A transgender handbook published by Deutsche Telekom in autumn 2022 is currently causing controversy. The debate is currently being fueled by claims that the manual prescribes “ideological rules of behavior and language” and that opposing voices are “denounced”. But how much truth is there in these claims?

ClaimsFact check
Telekom's transgender handbook enforces ideological rules of behavior and language.The manual makes it clear that the instructions included are recommendations, not prohibitions. It understands gender as something that includes biological characteristics.
The handbook promotes denunciation.The manual emphasizes that it is completely okay and respectful to use a person's name instead of their chosen pronoun. It does not call for denunciation if someone chooses not to use neopronouns.
The manual forces the use of neopronouns.The manual introduces neopronouns and recommends their use, but makes it clear that their use is on an individual basis and requires practice. It's okay to use a person's name if the pronouns are confusing.
All Telekom employees must wear pride flags.This is false information. The manual emphasizes acceptance and empathy rather than imposing certain symbols or actions.

It was fall 2022. The leaves had begun to shine with bright colors before falling gently to the ground. But it wasn't just nature that was preparing for the change. There was also a change in the offices of Deutsche Telekom, one that would make waves.

The Transgender Handbook Incident

Telekom had published a transgender handbook, a guide that was intended to make the company more open and welcoming to everyone, regardless of gender identity and expression. It was a shining moment, a symbol of progress and acceptance. But not everyone saw and sees it that way.

The dark clouds of discontent began to gather. Online voices, mostly hidden behind troll profiles, accused the company of imposing “ideological rules of behavior and language” and of “denouncing” anyone who rebels. The storm was approaching and Telekom was in its sights.

The Handbook: Facts vs. Fiction

Despite the initial turmoil, Telkom had made it clear that its transgender handbook was not intended to control or oppress anyone. It was explained that gender encompasses biological characteristics and is assigned in binary terms in most cultures.

The instructions for “Allies” contained in the manual were presented as recommendations and not as prohibitions. The goal was not to force people into a certain way of thinking, but rather to raise awareness of the challenges trans people face.

Language and identity

The section on pronouns and neopronouns received particular attention. The manual's recommendations to use these sparked much of the controversy. However, it was clearly established that it is completely okay and respectful to use a person's name instead of their chosen pronoun.

In the eye of the storm

Telekom had already published a statement on its manual . It was aimed at those who wanted to polarize by taking things out of context. She explained that the use of neopronouns may sound unusual and not everyone will encounter them in everyday life. It was emphasized that everyone is free to comply with the request for certain pronouns or not.


Deutsche Telekom: Why we published a transgender handbook!

What happens when people don't identify with the gender assigned at birth? What does this mean for you in your work environment, but also for your managers and your team? There are many questions there. This starts with which toilet the person is now using and how the gender change can be made in IT systems. What is the best way to communicate the name change? How do I deal with this respectfully as a manager and team member?  

For this reason, we sat down with people from our company and discussed these questions with them. The result is a guide: The Transgender Handbook . It is intended to support colleagues in dealing with people in transition. In other words, people who adapt their external appearance to their perceived gender identity. Deutsche Telekom promotes an open and honest culture in the workplace and wants all employees to be able to be themselves. We want everyone to feel welcome and accepted for who they are.

The handbook is intended to serve as a guide when dealing with a topic that is still taboo for many. It aims to support everyone at Deutsche Telekom. Regardless of how they identify. In the end, it is and remains a guide: None of it is mandatory, none of it is controlled. I want to explain to you below why we explicitly emphasize this.  

Criticism is inevitable

We knew that the topic was polarizing and we knew that it would attract people who had different opinions. This also means that many of those who reject the topic are not interested in discussing it. They want to polarize. They do this by taking things out of context and misrepresenting them. So here are a few words of classification for those who are interested in our view of things.  

The criticism was primarily directed at the passage in the manual that deals with pronouns. For example, if a woman changes her gender identity, the person usually wants to be spoken about as a man. For example: “This is his workplace.” instead of “This is her workplace.” But there are also people who identify as neither male nor female. And these people sometimes choose a so-called “neo-pronoun”. We give “nin” and “nimse” as examples in the manual. So, to stick with the example above, the sentence was “This is not your workplace.” Admittedly, this sounds unusual and we probably encounter it less often in everyday life. Whether or not you comply with the request for appropriate pronouns is of course up to you. A completely unproblematic alternative is to use the first name instead: “This is Kim’s place of work.” Nobody at Telekom is forced to use neo-pronouns. Nevertheless, we think it is important to inform that such a thing exists and what the background is.

After the manual was published, the critics primarily referred to these neo-pronouns. An example of what it can be like in personal interaction after a transition quickly turned into the statement that Telekom generally stipulates the use of neo- rather than “classic” pronouns and monitors compliance. This is of course complete nonsense. We demand that our employees treat each other with respect. And this also includes respecting the wishes of the other person. Every person at Telekom makes the decision for themselves.

Another common false claim is that we are encouraging denunciation. As I said: The guide is recommendations that you can implement individually, but you don't have to. What we do not tolerate, however, is discrimination. Like many other companies, Deutsche Telekom has a reporting portal for compliance cases of all kinds. This can also include discrimination or bullying. This will be checked on a case-by-case basis. Both are required both by law and in the spirit of a good corporate culture and, in our view, should be part of the democratic consensus.  

What do I find unfortunate about the discussion? That it distracts from the actual intention of the transgender handbook. Namely, to help people during their transition – an already challenging time. And also to sensitize the employees in their environment to treat each other with respect.

Our attitude

It's clear that the topic of personal approach is just that: personal. It's about our identity. It's about my identity. And that's where emotions run high. We respect that. We respect all people. And we want to offer everyone who works with us the best place to work. This also includes supporting everyone in being able to be who they are. Diversity requires more than coloring the company logo in rainbow colors for Pride Month. Diversity must be lived. Every day. We are convinced that living diversity is the right way.

As Deutsche Telekom, we will continue to promote diversity in all its facets. In 2021, we expanded our diversity policy for diversity, equal opportunities and inclusion to include all diversity dimensions: age, ethnic origin and nationality, gender and gender identity, physical and mental abilities, religion and worldview, sexual orientation and social background.

We are convinced that diversity makes us better and more economically successful. This has been clearly proven by studies for a long time. Actually, it's generally known. McKinsey again . Executive teams that include both women and men are 25 percent more likely to be above-average profitable. Ethnically diverse teams even achieve up to 36 percent better results.

But alongside all the studies that provide arguments for the economic success of diversity, there is one thing we must not forget. Namely, what it's all about: people. About your well-being and your health. To have fun at work. About a fear-free working environment. And that is why every study on the contribution of diversity to success is of secondary importance. Because we at Deutsche Telekom live diversity for one reason: because it is simply the right thing to do.


Supportive measures and misunderstandings

Telekom made it clear that there were additional options for support, such as training. Opponents of the handbook had claimed that all employees would be required to wear Pride flags, which was simply not true. Telekom has also made it clear that it does not encourage people to inform.

MIMIKAMA
Screenshot: Statement from Deutsche Telekom

Discrimination

Telekom has made it clear that discrimination will not be tolerated. Like many other companies, Telekom also has a reporting portal for compliance cases of all kinds. This can include discrimination or bullying, and this is checked on a case-by-case basis.

Deutsche Telekom also commented on this on Twitter on July 18, 2023 and wrote: “The manual provides orientation for everyone who wants to deal with the topic objectively & is not a must. We do not call for denunciation. Nevertheless, we do not tolerate discrimination and stand for respectful treatment. That should be democratic consensus.”

Conclusion: The controversy surrounding Telekom's transgender handbook has shown that progress is often accompanied by challenges. But history has also shown that out-of-context information and misrepresentations can be dangerous and fuel hatred against marginalized groups.

It is therefore important that each individual conducts their own research and critically questions disinformation. Just as the leaves fall in autumn and make way for new growth, our society must constantly grow and change to be truly inclusive and accepting.

Also read: Video fact check: Attack on young people by kicking them in the head in the park


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Notes:
1) This content reflects the current state of affairs at the time of publication. The reproduction of individual images, screenshots, embeds or video sequences serves to discuss the topic. 2) Individual contributions were created through the use of machine assistance and were carefully checked by the Mimikama editorial team before publication. ( Reason )