thyssenkrupp and the UN stand together against LGBTI discrimination

We at thyssenkrupp take this year’s “idahot” – the international day against homophobia and transphobia – as a special occasion. I am proud to say that we have adopted the United Nations 2017 business standards against the discrimination of lesbian, gay, bi, trans and intersex (LGBTI) people. This makes thyssenkrupp one of the first 100 companies worldwide to support the UN’s “Free&Equal” initiative initiated by the United Nations Human Rights Office and implemented with support from UN and non-UN partners at the country level. We are sending another strong signal to the community and way beyond that everyone can reach their full potential at our company – irrespective of origin, gender, religious beliefs or sexual orientation!

We employ 159,000 people from 79 countries. A culture of equal opportunities, mutual trust and respect is of great importance to us. As set out in our mission statement, we are open to everyone who shares our values. We believe that diverse teams are more successful. That also benefits our business.

UN business standards comprise five concrete points

I fully agree to the UN’s claim that violence and discrimination cannot be ended by governments alone. The UN business standards comprise five concrete points which have always been a matter of course for thyssenkrupp. However, as globally formulated standards they underline the responsibility that we as a good corporate citizen bear with a view to respect and tolerance – in our markets and at our locations. 

1. We respect, observe and protect the rights of lesbian, gay, bi, trans and intersex people at our company and in our business relationships. – Naturally! 
2. We do not tolerate any discrimination of LGBTI employees at work. – Ever! 
3. We support and encourage our LGBTI employees and create a positive working environment. As we do for all our employees. – Perfectly normal for us!  
4. We do not tolerate any discrimination of LGBTI employees at suppliers, distributors, customers or other business partners. – Period.  
5. We are proud of our diversity and stand up for LGBTI people in the public sphere. – Of course!

We don’t just pay lip service. Instead, thyssenkrupp has formulated binding rules long ago to strengthen the rights of LGBTI people at the company.

• Since January 2016 there has been an active LGBTI network at the company which enjoys the explicit support of our Executive Board. 

• Diversity & Inclusion is an independent unit that reports directly to me as the CHRO.

• The Code of Conduct provides employees, managers and board members with a binding framework for their conduct vis-à-vis colleagues and employees.

• thyssenkrupp particularly holds its managers to their responsibilities. They are regularly evaluated and trained on the basis of standardized competency profiles. One key competency is “inclusiveness” – whether managers are capable of recognizing and utilizing cultural or gender-specific differences.

• The open, tolerant corporate culture at thyssenkrupp plays a key role. Employees are encouraged to address issues openly. 

In this sense, let me repeat Article 1 of the universal declaration of human rights: All human beings are born free and equal in dignity and rights. There is nothing to add.