Understanding all of the ins-and-outs of LGBT workplace issues means working together with the many different parties involved, including LGBT people themselves, employers, governmental bodies, NGO’s, entrepreneurs and other stakeholders. More importantly though is recording what is understood for use by our Members and by the LGBT community.
To this end the Workplace Pride works on a regular basis with corporations, governments, universities and other institutions and individuals to produce quality reference material on LGBT workplace issues. This directly benefits Workplace Pride’s stakeholders by providing a verifiable source of quantitative and statistical information on this topic
Workplace Pride also cooperates with IHLIA to maintain the Workplace Pride Collections. This archive material documents the evolution of the LGBT workplace movement in Europe and is open to all researchers.
To deliver archive material for the Workplace Pride collection, please contact IHLIA at the address above or Workplace Pride at: firstname.lastname@example.org
Research and publications that the Workplace Pride has cooperated on to date include:
Establishing Trust in the workplace is the key to coming out
Favorable LGBT policies are a good and vital thing that is a starting point for any organization. However are those policies enough to encourage LGBT people to come out of the closet and ‘be themselves’?
“A Question of Trust: LGBT Visibility in the Workplace” is a groundbreaking study conducted by Ben Capell, PhD candidate at ESADE Business School with the support and collaboration of Workplace Pride. This study examines the nuances in organizational behavior that are conducive (or not) to LGBT people coming out at work.
To download the ‘A Question of Trust’ report: Click Here
Employers and LGBT networks need to co-operate on LGBT inclusion at work
A considerable number of LGBT employees in The Netherlands are still being confronted with a negative attitude at work. The study ‘Talent to Change for’ by Workplace Pride reports exclusion of LGBT employees like the inability to come out at work, homophobia and transphobia, lack of visibility, exclusion from international mobility and harassment.
Researchers for the study, Pro Firmus and the University of Groningen indicate that anxiety about coming out and a homophobic climate impact negatively on the performance and well-being of LGBT employees. The research, which was funded by the Dutch Ministry of Education, Culture and Science (OCW) and carried out in cooperation with the FNV, also shows what should change to improve LGBT inclusion in the workplace.
‘Talent to Change for’ stresses the importance of employers and LGBT networks. Recommendations for employers concern the role of leadership, data collection on LGBT employees, main-streaming diversity and LGBT inclusion, effective communication and valuing the role of LGBT networks. Actions for LGBT networks deal with their governance, improving their membership and defining their role.
To download the Executive Summary ‘Talent to Change For’ in English : Click Here
To download the Executive Summary ‘Talent to Change For’ in Dutch: Click Here
To download the full report ‘Talent to Change for’ : Click Here
“Lesbische, homoseksuele, biseksuele en transgenderwerknemers in het MKB”
(Lesbian, Homosexual, bisexual and transgender employees in SME’s)
“The recognition of barriers to be open about your sexual orientation or gender identity at work is an issue. First of all, the presence of thresholds is not desirable.There are LGBT employees who deliberately don’t come out at work. But, to be open about your sexual orientation should be a personal choice and not, as it seemsfrequently the case, because of fear of negative reactions. Secondly, the differencein perception is not desirable. Employers see fewer barriers than employees themselves. As long as a difference in perception exists, the problem is either underestimated or overestimated. When we see the perception of LGBT employees as leading in terms of the existence of thresholds, than we can conclude that employers underestimate the presence of thresholds. More attention and education seems to be needed, particularly towards employers, regarding these barriers. This is a first (but important) step to the acceptance and openness of LGBT employees. In this regard, SMEs can learn from the experiences in large companies and best practices in SMEs”.
This is just one of the recommendations made in this unique study co-sponsored by Workplace Pride and the FNV trade union, which takes LGBT workplace issues to a new level.
Companies have a potentially rich resource in house: the networks of their employees. Most companies barely scratch the surface of what they can do with the informal networks of their employees, and most do not even fully commit to getting the most out of their formal employee networks. This is a finding of recent research into how corporate gay and lesbian networks and human resource departments work together in six large multinational corporations in the Netherlands . What the networks can offer, if managed as network resources, is the holy grail of human resource management: centers of innovation creating unique knowledge that gives the company an edge on its competitors. Corporate networks natural allies for human resource management.
This groundbreaking study examines the impact of LGBT corporate employee networks on the companies themselves, the employees that are engaged in building the networks as well as on the working environment in which they function. This study was done in close cooperation with the CPP and its respective members.
“Advantage of an LGBT-friendly Workfloor for Dutch Business”
Cooperative study between the Dutch Ministry of Economics the Company Pride Platform and the FNV on the economic value of an LGBT-friendly working environment
Visibility of LGBT employees benefits business. An open company culture makes hiring new personnel easier, stimulates revenue and lowers cost.
Research commissioned by the Dutch Ministry of Economic Affairs shows that diversity is positive for business results. The two partners in the Gay-Straight alliance Company Pride Platform and FNV are confident with this conclusion.
The former Minister of Economic Affairs, Frank Heemskerk commissioned this research last year. The research was carried out by SEOR, the Economic Research Institute of the Erasmus University Rotterdam).
Interim Minister of Economic Affairs, Maria van der Hoeven was presented the report by Paul Overdijk (chairperson Company Pride Platform).
The report concludes that there are sufficient arguments to conduct an open and sound diversity policy in organizations, with LGBT as an important target group.
It shows that diversity policies have positive effects on recruitment, sales and cost. The expenses needed for a good and specific LGBT-friendly diversity policy are modest.
The advisory commission of this research included Paul Overdijk (CPP), Lucia van Westerlaak (Trade Union FNV), Els Veenis (Ministry of Education) and Marcelina Oosthoek (Work floor project CPP&FNV).
Despite the fact that empirical research data for the Netherlands were not available (outside the scope of the research), the report makes clear that companies have a lot to gain from good policies. The advantages range from a better reach at the labour market, higher productivity and lower outflow of LGBT employees to a more innovative company culture. The report emphasizes also the social interest of a better position for LGBT employees on the workfloor.
Important recommendations of the report are a higher visibility of the target group and its issues, commitment from top-management to an LGBT friendly working culture, and training for management and confidential advisors to be sensitive on issues and approach.
Paul Overdijk, Chairperson of Company Pride Platform and of the advisory commission of this research considers this report a good basis for a further dialog with companies: “The economic angle makes it attractive for companies to focus on this subject. We can build on that in the future.”