Get a overview of the diverse program of our conference this year. In addition to exciting panel discussions and inspiring keynotes, you will also have the opportunity to participate in interactive workshops and take your LGBT*IQ engagement to the next level.
PROUT EXECUTIVES (de)
In the PROUT Executives panel, outed LGBT*IQ executives from large companies and international corporations will discuss. Through their position and activities, they have wide visibility in their organization and are committed to an LGBT*IQ-friendly work environment beyond their day jobs. The panel will focus on the personal experiences of the executives and the questions of how they concretely advocate for other LGBT*IQ employees, act as role models and promote the issue in their company.
Speakers: Kurt Siering, Holger Gellermann, Jannika Bock
Moderation: Alex Belopolsky
Beyond Pinkwashing (DE)
Pinkwashing refers to strategies that companies or organizations use to position themselves as particularly tolerant and open in public by seemingly identifying with the LGBT*IQ community and selling the rainbow flag as a trend symbol. However, selling products in rainbow colors or participating in Prides says little to nothing about the actual commitment of the respective company. This requires a look behind the scenes to find out how LGBT*IQ diversity issues are? really being pushed.
The panel “Beyond Pinkwashing” will take this look behind the scenes and address how companies counter pinkwashing accusations and what long-term commitment to LGBT*IQ diversity looks like. What are current challenges and tasks for D&I and LGBT*IQ networks in companies and what are the strategies for the next
Speakers: Antonia Wadé, Kerstin Wagner, Gabriel Ergüzel
Moderation: Albert Kehrer
Making the Invisible Visible (DE)
The panel shines the spotlight on dimensions of the LGBT*IQ community that are often made invisible. What can companies do to make these dimensions and realities of life more visible and support them with concrete measures? For example, what must a discrimination-free work environment look like for non-binary people? How can awareness be raised for sexual orientations such as bisexuality in order to avoid stereotypes and oppose discriminatory behavior? An invitation to reflect and question existing binary structures.
Speakers: Nica Schächtele, Timona Borhanuddin, Maik Brunkow
Moderation: Samet Akti
PROUT SMEs (DE)
Small and medium-sized companies face different challenges and opportunities in implementing LGBT*IQ diversity policies than, for example, large companies and international corporations.
The panel will focus on addressing these opportunities as well as the personal engagement of the speakers. It will illustrate what opportunities and advantages there are compared to the ‘big players’ on the market and how these can be used to promote LGBT*IQ diversity with concrete measures and innovative strategies.
Speakers: Fabienne Stordiau, Tobias Eppler, Jay Siegmann, Jean-Luc Vey
Moderation: Jean-Luc Vey
Diversity in Tech (DE)
The digital world is a reflection of our analog world. This means, for example, that programmers program existing discriminations into artificial intelligences and thus only represent certain realities of life and hierarchization, power and inequality structures are reproduced.
How can companies contribute to changing existing norms and take advantage of digitalization and technological advances such as ‘artificial intelligence’? How can certain standards and societal norms that discriminate against various marginalized groups in both the analog and digital worlds be challenged and reimagined?
Speakers: Mina Saidze, Sophia Greulich
Moderation: Jannette Flores
Actout: Revisited (DE)
With the ActOut Manifesto, 185 actors and artists collectively came out in one fell swoop in February 2021 and ensured that the topic of LGBT*IQ in the media world was catapulted into the collective social consciousness and cleared the way for long overdue discussions and the disclosure of existing imbalances. After more than half a year since its publication, the panel will on the one hand deal with the background of the manifesto and the time after its publication and on the other hand look into the future and ask which structural changes in dealing with the topic are recognizable for the actors.
Speakers: Erwin Aljukic, Kai S. Pieck, Jules* Elting, Brix Schaumburg
Moderation: Samet Akti
10:00 – 10:15 h
LGBTIQ* Diversity at DB (DE)
A colleague tells them about his upcoming wedding and they ask: Who is the lucky girl? The prejudice that exists unconsciously in our heads is often that of a heteronormative nuclear family. The fact that this colleague is going to marry his long-term life partner may only become known after an awkward silence – or not. In many cases, coming out in the workplace is not a given. 40% of queer people avoid coming out to superiors. This clearly shows we need to actively work to create an environment where everyone can come out just as that person is. As DB, we are committed to a respectful and trusting corporate culture in which open and covert discrimination against diverse genders, sexual orientations and identities has no place. This applies to our employees as well as our travelers. We have therefore named our diversity initiative “Uniquely different.” and anchored it directly at the top of our corporate strategy. With this artificial word, we want to say: you fit in with us, no matter what you are like, and we want to create an environment in which you feel comfortable and can contribute with all your strengths.
Corporate Advocacy (DE)
In Germany, LGBT*IQ rights are still not fully realized and discrimination is a big part of everyday life for a lot of LGBT*IQ people. In Germany and Europe we see backlash as more and more conservative groups become loud and visible. We are convinced that companies should be able to move into something more. Corporates are exepected to formulate a vision that goes beyond financial metrics, toward a social economic development. How can companies show more support to secure an open and safe space for LGBT*IQ and all other people in Germany, in Europe, in the countries where they do business? A keynote on the results of our Executive Roundtable on the eve of our conference.
KIMAT: Ein Konzept zur Integration von Migranten in die Arbeitswelt und Teams (DE)
In this keynote, Ms. Corinna Trier and Ibrahim Maiga talk about the path towards a concept for the integration of migrants/refugees into the working world and teams (KIMAT) in a branch-based company. What can such a concept move and change in a company.
11:20 – 11:30 h
TENT Partnership for Refugees
In this keynote, Andreas Wolter introduces the Tent Partnership for Refugees and has a special announcement waiting for you – stay tuned!
The Tent Partnership for Refugees is a non-profit organization founded in 2016 to mobilize the global business community to welcome refugees.
The Diversity of Gay Leaders – Justice League Extended
The session focuses on gay peoples’ way to leadership positions. Stigma and marginalization are considered as relevant for the enactment of leadership and may hinder LGBT workers from pursuing a career in leadership. This contribution is part of our joint cross-country research project focusing LGB leaders. In the session we shed light on different career related barriers and vehicles and offers a typology of individual strategies pursued by (aspiring) gay leaders. We start with insights from our large-scale research project and leave room for debate within the audience.
11:30 – 11:45 H
Quo vadis, Diversity?
In his keynote, Sergio Bucher talks about the drivers that are crucial for a forward-looking diversity management: It requires an open corporate culture, strong communities and, yes, of course, authentic role models. This interaction creates an environment in which different perspectives find their place and individuality is valued and protected.
11:40 – 11:55 h
TRANSGENDER WOMEN, ACTRESSES IN THE GERMAN FILM INDUSTRY, THEATER, MEDIA AND GERMAN SOCIETY
Did you know that currently in the German film industry, if there is a trans role, it is not relevant if a trans actor will play that role or not? You may ask why this is a problem? Because I, as a transgender woman, as an actress, only get transgender roles offered. It often turns out that these roles are played by cis women or men. This is a problem because they are given roles in other characters as well. But the film industry doesn’t think of me when it comes to a cis female role or any other female role. I think it’s important to talk about what’s happening in the world right now. Don’t just always give a chance to those who always had in the past. There are transgender women, 50+ women, and not only beauty has to be important. I hope that for the society talent and knowledge are more important.
RECHTLICHE SITUATION QUEERER FAMILIEN:
VERFASSUNGSWIDRIGES ABSTAMMUNGSRECHT UND WAS DIE DISKRIMINIERUNG FÜR QUEERE FAMILIEN BEDEUTEt (DE)
Queer families are still discriminated against in the law today: Children of queer parents – unlike in mixed-gender constellations – have only one legal parent by birth. This denies them half of their legal protection. We shed light on the current legal and everyday situation of families. In addition, we present the nationwide strategic litigation of queer families on parentage law (#nodoption) and report on initial successes.
13:45 – 14:00 h
BEYOU GOES INTERNATIONAL
“BeYou goes international” is a success story of implementing policies and concrete actions in the Southern Cone of Latin America to ensure Diversity and Inclusion are not just words but a reality in a historically conservative, traditional, non-always-inclusive part of the world, where a Beiersdorf employees can always feel at ease being who they really are, showing their true colors and develop their own potential. Being a member of the LGBTQIA+ community and having a multicultural professional experience in the field of Human Resources, Juan Pablo Aliaga will share his own personal story on his career, including the ups-and-downs in life and at work, and the embracing of his own uniqueness. A speech that will inspire others to celebrate who they really are.
14:00 – 14:15 h
Hacking our own biases – mission Possible!
The road from understanding the differences in opinions, backgrounds or life orientation trough empathetic acceptance to endorsement and championing might be long and challenging. But facing and dealing with our own biases can be the most enriching life changing experience and lead to discovering a whole new human and leadership dimension!
And the allies on this road… from own children to business leaders can play very unusual roles!
14:10 – 14:25 h
Grundgesetz für Alle (DE)
In this keynote, Sören Landmann will present the initiative GRUNDGESETZ FÜR ALLE, which has already been joined by over 200 organizations and celebrities. The common goal is the explicit protection of sexual and gender identity through the German constitution. The presentation will focus on the current and future campaign elements as well as the “Declaration of Business” as a good way for business companies and employees to support the initiative.
14:20 – 14:35 h
#ImEinsatzfürVielfalt – Genderkompetenz (DE)
In his keynote, Leon Dietrich speaks about his tasks as contact person LGBTI. As a trans man, he clarifies the differences between trans* and inter*, advocates for a transfer of knowledge and presents the progress in the police of Lower Saxony, the network tasks of BUNDAPLSBTI, new goals as well as discrimination experiences and study results.
14:30 – 14:50 h
Making the Economic Case for LGBT+ Inclusion
George Perlov will give an overview of the research and engagement work Open For Business does globally and regionally, using some data and analysis from our recent reports as examples.
14:35 – 14:50 h
ReverseD Mentoring: Perspektivwechsel für mehr Diversität in Unternehmen (DE)
Companies are currently confronted with greater diversity and heterogeneity among customers and employees. It is important to take advantage of the innovations that can arise from these new perspectives. Our award-winning reverse mentoring program enables both sides – employee mentors and management mentees – to change perspectives and thus increase awareness in further collaboration. The goal is a changed corporate culture in which all employees can develop and contribute their full potential. We would like to introduce you to the program and reflect on the prerequisites for its success.
Echte Menschenrechte brauchen ein echtes Selbstbestimmungsgesetz! (DE)
For centuries, trans people have been criminalized, stigmatized and pathologized. In the 20s of the 21st century, however, this is no longer acceptable. There has always been gender diversity everywhere! Denying trans* and diverse*gender people self-determination about their gender violates human rights – this has to change! That’s why we need a real self-determination law for people who do not belong to the gender that others assigned to them at birth.
11:15 – 12:00 h
Let’s talk about racism: Eine Einführung zum rassismuskritischen Denken und Handeln (DE)
There is a lot of discussion about racism at the moment. As a (non-)affected person, however, do you have the feeling that it is not so easy to find an entry point into the topic? Different forms of oppression have one thing in common: power and prejudice. For example, LGBTQIA* hostility and racism seem similar, yet both forms of discrimination are very complex and not easy to understand. Have questions but don’t quite know who to direct them to? Ask me – your diversity coach! In my workshop ‘Let’s Talk About Racism’ you will find a safe space to ask your questions and take your first steps towards thinking critically about racism. Learn, reflect and learn – now is exactly the right time!