Press reports, statements & interviews

At the end of 2025, the magazine Neue Narrative is focusing on the topic of allyship in its issue #25 “Leading safely in uncertain times”. I give input on a concrete allyship step-by-step plan in companies and tell editor Laura Erler: “All colleagues, especially managers, must recognize that discrimination is a structural problem”. You can find out more about the step-by-step plan in the article worth reading!

Crisp statement on NDR Info: Triggered by Correctiv’s research, many people have taken to the streets against the AfD and right-wing extremism in Germany. Business representatives have also taken a stand. NDR journalist Susanne Tappe asked me what I thought.

Exciting radio feature with the BR2 Nachtstudio: My interview is about the fact that many companies are “woke”, especially in marketing, and that managers also take part in racism training – but not to really change anything. You can hear a journey through the critique of capitalism, criticism of neoliberal DEI bubbles and more of my thoughts from minute 38 onwards.

Controversial topic in the HR department podcast: should companies take a clear political stance in view of the upcoming state elections in the east and the feared AfD victory? We give tips on what needs to be considered, how companies can take a clear stance and try to encourage people to play an active role in shaping our democracy.

For the magazine Junge Wirtschaft of the Wirtschaftsjunioren, I have reflected critically on the topic of performance. My commentary is part of a double-page spread: Jens Teutrine, Chairman of the Young Group of the FDP parliamentary group and member of the Bundestag, takes the opposite position. I say: Anyone can rise socially through their own performance? I can only smile wearily at this diversionary strategy. Because, conversely, it means that anyone who doesn’t achieve this social advancement hasn’t worked hard enough. Read more at the link.

In the Fortune Magazine article (2020), I explain that ethnicity and race are two different things and call for more precise language. I also problematize the fact that we have no data on race and ethnicity in Germany.

This article is all about diversity in marketing. I explain why the way forward is from the inside out – i.e. value-oriented from within the company. And I give three practical tips on how companies can become more diverse.

I gave a fascinating interview for the newspaper Kommunale Wirtschaft: It’s about how applicants can better recognize companies that really take DEI seriously, about unconscious bias and valuable practical tips.

In the Deutsche Welle article (2020), I show why it is so important to collect quantitative data in the field of race.

In an interview with agyleOS, I use real-life examples to show how diversity is understood and practiced in companies and what role the management level has to play.

I talk to Good Jobs about what to look out for and what steps are needed to prevent stereotypes and discrimination in the world of work.

I talk to Kenjo about D&I in Germany and Europe, my own D&I journey and share five key tips to help companies in DACH succeed in their D&I mission.

The Deutsche Welle article (2020) deals with the reaction of corporations in Germany to the Black Lives Matter movement.

“DEI can be joined by HR” – a common suggestion. Unfortunately not a good one. Many topics are definitely the responsibility of People & Culture/HR teams. But many are not. I am delighted that I was able to debunk some DEI myths with Jennifer Seiffarth aka Die Personalabteilung in her podcast. Including this one!

An entertaining 37 minutes await you here.

In an interview with Nielab Yuanda-Nassery from Co:X and New Work Women, I talk about the structural and institutional aspects of DEI and link them to my story. An exciting conversation about capitalism, allyship and problems that urgently need to be addressed.