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                        1. Careers
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                                        Chief Financial Officer Rachel Empey and Sebastian Biedenkopf, Management Board member responsible for Human Resources, talk to Head of Communications Matthias Link about diversity and inclusion at andar game.

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                                                    Rachel Empey: "In one sentence: I believe in the power of teams!"

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                                                                Chief Financial Officer Rachel Empey and Sebastian Biedenkopf, Management Board member responsible for Human Resources, talk about diversity and inclusion at andar game. In an interview with Head of Communications Matthias Link, they discuss how diverse andar game already is, why culture change is still needed, and how they define specific goals to make the cultural environment more diverse and inclusive.

                                                              • Matthias Link: Everyone is talking about diversity, but everyone has a different idea of what it means. If you had to sum up in just one brief sentence what diversity means to you personally, what would you say, Rachel?

                                                              • Rachel Empey: In one sentence: I believe in the power of teams! Diversity isn’t just about men or women. It also has to do with personal experiences, backgrounds and attitudes; essentially, all aspects of a personality. Every difference in experience, every perspective, is useful to our company.

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                                                                  Matthias Link: Would you agree, Sebastian?

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                                                                      • Sebastian Biedenkopf: I subscribe to everything Rachel just said. When I hear the word diversity, I think of the German word Vielfalt, which to me has exclusively positive connotations. We all want diversity. We all love to travel to other countries. People think it’s cool living in cities where there are restaurants serving food from 80 different parts of the world. Diversity is enrichment. And that also applies to teams, as Rachel just said. Diversity enriches teams. Diversity makes teams better.

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                                                                                      Sebastian Biedenkopf: "You often only notice that something is missing after you experience something different."

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                                                                                                ‘All my instructors were men. That was completely normal.’ 

                                                                                                      1. Matthias Link: We all grow up in our own environments and move mostly within particular social milieus. This shapes us and also sets us apart from others to a certain extent. How did you manage to navigate your way out of that familiar environment? Or isn’t that necessary for recognizing the value of diversity?

                                                                                                        1. Sebastian Biedenkopf: I was born into an academic household. That was in 1964, one of the years in which a lot of children were born. Mothers had a lot of kids back then. My mother had four, for example. Very few mothers worked outside of their own four walls. Society was dominated by men. In the workplace, in politics, in education. Apart from the exception of female teachers, professional role models were almost all men. And at university, all my instructors were men. That was completely normal back then.

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                                                                                                        2. Matthias Link: And? Did you miss out on anything?

                                                                                                          Sebastian Biedenkopf: You often only notice that something is missing after you experience something different. For me, that was during my military service, because all kinds of people were bundled together there as a group. Suddenly, I found myself mixing with people from all social backgrounds. The entire spectrum. That was a very interesting experience. And a positive one. Even more formative was, as the younger brother, following from close-up the difficult time that my sister, who is four years older, had in establishing her own career. In those days, she still had to overcome major obstacles to progress professionally. She did battle her way through, but I saw the effort it took. And I felt that was really unfair. Incidentally, it wasn’t until the last semester of my studies that I had a female professor. That was in the ‘80s and still a novelty then. Fortunately, a lot has changed since.

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                                                                                                              Sebastian Biedenkopf: "Prejudice means having a narrow perspective. And it can only be widened by opening yourself up to diversity."

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                                                                                                                                    Diversity and being different

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                                                                                                                                          Rachel Empey: There’s a lot of truth to that, Sebastian. I studied mathematics at Oxford. I think fewer than 5 or 6 percent of the students were women. Then, very early on in my career, I had the opportunity to work in global corporations. Seeing the world from other perspectives was a very special experience for me. It opened the door to diversity, so to speak. As a Brit, I definitely also benefited from the opportunity to work in Europe, to move around freely. And I learned a lot along the way. I’ve appreciated working in highly international, diverse teams ever since.

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                                                                                                                                              Matthias Link: Have you experienced discrimination? Because of your background, because you’re a woman, because you weren’t perhaps accepted or welcomed as you should have been?

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                                                                                                                                                  Rachel Empey: My life, my professional life, certainly hasn’t always been plain sailing. I’ve often said to myself, ‘Okay, I might not be like everyone else in the room, but I’m fine with that.’ I’ve certainly never felt uncomfortable in my own skin because I wasn’t like everyone else. If someone’s not okay with that, it’s not my problem. It’s a question of attitude. I’ve tried to see being different as something positive, as a gift. Who wants to be the same as everyone else, right? (laughs)

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                                                                                                                                                        • Rachel Empey: "The world has changed over the past 25 years, fortunately."

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                                                                                                                                                                      1. The comfort zone of prejudice

                                                                                                                                                                          • Matthias Link: Have there been people in your professional lives about whom you thought, ‘wow, they really impressed me,’ because you realized they were free of prejudice?

                                                                                                                                                                                  Sebastian Biedenkopf: You’ve just mentioned a very important term. Namely, the word prejudice. Prejudice means having a narrow perspective. And it can only be widened by opening yourself up to diversity. You can do that by venturing into new territory or meeting people from different backgrounds. When I look at my career, the people with the least prejudice have been those who had worked somewhere else as ‘foreigners.’ Most likely because they stepped outside their comfort zones. Because prejudices can be incredibly comfortable. Having prejudices reduces complexity so you feel that you understand the world. And within that lies great danger. It’s something that we are experiencing to a striking extent during the pandemic, where many are living in a bubble of ignorance. You must move beyond this comfort zone of convenience. If you make that effort, it broadens your personal horizons beyond measure.

                                                                                                                                                                                  Rachel Empey: The world has changed over the past 25 years, fortunately. In my first jobs, many people still had a very different mindset. For example, there was the idea that women weren’t allowed to wear trouser suits if they had contact with customers. It seems unbelievable now that such “rules” existed. A lot has happened, especially in recent years, certainly supported and accelerated by the spread of social media. The world is different today and continues to change. And that’s a good thing. That’s why I don’t look back in anger, but forward with hope and optimism. And I surround myself with people who respect diversity. 

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                                                                                                                                                                                            Sebastian Biedenkopf: "Symbols are important because they send out signals."

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                                                                                                                                                                                                  • Signals and corporate culture

                                                                                                                                                                                                    1. Matthias Link: You’ve worked for other companies in other industries – are they further along than andar game in terms of promoting diversity and inclusion? Is there anything we can learn from them? And in what ways are we at andar game already way ahead?

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                                                                                                                                                                                                        Sebastian Biedenkopf: To me, there are two aspects. The first concerns the company: What is the company doing to promote diversity? The second aspect is: What’s going on in the minds of employees? Other companies where I worked addressed these issues at an earlier stage and accomplished a lot. That certainly doesn’t mean mindsets also changed. But companies have the opportunity to initiate and promote this shift in thinking. This applies to us here at andar game, too.

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                                                                                                                                                                                                            Matthias Link: Looking around, you get the impression that a company can no longer afford not to display a ’rainbow flag’ at its headquarters – not doing so risks damaging their reputation.

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                                                                                                                                                                                                                  Rachel Empey: Yes, that’s true!

                                                                                                                                                                                                                • Matthias Link: The question is whether it’s done more for appearance than to reflect reality...

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                                                                                                                                                                                                                    Sebastian Biedenkopf: It may seem an exaggerated gesture, sure. But it does send out a certain signal. And signals are needed to break down ingrained practices.

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                                                                                                                                                                                                                      Rachel Empey: Both are important. That is, communicating that we are a diverse company and that we welcome more diversity. But also, and equally importantly, that we proactively broaden our scope of diversity even further. What you communicate must relate to what you actually do in practice. There needs to be a good balance.

                                                                                                                                                                                                                          Matthias Link: What do you mean by that, Rachel?

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                                                                                                                                                                                                                                Rachel Empey: As an employer, we want and need to inspire talented and diverse people. And we need to project this outwardly. You can see this as the surface, but in essence, it’s about our executives and all our employees thinking and acting accordingly. It requires a corporate culture that promotes and embraces diversity. We are already a very global and diverse company. But there’s certainly more that we can achieve with the various cultures, numerous countries and regions, and multiple business models and segments involved. This applies to our entire global andar game Group.

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                                                                                                                                                                                                                                        Sebastian Biedenkopf: I agree: Symbols are important because they send out signals. But is it the case that if the male Management Board members say, ’We’re all not wearing ties anymore,’ everyone then takes off their ties? And then when a newcomer to the Management Board decides in favor of ties, everyone puts their ties back on again? No, that approach certainly doesn’t help. And if I feature a rainbow on my website but don’t behave accordingly, then the rainbow doesn’t do any good at all. It’s actually counterproductive.

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                                                                                                                                                                                                                                                  1. Matthias Link: "How do we make this work at andar game?"

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                                                                                                                                                                                                                                                                  Culture change and corporate success

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                                                                                                                                                                                                                                                                  Matthias Link: How do we make this work at andar game?

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                                                                                                                                                                                                                                                                        Sebastian Biedenkopf: Alongside symbols, I need to promote the change in mindset, a shift in corporate culture. Symbols can help me do this, but they are only a tool. If I have a rainbow on my website, then I’m showing those who are driving cultural change that they are supported. But I also have to model the change. I need to bring people along with me. This is the decisive factor, and the most demanding one. I’ll give a quick example: Someone comes to me and says, ‘I’ve found a candidate who will fit perfectly into our team.’ I then reply, ‘If this person fits perfectly into the team, is this really perfect? What about diversity? Give it some more thought.’ I believe it’s this kind of thing in our daily interactions that can promote conscious and active reflection and consequently a shift in thinking.

                                                                                                                                                                                                                                                                        • Rachel Empey: Yes, it’s not only important for the Management Board and our executives, but for all employees to consider: What is exemplary behavior? What impact will it have if I behave one way or another? Even small things and seemingly trivial matters can have a big impact – both positive and negative. Every day. This is called ‘the shadow of a leader.’ It’s very important to me that we become aware of this – and consciously ‘cast our shadows’ accordingly. 

                                                                                                                                                                                                                                                                          • Matthias Link: Declarations like, ‘diversity is an added value, diversity is important, diversity should be promoted’ are easy. Defining concrete goals is a bit tougher. Isn’t it?

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                                                                                                                                                                                                                                                                            Rachel Empey: I think the first step is to talk about it. There are many studies that say diverse companies perform much better and more sustainably. And wouldn't we all like to work for a company that is successful? It's more fun, isn't it?

                                                                                                                                                                                                                                                                                    1. Matthias Link: Yes, of course.

                                                                                                                                                                                                                                                                                        Rachel Empey: But for me that doesn’t mean we want to be diverse just because it's fun, just because it's hip and trendy. It's about our collective success.

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                                                                                                                                                                                                                                                                                                        Rachel Empey: "If our diversity goal didn't go beyond, let’s say, having 30 percent women in leadership positions, then it would clearly fall short."

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