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!

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!

Sanofi’s global diversity strategy is called “all in”.
What does this slogan mean to you?

Dr. Theresa von Fugler: As the name suggests, for me “all in” is a positive term for the fact that people of every dimension of diversity can develop here. Sanofi’s employees in Germany are a reflection of society – people of different backgrounds, experiences, attitudes and skin colors work here. We want to be as diverse as the patients we serve.

The equal opportunities development of all employees is part of our corporate culture and a strategic success factor. Inclusion is not a minority program. We want a working environment in which everyone feels valued and supported without any form of discrimination.

Which initiative or action on equal opportunities for
queer people at Sanofi that particularly impressed you?

Dr. Theresa von Fugler: I was fascinated by the Sanofi truck at Christopher Street Day 2023. The passion and joy with which our team took part in the CSD inspired many people to be there too. Showing our colors on this day was a clear commitment to LGBT*IQ and “all in”. Miraculously, our LGBT*IQ network has since grown to include more members. For me, this is an important message – because diversity should have a positive connotation. It’s not for nothing that an expressive and colorful symbol – the rainbow – stands for the LGBT*IQ community worldwide.

In your opinion, what are the big issues and
challenges regarding queer diversity in the
coming years?

Dr. Theresa von Fugler: The area of tension associated with LGBT*IQ diversity is particularly challenging. This affects Sanofi just as much as society as a whole. On the one hand, it is important to encourage people to embrace their uniqueness, which above all requires acceptance and a matter of course. On the other hand, there are people who are bothered by measures to strengthen LGBT*IQ diversity – regardless of whether they come into direct or indirect contact with them. This reinforces the social tension.

What motivated Sanofi to become a PROUT EMPLOYER
and what would you like to see in our cooperation?

Dr. Theresa von Fugler: When we founded our internal LGBT*IQ network “PRIDE+ DE”, it was clear to us right from the start that we wanted to bring in external support and expertise. The aim at the start was to further develop the quality of the network’s work and growth. Every network has a learning curve right from the start. With a strong partner, we wanted to avoid initial mistakes and act strategically. It is also good to network across company boundaries in order to learn from each other and strengthen each other in our day-to-day work.

What advice would you give to other companies
who have not yet discovered queer diversity for themselves?

Dr. Theresa von Fugler: As a sponsor of the network, the LGBT*IQ community is particularly close to my heart. Neither at Sanofi nor in the rest of society can we do without diversity and talent of any sexual orientation, religion, age or origin. But only when opportunities are fairly distributed can talents develop their full potential. Diverse groups help to break down barriers in people’s minds and obstacles in everyday working life.

One thing is certain for me: surrounding ourselves with diverse and different people helps us all move forward, I’m sure of that.

Dear Dr. Theresa von Fugler, thank you very much
for the interview!

You were immediately ready for an interview
– thank you again for that!
Why is it important for you to support queer topics?

Raphael Otto: Diversity in all dimensions; gender, nationality, physical / mental ability or sexual orientation, just to name a few, is very close to my heart. I believe that as a society we benefit from different perspectives. I also believe that as an employer we have a responsibility when it comes to living and promoting our values. I am striving to live and promote the value of diversity in my direct area of responsibility, but do not shy away from supporting beyond that. So, when I was asked if I would be available as a sponsor to our LGBT* & Friends Community, I felt very honored and agreed immediately.

What initiative related to equal opportunities
for queer people was successful at Infineon?

Raphael Otto: In June, during Pride Month, Infineon participated in several pride parades (e.g. Munich) to show support and raise awareness for the LGBTQIA+ community, their history, culture and ongoing work for equal opportunities. The very positive feedback we received from our employees and external stakeholders has shown that our commitment is well received and motivates us to continue with our support for LGBTQIA+.

What are your wishes and goals in your role as sponsor
for the Infineon LGBT* & Friends community?

Raphael Otto: While the LGBT* & Friends Community already achieved a lot, we are still in the beginning of a journey here at Infineon. My wish is to support the community by providing advice, visibility and hands-on support during various activities and events. In particular I want to support the colleagues when addressing LGBTQIA+ inclusion globally. As we are a globally operating company, we face the reality of different levels of awareness and acceptance of LGBTQIA+ issues which can be challenging for our internal community. I hope I can help with that and advocate for them.

How do you react when people question
the importance of queer inclusion?

Raphael Otto: As for every dimension of diversity and inclusion I am typically trying to listen to the argumentation behind the reservation first. I will challenge the arguments highlighting the importance of diversity for successful teams and the need for all humans to feel a sense of belonging and acceptance in society and of course in the workplace. I make clear that everyone wants to be accepted as they are and that this is a human right which should not be questioned.

What motivated Infineon to become a PROUT EMPLOYER
and what would Infineon like to see in this cooperation?

Raphael Otto: At Infineon, we want to offer a workplace where everyone is accepted, feels a sense of belonging and can bring their authentic self to work. Participating in the PROUT EMPLOYER Program is a great chance for us to express our commitment to Diversity & Inclusion and to further increase our knowledge about how to support Infineon’s LGBTQIA+ members as a PROUT EMPLOYER. We are very happy about the cooperation with PROUT AT WORK, which will accompany us with their expertise to create the best Infineon for people of any sexual orientation, gender identity or gender expression.

Dear Raphael Otto,
thank you for the interview!

As a leader at ERGO, what does it mean for you to advocate for more LGBT*IQ diversity and visibility?

Markus Bader: As a gay and outed executive, I think it’s important to advocate for more visibility and I’m glad that we’ve also had a pride network for a little over 2 years now and that I can get involved there. We know that there are still many LGBT*IQ people who decide against coming out in a professional context because they fear disadvantages. We need role models who make it clear that your choice of job and your career goals are not dependent on your sexual orientation.

What experiences in your career so far have shaped you in terms of LGBT*IQ?

Markus Bader: In fact, in the first (un-outed) years of my career, I had the experience that derogatory remarks were made about outed colleagues regarding their sexual orientation. Not always and often, but it happened. That definitely shaped me for the years to come. I didn’t feel ready to expose myself to that at the time. The confidence to come out to colleagues didn’t develop until a few years later. However, I never experienced rejection or disadvantages and to this day I am happy and grateful that I can be open with my sexuality with my employer. I was therefore all the more pleased that, in addition to the many other diversity issues, the topic of LGBT*IQ has also become an institution at ERGO with the Pride network.

You are committed to LGBT*IQ diversity at ERGO, to what extent do you receive support from your colleagues?

Markus Bader:

From my immediate colleagues, I feel the normality and matter-of-factness that my life model is met with is actually the strongest support. Today, I never have the feeling that someone avoids asking me how my summer vacation with my partner was, for example, just to avoid bringing up the subject. On the contrary – I experience just as much interest in my life and partnership as I do with others.

pride@ergo was founded by committed colleagues.

The Diversity Management Team has provided support from network building to the present day, and the godmother of our network is our Chief Human Resources Officer. This is an important contribution on the part of the employer and also shows me that the topic is important and is seen.

You were part of the PROUT Executives list in 2021 and 2022, congratulations again! What did that mean for you and how did you perceive the reactions?

Markus Bader: I was very happy about the positions on the Prout Executives list. For me personally, it was also an exciting process – I’m not very active on my social media channels, or rather a consumer than a creator. Sharing the list position on LinkedIn, among other places, was another new experience for me – and I received positive feedback without exception afterwards – from previously unknown people, from people I had lost sight of, but also from my immediate environment.

What specific actions for more LGBT*IQ diversity are you concerned about right now?

Markus Bader: I believe that in addition to the pure visibility that we achieve with pride networks, for example, other things are also important. We need to point out unconscious bias. We need gender-inclusive language.  We have already revised the language and image of our brand presence at ERGO. This will certainly not happen overnight, but we have made a start, and ERGO must continue to develop.

Dear Markus Bader, thank you very much for the interview!

You were immediately ready for a joint interview – thank you again for that! Why is it a matter of the heart for you to support LGBT*IQ?

Matthias Stupp: The matter of the heart is explained by my own biography: how I felt myself, how I would have liked it to be. Creating visibility is important. It is part of the corporate culture and must be lived accordingly. There is no point in older partners or management dictating that “everyone is diverse from today on.” This is a topic where one’s own conviction should be visible – and that should be exemplified. Accordingly, it is necessary to approach the matter with one’s own commitment and to show others: “This is important to us because it is a matter of the heart and not a business case.” This message is important to employees_. For this reason, we build this with them from the beginning. At the same time, we create opportunities for networking.

Paul Tophof: In my opinion, it is the nature of things to stand up as a gay man. Just as I have experienced a lot of support along the way, I also want to support other people. I have already received positive feedback from many law students about how honest I am about my sexual orientation and thus act as a role model for them. Therefore, it is natural for me to pass on what has been modeled for me.

Dr. Stupp, the Noerr Diversity Committee meets regularly under your leadership. Are there any concrete plans for activities in your company regarding LGBT*IQ in the workplace?

Matthias Stupp: Our diversity approach is currently very diverse. The committee is made up of six people, with a wide variety of projects being implemented by smaller groups. We are dedicated to the LGBT*IQ issue with the goal of increasing visibility and bringing the idea of networking more to the fore. We want to achieve this mainly through events and memberships. Another aspect is pro bono work. We are always happy when Noerr can be active in this area and make a difference as a firm. Ultimately, we became lawyers because we want to fight for justice, including for the LGBT*IQ community.

Where do you see the challenges to LGBT*IQ diversity at Noerr in the coming years?

Matthias Stupp: One challenge is the visibility and motivation of employees to get actively involved. Due to the natural fluctuation in a company, it is important to draw attention to offers at an early stage so that new employees are always motivated to participate. For example, if there are 50 LGBT*IQ people in a company, only half of them may want to be active. Employees from the assistant area or interns who are only there for three months may not contact us at all or only tell us at the end that they think what we are doing is great. If these people get in touch earlier, we have the opportunity to involve them better. That’s the challenge: to make the topic more present, to establish it as a matter of course, and also to increase engagement.

Paul Tophof: At the same time, I also see this challenge as an opportunity to attract young talent from the LGBT*IQ community in particular. If we create this visibility in the company and show that we are an employer where the topic of LGBT*IQ is very present and highly placed, it is a really great opportunity.

What advice would you give to companies that are still in the early stages of their LGBT*IQ diversity efforts?

Matthias Stupp: It’s not as hard as many people think, you just have to dare. Small actions are enough at the beginning. Everyone has a community through which networking is possible. Most companies do not know whether such a network works, because it is often not clear how many employees are actually LGBT*IQ. However, you shouldn’t let that stop you. In the end, it helps everyone.

Paul Tophof: It also helps to take advantage of the offers from PROUT AT WORK. The experience, the expertise of others to be able to profit from it.

Matthias Stupp: LGBT*IQ lives not only from the people who identify with it, but also from allies. These come to events and report, “I’m not gay, but my brother is.” They relate to it and therefore want to get involved and network beyond that. Bottom line: just do it.

What do you hope PROUT AT WORK will do for you?

Matthias Stupp: The networking idea is in the foreground for us. It’s hard to do everything on your own. That’s why we get help from you, PROUT AT WORK, to tackle the issue professionally. Particularly when it comes to important topics such as gendering, we as a law firm are in the process of finding out how to deal with them correctly. In this situation, PROUT AT WORK is a great support for us with its recommendations: with concrete recommendations that we can give to people. Whether it is then actually implemented in this way is another question. But despite all this, PROUT AT WORK is simply a great pool of ideas. That is precisely what we would like to see.

Paul Tophof: For us, your experience and your knowledge of various event formats, which we can take on ourselves or which we can take on together with you, is also a great support. I often find myself not knowing everything about the various topics. So it is helpful to define these topics clearly for us. That’s why this is also the support we want from PROUT AT WORK.

Dear Matthias Stupp, dear Paul Tophof, thank you very much for the interview!

What was the motivation behind becoming a PROUT EMPLOYER and what are your wishes for this partnership?

Sascha Kuhn:Simmons & Simmons has been a Stonewall Top Global Employer for several years. We have a lot going on at the international level, and we have already been able to implement quite a few things at the national level as well. However, we would like to see stronger networking with other market participants in Germany who are concerned about the topic of LGBT*IQ diversity – especially with those who also work internationally.

Are there LGBT*IQ related activities at Simmons & Simmons?

Sascha Kuhn:The German LGBT*IQ network is part of our international network. Especially in the last months, the network work was on the one hand more difficult than usual due to Corona – on the other hand, we are now much more integrated into the global network than before. We regularly see each other at events on specific topics or in casual exchanges over coffee or – so much Englishness has to be – tea via teams. In Germany, we are regularly represented at Sticks & Stones. Finally, the support of LGBT*IQ groups is the focus of our pro bono work.

Thank you for being our interview partner! Why is the support of LGBT*IQ an important issue to you?

Sascha Kuhn: For myself as a gay man it was incredibly important that my employer offered an open work environment from the very beginning, where I could simply be myself. Today, I am a partner in my law firm myself and now it is important to me to offer other members of the LGBT*IQ community an open perspective through visibility as well. 

Where do you identify the future challenges for Simmons & Simmons regarding LGBT*IQ diversity?

Sascha Kuhn: A specific challenge at Simmons & Simmons is undoubtedly the expansion of networking and the creation of a fully open working environment in some regions. Working openly as a gay lawyer in Düsseldorf is one thing – but the reality of life for LGBT*IQ people in some other countries, such as the United Arab Emirates, is another. 

What is your piece of advice for companies, who did not yet discover LGBT*IQ diversity?

Sascha Kuhn: They should bring openness and curiosity with them. I often experience that heterosexual company representatives – without bad intentions – think that they know the reality of life of their LGBT*IQ colleagues. The direct exchange and open questions sometimes lead to an “aha” effect. And: Differentiation is necessary. The members of the LGBT*IQ community are united by many things. But there are also crucial differences in their experiences and needs. What is good for gay and lesbian colleagues can completely ignore the needs of trans* people. 

Dear Sascha Kuhn, thank you very much for the interview!

As a leader at ERGO, what does it mean for you to advocate for more LGBT*IQ diversity and visibility?

Markus Bader: As a gay and outed executive, I think it’s important to advocate for more visibility and I’m glad that we’ve also had a pride network for a little over 2 years now and that I can get involved there. We know that there are still many LGBT*IQ people who decide against coming out in a professional context because they fear disadvantages. We need role models who make it clear that your choice of job and your career goals are not dependent on your sexual orientation.

What kind of support from PROUT AT WORK do you wish for?

Sabine Schmitz: Many companies have been involved with PROUT AT WORK for a long time and have a lot of experience. We would like to share in this, be inspired and collaborate to make our world more tolerant and colorful. All the efforts so far to make a difference are impressive. However, we will only achieve the big step if everyone is willing to take a stand for the topic of equality and against discrimination. With the help of the network, we want to become even more active in the future. We are looking forward to learning and making contacts.

FiNUM.Finanzhaus AG belongs to the younger PROUT EMPLOYER with the start of cooperation in 2021. What activities have there been so far in your company on LGBT*IQ in the workplace and are there already plans for the current year?

Sabine Schmitz: We are just getting started in the collaboration. Therefore we are trying to participate in many events and to take part in many activities. So far, it has been enough for us not to live any differences internally in FiNUM.Finanzhaus: we have employees of all gender identities, old and young, many nationalities, people of different faiths and sexual orientations. Now we want to contribute to promote our lived basic attitude and to carry it into our society, where still too big differences are lived. To this end, we have started to fly the flag for diversity on our social media channels and also to position ourselves in customer communications with subtle signs, such as the rainbow colors in the email signature. Unfortunately, we are convinced that it still takes a lot of courage for many people to openly and honestly acknowledge their own identity.

Where do you see the challenges concerning LGBT*IQ diversity at FiNUM.Finanzhaus AG in the coming years?

Sabine Schmitz:Too many people in Germany still don’t dare to come out at the workplace. Our challenge is to show that FiNUM.Finanzhaus offers an open working environment where everyone is welcome just as they are. We have put a lot of thought into our set-up here and see ourselves on a good development path. We would be pleased if we could find more people who appreciate our way and see their professional future with us.

Dear Sabine Schmitz, thank you very much for the interview!