"The role models finally exist."

Lesbian Visibility Day has been observed worldwide every year on April 26 since 2008. This day celebrates lesbian women, honors lesbian culture and diversity, and draws attention to persistent inequalities and mechanisms of discrimination. To mark International Lesbian Visibility Day, we are speaking today with EAF Executive Director Kathrin Mahler Walther.

Kathrin Mahler Walther is the Executive Director of EAF Berlin and advises organizations in business, politics, and science on promoting diversity in leadership. For her work as a civil rights activist in the former GDR, she was awarded the Order of Merit of the Federal Republic of Germany by Federal President Frank-Walter Steinmeier in 2019.

We are conducting this interview today to mark Lesbian Visibility Day, which has been observed annually on April 26 since 2008. The day is intended to draw attention to the professional and private situation of lesbian women. What does this day mean to you personally?

I think it’s good that it provides an occasion to give lesbian women visibility. I remember well when I started working on women in leadership over 20 years ago. Back then, I looked around at women’s networks and there wasn't a single prominent lesbian woman. I found that very, very unfortunate. As a young woman, I would have wished for many more role models. If this day can contribute to that—wonderful!

In 2020, you were named one of the 100 most successful out LGBTQ+ executives in Germany as Executive Director of EAF Berlin. Your example shows that you can have a career while being openly lesbian. Was there ever a moment when you consciously hid your lesbian identity at work?

Sure, absolutely. As a consultant and trainer, I am constantly meeting new people. Small talk often turns to personal life. I always think: What is this person like? How will they react? I always weigh how I’m feeling at that moment and whether I have the energy to deal with a potential range of reactions or not. Fundamentally, I am firmly convinced that it is best to live openly as a matter of course everywhere. I usually do that; I owe it to myself, our children, and all those who paved the way before me. And especially in my training sessions, I have repeatedly experienced people coming up to me afterward to thank me for that very naturalness. It’s a great feeling to be able to encourage others.

According to a study by the Magnus Hirschfeld Foundation, lesbian women whose applications contain references to their sexual identity tend to be disadvantaged. How do you assess the situation for lesbian women in the labor market today?

I see many more lesbian women in the professional world today, and the role models finally exist. I am always happy about that. Nevertheless, homosexuality remains stigmatized and triggers insecurity in many people. We know from our work on unconscious bias how powerful this insecurity toward the "other," the unknown, is and that it tends to lead to distance. It is difficult to build trust from that, yet that is the foundation for good cooperation. That is also why we need days like this, where lesbian women become visible, approachable, and accepted as a matter of course.

As an executive and HR manager, what tips can you give other employers to ensure that lesbian women are not discriminated against in companies and organizations?

We should generally not assume that the person we are talking to is heterosexual. Instead, we should formulate our language more openly and leave more room. Don't ask, "What does your husband do?" but rather, "What is your life like?" or "Are you in a partnership?" In general, we should approach others with respectful interest. Don't overwhelm anyone with curious questions, and never assume that the person you are talking to fits into a specific box. And of course, communication regarding diversity topics is important; it shows everyone in the company that diversity is lived and valued here as a matter of course. It is important to strengthen employee networks and support organizations within the LGBTIQ+ community. Organizations should pay attention to diversity in their imagery and communication, right down to their forms. Especially as a lesbian mother, it is striking to see how rarely people ask about parents and how frequently they ask for "mother and father." Openness to diversity is something we have to practice again and again, where we have to keep opening ourselves up and engaging. That is why companies should constantly raise awareness and never lose sight of the topic. They should invite participation through various formats and ensure that many people realize: Diversity is fun—with acceptance and appreciation, we all gain more joy, more freedom to be ourselves, and of course, a great foundation for really good collaboration.