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.

PROUT EMPLOYER Campana & Schott

“Openness and tolerance are here to stay.”

Dr. Christophe Campana is the founder and managing director of Campana & Schott. He has over 25 years of experience in (top) management consulting and is a member of various expert and advisory boards. His main areas of focus include “strategic project and portfolio management” as well as “new forms of collaboration” with a special focus on social collaboration. Dr. Christophe Campana is the author of over 50 publications on the subject of project and portfolio management.

In simple words, Campana & Schott is providing advice to their customers on strategies to keep their finger on the pulse. What role does diversity play here?

 

Dr. Christophe Campana: Events such as climate change, radicalization, populism, etc. have led to the point that more and more people are concerned with meanings and values. Most people have recognized that “healthy” progress and prosperity cannot be done without moral values and sustainability. Diversity is one of these values and therefore an essential part of this overarching development. Excluding people due to their sexual orientation promotes hatred and prevents a sustainable better future for everyone. There is still a lot to be done here.

Campana & Schott received three awards as a “Great Place to Work”. The list of your commitments towards the diversity of your employees is long and you are building on long-term cooperation instead of “hire and fire”. Has the PROUT EMPLOYER cooperation been the last piece of the puzzle for an open and inclusive work environment?

 

Dr. Christophe Campana: There will probably never be that one last piece of the puzzle. For us, the cooperation with PROUT EMPLOYER is an important part of our commitment, which we are constantly developing further. I keep learning new things, e.g. only recently the Federal President Steinmeier made a very clear point in the context of the anti-racism riots where he said: “It is not enough to not be a racist. We have to be anti-racists.” This view also applies to me with regard to diversity and our corporate culture. I am convinced that in the future there will always be topics that managers should deal with in the interests of their company: openness and tolerance are here to stay.

“I understood that as an entrepreneur you have to take a visible and public position on this in order to reach out to the community and signal: Live your sexuality as you want: openly or not – both are fine.”

What advice would you give to companies that are just starting their commitment to LGBT*IQ diversity?

 

Dr. Christophe Campana: At Campana & Schott there have always been employees who have lived out their homosexuality openly. Therefore, homophobia had no place in our company. For a long time, I believed that this was enough. Only later, I understood that as an entrepreneur you have to take a visible and public position on this in order to reach out to the community and signal: Live your sexuality as you want: openly or not – both are fine. But if you want to live it openly, you will not suffer any disadvantage in our company. It’s just a small step, but it does a lot – and only good.

From our experience we know that LGBT*IQ diversity has the greatest impact in a company when executives, diversity management and the company’s corporate networks regularly come together. Is that also your recipe for success?

 

Dr. Christophe Campana: Yes, I myself regularly meet with our LGBTQ+ network and have learned a lot from these meetings, e.g. the so-called “Monday lie”, when colleagues chat with each other during the coffee break about the last weekend and some prefer to describe their life partner as “a friend”.

I could immediately emphasize the stress associated with this white lie when my employees told me that they had felt like this for very long periods of time, sometimes even years. That is why the close exchange is so crucial: You start to better understand the problems of the community and can actually start changing things more targeted.

The last question: There are turbulent times coming for employees. Considering your commitment to diversity, how would you react to the statement that starting from now, there are more important topics than LGBT*IQ diversity?

 

Dr. Christophe Campana: There is a difference between the urgency and the importance. The unexpected severity with which the corona pandemic has affected all areas of life resulted in existential challenges for many companies which we will have to deal with. Just because you douse a fire in an apartment doesn’t mean that your general life in the apartment becomes unimportant. This crisis overshadows many issues, which, however, do not become irrelevant – on the contrary: I am convinced that companies with an open and appreciative culture will get through the crisis better. Diversity is an essential part of corporate identity and contributes to the performance and resilience of an organization.

Dear Dr. Campana, thank you for talking to us!
PROUT EMPLOYER Google Germany

“We support you! Now and always! That’s what PROUT EMPLOYER says, and that’s why it’s important to us at Google.”

As Director of Client Solutions, Dr. Jannika Bock is responsible for the sale of Google’s advertising products to major customers in Central Europe. She is the Exec Sponsor of GayglerDE, the LGBTQ+ Community at Google Germany GmbH. Before Jannika switched to Google in 2008, she worked, amongst others, for Axel Springer AG. She did her PhD in American literary and cultural studies, i.a. at Harvard University, and is a member of the digital advisory board of TAKKT AG.

“We want to be a company that promotes diversity and lives integrity and inclusion.”

As Vice President of Central Europe, Philipp Justus heads Google’s business in 36 countries, including Germany, Austria, Switzerland and the CEE countries. Before joining Google in 2013, Philipp was CEO of Zanox, the Berlin performance marketing network, and held various management positions at eBay and PayPal, including VP of Europe, SVP of Auctions and SVP of Global Markets. Philipp studied business administration at WHU in Koblenz and received an MBA from the Kellogg School of Management at Northwestern University.

As a sponsor and member of the foundation’s advisory board, Google has been associated with PROUT AT WORK since the beginning. Why did you decide to become a PROUT EMPLOYER?

 

Jannika Bock: Currently, it is important to demonstrate to the public that we at Google advocate equality for people in the LGTBQ+ community. This year, the CSD parades were canceled in Germany. As a result, a lot of visibility got lost. We would like to work against this: We support you! Now and always! That’s what PROUT EMPLOYER says, and that’s why it’s important to us at Google.

In order to keep setting new goals as well as keep up with diversity & inclusion, Google also relies on the possibility of self-identification, e.g. as trans *, non-binary or LGBT*IQ. Can data really depict the people behind your employees?

 

Philipp Justus: We want to be a company that promotes diversity and lives integrity and inclusion. We want our employees to picture the diversity of our users – this is the only way we can develop products that are actually accessible and usable for everyone. We want to create an environment for our employees in which they affiliate themselves with. This includes demonstrating the diversity of our workforce which is, for example, possible through the process of voluntary self-identification.

“In Germany there are still many, many people who cannot be themselves at work.”

Covid-19 somehow surprised all of us and we now have to deal with it. In your opinion, why does diversity and especially LGBT*IQ diversity has to remain in the focus?

 

Philipp Justus: In this PRIDE season, digital media have been more important than ever – for the first time, on YouTube with PRIDE LIVE there was a German-wide, completely virtual PRIDE event on June 27th 2020, attended by politicians, companies(such as Google), and many activists from the scene. There has been a space created to come together – a space that, unfortunately, couldn’t be on the streets this year.

Where do you see the major challenges for LGBT*IQ in the workplace in the coming years?

 

Jannika Bock: In Germany we often encounter the fast assumption that everything has been achieved and that there would be no discrimination against members of the LGBTQ+ community anymore – especially not in companies that actively campaign for greater diversity. However, this does not correspond to reality. In Germany there are still many, many people who cannot be themselves at work. There are people who hide their (sexual) identity from colleagues and superiors – for fear of discrimination and who are exposed to “micro aggressions” in form of taunts and hidden jokes. That has to stop!

Dear Jannika Bock, dear Philipp Justus, thank you very much for the interview!