{"id":27541,"date":"2025-05-16T13:32:00","date_gmt":"2025-05-16T11:32:00","guid":{"rendered":"https:\/\/www.rewe-group.com\/en\/?p=27541"},"modified":"2026-03-03T16:24:16","modified_gmt":"2026-03-03T15:24:16","slug":"interest-is-good-an-empathetic-way-of-dealing-with-each-other-is-better","status":"publish","type":"post","link":"https:\/\/www.rewe-group.com\/en\/press-and-media\/newsroom\/stories\/interest-is-good-an-empathetic-way-of-dealing-with-each-other-is-better\/","title":{"rendered":"“Interest is good, an empathetic way of dealing with each other is better.”"},"content":{"rendered":"\n
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Challenging times require determination. Determination to stand up for diversity. That is why we at REWE Group are once again setting an example for diversity, equality and acceptance in various cities on Christopher Street Day this year. Ludwig-Maximilian Hoffmann, Head of Processes and Clearing Center (PCC) OWP at REWE in the Southern Region and one of three national spokespersons for our company’s own LGBTIQ network DITO, explains in an interview why this determination is needed now more than ever.<\/p>\n<\/div>\n <\/div>\n <\/div>\n <\/div><\/div>\n\n\n\n

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\n \"Four\n <\/div>\n \n <\/div>\n\n
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Story<\/p>\n

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25 September 2025<\/p>\n

“A clear commitment to diversity”<\/h2> <\/div>\n <\/div>\n <\/div>\n <\/a>\n <\/button>\n<\/div>\n <\/div>\n<\/div><\/div>\n\n\n\n
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What is the special significance of IDAHOBIT (May 17), the International Day against Homo-, Bi-, Inter- and Transphobia, this year?<\/p>\n<\/div>\n

The 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 once again on the rise worldwide. This year, we want to draw more attention to the need to stand up against prejudice and for acceptance.<\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div>\n\n

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About:<\/h2>

\n Ludwig-Maximilian Hoffmann <\/p>\n\n

Head of Processes and Clearing Center (PCC) OWP at REWE in the Southern Region and one of three national spokespersons for the company’s own LGBTIQ network DITO<\/p>\n \n <\/div>\n <\/div>\n<\/div>\n<\/div>\n\n

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How important is it right now for companies to literally fly the flag?<\/p>\n<\/div>\n

Commitment to LGBTIQ rights is crucial to creating an inclusive, respectful working environment and showing that discrimination has no place at our company. 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 that is characterized by inclusive and accepting values.showing the flag is therefore not just a symbol, but an expression of our fundamental stance for acceptance and against discrimination of any kind.<\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div>\n\n

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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?<\/p>\n<\/div>\n

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 front door of a store or travel agency, they know: Everyone is welcome here, I am welcome here.<\/q>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.<\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div>\n\n

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DITO (different.together) was founded in 2013 by employees to promote greater 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?<\/p>\n<\/div>\n

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.<\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div>\n\n

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What feedback are you hoping to get from the internal postcard campaign for IDAHOBIT, for example?<\/p>\n<\/div>\n

In the postcard campaign initiated for IDAHOBIT, we have made slight changes to typical questions asked of queer colleagues. For example, we ask with a wink: When did you decide that you were straight?<\/q> and want to invite reflection and dialog. We know that the other person doesn’t always mean any harm. Nevertheless, statements such as It’s amazing, people don’t even realize you’re gay<\/q> can make queer colleagues afraid to talk about their private lives at work. We want everyone to feel safe and be themselves. Interest is good, an empathetic way of dealing with each other is better.<\/p>\n<\/div>\n <\/div>\n <\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n

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Postcard campaign for IDAHOBIT <\/h2>
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