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

Die Diskriminierung von LGBT*IQ-Menschen zeigt sich neben dem Arbeitsplatz auch noch deutlich auf weiteren gesellschaftlichen Ebenen. Setzen Sie sich mit diesen Themen auseinander und machen sich bestehenden Ungleichheitsstrukturen bewusst. Nur durch das Bewusstmachen dieser Strukturen und Missstände können auch Sie einen aktiven Teil zu deren Abbau beitragen. Die hier genannten Punkte stellen nur einen Auszug und keine vollständige Liste von Möglichkeiten dar, mit denen Sie Ihr Engagement für LGBT*IQ-Chancengleichheit und gegen Homo-, Bi-, Inter*- und Trans*feindlichkeit starten können.

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

Das aktuell geltende “Transsexuellengesetz” (TSG) ist zutiefst diskriminierend und soll durch das Selbstbestimmungsgesetz ersetz werden. “Die Fraktion Bündnis 90/Die Grünen hat einen Gesetzentwurf „zur Aufhebung des Transsexuellengesetzes und Einführung des Selbstbestimmungsgesetzes“ (19/19755) vorgelegt”. Am 19. Mai gibt es hierzu im Bundestag eine Diskussion, in der es auch zur Abestimmung kommen wird. Sie können aktuell noch passende Abgeordnete diesbezüglich kontaktieren.

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 ist der Antidiskriminierungs- und Antigewaltbereich der Lesbenberatung Berlin e.V.”

Gladt e.v.

“GLADT ist eine Selbstorganisation von Schwarzen und of Color Lesben, Schwulen, Bisexuellen, Trans*, Inter* und Queere Menschen in Berlin, die sich gegen Rassismus, Sexismus, Trans*- und Homofeindlichkeit, Behindertenfeindlichkeit sowie andere Formen von Diskriminierung einsetzt und ein vielfältiges Beratungsangebot anbietet.”

Antidiskriminierungsstelle des Bundes

“Das Beratungsteam mit Jurist_innen kann Sie über Ihre Rechte in einem Fall von Diskriminierung oder sexueller Belästigung informieren, Ihnen Möglichkeiten aufzeigen, ob und wie Sie Ihre Rechte durchsetzen können, eine gütliche Konfliktbeilegung anstreben und versuchen, Ihnen wohnortnahe Expertinnen und Experten zu nennen.”

Bundesverband trans*

“Der Bundesverband Trans* (BVT*) versteht sich als ein Zusammenschluss von Einzelpersonen, Gruppen, Vereinen, Verbänden und Initiativen auf Regional-, Landes- und Bundesebene, deren gemeinsames Bestreben der Einsatz für geschlechtliche Vielfalt und Selbstbestimmung und das Engagement für die Menschenrechte im Sinne von Respekt, Anerkennung, Gleichberechtigung, gesellschaftlicher Teilhabe und Gesundheit von trans* bzw. nicht im binären Geschlechtersystem verorteter Personen ist.”

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.

Since the publication of the joint position paper on blood donation in April 2020 with the co-initiator METRO AG and 15 other signatories, PROUT AT WORK has been publicly campaigning for a change in the hemotherapy guideline. Companies bear social responsibility: In this context, many provide premises for blood donation and call on employees to donate blood. An amended guideline will enable companies to offer a non-discriminatory working environment and at the same time fulfill their social responsibility.

On March 24, the Health Committee held a hearing on the topic of blood donation, at which PROUT AT WORK-board member Albert Kehrer was invited as an expert, among others. In the Live Talk he reported on his experiences and Nikita Baranov, Executive Assistant to CHRO at METRO AG picked you up with his impulse lecture on the topic of blood donation. He explained why it is important to advocate for policy change right now and how companies can contribute. Unfortunately, the video is only available in German.

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Go directly to the hearing “Expertenstreit über die Zulassung zur Blutspende” here:

LGBT*IQ people are still not protected by Article 3 in the German Constitution. Many people from the LGBT*IQ community experience discrimination, exclusion and hate violence. We feel that a protection by the Constitution is indispensable and thus PROUT AT WORK is one of the first signatories of the appeal “A Basic Law for All”.

Federal government and Bundestag are currently negotiating the deletion of the term “race” in Article 3 of the Constitution. Let’s join together to send a strong message to politicians that sexual orientation and gender identity must be added to the article as well.

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.

INTERVIEW WITH DR. JEAN-LUC VEY ON THE START OF NOMINATIONS FOR THE PROUT PERFORMER-LISTS

“LISTS LIKE PROUT PERFORMER SHOW THAT IT IS POSSIBLE TO TALK OPENLY ABOUT your SEXUAL orientation AND GENDER IDENTITY AND BE SUCCESSFUL IN YOUR CAREER AT THE SAME TIME.”

Hello Jean-Luc. Thank you for your time and for giving us the opportunity to do this interview. PROUT AT WORK is publishing the new PROUT PERFORMER lists for the first time this year. How does it come about?

 

Jean-Luc Vey: First of all, I would like to thank everyone involved in GERMANY’S TOP 100 OUT EXECUTVES for making the list as successful as it has been over the last three years. Those are mainly the role models who made it onto one of the lists, but also every single nominee. I would also like to thank those who nominated their colleagues and people they know. Above all, I would like to especially thank the jury and our cooperation partners.

They have all contributed a great deal to the visibility of the LGBT*IQ community in Germany. The lists have shown that it is possible to be open about one’s sexual orientation or gender identity in everyday working life without experiencing negative career consequences. With their commitment to equal rights and equal opportunities for LGBT*IQ people at work, those who made it onto the list serve as role models for the entire LGBT*IQ community and beyond.

PROUT AT WORK terminated the collaboration with our partner at the end of the year. However, the visibility of LGBT*IQ at work is still very close to our hearts. Therefore, we have decided to continue the lists with a new name, to further develop them and to publish them on our own in 2021. Being out in the workplace should be the rule and not the exception. We will continue to work for this in the future with our various projects.

Why are these lists so important?

 

Jean-Luc Vey: As already mentioned, this is mainly about visibility. Studies continue to show that many LGBT*IQ students go back into the closet once they start their professional lives, out of fear that coming out will have a negative impact on their careers. Lists like PROUT PERFORMER show that it is possible to be open about your sexual orientation and gender identity and be successful in your career at the same time. This helps others to have the confidence to come out as well. And this in turn has been proven to have positive effects on mental health and productivity at work.

What is the difference between the new PROUT PERFORMER-lists and the former TOP 100 OUT EXECUTIVE lists?

 

Jean-Luc Vey: In order to make the PROUT PERFORMER-lists even more attractive, we first carried out a survey among old candidates to find out where they felt there was still room for improvement. We took this feedback to heart in the following redesign and incorporated it into the structure of the new lists. Therefore, we now have more distinct categories in the PROUT PERFORMERS-lists and for example have created a separate list for SMEs. In addition, Executive Allies are now also being recognised on a special list. Another new aspect is that we only rank the top places on the list, as we do not want to create competition between the individual candidates.

But why rank the top places anyway?

 

Jean-Luc Vey: This is because there are still some people who have done particularly outstanding work for LGBT*IQ equality at the workplace over the past year – with important initiatives, new projects or other activities. We would like to give them special attention by highlighting them at the top of the list.

What part does the PROUT PERFORMER jury play in this?

 

Jean-Luc Vey: We spoke with the jury ahead of redesigning the lists, too. We are very proud to have won such top-class people for the project again. But we are also aware that due to their important roles in their companies, they often do not have the time to evaluate each candidate individually – this was also expressed in their direct feedback.

Therefore, the first evaluation will be carried out by the PROUT AT WORK-Foundation, which will use the information and criteria submitted to determine who will earn a spot on the list and who, because of their exceptional achievements, will have a chance to reach one of the highest-ranking positions. These people are then asked to introduce themselves to the jury through a short video clip, and the jury then determines the top positions. This way we were able to secure the prominent jury members and still ensure an attractive evaluation process for the nominees.

How can people nominate their role models for the PROUT PERFORMER-lists?

 

Jean-Luc Vey: Nominations are now accepted through our website. It can be found at proutperformer.de. We are looking forward to all nominations and to creating more visibility for LGBT*IQ at the workplace together with our community.

Thank you for this interview, Jean-Luc!

Who is your LGBT*IQ Role Model? Nominations via our new website are open now! Find out more additional info about our new project.

Once a month 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.

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Guest of the day

Nick Mott
Senior Adviser at Dentons; Chair Dentons Global LGBT+ network
100 OUTstanding LGBT+ Executives Role Model Lists 2018 and 2019

Nick has been at global law firm Dentons for many years, most recently as Assistant General Counsel (Partner). Between 2014 to 2019 he was also Diversity and Inclusion Partner in the UK during which he significantly raised the visibility and importance of Inclusion and Diversity within the Firm. He co-founded Dentons UK  LGBT, Black Professionals and Asian Professionals (Fusion) networks, and was an early promoter of the concept of intersectionality . He also set up, and continues to chair, Dentons Global LGBT+ network which connects Dentons LGBT+ staff and their allies across its many regions, and raises awareness in a variety of ways, including an annual Dentons Global Pride Day. A passionate supporter of trans* colleagues, Nick instituted Dentons’ UK transitioning policies and related training, and has promoted greater staff awareness of trans* issues. During Nick’s tenure as D&I partner, Dentons UK was listed as a Stonewall Top 100 Employer for 4 years running.  Dentons is also recognised as a Stonewall Top Global Employer 2020.

Externally Nick supports a number of LGBT+ charities including Diversity Role Models (which supports schools and pupils with LGBT+ awareness and bullying prevention) and is a volunteer with Opening Doors London as part of their tele-friending service for older LGBT+ people.

Nick retired from the partnership in 2020 and is now a senior global adviser to Dentons, advising on LGBT+ issues and awareness. He was proud to be named in the 100 OUTstanding LGBT+ Executives Role Model in 2018 and 2019.

Recommended reading: PROUT EYMPLOYER EY published an update to the ‘Making it real’ guide first published in 2016 – including an overview of the drivers of diversity & inclusion engagement in global companies, and recommended actions for practical LGBT*IQ equal opportunities in the workplace.

As part of this publication, EY also published a paper on the situation of the LGBT*IQ community in the context of COVID-19, addressing how the events of 2020 will impact diversity & inclusion concepts and plans.