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# Diversity Matters: ÖBB’s Innovative Approach and why we need Queer Thinking in IT

Can authentic inclusion improve software quality? See how the Austrian Federal Railways attracts top tech talent. Discover why queer thinking drives agile innovation and resilient engineering.

- **Speakers:** Nina Strempfl, Georg Mayer
- **Event:** WeAreDevelopers LIVE
- **Published:** June 12, 2024
- **Duration:** 47:41
- **URL:** https://www.wearedevelopers.com/videos/908-diversity-matters-obb-s-innovative-approach-and-why-we-need-queer-thinking-in-it

## Summary

The Austrian Federal Railways (ÖBB) faces a monumental shift as it navigates an agile digital transformation while managing an impending generational retirement wave in its IT workforce. To modernize a century-old infrastructure and attract top technical talent, ÖBB has overhauled its organizational hierarchy, establishing a Lean Agile Center of Excellence (LACE) that emphasizes product ownership, scrum methodologies, and agile release trains. This overhaul prioritizes digital future-readiness to better orchestrate complex operations and deliver seamless customer experiences.

Addressing a fiercely competitive, talent-driven market requires systemic cultural change rather than superficial employer branding. ÖBB launched the "QBB" Rainbow Network to foster a genuinely inclusive workplace for LGBTQ+ employees. Growing to over 300 members, this internal network drives recruitment by projecting authentic diversity, supported by structural safety nets like zero-tolerance policies, anonymous regional equality officers, and highly visible leadership buy-in—preventing mere "pinkwashing" and building tangible trust.

Integrating queer thinking into IT operations directly enhances technical problem-solving and software quality. Individuals adept at navigating complex social dynamics and marginalization often bring empathy-driven leadership to engineering teams, making them naturally inclined to challenge outdated legacy paradigms. Empowering these diverse teams with psychological safety provides the necessary freedom to run agile technical experiments, significantly improving time-to-market and yielding resilient, customer-centric digital products.

**Keywords:** agile digital transformation, inclusive workplace culture, employer branding strategies, IT talent acquisition, agile release trains, lean agile center of excellence, LGBTQ+ employee resource groups, queer representation in tech, empathy-driven leadership, psychological safety in engineering, cross-functional team building, product owner roles, overcoming legacy modernization resistance, diversity and inclusion policies, corporate change management

## Chapters

1. **Introducing company context and assessing workforce demographics** (00:02) — Background on the enterprise structure and the scale of its aging workforce.
1. **Driving digital and agile transformation within older enterprises** (07:20) — How establishing agile teams and reducing hierarchy modernizes historical enterprise structures.
1. **Implementing diversity initiatives to combat workforce retirement gaps** (14:07) — Targeting underrepresented demographic groups fills widening talent gaps caused by retirements.
1. **Establishing and scaling an internal LGBTQ+ rainbow network** (18:25) — Creating dedicated support groups builds a safe corporate culture that retains diverse talent.
1. **Leveraging queer thinking for better IT problem solving** (25:22) — How marginalized experiences foster empathy and unconventional approaches to technical challenges.
1. **Measuring the effectiveness of enterprise diversity and inclusion efforts** (31:34) — Tracking quantitative quotas alongside observable market improvements evaluates the impact of inclusion programs.
1. **Demonstrating authentic diversity to avoid corporate pinkwashing backlash** (33:56) — Systemic operational changes and sustained leadership buy-in validate genuine diversity over surface-level marketing.
1. **Integrating employee network feedback into corporate branding activities** (36:07) — Highlighting real employees and adopting small visible symbols normalizes internal diversity.
1. **Addressing internal resistance during major corporate cultural transformations** (40:04) — Patient communication and clear explanations of purpose overcome employee fear toward new policies.
1. **Protecting employees through clear anti-discrimination policies and processes** (42:54) — Establishing helplines and zero-tolerance mandates provides structural safety for marginalized staff.
1. **Reflecting on impactful moments within corporate employee networks** (44:14) — Visible representation and active community building transform skeptical hires into engaged corporate advocates.

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- [Overcoming engineered biases to achieve equal technology representation](https://www.wearedevelopers.com/videos/549-keynote-hidden-histories) (from "KEYNOTE: Hidden Histories")
- [Q&A on making workplaces inclusive and software career advice](https://www.wearedevelopers.com/videos/867-from-developer-to-instructor-and-devrel-navigating-roles-as-as-a-woman-in-the-tech-industry) (from "From developer to instructor and DevRel: navigating roles as as a woman in the tech industry")
- [Fostering diversity in widespread global software companies](https://www.wearedevelopers.com/videos/862-diversity-as-a-growth-and-happiness-factor-in-agile-development) (from "Diversity as a Growth and Happiness Factor in Agile Development")
- [Exploring workforce impacts regarding diversity and evolving career paths](https://www.wearedevelopers.com/videos/869-inside-the-ai-revolution-how-microsoft-is-empowering-the-world-to-achieve-more) (from "Inside the AI Revolution: How Microsoft is Empowering the World to Achieve More")
- [Implementing measurable diversity and inclusion practices](https://www.wearedevelopers.com/videos/1223-coffee-with-developers-babette-wagner) (from "Coffee with Developers - Babette Wagner")

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