PROUT EMPLOYER Simmons & Simmons
It is important to me to provide an open perspective to other members of the LGBT*IQ community through visibility as well.
Sascha Kuhn studied in Passau, Pavia and Cologne and is a lawyer and certified mediator as well as a partner in the law firm Simmons & Simmons LLP. He designs and establishes compliance programs and acts as an ombudsman for international corporations. For many years, Handelsblatt/Best Lawyers has recommended him as one of Germany’s best lawyers in the field of white-collar crime. Sascha Kuhn also organizes diversity networking events and is regional head of the Völklinger Kreis.
What was the motivation behind becoming a PROUT EMPLOYER and what are your wishes for this partnership?
Sascha Kuhn:Simmons & Simmons has been a Stonewall Top Global Employer for several years. We have a lot going on at the international level, and we have already been able to implement quite a few things at the national level as well. However, we would like to see stronger networking with other market participants in Germany who are concerned about the topic of LGBT*IQ diversity – especially with those who also work internationally.
Are there LGBT*IQ related activities at Simmons & Simmons?
Sascha Kuhn:The German LGBT*IQ network is part of our international network. Especially in the last months, the network work was on the one hand more difficult than usual due to Corona – on the other hand, we are now much more integrated into the global network than before. We regularly see each other at events on specific topics or in casual exchanges over coffee or – so much Englishness has to be – tea via teams. In Germany, we are regularly represented at Sticks & Stones. Finally, the support of LGBT*IQ groups is the focus of our pro bono work.
Thank you for being our interview partner! Why is the support of LGBT*IQ an important issue to you?
Sascha Kuhn: For myself as a gay man it was incredibly important that my employer offered an open work environment from the very beginning, where I could simply be myself. Today, I am a partner in my law firm myself and now it is important to me to offer other members of the LGBT*IQ community an open perspective through visibility as well.
“The direct exchange and open questions sometimes lead to an “aha” effect. And: Differentiation is necessary. The members of the LGBT*IQ community are united by many things. But there are also crucial differences in experiences and needs. What is good for gay and lesbian colleagues can completely miss the needs of trans* people.”
Where do you identify the future challenges for Simmons & Simmons regarding LGBT*IQ diversity?
Sascha Kuhn: A specific challenge at Simmons & Simmons is undoubtedly the expansion of networking and the creation of a fully open working environment in some regions. Working openly as a gay lawyer in Düsseldorf is one thing – but the reality of life for LGBT*IQ people in some other countries, such as the United Arab Emirates, is another.
What is your piece of advice for companies, who did not yet discover LGBT*IQ diversity?
Sascha Kuhn: They should bring openness and curiosity with them. I often experience that heterosexual company representatives – without bad intentions – think that they know the reality of life of their LGBT*IQ colleagues. The direct exchange and open questions sometimes lead to an “aha” effect. And: Differentiation is necessary. The members of the LGBT*IQ community are united by many things. But there are also crucial differences in their experiences and needs. What is good for gay and lesbian colleagues can completely ignore the needs of trans* people.
Dear Sascha Kuhn, thank you very much for the interview!
PROUT EMPLOYER Simmons & Simmons
It is important to me to provide an open perspective to other members of the LGBT*IQ community through visibility as well.
Sascha Kuhn studied in Passau, Pavia and Cologne and is a lawyer and certified mediator as well as a partner in the law firm Simmons & Simmons LLP. He designs and establishes compliance programs and acts as an ombudsman for international corporations. For many years, Handelsblatt/Best Lawyers has recommended him as one of Germany’s best lawyers in the field of white-collar crime. Sascha Kuhn also organizes diversity networking events and is regional head of the Völklinger Kreis.
What was the motivation behind becoming a PROUT EMPLOYER and what are your wishes for this partnership?
Sascha Kuhn:Simmons & Simmons has been a Stonewall Top Global Employer for several years. We have a lot going on at the international level, and we have already been able to implement quite a few things at the national level as well. However, we would like to see stronger networking with other market participants in Germany who are concerned about the topic of LGBT*IQ diversity – especially with those who also work internationally.
Are there LGBT*IQ related activities at Simmons & Simmons?
Sascha Kuhn:The German LGBT*IQ network is part of our international network. Especially in the last months, the network work was on the one hand more difficult than usual due to Corona – on the other hand, we are now much more integrated into the global network than before. We regularly see each other at events on specific topics or in casual exchanges over coffee or – so much Englishness has to be – tea via teams. In Germany, we are regularly represented at Sticks & Stones. Finally, the support of LGBT*IQ groups is the focus of our pro bono work.
Thank you for being our interview partner! Why is the support of LGBT*IQ an important issue to you?
Sascha Kuhn: For myself as a gay man it was incredibly important that my employer offered an open work environment from the very beginning, where I could simply be myself. Today, I am a partner in my law firm myself and now it is important to me to offer other members of the LGBT*IQ community an open perspective through visibility as well.
“The direct exchange and open questions sometimes lead to an “aha” effect. And: Differentiation is necessary. The members of the LGBT*IQ community are united by many things. But there are also crucial differences in experiences and needs. What is good for gay and lesbian colleagues can completely miss the needs of trans* people.”
Where do you identify the future challenges for Simmons & Simmons regarding LGBT*IQ diversity?
Sascha Kuhn: A specific challenge at Simmons & Simmons is undoubtedly the expansion of networking and the creation of a fully open working environment in some regions. Working openly as a gay lawyer in Düsseldorf is one thing – but the reality of life for LGBT*IQ people in some other countries, such as the United Arab Emirates, is another.
What is your piece of advice for companies, who did not yet discover LGBT*IQ diversity?
Sascha Kuhn: They should bring openness and curiosity with them. I often experience that heterosexual company representatives – without bad intentions – think that they know the reality of life of their LGBT*IQ colleagues. The direct exchange and open questions sometimes lead to an “aha” effect. And: Differentiation is necessary. The members of the LGBT*IQ community are united by many things. But there are also crucial differences in their experiences and needs. What is good for gay and lesbian colleagues can completely ignore the needs of trans* people.
Dear Sascha Kuhn, thank you very much for the interview!
BIG IMPACT INITIATIVE AWARD:
queerbw
QueerBw hat sich stark für die Rehabilitierung von homosexuellen Soldaten eingesetzt. Nachdem §175 1994 aus dem Strafgesetz gestrichen und Homosexualität unter dem deutschen Gesetz nicht mehr strafbar war, blieb sie trotzdem ein Ausschlusskriterium bei der Bundeswehr bis zum Jahr 2000. Betroffene wurden vom Dienst ausgeschlossen, oder hatten mit Kündigung oder Diskriminierung zu kämpfen wenn sie geoutet wurden oder ihre sexuelle Orientierung nicht gut genug versteckten. Gute 20 Jahre später, unter demeinschlägigen Einfluss von QueerBW, wurde der Gesetzesentwurf für das SoldRehaHomG (“Gesetz für die Rehabilitation von diskriminierten Soldaten durch das Militärgesetz wegen einvernehmlicher homosexueller Handlungen, wegen homosexueller Orientierung, oder Geschlechteridentität”) in die Gesetzgebung übernommen. Dadurch werden frühere Beschlüsse überholt, und die betroffenen Personen kompensiert. Das Netzwerk unterstützte den Prozess zu dem Gesetz durch darauf bezogene Arbeit, Vernetzung mit Politikern und zahlreichen Kampagnen um darauf aufmerksam zu machen.
RISING STAR AWARD:
LGBT*IQ & Friends @ rwe
Das noch junge Netzwerk hat es bereits geschafft, eine große Anzahl an Angeboten betreffend Aufklärung, Beratung und öffentlichen Verbindungen. Das Netzwerk promotete zum Beispiel die Veröffentlichung einer Trans*-Guideline, die Arbeitnehmer, sowie Kollegen und Führungspersonen bei der Transition begleitet. Besonders Erwähnungswürdig ist die große Unterstützung von allen Teilen und Ebenen der Gruppe, von Führungspersonal bis zu Blue-Collar-Workern.
GLOBAL LEADER NETWORK AWARD:
Encompass Pride
ABB’s Encompass Pride hat fast 800 globale Mitstreiter. Während des Pride Month 2021 initiierte das Netzwerk weltweit 25 Events, und erreichte dadurch tausende von Beschäftigten. Innerhalb des Unternehmens fokussierte sich das Netzwerk darauf, die Sichtbarkeit zu erhöhen, zum Beispiel durch Workshops um Vorurteile zu bekämpfen und einem Ally Guide, der in sechs Sprachen übersetzt wurde. Auch präsent in Heteronormativ geprägten Ländern, kombiniert das Netzwerk lokal geschneiderte Ansätze mit globalen Zielen.
sustainability AWARD:
proud heroes
Die Aktionen der Proud Heroes beeindrucken mit ihrer gleichbleibenden Orientierung zu Bedürfnissen ihrer queeren Arbeitnehmer-auf Basis von Jährlichen Befragungen. Das Netzwerk weiß auch, wie man genutzte Möglichkeiten in allen Unternehmensprozessen und Leveln des Unternehmens verankert, und dadurch bindende Richtlinien zur Beispiel für Transition, Diskriminierung, oder Tochtergesellschaften im Ausland entwickelt. Diese Aktionen machen den Weg frei für eine Langzeitliche und nachhaltige Veränderung in Richtung LGBT*IQ Chancengleichheit im Arbeitskontext.
medienpartner der lgbt*iq awards 2021
BIG IMPACT INITIATIVE AWARD:
queerbw
QueerBw was heavily engaged in the rehabilitation of homosexual soldiers. After §175 was deleted from the penal code in 1994 and homosexuality was thus completely decriminalised under German law, homosexuality nevertheless remained an aptitude criterion for the Bundeswehr until the year 2000. Those affected were excluded from service from the outset or had to put up with demotions and dismissals if they did not conceal their sexual orientation or were outed. A good 20 years later, under the enormous influence of QueerBw, the draft law for the SoldRehaHomG (‘Law for the Rehabilitation of Soldiers Discriminated Against in Service Law because of Consensual Homosexual Acts, because of their Homosexual Orientation or because of their Gender Identity’) was implemented into law. This will both overturn past judgements and compensate the persons affected, as well as in the case of discrimination under service law, for example through transfer to lower positions. The network supported the process towards the law through content-related work, networking with politicians and numerous campaigns that raise awareness of the issue.
RISING STAR AWARD:
LGBT*IQ & Friends @ rwe
The still young network has already been able to establish a wide range of offers in terms of education, counselling and public relations. For example, the network promoted the publication of a trans* guideline that accompanies employees in transition as well as managers and colleagues. Particularly noteworthy is the broad support from all areas and levels of the group, from pit workers to the board level.
GLOBAL LEADER NETWORK AWARD:
Encompass Pride
ABB’s Encompass Pride has almost 800 members worldwide. During Pride Month 2021, the network initiated around 25 events worldwide, reaching thousands of employees. Internally, the network focuses on raising awareness, for example through unconscious bias training and an Ally Guide translated into six languages. Also present in heteronormative countries, the network combines locally tailored approaches with global goals.
sustainability AWARD:
proud heroes
The actions of Proud Heroes impress with their consistent orientation towards the needs of queer employees – on the basis of annual surveys. The network also knows how to anchor the implemented measures in all levels and processes of the company and thus create binding guidelines, for example on transitions, discrimination or secondments abroad. This paves the way for long-term and sustainable change towards LGBT*IQ equal opportunities in the workplace.
Media Partner for the LGBT*IQ Awards 2021
Coming Out Day is held annually on October 11. Launched in the USA in 1988, Coming Out Day aims to encourage people to come out, to make the LGBT*IQ community visible and to reduce prejudice.
Coming out is an identity process: it is about self-knowledge, acceptance of one’s own person, and having the courage to tell others. That’s why affected people often spend years thinking about how and when to come out. Uncertainty and fear play a big role – of the reaction of the family, of conflicts with close people, of the reaction of superiors and colleagues, often accompanied by the fear of a career break. With a coming out, affected persons therefore give a great leap of faith, which must be protected. Knowing well that parents, managers and colleagues may also have to go through a process (contradictory feelings, worries, acceptance) – they should nevertheless be strengthened right at the beginning. Communication is therefore very important: How everyone can support well, which questions should be given space (and which should be avoided), we illuminated in a joint panel discussion with our PROUT EMPLOYER Commerzbank AG.
This event took place in German. The recording of the panel discussion can be found here:
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The panelists:
“The relationship between siblings is a special one and, for me, one of the most important in the family that doesn’t stop with adulthood. For example, I was the first contact person, at least in front of my parents, when my brother came out about 20 years ago. At the time, I was overwhelmed and asked questions like, “Are you sure?”. Yet it was I myself who was unsure and felt helpless. Today, I want to create trust through education and I’m really looking forward to this exchange.”
Sofia Strabis, Head of Diversity & Inclusion, Commerzbank AG
“Since my coming out, I have been open about the subject. I feel responsible for my children in particular. After all, how are they and others supposed to deal with it as a matter of course if I don’t do it myself? You can only break down prejudices if you get into a conversation. With my voluntary commitment as ARCO spokesperson and as a board member of LSVD Saxony, I therefore want to ensure visibility and also encourage others.”
Sabine Schanzmann-Wey, Regional Press Officer and ARCO Spokesperson, Commerzbank AG, Member of the Board of LSVD Sachsen e.V.
“When my daughter told us she was a lesbian in 2006, when she was twelve, I was, to be honest, a bit taken aback. Because until then I hadn’t really been aware of the queer world. This was an impetus to deal with the topic. Today, based on my own experiences as a father and also as a manager, I want to support, raise awareness and advocate for an open and tolerant work environment.”
Paul Fillmore, Divisional Board Group Risk Control, Commerzbank AG
“I know from my own personal experiences how difficult but also important it is to come out in private and at work. We all, friends, family, parents and colleagues, contribute a great deal to an open culture in society and at work. Our common goal should be that everyone who wants to come out can do so – without experiencing any disadvantages or exclusion.”
Dr. Jean-Luc Vey, Executive Board, PROUT AT WORK-Foundation
Am 11. Oktober findet jährlich der Coming Out-Day statt. 1988 in den USA ins Leben gerufen, soll der Coming Out Day zum Coming Out ermutigen, die LGBT*IQ Community sichtbar machen und Vorurteile abbauen.
Ein Coming Out ist ein Identitätsprozess: Es geht um Selbsterkenntnis, die Akzeptanz der eigenen Person und darum, den Mut zu fassen, es anderen zu erzählen. Deshalb machen sich betroffene Personen oft jahrelang Gedanken, wie und wann sie sich outen. Unsicherheit und Ängste spielen eine große Rolle – vor der Reaktion der Familie, vor Konflikten mit nahestehende Personen, vor der Reaktion von Vorgesetzen und Kolleg_innen, oft begleitet von der Furcht vor einem Karriereknick. Mit einem Coming Out geben betroffene Personen also einen großen Vertrauensvorschuss heraus, den es zu schützen gilt. Wohlwissend, dass auch Eltern, Führungskräfte und Kolleg_innen ggf. einen Prozess (widersprüchliche Gefühle, Sorgen, Akzeptanz) durchlaufen müssen – sollten sie dennoch gleich zu Beginn stärken. Kommunikation ist deshalb sehr wichtig: Wie jede_r gut unterstützen kann, welchen Fragen Raum gegeben werden sollte (und welche vermieden werden sollten), beleuchteten wir in einer gemeinsamen Paneldiskussion mit unserem PROUT EMPLOYER Commerzbank AG.
Die Aufzeichnung der Paneldiskussion finden Sie hier:
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Die Panelist_innen:
„Die Beziehung unter Geschwistern ist eine Besondere und für mich eine der wichtigsten in der Familie, die mit dem Erwachsensein nicht aufhört. Ich war zum Beispiel die erste Ansprechperson, zumindest vor meinen Eltern, als sich mein Bruder vor ca. 20 Jahren outete. Damals war ich überfordert und habe Fragen gestellt wie: „Bist du dir sicher?“. Dabei war ich es selbst, die unsicher war und sich hilflos fühlte. Heute möchte ich durch Aufklärung Vertrauen schaffen und freue ich mich sehr auf diesen Austausch.“
Sofia Strabis, Head of Diversity & Inclusion, Commerzbank AG
„Seit meinem Coming-Out gehe ich offen mit dem Thema um. Ich fühle mich hier vor allem meinen Kindern gegenüber verantwortlich. Denn wie sollen sie und andere selbstverständlich damit umgehen, wenn ich es selbst nicht tue? Nur wenn man ins Gespräch kommt, kann man auch Vorurteile abbauen. Mit meinem ehrenamtlichen Engagement als ARCO-Sprecherin und als Vorstandsmitglied des LSVD Sachsen will ich daher für Sichtbarkeit sorgen und auch anderen Mut machen.“
Sabine Schanzmann-Wey, Regionale Pressesprecherin und ARCO-Sprecherin, Commerzbank AG, Vorstandsmitglied des LSVD Sachsen e.V.
„Als meine Tochter uns 2006 mit zwölf Jahren sagte, sie sei lesbisch, war ich, ehrlich gesagt, etwas verdutzt. Denn bis dahin hatte ich die queere Welt nicht wirklich wahrgenommen. Dies war ein Anstoß, mich mit dem Thema zu befassen. Heute möchte ich aufgrund meiner eigenen Erfahrungen als Vater und auch als Führungskraft unterstützen, aufmerksam machen und mich für ein offenes und tolerantes Arbeitsumfeld einsetzen.“
Paul Fillmore, Bereichsvorstand Group Risk Control, Commerzbank AG
“Ich weiß durch meine eigenen persönlichen Erfahrungen, wie schwierig, aber auch wichtig das eigene Coming Out privat und am Arbeitsplatz ist. Wir alle, Freund_innen, Familie, Eltern & Arbeitskolleg_innen tragen einen großen Teil zu einer offenen Kultur in der Gesellschaft und am Arbeitsplatz bei. Unser gemeinsames Ziel sollte sein, dass jede_r die_der sich outen möchte, das auch machen kann – ohne irgendwelche Nachteile oder Ausgrenzung zu erleben.”
Dr. Jean-Luc Vey, Vorstand, PROUT AT WORK-Foundation
PROUT EMPLOYER FiNUM.Finanzhaus
“FiNUM.Finanzhaus stands for openness, respect and tolerance.”
After her studies of mathematics in Bonn, Sabine Schmitz, the Rhinelander by choice completed her training as an insurance saleswoman at Deutscher Herold Lebensversicherungs AG – now Zurich Group – and then moved to the sales subsidiary Bonnfinanz. Since 1998, she has built up her own company, Obligo Managementberatung, with a focus on IT and organisational consulting. In 2007, she was involved in the founding of FiNUM.Finanzhaus. In 2013, she additionally took on a board mandate in the group at Jung, DMS & Cie. AG. Under her responsibility, Jung, DMS & Cie. developed the strategy to successfully connect major customers. Since 2020, she has concentrated entirely on the development of FiNUM.Finanzhaus AG as Board Member for Sales, Human Resources and Academy.
Sabine Schmitz, WHAT MOVED YOU TO BECOME A PROUTEMPLOYER?
Sabine Schmitz: FiNUM.Finanzhaus stands for openness, respect and tolerance. We live this attitude on a professional and personal level. Both internally among our employees and externally dealing with our customers, there is an absolute culture of welcome. As a holistic consulting firm, we have a dual interest in an equal society. On the one hand, as an employer and cooperation partner, we naturally want to be a role model in the equal treatment of all people. Both internally and externally, we live a corporate culture that is guided by the values of objective, demanding, human, passionate, virtuous, pioneering and focused. These values already indicate how important the issue of equal treatment is to us. We are firmly convinced that only teams in which people with the most diverse life paths and experiences contribute can be truly successful. That’s why we are a very open, fair and demanding company here. This open-mindedness is also reflected in our consulting activities, which are always empathetic and authentic. All customers should be able to talk openly and honestly with our consultants about any situation in life.
What kind of support from PROUT AT WORK do you wish for?
Sabine Schmitz: Many companies have been involved with PROUT AT WORK for a long time and have a lot of experience. We would like to share in this, be inspired and collaborate to make our world more tolerant and colorful. All the efforts so far to make a difference are impressive. However, we will only achieve the big step if everyone is willing to take a stand for the topic of equality and against discrimination. With the help of the network, we want to become even more active in the future. We are looking forward to learning and making contacts.
FiNUM.Finanzhaus AG belongs to the younger PROUT EMPLOYER with the start of cooperation in 2021. What activities have there been so far in your company on LGBT*IQ in the workplace and are there already plans for the current year?
Sabine Schmitz: We are just getting started in the collaboration. Therefore we are trying to participate in many events and to take part in many activities. So far, it has been enough for us not to live any differences internally in FiNUM.Finanzhaus: we have employees of all gender identities, old and young, many nationalities, people of different faiths and sexual orientations. Now we want to contribute to promote our lived basic attitude and to carry it into our society, where still too big differences are lived. To this end, we have started to fly the flag for diversity on our social media channels and also to position ourselves in customer communications with subtle signs, such as the rainbow colors in the email signature. Unfortunately, we are convinced that it still takes a lot of courage for many people to openly and honestly acknowledge their own identity.
“Our challenge is to show that FiNUM.Finanzhaus provides an open work environment where everyone is welcome just as they are.”
Where do you see the challenges concerning LGBT*IQ diversity at FiNUM.Finanzhaus AG in the coming years?
Sabine Schmitz:Too many people in Germany still don’t dare to come out at the workplace. Our challenge is to show that FiNUM.Finanzhaus offers an open working environment where everyone is welcome just as they are. We have put a lot of thought into our set-up here and see ourselves on a good development path. We would be pleased if we could find more people who appreciate our way and see their professional future with us.
Dear Sabine Schmitz, thank you very much for the interview!
PROUT EMPLOYER FiNUM.Finanzhaus
“FiNUM.Finanzhaus stands for openness, respect and tolerance.”
After her studies of mathematics in Bonn, Sabine Schmitz, the Rhinelander by choice completed her training as an insurance saleswoman at Deutscher Herold Lebensversicherungs AG – now Zurich Group – and then moved to the sales subsidiary Bonnfinanz. Since 1998, she has built up her own company, Obligo Managementberatung, with a focus on IT and organisational consulting. In 2007, she was involved in the founding of FiNUM.Finanzhaus. In 2013, she additionally took on a board mandate in the group at Jung, DMS & Cie. AG. Under her responsibility, Jung, DMS & Cie. developed the strategy to successfully connect major customers. Since 2020, she has concentrated entirely on the development of FiNUM.Finanzhaus AG as Board Member for Sales, Human Resources and Academy.
Sabine Schmitz, WHAT MOVED YOU TO BECOME A PROUTEMPLOYER?
Sabine Schmitz: FiNUM.Finanzhaus stands for openness, respect and tolerance. We live this attitude on a professional and personal level. Both internally among our employees and externally dealing with our customers, there is an absolute culture of welcome. As a holistic consulting firm, we have a dual interest in an equal society. On the one hand, as an employer and cooperation partner, we naturally want to be a role model in the equal treatment of all people. Both internally and externally, we live a corporate culture that is guided by the values of objective, demanding, human, passionate, virtuous, pioneering and focused. These values already indicate how important the issue of equal treatment is to us. We are firmly convinced that only teams in which people with the most diverse life paths and experiences contribute can be truly successful. That’s why we are a very open, fair and demanding company here. This open-mindedness is also reflected in our consulting activities, which are always empathetic and authentic. All customers should be able to talk openly and honestly with our consultants about any situation in life.
What kind of support from PROUT AT WORK do you wish for?
Sabine Schmitz: Many companies have been involved with PROUT AT WORK for a long time and have a lot of experience. We would like to share in this, be inspired and collaborate to make our world more tolerant and colorful. All the efforts so far to make a difference are impressive. However, we will only achieve the big step if everyone is willing to take a stand for the topic of equality and against discrimination. With the help of the network, we want to become even more active in the future. We are looking forward to learning and making contacts.
FiNUM.Finanzhaus AG belongs to the younger PROUT EMPLOYER with the start of cooperation in 2021. What activities have there been so far in your company on LGBT*IQ in the workplace and are there already plans for the current year?
Sabine Schmitz: We are just getting started in the collaboration. Therefore we are trying to participate in many events and to take part in many activities. So far, it has been enough for us not to live any differences internally in FiNUM.Finanzhaus: we have employees of all gender identities, old and young, many nationalities, people of different faiths and sexual orientations. Now we want to contribute to promote our lived basic attitude and to carry it into our society, where still too big differences are lived. To this end, we have started to fly the flag for diversity on our social media channels and also to position ourselves in customer communications with subtle signs, such as the rainbow colors in the email signature. Unfortunately, we are convinced that it still takes a lot of courage for many people to openly and honestly acknowledge their own identity.
“Our challenge is to show that FiNUM.Finanzhaus provides an open work environment where everyone is welcome just as they are.”
Where do you see the challenges concerning LGBT*IQ diversity at FiNUM.Finanzhaus AG in the coming years?
Sabine Schmitz:Too many people in Germany still don’t dare to come out at the workplace. Our challenge is to show that FiNUM.Finanzhaus offers an open working environment where everyone is welcome just as they are. We have put a lot of thought into our set-up here and see ourselves on a good development path. We would be pleased if we could find more people who appreciate our way and see their professional future with us.
Dear Sabine Schmitz, thank you very much for the interview!
PROUT EMPLOYER Fujitsu
“LGBT*IQ-freundliche Arbeitsplätze gehören für uns bei Fujitsu dazu.”
Juan Perea Rodríguez startete 1999 bei Fujitsu Siemens und war bis 2021 in verschiedenen Positionen tätig. Seit Mai 2021 ist Juan Perea Rodriguez Head of Sales Central Europe und Mitglied der Geschäftsführung der Fujitsu Technology Solutions GmbH. Er wurde im Jahr 1980 geboren, ist verheiratet und hat zwei Söhne.
Juan Perea Rodríguez, was hat Sie dazu bewegt PROUT EMPLOYER zu werden?
Juan Perea Rodríguez: Wir wollten ein Zeichen setzen. Allyship ist wichtig und da gehört für mich auch dazu offen und sichtbar für das Thema LGBT*IQ einzustehen. Je mehr Unternehmen sich hier positionieren, umso mehr „Normalität“ erlangt das Thema hoffentlich. Da wollen wir einen Beitrag leisten. Außerdem wollten wir v.a. für Deutschland die interne Vernetzung in der Belegschaft anschieben, weil wir mit FUJITSU Pride schon ein tolles globales Netzwerk haben und uns noch mehr Engagement auch aus Deutschland wünschen.
“Die Unterzeichnung der UN LGBTI Standards durch unseren damaligen Präsidenten war eine Zäsur und hat uns intern und extern sehr viel positives Feedback gebracht.”
Fujitsu hat sich 2016 als erster japanischer Großkonzern für
LGBT*IQ-freundliche Arbeitsplätze in der globalen Organisation
ausgesprochen. Wie kam es dazu und wie wurde darauf reagiert?
Juan Perea Rodríguez: In Japan passiert viel rund um das Thema Gleichstellung der Frau und in diesem Zuge verändert sich auch die Wahrnehmung für andere Vielfaltsdimensionen. Dieser Kulturwandel hat Diversität immer wichtiger gemacht und LGBT*IQ-freundliche Arbeitsplätze gehören für uns bei Fujitsu dazu, getreu unserem Motto „be completely you“. Die Unterzeichnung der UN LGBTI Standards durch unseren damaligen Präsidenten war eine Zäsur und hat uns intern und extern sehr viel positives Feedback gebracht.
Wie hat sich der Bereich D&I und die allgemeine Unternehmens-
kultur seitdem verändert?
Juan Perea Rodríguez: Mit der Überarbeitung des Fujitsu Way hat unser aktueller Präsident Tokita-san die Themen D&I nun auch “wörtlich” in unserem Wertekodex verankert. Damit haben sie den Stellenwert bekommen den sie intern und generell in der Gesellschaft verdienen. Da Themen wie gegenseitiger Respekt, Toleranz und positive Zusammenarbeit vorher schon klar verankert waren, war das allerdings nur noch eine Schönheitskorrektur. Die Kultur war schon da.
Basierend auf Ihren Erfahrungen: Was würden Sie global agierenden Unternehmen raten, die sich für LGBT*IQ Diversity einsetzen möchten?
Juan Perea Rodríguez: Sprecht alle Mitarbeitende an und hört allen zu. Ermutigt gerade die LGBT*IQ Community im Unternehmen offen über ihre Erfahrungen, Bedürfnisse usw. in Austausch zu gehen. Bietet Hilfe an und unterstützt ggf. auch in Ländern, wo die Diskriminierung noch ein ganz anderes Ausmaß hat, als in Westeuropa.
Wo sehen Sie die Herausforderungen in Ihrem Einsatz für LGBT*IQ Diversity bei Fujitsu in den kommenden Jahren?
Juan Perea Rodríguez: Darin, alle im Unternehmen zu sensibilisieren und die explizite Beschäftigung, insgesamt mit dem Thema D&I irgendwann obsolet zu machen. Weil es fest verankert ist und wir uns selbstverständlich alle mit Respekt und Wertschätzung begegnen.
Lieber Juan Perea Rodríguez, vielen Dank für das Gespräch!
PROUT EMPLOYER Fujitsu
“LGBT*IQ-freundliche Arbeitsplätze gehören für uns bei Fujitsu dazu.”
Juan Perea Rodríguez startete 1999 bei Fujitsu Siemens und war bis 2021 in verschiedenen Positionen tätig. Seit Mai 2021 ist Juan Perea Rodriguez Head of Sales Central Europe und Mitglied der Geschäftsführung der Fujitsu Technology Solutions GmbH. Er wurde im Jahr 1980 geboren, ist verheiratet und hat zwei Söhne.
Juan Perea Rodríguez, was hat Sie dazu bewegt PROUT EMPLOYER zu werden?
Juan Perea Rodríguez: Wir wollten ein Zeichen setzen. Allyship ist wichtig und da gehört für mich auch dazu offen und sichtbar für das Thema LGBT*IQ einzustehen. Je mehr Unternehmen sich hier positionieren, umso mehr „Normalität“ erlangt das Thema hoffentlich. Da wollen wir einen Beitrag leisten. Außerdem wollten wir v.a. für Deutschland die interne Vernetzung in der Belegschaft anschieben, weil wir mit FUJITSU Pride schon ein tolles globales Netzwerk haben und uns noch mehr Engagement auch aus Deutschland wünschen.
“Die Unterzeichnung der UN LGBTI Standards durch unseren damaligen Präsidenten war eine Zäsur und hat uns intern und extern sehr viel positives Feedback gebracht.”
Fujitsu hat sich 2016 als erster japanischer Großkonzern für
LGBT*IQ-freundliche Arbeitsplätze in der globalen Organisation
ausgesprochen. Wie kam es dazu und wie wurde darauf reagiert?
Juan Perea Rodríguez: In Japan passiert viel rund um das Thema Gleichstellung der Frau und in diesem Zuge verändert sich auch die Wahrnehmung für andere Vielfaltsdimensionen. Dieser Kulturwandel hat Diversität immer wichtiger gemacht und LGBT*IQ-freundliche Arbeitsplätze gehören für uns bei Fujitsu dazu, getreu unserem Motto „be completely you“. Die Unterzeichnung der UN LGBTI Standards durch unseren damaligen Präsidenten war eine Zäsur und hat uns intern und extern sehr viel positives Feedback gebracht.
Wie hat sich der Bereich D&I und die allgemeine Unternehmens-
kultur seitdem verändert?
Juan Perea Rodríguez: Mit der Überarbeitung des Fujitsu Way hat unser aktueller Präsident Tokita-san die Themen D&I nun auch “wörtlich” in unserem Wertekodex verankert. Damit haben sie den Stellenwert bekommen den sie intern und generell in der Gesellschaft verdienen. Da Themen wie gegenseitiger Respekt, Toleranz und positive Zusammenarbeit vorher schon klar verankert waren, war das allerdings nur noch eine Schönheitskorrektur. Die Kultur war schon da.
Basierend auf Ihren Erfahrungen: Was würden Sie global agierenden Unternehmen raten, die sich für LGBT*IQ Diversity einsetzen möchten?
Juan Perea Rodríguez: Sprecht alle Mitarbeitende an und hört allen zu. Ermutigt gerade die LGBT*IQ Community im Unternehmen offen über ihre Erfahrungen, Bedürfnisse usw. in Austausch zu gehen. Bietet Hilfe an und unterstützt ggf. auch in Ländern, wo die Diskriminierung noch ein ganz anderes Ausmaß hat, als in Westeuropa.
Wo sehen Sie die Herausforderungen in Ihrem Einsatz für LGBT*IQ Diversity bei Fujitsu in den kommenden Jahren?
Juan Perea Rodríguez: Darin, alle im Unternehmen zu sensibilisieren und die explizite Beschäftigung, insgesamt mit dem Thema D&I irgendwann obsolet zu machen. Weil es fest verankert ist und wir uns selbstverständlich alle mit Respekt und Wertschätzung begegnen.