Busi Sizani (she/her)

Panel | The Importance of Embracing Intersectionality in Your D&I Work

Head of Global Diversity and Inclusion | Deliveroo

Busi has 18+ years experience in marketing, production, broadcast and technology across a number of global companies and brands and has experienced first hand the challenges these industries face in leveraging diversity as a resource and hardwiring inclusion and belonging for all. As a broadcaster, marketeer, television executive and award-winning film producer, Busi honed her skills as an innovative content creator, storyteller and commercial strategist and is a sought after speaker, facilitator and coach for business leaders and young entrepreneurs alike. 

For 6 years, she led global strategy and programs for building high performing and inclusive teams in Uber’s Global People & Organisation Development team and was the Global Co-Chair for Black at Uber, an Employee Resource Group that partners with DEI and the Executive Leadership Team to ensure black diversity and co-developed Uber’s anti-racism commitments and strategy. 
Today she is the Head of Global Diversity and Inclusion at Deliveroo and continues to contribute to the broader technology industry by using her pragmatic and developmental approach to consult with startups and scaleups and coach founders and venture capitalists as the Co-Founder of The Inclusion Company.

Ellen Wagner (she/her)

Panel | The Importance of Embracing Intersectionality in Your D&I Work

Founder & CEO | cross cultural bridges — wagner coaching

Ellen is a Diversity, Equity, and inclusion expert who has worked with clients and companies in Europe and the United States. She is dedicated to supporting organizations in creating inclusive cultures and empowering individuals in overcoming external and internal barriers as well as strengthening their resources. She has a profound understanding of business processes, unprejudiced communication, and a high degree of professionalism and confidentiality.

Mark Ivan Serunjogi (he/they)

Panel | The Importance of Embracing Intersectionality in Your D&I Work

Employer Brand Manager | Zalando

Mark Ivan Serunjogi, a Copenhagen native of Ugandan descent, has worked for Berlin tech startups since 2016. Initially doing product marketing, he got involved in employee representation and advocacy with a main focus on diverse representation and inclusion, or the lack thereof, in the workplace. 
It was the same longing for a better sense of belonging and community that led him to co-found the Black Berlin group on Facebook to make space for the range of Black identities living in or seeking opportunities in Berlin.
Now working in employer branding, Mark focuses on how to attract and retain diverse talent by making inclusive and fair company environments a main attraction point. 
In this world we all, especially marginalized people, deserve financial, professional, and personal stability and growth.

Dr. Akshaya Kamalnath (she/her)

Panel | Do We Need an LGBTIQ+ Quota?

Senior Lecturer | The Australian National University, College of Law

Dr Akshaya Kamalnath is a corporate law academic with a specific interest in diversity in corporations, corporate social responsibility, and other issues at the intersection of corporate law and society. Her PhD was on gender diversity on corporate boards; and she is currently working on a book titled The Corporate Diversity Jigsaw to be published by the Cambridge University Press in 2021. Dr Kamalnath is originally from India and has worked and studied in India, USA, New Zealand and Australia. In addition to publishing in legal journals, Dr Kamalnath also blogs at The Hitchhiker’s Guide to Corporate Governance. 

Margot Slattery (she/her)

Panel | Do We Need an LGBTIQ+ Quota?

Global Head of Diversity and Inclusion | ISS World Services

As the Global Head of Diversity and Inclusion for ISS World Services, Margot Slattery is responsible for the strategic direction, implementation and alignment of its integrated diversity and inclusion initiatives across five global dimensions: Cultures & Ethnicity, Abilities, Gender, Sexual Orientation/LGBT+ and Generations and Age. 
Margot also represents ISS World Services in global diversity & inclusion forums such as the Valuable 500 initiative. She is a member of the Workplace Pride Council, 
Prior to joining ISS World Services, Margot was Global Chief Diversity and Inclusion Officer with the Sodexo Group for two years. Before that, she was country president for Sodexo Ireland for four years, responsible for all its operations on the island of Ireland and CEO of Sodexo Ireland for four years prior.
Margot has won numerous awards for her role in supporting diversity and inclusion and women in business, including the Chevalier de l’Ordre National du Mérite (National Order of Merit) from the French Ambassador to Ireland. Margot received the Business Leader Award at the WXN 25 Most Powerful Women in Ireland Awards that same year. She has appeared four times on the Financial Times’ annual Top 100 list of OUT standing LGBTQ Business Leaders. 
Outside work, Margot was co-chair of one of the Irish NGOs involved in the passing of the 2015 Marriage Equality Act in Ireland

Stuart Bruce Cameron (he/him)

Panel | Do We Need an LGBTIQ+ Quota?

Founder & CEO | UHLALA Group

I’m the CEO and founder of UHLALA Group and I’ve been involved in various professional projects for LGBTIQ+ in the working world for more than 10 years. Since 2009, the UHLALA Group has been committed to the networking, further education and promotion of LGBTIQ+ people in their professional lives worldwide, and bringing them in contact with LGBTIQ+ friendly companies and organizations.

These projects include Europe‘s largest LGBTIQ+ job & career fair STICKS & STONES, the LGBTIQ tech community Unicorns in Tech, the global LGBTIQ+ leadership community RAHM, the LGBTIQ+ lawyer network ALICE, the German LGBTIQ+ employer seal PRIDE Champion, Proudr | The World’s First LGBTIQ+ Business & Networking App and We Stay PRIDE | The LGBTIQ+ Employer Excellence Programme.

I truly believe in diversity & inclusion in all its dimensions and thus my engagement is not limited to LGBTIQ+ visibility, but also the promotion of women in management positions. Together with Isabelle Hoyer, I co-founded the PANDA Women Leadership Network in 2012. 

Ivy Wong (she/her)

Panel | LGBTIQ+ Workplace Inclusion in Asian Countries

Co-Founder | Diversity and Inclusion Consulting (DNIC)

Born and bred in Hong Kong, Ivy is a strong LGBT+ ally with a mission to improve LGBT+ mental health at work. Since 2015, she has been working with numerous multinational companies in developing their LGBT+ initiatives in Hong Kong, Greater China and APAC. 
She led the Asia pioneering Hong Kong LGBT+ Workplace Inclusion Index, which is a benchmarking tool to measure companies’ LGBT+ inclusion effort at the workplace. She has worked with United Nations, Chambers of  Commerce, Consulates and other regional NGOs to drive LGBT+ inclusion at the workplace.
Relocated to Shanghai in September 2017, she is the co-lead of the ShanghaiPRIDE / Out & Equal China Forum, an annual LGBT+ workplace inclusion forum in China, and is part of the driving force for LGBT+ workplace inclusion in China.
Ivy is the Future Leader of Amcham Shanghai 2021.

Ramkrishna Sinha (he/him)

Panel | LGBTIQ+ Workplace Inclusion in Asian Countries

Co-Founder | Price Circle

Ramkrishna Sinha (pronoun He/Him) is Co-Founder of Pride Circle and has enabled many organizations on their journey of LGBT inclusion. His research „In & Out –The Indian LGBT Workplace Climate Survey 2016“ co-authored & published by MINGLE and played a crucial role in progressing the conversation in Indian workplaces. Ram has been recognized as Global D&I Hero of the Year 2017 at Intel. He also won the prestigious „Champion of the Year“ Award from Out & Equal Workplace Advocates and was featured in the list of 50 LGBT+ Future Leaders Globally by OUTstanding & Financial Times.  He is currently compiling stories of LGBTI & allies in the blog titled „101 Coming Out Stories from India“ which has reached over five million people. Pride Circle has enabled over 250 job offers for LGBT+ Talent in inclusive organizations, helped 100+ LGBT owned businesses to gain visibility, expand market reach and access to mentors, and works with over 300 organizations enabling LGBT+ inclusion.

Ronn Astillas (he/him)

Panel | LGBTIQ+ Workplace Inclusion in Asian Countries

Independent International Trade Policy Expert / Diversity, Equality, & Inclusion Advocate / Chair | Philippine LGBT Chamber of Commerce

Ronn Astillas is an advocate for greater inclusion, diversity and equality. He provides guidance and vision on businesses as the current chair of the Philippine LGBT Chamber of Commerce, a non-stock, non-profit industry organization of businesses of, by, and for Philippine LGBT. He also considers himself as an ally of sustainable farming and urges communities to support locally made and grown products. 

Ronn has more than 15 years of experience in international trade relations and public policy development. As a former Philippine lead trade negotiator in ASEAN services sector, he supported the promotion of competitive and innovative industries to deepen the country’s engagement in regional cooperation and integration. He was the inaugural Philippine lead services negotiator for the Regional Comprehensive Economic Partnership (RCEP), a mega trade deal that accounts for about 30% of global GDP covering almost 30% of global population. 

He obtained his master’s degree in International Political Economy from the University of Manchester (UK) as a British Chevening scholar, and currently serves as a consultant for multi-sectoral organizations/ entities and provides advice on public policy, stakeholder engagement, and external economic relations.

Aron Le Fèvre (he/him)

Panel | Pride Parades — New Perspectives

Director of Human Rights | Copenhagen 2021 WorldPride & EuroGames

Director of Human Rights making the LGBTI+ cause visible and support the global LGBTI+ agenda, engaging with activists and Civil Society Organisations from all over the world.
Executing the Human Rights Forum (during the challenging COVID-19 pandemic) with a dedicated team in Copenhagen and Malmö. Working with the UN, European Union, Council of Europe, Nordic Council, OECD, OAS and national and foreign governments, legislators and other stakeholders. Special focus on program development, partnership development, fundraising and lobbying.
Maintaining executive partnerships with 20 internationally operating non-governmental organisations like Human Rights Watch, Amnesty International, OII Europe, EGIDES, Rainbow Railroad, Parliamentarians for Global Action, Victory Institute, Workplace Pride, International Rehabilitation Council for Torture Victims, European Parliamentary Forum for Sexual and Reproductive Rights, NELFA and others. Close cooperation’s with national and regional organizations working for and with the LGBTI+ Community.
Initiated the Embassy Engagement Program, working together with over 100 Danish and Swedish (and other Nordic) missions and the EEAS abroad on inclusion projects engaging the community on the ground.

Gav Sarafian (she/her/they/them)

Panel | Pride Parades — New Perspectives

Developer, Far Cry 6 | Ubisoft Toronto

Gav (she/they) is a transfemme ADHD queerdo who makes games that explore neurodivergency, subcultures, queer + trans identities, and the thoughts that keep her up at night. She has worked in games for over eight years, and currently operates out of Ubisoft Toronto, where she co-organizes their 2SLGBTQIA+ Employee Resource Group. During the two years that the ERG has been in existence, Gav has been part of efforts to bring meaningful change to the studio. This includes: successfully pitching all-gender washrooms at the studio, updating the studio’s orientation materials, working with the studio to participate in Toronto’s Pride Parade, fundraising efforts, creating programming for Pride 2021, and more. Her ERG’s mission is to act as an advocate for equality, representation, and opportunities within their studio, and games industry at large. 

Outside of games, she is a performance artist, writes and films short stories, likes to cook and bake, loves playing co-op games, and is a darner of socks. You can find her personal work on her website.

Ronald Zinke (he/him)

Panel | Pride Parades — New Perspectives

Community Manager – Vorstandsmitglied CSD Deutschland e.V.

Ronald Zinke (he/him/his) – Community Manager for Gay.de and Gaudi – the shiny gay dating star in Germany and worldwide. For 10+ years, he’s been working for the community, focused on the best UX you can get. 😉 When not online, he’s part of the Board of CSD Deutschland e.V – the German Pride Network, which unites all pride organisers. His primary focus is to support the local LGBTIQ*+ community, boost activism and engaging activists with a particular emphasis on the Pride community. Equality is what he’s looking for. Everywhere. Ronald is a coffee junkie: Talkative, inquisitive, spontaneous, direct and sometimes messy – but without chaos, u can’t change the world. 

Mag.^a Alexa Michelle Schwarz (she/her)

Panel | Geschlechtliche Vielfalt und trans*freundlicher Umgang in Unternehmen

Trainer, Consultant, Speaker, Transgender Activist

Congratulations! It’s a … child.“ Alexa Michelle Schwarz knows what it is like not to be allowed to live the person one actually is. Hence since her coming-out she has been active in the Austrian transgender community. She is a member of the board of the transgender NGO TransX and runs the „Trans* Support“ transgender self help group at the Courage advice center on sexuality in Vienna. As a trainer and consultant she offers workshops, seminars and information events, and supports organisations and companies with regard to transgender, gender and diversity management. She is a speaker at conferences and represents transgender matters at panel discussions. In her work she focuses on „transgender at work“.

Anastasia Biefang (she/her)

Panel | Geschlechtliche Vielfalt und trans*freundlicher Umgang in Unternehmen

Stv Vorsitzende QueerBw, Referatsleiterin im Kommando Cyber- und Informationsraum

Anastasia Biefang ist seit 1994 als Offizierin in der Bundeswehr tätig. Sie studierte Pädagogik, durchlief verschiedene Führungs- und Stabsverwendungen, absolvierte den Generalstabslehrgang der Bundeswehr, diente als Referentin im Bundesministerium der Verteidigung (BMVg) und war bis Oktober 2020 Kommandeurin des Informationstechnikbataillon 381 in Storkow (Mark). Aktuell ist sie Referatsleiterin im Kommando Cyber- und Informationsraum in Bonn.

Während ihrer Dienstzeit war sie zweimal im Einsatz in Afghanistan. 

Die Aktivistin engagiert sich ehrenamtlich als Stellvertretende Vorsitzende von QueerBw und setzt sich für die Rechte von LGBTIQ ein. Seit 2020 schreibt sie für das LGBTIQ Magazin MANNSCHAFT die Kolumne „Die Transperspektive“. 

Anastasia Biefang lebt mit ihrer Frau in Berlin.

Brix Schaumburg (he/him)

Panel | Geschlechtliche Vielfalt und trans*freundlicher Umgang in Unternehmen

Actor

Brix is been a performer all his life, but took his career to a next level when he moved back to Germany in 2016. He has been touring with the Jungle Book (lead role Mowgli), as Marshall with the „Paw Patrol“ and so many more.He´s producing his own shows and translating plays and loves the work behind the scenes just as much.
In 2020 he got cast in tv series called : Sunny, wer bist du wirklich as on of the main characters. The first time in German history- a trans actor being cast for a trans role in German television.His Podcast „Herzfarben“ has been nominated for the German Podcast award and he is more out and proud then he has ever been.
His diversity workshops are going well and he has been working with „ dem deutschen Synchronverband, Wikipedia und Patagonia“ and many more.
Did I mention that he is a tripple threat? His single  „It will be fine“ is just as grovy as his Drag performances.This unstoppable young man has always something up his sleeve and is ready to keep the flag up in the air.

Max Appenroth (they/them)

Panel | Geschlechtliche Vielfalt und trans*freundlicher Umgang in Unternehmen

Diversity Consultant, Public Health Expert & Moderator

Max Appenroth (they/them) is Cologne-based trans activist, diversity consultant, moderator, and in the final year of their PhD in Public Health. Max also works as a project coordinator for the international trans-led organisation GATE – Global Action for Trans Equality. 

With their own company ‘diversity sparq’ Max offers workshops & trainings to companies, institutions, and care facilities to learn (more) about sexual and gender diversity, and how to make workplaces and services more inclusive and accessible. 

Max is an internationally recognized expert on HIV prevention and care in trans & gender diverse communities and provides support through their expertise for various different research projects. 

Additionally, through moderating, shows, events, and series (virtual and in person) Max is raising the visibility and representation of trans and gender diverse people in media.

They are currently moderating a TikTok series about LGBTQIA+ topics.

For more information about Max and their work, please check www.max-appenroth.com

Aditya Batavia (he/him)

Acknowledgement, Acceptance & Empowerment

Diversity, Equity & Inclusion specialist 

Short description of talk:
Aditya in his talk going to share about his experience living in the binary world of small town of India, questioning the world and discovering his gender identity and his journey of accepting himself. The challenges, stereotypes and harassment & rejection that he gone through. How he came out from those challenges and empowered himself and others.  How allies played an important role of advocating his journey of accepting himself and empowering others.

Aiden SAY Yang (he/him)

Coming Home to Myself: Being LGBTQ+ is a Superpower 

Content Marketing Manager | Employer Brand at Grammarly

Short description of talk:
Nervous about coming out at work? I’ll share my journey and why embracing your own uniqueness is key to unlocking creativity, courage, and empathy as your workplace “superpowers.“

Ashish Pandya (he/him)

Economic Inclusion of LGBTIQ+ Minorities in the Indian Business Ecosystem

Co-Founder | Samavesh Chamber of Commerce

Short description of co-talk:
The LGBTQIA+ community in India has been experiencing long standing economic inequities and stigmatization. The immediate economic distress during the pandemic has brought incremental challenges to them than those faced by others. 
It is estimated that India loses 1.7% of its GDP per year (~$50 Bn in 2019) due to exclusion of LGBTQIA+ minorities. With the GDP getting substantially lowered due to the pandemic in 2020 and now in 2021, the brutal economic onslaught faced by the community (mostly consisting of gig workers) is substantial and real.
Research-backed and driven by their desire to build a safe and inclusive business ecosystem in India for the LGBTQIA+ community, Samavesh Chamber of Commerce has  successfully identified the gap in terms of the non-availability of a central resource for the economic inclusion of the community in the mainstream. They are led by LGBTQIA+ corporate leaders who are also part of racial minorities and are working towards creating sustainable solutions to mitigate these gaps.
The speech would focus upon how Samavesh and their partner organizations are creating a safe, equitable and inclusive business ecosystem in India for the LGBTQIA+ community, challenges they are facing and some success stories.

Daniel Rehn (he/him)

Wie viel Regenbogen darf es sein? – Unternehmen zwischen Rainbow Washing und ehrlichem Engagement

Senior Social Strategist

Short description of co-talk:
Hier ein Firmenlogo in Regenbogenfarben für Instagram und Twitter. Dort ein Sponsoring zum CSD. Vielleicht auch mal ein gleichgeschlechtliches Pärchen, das sich im neuen Werbemittel küsst … Wenn Unternehmen sich den Themen Diversity, Equality und Support für die Community widmen, wird sehr oft sehr schnell die Glaubwürdigkeit hinterfragt. Mal zurecht. Mal nicht. 
Handelt es sich wirklich um ein nachhaltiges Zeichen für Menschenrechte und Vielfalt oder soll das bunte Marketing nicht einfach nur das schnelle Geld einer direkt angesprochenen Zielgruppe in die Kassen spülen? 
Die Diskussion um die Deutungshoheit und Einordnung solcher Gesten, Engagements oder auch Werbe-Stunts ist von Zerrissenheit geprägt. Erst recht in den letzten Jahren, in denen alle nach Haltung rufen. Wie nähert man sich dem Thema also an? 
Felicia Mutterer und Daniel Rehn nehmen das Publikum mit auf eine Zeitreise, die von den Anfängen des LGBTQ-Marketing bis heute führt, und laden zur offenen Diskussion rund um die Frage ein, wie viel Regenbogen es denn sein darf.

Erin Uritus (she/her)

Bisexuality & Belonging in the Workplace

CEO | Out & Equal

Short description of talk:
Hear from out bisexual leader, Erin Uritus, CEO of Out & Equal, who will share her experiences and journey within the LGBTQ+ community to foster education, gain deeper understanding and raise awareness for the bisexual experience.

Felicia Mutterer (she/her)

Wie viel Regenbogen darf es sein? – Unternehmen zwischen Rainbow Washing und ehrlichem Engagement

Founder & CEO I achtung! Broadcast & STRAIGHT

Short description of co-talk:
Hier ein Firmenlogo in Regenbogenfarben für Instagram und Twitter. Dort ein Sponsoring zum CSD. Vielleicht auch mal ein gleichgeschlechtliches Pärchen, das sich im neuen Werbemittel küsst … Wenn Unternehmen sich den Themen Diversity, Equality und Support für die Community widmen, wird sehr oft sehr schnell die Glaubwürdigkeit hinterfragt. Mal zurecht. Mal nicht. 
Handelt es sich wirklich um ein nachhaltiges Zeichen für Menschenrechte und Vielfalt oder soll das bunte Marketing nicht einfach nur das schnelle Geld einer direkt angesprochenen Zielgruppe in die Kassen spülen? 
Die Diskussion um die Deutungshoheit und Einordnung solcher Gesten, Engagements oder auch Werbe-Stunts ist von Zerrissenheit geprägt. Erst recht in den letzten Jahren, in denen alle nach Haltung rufen. Wie nähert man sich dem Thema also an? 
Felicia Mutterer und Daniel Rehn nehmen das Publikum mit auf eine Zeitreise, die von den Anfängen des LGBTQ-Marketing bis heute führt, und laden zur offenen Diskussion rund um die Frage ein, wie viel Regenbogen es denn sein darf.

Filiz Polat (she/her)

Verbindliche Vielfalt — Empowerment, Selbstverpflichtung, Quote?

MdB | Bündnis 90/Die Grünen

Short description of talk:
Diversity. Darüber herrscht oft deutlich mehr Einigkeit als über die Wege und Mittel, die dorthin führen. Filiz Polat beschäftigt sich als migrations- und integrationspolitische Sprecherin der Grünen im Bundestag bereits seit vielen Jahren mit Diversitätspolitik. Hier tritt sie für die Gestaltung einer antirassistischen und feministischen Gesellschaft der Vielen ein. Ihre Partei Bündnis 90/Die Grünen, die bereits mit dem Frauenstatut vor 35 Jahren Vorreiterin für eine verbindliche Frauenquote gewesen ist, ist nun unter Mitwirkung von Filiz Polat und anderen Mitstreiter*innen im Auftrag des Vorstandes mit einem Vielfaltsstatut den nächsten Schritt gegangen.
Polat fordert eine konsequente Gleichstellungpolitik und eine Anpassung gesetzgeberischer Normen, wo notwendig durch Grundgesetzänderung, um Menschen vor Diskriminierung zu schützen und strukturelle Benachteiligungen zu beseitigen. Welchen Beitrag jeweils Politik, Unternehmen und Zivilgesellschaft leisten, um eine plurale Demokratie in all ihren Facetten zu stärken, gilt es auszuhandeln und zu diskutieren.

Floria Susan Moghimi (she/her)

How to Become an Effective Ally

D&I Consultant

Short description of talk:
Power and privilege are rights, benefits, and advantages exclusively limited to particular groups of people such as straight people, cisgender people, cisgender men, white people, non-disabled people and more. These privileges also manifest in workplace because they are part of larger systems that exist to protect these majorities. Allyship is an important piece in the equitable workplace puzzle: It can advance diversity, equity and incusion efforts by supporting and advocating for employees who feel they aren’t heard, represented and provided with enough opportunities. But what does an effective ally do? How can cisgender people become allies for trans people? How can straight people speak up for queer topics without speaking over the community? And how can you make sure your personal and organizational allyship isn’t performative? This talk will shed light on allyship basics by highlighting five important tipps to consider.

Gabrielle Daré (she/her)

The Power of Being Yourself!

OCM & Communications Manager + DEI LAC Council Lead and Global Council Vice-Chair | Unisys

Short description of talk:
I would like to share a little bit of my personal journey as a lesbian woman in the corporate world and what I faced in the past in terms of discrimination VS how powerful it was to be accepted in welcomed by my current colleagues. I also want to touch upon how talking about LGBTQIA+ related-topics is still a taboo in my country and how I want to contribute to raise awareness and demystify it.

Ivy Wong (she/her)

Can Companies Promote LGBT+ Inclusion in China?

Co-Founder | Diversity and Inclusion Consulting (DNIC)

Short description of talk:
LGBT+ largely remains a sensitive issue in China in spite of its decriminalisation in 1997. Global companies have been pushing their DEI agenda in China but yet face immense difficulties and resistance from local management. Can we talk about LGBT+ at workplace in China? How should we start the conversation in China? In this session, Ivy Wong, based in Shanghai, will talk about how she and her team support companies to navigate this complex environment to create a safe haven for chinese LGBT+ employees.

Jens Schadendorf (he/him)

POWER PLAY — A New Game for LGBT+ Equality in Global Workplaces and Beyond

Economist, Book Changemaker, Author “GaYme Changer”

Short description of talk:
In many places, there have been impressive changes in the acceptance and recognition of LGBT+ individuals. This includes their role and contribution to creativity, dynamics, and success of companies in markets and economies. However, a closer look reveals a multifaceted picture in Europe and the world, says economist and author Jens Schadendorf.
In his keynote, he explains, why the LGBT+ equality movement in global workplaces and beyond faces a watershed moment: it can win or lose – in locally diverse ways. In order to win, the fast-growing LGBT+ ecosystem of states, individuals – including allies -, companies, their c-suites, NGOs, and further organizations has to be smart and flexible. In any case, a new game is on – one that is more political than ever.
Jens charts 10 key drivers, trends and fields of action describing what can and should be done to be a winner in the respective local context and to reach the next (local) level of inclusion.

Jennings Wynn (he/him)

Mental Health In The Workplace: Why Queer Authenticity Matters

Enterprise Customer Success Manager | SmartRecruiters (HR Tech Professional)

Short description of talk:
Jennings Wynn (He/Him/His) discusses his journey ‘assimilating’ into ‘traditional’ office culture as a self-proclaimed ‘effeminate queer person.’ A key topic is how hiding his true self was deeply detrimental to not only his ability to contribute to the organization’s success but most importantly his mental well-being. Trigger Warning: The topics of depression, self-harm and toxic personal/professional relationships will be discussed in a candid manner.

Kanishka Chaudhry (he/him)

Economic Inclusion of LGBTIQ+ Minorities in the Indian Business Ecosystem

Co Founder & Director | Samavesh Chamber of Commerce

Short description of co-talk:
The LGBTQIA+ community in India has been experiencing long standing economic inequities and stigmatization. The immediate economic distress during the pandemic has brought incremental challenges to them than those faced by others. 
It is estimated that India loses 1.7% of its GDP per year (~$50 Bn in 2019) due to exclusion of LGBTQIA+ minorities. With the GDP getting substantially lowered due to the pandemic in 2020 and now in 2021, the brutal economic onslaught faced by the community (mostly consisting of gig workers) is substantial and real.
Research-backed and driven by their desire to build a safe and inclusive business ecosystem in India for the LGBTQIA+ community, Samavesh Chamber of Commerce has  successfully identified the gap in terms of the non-availability of a central resource for the economic inclusion of the community in the mainstream. They are led by LGBTQIA+ corporate leaders who are also part of racial minorities and are working towards creating sustainable solutions to mitigate these gaps.
The speech would focus upon how Samavesh and their partner organizations are creating a safe, equitable and inclusive business ecosystem in India for the LGBTQIA+ community, challenges they are facing and some success stories.

Keith Plummer (they/them)

Designing LGBTQ2+ Inclusive Policies & Benefits for HR, People, & DEI Leaders

Director of Research & Learning | Feminuity

Short description of co-talk:
This co-talk by the Feminuity team seeks to support HR, People, and DEI leaders to adapt to the sexual and gender fluidity that increasingly characterizes our contemporary world.  From LGBTQ2+ Self-ID programs to your company strategy around sharing pronouns, Keith Plummer MSc, BA, SHRM-CP and Sarah Saska BAH, MA, PhD aim to share key considerations for you to keep at the forefront to foster LGBTQ2+ inclusion throughout your policies, benefits, and company culture that will revolutionize your workplace by putting LGBTQ2+ considerations front and center. 

Dr. Kerstin Wagner (she/her)

Triple-win ERG: How Raising LGBTQ+ Topics Can Positively Affect Community, Career and Business

Applied Science Lead | Johnson & Johnson Consumer Health

Short description of talk:
Pulling up a pride flag in June is easy, and these days it is good for the business. But does it really help the LGBTQ+ community? Or at least the LGBTQ+ employees of the company? 
Most people will answer these questions with “no”. So did Kerstin – and that’s because she embarked onto a journey, to help her company become an active advocate for LGBTQ+-issues all year round. Within her talk, she will lay out the challenges and successes during the first steps to implement the ERG Open&Out, how the team made it successful on a national and international level, and how this initiative influenced not just the business, but also her colleagues’ mindset – and by no small part even her personal career. Kerstin will share some tips and tricks on how to successfully manage voluntary work for an ERG along with personal career and business goals, and how to make a real impact for the LGBTQ+ community inside and outside of the company.

Mariam Kvaratskhelia (she/her)

A Dangerous but Promising Crossroad: LGBTQ Equality in Georgia

Co-founder / Activist – Tbilisi Pride

Short description of talk:
LGBT persons represent one of the most discriminated against and marginalized communities in Georgia. While theoretically benefiting from rights and freedoms guaranteed by the Constitution of Georgia and reinforced by international agreements, they still face numerous systemic obstacles which are conditioned by deep-rooted stigma and negative attitudes in the society. The state and political establishments disregard the specific needs of this group and fail to ensure the protection of the human rights of LGBT people. LGBT citizens are not treated equally and their social inferiority can be observed in all spheres of life, such as social, economic, legal or political. LGBT people are either completely denied certain rights – such as same-sex marriage, registered partnerships, and legal gender recognition – or are limited/partially restricted in using the rights they have been granted, for example, freedom of assembly and the organization of pride celebrations, access to employment, healthcare and education. Moreover, physical violence against LGBT persons and activists is a real and urgent problem. The concepts and policies about equality, anti-discrimination, diversity and inclusion is non-existent in private sector to strong homophobic attitudes in the country. However, unexpected wave of solidarity from businesses/private companies with LGBTQ+ movement during July 5-6, 2021 far-right violence (against Tbilisi Pride) creates a promising ground for engaging with private sector and starting the dialogue on equality, diversity and inclusion.

Maylis Djikalou (she/her)

Navigating Mental Health at Work: My Journey as a Queer Woman of Colour

Programme Director | WE CREATE SPACE

Short description of talk:
An informal session offering reflections on managing mental and emotional wellbeing at work through the lens of a Black, West African, immigrant, queer woman.
Bringing together both research and lived experiences, we’ll explore how adopting an intersectional approach to supporting positive mental health and self-identity in the workplace creates space to address the unique wellbeing needs of LGBTQI+ people of colour.

Meike Imberg (she/her)

How Does My Organization Achieve Global Diversity & Inclusion in a Meaningful Way?

D&I Consultant

Short description of talk:
Corporate organisations increasingly take action to drive LGBT and wider diversity and inclusion (D&I) within their workplaces to ensure their employees feel comfortable to be themselves. It is well known that there is a clear business case for diversity and inclusion and an increased focus on the idea of ‘bringing your whole self to work’. However, despite the many reasons to engage in D&I in the workplace, a lot of research such as the Stonewall report ‘LGBT in Britain Work’ (2018) or the McKinsey report ‘Diversity wins’ (2020) highlight the need for more organisations to engage proactively and holistically in diversity and inclusion (D&I) in the workplace. Especially global organisations who operate in different jurisdictions with different levels of LGBT rights have a difficult road to navigate. Encouraging employees to be their full self and subsequently reaching their full potential, while ensuring the safety of employees as well as raising awareness and educating staff in countries with anti-LGBT laws and different cultures, creates additional challenges. I want to talk about how global organisations can holistically engage in meaningful D&I work for their staff and external stakeholders and why they should engage with NGOs, Civil Societies, local communities, and the external world to drive meaningful cultural and even legislative changes.

Nada Chaiyajit (she/her)

Diversity & Inclusion: A Journey Toward Equality in the Workplace Through the Lens of Human Rights

Human Rights Campaign Advisor, Manuhsya Foundation

Short description of talk:
Diversity and inclusion in the workplace have become massive trends across all industries. However, it is not easy to build a platform, even more so when you live in a country like Thailand, where you are free to express yourself. However, no such law exists to acknowledge your sexual orientation or gender identity. This session will demonstrate how we as individuals and communities can maintain our resilience and why it is necessary to hold businesses accountable and teach them that Diversity and Inclusion is no longer just a good-looking policy but rather an action of implementing human rights principles.

Nathalie Marie Pérez Sievers (she/her)

How to: Diversity im Recruiting

Team Lead Recruiting | Dept Germany Marketing Holding GmbH

Short description of talk:
Dieser Vortrag soll inspirieren und definitiv zum Nachmachen anregen. Ich zeige euch, wie Diversity im Recruiting und somit in Einstellungsprozessen umgesetzt und gelebt werden sollte.
Nach diesem How to – Vortrag, werdet ihr in der Lage sein, objektive Maßstäbe für Bewerbungsprozesse zu etablieren. Damit werdet ihr nachhaltige und diverse Teams aufstellen, die smarter agieren werden.

Ross Jennings (he/him)

Being Part of the LGBTIQ+ Community in the B2B World

Global Market & Customer Activation Manager, Digital | Henkel Adhesive Technologies

Short description of talk:
Working in the B2B world, depending on the industry can have its drawbacks. Especially when we talk about diversity and inclusion, many people are ‘set in their ways’ or have the minds made up on what they believe is ‘right or wrong’. 
During this session, I’d like to share with you my insights and experiences of working in the B2B world, how diversity and inclusion plays an important role in my day-to-day life and why I feel there’s still a lot to be done for the LGBTQI+ community when it comes to talking about Homosexuality and Homophobia.

Dr. Sarah Saska (she/her)

Designing LGBTQ2+ Inclusive Policies & Benefits for HR, People, & DEI Leaders

Co-Founder & CEO | Feminuity

Short description of co-talk:
This co-talk by the Feminuity team seeks to support HR, People, and DEI leaders to adapt to the sexual and gender fluidity that increasingly characterizes our contemporary world.  From LGBTQ2+ Self-ID programs to your company strategy around sharing pronouns, Keith Plummer MSc, BA, SHRM-CP and Sarah Saska BAH, MA, PhD aim to share key considerations for you to keep at the forefront to foster LGBTQ2+ inclusion throughout your policies, benefits, and company culture that will revolutionize your workplace by putting LGBTQ2+ considerations front and center. 

Salomão Cunha Lima (he/him)

The LGBTIQ+ inclusion in the Brazilian workplace: is Brazil really a big party where anyone can dance?

Head of Institutional Relations | Instituto da Oportunidade Social

Short description of talk:
The talk aims to put attendees in contact with the current reality of the LGBTQI+ community in Brazil, focusing on the development of D&I Programs that took place in the country in the last years. This conversation will also address the political, corporate, and social contexts on this matter, making the audience understand the big challenges the LGBTQI+ community has faced and overcome in Brazil. And, finally, talk about the future perspective on this matter, especially considering the uprising of the ESG agenda connected to the topic.

Samet Akti (he/him)

Employee networks: How to infiltrate LGBT+ activism into the corporate world.

Diversity, Equity & Inclusion Strategist

Short description of talk:
How do LGBT+ networks impact the establishment of inclusive structures in companies? Why do employees participate? What are goals, measures and challenges? What makes a network successful?
What’s clear: Networks gain organizational influence by institutionalizing themselves, becoming central points of contact, and empowering employees. Yet they still seem to postulate and reproduce one-dimensional ideals of white, male, and heteronormative identities.
The results are based on seven interviews with leaders of German LGBT+ networks that were dissected into 200 pages of codes and abstracted into a model.

Kyte Bohlke (all pronouns)

Changing traditional Leadership Roles through Activism

Customer Support Manager | Finoa Gmbh

Short description of talk:
Privilege means responsibility. Never before have leaders seeking to transform systems in corporate environments been as important as they are today. 
As contemporary company structures move towards helping diverse teams thrive, authentic leaders with powerful and individualized tool boxes are required. Creating equal ressources means moving away from simply providing equal conditions.
If you think activism and corporate thinking does not belong together, you might be surprised. 
We will share a few basic tools on how to guide and lead a team successfully.

Tim Mehlis (he/him)

The LGBTIQ+ Network as a Product – Using Methods from Product Development to create a successful LGBTIQ+ Network

Product Owner Video on Demand TVNOW Apps | Mediengruppe RTL Deutschland

Short description of talk:
A Product addresses a target group, solves a problem and, at best, fulfills a measurable business goal. But who exactly is part of the target group of an LGBTIQ+ Network? The members of the Network? Straight Allies? The Employer Branding Department? Or, after all, the Management?
And a much more important question: What does the LGBTIQ+ Network actually wants to achieve within the company? Using methods from Product Development, this talk will work out why it is important for a successful LGBTIQ+ ERG to develop a Vision, why the targeted goals need to be defined, and how to get Management support for its plans. The Talk is aimed at members and representatives of LGBTIQ+ Networks and people who want to found an LGBTIQ+ Network.

Ulysses J. Smith (he/him)

The Queer Economic Effect

Head of Diversity, Inclusion & Belonging | Blend

Short description of talk:
Research consistently shows that discrimination harms not only the physical and mental health of LGBTQ+ folx, but also the economic security of queer communities around the world. Beyond individuals, entire nations are losing out on the sizable economic benefits of full LGBTQ+ inclusion. Join Ulysses Smith, Head of Diversity, Inclusion & Belonging at San Francisco-based fintech company, Blend, for a galvanizing talk on global LGBTQ+ economic rights and the proposed fix in the United States: The Equality Act.

Vessy Tasheva (she/her/they/them)

WTF is „a non-binary lesbian“?

Founder & CEO | Vessy.com

Short description of talk:
Let’s explore the intersectionality behind the label „non-binary“ and its impact on mental health. What’s the role of femininity and masculinity beyond gender identity or expression? What is it like to navigate identities, explore and discover oneself in the therapy setting to then integrate the insights?

Yvonne Muthoni (she/her)

The Economic Case for LGBTIQ+ Inclusion

Kenya Country Director | Open For Business

Short description of talk:
The presentation will take a look at why research on the economic and business case for LGBTIQ+ inclusion is important and what the findings have been so far.

Zachary Ames (he/him)

The Power of Representation – How to increase senior ranks of queer leaders

Founder | XYZ Leadership

Short description of talk:
Zachary Ames is an experienced leadership While many strides have taken place for inclusion across companies, there continues to be difficulty in the pipeline getting LGBT+ talent prepared for senior roles within companies.  With a lack of mentors and without a critical mass of queer talent internally, companies often create programming leaving us (often unintentionally) out.  So what do we do?  I look forward to sharing the landscape of LGBT+ leadership today, 3 ways you can make a difference in workplace and efforts being made from the Prysm Leadership Accelerator.