Der LGBTIQ+ Diversity Performance Index
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PRIDE Index 2024
These companies are setting new standards for LGBTIQ+ inclusion
LGBTIQ+ Inclusion at the workplace is more than a trend nowadays - it is key to a modern, efficient and fair working environment. The UHLALA Group's PRIDE Index 2024 shows that companies are not only living the right values, but are implementing measurable steps to promote diversity and equality in the long term. However, despite significant progress, much remains to be done.
“Diversity and belonging are not optional, but a responsibility - for every manager, every company and every society. The PRIDE Index shows that true change does not happen overnight, but through consistent action and measurable results. I would like to thank all the companies and organisations that took part in our audit and took on responsibility. They prove that actual belonging begins when you have the courage to critically reflect yourself and continuously improve.“ – Stuart Bruce Cameron, CEO of UHLALA Group
Measurable progress and challenges
The PRIDE Index 2024 not only shows the progress made by the participating companies, but also shows fields that require action. From large corporations to medium-sized companies - the index provides a detailed analysis of how companies integrate LGBTIQ+ inclusion into their working environment and how measurable the success of their diversity strategies is.
Key Findings:
- Average rating of 84.24%: Participating companies score high on average, demonstrating overall progress in LGBTIQ+ inclusion.
- 95% of the companies take intersectional perspectives into account: This shows the move towards a holistic diversity strategy that not only includes LGBTIQ+ inclusion, but also women, people with disabilities and ethnic minorities.
- 98% of large companies set KPIs: Most large companies use KPIs to measure the impact of their diversity initiatives.
- Top industries: The consulting and retail sectors together account for 30% of participating companies - these sectors show a particularly strong commitment to LGBTIQ+ inclusion.
Model companies: The Champions of Inclusion
The best companies in the PRIDE Index 2024 show how innovation and inclusion go hand in hand. This year, eleven companies made it into the top-ranked large companies - Accenture, Bayer, BCG Platinion, Elsevier, Enterprise Mobility, Henkel, Hewlett Packard Enterprise, McKinsey & Company , NTT DATA Business Solutions, SAP, Siemens. We would also like to emphasise the best-placed medium-sized companies and the best-placed public institution: BMG, Kellanova, Ketchum and the Informationszentrum BUND. These companies and organisations are committed to LGBTIQ+ rights and also promote a corporate culture in which every employee has the opportunity to develop in an authentic and respected manner. Small companies like Garrett Motion and schultech also show that DEI issues are not only relevant to large corporations, but that even small organisations can make a valuable contribution to inclusion in practice.
The PRIDE Index as a catalyst for change
More than just an award, the PRIDE Index serves as a catalyst for companies that want to make their LGBTIQ+ inclusion strategies measurable and effective. Developed by the UHLALA Group, it provides a clear guide that makes progress visible and identifies potential for optimisation. The PRIDE Index 2024 inspires companies to evaluate, rethink and implement their diversity measures. The aim is to create a working environment in which everyone - regardless of their identity - can freely realise their potential without having to fear discrimination or prejudice.
“The results of the PRIDE Index 2024 show that progress and inclusion are measurable. It is not just about having good intentions, but also about translating these into concrete and sustainable measures. Our aim is to support companies in continuously evaluating and improving their diversity strategies.” - Franziska Kaiser, Project Lead Pride Index
The role of the UHLALA Group: pioneer for an inclusive working world
The UHLALA Group is a leading platform for LGBTIQ+ inclusion and supports companies in promoting diversity and equal opportunities in the world of work. With initiatives such as the PRIDE Index, the STICKS & STONES job fair and the queer career network Proudr, the UHLALA Group provides a clear vision for a respectful and diverse corporate culture.
Kontakt:
Franziska Kaiser, Project Lead PRIDE Index
pride-index@uhlala.com
The Report
54 companies and organisations took part in this year's PRIDE Champion Audit & Index report. It contains the results of all participants on a voluntary basis, converted into a 5-point-scheme. In addition to the overall results, it also lists the results achieved in the subcategories of organisational structure, human resources, communication & visibility and legal framework & regulations. The companies and organisations are presented in alphabetical order rather than ranked. The full PRIDE Index Report can be downloaded here after providing contact details.
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The Questionnaire
The index is based on an evaluation using the PRIDE Champion Audit questionnaire. The audit contains approximately 75 questions, which were clustered into four main categories and further subcategories in order to obtain an accurate and comprehensive picture of the actual state of diversity management in organisations. In the following, we present the categories and provide some sample questions from the questionnaire.
1. Organisational Structure
- DEI Management
- Inclusion & Belonging
- LGBTIQ+ Employee Network (Employee Resource Group - ERG)
In this category, we examine whether employers are creating the conditions to establish sustainable structures for LGBTIQ+ employees and whether the commitment to diversity is anchored in the strategic goals. Among other things, we ask about explicit goals for LGBTIQ+ diversity and the use of KPIs to make progress measurable. We also focus on the work of LGBTIQ+ employee networks, the framework conditions under which they operate and the influence they can have on diversity management.
2. Human Resources
- Recruiting & Contracts
- Education, Training & Awareness Raising
- Health & Safety
- Gender Diversity
A company can already communicate its openness and sensitivity to LGBTIQ+ employees through job advertisements, application forms and personnel questionnaires. In this section, we survey how applicants are approached and whether an inclusive corporate culture is practised from day one. In addition, the category 'Human Resources' includes questions on the education and trainings offered to the workforce and on the representation of gender diversity in HR processes.
3. Communication & Visibility
- Internal Communication & Visibility
- External Communication & Visibility
- Events & Activities
How organisations position and express themselves influences whether employees feel welcome and valued. The section 'Communication and Visibility' looks at the company's internal and external communication. We ask, among other things, about public statements of the management on LGBTIQ+ diversity, about the use of gender-inclusive language and whether companies independently organise events for the LGBTIQ+ community and / or are visibly represented at public LGBTIQ+ events.
4. Legal Framework & Regulations
- Contact & Complaint Office
- Protection against Discrimination
- Supplier Management
At this point, we would like to know whether the protection of LGBTIQ+ employees is firmly anchored in the company's internal regulations and whether sanctions for discriminatory behaviour are clearly communicated. In addition, we would like to know whether employees are clearly shown whom they can turn to in cases of conflict and whether a company also demands LGBTIQ+ protection from business partners and implements supplier diversity programs.
Contact
Franziska Kaiser
Project Lead PRIDE Index
Press contact
UHLALA Group
Tel.: +49 (0) 30-2000-560-90
Get in touch
Are you interested in our work in the field of LGBTIQ+ inclusion and empowerment? We look forward to hearing from you!