![](https://staging.proutatwork.de/app/uploads/sites/2/2021/12/Sascha-Kuhn-917x918.jpg)
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
![](https://staging.proutatwork.de/app/uploads/sites/2/2022/02/QueerBW_Logo-Slider-300x150.png)
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
![](https://staging.proutatwork.de/app/uploads/sites/2/2022/02/RWE_LGBTIQ_Logo-Slider.png)
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
![](https://staging.proutatwork.de/app/uploads/sites/2/2021/11/Logo_encompasspride_GLOBALLEADER.png)
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
![](https://staging.proutatwork.de/app/uploads/sites/2/2021/11/Logo_ProudHeroes_SUSTAINABILITY.png)
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
![](https://staging.proutatwork.de/app/uploads/sites/2/2021/02/Blu_Mediengruppe_Logo-Slider-400x200.png)
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:
The panelists:
![](https://staging.proutatwork.de/app/uploads/sites/2/2021/09/sofia_strabis_032-1-300x300.jpg)
“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.
![](https://staging.proutatwork.de/app/uploads/sites/2/2021/09/Sabine_Schanzmann-Wey-300x300.jpg)
![](https://staging.proutatwork.de/app/uploads/sites/2/2021/09/Pauk_Fillmore-300x300.jpg)
“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
![](https://staging.proutatwork.de/app/uploads/sites/2/2020/09/Jean-Luc-Vey-_-Porträt-Small_2016-300x300.jpg)
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!
![](https://staging.proutatwork.de/app/uploads/sites/2/2021/07/Juan2-917x684.jpg)
PROUT EMPLOYER Fujitsu
“LGBT*IQ friendly workplaces are part of what we do at Fujitsu.”
Juan Perea Rodríguez started with Fujitsu Siemens in 1999 and held several positions until 2021. In May 2021 he became Head of Sales Central Europe at Fujitsu Technology Solutions GmbH and Managing Director Germany. Juan was born in 1980 and is married with two sons.
Juan Perea Rodríguez, what was your motivation for becoming a PROUT EMPLOYER?
Juan Perea Rodríguez: We wanted to set an example. Allyship is important and, for me, this also includes to openly and visibly stand up for LGBT*IQ. The more companies position themselves here, the more “normality” the topic will hopefully achieve. We want to make a contribution here. In addition we wanted to promote internal networking, especially in Germany, because we already have a great global network with FUJITSU Pride and would like to see even more commitment from our German Workforce.
“The signing of the UN LGBTI Standards by our former President was a special moment and brought us a lot of positive feedback internally and externally.”
In 2016 Fujitsu was the first multinational corporation from Japan who promoted LGBT*IQ friendly workspaces throughout the global organisation. How did this come about and what were the reactions to this?
Juan Perea Rodríguez: There is a lot happening around women’s equality in Japan and as this happens, perceptions of other diversity dimensions are also changing. This cultural shift has made diversity increasingly important and LGBT+ friendly workplaces are part of what we do at Fujitsu, true to our motto “be completely you”. The signing of the UN LGBTI Standards by our former President was a special moment and brought us a lot of positive feedback internally and externally.
How did D&I and the corporate culture change since that time?
Juan Perea Rodríguez: With the revision of the Fujitsu Way, our current President Tokita-san has now also “literally” anchored Diversity and Inclusion in our Code of Values. This has given them the status they deserve internally and in society in general. As topics such as mutual respect, tolerance and cooperation were already clearly anchored in Fujitsu Way before, this was only cosmetics. The culture was already there.
Based on your experiences: What is your advice for global corporations who plan to engage within LGBT*IQ diversity?
Juan Perea Rodríguez: Speak to all employees and listen to all of them. Encourage the LGBT*IQ community within the company to openly share their experiences, needs, etc. Offer help and, if necessary, support in countries where discrimination is on a completely different scale than in Western Europe.
Where do you identify future challenges concerning your engagement for LGBT*IQ diversity within Fujitsu?
Juan Perea Rodríguez: To sensitize everyone in the company and to make the explicit preoccupation with the topic of D&I obsolete at some point. Because it is firmly anchored in all we do and we naturally all treat each other with respect and appreciation.
Dear Juan Perea Rodríguez, thank you for the interview!
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/05/Charta-der-Vielfalt-DDT2021-SoMe-Kacheln-RZ-eng-1024x1024.png)
The German Diversity Day takes place every year and is a initiative of Charta der Vielfalt e.V.. Companies and organizations across Germany participate with a wide range of online and offline activities on diversity – whether for their own employees or the general public. The aim is to bring diversity in all its dimensions into focus in the workplace. This year, the 9th German Diversity Day (#DDT21) will take place on May 18 and all actions will be collected digitally under the hashtag #VielfaltVerbindet. All further information about the day of action can be found on the website of Charta der Vielfalt e.V..
We are in!
We will guide you through our seven HOW TO guides for #DDT21 on our website and social media. The guides highlight social changes from a business perspective. They show options for action that put companies and organizations on the safe side while also taking into account the needs of employees. Gain insights into topics such as “Same-sex marriage” “The third gender option” or learn something about gender-inclusive language with our “Sprechen Sie LGBT*IQ” guide.
HOW TO – our lgbt*iq guides
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/02/PAW_HowTo_No.1_EheFuerAlle-1_schwarzer-Rahmen.png)
HOW TO NO. 1 | GERMAN
Same-sex Marriage and What it Means for Businesses
Dear businesspeople and other interested parties, we would like to provide you below with a short guide regarding the changes you can expect in everyday business life as a result of marriage equality and how you can respond to them.
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/02/PAW_HowTo_Nr2_Startseite_mitRand.png)
HOW TO NO. 2 | GERMAN & English
UN LGBTI Standards of Conduct for Business
A theoretical overview of the UN LGBTI Standards of Conduct for Business and practical suggestions for implementation in everyday business life.
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/02/PAW_HowTo_Nr.3_GenderSprache_Web_10-2019-01_schwarzer-Rand.png)
HOW TO NO. 3 | GERMAN
Do You Speak LGBT*IQ?
Language is much more than just a way to express ourselves – it’s also a mirror to our society. It tells us who is truly considered a full member and who is only included as a footnote. If you want to know how everyone can be included linguistically, you will find practical everyday answers and examples in this guide.
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/02/PAW_HowTo_Nr4_web_EN_03-2020-01_schwarzer-Rand.png)
HOW TO No. 4 | GERMAN & ENGLISH
LGBT*IQ FOR BEGINNERS. WHY DIVERSITY IN THE WORKPLACE PAYS OFF. A GUIDE FOR EMPLOYERS.
The perfect piece of reading for all employers who have understood that they will meet LGBT*IQ topics all over their company. A beginner’s guide from A as in acronym (what does LGBT*IQ actually mean?) to Z as in zero disturbances concerning personnel development. It will then be clear why the commitment to equal opportunities in the workplace is financially and culturally worthwhile and how diversity can materialize into minds and structures.
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/02/PAW_HowTo_Nr5_EN_Web-01_schwarzer-Rand.png)
HOW TO No. 5 | GERMAN & ENGLISH
LGBT*IQ FOR EMPLOYEES. LGBT*IQ – AND YOU? COMING OUT FOR INSIDERS.
With this guide, we primarily address members of the LGBT*IQ community who wish to appear with their whole self in their everyday work. The guide provides answers to important questions and practical tips for coming out at the workplace.
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/02/PAW_HowTo_Nr6Ally_Guide_EN_03-2020-01_schwarzer-Rand.png)
HOW TO No. 6 | GERMAN & ENGLISH
ALLYSHIP. ALLIES AT WORK. A GUIDE FOR LGBT*IQ ALLIES IN EVERDAY WORKING LIFE
Anyone can be a LGBT*IQ ally anytime and anywhere – that is the ideal case! This guide is primarily aimed at the situation of employees. We show, where they can find other LGBT*IQ allies in their company and give them concrete recommendations for successful cooperation.
![](https://staging.proutatworkmultisite.de/app/uploads/sites/2/2021/04/Cover_Bild_Website_HT7-scaled.jpg)
HOW TO No. 7 | german
THE THIRD OPTION AND ITS IMPLEMENTATION IN COMPANIES.
What does gender mean? What is the introduction of a third gender option all about? And what does it mean for employees and employers? In this guide, we have collected answers – as well as measures to implement the law in companies and create an open work culture.