bluCom Communication & Events GmbH’s Post

Diversity, inclusion, and fossil freedom? - Vattenfall shows you how. This is how we do it. Our employees of the internal Diverse Energy Network have put this together. Vattenfall operates across borders. We value diversity and guess what: We show up for you! Happy pride! 🌈 #diversität #diversity #diversitymatters #ausbildung #trainee #traineeprogramm #dualesstudium #energie #energiewende #energiewirtschaft

Why allyship is so important.

„But we can’t do things only certain groups benefit from! This would discriminate men/people without kids/name it“ The concept of equity in comparison to equality is difficult to understand, as we are raised not to do this on ourpose. Unfortunately we give one group more all the time - onconscoiusly! Therefore we need to make an additional effort to set this straight for once. And yes that means, we need to give parents additional benefits, women easier access to leadership than men, we need to make queer people more visible, we need to promote more PoCs etc. Here is one eexample where equity seems easy: We create accesibility to our offices for people with disabilities… #dei #diversityequityinclusion

Diversity, the strongest pillar to make a company more performant

To me, this is one of the best visualization to explain why equal treatment does not automatically guarantee #equity. When discussing #equality, I have often encountered the question of "fairness". Isn't that the whole point of equality? And isn't it unfair to provide extra support, such as quotas, to marginalized groups? While I understand where this feeling is coming from I truly believe it's important to recognize that extra measures are often necessary to address systemic inequalities that have persisted for generations. To me, the whole point of equality is to give everyone an equal chance to succeed. Systemic inequalities have left some people starting from a disadvantage. And while addressing these inequalities might feel like "giving a boost" to some people, it is necessary if we are striving to create a world where everyone has a fair shot at success, no matter who they are. It's not about being unfair to others, it's about making things equal for everyone. Credits to funk - Content-Netzwerk von ARD und ZDF

🌈🎉🏆 Exciting news! Bayer earned recognition as one of theTtop 10 companies in the UHLALA Group Pride Audit! As an active member of BLEND, our LGBTQ+ network at #Bayer, I'm bursting with pride over this achievement. It's a great reward for our BLEND community and our commitment to fostering a workplace where inclusivity isn't just a buzzword, but a lived reality. 🏳️🌈 Awesome colleagues at #TeamBayer are living and role modeling diversity every day. For us, it's about cultivating a space where everyone, regardless of their identity, feels valued, heard, and empowered. 💪🏳️🌈 Our BLEND network has been a key driver of inclusivity on this journey, providing a platform for our voices to be heard, our experiences to be shared, and driving meaningful change. 🗣️🤝 Together, we've created initiatives that support our colleagues at Bayer to be their authentic selves, without fear of judgment or bias. Despite our progress, we acknowledge there are still challenges to overcome. BLEND isn't only about celebration; it's a safe haven too. Here, colleagues can share their experiences and seek support when facing biases or feelings of exclusion. True progress involves listening to these voices and identifying areas where we can still grow. As we appreciate our achievements, we also reflect on the work that lies ahead. It's been a journey of growth and learning, and the recognition by the Pride Audit is a milestone we can celebrate. But we're not stopping here. We have more initiatives to develop, more biases to combat, and more opportunities for open dialogue to create. We're committed to making Bayer more than just a fantastic place to work, but a space where everyone truly feels they belong. 🚀 We believe the best is still on the horizon! 🌅 Let's cross company borders and collaborate to champion inclusivity - share your ideas with us on how to further promote inclusivity! 🌍 #diversity #equity #inclusion #PRIDEIndexReport #LGBTIQ #UHLAHAGroup #representationmatters Jorge Molina Lopez, Beatrice Hartmann, Patricia Koch, Michael Ingenhoff, Sokuntheary En (MBA), Cecilia Moeller Leites

A bit about the project I have been developing at the Gender Consulting in the Gender Equality Office - Technische Universität Darmstadt. On January 30th (Lichtwiese) and February 8th (Stadtmitte), representatives of the collaborative research centers at TU Darmstadt had the opportunity to attend a workshop on the topic of "(Re)Shaping intersectional, all-gender inclusive research environments at TU Darmstadt". Aiming to introduce the intersectionality framework as a guide for promoting gender equality, which is also a goal of TU Darmstadt, the German Research Council (DFG) and the European Union, the workshop featured an overview of the topic and a brainstorming session among participants regarding situations they faced within their work environment and suggestions for further discussions, offers, and measures on intersectionality. Intersectionality is a term coined in 1989 by the jurist and civil rights advocate Kimberlé Crenshaw. It aims to recognize that people's lives are shaped by many identities, relationships, and social factors. When forms of privilege and oppression intersect, they create unique identities for individuals, leading to their own unique experiences of discrimination and oppression. For gender equality, considering intersections is a way of recognizing that beyond being oriented by gender equality measures, they should evaluate if they are sufficient to empower all identities in their environment. Read more (in German): https://lnkd.in/eEEvNzsx

What better way to honour Diversity Day than by ordering your own version of Let's play equal, the most unfair game in the world? If we want a fair society with equal opportunities, we must build it together. But this doesn’t happen organically – we must put the conversations, structures, and policies in place to ensure it. This is the change that Let’s play equal intends to initiate, and the change your organisation can work to make.

For those concerned about community erasure, that's not what's happening. Breathe. Here's the tea ☕🫖 Using the word "queer" is just the solution to a decades old problem. How do we refer to our community in a way that: - does not implicitly place one part of the community over another - is practical to use in general conversation and communications Well, first we must ask what do we mean when we say "our community?" I would say that members of our community are people who do not align with society's standard expectations regarding biological sex, gender identity, sexual orientation, and/or gender expression. Combined with its simplicity, this is essentially what "queer" has come to mean. ✅✅ It meets the above requirements. Now... let's be clear what this language choice does NOT mean. Nobody has to stop using more specific words - e.g. lesbian, gay, etc. TERFs often make this argument - i.e. that using inclusive language like "people who menstruate" erases women as a group. This is, at best, a misunderstanding. It makes sense to say "people who menstruate" in a medical context as it does not exclude trans men and many non-binary people. Nobody is telling women to stop referring to themselves or other women using the word "women." The same is true here. "Queer" is simply a practical, flexible and inclusive term that is useful in a broad community context. Feel free to reach out to me if you're looking for ways to make your workplace more welcoming to broader pools of talent. #PeopleAndCulture #GenderEquity #diversity #inclusion #InclusiveLanguage #recruitment #QueerInTech

💭 "We fought for our visibility and for our rights. But now, they want us to go back into the closet," warns Santamaria and Magnarin, a lesbian couple from Italy. The results of the 2024 European Parliament elections show significant shifts in the political landscape, which are essential for organisations like the European Pride Business Network to consider in their advocacy and strategy. Sadly, the threat posed by the anti-LGBTIQ+ movement, extremists and far-right politicians is significantly growing in the European Union. Now, more than ever, it is crucial to engage actively with MEPs across all political spectrums to safeguard and advance LGBTIQ+ human rights. The varied political environment underscores the importance of our mission: to champion equality at the workplace and advocate for inclusive policies that protect all people, regardless of their identity. 🤝 Join us as we continue to push for equality, and let's use this moment to reinforce the importance of proactive advocacy. Only by working together can we influence positive change and ensure a welcoming and safe environment for LGBTIQ+ individuals across Europe, both in the workplace and beyond. Read the full Deutsche Welle report and stories from Hungary, Italy and Poland. 📰 https://lnkd.in/dfNfaH7E EPBN members. 👏 AGPRO - Austrian Gay Professionals L'Autre Cercle Associazione EDGE > LGBTI+ leaders for change Društvo informacijski center Legebitra network – Gay Leadership REDI.LGBTI QBW* - Queer Business Women* Völklinger Kreis e.V. Wirtschaftsweiber e. V. WyberNet Pride Business Forum Federacja Znaki Równości WeAreOpen - Nyitottak vagyunk Workplace Pride Work It OUT çavaria