An interview with Dr. Christian Finckh, Chief Human Resources Officer at Allianz Group, and Stuart Cameron, co-founder of "MILK MESSE - for Gays, Lesbians and Straights"
"Differences don't divide us. They make us stronger"
Dr. Finckh, why did Allianz decide to hold a roundtable on LGBT issues?
Finckh: The idea came out of Allianz involvement at this year’s MILK career fair in Berlin. Our goal for the roundtable was to learn how German companies and particularly Allianz can provide assurance to members of the LGBT community that they will not face any discrimination in their working environment. Also, our internal goal for Allianz was to increase awareness and open-mindedness about LGBT issues throughout all levels of the company.
Diversity policies and codes of conduct in many companies already protect people from discrimination based on their sex, age, religion, ethnic background and sexual orientation. Is that not enough?
Finckh: Our diversity policy at Allianz has been in place since 2006, and we have a code of conduct. Despite official rules we know that there are many lesbian and gay employees who are worried that an accidental coming-out could lead to less advancement in their careers. We want to help reduce their fear of consequences; and that is our responsibility as an employer. As a company, we are committed to diversity – and we won’t tolerate any discrimination.
For Allianz, diversity is not just a fad. It’s at the core of our business: of our business segments, the risks we manage, our workforce and customers in over 70 countries. We want everyone here to understand that our differences don’t divide us. They make us stronger.
How can LGBT issues influence the business?
Finckh: Let’s assume that five to ten percent of the world population is lesbian, gay, bisexual or transgender and let’s take this as a proxy for Allianz employees. Many of them put a great effort into hiding their identity from colleagues. Studies show that the fear of accidental outing alone can make an employee 15 to 20 percent less effective at work. Hence, there’s a productivity factor which we cannot ignore, even if only for the benefit of our clients and shareholders. We also shouldn’t forget that the LGBT community is very attractive as clients because of their above-average buying power.
Mr. Cameron, many people believe that sexuality is a strictly private matter which does not belong in the workplace. Wouldn’t complete silence about the issue be the more effective thing to do?
Cameron: No one gets upset when a male colleague mentions things related to his wife or kids. This is because heterosexual identity is an accepted part of the workplace culture. Why should LGBT individuals not enjoy the same freedom to speak about their partners and family? Treating someone's sexual identity as a taboo, expecting people to be silent about it, or harassing someone for being "out" is simply bad business practice. Intolerance is a poison which threatens any company’s success.
What’s the single most important thing that a company can do to ensure a discrimination-free environment?
Cameron: Remember that tolerance is everyone’s responsibility. Make it clear to every individual in your company that discrimination is against the law, and be diligent in confronting offenders. This goes for all levels of the company. The ultimate goal should be to achieve a sense of normalcy about these groups in the workplace.
The last MILK MESSE was joined by several DAX30 companies – much more than the year before. How you could explain this increase of interest?
Cameron: Many major companies have discovered the proven success of commitment to LGBT issues as part of their diversity policies – as a signal to labor markets and for the recruitment and loyalty of high-quality employees. By initiating the MILK MESSE we were regarded as acting professionally and credibly.
Dr. Finckh what are your next steps towards greater inclusion of lesbians, gays, bisexuals and transgendered people at Allianz?
Finckh: We will continue with all kinds of activities to provide assurance to members of the LGBT communities that they are welcome at Allianz and don’t need to be concerned about any kind of discrimination. Of course, Allianz will actively participate in future MILK career fairs as well. Another area will be an internal advertising campaign that we launched with the roundtable, in which Allianz LGBT staff and supporters can share their “One advice” for greater open-mindedness at work.
We will also further promote education, for example manager training and webinars, and we will ask for specific feedback on our company’s diversity performance during our annual global Allianz Engagement Survey. Finally, although by no means least important: we are inviting an LGBT representative to join Allianz’s Global Diversity Council as a permanent member.
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