MYSTORY with …

RUTH
25 Years, Hamburg

Despite, or because of the fact that I am hardly
affected by queer hostility, my experiences and
also those of others motivate me to publicly stand
up for education and rights of LGBTQ+ people…”

Published: September 2022

BI-Lieve in me.

For a long time, I considered it a privilege not to be seen as bisexual. It is both a curse and a blessing that on the one hand you experience less queer hostility on average if you live in a heterosexual partnership, for example – but on the other hand you don’t always experience full belonging to the LGBTQ+ community, or are too quickly labeled as either homosexual or heterosexual, depending on the partner at your side. Such experiences are, compared to the overall picture of queer discrimination, less bad and easy to cope with, whether in the political field, in private or in the professional environment, the latter being in my case the Shine network at PwC Germany.

Despite, or because of, the fact that I am hardly affected by queer hostility, my experiences and also those of others motivate me to publicly stand up for education and rights of LGBTQ+ people.

Pride Month is not only reserved for gays and lesbians – and society still has a long way to go in its development to not only think of the “L” and “G” in LGBTQ+ when it comes to queer topics, but to give all queer people the same treatment. Particularly issues away from the usual binary are still barely a concept for many, or are so foreign and incomprehensible that it’s easy to look away and associate queerness with tried-and-true queer role models, such as only gay men. However, the community is much more diverse and should be visible as a whole.

Admittedly, I also have to say that I personally find coming outs and labels to be incredibly oppressive and outdated at times. Along the lines of “why don’t straight people have to do that?” I sometimes think about, how unfair it is that queer people have to share something as personal as their sexuality publicly in order to avoid being looked at strangely because of their choice of partners. But I do recognize that this is still a very privileged point of view on my part.

Most people don’t have the luxury of such an open environment that any kind of queerness is immediately accepted without much fuss, while it should actually be self-evident nowadays. Unfortunately, however, past but also current events, such as the recent attack in Oslo, only emphasize repeatedly how important visibility of any kind is – and not only in June for Pride Month as a pinkwashing campaign of the mainstream corporations, but all year round without monetary consideration. Whether in the office, on the street or privately:

Visibility creates acceptance, dissolves long overdue norms and makes life easier especially for those who cannot (yet) live their queerness openly in fear of discrimination or hostility.

Therefore, I hope that the current social change will move steadily forward until no person has to live in fear because of his or her identity – which, in the best case, will not take too much longer.

DEAR Ruth, THANK YOU VERY MUCH FOR YOURSTORY!
MYSTORY With …

torsten
39 Years, hamburg

“When I look at my life, I am happy.
Happy because it is so wonderfully normal. And that
is not a matter of course.”

Published: May 2022

A completely normal life.

I am aware that there are still many problems in the world and that we are far from reaching our goal. Many generations have already fought and many generations will still have to fight for it.

When I look at my life, I am happy. Happy because it is so wonderfully normal. And that is not a matter of course. I feel I’ve arrived and want to look positively at how far we’ve already come.

I have been living with my partner for 17 years, in 2011 we established our civil partnership and in 2018 we finally got married. Each of these events was a celebration with many friends and with the whole family.

In all this time and even before that, I did not have to experience any discrimination (at least not consciously) and no obstacles were put in my or our way.

There were never any problems getting an apartment. At no workplace did I ever have to discuss my sexual orientation or even hide it.Family and friends have always accepted my life model and never questioned it, rather supported it. There are other queer family members and happy children in their relationships. The circle of friends is mixed (various nationalities, sexual orientation, HIV-positive/negative, men and women) and together we enjoy life. Whether at home, in bars, restaurants, at events, on vacation and whatever else, we openly and visibly participate in life in society.  And the best part is, most of the time I don’t even waste a thought on whether we might not be “normal”. It just doesn’t matter as long as we are doing well and feel comfortable and safe.

My most beautiful experience, which reflects all this, is the acquisition of our wonderful allotment garden. The day we introduced ourselves to the allotment board, we simply received the Nordic dry comment:

“Are you brothers, friends or a couple? Oh never mind, we already have all constellations here. Welcome to the club.”

It’s just a normal life in the best, most positive sense.

I wish that at some point we would no longer have to worry about who we are, what we do and where we come from. No one should have to justify themselves or take a back seat. It should no longer be necessary to have debates in the future. It should simply no longer be an issue, but a matter of course.

I wish that every person can live their normal life.

Dear Torsten, thank you very much for YourStory!

Our board member Albert Kehrer talked with Tagesgespräch host Christine Krueger about the question “Why is Coming Out still difficult”. The conversation can now be listened to online.

A talk with… Dr. Ariane Reinhart

“For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course.”

You support the Out Executives as a member of the jury. Why is that topic important to you?

 

Dr. Ariane Reinhart: At Continental, diversity is part of our DNA and a catalyst for our innovative power. Only the diverse perspectives, characteristics, experiences and cultures of our employees make our company innovative. For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course. As long as there is conscious or unconscious exclusion in our society, we will be fully committed to promoting the inclusion and support of our LGBT*IQ colleagues.

At Continental you have a standardized procedure in the application process, so that no prejudices are introduced when selecting candidates. What actions are taken to also reduce prejudice against LGBT*IQ-topics in the workforce?

 

Dr. Ariane Reinhart: Appropriate trainings and initiatives worldwide show our employees that diversity in all its facets is a matter of course, forexample, that the topic is given enough space. This includes Diversity Days at Continental, which as awareness events convey the different dimensions of diversity at our locations and highlight the importance of the topic around the world. In our current 28 Diversity Networks we aim to strengthen and make our diversity visible, to exchange views and to promote mutual understanding.

Continental operates globally. How do you rate the implementation of diversity in Germany, compared to other countries in which you are operating?

 

Dr. Ariane Reinhart: Comprehensive diversity management in companies is becoming increasingly recognized – and this applies worldwide. Although our economic and social environment is constantly changing, a profound cultural change – and that is what we are talking about in the appreciation and inclusion of diversity – takes time. Realizing and appreciating the added value of diversity requires a change in our mindset. We are taking the necessary clarity and rigor against discrimination of any kind, and, as a company, we have committed ourselves to this and will continue to do so.

A talk with… Dr. Ariane Reinhart

“For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course.”

You support the Out Executives as a member of the jury. Why is that topic important to you?

 

Dr. Ariane Reinhart: At Continental, diversity is part of our DNA and a catalyst for our innovative power. Only the diverse perspectives, characteristics, experiences and cultures of our employees make our company innovative. For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course. As long as there is conscious or unconscious exclusion in our society, we will be fully committed to promoting the inclusion and support of our LGBT*IQ colleagues.

At Continental you have a standardized procedure in the application process, so that no prejudices are introduced when selecting candidates. What actions are taken to also reduce prejudice against LGBT*IQ-topics in the workforce?

 

Dr. Ariane Reinhart: Appropriate trainings and initiatives worldwide show our employees that diversity in all its facets is a matter of course, forexample, that the topic is given enough space. This includes Diversity Days at Continental, which as awareness events convey the different dimensions of diversity at our locations and highlight the importance of the topic around the world. In our current 28 Diversity Networks we aim to strengthen and make our diversity visible, to exchange views and to promote mutual understanding.

Continental operates globally. How do you rate the implementation of diversity in Germany, compared to other countries in which you are operating?

 

Dr. Ariane Reinhart: Comprehensive diversity management in companies is becoming increasingly recognized – and this applies worldwide. Although our economic and social environment is constantly changing, a profound cultural change – and that is what we are talking about in the appreciation and inclusion of diversity – takes time. Realizing and appreciating the added value of diversity requires a change in our mindset. We are taking the necessary clarity and rigor against discrimination of any kind, and, as a company, we have committed ourselves to this and will continue to do so.

A talk with… Dr. Ariane Reinhart

“For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course.”

You support the Out Executives as a member of the jury. Why is that topic important to you?

 

Dr. Ariane Reinhart: At Continental, diversity is part of our DNA and a catalyst for our innovative power. Only the diverse perspectives, characteristics, experiences and cultures of our employees make our company innovative. For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course. As long as there is conscious or unconscious exclusion in our society, we will be fully committed to promoting the inclusion and support of our LGBT*IQ colleagues.

At Continental you have a standardized procedure in the application process, so that no prejudices are introduced when selecting candidates. What actions are taken to also reduce prejudice against LGBT*IQ-topics in the workforce?

 

Dr. Ariane Reinhart: Appropriate trainings and initiatives worldwide show our employees that diversity in all its facets is a matter of course, forexample, that the topic is given enough space. This includes Diversity Days at Continental, which as awareness events convey the different dimensions of diversity at our locations and highlight the importance of the topic around the world. In our current 28 Diversity Networks we aim to strengthen and make our diversity visible, to exchange views and to promote mutual understanding.

Continental operates globally. How do you rate the implementation of diversity in Germany, compared to other countries in which you are operating?

 

Dr. Ariane Reinhart: Comprehensive diversity management in companies is becoming increasingly recognized – and this applies worldwide. Although our economic and social environment is constantly changing, a profound cultural change – and that is what we are talking about in the appreciation and inclusion of diversity – takes time. Realizing and appreciating the added value of diversity requires a change in our mindset. We are taking the necessary clarity and rigor against discrimination of any kind, and, as a company, we have committed ourselves to this and will continue to do so.

A talk with… Jenny Friese

“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”

Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?

 

Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.

Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?

 

Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice.  Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.

Why are heterogenous teams more successful in companies?

 

Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity.  The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.

A talk with… Jenny Friese

“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”

Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?

 

Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.

Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?

 

Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice.  Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.

Why are heterogenous teams more successful in companies?

 

Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity.  The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.

A talk with… Jenny Friese

“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”

Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?

 

Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.

Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?

 

Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice.  Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.

Why are heterogenous teams more successful in companies?

 

Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity.  The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.

A talk with… Jenny Friese

“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”

Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?

 

Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.

Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?

 

Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice.  Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.

Why are heterogenous teams more successful in companies?

 

Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity.  The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.