Federation of Gay Managers awards diversity management prize to Ford

In April 2001, Germany's Federation of Gay Managers awarded its "Max Spohr Prize" to Ford, in recognition of the auto company's good "diversity management" policies and practices. The prize, awarded for the first time in 2001, recognises companies which protect and support minority groups, such as gay and lesbian employees.

On 5 April 2001, the Federation of Gay Managers (Völkinger Kreis (VK) – Bundesverband Gay Manager) awarded its "Max Spohr Prize" to the automobile manufacturer Ford Deutschland, in recognition of the company's good "diversity management".

The prize

The Max Spohr Prize, which has been awarded for the first time in 2001, is to be given to companies operating in Germany which protect and support minority groups in their firm through the management concept of "diversity", which aims to include the variety of human qualities as an "emotional resource" of the company. This means that differences are not suppressed but are accepted as a lifestyle.

The prize is named after the publisher Max Spohr (1850-1905), who fought against the oppression of gay and lesbian people. The patron of this prize is the former minister of justice, Sabine Leutheusser-Schnarrenberger, member of the liberal Free Democratic Party (Freie Demokratische Partei, FDP), and VK receives financial support from the Boston Consulting Group. Companies with more than 100 employees may participate in the selection process and apply for the prize. A jury of five people representing managers, journalists and wider society inspect and select candidates on the basis of their contributions in terms of company policy. The jury's members include:

• Bettina Böttinger, media manager;

• Bruno Gmünder, publisher;

• Klaus Timm, chair of the ver.di trade union's "homosexuality" working group (DE0104220F);

• Klaus Weinrich, spokesperson for the VK managing committee; and

• Klaus Streeck, professor of economic communications.

In awarding the prize, VK aims to highlight good examples of business practice. In a [press release](http://www.vk-online.de/vk/mitglieder/upload/presse/pi ms november korrekt.pdf), Mr Weinrich stated that, particularly at a time when xenophobia and right-wing extremism (DE0008277F) is on the increase in Germany, it is important that managers set a good example and treat all employees equally, no matter what their nationality, skin colour, religion, physical condition or sexual orientation.

VK estimates that about 5% to 10% of the German population are gay and lesbian. In 1995, a study of discriminatory acts against gay and lesbian employees, conducted by the University of Munich on behalf of the Ministry of Social Affairs in Lower Saxony, was published. It found that 80% of the homosexual people surveyed stated that they were discriminated against at work, while only 12% displayed their sexual orientation in public.

Diversity management at Ford

The jury emphasised that Ford is not a "gay company". If it were, it would not have received the prize, as VK honours only companies which treat differences between employees in an "outstanding and effective" way. Ford was chosen because of the "sustainability" of its diversity policies and activities. Gay, lesbian and bisexual employees are seen to have a good standing at Ford. By making use of binding guidelines for diversity management, and by training all employees in diversity policy, Ford goes beyond the legal provisions on equality. In addition, an executive with direct contact to the board of directors is responsible for diversity policy, and there is special support (including financial support) for the work of "Ford Globe", a group of gay, lesbian and bisexual Ford employees. Recruitment advertising promotes the diversity principle and the company develops marketing strategies targeting gay and lesbian people. According to the jury, the latter aspect might appear as merely a fashion, but in connection with the "institutionalised and lively" principle of diversity as practised at Ford, it is part of a serious concern.

Federation of Gay Managers

VK, which was founded in 1991, is a professional organisation for gay senior and junior executives in the areas of the economy, science, public administration and cultural life. About 700 men are current members of VK. It is a federation of for men only but cooperates with networks for lesbian women. The exclusivity is justified with reference to the belief that, in contrast to the problems faced by gay managers, discrimination against women at management level, who are in the minority anyway, is in most cases based on the gender aspect and not on their sexual orientation. VK is organised in regional groups and specific business, occupational groups and project groups, and cooperates with similar organisations in France, the Netherlands, Switzerland and Austria. It works to oppose actual and potential discrimination against its members in the private and business sector, and fights for "the acceptance of gay people and for the realisation of a totally equal treatment and emancipation of gay people in all areas of life".

Members of VK can contact each other within the network and can participate in the exchange of information and experiences in the regional groups. In addition, the VK offers "profound advice and practical help" to those members who are discriminated against in their jobs, or want to prevent any discrimination in advance. It also offers seminars for advanced professional training and personal development.

Commentary

In principle, one would imagine that the sexual orientation of employees is irrelevant for employers and for the working routine within a company. However - as with women, immigrants, people with disabilities and others - gay and lesbian people face discrimination against in public life as well as at work, which is of course not free from prejudices. By awarding its new prize, VK has highlighted this problem of discrimination against gay and lesbian people and might encourage more firms to include diversity policy in their management strategies in future. (Alexandra Scheele, Institute for Economic and Social Research, WSI)