PROUT AT WORK Foundation. To get one step closer to this goal, this year’s DINNER BEYOND BUSINESS keynote speaker – Dr. Shivaji Dasgupta – provided powerful insights into his world as an out executive during a “Fireside Chat” and highlighted the importance of commitment to LGBT*IQ equal opportunities on the part of companies.
At the PROUT AT WORK Foundation’s 6th DINNER BEYOND BUSINESS, hosted by Deutsche Post DHL Group in Bonn, the focus was on the commitment of companies and their leaders to the LGBTIQ community. “We are all united tonight by the desire for people to be able to come to the workplace with their authentic selves and not have to hide a significant part of their personality.” – said Dr. Thomas Ogilvie, Member of the Board of Management and Labor Director of Deutsche Post DHL Group in his welcoming speech. More than 35 senior executives from major companies and institutions accepted the invitation, including representatives from BASF, Clifford Chance, Continental, Commerzbank, Ergo, IKEA, ING Diba, NTT Data, Oracle, Otto, Robert Bosch, Sandoz, Sodexo and UniCredit. In the immediate vicinity of the Rhine, the participants of the top-class information and networking event enjoyed an exclusive dinner. Albert Kehrer explained the background of DINNER BEYOND BUSINESS in his welcoming speech: “We believe that there is a business case behind the support for LGBTIQ: an individual one for the people who come out, but also on a corporate level – whether B2B or B2C.” The highlight of the evening was the “Fireside Chat” by the CEO of the host PROUT AT WORK Foundation, together with keynote speaker Dr. Shivaji Dasgupta, Out Executive and Chief Data Officer at Unicredit on diversity, responsibility and leading by example.
“People then know they can trust you on other issues as well – you get an added bonus of trust as a leader if you’re completely open and honest.”
At the beginning of the 45-minute talk, Dasgupta shared private insights as an out executive: “99% of the reactions to my coming out have been overwhelmingly positive. Having the freedom to be who you are gives you so much more agency, and allows for so much higher productivity because you don’t have to hide anything.” At the same time, it has a clear impact on the professional environment: “People then know they can trust you on other issues – you get an extra trust bonus as a leader if you’re completely open and honest.” According to Dasgupta, companies also benefit considerably from their commitment to LGBT*IQ equal opportunities, whether through better results due to more diverse teams or when recruiting talented employees.
“Executive Allies are so important because they send a very strong signal throughout the organization that discriminatory behavior will not be tolerated.”
Also highlighted in the “Fireside Chat” was the influence of Allies: “Executive Allies are so important because they send a very strong signal in the organization that discriminatory behavior will not be tolerated.” Against the backdrop of different legal realities for LGBT*IQ around the world, the Indian-born executive is also concerned about valuing and taking advantage of freedoms here:
“We should all feel fortunate to be where we are and take this opportunity to help others.”
Drawing of the talk with DR. SHIVAJI DASGUPTA
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We are happy to be part of the first Rainbow Day on July 13 at the Goethe University in Frankfurt am Main.
The Rainbow Day provides all interested parties with an exceptional opportunity to enter into discussions with companies in a pleasant atmosphere, to explore their own career opportunities and to learn how a modern company offers all employees a contemporary, appreciative working environment.
The booth discussions at the exhibition stands in the auditorium center, which go beyond the company booths, offer an opportunity for exchange. Many other partners of Rainbow Day are represented: University institutions, student associations, the press – diversity is important to all of them.
The supporting program with lectures and panels goes one step further in terms of content and is also of interest to all those who do not currently wish to embark on a (new) career path.
The visitors’ lounge offers space to linger and exchange ideas, and free drinks are available here.
More information about the event is available on the Rainbow Day website (German):
Informationen für Besucher*innen – RainbowDay
RECAP
We were pleased to welcome Maxi Pichlmeier as a guest at our PROUT PERFORMER Lunch Talk on Thursday, May 4, 2023.
Click here for the recording of the conversation (German):
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about Maxi:
For those who don’t know Maxi, digital media are anything but foreign to him and he has a lot to say when it comes to queer life, politics and media. Because being queer is still political in 2023! Maxi Pichlmeier’s TikTok account is all about queer news, queer politics and the gay community, to which he himself belongs. In his videos he processes his own experiences and wants to bring news to young (queer) people.