Our board member Albert Kehrer talked with Tagesgespräch host Christine Krueger about the question “Why is Coming Out still difficult”. The conversation can now be listened to online.
A talk with… Dr. Ariane Reinhart
“For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course.”
You support the Out Executives as a member of the jury. Why is that topic important to you?
Dr. Ariane Reinhart: At Continental, diversity is part of our DNA and a catalyst for our innovative power. Only the diverse perspectives, characteristics, experiences and cultures of our employees make our company innovative. For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course. As long as there is conscious or unconscious exclusion in our society, we will be fully committed to promoting the inclusion and support of our LGBT*IQ colleagues.
At Continental you have a standardized procedure in the application process, so that no prejudices are introduced when selecting candidates. What actions are taken to also reduce prejudice against LGBT*IQ-topics in the workforce?
Dr. Ariane Reinhart: Appropriate trainings and initiatives worldwide show our employees that diversity in all its facets is a matter of course, forexample, that the topic is given enough space. This includes Diversity Days at Continental, which as awareness events convey the different dimensions of diversity at our locations and highlight the importance of the topic around the world. In our current 28 Diversity Networks we aim to strengthen and make our diversity visible, to exchange views and to promote mutual understanding.
Continental operates globally. How do you rate the implementation of diversity in Germany, compared to other countries in which you are operating?
Dr. Ariane Reinhart: Comprehensive diversity management in companies is becoming increasingly recognized – and this applies worldwide. Although our economic and social environment is constantly changing, a profound cultural change – and that is what we are talking about in the appreciation and inclusion of diversity – takes time. Realizing and appreciating the added value of diversity requires a change in our mindset. We are taking the necessary clarity and rigor against discrimination of any kind, and, as a company, we have committed ourselves to this and will continue to do so.
A talk with… Dr. Ariane Reinhart
“For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course.”
You support the Out Executives as a member of the jury. Why is that topic important to you?
Dr. Ariane Reinhart: At Continental, diversity is part of our DNA and a catalyst for our innovative power. Only the diverse perspectives, characteristics, experiences and cultures of our employees make our company innovative. For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course. As long as there is conscious or unconscious exclusion in our society, we will be fully committed to promoting the inclusion and support of our LGBT*IQ colleagues.
At Continental you have a standardized procedure in the application process, so that no prejudices are introduced when selecting candidates. What actions are taken to also reduce prejudice against LGBT*IQ-topics in the workforce?
Dr. Ariane Reinhart: Appropriate trainings and initiatives worldwide show our employees that diversity in all its facets is a matter of course, forexample, that the topic is given enough space. This includes Diversity Days at Continental, which as awareness events convey the different dimensions of diversity at our locations and highlight the importance of the topic around the world. In our current 28 Diversity Networks we aim to strengthen and make our diversity visible, to exchange views and to promote mutual understanding.
Continental operates globally. How do you rate the implementation of diversity in Germany, compared to other countries in which you are operating?
Dr. Ariane Reinhart: Comprehensive diversity management in companies is becoming increasingly recognized – and this applies worldwide. Although our economic and social environment is constantly changing, a profound cultural change – and that is what we are talking about in the appreciation and inclusion of diversity – takes time. Realizing and appreciating the added value of diversity requires a change in our mindset. We are taking the necessary clarity and rigor against discrimination of any kind, and, as a company, we have committed ourselves to this and will continue to do so.
A talk with… Dr. Ariane Reinhart
“For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course.”
You support the Out Executives as a member of the jury. Why is that topic important to you?
Dr. Ariane Reinhart: At Continental, diversity is part of our DNA and a catalyst for our innovative power. Only the diverse perspectives, characteristics, experiences and cultures of our employees make our company innovative. For us, an open working environment – regardless of personal differences such as sexual orientation, gender identity or origin – is a matter of course. As long as there is conscious or unconscious exclusion in our society, we will be fully committed to promoting the inclusion and support of our LGBT*IQ colleagues.
At Continental you have a standardized procedure in the application process, so that no prejudices are introduced when selecting candidates. What actions are taken to also reduce prejudice against LGBT*IQ-topics in the workforce?
Dr. Ariane Reinhart: Appropriate trainings and initiatives worldwide show our employees that diversity in all its facets is a matter of course, forexample, that the topic is given enough space. This includes Diversity Days at Continental, which as awareness events convey the different dimensions of diversity at our locations and highlight the importance of the topic around the world. In our current 28 Diversity Networks we aim to strengthen and make our diversity visible, to exchange views and to promote mutual understanding.
Continental operates globally. How do you rate the implementation of diversity in Germany, compared to other countries in which you are operating?
Dr. Ariane Reinhart: Comprehensive diversity management in companies is becoming increasingly recognized – and this applies worldwide. Although our economic and social environment is constantly changing, a profound cultural change – and that is what we are talking about in the appreciation and inclusion of diversity – takes time. Realizing and appreciating the added value of diversity requires a change in our mindset. We are taking the necessary clarity and rigor against discrimination of any kind, and, as a company, we have committed ourselves to this and will continue to do so.
A talk with… Jenny Friese
“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”
Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?
Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.
Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?
Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice. Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.
Why are heterogenous teams more successful in companies?
Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity. The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.
A talk with… Jenny Friese
“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”
Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?
Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.
Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?
Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice. Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.
Why are heterogenous teams more successful in companies?
Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity. The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.
A talk with… Jenny Friese
“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”
Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?
Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.
Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?
Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice. Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.
Why are heterogenous teams more successful in companies?
Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity. The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.
A talk with… Jenny Friese
“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”
Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?
Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.
Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?
Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice. Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.
Why are heterogenous teams more successful in companies?
Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity. The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.
A talk with… Jenny Friese
“The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation.”
Last year you put in a lot of effort for the LGBT*IQ community at the Commerzbank and brought the issue right up to Board level. What has happened since then?
Jenny Friese: Through various activities we have achieved more visibility including an event about LGBT*IQ-involvement as a factor of commercial success, participated in the CSD in Berlin with our own truck and we have had a reading with Jens Schadendorf. Along with our LGBT*IQ-staff-network Arco of which I am the patron we have sensitized many people within the bank making for a more open community spirit. As a result, many staff have told their own stories in our staff magazine therefore making themselves available as role models.
Many people fear that outing themselves will damage their career. What has to happen to reduce and even eliminate this fear altogether?
Jenny Friese: It is incredible that staff even today still have such worries. For diversity to become normal we have to experience the relevant values within the company and create structures to make possible open interaction which is free of prejudice. Visible role models who have outed themselves help as do diversity units and consistent management behaviour such as dealing with discriminatory comments and behaviour. This is clearly a challenge for everybody – irrespective of their sex, nationality, health or sexual orientation.
Why are heterogenous teams more successful in companies?
Jenny Friese: The answer to this is, in the meantime, proven by many studies such as that of the Institute for Diversity and Anti-discrimination Research Out in the Office?! And this does not just apply to bringing together and promoting many different people irrespective of origin, age, sex or other characteristics for LGBT*IQ Diversity. The more heterogenous teams are and the more they make for an open culture the more they will be prepared to go in new directions and drive forward innovation. Based on my own experience I can say at least that diverse teams always produce outstanding results.
First place, GERMANY’S TOP 50 LGBT+ Voices 2020
“I want to maintain a daily dialogue about LGBT+ because unconscious bias is something that affects everyone. The more visibility I can give the subject, the more we will become aware of our unconscious thoughts.”
After studying logistics management, Nikita Baranov began his career in the commerce sector and was responsible for external IT partners and innovations at METRO AG from 2015 to 2020. He has been Executive Assistant to the CHRO since July 2020. In addition, as a spokesperson for the LGBT+ employee network METRO Pride and a core member of the women’s network WiT, Nikita promotes cultural change in order to make workplaces even more open.
Why are you involved in this topic at work?
Nikita Baranov: I want anyone who works for us or with us not to have to ask themselves the energy-sapping questions “Should I come out?” and “How much should I reveal about myself?” – I want them to be able to be who they are, with their entire identity. To come to work without having to fear being harassed, bullied or discriminated against just because of who they are. Not only to be diverse and integrated, but also to have a feeling of belonging.
What responses do you get to this?
Nikita Baranov: I get positive responses to my involvement, but I also notice that the topic of LGBT+ is not always considered an integral part of Diversity & Inclusion by all employees. That’s why we need to continually raise people’s awareness because only a diverse workforce can meet our goal of producing creative and innovative solutions for our equally diverse customers.
What can we all achieve by getting involved in LGBT*IQ networks?
Nikita Baranov: I’m convinced that only by joining forces will we manage to eliminate discrimination at work in order to promote equal rights. Networks help us increase visibility, and company-wide projects have a bigger reach and significance. One thing is certain: we’re all fighting for a common cause, and alliances can only be beneficial.
Since July, you have been Executive Assistant to the Chief Human Resources Officer at METRO AG – will this enable you to make LGBT*IQ topics even more visible?
Nikita Baranov: Above all, I firmly believe that, regardless of role or position, everyone has a voice and a platform that they should use to promote LGBT+ topics. As LGBT+ diversity is a key part of our corporate culture, I’m happy to be able to make the topic even more visible.
You’re often seen with a rainbow – what does it mean to you to be out and visible?
Nikita Baranov: I want to maintain a daily dialogue about LGBT+ because unconscious bias is something that affects everyone. The more visibility I can give the subject, the more we will become aware of our unconscious thoughts. Being out at work and not having to hide my identity is a prerequisite for showing myself as a whole person and performing at my best.
The interview was conducted as part of GERMANY’S TOP 100 OUT EXECUTIVES. This list is a joint project with the UHLALA Group and is now available online.