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.
The German Diversity Day takes place every year and is a initiative of Charta der Vielfalt e.V.. Companies and organizations across Germany participate with a wide range of online and offline activities on diversity – whether for their own employees or the general public. The aim is to bring diversity in all its dimensions into focus in the workplace. This year, the 9th German Diversity Day (#DDT21) will take place on May 18 and all actions will be collected digitally under the hashtag #VielfaltVerbindet. All further information about the day of action can be found on the website of Charta der Vielfalt e.V..
We are in!
We will guide you through our seven HOW TO guides for #DDT21 on our website and social media. The guides highlight social changes from a business perspective. They show options for action that put companies and organizations on the safe side while also taking into account the needs of employees. Gain insights into topics such as “Same-sex marriage” “The third gender option” or learn something about gender-inclusive language with our “Sprechen Sie LGBT*IQ” guide.
HOW TO – our lgbt*iq guides
HOW TO NO. 1 | GERMAN
Same-sex Marriage and What it Means for Businesses
Dear businesspeople and other interested parties, we would like to provide you below with a short guide regarding the changes you can expect in everyday business life as a result of marriage equality and how you can respond to them.
HOW TO NO. 2 | GERMAN & English
UN LGBTI Standards of Conduct for Business
A theoretical overview of the UN LGBTI Standards of Conduct for Business and practical suggestions for implementation in everyday business life.
HOW TO NO. 3 | GERMAN
Do You Speak LGBT*IQ?
Language is much more than just a way to express ourselves – it’s also a mirror to our society. It tells us who is truly considered a full member and who is only included as a footnote. If you want to know how everyone can be included linguistically, you will find practical everyday answers and examples in this guide.
HOW TO No. 4 | GERMAN & ENGLISH
LGBT*IQ FOR BEGINNERS. WHY DIVERSITY IN THE WORKPLACE PAYS OFF. A GUIDE FOR EMPLOYERS.
The perfect piece of reading for all employers who have understood that they will meet LGBT*IQ topics all over their company. A beginner’s guide from A as in acronym (what does LGBT*IQ actually mean?) to Z as in zero disturbances concerning personnel development. It will then be clear why the commitment to equal opportunities in the workplace is financially and culturally worthwhile and how diversity can materialize into minds and structures.
HOW TO No. 5 | GERMAN & ENGLISH
LGBT*IQ FOR EMPLOYEES. LGBT*IQ – AND YOU? COMING OUT FOR INSIDERS.
With this guide, we primarily address members of the LGBT*IQ community who wish to appear with their whole self in their everyday work. The guide provides answers to important questions and practical tips for coming out at the workplace.
HOW TO No. 6 | GERMAN & ENGLISH
ALLYSHIP. ALLIES AT WORK. A GUIDE FOR LGBT*IQ ALLIES IN EVERDAY WORKING LIFE
Anyone can be a LGBT*IQ ally anytime and anywhere – that is the ideal case! This guide is primarily aimed at the situation of employees. We show, where they can find other LGBT*IQ allies in their company and give them concrete recommendations for successful cooperation.
HOW TO No. 7 | german
THE THIRD OPTION AND ITS IMPLEMENTATION IN COMPANIES.
What does gender mean? What is the introduction of a third gender option all about? And what does it mean for employees and employers? In this guide, we have collected answers – as well as measures to implement the law in companies and create an open work culture.
Campaign #QueerAtWork for IDAHOBIT
The International Day against Homophobia, Bi-, Inter- and Transphobia (IDAHOBIT) has been celebrated annually on May 17 since 2005 to highlight discrimination against the LGBT*IQ community, to raise awareness of existing inequality structures and to take a united stand for diversity and tolerance. May 17 marks the day in 1990 when the WHO removed homosexuality from the diagnostic code for diseases. For this year’s IDAHOBIT, we are calling on all LGBTIQ employees, regardless of their company, to post a portrait photo on their social media channels with the hashtag #QueerAtWork.
How can i participate in the Campaign?
- Inform and approach LGBT*IQ people from your own network and beyond to make them aware of the campaign
- Create a portrait photo using the templates, whether printed out or digitally using a tablet. (Be sure to clarify in advance whether you may use the employer’s company logo along with the template. Instead, you can use the company name or use the template without company information.)
- Post your own campaign photo along with the statement on May 17 2021, 9:00 am (CEST) with the respective hashtags and taggings on whatever social media channels you use
All the information, including the statement and template for the action, can be found summarized here as a download.
Hashtags
#IDAHOBIT2021
#QueerAtWork
#ProutAtWork
#FlaggeFürVielfalt
#LGBT
#[Diversity-Hashtag of your company]
#[Diversity-Hashtag of your corporate network]
Taggings
PROUT AT WORK
Facebook: @PrOut@Work
Instagram: @proutatwork
LinkedIn: @PROUT AT WORK-Foundation
Twitter: @proutatwork
If applicable, own company
Position yourself and your company as a supporter of the campaign and call on employees and executives to participate. Use the campaign to effectively advocate against LGBT*IQ discrimination internally and externally. The campaign is based on an idea by Magenta Pride, Deutsche Telekom’s LGBT*IQ employee network, and is supported by it.
IDAHOBIT 2021
Facts
Studies show that workplace discrimination experiences are still part of everyday life for many LGBT*IQ people. The study “Inter in the Office?!” The work situation of inter* people in Germany under a differential perspective to (endo) LGBTQ+ people.”, published in 2020 by Prof. Dr. Dominic Frohn states that 37.7% of (endo) trans and/or non-binary people surveyed, approx. 30% of inter* respondents and approx. 20& of (endo* cis) LGB+ people directly experience workplace discrimination , in the form of e.g. job rejection, transfer or dismissal.
It’s not surprising, then, that according to a Boston Consulting Group survey (2018/19), 22% of respondents see coming out at work as a potential career risk. 42% would lie to their manager about their sexual orientation and/or gender identity. More background information and studies on LGBT*IQ (in the workplace).
Support
Discrimination against LGBTIQ people is evident at other levels of society besides the workplace. Deal with these issues and make yourself aware of existing inequality structures. Only by becoming aware of these structures and grievances can you actively contribute to their dismantling. The points mentioned here are only an excerpt and not a complete list of possibilities with which you can start your commitment for LGBTIQ equal opportunities and against homophobia, bi-, inter- and transphobia.
Blood Donation
Discrimination against LGBT*IQ people is evident at other levels of society besides the workplace. Deal with these issues and make yourself aware of existing inequality structures. Only by becoming aware of these structures one can actively contribute to their dismantling. The points mentioned here are only an excerpt and not a complete list of possibilities with which you can start your commitment for LGBT*IQ equal opportunities and against homophobia, bi-, inter*- and trans*phobia.
EU LGBT*IQ Freedom Zone
In 2020, some Polish municipalities and cities declared their region as so-called “LGBT-free zones”. The establishment of entire regions where, according to the signatories, no LGBT*IQ people live is a clear attack on lesbian, gay, bisexual, trans and inter* people. As a first step, the European Parliament has declared the EU as an “LGBTIQ Freedom Zone” to send a clear message against the homophobic rhetoric and sentiment against sexual minorities in Poland. Find out more about the current events in this regard.
Selbstbestimmungsgesetz
The currently valid “Transsexuellengesetz” (TSG) is deeply discriminatory and should be replaced by the self-determination law. “The parliamentary group Bündnis 90/Die Grünen has submitted a bill “for the repeal of the transsexual law and introduction of the self-determination law” (19/19755)”. On May 19, there is a discussion on this in the Bundestag, in which it will also come to the vote. You can currently still contact suitable deputies in this regard.
A basic Law for all
Demand the addition of Article 3 GG, because LGBT*IQ people are still not protected by Article 3 in the German Basic Law. Many people within the LGBT*IQ community experience discrimination, exclusion and hate violence. We feel that a protection by the Basic Law is indispensable and therefore PROUT AT WORK is one of the first signatories of the appeal “A Basic Law for All”. Sign also now the petition or contact your delegates.
Legal Equality for queer Families
Stand up for the rights of rainbow families. Compared to children of heterosexual couples, the second mother must first adopt her child to provide legal protection – even if the parents are married. For example, support the nodoption campaign, which opposes stepchild adoption among rainbow families and advocates for recognition of parenthood.
People from the LGBT*IQ Community
As part of Awareness Day, we asked people from the LGBT*IQ community which role models helped them come out and why. We also asked them what structural changes they would like to see for more LGBT*IQ equality.
Sandra Vollmer, Vorstand Finanzen und HR, 1&1 Mail & Media Applications SE
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Ich habe mich intensiv mit dem Outing v.a. anderer trans* Frauen beschäftigt. Sowohl im persönlichen Austausch mit anderen trans* Frauen, aber auch durch Recherche und das Studium vieler Biografien. Besonders bewegt haben mich die Lebenswege von Valerie Schnitzer (“Geheilte Seele – Befreites Ich”), die ich im Rahmen einer Lesung persönlich kennenlernen durfte, und natürlich die Geschichte von Anastasia Biefang, die als Führungskraft in der landläufig als „konservativ“ geltenden Bundeswehr ihre berufliche Transition erfolgreich vollzogen hatte. Wenn man es so will, war Anastasia für mich der Moment, wo ich mir sagte ‚Okay, Sie hat das klasse gemacht. Wenn das als Führungskraft in der Bundeswehr möglich ist, muss eine Transition in meinem Unternehmen für mich als Vorständin ebenfalls nicht unmöglich sein?‘ Und auch wenn ich am Ende die Kraft und den Mut für mein Outing aus ganz vielen unterschiedlichen Quellen geschöpft habe, war ihre Geschichte sicherlich eine davon!”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ-Chancengleichheit?
“Ich würde mir wünschen, dass noch mehr Entscheider_innen althergebrachte Rollenbilder und Vorurteile abbauen, und mit geistiger Offenheit Vielfalt als Chance verstehen. Chance deshalb, weil ich fest davon überzeugt bin, wenn alle Mitarbeiter_innen ihre Talente einbringen und entfalten können, entstehen vielfältige und neue Ideen. Außerdem trägt das zu einem komplexeren und umfangreicheren Verständnis der Kund_innen bei, zu denen auch die LGBT*IQ Community zählt. Und zu guter Letzt erhöht das die Attraktivität als Arbeitgeber_in. Um das zu erreichen Bedarf es klarer Zielvorgaben durch die Unternehmensführung / Aufsichtsgremien, und ein professionelles Diversity Management, das einen bunten Blumenstrauß an Maßnahmen treibt und Fortschritte in der operationalen Umsetzung misst. Tendenziell also eher ein Marathon als ein Sprint! Und gerade deshalb sind Initiativen wie der IDAHOBIT so wichtig. Sie geben Denkanstöße, zeigen Handlungsalternativen auf und schaffen im besten Fall den Nährboden für ein Veränderungsbewusstsein.”
Sonsoles Pérez Laporta, Unternehmenskommunikation, AUDI Planung GmbH
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Inspirierende Role Models haben zwei Merkmale: Wir können uns mit ihnen identifizieren und sie zeigen uns, was wir werden können: stark, mutig und sichtbar.”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ Chancengleichheit?
“Coaching und Mentoring-Programme für die LGBT*IQ-Community und Aufklärung für potentielle Allies. In der Diversität sind wir stark, wenn uns die Vielfalt und ihre Vorteile bewusst sind und gefördert werden.”
Thiago Machado, Global Senior Brand Manager, Beiersdorf
Which role models helped you coming out and why?
“Having peers and leaders openly out gave me the confidence to be myself and authentic at work – it gave me the confidence to be myself and keep working continuously to build a successful career. Having a role model made me realize I can be myself, that I can share about my personal life and take initiatives for a more inclusive environment. It does make a difference and I strongly believe that having people to look up to encourages me every day to do my best and be the example for the others around me.”
Which structural changes in the work environment aiming for equality of opportunities for the LGBT*IQ community do you wish for?
“First and foremost it is key that we integrate clear anti-discrimination guidelines into our HR policies and that we enforce these when we are made aware of behaviour that is not in line with these guidelines. Furthermore, every employer should offer similar benefits to same sex couples as they would to non-same-sex couples, that seems only fair to me! I also really believe in training to educate ALL our employees on Diversity & Inclusion, this plays a very important role for an inclusive and respectful environment. It gives the employees the opportunity to put themselves in the others’ shoes, respecting and valuing the diversity & inclusion. I wish for an environment where the workforce, globally, has the tools and information to understand that an inclusive workplace means more motivation, more productivity and more authenticity.
I wish that it is reflected not only in all internal touchpoints – recruitment & development, but also externally, positively impacting the society.”
Maik Brunkow, Employer Branding, KGMG Deutschland
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Mein erstes großes Coming Out hatte ich leider nicht selbst bestimmt, aber ich habe meine sexuelle Orientierung auch mit 13 schon nicht verleugnet. Das lag zum Teil auch an vielen verschiedenen Stars im Musikbusiness, die schon erfolgreich Out waren. Ganz explizit waren das der Keyboarder einer deutschen Rockpopband und der Gewinner des britischen Castingformats Pop Idol.
Als nicht binäre Person hatte ich nie ein richtiges Coming Out. Einzelne Freund*innen waren Teil des Prozesses, in dem mir klar geworden ist, dass die, die mir in meinem Leben in unterschiedlichen Situationen gesagt haben, ich wäre entweder zu männlich oder zu weiblich, einfach unrecht hatten. In dieser Zeit hat es sehr geholfen, dass ein genereller gesellschaftlicher Wandel stattfindet. Die vielen Menschen, die sich nicht mehr einem binären Geschlechtssystem einordnen wollen und das öffentlich zeigen, sind für mich unglaublich wichtig. Irgendwann habe ich dann einfach angefangen, in meine Profile reinzuschreiben, dass ich Pronomen ablehne, wenn sie nicht benötigt werden. Sehr hilfreich war es für mich aber auch, dass meine Führungskraft aus einem Praktikum, das ich mal gemacht habe, jetzt auch in ihren Online-Profilen stehen hatte, dass sie nun they/them Pronouns verwendet.”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ Chancengleichheit?
“Manchmal könnte man denken, wir wären schon am Ende der Gleichberechtigung angekommen. Ich glaube nicht, dass wir schon soweit sind. Auf gesellschaftlicher Ebene müssen wir unbedingt die rechtlichen Hürden für Geschlechtsangleichungen heruntersetzen und dringend die Stiefkindadoption für gleichgeschlechtliche Paare erleichtern. Am Arbeitsplatz folgen daraus für mich ganz konkrete Änderungen: es gibt in vielen Unternehmen immer noch keine Möglichkeit, Angaben zum Geschlecht mal eben zu ändern. Außerdem unterscheiden Policies zur Elternzeit und zur Rückkehr aus der Elternzeit noch häufig zwischen Männern und Frauen. Gleichgeschlechtliche Paare werden hier nur selten direkt angesprochen. Neben einem langfristigen Wandel von Unternehmenskulturen, sehe ich hier die größten Baustellen.”
Merve Aksoy, Schauspielerin
Welche Role Models haben Dir beim Coming Out geholfen und wieso?
“Maren Kroymann, ihre selbstbewusste offene Art hat mir gezeigt wie selbstverständlich das ist und trotzdem eine erfolgreiche Schauspielerin sein kann. Ruby Rose, sie steht zu sich und ihrem Lifestyle, ihrem Style. Sie zeigt die „nackte“ Wahrheit. Sie engagiert sich für homosexuelle Rechte. Ich finde sie sehr mutig. Ich möchte auch andere inspirieren und unterstützen durch meine Sichtbarkeit beim Coming Out zu helfen.”
Welche strukturellen Änderungen in der Arbeitswelt wünschst Du Dir für mehr LGBT*IQ Chancengleichheit?
” Ich wünsche mir besseren Schutz vor Diskriminierung. Firmen sollen Diversity-Trainings und geschlechtsneutrale Toiletten anbieten. In Jobbeschreibungen die neutrale/korrekt gegenderte Version wählen (also “Fachperson” statt Fachmann, oder Reinigungsfachkraft statt Putzfrau). Die Möglichkeit gerade für trans Personen, schon vor der öffentlichen Namensänderung den gewählte Namen im Betrieb/Mailadresse usw. zu verwenden. Eine interne Ansprechstelle, wo Diskriminierung (von Kund*innen oder Mitarbeitenden) gemeldet werden kann.”
Counseling
LesMigras
“LesMigraS is the anti-discrimination and anti-violence section of lesbian counseling Berlin e.V.”
Gladt e.v.
” GLADT is a self-organization of black and of color lesbians, gays, bisexuals, trans, inter and queer people in Berlin, which stands up against racism, sexism, trans* and homophobia, ableism and other forms of discrimination and offers a diverse range of counseling services.”
Antidiskriminierungsstelle des Bundes
“The counseling team with lawyers can inform you about your rights in a case of discrimination or sexual harassment, show you possibilities if and how you can enforce your rights, strive for an amicable conflict resolution and try to name experts close to your home.”
Bundesverband trans*
“The Bundesverband Trans* (BVT) sees itself as an association of individuals, groups, clubs, associations and initiatives at regional, state and national level, whose common endeavor is the commitment to gender diversity and self-determination and the commitment to human rights in terms of respect, recognition, equality, social participation and health of trans or persons not located in the binary gender system.”
Deutsche Gesellschaft für Transidentität und Intersexualität e.V.
“Die dgti hat sich zum Ziel gesetzt, die Akzeptanz von Transidenten innerhalb der Gesellschaft zu fördern und deren Stigmatisierung entgegenzuwirken. Sie soll Betroffene und Interessierte beraten und betreuen, sofern dies gewünscht wird. Ein wesentlicher Aspekt der Arbeit sollte die (Re-)Integration von Betroffenen in den Arbeitsprozess sein, um so der Gefahr des sozialen Abstiegs zu begegnen, der heutzutage noch mit dem sozialen Wechsel verbunden ist. Sie tritt für mehr Offenheit der eigenen Identität gegenüber ein und trägt der Vielfalt menschlichen Daseins Rechnung.”
We look forward to a successful campaign!
If you have any further questions, please do not hesitate to contact us.
Campaign: #theLworksout for Lesbian Visibility Day
In contrast to many gay people, lesbian persons and also bisexual women are often not perceived, one speaks of Lesbian Invisibility. To this day, there are few visible lesbian role models – especially in the business context. In many networks lesbian persons are in the minority. As a result, there is a lack of role models for new and younger colleagues. Through the cross-network and cross-sector campaign #theLworksout on April 26, we can empower openly lesbian people and together create visibility through a large number of participants, as well as highlight the diversity of lesbian people.
HOW CAN I PARTICIPATE IN THE campaign?
- Inform lesbian people from your own network and beyond to make them aware of the action.
- Create a portrait photo using the templates, whether printed or digitally with the tablet. You are also welcome to use the template in grayscale, for example. (Make sure to clarify in advance whether you are allowed to use the employer’s company logo together with the template. Instead, you can use the company name or use the template without the company name).
- Post your own campaign photo on 26.04.2021 from 10:00 am with the respective hashtags and taggings on the social media channels you use
Hashtags
#theLworksout
#LesbianVisibilityDay
#LesbianVisibility
#LesbischeSichtbarkeit
#LGBTIQBusinessLadies
#ProutAtWork
#LGBTIQRoleModels
#FlaggeFürVielfalt
Taggings
PROUT AT WORK
Facebook: @PrOut@Work
Instagram: @proutatwork
LinkedIn: @PROUT AT WORK-Foundation
Twitter: @proutatwork
If applicable, own company
Position yourself and your company as a supporter of the campaign and for lesbian visibility and call on employees to participate.
The campaign was initiated jointly by the PROUT AT WORK-Foundation and LGBT*IQ business networks. The Lesbian and Gay Association (LSVD) and Wirtschaftsweiber e.V. support the campaign.
We look forward to a successful campaign!
If you have any further questions, please do not hesitate to contact us.