Leading with PRIDE: We meet the business school students making education more inclusive for all

• Name: Erik Luengen, member of Pride@MBS
• Business School: Mannheim Business School
• Programme: Executive MBA (Class of 2012)

Can you share your overall experience as an LGBTQ+ student in business school?

I was out from day one and did experience a very open and inclusive environment. MBS students are a very diverse group from different nationalities, companies, backgrounds and also sexual orientations. MBS created a learning environment that was welcoming and trustful.

Were there any specific resources, groups, or support systems available for LGBTQ+ students at your school? How did they help you?

Not at that time. In the meantime, there is a group Pride@MBS. I had the chance to even speak at the founding ceremony. This group is of help for sure. You can connect to community members of all MBS courses and alumni and build up a strong network for advice and support.

Can you describe any challenges you faced as an LGBTQ+ student during your time in business school?

No!

Has your experience as an LGBTQ+ individual influenced your career choices and path to/from business school?

I did start working for SAP almost 25 years ago. Making my decision for SAP at that time, I knew that this is a very inclusive company and an ERG for LGBTI+ was available. So I knew I could focus on performing in business and there was no need to spend energy on hiding. Also, MBS was well known as one of the best Business Schools in Europe and an inclusive institution.

What challenges have you faced in the business world related to your LGBTQ+ identity, and how have you overcome them?

There are these small indirect day-to-day discriminations, that you experience because managers and colleagues assume that your situation is somehow the same as theirs. For example, I don’t know how often I heard “Regards to your wife”. It took me a while to directly address that when it happens.

“Inclusive workplaces have to be lived. It is important for individuals to prove the company culture to new colleagues”

Most times these discriminations were not intended but people just didn’t reflect enough. My feedback was mostly very well perceived and people started to adapt.

Do you feel that businesses are becoming more inclusive and supportive of LGBTQ+ employees? Why or why not?

Yes, they do. As we are lacking well-educated staff in almost all industries and all countries, companies have to focus on the business capabilities potential employees bring and need to provide an environment where employees feel welcomed and appreciated. Only then can companies ensure that they have the skilled and knowledgeable employees they need.

What advice would you give to current LGBTQ+ business students about navigating business school and preparing for their careers?

Connect with community members and support each other.

How can business schools improve their support and inclusion of LGBTQ+ students?

Resource Groups are a good start. I also believe that there is scientific analysis possible to prove to businesses that diversity management, inclusive leadership, and inclusive workplace pay off. There could even be some “consulting” providing backgrounds and knowledge about Diversity and Inclusion Topics, including LGBTQI+, and also supporting the implementation of measures. Business school students and alumni would be a good resource for “consultants”.

What can companies do to better support LGBTQ+ employees and create an inclusive workplace culture?

Rules and codes of conduct are set in most companies today. So formally most companies are fine. But inclusive workplaces have to be lived. It is important for individuals to prove the company culture to new colleagues. I also believe that promoting role models is important.

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