Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
Guest of the day
Max Appenroth
Trans* activist, diversity consultant, moderator, PhD student at Charité University Medicine Berlin, Research & Community Sexual Health Officer for GATE -Global Action for Trans Equality.
Max is so involved in so many ways that we don’t really know where to start – Max is a trans* activist, diversity consultant, moderator and is doing his PhD at the Institute for Public Health at Charité Universitätsmedizin Berlin. Max also works as a Research & Community Sexual Health Officer for GATE – Global Action for Trans Equality. Besides all his work and commitment, Max also won the election for Mr. Gay Germany 2022.
With their own company ‘diversity sparq’, Max offers workshops and trainings for companies, institutions and med/nursing care facilities that want to experience and learn more about sexual and gender diversity.
ASAW (A_romantic Spectrum Awareness Week) has been held annually since 2014 – for the first time November 10-17, 2014 under the name “A_romantic Awareness Week”. In 2015 it was decided to move the week to the end of February and change the name to A_romantic Spectrum Awareness Week to address all Arospec identities.
ASAW starts a full week after Valentine’s Day ( starting on Sunday). It follows directly after this romantic holiday to give the a_romantic community a place to celebrate their identity and share their own experiences.
Within this week, the awareness and acceptance of identities of the a_romantic spectrum, as well as their discrimination, should be brought to attention.
The term “a_romantic” is formed from the prefix “a” meaning “none” or “without” and refers to no romantic attraction to others, little romantic attraction to others, or romantic attraction that occurs only under certain circumstances. Individuals show little to no desire for a romantic relationship and sometimes even feel repelled by it. Nevertheless, this does not preclude a_romantic individuals from feeling romantic attraction or being in a non-purely platonic relationship. Some – for various reasons – are interested in romantic relationships with other people, while others are not.
A_romantic people state that they find it difficult to “fall in love.” In doing so, they sometimes choose to have non-traditional relationships or refrain from relationships alltogether. Refusal to engage in romantic acts may differ among a_romantic people from person to person. (For example, some prefer only hugs but reject kisses.)
A_romanticism is not necessarily related to a_sexuality. There are people who identify as both a_sexual and a_romantic, but it is not a compelling connection. The opposite of a_romanticism is alloromanticism (people who are romantically attracted to other people).
In the a_sexual and a_romantic community, a distinction is made between sexual and romantic attraction. Therefore, different combinations of sexuality and romantic attraction are possible (e.g. homosexual and a_romantic). This is called the “split attraction model“. A_romanticism is seen as a spectrum that also includes people who do not identify as “completely a_romantic”.
The a_romantic spectrum can be divided into several subgroups:
– Greyromantic (romantic attraction is felt only rarely or weakly).
– Demiromantic (romantic attraction only after trust has been established)
– Lithromantic (attraction towards other people without the desire for these feelings to be reciprocated)
– Quoiromantic (people who have difficulty distinguishing between romantic and platonic attraction)
any many more.
The symbolism behind the colors of the a_romantic flag:
- Dark green represents a_romanticism (green is the opposite of red, which often represents romantic love).
- Light green indicates the a_romantic spectrum
- White represents forms of non-romantic attraction (such as platonic, aesthetic, and queerplatonic relationships)
- Grey represents “grey-romantic and demi-romantic individuals”
- Black indicates the “spectrum of sexuality”
A_romanticism can be defined individually, so this article is to inform you about the topic and to give you a basic overview. Use the week to learn more about the topic because – you never stop learning!
Tips and recommendations
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
Guest of the day
Birgit Spors
Head of Marketing + Digital Channels (Director) at KfW Bankengruppe
3rd place PROUTExecutives 2021
Birgit Spors is responsible for all customer interfaces at KfW Germany. In this role, she plays a key role in driving KfW’s connectivity to the digital economy. She wants to make funding simple, digital and accessible everywhere. Internally, she is involved in KfW’s Rainbow Network and, through her management function, also sends an important signal that equal opportunities are a reality at KfW and that she is an exemplary diversity employer.
BIG IMPACT INITIATIVE AWARD:
queerbw
QueerBw was heavily engaged in the rehabilitation of homosexual soldiers. After §175 was deleted from the penal code in 1994 and homosexuality was thus completely decriminalised under German law, homosexuality nevertheless remained an aptitude criterion for the Bundeswehr until the year 2000. Those affected were excluded from service from the outset or had to put up with demotions and dismissals if they did not conceal their sexual orientation or were outed. A good 20 years later, under the enormous influence of QueerBw, the draft law for the SoldRehaHomG (‘Law for the Rehabilitation of Soldiers Discriminated Against in Service Law because of Consensual Homosexual Acts, because of their Homosexual Orientation or because of their Gender Identity’) was implemented into law. This will both overturn past judgements and compensate the persons affected, as well as in the case of discrimination under service law, for example through transfer to lower positions. The network supported the process towards the law through content-related work, networking with politicians and numerous campaigns that raise awareness of the issue.
RISING STAR AWARD:
LGBT*IQ & Friends @ rwe
The still young network has already been able to establish a wide range of offers in terms of education, counselling and public relations. For example, the network promoted the publication of a trans* guideline that accompanies employees in transition as well as managers and colleagues. Particularly noteworthy is the broad support from all areas and levels of the group, from pit workers to the board level.
GLOBAL LEADER NETWORK AWARD:
Encompass Pride
ABB’s Encompass Pride has almost 800 members worldwide. During Pride Month 2021, the network initiated around 25 events worldwide, reaching thousands of employees. Internally, the network focuses on raising awareness, for example through unconscious bias training and an Ally Guide translated into six languages. Also present in heteronormative countries, the network combines locally tailored approaches with global goals.
sustainability AWARD:
proud heroes
The actions of Proud Heroes impress with their consistent orientation towards the needs of queer employees – on the basis of annual surveys. The network also knows how to anchor the implemented measures in all levels and processes of the company and thus create binding guidelines, for example on transitions, discrimination or secondments abroad. This paves the way for long-term and sustainable change towards LGBT*IQ equal opportunities in the workplace.
Media Partner for the LGBT*IQ Awards 2021
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
guest of the day
Dr. Christophe Campana
Founder and Managing Director of Campana & Schott
3rd place PROUTExecutiveAllies 2021
Dr. Christophe Campana is founder and managing director of the Campana & Schott group of companies. He has over 25 years of experience in (top) management consulting and is a member of various expert and advisory boards. He has been instrumental in shaping the company’s open, tolerant and diverse culture from the very beginning.
Christophe is also a sponsor and one of the biggest supporters of Campana & Schott’s LGBTQ+ network SCOUT. He has already accompanied the community on its way to coming out and is its trusted ally, advisor and friend.
In an interesting interview with the magazine “Wirtschaftspsychologie aktuell”, Denise Hottmann and Marco Sticksel report how, together with PROUT AT WORK consulting, the topic of LGBT*IQ was successfully put on the agenda at PROUT EMPLOYER Boehringer Ingelheim.
The full interview can be found here. (The interview and article are German)
PROUT EMPLOYER Fujitsu
“LGBT*IQ friendly workplaces are part of what we do at Fujitsu.”
Juan Perea Rodríguez started with Fujitsu Siemens in 1999 and held several positions until 2021. In May 2021 he became Head of Sales Central Europe at Fujitsu Technology Solutions GmbH and Managing Director Germany. Juan was born in 1980 and is married with two sons.
Juan Perea Rodríguez, what was your motivation for becoming a PROUT EMPLOYER?
Juan Perea Rodríguez: We wanted to set an example. Allyship is important and, for me, this also includes to openly and visibly stand up for LGBT*IQ. The more companies position themselves here, the more “normality” the topic will hopefully achieve. We want to make a contribution here. In addition we wanted to promote internal networking, especially in Germany, because we already have a great global network with FUJITSU Pride and would like to see even more commitment from our German Workforce.
“The signing of the UN LGBTI Standards by our former President was a special moment and brought us a lot of positive feedback internally and externally.”
In 2016 Fujitsu was the first multinational corporation from Japan who promoted LGBT*IQ friendly workspaces throughout the global organisation. How did this come about and what were the reactions to this?
Juan Perea Rodríguez: There is a lot happening around women’s equality in Japan and as this happens, perceptions of other diversity dimensions are also changing. This cultural shift has made diversity increasingly important and LGBT+ friendly workplaces are part of what we do at Fujitsu, true to our motto “be completely you”. The signing of the UN LGBTI Standards by our former President was a special moment and brought us a lot of positive feedback internally and externally.
How did D&I and the corporate culture change since that time?
Juan Perea Rodríguez: With the revision of the Fujitsu Way, our current President Tokita-san has now also “literally” anchored Diversity and Inclusion in our Code of Values. This has given them the status they deserve internally and in society in general. As topics such as mutual respect, tolerance and cooperation were already clearly anchored in Fujitsu Way before, this was only cosmetics. The culture was already there.
Based on your experiences: What is your advice for global corporations who plan to engage within LGBT*IQ diversity?
Juan Perea Rodríguez: Speak to all employees and listen to all of them. Encourage the LGBT*IQ community within the company to openly share their experiences, needs, etc. Offer help and, if necessary, support in countries where discrimination is on a completely different scale than in Western Europe.
Where do you identify future challenges concerning your engagement for LGBT*IQ diversity within Fujitsu?
Juan Perea Rodríguez: To sensitize everyone in the company and to make the explicit preoccupation with the topic of D&I obsolete at some point. Because it is firmly anchored in all we do and we naturally all treat each other with respect and appreciation.
Dear Juan Perea Rodríguez, thank you for the interview!
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
GUEST OF THE DAY
Sven Bäring
Lieutenant
Chair of QueerBw
1st Place PROUTinthePublicService 2021
Sven Bäring is chair of QueerBw. The 26-year-old has been leading the network for queer members of the German Bundeswehr since 2019. The network consists of around 300 members who are active throughout Germany. In his role as chairman, he is in close exchange with those affected and their superiors, advises the military and political leadership on diversity issues, and provides support for education and training in the area of diversity. The network operates a 24-hour hotline, which is ensured by him.
Sven Bäring strongly values a collective queer community and sees cohesion and solidarity as essential components of his commitment.
Together with his deputy Anastasia Biefang he works on the rehabilitation of discriminated soldiers. In addition to networking with other associations and organizations, this also includes exchanges with politicians in the Bundestag.
The goal is to come to terms with the decades of injustice that queer soldiers have had to endure. Until 2000, homosexuality was an eligibility criterion in the German armed forces.
In Munich, Sven Bäring not only supports the regional group of the network, but also volunteers at the SUB, organizes community events and is involved in other associations.
Regularily, our board member Albert Kehrer invites an inspiring role model of the LGBT*IQ community or an LGBT*IQ Ally for a chat. You can look forward to an interesting exchange about role models and visibility in the LGBT*IQ community.
This event took place in German.
GUEST OF THE DAY
Nico Hofmann
CEO of UFA GmbH
10th Place PROUTExecutives 2021
Diversity is a central part of UFA’s corporate culture, which Nico Hofmann as CEO has been actively promoting for years – whether in front of or behind the camera, diversity in teams is essential and inspires UFA in its daily business. As Nico Hofmann’s stance and commitment to LGBT*IQ+ issues has changed UFA’s corporate culture, he makes an important contribution to an open, tolerant, respectful and democratic society not only inside but also outside his workplace. From the employees of UFA originates the strong will to live diversity, inclusion, equal opportunities and tolerance as a self-explanatory matter. To drive this forward, UFA was the first German media company to dedicate itself to more diversity.
The PROUT PERFORMER lists 2021 are online!
The nomination process already started at the beginning of the year and now the time has finally come! You can now get a glimpse of this year’s PROUT PERFORMER lists and be inspired by impressive individuals and their stories.