The LGBTIQ+ Diversity Performance Index

PRIDE Index 2022:

PRIDE Index 2022: These are Germany’s most LGBTIQ+ friendly employers!

Let us finish 2022, with 78 employers demonstrating their appreciation of their lesbian, gay, bisexual, transgender, intersex and queer employees (LGBTIQ+). Showing the progress that can be reaped by commiting to LGBTIQ+ diversity management. 

Berlin, December, 07th, 2022 – Today, the UHLALA Group publishes the PRIDE Index for the fourth year in a row. The Index emphasizes the commitment of companies and organizations in Germany to their lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) employees. The aim of the index is to display the LGBTIQ+ diversity management of employers but at the same time to point out potential for continuous development. For job applicants and job seekers, the PRIDE Index is a tool to compare the LGBTIQ+ engagement of companies and to get an impression of the employers that are particularly committed to diversity and appreciation in the workplace. A total of 78 companies of all sizes and from a variety of industries are represented in the PRIDE Index 2022. 

Recent events surrounding the “OneLove”-bind ban at the World Cup in Qatar have put the issue of discrimination against LGBTIQ+ people back on the agenda. Discrimination and unequal treatment continue to be part of the life reality for many LGBTIQ+ people – and this sadly applies even beyond the World Cup and its venue. In Germany, for example, LGBTIQ+ employees continue to be disadvantaged in the workplace. A 2021 study by the Institut für Diversity und Antidiskriminierungsforschung found that over 30% of all LGBTIQ+ employees are not outed to their colleagues and as many as 40% are not outed to their managers. In addition, according to the study, trans and intergender employees in particular increasingly report distress and frequent experiences of discrimination.

With the PRIDE Index, we want to contribute to creating a safe and discrimination-free environment for LGBITQ+ employees on the job. 

As part of the Index, Germany’s companies and organizations were invited to evaluate their LGBTIQ+ diversity engagement and put their already adopted and implemented strategies to test. As in the previous year, the Index is based on a 75-question questionnaire covering the topics of organizational structure, human resources, communication & visibility as well as legal framework & regulations. It covers all facets of successful and sustainable LGBTIQ+ diversity management and thus provides a comprehensive insight into the status quo. In addition, guidance for further development can be gained for the participating employers.

The total of 78 participating employers are distributed across four lists in the index. 49 companies fall into the category of large companies (companies with at least 500 employees) and 20 companies with between 50 and 500 employees are listed as medium-sized companies. In addition, five organizations fall into the categories of small businesses (up to 50 employees) and public institutions. The list of public institutions is headed by the state capital of Munich, while the communications agency Waggener Edstrom tops the list of small companies. The top five placed medium-sized companies are the consultancies AlixPartners and Campana & Schott, the game developer Wooga, the music company BMG Rights Management and the PR agency Ketchum. The list of large companies is headed by McKinsey & Company, Allianz, HPE, Accenture, Merck, Adobe Systems, Riverty, L’Oréal, Enterprise, Thoughtworks and Elsevier.

Stuart Bruce Cameron, founder and CEO of UHLALA Group and initiator of the Index, said, “I am pleased to see that employers are taking the issue of LGBTIQ+ diversity more and more seriously and are addressing it in a sustainable way. For example, some of the companies that already participated in last year’s PRIDE Index have improved their performance by up to ten percent. Even despite the fact that the PRIDE audit questionnaire becomes more comprehensive with every year. In addition, this year even more companies than in 2021 had their data verified by our LGBTIQ+ Diversity Consultants (2022: 53, 2021: 37). Finally, I am very pleased to see that SMEs are slowly catching up and showing their pride. This is shown in the more active participation and sometimes even excellent performance in the PRIDE Index. That was not the case five years ago and unthinkable.”

Stuart Bruce Cameron congratulates all employers in the index from the bottom of his heart and is pleased about their successful performance as well as their courage to put their own commitment to LGBTIQ+ employees to the test.

The average result of all participating organizations was 69.77% of the possible points and – almost 5% higher than last year. The best results were achieved in the category of communication and visibility. It can be seen that the use of diverse imagery, participation in LGBTIQ+ events and the use of discrimination-free language are more and more becoming standard among German companies. Large companies score especially well in the area of principles of conduct and instructions for action. The structural protection of employees against discrimination is particularly important for large corporations. 

In addition to the self-evaluation, the UHLALA Group offered all participating companies a fee-based verification of the information provided. The participating employers checked and verified by the LGBTIQ+ Diversity Consultants of the UHLALA Group are marked in the PRIDE Index with a corresponding symbol [✅]. For all other participants, the results are based on the information provided by the companies themselves as part of the self-evaluation. The information provided by the top-ranked companies were all verified by the consultants of the UHLALA Group.

The PRIDE Index reflects structural conditions and LGBTIQ+ diversity management measures of the participating companies and organizations. We want to stress that despite the excellent structures which some companies showed proof of in our questionnaire, we cannot rule out that individual employees might experience discrimination by team members or superiors. In December 2023, the next PRIDE Index will be published. Like this year, the index is intended to contribute to the further development of LGBTIQ+ diversity management as well as to the lived appreciation of LGBTIQ+ people in the workplace and to provide job seekers with an orientation to diversity-sensitive employers.

What do the top-ranked companies have to say? Their statements can be found under the tab “Statements”.


Franziska Kaiser, Project Lead PRIDE Index


A total of 78 companies and organizations responded to the PRIDE Audit questionnaire and are presented in the PRIDE Index 2022. Our PRIDE Index Report presents both the overall results and the results achieved in the four categories of Organizational Structure, Human Resources, Communication & Visibility and Legal Framework & Regulations of all participating employers.

The companies and organizations are presented in alphabetical order and the respective results have been translated into a 5-point scheme for easy comparison.

We will be happy to send you the complete PRIDE Index Report with all results and key findings free of charge. Please fill out the following contact form to receive the report.

Request the complete report here


The self-evaluation includes 75 questions clustered into four broad categories and additional subcategories to provide the most accurate and comprehensive picture of an organization’s diversity management. Below, we introduce the categories and provide some sample questions from the questionnaire.

Organizational structure

In this category, we examine whether employers create the conditions to establish sustainable structures for LGBTIQ+ employees and whether the commitment to diversity is anchored in the strategic goals. We ask, among other things, about a specified objective for LGBTIQ+ diversity, the available resources and the existence of a contact and complaints office that is sensitized to the specific concerns of LGBTIQ+. Another focus is on the work of LGBTIQ+ employee resource groups, the framework conditions under which they work and what influence they can have on diversity management.

Sample questions:

  • Are the dimensions sexual orientation and gender identity explicitly included in your company’s DI&E management?
  • Is an intersectional perspective taken in the target group work, which considers and includes the interaction of the dimensions sexual orientation and gender identity with other diversity dimensions?
  • If an LGBTIQ+ network exists: Is the time spent on the network counted as working time for group spokespersons and, in addition, for members with clear areas of responsibility?

Human Reources

A company communicates its openness and sensitivity to LGBTIQ+ employees through job advertisements, application masks and personnel questionnaires. In this section, we survey how applicants are approached and whether an inclusive corporate culture is practiced from day one. In addition, the category “Human Resources” includes questions on the training and education offered to the workforce and on the representation of gender diversity in HR processes.

Sample questions:

  • Has your company offered stand-alone education / training explicitly on LGBTIQ+ diversity in the last two years?
  • Does your company have a program for allies (e.g., an ambassadors program) or do you promote allyship in other ways?
  • Do employees who go on international business trips or are transferred / assigned abroad receive information material in advance about the security status of the destination country with explicit information regarding LGBTIQ+ security?

Communication & Visibility

How organizations position and express themselves influences whether employees feel welcomed and valued. The “Communication and Visibility” section focuses on internal and external communication. Among other things, we ask about management’s public statements on LGBTIQ+ diversity, the use of non-discriminatory language as well as whether companies independently organize LGBTIQ+ events and/or have a visible presence at public LGBTIQ+ events.

Sample questions:

  • Is there a person in your company who is officially designated as an internal sponsor / patron for the topic of LGBTIQ+ diversity?
  • Are employees allowed to add their preferred pronouns or salutation in their email signature?
  • Has your company / LGBTIQ+ network been visibly represented at a public physical or virtual LGBTIQ+ event in the past twelve months?

Legal framework & regulations

With this category, we would like to analyze whether the protection of LGBTIQ+ employees is firmly anchored in the company’s internal regulations and whether sanctions for discriminatory behavior are clearly communicated. In addition, we would like to know if  employees are clearly informed about whom they can turn to in cases of conflict and whether a company also demands the protection of LGBTIQ+ from business partners and relies on diverse service providers in supplier management.

Sample questions:

  • Does your company offer confidential support in the coming-out process?
  • Is protection against discrimination on the basis of sexual orientation and gender identity explicitly stated in the code of conduct of your company?
  • Do you communicate a zero-tolerance attitude towards discrimination as part of your company culture?
pride index durchschnittsergebnisse kategorien
pride index durchschnittsergebnisse

Statements by the top-ranked companies

The results of the best companies in the PRIDE Index 2022 were often very close to each other. Several times, companies achieved the same percentages. In other cases, the results differed by only a few points. For this reason, we have decided to no longer publish a point-by-point ranking, but to present only a collected overview of the best participating employers. 

Below you will find the statements of the top-ranked companies. 

The top 11 large companies

The top 5 medium-sized companies

Best Public Institution &

Best Small Business


What was asked as part of participation in the PRIDE Index?

The questionnaire for the index consists of around 75 questions on the topic blocks of Organizational structure, Human Resources, Communication & visibility, and Legal framework & regulations. A description of the categories as well as some sample questions can be found under the tab “Questionnaire”.

How is the PRIDE Index weighted?

For large companies (more than 500 employees):

The maximum score that could be achieved in the questionnaire was 453 points. These are distributed among the four categories as follows:  

  • Organizational structure: max. 83 points, equivalent to 18.3 percent
  • Human Resources: max. 153 points, equivalent to 33.8 percent
  • Communication & Visibility: max. 141 points, equivalent to 31.1 percent
  • Legal framework & regulations: max. 76 points, equivalent to 16.8 percent

For medium-sized companies (50 to 500 employees):

The maximum score that could be achieved in the questionnaire was 307 points. These are distributed among the four categories as follows: 

  • Organizational structure: max. 77 points, equivalent to 25.1 percent
  • Human resources: max. 74 points, equivalent to 24.1 percent
  • Communication & Visibility: max. 79 points, equivalent to 25.7 percent
  • Legal framework & regulations: max. 77 points, equivalent to 25.1 percent

For small companies (up to 50 employees):

The maximum score that could be achieved in the questionnaire was 193 points. 

These are distributed among the four categories as follows:

  • Organizational structure: max 35 points, equivalent to 18.1 percent
  • Human Resources: max 54 points, equivalent to 28.0 percent
  • Communication & Visibility: max 69 points, equivalent to 35.8 percent
  • Legal framework & regulations: max. 35 points, equivalent to 18.1 percent

For public institutions:

The maximum score that could be achieved in the questionnaire was 376 points. 

These are distributed among the four categories as follows:

  • Organizational structure: max 78 points, equivalent to 20.7 percent
  • Human resources: max 114 points, equivalent to 30.3 percent
  • Communication & Visibility: max 112 points, equivalent to 29.8 percent
  • Legal framework & regulations: max 72 points, equivalent to 19.2 percent
What is included in the verification process?

In addition to free participation in the PRIDE Index, companies and organizations could have their information verified by our consultants for a fee.

The verification consists of a manual evaluation and review of the information provided and the submitted verification documents. Additionally a detailed overview of the results are sent to the participants by mail. In a one-hour feedback meeting, we also address the individual result, answer open questions and point out potentials for the further development of LGBTIQ+ diversity management. 

We can only guarantee for the results of verified organizations. These are indicated in the PRIDE Index by a check mark (✅).

Results from other participants were only checked sporadically and are based on the information provided in the self-evaluation.

What did the participation in the PRIDE Index cost?

Participation in the index was free of charge. The result was determined immediately after sending the questionnaires and sent by e-mail.

In addition, it was possible to have the results verified by the UHLALA Group. If a minimum of 60% of the total score was achieved, the employer seal PRIDE Champion could also be acquired. Both services had to be booked explicitly and were subject to a fee.

Was the information provided by the organizations verified?

Participation in the PRIDE Index took the form of a self-evaluation by the companies. The information provided was checked by us on a random basis. If an additional verification or the employer seal PRIDE Champion was booked, all information and the submitted evidence were individually checked by consultants of the UHLALA Group.

Will the PRIDE Index be published again next year?

The PRIDE Index will continue in 2023 and will be published again in early December. The PRIDE Audit Questionnaire, which is the basis of the PRIDE Index, will be updated and revised at the new year in collaboration with our external advisory board. Participation in the PRIDE Audit 2023 will then be possible for all interested companies and organizations from mid-February 2023. If you are interested in the PRIDE Audit or to register early for the PRIDE Index 2023, please email

What is the added value of the PRIDE Index?

With the PRIDE Index, we want to make committed companies visible, celebrate successes together with them, and offer job seekers an orientation aid that shows which companies are committed to their LGBTIQ+ employees. 

At the same time, with our questionnaire and the PRIDE Index, we have offered all interested employers a free opportunity to evaluate their LGBTIQ+ diversity management and uncover potential for further engagement. Based on this, they can effectively expand their LGBTIQ+ diversity for their employees. 

However, we would like to point out that our questionnaire can only illustrate structural prerequisites and framework conditions that companies have created for an inclusive work environment. We are aware that despite extensive measures, it cannot be ruled out that individual employees may have negative experiences, for example within their team or with superiors. Nevertheless, we are convinced that sensitization, training and structural conditions for the empowerment of LGBTIQ+ employees make a decisive contribution to valuing all employees in the workplace.

Registration for 2023


Press contact:

Jonathan Frank,

Executive Assistant to the CEO

Phone: +49 170 2863130

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We as UHLALA Group are the leading LGBTIQ+ social business beyond the borders of Germany. Since 2009, we have been driving social change and actively shaping the LGBTIQ+ friendly world of tomorrow. As a social business, we are located at the intersection of NGO and business – this makes us special and holds our potential!

We are firmly rooted in the LGBTIQ+ community and connected to it through our communities and networks. Empowering LGBTIQ+ people in the workplace, in college and beyond is what all our efforts, dedication and passion are about.

To this end, we work with companies and organizations in areas such as consulting & awareness. With our know-how and our competence as LGBTIQ+ diversity experts, we train managers and employees, accompany the sustainable and positive change of corporate cultures and structures, and thus jointly create open and appreciative working environments for LGBTIQ+ people.

Our work focuses on LGBTIQ+ people in the world of work and study. Therefore, our events are free and open to LGBTIQ+ people. The focus is on empowerment, inspiration and promotion, and networking for LGBTIQ+ people – we create an environment that welcomes and values everyone! This also means that Straight Allies are welcome here – because an appreciative and open environment at work and study benefits not only LGBTIQ+, but all employees and students.


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