Insight Elpro: Konrad Bayer,
Diversity Officer

Could you please introduce yourself and tell us a bit about your professional background?

Of course. I have a background in communications and have worked in various areas of marketing and public relations for nearly 20 years. I’ve been with Elpro for eight years now, and I also serve as the company’s Diversity Officer.

What motivated you to get involved in the field of diversity?

Throughout my career, I’ve consistently seen that diverse teams find solutions faster and more effectively thanks to their different perspectives. From a purely business perspective, diversity and inclusion are crucial for innovation and competitive advantage. But it’s about more than that – it’s about equal treatment and, ultimately, about justice.

What is Elpro doing to promote diversity and inclusion in the workplace?

In recent years, Elpro has undergone a transformation – from a long-established East Berlin company with a relatively homogenous workforce, many of whom had been with the company for decades, to a modern employer that benefits from Berlin’s appeal to people from all over the world. That’s why we’ve launched internal mentoring programs where experienced employees support new team members. This support often goes beyond work-related help. For those who haven’t been in Germany long, assistance with everyday matters can make a big difference and help create a sense of belonging. We also offer language courses at various levels and provide support wherever we can.

What are Elpro’s long-term goals when it comes to diversity and inclusion?

We want Elpro to remain a company where diversity, appreciation, and inclusion are deeply rooted. A company where what matters is collaboration and performance – not where you come from, how old you are, or who you’re with.

What challenges do you encounter most often in your role, and how do you handle them?

In my experience, when conflicts arise, they’re rarely caused by bad intentions – more often it’s due to a lack of awareness or thoughtlessness. That’s why it’s important to understand that hurtful or discriminatory behavior isn’t always intentional. In Berlin, people tend to speak their minds quite freely. If you’re not familiar with that, it can lead to misunderstandings. In those cases, I try to act as a kind of “cultural translator.” That works quite well – being from Munich, I had to get used to the “Berliner Schnauze” myself.

Do you have any recommendations for employees on how to contribute to an inclusive workplace culture?

People sometimes say they’re no longer sure what they’re allowed to say or how to behave without doing something wrong. I think that’s nonsense – and pretty easy to avoid. The key is empathy. If I put myself in someone else’s shoes, if I see the person and not just traits like background, age, or gender, then most things will naturally fall into place.

What do diversity and inclusion mean to you personally?

I’ve often worked in highly international teams. I also spent several years working in and with India, which has greatly expanded my worldview. Realizing that things work differently elsewhere might sound simple, but it’s fundamental to truly understanding human diversity. In Berlin, diversity is already part of everyday life – my personal mission is to ensure that the value of diversity is also recognized and protected in the workplace.