In June, I was awarded second place on the list of #PROUTExecutives by the PROUT AT WORK Foundation. This makes me particularly proud. Together with many other committed and successful role models of the LGBTQIA+ community, we show what our coming out has meant in our private and professional lives. We also demand for the right environments that make LGBTQIA+ individuals be able to come out in their workplace. This is still far from being a matter of course: 6 out of 10 professionals in the LGBTQIA+ community have reservations about coming out on the job because they are afraid of being discriminated against and jeopardising their career. In order to change this in the long term, we need to act as role models and encouragers, as society and institutions.
But what does this mean for us as an agency in the communications industry?
The communications industry has a special responsibility with regard to LGBTQIA+ issues and must set a good example. Communicators and agencies must take their consultative role with clients seriously.
This works by:
- raising awareness on the topic of attitude and support of the LGBT*IQ community,
- supporting them in finding an authentic voice,
- helping bring purposeful initiatives to life from corporate values,
- helping make the contribution visible internally and externally.
The journey is the destination: we have already achieved a lot, but we want a lot more
My feeling is that the communication sector is already further ahead than others in some areas, but by no means at the end of its possibilities. As communicators and agencies, we have to set a good example and attract attention with visible examples and initiatives. We must actively use our tools and find the right tone in what we say or write. In this way, we can and must help shape the content agenda of clients and other institutions.
For me as an employee, as CEO of Edelman Germany, a diverse corporate culture means being respected as I am.
Specifically, I want and expect my employer to do everything possible so that diversity is lived and valued and everyone has the same opportunities for their further development. Whoever follows this will benefit as the employer in the war of talents and will also be economically more successful than the competition. I am firmly convinced of this.
Diversity, equality and inclusion are the driving forces behind the Edelman culture and #TeamEdelman.
A team made up of employees from all demographics and with different backgrounds and experiences can develop more meaningful and successful communications for clients. We are a signatory to the Diversity Charter and have initiatives, partnerships and forums in the form of Global Diversity, an Inclusion Council, training and employee networking groups (including the LGBTQIA+ community) where our employees can share, learn and grow professionally and personally.
With the upcoming launch of Edelman Equal in Germany, we are setting another example for equality in the workplace. As one of the company's Employee Network Groups, Equal offers a platform to create a diverse and inclusive environment in which employees from the LGBTQIA+ community can be themselves and are supported in their careers.
For more information on our collaborations and engagement, click here.
Even though the past years have shown that it is possible to achieve broad awareness, the communication industry still has a long way to go. But I am sure that with visibility we create acceptance, tolerance and respect.
