Company's stance on gender issues: "An about-face would be acceptable, provided it boosts the stock value"
In a recent interview with a Berlin newspaper, an employee of the technology giant SAP, Elias P., has revealed significant internal pressure in dealing with the company's approach to gendering. At the heart of the controversy is SAP's 20-page "Gender Guide," which regulates language use within the company.
The guide, titled "A Balanced Approach to Fulfilling the Communication Needs of a Publicly Traded Company," aims to communicate inclusively. Instead of using traditional gender-specific terms like "he" or "she," SAP recommends the use of "singular they." The guide also provides clear guidelines for addressing people, such as using "Ms." or "Mx." instead of "Mrs." or "Miss."
However, not everyone within SAP is on board with this initiative. Many employees, including Elias P., have expressed concerns about the potential implications of the guide, particularly for those with migration backgrounds. Elias P. states that approximately 25 million people with migration backgrounds in Germany, many of whom did not grow up with German as their first language, could potentially be excluded by overly complex language rules.
Moreover, Elias P. criticizes the guide for being difficult to circumvent and burdening people with functional illiteracy or visual or hearing impairments. For instance, the guide prefers the use of the colon inside words for German texts, but this can be a barrier for people with reading or vision difficulties.
Elias P. also argues that SAP cannot claim that certain groups are not represented internally, particularly with regard to migration background. Despite SAP's reputation for employing people from all cultural backgrounds, Elias P. believes that the company's use of gender-neutral language is driven more by external image and international rankings rather than inclusion.
In response to these concerns, the management has admitted at the annual meeting in the United States that they must comply with "legal frameworks" to continue being present in the US business. However, Elias P. finds it confusing that SAP acknowledges these arguments but responds in conversations with the HR department that many of these groups are not represented in the company.
The guide was written by an Indian woman living in the USA who does not speak German, and all German examples were provided by an American woman who is not a native speaker. This has led to questions about the guide's effectiveness and relevance to the majority of SAP's employees.
The guide also emphasizes that no one should be unfairly judged based on whether they apply these guidelines in their own communication. However, a colleague who asked not to be addressed in a gender-neutral way was portrayed as problematic in front of the team, further fueling the internal debate.
SAP temporarily abolished its women's quota and all ongoing diversity programs in the United States due to President Trump's critical stance towards such measures. This move has added to the concerns raised by Elias P. about SAP's commitment to inclusivity and diversity.
In conclusion, the debate surrounding SAP's "Gender Guide" highlights the complexities of navigating inclusivity in a global corporation. While the guide aims to promote inclusivity, concerns about its practicality and potential exclusion of certain groups persist. The ongoing dialogue within SAP serves as a reminder of the need for careful consideration and balanced approaches in these sensitive matters.
Read also:
- Impact of Alcohol on the Human Body: Nine Aspects of Health Alteration Due to Alcohol Consumption
- Understanding the Concept of Obesity
- Tough choices on August 13, 2025 for those born under Aquarius? Consider the advantages and disadvantages to gain guidance
- Microbiome's Impact on Emotional States, Judgement, and Mental Health Conditions
