one: What is the special significance of IDAHOBIT (17 May), the International Day against Homo-, Bi-, Inter- and Transphobia, this year?

Ludwig-Maximilian Hoffmann : IDAHOBIT has a particularly important role for us this year because it sends out a strong signal of solidarity and support for the LGBTIQ community at a time when discriminatory tendencies are increasingly being observed around the world. This year, we want to draw more attention to the need to stand up against prejudice and in favour of acceptance.

one: How important is it right now for companies to literally fly the flag?

Ludwig-Maximilian Hoffmann : A commitment to LGBTIQ rights is crucial to creating an inclusive, respectful working environment and showing that discrimination has no place in our organisation. From small (store) teams to the entirety of our current 390,000 employees, collaboration works particularly well when everyone can be who they are, i.e. work in an environment characterised by inclusive and accepting values.showing the flag is therefore not just a symbol, but an expression of our fundamental stance in favour of acceptance and against discrimination of any kind.

one: What role does visibility play in this - such as rainbow stickers at markets, travel agencies or logistics locations, flying rainbow flags or participating in events?

Ludwig-Maximilian Hoffmann : Visibility through symbols such as rainbow stickers or flags plays an essential role, as they send a strong signal of acceptance and support both inside and outside our locations. For example, if customers or employees see a rainbow sticker on the entrance door of a store or travel agency, they know: "Everyone is welcome here, I am welcome here."visibility helps to provide security, change social norms and shows that we actively stand up for diversity, equality and the legal rights of all people.

one: DITO (different.together) was founded in 2013 by employees to advocate for more acceptance and equality in the workplace within REWE Group - regardless of sexual orientation or gender identity. How has REWE Group's LGBTIQ commitment developed since then?

Ludwig-Maximilian Hoffmann : Since DITO was founded, the commitment within REWE Group has developed continuously. We have launched numerous initiatives to strengthen acceptance and equality, such as network meetings, training courses and visibility campaigns. We are now active not only in Cologne, but in every region of Germany and even in Austria.we have also sought contact with a wide range of internal departments and committees, which we have been steadily expanding ever since.we pride ourselves on creating an environment in which everyone can be who they want to be without fear of discrimination.

one: What feedback are you hoping to get from the internal postcard campaign for IDAHOBIT, for example?

Ludwig-Maximilian Hoffmann : In the postcard campaign that was initiated for IDAHOBIT, we made slight changes to typical questions for queer colleagues. For example, we ask with a wink: "When did you decide that you were straight?" and want to invite reflection and dialogue. We know that the other person doesn't always mean any offence. Nevertheless, statements such as "It's amazing, people don't even realise you're gay" can lead to queer colleagues not daring to talk about their private life at work. We want everyone to feel safe and be themselves. Interest is good, an empathetic way of dealing with each other is better.

one: In view of the current global political situation, many companies are scaling back their commitment to diversity or cancelling it completely - including in Germany. Are these developments more of a temporary reaction to current political "trends" or do you see more profound dynamics?

Ludwig-Maximilian Hoffmann: While some companies are scaling back their diversity activities, we at REWE Group are resolutely continuing our commitment to greater diversity. As a network, we are naturally very pleased about this, and we are proud of REWE (laughs). Current trends should not jeopardise the long-term goal of equality and inclusion. We are concerned to see that some companies based in Germany are also scaling back their diversity programmes or, for example, dropping out as CSD supporters. We believe that these times in particular demand determination and we will continue to intensify our efforts.

one: Are there also positive developments?

Ludwig-Maximilian Hoffmann : Despite the challenges, there are positive developments. There is a growing movement towards more acceptance, especially among younger people who see diversity as a matter of course. And we are seeing support for Pride events from queer employees and allies.

one: On the occasion of IDAHOBIT, what message would you like to send to other companies that continue to promote diversity?

Ludwig-Maximilian Hoffmann : Our message for IDAHOBIT is an appeal for continued commitment to diversity. We are calling on other companies not only to symbolically fly rainbow flags, but also to actively work on a culture of respect and openness, as we do.