When evaluating our stage programme in recent years, we have repeatedly seen that the classic company presentation attracts fewer listeners. This also applies to presentations that generally present the company as an open, diverse and appreciative employer. As a rule of thumb, SXS visitors prefer tangible takeaways and learnings that they can take away from your presentation and avoid content that they could find themselves by doing their own research online.

Focus on these guidelines when designing your presentation. Your presentation should fulfil at least one of these goals: EDUCATION. ENTERTAINMENT. INSPIRATION.

Before you start choosing your topic, answer the following questions: What is your overall goal in taking part in STICKS & STONES and to what extent can your stage presence help you achieve it? Who exactly do you want to address and with what desired result?

Recruiting I: Is your primary goal to recruit LGBTIQ+ talent for a large number of your advertised positions in different areas of the company? Or do you want to expand your talent pool?

Recruiting II: Do you have a specific candidate profile in mind, do you want to fill a specific position, or are you focussed on a specific area of expertise due to your industry and company size?

Employer branding: Do you want to present yourself to the widest possible audience as a diverse and appreciative employer with an open corporate culture? Do you have an exciting diversity issue that you are currently working on or do you want to present the activities of your LGBTIQ+ network?

If you want to recruit as broadly as possible and appeal to as large an audience as possible, which in turn increases the number of visitors to your booth, we recommend focussing on “classic” career topics. This includes everything to do with the application process (writing a CV, preparing for a job interview), career planning (job search, job change, lateral entry) and soft skills and personal development (own organisation, leadership qualities, concentration, stress management). Here you can find a list of popular SXS presentations from the last years:

  • Job Searching: Practical Tips and Insights on How to Navigate Today’s Job Market 
  • 10 career tips I wish I had known as a young professional
  • CV Makeover Masterclass
  • Convince in a job interview
  • How do I present confidently?
  • Show yourself and your story – for an authentic career
  • 3 steps to your vocation – find the job that suits you
  • How to become a feedback hero
  • You need to have these skills for modern start-ups to hire you
  • Understanding leadership in digital times

This track ensures the largest possible audience and allows you to address candidates with different backgrounds. However, if you want to address a specific profile and your target group is narrower, you can also cover specialised topics in your presentation. Statistically speaking, your audience will be smaller, but you will be addressing the “right”, interesting people with your presentation. Here are some examples from previous years:

  • Code that moves the world: 5 ways in which code moves people
  • Courage to be yourself – a passionate auditor
  • Ambivalent and attractive: the cultural labour market
  • Recommending podcasts — it’s not about chihuahuas and muffins
  • Preboarding & Onboarding –the first 100 days as an Associate

The third track, which covers all topics related to (LGBTIQ+) Diversity Management & Inclusion, is less suitable for recruiting purposes, but would be a useful option if you want to present your company as an open employer, present your diversity management or your LGBTIQ+ network or network with other people from this field. Here are some examples from recent years:

  • How to Kick Off an Inclusion, Diversity & Belonging Project
  • Maintaining a network and working with your community
  • I don’t belong here: The emotional fabric of workplace culture
  • Allies in a company’s LGBT+ network – Why are they so important?
  • Managing your Unconscious Bias in the Workplace

Whether you choose German or English as your presentation language depends solely on your objective. We did not notice a significant difference in the number of listeners when comparing the turnout rates.

A well-formulated title is half the battle. It can be a little “clickbaity”: it should arouse interest and trigger questions from the person addressed – which then have to be answered in the course of the presentation.

In principle, you are free to choose which persons you send to our stage for a presentation, but please note the following:

A. Diversity: We adhere to a strict quota of 50+ per cent female speakers. Please keep this in mind when looking for a speaker in your organisation. We also encourage you to propose people of colour and neurodiverse people as speakers.

B. Role models: Depending on the topic chosen, it may be a good idea to select the speaker as an inspiring role model for the audience. Let people from your LGBTIQ+ network speak who can be a “best practice” example for the audience.

A large part of the added value of your presentation depends on the preparation and follow-up work.

Promote your talks independently – both externally via your website and social media channels to reach job seekers, and internally via newsletters, employee mailings, etc. to communicate your participation to your own (LGBTIQ+) employees and set an example within your organisation.