Preserved Truths
FAQs
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When determining biological sex, several physical dimensions play a role: chromosomes, hormones, and internal as well as external sex characteristics. Across all of these dimensions, there are more than two variations. Depending on their specific characteristics, biological sex may be intersex, female, or male.
For intersex people, physical characteristics cannot be clearly classified as exclusively male or female, or they may include traits associated with both.
When it comes to gender identity, meaning the social gender a person identifies with, there is a wide spectrum of possibilities. In line with the principle of self-determination, each person knows best which gender they identify with. Even if this does not correspond to the biological sex assigned at birth or to how others perceive them.
Gender equality between women and men is anchored in law and widely recognised as a social ideal. Nevertheless, full equality in everyday life has not yet been achieved in Germany. Existing inequalities become visible through so-called gender gaps, significant differences between women and men in areas such as living conditions, income, and attributed skills and interests.
Examples include the gender pay gap, the gender care gap, and the gender data gap. However, the data these measures are based on usually only refer to women and men, while non-binary and gender-queer people are often not included. As a result, gender gaps capture inequalities exclusively between women and men.
Comprehensive gender equality can only be considered achieved once these gaps have been closed and people of all genders have equal opportunities and full participation in society.
Sources:
Diewald, G.; Steinhauer, A. (2020): Handbuch geschlechtergerechte Sprache; Wie Sie angemessen und verständlich gendern. Berlin: Cornelsen Verlag GmbH, S. 127.
https://www.destatis.de/DE/Themen/Arbeit/Verdienste/Verdienste-GenderPayGap/_inhalt.html
No. Gender refers to a person’s gender identity, that is, the gender they identify with. Sexual orientation, by contrast, describes who a person is romantically or sexually attracted to.
These two aspects are completely independent of each other. Whether a person is cisgender or transgender has no influence on their sexual orientation.
Source:
Kappler, K. (2019): Die Verfolgungen wegen der sexuellen Orientierung und der Geschlechtsidentität als Verbrechen gegen die Menschlichkeit. Baden-Baden: Nomos Verlagsgesellschaft.
This assumption may arise from the fact that many people are currently coming out as genderqueer and publicly identifying with the queer community. Companies are also responding to this social shift and incorporating it into their marketing. For example by releasing rainbow-themed products during Pride Month.
However, being queer is not a trend. Rather, more people today have access to information that helps them become aware of their gender identity and find appropriate language for their perceptions and feelings. In addition, a more open and tolerant society helps genderqueer people feel safer and experience less discrimination or violence. This enables them to live their gender identity with confidence and increases the visibility of gender diversity.
Sources:
https://echte-vielfalt.de/lebensbereiche/lsbtiq/woher-kommt-eigentlich-der-pride-month/
Equality work advocates for equal rights and equal opportunities for all members of society. Differences between individuals can and should exist, but they should not be determined by gender.
Gender equality also means recognising and considering the diverse interests, needs, and priorities of people of all genders. Rigid gender roles, by contrast, assign different, and sometimes opposing, interests, skills, and responsibilities to women and men. This affects, among other things, their economic position and the distribution of unpaid care work, and therefore stands in the way of equal rights and equal opportunities.
Source:
https://eige.europa.eu/publications-resources/thesaurus/terms/1059?language_content_entity=de
The targeted promotion of women might give the impression that a new imbalance is being created. However, men still benefit from significant privileges and advantages based on their gender, while women and other genders are more often affected by discriminatory and exclusionary structures.
The goal of gender equality work is not to disadvantage men. Rather, it aims to achieve equality for women and other genders, to address existing disadvantages, and to create fairness.
At the same time, gender equality efforts can open up new perspectives and opportunities for men. For example, by challenging rigid, traditional notions of masculinity (such as always being strong and confident, not showing emotion, or prioritising career above all). Laws promoting gender equality can also strengthen men’s rights, for instance regarding equal involvement in childcare.
Ultimately, gender equality benefits not only women and non-binary people, but men as well.
Source:
Whether at university, in the workplace, or while shopping, aspects of gender are present in everyday life.
It’s less about political correctness and more about respect and empathy in how we interact with others. By learning about gender and acquiring basic knowledge on the topic, we develop greater understanding. For example, when someone in our environment asks to be addressed with a different pronoun.
Basic gender competence also increases our awareness of gender-related discrimination and inequality. The intensity of political debates around gender does not diminish its relevance in daily life. On the contrary, it highlights the importance of being informed so that we can respond to populist arguments in a factual and constructive way.
Source:
Maier, T. (2021): Re:framing gender. Geschlechtergerechte politische Kommunikation verstehen und umsetzen. Berlin: Friedrich-Ebert-Stiftung Referat Demokratie Gesellschaft & Innovation.
People who make hiring decisions tend to choose candidates who are similar to themselves. This phenomenon is known at the executive level as the “Thomas Cycle,” named after the fact that “Thomas” was for many years the most common name among board members in Germany. Objective selection mechanisms decrease in influence as hierarchy levels rise, while gut feelings gain weight. As a result, male CEOs tend to select successors who resemble themselves.
By 2022, however, “Thomas” was replaced: there are now more CEOs named Christian than there are female CEOs. While the number of working women has steadily increased over the past two decades, leadership positions are still predominantly held by men.
Since there are plenty of highly qualified women at leadership levels, gender quotas are considered a tool to support their career advancement. The goal is not to hire women solely based on their gender, but to ensure they receive the promotions they deserve – promotions that male-dominated power structures might otherwise block.
Source:
https://www.allbright-stiftung.de/kpfe
