Under this motto, numerous regional network meetings with workshop elements on a wide range of queer topics in the workplace took place in 2024. What makes these events so valuable is the cross-company exchange and the broad diversity of perspectives from small companies to large corporations.
‘Hate speech on the intranet’ with BASF on April 9, 2024 in Ludwigshafen
In preparation for Pride Month, this TOGATHERING focused on dealing with anti-queer comments and hate speech on internal channels and deliberately expanded the group of participants to include communication specialists. Together, helpful approaches were developed in order to be able to act both preventively and actively. The interaction of network, D&I and comms – for comprehensive expertise – was identified as an important factor. Afterwards, all participants were invited to a classical music concert, which also took place in BASF’s Feierabendhaus.
‘How To: Sustainable networking in a fluid working world’ with EY on April 15, 2024 in Berlin
Networks are strong and established institutions – but they need to be based on sustainable commitment and diverse participation in order to develop their full potential. The participants intensively discussed how structures and tools can ensure consistency in networking in an increasingly fluid working world. At the same time, they exchanged views on networking that takes place across many locations and on cooperation with D&I.
‘Intersectionality’ with Deutsche Post DHL on May 16, 2024 in Bonn
On the occasion of IDAHOBIT (International Day Against Homo-, Bi-, Inter*- and Trans*Hostility), a TOGATHERING on the topic of intersectionality took place at the Post Tower in Bonn. The event shed light on what intersectional approaches can look like within the queer community. In addition, the participants developed inspirations for intersectional work between the different company networks. Following the event, the Post Tower was illuminated with the colorful lettering “delivered with pride” as a visible sign of IDAHOBIT.
‘Role Models – Embracing Diversity’ with Audi on June 27, 2024 in Neuburg an der Donau
Contrary to the usual schedule, this TOGATHERING started in the afternoon with a driving experience for all participants on the Audi site in Neuburg an der Donau. After this special experience and introductory words from the then CMO Henrik Wenders, the participants focused on the roles and tasks of role models in various areas – from executives to the network to the production area.
‘Queer diversity in times of multiple crises’ with Freshfields Bruckhaus Deringer on September 5, 2024 in Berlin
We are living in times of multiple crises and social change – from pandemics, war and inflation to the rise of far-right forces. As a result, there is a noticeable increase in hate crimes – especially for marginalized groups. The overarching commitment of all actors is necessary to form a counterbalance to exclusion and discrimination. This TOGATHERING focused on the sphere of influence of companies: How can an attitude towards queer diversity be demonstrated and how can safer spaces be designed for employees?
‘Queer perspectives on top management – from executive allies to queer career paths’ with Hays on September 17, 2024 in Mannheim
Queer diversity must be anchored at all levels of the company. An important pillar for the successful and sustainable implementation of queer diversity is the commitment of top management. Imke Mahner, CPCO Germany and CEMEA at Hays, made her support for the topic visible both in her welcoming speech and through her participation in the discussions.
‘Queer Diversity meets advertising agencies – diversity-sensitive communication’ with Pahnke Group and the Gesamtverband Kommunikationsagenturen GWA on October 21, 2024 in Hamburg
Diversity-sensitive communication – in words, images and attitudes – serves to make people’s differences visible and overcome exclusion without reproducing stereotypical role models. The challenges are often authentic campaigns that skillfully combine diversity and brand message. After a theoretical input on gender-sensitive language, the participants focused on the concrete implementation of diversity-sensitive communication and also reflected on influencing factors such as the composition of teams.
‘Out & Proud – Queer Authenticity in the Workplace’ with MunichRe on November 7, 2024 in Munich
Growing acceptance ensures that people can express their gender identity and sexual orientation ever more freely and authentically – in a wide variety of ways and according to their individual ideas. Social notions of authenticity and professionalism are evolving and stereotypical expectations are being challenged. At this TOGATHERING, participants addressed the question of how an open and inclusive environment can be promoted – an environment that goes beyond clothing and promotes a holistic recognition of identity.
‘Big Impact ERG – appreciative and successful networking’ with Capgemini, MAN and Microsoft on November 25, 2024 in Munich
Three companies joined forces for this TOGATHERING to discuss the importance and role of employee networks in the company with numerous participants from different companies. In particular, challenges in day-to-day networking, connecting elements across many locations and integration into the external positioning of the company were discussed. The large number of different perspectives enriched this event at Capgemini’s premises in a special way.
You can find an overview of the upcoming TOGATHERINGS here:
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The Queer in Law & Consulting event format initiated by PROUT AT WORK shows how similar the challenges and needs are within an industry – and how enriching the exchange of experiences can be. Originally focused purely on law firms, the Queer in Law event format, which PROUT AT WORK has been offering since 2022, has now become a cross-industry exchange that connects law firms and consultancies. The aim is to jointly create new impetus for more queer inclusion.
Consulting as a new perspective
In 2024, the Queer in Law format was taken a step further: together with PROUT AT WORK, the participants expanded the circle to include management consultancies and auditing firms. This is because both sectors share the structure of the companies, the nature of the services provided to customers and clients and much more. At the same time, the differences and the respective view from the outside open up new fields of learning and starting points.
Successful kick-off: Queer in Law & Consulting 2024
The first joint workshop took place on January 22, 2024 with representatives from law firms and consultancies at PROUT EMPLOYER Linklaters in Frankfurt am Main. The central questions were:
- What unites us, what makes us different?
- What can we learn from each other?
- How can we support each other across industries?
During the event, the spirit of this format came into focus in particular: when the topic of competition is left at the door and everyone stands together for one cause – namely queer inclusion – then open discussions, joint initiatives and learning through exchange are the result.
The workshop program included an input on current studies on queer people in the world of work as well as a substantive contribution from the host company and PROUT EMPLOYER Linklaters on the topic of ESG and diversity. In a breakout session, the participants worked in depth on the requirements and (improvement) possibilities of ESG strategies. A brainstorming session provided numerous clues as to how queer inclusion can be taken into account in everyday working life with a view to ESG.
Acting together – across industry boundaries
Once again, the exchange – and also the expansion of the circle of participants – enabled important discussions and conversations and further strengthened the basis for joint action in the matter. Fabienne Kasper, People Development & DEI Manager Germany at Linklaters, also emphasized this summary:
“In January 2024, the now established Queer in Law & Consulting Roundtable kicked off at our firm, after a cross-firm exchange had already been initiated. The inclusion of management consultancies and auditing firms enriches the dialog even more. Due to our similar business models, strengths and challenges, the exchange between professional services firms on DEI topics is particularly valuable in order to learn from and with each other and to expand the network. All players are united by the pursuit of an inclusive culture and fair opportunities for all.”
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On the 13th German Diversity Day organised by Charta der Vielfalt e.V., the PROUT AT WORK Foundation is joining forces with 13 companies to make it clear that diversity remains – despite restrictions against diversity, equity and inclusion (DEI) in companies.
The #DiversityBleibt campaign launched by the PROUT AT WORK Foundation is in favour of diversity, equity and inclusion (DEI) in companies – despite current developments that restrict diversity in the workplace.
This development against DEI programmes and initiatives is a clear step backwards – both for queer employees and for the economic success of companies. Studies clearly show this:
- The more diversity management measures are implemented in the workplace, the more openly employees deal with their gender or sexual identity at work.¹
- The more open respondents are (or can be), the higher their job satisfaction, the stronger their commitment to the organisation and the more convinced they are that they are making a valuable contribution at work.¹
- European companies with mixed teams are over 60 per cent more likely to be more profitable than average.²
- Companies with a high level of gender diversity are 25% more likely to be more profitable than average (in 2014, the figure was 15%). If we consider the factor of ethnic diversity (internationality of the board of directors), this value is even 36%.³
Companies make it clear: We stand up for diversity in the world of work
Together with 13 companies, the PROUT AT WORK foundation is sending out a clear signal in favour of diversity in the world of work. The following companies have joined the #DiversityBleibt social media campaign, which is published on the social networks LinkedIn, Instagram and Facebook: Audi, Beiersdorf, Campana & Schott, Edelman, NORD/LB, NTT DATA, OTTO, R+V, Randstad, REWE Group, Roland Berger, Solaris and Vinci Energies.
With numerous statements, the companies make it clear why they continue to implement measures for diversity, equity and inclusion (DEI) and thus welcome people of any sexual orientation, gender identity, social or ethnic origin, religion and ideology, physical and mental abilities and any age in the company and promote respectful coexistence.
‘We are delighted that so many companies have joined the ‘Diversity stays! We currently need to stand together even more and speak out in favour of diversity and equal opportunities in the world of work despite the headwind from the USA. The response to the campaign shows me that our work for queer diversity is bearing fruit and is being recognised in companies. Nevertheless, we also need to be visible outside our bubble and convince people who have little contact with the topic of queer diversity in the workplace.’ – Albert Kehrer, CEO of PROUT AT WORK
Sources:
¹Frohn, D. & Heiligers, N. (2024). »Out im Office?!« Die Arbeitssituation von LSBTIQA* Personen in Deutschland. IDA | Institut für Diversity- und Antidiskriminierungsforschung.
²Diversity matters even more (2024). McKinsey & Company.
³Diversity wins: How inclusion matters (2020). McKinsey & Company
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At the online conference “Trans and the Labor Market” organized by the Bundesverband Trans (BVT*), PROUT AT WORK contributed with a keynote and a workshop. Additionally, PROUT AT WORK and the Deutsche Gesellschaft für Trans*- und Intergeschlechtlichkeit e.V. (dgti) hosted a full-day conference in Frankfurt am Main. Under the theme “Trans* in the Workplace,” experts, company representatives, and activists came together to raise awareness for gender diversity and to develop strategies for inclusive workplace cultures.
Why Gender Diversity in the Workplace Matters
Trans* people continue to face disproportionately high levels of discrimination. According to the “Out at the Office?!” study, 87% of trans* respondents have experienced workplace discrimination. This highlights the urgent need to sensitize companies to the challenges and needs of the trans* community.
Online Conference: Trans* and the Labor Market
On February 29, 2024, the online conference “Trans* and the Labor Market” by the Bundesverband Trans* (BVT*) took place. Many trans* and non-binary individuals are hesitant to come out at work due to fear of career setbacks or discrimination. As such, this year’s conference focused on the design and handling of coming-out processes:
- How can companies support trans* and non-binary individuals during their coming out and retain valuable talent?
- How can employers create preconditions that make it easier for trans* and non-binary employees to come out?
At the online event, PROUT AT WORK delivered a keynote on “Trans* Coming Out – The Benefits of Responsible Support in the Corporate Context,” and hosted a workshop titled “Shaping the Coming Out at Work – Tips and Tools to Support Employees Effectively.”
dgti and PROUT AT WORK: Trans* in the Workplace
To promote gender diversity in the workplace, dgti and PROUT AT WORK—supported by consulting firm Campana & Schott, Commerzbank, KfW Bank, audit firm PricewaterhouseCoopers GmbH, and the Office for Multicultural Affairs (AmkA)—organized a full-day conference in Frankfurt am Main on November 26, 2024. The event was primarily aimed at employees and executives in HR and recruiting, as well as diversity and equality officers.
Dr. Christophe Campana, founder of Campana & Schott, emphasized: “Now more than ever, corporate responsibility is crucial to making the workplace a safe space for everyone.”
Presentation of the Study “TIN*clusive at the Office?!”
Dipl.-Psych. Prof. Dr. Dominic Frohn and M. Sc. Nain Heiligers presented findings from the new study “TINclusive at the Office?!”* This study explores the workplace experiences of trans*, inter*, and non-binary (TIN*) individuals:
- More than half of TIN* employees avoid coming out to colleagues or managers.
- Only 12.6% of respondents reported no discrimination, while over a third experienced high to very high levels of discrimination.
- Two-thirds reported experiencing specific discrimination based on their identity.
Best Practices and Workshops
Participants could join three hands-on workshops:
- Transition in the Company and the Self-Determination Act
- Creating and Sustaining Safe Spaces – Companies as Safer Spaces
- Non-Binarity and Inclusive Language
The event also encouraged sharing of best practices. Companies like Campana & Schott emphasized that diversity is a key factor for success. Alexander von Steinbüchel, Partner at Campana & Schott, stated: “We want everyone at Campana & Schott to feel welcome, comfortable, and safe.”
Conclusion: A Path Toward Greater Acceptance and Equal Opportunities
“Gender diversity is an asset for companies. When employees can bring their full potential to work, we all benefit.” – Jo Labecka, Customer Relationship Manager, PROUT AT WORK
The conference “Trans* in the Workplace”* made it clear how essential a safe and supportive work environment is for trans* people. Through the sharing of knowledge, the presentation of new research, and practical workshops, an important step was taken toward building a more inclusive working world.
Impressions from the event
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How Queer-Friendly Are We as a Company? – A Self-Assessment Using Corporate Maturity Levels
Many companies that focus on diversity are unsure: How queer-friendly are we as a company? Where is there room for improvement? Often, there is a lack of an impartial external perspective. OTTO and PROUT AT WORK show how companies can assess themselves and determine where they stand on their journey toward queer equality.
PROUT AT WORK has developed a simple tool that allows Diversity & Inclusion managers and company network representatives to assess where they stand with their efforts for queer equality in the workplace: the CORPORATE MATURITY LEVELS: QUEER DIVERSITY. In this process, companies evaluate themselves in nine categories, all of which should be part of a comprehensive diversity strategy:
- Anti-discrimination
- Structures and Processes
- Queer Network
- Communication
- Top Management Support
- “Out in the World” Model
- External Positioning
- Trainings
- Queer Diversity KPIs
Depending on the actions companies have already implemented in these categories, they assign themselves a level from one to five:
- Level 1 – Queer Diversity Beginner: At the beginning of the journey to more Queer Diversity
- Level 2 – Queer Diversity Promoter: Positioning the topic among employees and in society
- Level 3 – Queer Diversity Advanced User: Queer as part of the company’s diversity strategy
- Level 4 – Queer Diversity Expert: Driving societal change around Queer Diversity
- Level 5 – Queer Diversity Pioneer: Queer Inclusion Leader
In the interview, Tobias Gruber, Head of Sustainability, and Ingo Bertram, Head of News, Content & Research, share insights into the process of self-assessment using the CORPORATE MATURITY LEVELS: QUEER DIVERSITY at OTTO.
What measures for greater equality of opportunity for
queer individuals have you already implemented at OTTO?
Ingo Bertram:At OTTO, the employee network MORE* has been advocating for queer interests since 2019 and aims to increase the visibility of queer individuals within the company context. In addition to numerous internal information and awareness programs for employees and HR experts, MORE* has, among other things, increased the visibility of queer people in OTTO’s external communications, promoted the establishment of gender-neutral restroom facilities, and co-published a Transidentity Guide with the Diversity & Inclusion team, which was awarded by PROUT AT WORK. As a member of the Board of Diversity Networks at OTTO, the network regularly brings queer topics to the executive board level.
What challenges are you and OTTO
facing when it comes to diversity?
Ingo Bertram: At OTTO, we currently experience a very open, tolerant, and discursive corporate culture that takes diversity in all its facets very seriously. That’s something we’re really happy about. At the same time, the greatest ongoing challenge is to address the many dimensions of diversity—which queerness is only one of—as equally and comprehensively as possible. Even though we believe we’re on a good path, there’s definitely still room for improvement.
What motivated you to assess yourselves using our
CORPORATE MATURITY LEVELS: QUEER DIVERSITY?
Ingo Bertram: MORE* is a network that primarily works internally. That made it all the more important for us to regularly evaluate where we stand—especially in comparison to other companies and networks—using external criteria. The CORPORATE MATURITY LEVELS: QUEER DIVERSITY from PROUT AT WORK provided us with a good and very practical starting point and orientation.
How did you approach the self-assessment?
What was the process like? Who was involved?
Tobias Gruber: In the core team of MORE*, we held a multi-hour workshop where we evaluated ourselves using the CORPORATE MATURITY LEVELS: QUEER DIVERSITY and its subcategories. One by one, we discussed the individual categories and critically questioned our efforts based on the evaluation criteria. It was especially important for us to identify our own blind spots—areas where we saw potential for improvement. In our case, this included international orientation. A colleague from our Diversity & Inclusion team accompanied the self-audit.
You’re already very active in terms of diversity & inclusion.
What were your experiences with the tool?
What worked well and what could be improved?
Tobias Gruber: The tool worked well for us, even though some of the audit’s categories didn’t quite fit with our network’s direct and practical work at OTTO—for instance, international orientation, which isn’t especially relevant for us as a company primarily operating in Germany. What we especially liked was the tool’s simple structure and how easy it was to carry out the self-audit. It was straightforward and smooth and gave us a great opportunity to reflect critically and systematically, and to challenge our current practices. This kind of outside-in perspective is crucial to reviewing one’s own priorities and thematic focus.
What concrete actions have you planned or
taken as a result of the CORPORATE MATURITY
LEVELS: QUEER DIVERSITY assessment?
Tobias Gruber: We didn’t derive any direct measures from the audit, partly because we didn’t see an immediate need for action in every area—or in some cases, action simply wasn’t feasible, such as internationalization. However, we did incorporate the audit results into our 2024 kickoff workshop, where they helped sharpen our strategic and thematic network focus alongside other topics. That worked really well.
Are there any specific results you’d like to share?
Tobias Gruber: We see our MORE* network and its impact at OTTO as Level 4 in the audit, and we’re planning to conduct another audit in 2025. As a network driven by employees who volunteer their time alongside their main jobs, we’re very satisfied with our current audit result—especially considering that we have only limited resources.
Thank you, Tobias and Ingo, for the conversation!
Ingo Bertram is Head of News, Content & Research and a member of the lead team of MORE*, OTTO’s queer employee network.
Tobias Gruber is Head of Sustainability and also part of the lead team of MORE*, OTTO’s queer employee network.
About OTTO: With 17 million products from more than 19,000 brands, around 11.3 million customers, and over 6,500 partners, OTTO (otto.de) is the largest German online retailer. In the 2022/23 fiscal year, OTTO generated a gross merchandise volume (GMV) of 6.3 billion euros. OTTO is part of the internationally active Otto Group, headquartered in Hamburg, and employs 6,000 people across Germany. More info: otto.de/unternehmen.
The interview was published in the 2nd edition of “Diversity in Law and Business.”
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In Germany, the situation for rainbow families has improved in recent years – especially through the introduction of “marriage for all” in 2017, which granted same-sex couples the right to marry. Nevertheless, they still face major challenges – due to societal prejudice but also because of discriminatory legal conditions.
Legal Situation
German parentage law allows for a maximum of two legal parents for a child. In two-mother families, the second mother must adopt the child through stepchild adoption, even if she is married to the birth mother. Trans* individuals are only assigned a legal parental role based on the gender marker assigned at birth, and inter* individuals are sometimes not legally recognized as biological parents at all. This legal uncertainty directly impacts the parents’ (working) everyday lives. It is therefore all the more important for them to find an inclusive environment in the workplace and flexible options for balancing family and career.
Back in 2023, PROUT AT WORK published a guide on “Rainbow Families in the Workplace,” which highlights best practices and offers insights into the topic.
In 2024, the topic remained relevant within the foundation. We closely followed the political developments with anticipation. The coalition government had initially outlined in its coalition paper the intention to reform parentage law, including eliminating the need for stepchild adoption for lesbian couples. However, it is now clear that this reform will not be implemented within the current legislative period. Therefore, it is all the more important to stay engaged, continue networking, and actively advocate for improvements for rainbow families.
Exchange on Rainbow Families in the Workplace
The topic is also more relevant than ever among our cooperation partners. In July 2024, Frauke Bareiss, a consultant and Project Lead at PROUT AT WORK and author of the guide, was invited to speak at the online forum of the QNB (Queeres Netzwerk Bayern) titled “We are Family?!”. Alongside speakers from the Rainbow Families Center Munich, the Bavarian Youth Association, and the University of Munich, her contribution on rainbow families in the workplace rounded out the diverse program, offering plenty of opportunities for exchange among participants. PROUT AT WORK was able to provide many with a new perspective on the topic, as the intersections with the world of work had not been considered by many, as became clear in the subsequent discussion round.
Our long-standing PROUT EMPLOYER, Commerzbank, once again offered us the opportunity to delve deeper into the topic in November. The Pride network ARCO organized an online talk on rainbow families, where Frauke was once again able to represent the foundation. With other guests from the media and the workplace, participants discussed personal experiences as well as the legal situation and specific challenges of rainbow families in the workplace. For example, the inclusivity of forms was discussed. The many interested webinar viewers gave overwhelmingly positive feedback, emphasizing how many new insights and ideas they could take away from the session. A great success for all involved!
Support for Companies
The topic is more relevant than ever – the political and legal developments in the near future remain to be seen. Regardless, companies can take action and fully utilize their opportunities to create an inclusive work environment for all families. To support this, PROUT AT WORK has developed a new awareness session on rainbow families. It builds on the aforementioned guide and offers an insight into the topic, as well as best practices and learnings on allyship. It also highlights the situation outside of Germany, broadening the perspective on the significant global differences.
The session is designed for the entire workforce, but also for queer networks, and is always conducted with ample space for questions and discussion.
WE LOOK FORWARD TO WORKING WITH YOU – DEVELOPING WORKPLACE DIVERSITY
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Together. Courageous. Queer.
“[…] at a time when companies may be abandoning this topic because they are afraid of a shitstorm and discussions and becoming a target, it is important to say: We’re sticking with it!” – Marc Opelt, Chairman of the Divisional Board, OTTO.
With this strong statement, Marc Opelt, Chairman of the Divisional Board at OTTO, welcomed the audience to the PROUT AT WORK Conference 2024 on October 24 and 25, 2024 at Lead Partner OTTO in Hamburg and virtually in front of the screens. Under the motto “Together. Courageous. Queer.”, many interested people once again took part in this year’s specialist and industry event to exchange ideas and get to know new committed people and see old acquaintances again.
The PROUT AT WORK Conference 2024 in numbers
215 participants from 81 companies and organizations. Two-day program with two keynotes, two panel discussions, three interviews and seven breakout sessions. Interested parties from all over Germany and beyond gathered at the new OTTO headquarters to take part in interactive breakout sessions, discuss in large and small groups and take presentations from inspiring speakers back to their own companies or organizations. In order to make the event more inclusive and develop it further, there were also three sign language interpreters on site this year to make the conference presentations accessible to deaf people.
“I really love the way you bring company representatives together! At other events, it often feels like a reverse cold call from consultants and coaches. Here I actually had the opportunity to exchange ideas with people from other companies and networks!” – anonymous conference participant
In addition to external speakers, numerous company representatives also set the tone, providing participants with best practices from their respective companies and thought-provoking content.
We would like to thank lead partner OTTO, the supporting companies Audi, Boehringer Ingelheim, Clifford Chance, Deutsche Bank and Novelis as well as mobility partner MOIA for making the PROUT AT WORK Conference 2024 possible. Recordings of the presentations and insights into the event can be found on the conference website.
Panel Talks
What does Queerness mean to you?
Speakers & Moderation
After the welcome address, the PROUT AT WORK Conference 2024 kicked off with the first interactive format of the day, which took the audience on a journey to answer the question “What does queerness mean to you?”. After an introduction by speakers and moderation, the conversation was repeatedly opened up to contributions from and short discussions with the audience. The resulting exchange underlined the motto of the event and provided aha moments, thoughtful faces and the desire to exchange ideas even after the content contribution.
„If you do not understand […] try to understand the other’s perspective! I think that this will help us bring more freedom into our community and stop the hate and discrimination we are still facing today.“ – Dr. Traugott Gruppe, Medical Director Germany, Boehringer Ingelheim
Pride Day Contest
Speakers & Moderation
Lorenz Finsterhölzl (he/him), Senior Consultant at Capgemini Invent
Emma Weilbier (she/her), Working student in Diversity Management at Capgemini Invent
Björn Jahnke (he/him), Senior Consultant / Network Spokesperson Diversifly, Deutsche Lufthansa
Petra Wallner-Rübeling (she/her), Equal Opportunities Officer, Jobcenter Frankfurt a.M.
Enea Cocco (he/him), Project Lead, PROUT AT WORK
This year, it was not the audience favorites with the most votes that took the stage, but three actions selected by PROUT AT WORK and their representatives. These actions represented best practices from different areas and organizational sizes, demonstrating the diversity of actions submitted for PRIDE DAY GERMANY 2024. The ideas – from raising the rainbow flag to creating queer awareness training and external marketing initiatives – were discussed in depth, challenges were addressed and the importance of the day of action was emphasized.
“We had an incident last year where a customer came and wanted to tear down the rainbow flag in a property because he was totally outraged by it. This led to discussions among our seven property managers, and the manager who was affected said: “Well, now you can see how necessary it is to really show our colors together.” That was also the name of our campaign this year, and now the banner doesn’t just stay up during the campaign period, it hangs all year round.” – Petra Wallner-Rübeling, Equal Opportunities Officer, Jobcenter Frankfurt a.M.
Interviews
Responsibility of companies
Speakers
Martin Frommhold (he/him), Head of Corporate Communications, OTTO
Albert Kehrer (he/him), Executive Board, PROUT AT WORK
Martin Frommhold from OTTO and Albert Kehrer talked about the tension between entrepreneurial attitude and economic interests. The interview focused on how attitude can be made visible both internally and externally, whether a diversity quota in advertising makes sense and how OTTO deals with the flood of hate comments.
“When I look at our trainees […] new generations are coming in now, and it’s wonderful to see. It’s not something that develops out of necessity, but rather happens quite naturally.”
– Martin Frommhold, Head of Corporate Communications, OTTO
Being out in sports
Speakers & Moderation
Emily Bessoir and Marcus Urban shared their very different experiences as openly queer professional athletes. While Emily encountered almost exclusively positive reactions in basketball, Marcus faced significantly greater challenges in football. In conversation with Ingo Bertram, they reflected not only on the differences between men and women in sports but also on how strongly the environment within each sport shapes the coming-out process.
“[…] be yourself. Especially as a woman: You can take up space, you can be successful, you don’t have to make yourself smaller. And exactly, just show up as you are. I once read a quote: Be so authentically yourself that everyone else feels comfortable to be themselves too. […] That’s what I would tell everyone.” – Emily Bessoir, Professional Basketball Player
“Que(e)r durchs Land”
Speakers
In 2024, Brix Schaumburg cycled across the country for the third time as part of the “Que(e)r durchs Land” tour. Joining for the first time—but certainly not the last—was Robin Scheerbaum. Together, despite several rainy stages, they covered 1,640 kilometers in 17 days and visited 16 queer organizations along the way. Their message: time to rethink corporate mindsets. In collaboration with companies, they aim to develop queer-focused campaigns. During their tour, they raised a total of €7,000 in donations, which they presented to PROUT AT WORK at the conference.
“We talked about so many different topics while cycling—and that’s exactly what we want to do with the companies we partner with on the tour: to come up with campaign ideas together, to design campaigns together. It’s not just about us riding through Germany with their logo on our chests, but about creating a full campaign and embarking on a shared journey.” – Robin Scheerbaum, systemic coach & consultant / content creator for queer activism
Keynotes
Diversity Fatigue
Speaker
In her keynote, Alex Gessner spoke about diversity fatigue—the exhaustion that comes from endless efforts to build DE&I structures without seeing sufficient progress. She encouraged the audience to think beyond their own bubble, to question their privileges, and to actively seek out missing perspectives. Her practical tip for networking—both in the figurative and literal sense: instead of forming closed circles, create half circles—this keeps the view outward open and makes it easier for new voices to find their way in.
„We have the same problem even within our community. We have people arguing over pronouns, whether to use gender-inclusive language or not. Which flag to use? […] We are fighting for visibility. You don’t have to buy it, you don’t have to display it everywhere, but please don’t take up space, time, and resources to discourse about which flag we should be using. Let people use the Progress Pride flag!“ – Alex Gessner, Chief Operating Officer, ACI Consulting
Trans* visibility in parliament
Speaker
Dr. Adrian Hector, a trans* member of parliament for the Green Party, has transformed his anger over experiences of transphobia into political engagement. With passion, he advocates for queer people to know their rights and for anti-queer hate crimes to be consistently prosecuted. To strengthen visibility and a sense of belonging, he invites queer individuals to the Hamburg City Hall—a place where they, too, should feel welcome and represented.*
“What is important to me in my political work is the topic of visibility and empowerment. Being trans has a lot to do with shame, with doing everything possible so that no one sees that I’m trans, to have good passing, to look like a ‘real’ man or a ‘real’ woman, so that no one notices and I don’t have to expose myself to it, because it is so heavily associated with shame. And I find that terrible, because being trans* is perfectly fine!”**
– Dr. Adrian Hector, Member of the Hamburg Parliament for the Green Party
Breakout Sessions
Sovereign instead of fearful: How to respond correctly in the case of racism complaints
Speaker
No one wants racism in the office or workplace. Clearly. But sometimes it happens – someone files a complaint with HR or a supervisor about a racist incident in the company. What to do? How can managers and HR verify the allegation? How should they respond? In the short term? Medium term? And long term? The practical breakout session provided guidance and was specifically aimed at people who are currently or will be in leadership positions.
Rainbow Families in Companies: The Legal Situation, Status Quo, and Challenges
Speaker
In this exchange format, the focus was placed on the legal situation of rainbow families in the workplace. Where should support begin? What structures need to be established to ensure sustainable engagement? Participants reflected on the status quo in their own companies and potential challenges in addressing the topic.
Recognizing and Addressing Queerphobia in the Workplace
Speaker
What does queerphobia mean, and what are microaggressions? What prevents people from reacting appropriately in such situations? In this interactive online breakout session, the focus was not only on how to recognize queerphobia and discrimination in everyday (work) life. Participants were also provided with tools for intervention and communication strategies to effectively respond to such situations.
No Diversity Without Democracy: How Companies Can Engage with Employees for Democracy
Speakers
In the workplace, where people from all walks of life meet every day, promoting democracy and diversity plays a crucial role. Strengthening people and the local economy are goals that Deutsche Bank pursues with its holistic approach to societal engagement, as well as to the promotion of diversity, equal opportunities, and participation. In a time when societal challenges such as racism, populism, extremism, and social inequality are becoming more and more prevalent, more dialogue and encounters are urgently needed. In the workshop, participants gained insight into how Deutsche Bank and its employees live and practically implement their social responsibility both in Germany and worldwide.
“Our Stories – Sharing is Caring” – An Empowerment Space
Speakers
Charlotte Wunn and Sy Legath opened a safer space in this session and invited participants to engage in small group discussions about personal experiences related to the topic of “discrimination within and outside of one’s own communities.” The conversations were open, supportive, and conducted without questioning the experiences shared. In addition to providing an opportunity for exchange, the space primarily facilitated mutual empowerment and made solidarity tangible.
Hate Speech Online: Experiences, Approaches, & Solutions
Speakers
In this session, the focus of the discussion was on experiences with hate speech related to queer topics and how to handle it. Large companies, in particular, often generate significant social media backlash through high-profile events. Examples of this are provided by AUDI AG and Deutsche Telekom. How do these companies handle such issues internally? How do they express their stance externally? What solutions are available? These intriguing questions were explored in an interactive session.
Is inclusive leadership just a buzzword? Let’s talk!
Speakers
Is (Inclusive) Leadership just a buzzword? Yes? No? In this breakout session, participants learned how Inclusive Leadership can unlock the full potential of themselves, their teams, and the entire organization. How can leaders be held accountable for creating a safer space where everyone can thrive? The session invited participants to challenge their own assumptions and discover strategies and practical best practices to foster high-performing teams and a truly inclusive “we” culture.
More impressions from the PROUT AT WORK Conference 2024 can be found in the archive.
We would like to express our sincere thanks for the kind support of:
Lead Partner
Supported by
Mobility Partner
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On September 13 and 14, 2024, Bellevue Palace in Berlin opened its doors as part of the Federal President’s Citizens’ Festival. On Friday, 13 September, a celebration was held in honor of around 4,000 citizens who are involved in extraordinary volunteer work. On Saturday, September 14, the Federal President welcomed all interested citizens to his official residence on Open Palace Day.
Under the motto “Pamoja – stronger together”, the event offered a varied programme with music, discussions and activities from 50 organizations, initiatives and companies that are committed to social issues such as inclusion, environmental and disaster protection, education and queer diversity. Exhibitors included the Bertelsmann Foundation, Save the Children Deutschland e.V. and YouTube. “Pamoja” is Swahili and means ‘together’.
This year’s partner state of the Bürgerfest was Lower Saxony. The international partner country of the festival was a non-European country for the first time: the Republic of Kenya, whose President William Ruto took part in the Citizens’ Festival.
PROUT AT WORK was also represented with a stand together with TÜV Nord. Together, we presented our commitment to an open and respectful working environment for queer people.
Enabling Safer Spaces
Under the motto “Enabling Safer Spaces”, we invited visitors to actively engage with the following questions:
- What can I do myself in my workplace to make queer people feel comfortable?
- What can organizations do to support queer employees in their day-to-day work?
In an interactive hands-on activity based on our Rainbow Chat Deck, we asked the guests exciting questions on topics such as visibility, role models, facts & figures, workplace design and identity. The questions were randomly selected with the help of a wheel of fortune, which led to lively discussions, reflections and inspiring exchanges.
Highlight: Federal President Steinmeier visits us
A special highlight was the visit of Federal President Frank-Walter Steinmeier to our stand. We had the honor of presenting our work to him and talking to him about the importance of queer diversity in the workplace. His interest and support for our cause made a deep impression on us and motivated us to continue our mission.
A thank you to everyone involved
Our heartfelt thanks go to TÜV Nord, who made it possible for us to take part in this fantastic event, and to all the visitors who came to find out more and talk to us. Their curiosity and openness showed once again how important our commitment to a diverse working environment is.
Stronger together – also in the working environment
The citizens’ festival at Bellevue Palace not only gave us the opportunity to present our work to a broad public, but also showed how much interest there is in topics such as queer diversity. With our work, we can continue to contribute to creating a working environment in which all people are welcome – regardless of their sexual orientation or gender identity.
Further information on the Bürgerfest can be found here.
Impressions from the event
Copyright Fotos: Holger Hütte
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Christopher Street Day (CSD) is much more than just a colorful parade. It is a powerful symbol of queer visibility, equal opportunities and solidarity. Year after year, CSD brings people together to stand up for the rights of the queer community and a society free of discrimination. PROUT AT WORK actively participated in the CSD in Pirna and Berlin in 2024 to set an example for diversity, democracy and tolerance.
Why Christopher Street Day is so important
The CSD is a loud and visible appeal against discrimination and intolerance. It is reminiscent of the Stonewall riots of 1969, which laid the foundations for the modern queer movement. Today, CSD is a platform for denouncing social grievances, promoting education and celebrating the achievements of the queer community.
The CSDs in Pirna and Berlin impressively demonstrated the importance of solidarity and commitment to an open society.
CSD Pirna: A strong signal for tolerance and democracy
#TourFürToleranz with Meryl Deep
On July 13, 2024, drag queen Meryl Deep called for the #TourFürToleranz (#TourForTolerance) to bring people from all over Germany to Pirna. The tour took the form of a comedy and entertainment bus trip from Cologne to Pirna and back again. The town in Saxony is a key venue in the fight for diversity and against intolerance.
Pirna was the first city in Saxony to fly the rainbow flag at the town hall – a historic sign of solidarity. But in 2024, this tradition was stopped by the mayor, an avowed AfD sympathizer. This decision led to even more determined commitment on the part of the queer community throughout Germany.
Diversity Unites
Jo Labecka, Customer Relationship Manager at PROUT AT WORK, was given the opportunity to speak on stage at the CSD Pirna and set an example for diversity:
“Diversity connects is the motto of today’s CSD. Therefore: Let us demonstrate together a strong stance for solidarity and against ableism, racism and trans hostility. (…). Let us be a role model for the wider society of what real cohesion between very different identities can look like. (…). Happy Pride, Pirna!”
Impressions From The CSD in Pirna
CSD Berlin: Strong together with MagentaPride
Berlin glowed in all the colors of the rainbow on July 27, 2024. Under the motto “Only strong together – for democracy and diversity”, hundreds of thousands marched through the streets to stand up for queer rights.
Long-standing partnership
PROUT AT WORK was able to join MagentaPride, Deutsche Telekom’s queer network, at CSD Berlin. The float was not only pink and loud, but also conveyed a clear message: standing up for a democratic and diverse society is a shared responsibility.
Speeches full of inspiration
One highlight was the speech by Jolanda Gallas, spokesperson for MagentaPride, who impressively represented the voices of the queer community. Sy Legath from PROUT AT WORK also reminded the audience in his speech that solidarity for the queer community is not just limited to CSD:
“Let’s find ways to empower each other. Let’s create safe spaces where we can all be who we really are. (…). Berlin, let’s show solidarity with each other not just today, but 365 days a year. Let’s stand up for our rights together, be loud and celebrate each other. (…). Thank you Berlin for being on the streets! Happy Pride!”
Impressions from The CSD in Berlin
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On October 17, 2024, the PROUT AT WORK Foundation sent a strong signal for queer diversity in the workplace in Austria: Together with the global law firm Freshfields, the kick-off event took place in Vienna, marking the beginning of the foundation’s activities in Austria.
PROUT AT WORK, which has been successfully active in Germany and France for years, is thus expanding its work radius to Austria in order to support companies there in promoting equal opportunities and visibility for queer issues.
Why queer diversity is also important in Austria
20% of queer people in Austria experience discrimination in the workplace (source: EU LGBT II Survey, 2020). This figure illustrates the importance of promoting diversity in the workplace. Through diversity measures, companies not only benefit from an appreciative working environment, but can also exploit the full potential of talent.
Albert Kehrer, CEO of PROUT AT WORK, emphasized: “Only if companies show visibility for queer issues can they create an appreciative environment for queer employees and thus expand the pool of applicants.”
Highlights of the kick-off event
Around 40 participants from business, education, healthcare and the public sector came together at Freshfields’ Vienna office. PROUT AT WORK was delighted with the positive reactions from companies in Austria.
In her inspiring keynote speech, Dr. Antonia Wadé explained how companies can make queer diversity visible in three steps. Antonia has been working in various functions at AUDI AG since 2000 – since 2017 in the Diversity & Inclusion department. She shared her personal experiences and spoke about the founding of the queer@audi network.
In interactive formats, the participants addressed the current situation of queer people in the workplace. They exchanged best practices and discussed future DEIB measures.
“As a law firm, we want to actively contribute to the promotion of queer diversity in Austria. Our global LGBTQ+ network, which is also growing in this country, is living proof of how we put our values into practice. Through training, confidants and pro bono work, we create an environment in which all colleagues can feel comfortable and thrive. Together with PROUT AT WORK and other companies, we want to continue this positive development and make Austria an even more diverse and inclusive place.” – Florian Klimscha, HR Partner at Freshfields
Looking to the future: more visibility and commitment
PROUT AT WORK plans to work closely with companies in Austria over the next few years. The aim is to strengthen queer networks, promote exchange and support companies in their transformation. The kick-off event in Vienna was a complete success and laid the foundation for more queer diversity in the Austrian workplace. Companies that actively promote diversity benefit from an open, innovative and inclusive working environment – a win-win situation for employees and employers alike.
Impressions from the event
Copyright Fotos: Martina Draper – SinnBild
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