On June 28, 2024, the first PROUT AT WORK gala took place at the Rosewood Hotel in Munich under the motto “Together for queer diversity” – including a stage program and silent auction. Among the invited guests were Juliette Schoppmann and Tahnee, who wowed the audience with their performances.
The exclusive Rosewood Hotel in Munich provided the perfect setting for the first PROUT AT WORK gala. The red carpet at the entrance and the photo wall made for an elegant reception. Drag queens Vicky Voyage and Pinay Colada greeted the guests in breathtaking outfits made of tulle and sequins. The event was attended by around 65 people from business, politics and the media, who all dressed in elegant evening wear in keeping with the “fancy or formal” dress code.
Four-course menu, networking and silent auction
After PROUT AT WORK celebrated its tenth anniversary in Berlin in April 2024, the glamorous follow-up event followed: a gala at the Rosewood Hotel in Munich with a four-course menu, networking, a silent auction and entertaining performances by Juliette Schoppmann and Tahnee.
The gala was hosted by Benjamin Stöwe. He has been one of the defining faces of the ZDF morning show live from Berlin for ten years. He also shoots reports, lends his voice to international actors as a dubbing artist and hosts major events.
In addition to the content highlights, special attention was also paid to the Silent Auction, which was opened on the gala evening. On this evening and beyond, guests were able to bid on spectacular experiences and unique items, such as a signed jersey by basketball player Dirk Nowitzki or design sketches with the signature of BMW’s chief designer. The proceeds from this auction benefited the foundation’s work and supported PROUT AT WORK on its mission to achieve more queer equality and combat discrimination in the workplace.
“Thanks to the support of everyone who attended the gala, but also those who support us with donations outside of the event, we can continue to expand our foundation’s work. For us, more resources mean that we can give the issue even more visibility and raise awareness of queer diversity in companies – because queer people are still subject to poor treatment and discrimination in the workplace.” – Albert Kehrer, board member of PROUT AT WORK.
Moving speeches and entertainment at the highest level
At the beginning of the gala, Albert Kehrer, Chair of PROUT AT WORK, warned about the current political developments and the rising queer hostility in the country. Ten years ago — when the PROUT AT WORK-Foundation was founded — the atmosphere was very different. Recognition and inclusion of the queer community within companies and society were on the rise. Today, he said, our solidarity within the queer community is more important than ever.
The highlights of the event were the performances by Tahnee and Juliette Schoppmann. Tahnee offers the ultimate mix of stand-up, parody, and music — from sophisticated to silly — all combined into one show. For her fans, Tahnee has been the undisputed number one in parody for over ten years, a fact she continues to prove to perfection in countless TV appearances and her own formats.
Juliette Schoppmann rose to fame in 2002 as a finalist in the first season of “Deutschland sucht den Superstar”, where she finished in second place. The trained dancer, musical theatre performer, and singer went on to release her own music, write songs for other artists, and make occasional television appearances. From 2013 to 2023, Juliette taught at the Music Academy Cologne-South and the Music Academy Bonn. In 2014, she coached the winner of “Das Supertalent” to victory and returned to “Deutschland sucht den Superstar” as a vocal coach from 2018 to 2023.
The PROUT AT WORK Gala concluded with a delicious dessert, closing remarks, and relaxed networking. We would like to thank everyone who joined us and supported PROUT AT WORK through their generous donations during the Silent Auction!
Impressions of the event
Fotocredits: Jan Patrick Margraf
Kindly supported by
Follow us on social media!
Instagram: https://www.instagram.com/proutatwork/
LinkedIn: https://www.linkedin.com/company/proutatwork/
With an impressive tour across Germany, Brix Schaumburg, freelance artist, and Robin Scheerbaum, systemic consultant and content creator for queer activism, set a powerful example for queer diversity. In doing so, the two pursued a clear goal: to bring people together, promote dialog on queer issues and raise funds for PROUT AT WORK.
1,600 kilometers for a good cause
The bike tour began on September 15, 2024 at the Zugspitze and ended in Berlin. Brix and Robin covered around 1,600 kilometers – despite challenging weather conditions and great physical exertion. The effort paid off: a total of 7,000 euros was raised for the PROUT AT WORK Foundation. The collected donations were ceremoniously handed over at the PROUT AT WORK Conference 2024 at OTTO in Hamburg.
“Receiving the donation means an incredible amount to us! Thanks to the financial support, we can create more resources for our valuable work and support even more companies on their journey towards queer diversity and equal opportunities. We are also incredibly grateful for the media visibility that PROUT AT WORK has received through Brix and Robin. Because only if we are visible and loud will our concerns and those of all queer people be heard and implemented.” – Albert Kehrer, board member of PROUT AT WORK.
Stops full of encounters and inspiration
A particular focus of the tour was the exchange with the local community. Every evening, Brix and Robin met inspiring people to talk about queer issues together. Here are some of the stops on the bike tour:
- Munich (16.09.): Queer History Tour and karaoke at the Sub – Schwules Kommunikations- und Kulturzentrum München e.V.
- Ingolstadt (18.09.): Exchange at the trans* get-together and queer regulars’ table
- Mannheim (21.09.): Reading and karaoke evening at Queeres Zentrum Mannheim
- Wolfsburg (29.09.): Visit to the soccer stadium
- Berlin (06.-08.10.): Closing events with panel discussion at LinkedIn and the grand finale at Ride Berlin
A strong signal for queer visibility
“Que(e)r durchs Land” was not only a sporting challenge, but above all a flagship project for the visibility of queer diversity in Germany. Through a combination of personal commitment, media reach and direct dialog, Brix and Robin helped to spread the mission of PROUT AT WORK to the general public.
Outlook: cycling on for diversity
The success story continues: Brix Schaumburg and Robin Scheerbaum are also planning to continue the tour next year. A big thank you to everyone who has supported this tour – be it through donations, active participation or mental support. Together we make a difference!
Find out more about the “Que(e)r durchs Land” Tour 2024 in this video:
Follow us on social media!
Instagram: https://www.instagram.com/proutatwork/
LinkedIn: https://www.linkedin.com/company/proutatwork/
The new edition of the study “Out in the Office?!” was published to mark the International Day against Homophobia, Biphobia, Inter* and Trans*phobia (IDAHOBIT) 2024. This renowned series of studies by the IDA | Institute for Diversity and Anti-Discrimination Research has been investigating the working reality of LGBTIQA* employees in Germany since 2017. Supported by the PROUT AT WORK Foundation, the current survey provides valuable insights into how queer identities are dealt with in the workplace, experiences of discrimination and the importance of an inclusive corporate culture.
“Being open about one’s own sexual orientation or gender identity has a positive effect on the job satisfaction, commitment and organizational self-esteem of queer employees.” – Albert Kehrer, CEO of PROUT AT WORK
Key findings of the study
The new survey of the “Out in the office?!” study shows that openness and experiences of discrimination vary greatly depending on sexual orientation and/or gender identity:
Openness in the workplace
- Around a quarter of endo cis LS+ respondents, two thirds of endo cis B+ respondents and over half of endo T* respondents are closed to their colleagues with regard to their sexual or gender identity
- Are open towards all colleagues:
- 16% of endo T* employees
- 20% of endo cis B+ persons
- 37.5% of endo cis LS+ employees
Experiences of discrimination
- 78% of endo cis LS+, 89% of endo cis B+ and 87% of endo T* respondents have experienced at least one form of discrimination in the workplace.
- In a year-on-year comparison, the extent of discrimination remains at a high level: for endo cis LS+ and endo T* employees, experiences increased by 4.3% and 3.9% respectively compared to 2017.
“Among endo T* people, there has been a steady year-on-year increase in the number of people experiencing extremely high levels of discrimination. This means that they experience many different forms of discrimination.” – Nain Heiligers, Research Associate, IDA | Institute for Diversity & Anti-Discrimination Research.
Queer-friendly corporate culture
An inclusive work culture is crucial for queer people in particular – and also influences economic behavior. LGBTIQA*-friendly companies are preferred by:
- 78.6% of respondents when using services
- 72.2% of respondents when making purchasing decisions
- 71.6% of respondents for job applications
“While the proportion of closeted endo cis LS+ people has fallen continuously in recent years, the picture is less clear for endo T* and endo cis B+ people. At the same time, more endo (cis) LGBT* people are very open about their sexual or gender identity in the workplace.” – Dominic Frohn, Scientific Director, IDA | Institute for Diversity & Anti-Discrimination Research.
Actively promoting queer diversity
We need more studies like “Out in the office?!” in order to be able to argue with serious sources and draw attention to grievances in the world of work. Because experiences of discrimination against queer people in the workplace are real and it is everyone’s responsibility to speak out against it.
Follow us on social media!
Instagram: https://www.instagram.com/proutatwork/
LinkedIn: https://www.linkedin.com/company/proutatwork/
On Thursday, March 20, 2025, the Federal Cross of Merit on Ribbon was presented to Albert Kehrer, CEO of PROUT AT WORK, at a ceremony at the Ministry of Social Affairs in Munich. Albert Kehrer was honored for his long-standing and tireless commitment to queer diversity and equal opportunities in the world of work.
The Order of Merit of the Federal Republic of Germany (Federal Cross of Merit) is the highest recognition awarded by the Federal Republic of Germany for services to the common good. It is awarded to German and foreign citizens for political, economic-social and intellectual achievements as well as for all special services to the Federal Republic of Germany, for example services in the social, charitable and humanitarian fields.
“This award is a great honor – not only for me personally and for the PROUT AT WORK Foundation, but for everyone who is committed to queer diversity and equal opportunities in the world of work. It shows that the commitment and work of PROUT AT WORK is seen and appreciated. Diversity is not a marginal issue, but a strength of our society – and as a board member of PROUT AT WORK, I will continue to work with full conviction for an open and non-discriminatory working world,” says Kehrer.
Albert Kehrer’s career and commitment
Albert Kehrer founded the “LGBTIQ employee network” at IBM back in 2003 and managed it for several years. This network serves as a point of contact for queer employees and their supporters, offers confidential support and sensitizes managers to diversity issues. His commitment promoted the visibility and acceptance of diversity in business and society.
He later worked at KPMG as Head of Diversity & Inclusion for Germany, where he implemented programs for all diversity dimensions. Since 2010, Albert Kehrer has been working as an independent diversity expert, coach and consultant, with a focus on managers. He is listed as an expert by various organizations and has continuously promoted the topics of diversity and queer diversity in the workplace.
Albert Kehrer has also been active on a voluntary basis: he was a board member of “Völklinger Kreis e.V.”, the federal association of gay executives, and founded an initiative for queer employee networks together with Jean-Luc Vey in 2006. This initiative led to the founding of PROUT AT WORK in 2013.
“Through his many years of commitment, Albert has made a valuable contribution to the establishment and further development of queer networks in companies. The award is a strong and important signal that diversity and inclusion must also be seen and promoted in the workplace.” – Dr. Antonia Wadé, Chairwoman of the PROUT AT WORK Foundation Advisory Board
Impressions from the award ceremony
Copyright: StMAS/Schäffler
PROUT EMPLOYER o2 TELEFÓNICA
“A workplace where everyone can be their authentic selves without fear isn’t just safe – it enables peak performance and fosters true community.“
Nicole Gerhardt has been with Telefónica Deutschland since August 2017 and serves as Chief Organizational Development & People Officer, overseeing organizational development and the company’s people department. In this role, she takes a holistic view of the organization, its development, transformation, and capacity for renewal, and drives these forward. As the sponsor of the PRIDE Community at o2 Telefónica, Nicole Gerhardt is a strong advocate for a diverse and inclusive corporate culture.
Why is it a matter of the heart for you
to support queer employees?
Nicole Gerhardt: At Telefónica, we believe diversity is the engine of innovation and resilience. Diverse perspectives bring new ideas and strengthen our organization. Queer employees play an indispensable role by expanding our thinking and dismantling barriers. A workplace where everyone can be their authentic selves without fear isn’t just safe – it enables peak performance and fosters true community. And that’s what people are looking for, especially now.
What initiatives do you pursue in your company with regard
to equal opportunities for queer people in the workplace?
Nicole Gerhardt: At o2 Telefónica, we focus on initiatives that create an environment in which everyone can develop authentically. Our PRIDE community plays a central role in this: it raises awareness of queer issues and promotes exchange at all levels of the company. We create concrete structures for equal opportunities through regular training, awareness-raising measures and visible support from the Management Board, including in other dimensions of diversity. Our goal is to actively counteract discrimination, amplify queer voices within the company, and, most importantly, learn from one another while breaking down fears.
What are the next steps, wishes and
goals for queer diversity at Telefónica?
Nicole Gerhardt: It’s not about taking many steps, but the right ones – consistently and with conviction. It doesn’t have to be complicated: communication, training, and the awareness that this work is never truly finished are key. For example, we talk far too little about the fact that LGBTIAQ+ discrimination is once again on the rise here in Germany. Our societal achievements must be continuously defended. I want us to embrace our role as bridge-builders, both within and beyond the company, even more strongly.
Where do you hope to get concrete support
from PROUT AT WORK?
Nicole Gerhardt: We look to PROUT AT WORK primarily for professional expertise and practical support. We understand that implementing effective DE&I measures in socially and economically challenging times requires a special level of sensitivity and experience – qualities that PROUT AT WORK brings to the table. Additionally, we value the opportunity to engage in constructive and confidential exchanges with other companies.
What advice would you give to other companies
that have not yet discovered queer diversity for themselves?
Nicole Gerhardt: Start—but only if you mean it. The time for tokenism is over. Companies that listen, learn, and create spaces where everyone can be their authentic selves gain the best ideas and the strongest teams. But it’s about more than business: queer inclusion is a contribution to a fairer society—the kind we all want to live in. The first steps? Small, intentional actions like awareness training, open dialogue, or policies that truly address queer needs. This shows that real change doesn’t come from the outside – it starts from within.
Dear Nicole Gerhardt, thank you very much for the interview!
After Rainbow Day 2023 took place for the first time at Goethe University in Frankfurt am Main, the queer career and contact fair also stopped in several cities in 2024 – including Munich and Frankfurt am Main. PROUT AT WORK was also on site as part of a partnership and gave a presentation on queer diversity in the workplace.
The career and contact fair for queer students and job seekers offers a direct exchange and networking between companies and potential applicants, for whom queer diversity in the company is particularly important. They can explore their own career opportunities and find out what measures companies are implementing to actively promote queer diversity in the workplace.
Numerous companies took the opportunity at the Rainbow Days to present themselves as queer-friendly employers and get in touch with queer talents – including some of our PROUT EMPLOYERS, such as BMW, Freshfields, Hays, Infineon and Roland Berger.
PROUT AT WORK was represented last year at the Rainbow Days on February 6, 2024 in Munich and on July 18, 2024 in Frankfurt am Main as well as this year on January 31 in Munich with an information stand and provided input on stage.
young queers iN THE WORKPLACE
At the PROUT AT WORK stand, both interested companies and job seekers were able to find out more about the topic of queer diversity in the workplace and get in touch with the foundation. Enea Cocco, speaker and Project Lead Pride Day Germany at PROUT AT WORK, gave a presentation on stage about queer diversity and coming out in the workplace, providing numerous business cases and statistics as well as arguments for why employers should ensure that queer people find an environment in which coming out is possible. In a panel on the topic of “Young queers in the workplace”, the participants looked at the future topic from different perspectives and identified individual barriers and obstacles.
Many young professionals run the risk of deciding not to come out at work after all, despite their openness during their studies. Queer career fairs such as Rainbow Day show students that they can also be open about their sexual orientation and/or gender identity in the workplace and that companies can benefit from diversity.
PROUT AT WORK plans to participate in the Rainbow Days again next year, including on July 1, 2025 in Frankfurt am Main, to be a visible point of contact for queer diversity in the workplace for both companies and students. We look forward to seeing many of you there!
Impressions Munich
Impressions Frankfurt am Main
In 2024, the PROUT AT WORK-Foundation presented the Queer Network Awards for the seventh time, honoring dedicated networkers. On the evening of the first conference day, five networks were recognized in the categories of Big Impact Initiative, Rising Star, Global Leader Network, and Sustainability.
Additionally, a special award was introduced for the first time, acknowledging the efforts of a queer network that achieved remarkable work and significant media attention but didn’t fit into the existing award categories, as it doesn’t operate as a traditional corporate network.
BIG IMPACT INITIATIVE AWARD:
rewe group dito
This year, REWE Group DITO received the award in the BIG IMPACT INITIATIVE category. Together with its network mentor and CEO Lionel Souque, the network initiated and internally implemented a comprehensive online training course on the topic of “Queer Diversity”. Among other things, the focus was on dealing with gender identity and sexual orientation in the workplace. The training is available in the learning catalog for all employees for an indefinite period of time and is therefore firmly anchored in the Group for the long term. In addition to queer diversity and inclusion, further training courses on other dimensions of diversity are planned for the future.
RISING STAR AWARD:
proud – novelis
The PROUD network from Novelis will receive the RISING STAR award this year. The network was founded in Europe in 2022 and has been supported by 15 allies in the European plants since last year. In addition to initial events, such as participation in three Pride events in 2023, the network has started to take targeted action at Novelis plants in its second year. The network in Europe has inspired and motivated the regions of North and South America to also establish an LGBT*IQ network. PROUD in Europe is organized by a core team of four people and supported by the sponsor – the Vice President HR of Novelis Europe.
GLOBAL LEADER NETWORK AWARD:
equal at mckinsey
The GLOBAL LEADER NETWORK award is presented to the Equal at McKinsey network, which celebrates its 30th anniversary next year and has grown significantly in recent years. There are more than 14,000 Inclusion Allies worldwide who are committed to promoting queer issues within the company. McKinsey has a global strategy to actively promote the network in all offices around the world. The company has queer leaders in offices around the world, including China, Chile, France, Germany, Poland, Singapore, the United States, the United Kingdom, Canada, the Netherlands and South Africa. They act as role models in the company and play their part in increasing the visibility of queer people and content in the company.
sustainability AWARD:
arco by commerzbank
ARCO, Commerzbank’s Pride network, receives the SUSTAINABILITY Award from the PROUT AT WORK Foundation. For over 20 years, the employee network has been committed to breaking down prejudices and promoting mutual acceptance at all levels within the company. With regular events and publications, ARCO raises awareness of queer issues and creates a working environment in which all employees can be who they are. An Executive Ally program involves managers in all segments as supporters of queer people. The Executive Board has also supported the network, which is being continuously expanded, since it was founded in 2002. This gives ARCO a pioneering role for queer employee networks in Germany.
special award:
#outinchurch e.V.
This year’s special award goes to #OutInChurch e.V. The campaign – initiated by full-time, voluntary, potential and former employees of the Roman Catholic Church – was launched in January 2022 and is still helping to make queer people visible in the church and give their concerns a voice. The strategic goal of #OutInChurch was to expose abuses in the Catholic Church and to initiate necessary reforms that would make the Catholic Church a place free of discrimination. A secondary condition for this was the protection of the individual by creating publicity. This was successful: due to the relatively high number of participants, there have been no consequences under employment law to date. Catholic employment law was amended in the fall of 2022 so that a queer identity and a queer relationship are no longer grounds for dismissal. Public pressure on the Catholic Church, which was already high for many other reasons, was increased once again and implicitly called on its representatives to take a stand.
A talk with… Leon Wiersch, Detlev Blenk and
Christian Lemkens
PROUT AMPLIFIER
As part of our PROUT AMPLIFIER project, we not only talk to outstanding PROUT PERFORMERS, but also to committed people who are not yet heard as much, but who do at least as important work for queer diversity in the company. Detlev Blenk, Diversity and Inclusion Manager at IKEA, introduces us to his colleagues Christian Lemkens and Leon Wiersch, who are driving forward exemplary work for queer diversity and equal opportunities in the workplace, particularly in their areas of responsibility. We spoke to them about their commitment at IKEA and their motivation behind it.
How important are diversity and queer friendliness in your
company?
Detlev: The retail sector in general employs an above-average number of queer people, and it’s the same at IKEA. Based on global surveys, we assume a figure of 10 to 13%. This large figure alone places a special focus on our diversity and inclusion activities. Our credo: All people should be allowed to be who they are at IKEA – regardless of age, origin, gender, sexual or gender identity and physical or mental abilities.
What values characterize your day-to-day work and how are
they lived?
Detlev: The culture at IKEA is very much determined by our values. These have their origins in Sweden and characterize our interactions, our encounters with customers, applicants and suppliers.
What makes Leon and Chris role models and why exactly should
their perspectives be heard and seen?
Detlev: I thought it was a great idea not to focus on the usual faces from the upper echelons of management, but to give a voice to those who do and achieve so much for the queer community in the company, at queer fairs or other events. Leon and Chris are two of many colleagues who are passionately involved either locally in an IKEA store or as a member of the network management of our queer employee network.
Is there a special moment (or a joint project/current
collaboration) with them that you would like to tell us about?
Detlev: Chris almost single-handedly managed the operational side of our national participation in the CSDs in Berlin and Cologne and motivated our colleagues on the trucks with a passion for a colorful and diverse world. Leon is a big driver of diversity and inclusion for his IKEA store and brings a lot of ideas to the table.
As an established PROUT PERFORMER, what can you learn from
your colleagues? Perhaps especially from younger ones or from
those from completely different fields of activity? Where does
it make sense to work together (even more closely)?
Detlev: We learn a lot from each other. As a gay man in my mid-fifties, I’ve had different experiences in life than Chris and Leon. Their queer experiences are broader and not just focused on the “G” in LGBTQIA+. I’m always happy to learn more. And, of course, they are much more relaxed than I am about getting through nine hours on a CSD truck. Everyone contributes here with their possibilities and experiences – in the spirit of IKEA: “You do your part, we do our part, together we create a better world for the many people”.
What job do you currently do at IKEA and how long have you been with the company?
Christian: I’ve been with the company for almost exactly 15 years now. Since February as IKEA for Business Country Specialist. In this role, I work closely with various interfaces (e.g. Marketing or Customer Fulfillment, but also the local stores) and implement the business strategy and corporate goals together with my colleagues.
Leon: I am also celebrating a small anniversary. I’ve been on board for two years. I originally studied product design. I’m now working as a visual merchandiser (Communication and Interior Design), which is more or less my entry-level job. Roughly speaking, that means I’m partly responsible for making IKEA look like IKEA.
„As a gay man in my mid-fifties, I’ve had different experiences in life than Chris and Leon. Their queer experiences are broader and not just focused on the “G” in LGBTQIA+.“
How do you experience being queer at work? Is it an issue that is
relevant in everyday life? If so, in what contexts/situations?
Christian: Our day-to-day work is characterized by diversity and values. I have the full support of my direct manager and our country management. I can’t pin it down to specific situations, as it’s completely normal for us to be who we want to be.
Leon: In fact, the topic is not that important to me. Our interactions are relaxed and friendly. The fact that everyone is on first-name terms, openly “shows their colors” and there is an open feedback culture helps a lot. Of course, colleagues ask questions from time to time. Not in an intrusive way, but out of genuine interest. But then you also have the opportunity to be an educator – I really like that.
Were/are there any challenges (in general/for you personally)
when it comes to “out at work”? How do you overcome them?
Christian: I dealt with the issue openly right from the start and therefore never experienced any rejection. However, not all colleagues seem to feel the same way. At an information event for allies, almost 10% of participants answered the question “Would your colleagues react positively if you introduced them to your (same-sex) partner?” with “No.” answered “No”. And half are afraid that they would be ostracized or ridiculed because of this. This is definitely a sign that we still have a lot of educational work ahead of us.
Leon: I think for many people, coming out internally is the hardest part. Before you come out, you first have to understand for yourself that you don’t need to be ashamed of things. In the end, in many cases you hold the key to your own cage in your own hands.
If there was one thing you could wish for in this context, what
would it be?
Christian: I would really like no one to have to justify or be ashamed of their own identity. Everyone should live the way they want to. Actually, I would also like us not to have to talk about such topics at all. It should be normal by now. Until it is, I will definitely continue to fight for it.
Leon: Every coming out helps to break with stereotypes. Of course, the decision to do so should be up to each individual. Queerness is super broad – a spectrum. And many parts of it are totally underrepresented. I hope we all have the courage to move freely along this spectrum and allow change.
„Queerness is super broad – a spectrum. And many parts of it are totally underrepresented. I wish us all the courage to move freely along this spectrum and allow change to happen.“
How are you committed to queer issues at IKEA? What are you
particularly proud of?
Christian: I put my heart and soul into our Pride network and it makes me very proud to be able to show that we respect and value all people in their diversity. We try to create visibility for our issues and advocate for more tolerance and understanding in our dealings with one another. Since the network has been managed from the German head office, the local stores are increasingly following suit and setting up local diversity groups. This is a great development that we are naturally happy to support.
Leon: I can get straight to the point. After my first participation in the CSD, I really wanted to take the spirit back to Wuppertal and get involved in a local diversity group. The idea is great, but the implementation – i.e. founding and organizing it – is not that easy. The network – especially Detlev – gave us great support and helpful tips. From the next financial year, a local diversity group will actually be firmly anchored in every store.
Is there a special action/project/progress you would like to talk about?
Christian: What I am very pleased about is that we reactivated our Pride network last year. There are a lot more activities taking place again in our units on the topic of diversity in the workplace and we took part in the CSDs in Cologne and Berlin. There used to be a Pride group many years ago, but unfortunately the work “fell asleep” at some point. Now we’re back and louder than ever. With the start of our new financial year in September, I am part of the national management of our Pride network and already have lots of great ideas on how we can make the topic more visible and also get our customers involved.
What is important in the job so that queer (network) work can
succeed?
Christian: The mindset! And the support from our units and allies. We have over 22,000 employees in Germany alone. It’s not possible for just five people in a Pride network group to drive the issue forward and make it visible. We need allies who give us self-confidence and back us up.
Leon: Talk a lot and show genuine interest. Good and comprehensive communication is the be-all and end-all. This increases everyone’s chances of really being heard.
How important is it to be “out” at work? Is this equally possible
for all colleagues?
Leon: Every coming out – no matter where – makes the world a better place, ensures more visibility and is usually an incredibly great liberation for you too. Once you have come out internally and decide to do so externally, it is of course super important that the working environment also offers a safe space for diversity.
How important are role models in this context?
Leon: I myself could have benefited greatly from role models in the past. In fact, everyone seemed to know what was wrong with me before I knew it myself. As a child, I was always picked on because of this. Now my tactic is maximum transparency. The more open I am about my identity, the less of a target it is. At the same time, I am also very motivated to be a role model for others and to support people as a result. That gives me a lot in return.
„Every coming out – no matter where – makes the world a better place, ensures more visibility and is usually also an incredibly great liberation for oneself.“
Who or what has encouraged you on your path?
Christian: The question immediately brought tears to my eyes because it reminded me of my coming out to my mother and grandmother. My mother reacted pretty cool and asked me when we would finally go shopping together. It was a bit more difficult with my grandmother – she was very conservative about the subject (at the time). I was afraid to tell her and kept it a secret for many years. At some point, it came out by chance and I was very worried. I was all the more surprised and relieved when I was finally able to tell her and she sat on the couch knitting socks and said: “You’re my grandson, you always will be and I love you just the way you are.” From that moment on, I felt incredibly strong and had all the support I needed to go my own way with confidence.
Allyship: What makes a good ally?
Leon: Good allies listen and support. They look inwards and work on their own prejudices. In general, I think it’s very important for allies to be willing to learn and try to understand each other – and not just in a queer context. My best friends, for example, are PoC and unfortunately experience insults and discrimination time and again in everyday life. We all think it’s really nice when another person stands up for us (even if we’re not in the room ourselves, for example). But it’s just as nice when you can give something back.
Are you also active/engaged in queer contexts outside of work?
Leon: I engage in everyday conversations with friends and acquaintances. In my design degree, I wrote a thesis on binary-gendered product language that documents, exposes and criticizes the deliberate gendering of consumer goods. There are examples of this in everything from shampoo bottles to razors, sweets, teas, etc. – actually in every area. Even barbecue sausages and stationery were clearly ascribed to a binary gender by the product language and advertised exclusively for a single gender. I’m really glad that IKEA is making an effort to be neutral in this respect and refrains from stocking products only for men OR only for women. I also found it exciting that I was able to take part in “Verqueerte Identitäten” (a master’s thesis about the experiences of genderfluid people) and share my experiences and development as a non-binary person.
What are your plans/wishes/goals for the future? What are you looking forward to?
Christian: I am looking forward to the intensive networking work. I have a personal urge to get more involved, especially as certain groups are getting louder and louder. If the “right” is getting louder, so must we. My wish is that one day we will live in a society where everyone is happy and can simply be who they want to be!
Leon: I want even more visibility in the store. I want to get to know more perspectives, experience more “colorfulness” and, above all, learn more about other communities that I have had less contact with so far. Because that’s exactly how we can learn, develop and change.
Detlev, Christian and Leon, thank you very much for the
interview!
Find out more about our PROUT AMPLIFIER project here.
Sander van’t Noordende
“SENIOR LEADERS AND CEOS IN PARTICULAR MUST STAND UP AND SHOW THEIR SUPPORT, BECAUSE THEY ARE THE FOCUS OF THE COMPANY AND ACT AS ROLE MODELS.”
Queer equal opportunities will continue to be an important topic in 2024 – especially in times when we are seeing an increase in queer-hostile activities. It is important for individuals, who are thus gaining more and more freedom to live their authentic selves in the workplace, and just as important for companies that offer their employees an appreciative environment.
Albert Kehrer, CEO of PROUT AT WORK, also emphasized in his opening speech why queer diversity in the workplace is so important: “Queer diversity is considered an indicator of an open and inclusive corporate culture.”
At the PROUT AT WORK Foundation’s 7th DINNER BEYOND BUSINESS, the focus was on the commitment of companies and managers to queer employees: “In times when hatred, hate speech and crime against queer people are on the rise again, IKEA is standing up as an ally and strong supporter. We have a zero-tolerance policy for attacks on queer people inside and outside the company. I am pleased and proud that many people from the queer community find their professional home at IKEA,” says Walter Kadnar, Country Retail Manager & CSO IKEA Germany. The invitation to DINNER BEYOND BUSINESS 2024 was accepted by over 50 senior executives from major companies and institutions, including representatives from Accenture, Boehringer Ingelheim, Commerzbank, congstar, Disney, Ergo, Infineon, KPMG, Novelis, Oracle, OTTO, PwC and Siemens. The participants of the top-class networking event enjoyed an exclusive dinner at the IKEA headquarters in Hofheim am Taunus. Albert Kehrer explained the background to DINNER BEYOND BUSINESS in his welcoming speech: “Behind a manager there is always a personal story that has an impact on performance in the workplace. That’s why we invited people to DINNER BEYOND BUSINESS 2024 to find out more about the queer side of business. Supporting queer people in the workplace is much more than just supporting a marginalized group.” The highlight of the evening was the Fireside Chat by Albert Kehrer together with Sander van’t Noordende, CEO of Randstad, about role models, coming out at work and allyship.
“For us at Randstad, our ultimate goal is for everyone to feel comfortable at work.”
Sander van’t Noordende has been Chief Executive Officer and Chairman of the Board at Randstad since March 2022 and is one of the only openly gay CEOs among the Fortune 500. Sander spent most of his career at Accenture, where he held a number of leadership positions. During his successful three decades at Accenture, he served as Group Chief Executive of the Products Operating Group. Sander advocates for the importance of DEI&B in the workplace at international events, including at the World Economic Forum in Davos with discussions on inclusion and the rights of queer people.
“All employees should have the same opportunities – but that also means that we have to organize our processes and those of our customers accordingly.”
At the beginning of the Fireside Chat, Sander van’t Noordende shared some private insights as an out executive: “I come from a very diverse family: I have two gay uncles and two lesbian aunts, which has always been the most normal thing in the world for me. But a diverse family doesn’t automatically mean it’s easy to come out as gay.” His role model has always been his gay uncle, who showed him that you can also be successful at work as a gay man. “For us at Randstad, our ultimate goal is for everyone to feel comfortable at work. All employees should have the same opportunities – but that also means that we have to organize our processes and those of our customers accordingly.” He is also convinced that companies need to position themselves on certain issues: “Senior leaders and CEOs in particular need to stand up and show their support, because they are the focus of the company and act as role models.”
recording of the talk with sander van’t noordende
PROUT AMPLIFIER EDITION
Diversity! But sustainable
On May 13, 2024, we were guests at one100 – the Randstad head office – in Eschborn. Despite spring thunderstorms over Frankfurt, we welcomed around 40 networkers to the first PROUT PERFORMER Networking Event 2024.
In an on-stage discussion with PROUT AT WORK board member Albert Kehrer, Frank Münze (Head of Talent & EDI&B), Carlotta Köster-Brons (Head of the Capital Office, National CSR Coordinator) and Bettina Desch (External Communications Expert) provided insights into the sustainability and EDI&B strategy at Randstad from various perspectives.
Afterwards, the guests had the opportunity – with a cool drink and a delicious snack in hand – to continue the exchange, talk about the challenges and opportunities of diversity work and share best practices from their own work contexts. Absolutely added value for the participants and super interesting for us too.
We were also very impressed by the guided tours of the impressive head office, where New Work is practiced in many different ways, from a flexible workplace to a fitness studio and a parent-child room, in order to meet the needs and requirements of employees in their day-to-day work.
Many thanks to all visitors, our hosts, co-organizers and the Randstad Pride BRG for their active support on site.
Impressions
Kindly supported by
