We are happy to announce the launch of our Member Dashboard, your exclusive gateway to maximising your experience within our vibrant community. As valued members, your seamless interaction and engagement are paramount to us, and our dashboard is designed to cater to your unique needs.
The Member Dashboard offers many tailored resources, toolkits, event highlights, learning modules, and member exchanges, all designed specifically with you in mind. You will find everything you need to enhance your participation and make the most out of your membership.
To access your Member Dashboard, simply log in using your member-only login details. These are currently being rolled out over the next few weeks. Once logged in, you will be greeted with a wealth of opportunities to learn, and grow within our community.
We are excited to embark on this journey with you and look forward to seeing you thrive within our community through the use of your Member Dashboard.
Welcome to your enhanced membership experience!
Demystifying LGBTIQ+ Workplace Inclusion in India: A Step Towards Equality
Pictured from left to right: Shubha Chacko, Solidarity Foundation; Priyanka Shetty, Pride Circle Foundation; David Pollard, Workplace Pride; Viswanath PS, Randstad India; Lyn Lee, Shell; Geetha Ramadevi, Relex India; and Zahara Fernandes, Accenture India Operations.
Bengaluru, March 21st, 2024 – In a nation where tradition, modernity, and economic prowess intersect, the journey towards LGBTIQ+ inclusion in the workplace is not just an evolution; it is a critical societal transformation. Nowhere is this more evident than in India, where workplaces are grappling with the challenges and opportunities of fostering diversity and inclusivity.
Bengaluru played host to the second conference organised by Workplace Pride on March 21st, 2024, titled “Demystifying LGBTIQ+ Workplace Inclusion in India.” This landmark event, in collaboration with Shell, a leading member of Workplace Pride, brought together a diverse array of stakeholders—from major private and public sector employers to international experts and representatives from India’s LGBTIQ+ Civil Society.
The conference, moderated by Pratibha Priyadarshini, Vice President and Head of HR at Shell Companies in India, set the stage for insightful discussions and actionable strategies. The day began with a resounding call to action, emphasising the collective responsibility in driving meaningful change. International and local perspectives were shared by David Pollard, Executive Director of Workplace Pride, and Zainab Patel, Board Member of Workplace Pride, providing a global context and shedding light on India’s unique challenges.
Navigating Challenges Ahead
Facilitated by Pratibha Priyadarshini, a diverse group of industry leaders engaged in a stimulating conversation titled “Navigating Challenges Ahead: Fostering Unity between Employers and Communities.” The panel comprised representatives from organisations, such as Zainab Patel of Pernod Ricard, Debanjali Sengupta from Shell Lubricants, Akanksha Agarwa representing Unilever, and Geetha Ramadevi of Elsevier. Together, they delved into the multifaceted obstacles surrounding the inclusion of LGBTIQ+ individuals in work environments. From navigating policy implementation to fostering cultural shifts, the discussion highlighted the crucial role of collective efforts and allyship in overcoming these challenges.
From the insightful panel moderated by David Pollard, featuring voices from Pride Circle Foundation, Solidarity Foundation, Randstad, and TU Delft, to the thought-provoking presentations by Zahara Fernandes of Accenture India Operations, each session delved deep into critical topics surrounding LGBTIQ+ inclusion in the workplace.
Breakout sessions provided platforms for in-depth exploration and practical solutions. From measuring success and implementing inclusive policies to leveraging allies and connecting business to civil society, attendees engaged in constructive dialogue aimed at driving tangible change.
During the concluding plenary, moderators highlighted pivotal insights from breakout sessions, underscoring the significance of collaborative efforts and mutual learning. The diplomatic panel, comprising representatives such as Ewout de Wit, Consul-General of the Kingdom of the Netherlands, James Godber, Deputy Head of Mission at the British Deputy High Commission in Bengaluru, and Hilary McGeachy, Consul-General of Australia in Bengaluru, provided invaluable perspectives on worldwide initiatives concerning LGBTIQ+ workplace inclusion.
Commitment and Declaration of India
The conference culminated with the signing of the Declaration of India, symbolising a united front in advancing LGBTIQ+ workplace inclusion across the nation. View the Declaration of India here.
“One of the things that really inspires me about the Workplace Pride community is how open people are to share ideas, successes and challenges. It makes progress happen so much quicker. So it’s a privilege for Shell to be hosting this conference and to be one of the first signers of the Declaration of India.” – Lyn Lee, Chief Diversity, Equity and Inclusion Officer, Shell
Conclusion
The conference on LGBTIQ+ workplace inclusion served as a catalyst for meaningful dialogue and tangible commitments. As participants departed with renewed energy and resolve, the event underscored the power of collective action in shaping a more inclusive and equitable workplace landscape in India.
The journey towards LGBTIQ+ inclusion in Indian workplaces is far from over, but with each conference, declaration, and commitment, the path becomes clearer. As the organisers Workplace Pride extend our gratitude to all who contributed, the momentum towards a more inclusive future continues to build, paving the way for a workplace where diversity is not just embraced but celebrated.
Workplace Pride Conference Opening Reception Illuminated by Lamp Lighting Ceremony
Pictured from left to right David Pollard (He/Him) Executive Director Workplace Pride, Ewout de Wit (He/Him), Consul General of the Kingdom of the Netherlands, Lyn Lee (She/Her) Chief Diversity, Equity and Inclusion Officer at Shell, Hilary McGeachy (She/Her), Australian Consul General Bengaluru, James Godber (He/Him), Deputy Head of Mission, British Deputy High Commission Bengaluru
Workplace Pride Conference Opening Reception
On the evening of March 20th, amidst the elegant ambiance of Shangri-La Bengaluru, distinguished guests gathered to mark the commencement of the Workplace Pride Conference: “Demystifying LGBTIQ+ Workplace Inclusion in India.” Hosted by Shell, this exclusive by-invitation-only networking reception welcomed individuals from civil society, including representatives from the diplomatic corps such as Hilary McGeachy (She/Her), Australian Consul General Bengaluru; Ewout de Wit (He/Him), Consul General of the Kingdom of the Netherlands; and James Godber (He/Him), Deputy Head of Mission, British Deputy High Commission Bengaluru. Chief Diversity, Equity and Inclusion Officer at Shell Lyn Lee (She/Her) joined David Pollard (He/Him) to open the reception.
Mr David Pollard (He/Him), Executive Director of Workplace Pride at the opening reception for the “Demystifying LGBTIQ+ Workplace Inclusion in India” Conference.
The evening commenced with the traditional lamp-lighting ceremony. Symbolising enlightenment, unity, and auspicious beginnings, this ceremony set a profound tone for the evening’s proceedings. As the dignitaries illuminated the lamp, it signified a collective commitment towards fostering inclusive workplaces and advocating for diversity across the region.
This reception served as a precursor to the main event, aiming to unite participants of the conference, members of the diplomatic corps, local LGBTIQ+ civil society organisations, and representatives from both local and international employers operating within the region. It provided a platform for meaningful dialogue, collaboration, and celebration of strides made in advancing workplace inclusivity.
As part of the Workplace Pride Conference legacy, we anticipate further enriching discussions and collaborative efforts toward creating an environment where every individual can thrive authentically, regardless of their sexual orientation or gender identity. Together, let us illuminate the path towards a more inclusive future.
Authors:Savannah Fischer (She/Her), VP Fischer Solutions | SophieJeckmans (She/Her), Board member & Trans+@WP community lead at Workplace Pride , Manager at ING | Marjolein Verkouter (She/Her) Head of Technical Operations and R&D at Joint Institute for VLBI ERIC.
Transgender Day of Visibility, or TDoV for short, was founded in 2009. Last Sunday, March 31st, we celebrated Easter and Transgender Day of Visibility (TDoV). Easter dates vary each year, while TDoV is always March 31st. In its relatively short existence, TDoV has overlapped with Easter twice: in 2013 and 2024. It will not do so again until 2086.
Why care about such accidents on the calendar? It provides an exciting example of how visibility is a double-edged sword. TDoV is a celebration of living transgender people. It’s the counterpart to Transgender Day of Remembrance, which was started in 1999 as a memorial to several black transgender women who were murdered.
Transgender visibility has gone through several phases over the last three decades. For example, in the 1990s era, the mainstream sensibility around transgender people being visible was one of disgust. See the horrible representation in films like the successful 1994 comedy Ace Ventura: Pet Detective.
In the late 2000s and early 2010s, the mainstream conversation started to shift. LGBTIQ+ rights were beginning to improve: gay marriage is being recognised in more and more countries, and it feels like transgender people might be deserving of respect. TDoV started in 2009.
By the late 2010s, more and more 100% visible transgender people were flourishing in the public eye. By the early 2020s, the cat’s really out of the bag: more and more people feel comfortable expressing gender and identity in ever more flexible ways. The space that has opened up has let people thrive and have confidence in who they are in unprecedented ways. There has been a tremendous positive cycle of visibility, but there has also been a terrible negative cycle of visibility. We will examine both.
The Positive Cycle of Visibility -> Into the Workplace
Someone courageous comes out of the closet and starts living their truth. They advocate for themself. They flourish, and the world doesn’t seem to mind. It is a better place.
They become role models for others. Because of them, other people come out of the closet themselves. Other people become allies because they get to know them, and now they are better friends, parents, and colleagues for transgender or gender non-conforming people they encounter down the road.
Organisations that want to foster inclusive and welcoming spaces publicly celebrate TDoV. For instance, the American National Women’s Soccer League, the NWSL, last Sunday published a post on Instagram celebrating TDoV, broadcasting to over 600 thousand followers that this professional sports league officially accepts and celebrates transgender people.
You don’t attract a lot of hate if you are successfully invisible. For this reason, the LGBTIQ+ community has a long history with the closet, and the transgender community has a long history of “stealth” as a transition goal. To be “stealth” is to transition and not be visibly transgender and not to disclose you are transgender. Generally, this is not by accident but very intentionally, specifically to protect yourself, because people would not want to be in a community with you and quite likely would actively hate you if they knew you were transgender. Of course, being able to be stealthy may be a positive goal, too, since it can be very gender-affirming. What is essential to know, though, is that for their safety, many transgender people make enormous sacrifices to better their chances of achieving stealth. For example, this could mean undergoing medical procedures they’d otherwise not want or years of vocal practice to change their speech patterns. All this is to make others treat them respectfully and find inclusion and acceptance.
As discussed previously, the last decade has seen a renaissance in transgender visibility. The increased level of general education about trans issues and the increasing acceptance transgender people feel by their communities has resulted in the priority of achieving “stealth” shrinking dramatically. Changing gender norms, and in particular, the increase in non-binary visibility has fundamentally shifted the environment for many people. We are transgender, we aren’t going anywhere, and we are visible.
The Negative Cycle of Visibility -> Into the Workplace
This brings me back to that NWSL post and Easter. Suppose you look at the comments on that Instagram post, of which thousands have been deleted via moderation. Over a thousand comments remain which mainly express shock and outrage that the NWSL would celebrate TDoV on Easter. Indeed, the comments express that the NWSL should have an Easter celebration post instead. Of course, the NWSL does have an Easter celebration post as well. A typical sort of comment on the TDoV post:
Women’s soccer: Our ratings can’t get much lower.
NWSL: hold my bud light.
For transgender people, this is the other side of the success our visibility brings to our community. Our existence and visibility have become centered in a political culture war in many countries. It’s a tragedy. It means we must have much more courage to show up and be visible and public about our identities. It means our allies take more significant risks when speaking up for us. Acknowledging transgender people, even in corporate workplaces, runs the risk of inciting extreme feelings generated from these political culture wars. In general, the last three years have seen a significant retreat in visible support from corporations for the trans+ community. They feel it’s too risky, and for some companies, it might be a risk for their business (see Bud Light and Dylan Mulvaney).
Getting to the Other Side
The LGBTIQ+ community is no stranger to this dynamic. It feels a little new and raw for many in the trans+ community because the LGBTIQ+ culture wars of previous decades primarily revolved around gay men and women. But as the wider LGBTIQ+ community went through a similar process, it seems to be our turn now, magnified by social media and the anonymity of the internet.
We in the trans+ community and our allies need to stand firm. We need to keep creating more spaces where visibility is normal and doesn’t come at the cost of inclusion or community. For businesses that are value-driven and can take the risk, any official and explicit support of the trans+ community is a powerful signal to everyone that love, acceptance, and inclusion are greater than hate, coercion, and fear.
To become a part of Trans+ @ Workplace Pride, feel free to contact Sophie Jeckmans, the community lead, at sophie@workplacepride.org. Alternatively, you can find more details by visiting our webpage at https://workplacepride.org/transwp/.
Declaration of India: New Approach to LGBTIQ+ Workplace Inclusion in India
Bengaluru, India, March 21, 2024 – Workplace Pride, a pioneering foundation dedicated to improving the lives of LGBTIQ+ people in workplaces worldwide, is excited to announce the creation of the “Declaration of India”. The Declaration is designed to ensure progress is made on LGBTIQ+ inclusion in workplaces across India. It is intended to inspire employers and their employees to collaborate in ways that will benefit all stakeholders.
Amsterdam-based Workplace Pride is joined by the Solidarity Foundation and Pride Circle Foundation in creating the Declaration of India. These three civil society organisations are closely connected with both employers and employees in India on the topic of LGBTIQ+ workplace inclusion. They know from experience that only concrete changes to organisational cultures and workplace practices can ensure progress on LGBTIQ+ matters in India’s complex culture.
The Declaration of India strives for:
Inclusive corporate cultures in India where LGBTIQ+ employees feel valued, can be their authentic selves, and realise their full potential.
Working environments for LGBTIQ+ people in India that go beyond minimum legal requirements of equality and safety.
Active leadership from allies and LGBTIQ+ role models who visibly support LGBTIQ+ inclusive workplaces in India.
Dedicated, declared, and active collaboration between employers and LGBTIQ+ employees in India who choose to be visible at work to realise mutually beneficial improvements.
The founding signers of the Declaration of India include Shell, RELX, Accenture, Randstad, and Unilever who, collectively, employ hundreds of thousands of people in India and millions around the world.
The Declaration of India was signed on the occasion of the conference entitled, ”Demystifying LGBTIQ+ Workplace Inclusion in India” which tookplace on Thursday, 21 March 2024, in Bengaluru, a city known for its dynamic blend of traditional heritage and modern innovation. The conference, organised by Workplace Pride and hosted by Shell, addressed the multifaceted challenges and opportunities that come with fostering a supportive and inclusive environment for LGBTIQ+ employees in India.
“One of the things that really inspires me about the Workplace Pride community is how open people are to share ideas, successes and challenges. It makes progress happen so much quicker. So it’s a privilege for Shell to be hosting this conference and to be one of the first signers of the Declaration of India.” Lyn Lee, Chief Diversity, Equity and Inclusion Officer, Shell
“We are at an important crossroad between the private sector and civil society on the topic of LGBTIQ+ workplace inclusion in India and we are delighted that the Declaration of India will serve as a guidepost to ensure progress” David Pollard, Executive Director, Workplace Pride
For more information about the conference, including speaker details and the program schedule, please visit https://workplacepride.org/event/workplace-pride-india-conference-hosted-by-shell/.
Editor’s Note: For more information about Workplace Pride, please contact Executive Director David Pollard at david@workplacepride.org.
About Workplace Pride:
The Workplace Pride Foundation is a global platform dedicated to enhancing the lives of LGBTIQ+ individuals in workplaces worldwide. Launched in 2006, it boasts more than 120 member organisations, employing millions of people in nearly every country on the planet.
For media inquiries and additional information, please visit www.workplacepride.org.
Exciting Opportunity: Join the Board of Young@Workplace Pride!
Are you a dynamic individual aged 18-35, employed by a Workplace Pride member, and deeply committed to advancing LGBTIQ+ inclusion in professional environments? Young@Workplace Pride invites you to join our team as a Board Member! Please note that this is a voluntary position.
Young@Workplace Pride is a vibrant community within Workplace Pride dedicated to empowering young LGBTIQ+ professionals. Through a series of engaging events and initiatives, we foster connection and provide crucial support to individuals navigating their authentic selves within workplace settings.
Key Responsibilities:
Participate in approximately half an hour of board-related activities per week, with additional engagement during event periods.
Contribute to the organization and execution of events, fostering an inclusive environment for all participants.
Facilitate our mentorship program, offering guidance and support to fellow young professionals.
Leverage networking opportunities to enhance personal and professional growth.
Why Join Us?
As a Board Member, you’ll gain invaluable experience in event coordination, mentorship facilitation, and networking within the LGBTIQ+ professional community. This role offers a platform to make a tangible impact on workplace inclusion while honing your leadership skills.
How to Apply:
If you’re passionate about driving positive change and possess relevant experience, we encourage you to submit a brief motivation to young@workplacepride.org. Share why you’re motivated to join our board, outline your relevant skills and perspectives, and highlight how you’ll contribute to our mission.
Deadline for Applications: March 4th, 2024.
Please note that this is a voluntary position. Learn more about Young@Workplace Pride at https://workplacepride.org/youngwp/. We eagerly anticipate your application!
We would like to invite you to our 2024 International Conference “The Future We Choose: Practical Steps and Global Perspectives,” scheduled for 14 June, 2024, in The Hague, Netherlands.
We all feel it: An uncertain world that seems to be lurching from one crisis to the next. Populism continues to threaten freedom of speech and expression, and LGBTIQ+ communities are feeling more vulnerable than they have in years. Employers, both private sector and public sector are not immune to this sentiment. Many of the givens, such as robust Diversity, Equity and Inclusion policies, are sometimes questioned – even challenged, despite the considerable progress that has been made.
But the future is anything but decided! Stakeholders for the progression of LGBTIQ+ workplace inclusion are many and are powerful. We are the ones who decide if workplaces around the world will continue to embrace LGBTIQ+ inclusion.
The 2024 Workplace Pride International Conference brings together many of these stakeholders, from employers, LGBTIQ+ civil society, governments and academia to hear different viewpoints, explore the priorities, and collectively determine how we will focus our efforts in the coming year. We will hear from top executives (both LGBTIQ+ and non) who are well versed in the economic angle, politicians from countries that experience LGBTIQ+ discrimination first-hand, Civil Society Organisations active in many countries where Workplace Pride members have activities, and our own members who have an eye on both strategic issues as well as the practical ones that need to be addressed every day.
So come and join us and 400+ participants to face this uncertain world together. Together we are strong…. this is the future WE choose!
Hear diverse viewpoints from top executives, politicians, civil society organisations, and our own members.
Explore priorities and strategies for advancing LGBTIQ+ workplace inclusion.
Determine collective actions to shape the future of global workplace equality.
Mark Your Calendar: Save the date for this highly interactive conference on Friday, 14 June 2024. Let us work together towards building LGBTIQ+ inclusive workplaces that reflect the diversity and strength of our society. We look forward to seeing you in The Hague.
With kind regards,
David Pollard
Executive Director Workplace Pride
Rob Jetten
Minister for Climate and Energy / Deputy Prime Minister of The Netherlands
Rob Jetten (He/Him) is a prominent Dutch politician currently serving as Deputy Prime Minister of the Netherlands since 2024 and Minister for Climate and Energy Policy since January 2022. He assumed leadership of the Democrats 66 (D66) party in August 2023 and has been a member of the House of Representatives since 2017. Jetten’s political career began as a policy advisor for D66 and chairman of the Young Democrats, later transitioning to municipal council member in Nijmegen. In 2017, he was elected to the House of Representatives and subsequently became his party’s spokesperson on various critical issues. Jetten’s tenure has seen significant initiatives, including a substantial investment in a national hydrogen transportation network. He assumed leadership of D66 in 2023, taking over from Sigrid Kaag, and later became Deputy Prime Minister in 2024, assuming additional roles following Kaag’s resignation.
Siobhán Martin, PhD
Global Executive, NED, & Driver of Cultural Change
Siobhán Martin, PhD (She/Her) is a distinguished leader in Inclusion & Diversity, Culture, Leadership & Talent at Aegon, a global entity. Beyond her role at Aegon, she serves as a board member for various commercial enterprises, charitable trusts, and professional bodies. Additionally, Dr. Martin holds the esteemed title of University Fellow.
Rachel Solway
Chief Human Resources and Corporate Officer Shell
Rachel Soloway (She/Her) joined Shell in 1995 in Upstream in Aberdeen, Scotland. She has since held HR roles in manufacturing, LPG, lubricants and chemicals. In 2016, Rachel was appointed Executive Vice President HR Integrated Gas. She became the Executive Vice President HR Upstream in 2020 before being appointed interim Executive Vice President HR Organisation Development & Learning in May 2023.
The Public Face of LGBTIQ+ Workplace Inclusion (11:15-12:30)
How organisations’ LGBTIQ+ polices and practices are perceived to the outside world has never been more challenging than now. Both far right and far left forces in politics and in society increasingly scrutinise employers’ intentions. So how do progressive employers balance their LGBTIQ+ ‘identities’ with this public challenge? How can Executive Boards, Communications and Public Affairs professionals craft messages that respect their values while still responding effectively to these external challenges? This dynamic session tackles all of these issues with the input of practitioners who are ‘walking the talk’.
The Dilemma of Billable Hours: Balancing DEI & Business Priorities (11:15-12:30)
Many of us work in a fast paced culture that demands high performance. It can be challenging to carve out time to contribute to DEI initiatives in the organisations we work for, and even more so in organisations that work with a billable hours model. If there are only so many hours a week an employee can spend on non-billable work, how do we keep them engaged on ID&E amidst other non-client work that demands their attention? Practitioners looks at all angles of this timely topic in a fully interactive and solution-oriented session.
Supporting LGBTIQ+ Employees in Challenging countries (11:15-12:30)
Implementing LGBTIQ+ policies & practices can be very complex in some countries from legal, cultural and personal angles. So how do employers reconcile their global policies with the reality on the ground? How do they support their employees and how can they work with other organisations so they are not operating in a vacuum? This breakout sessions takes a deep dive into these issues from both an employer and employee perspective and hears from those who have lived experiences on all sides of the topic.
The Investor’s guide to LGBT+ Inclusion (11:15-12:30)
Navigating how and where to invest and still be inclusive of LGBTIQ+ strategies can be a challenge; one that impacts not only employers but also employees and the greater LGBTIQ+ community as well. This interactive session presented by Open for Business provides a framework to effectively evaluate companies on their LGBTIQ+ inclusion efforts. It also explores the correlation between these efforts achieving higher profit margins, enhancing corporate reputation and improving diversity outcomes.
Connecting Cards: A Practical Tool to Confronting Bias (11:15-12:30)
Accenture and Schiphol Group team up in this highly interactive breakout session that takes all participants on a voyage of discovery about perceived bias and how to talk about – sometimes – uncomfortable topics. This unique approach to DEI in the workplace can be used for any topic, but is particularly relevant for the oftentimes sensitive topic of LGBTIQ+ workplace inclusion.
Bi+ Inclusion in the Workplace (11:15-12:30)
Despite widespread belief in the workplace being more inclusive towards individuals identifying as gay, lesbian, bi+, or otherwise queer, especially for younger demographics, the reality tells a different story. Emerging insights furthermore suggest significant variance within these communities, warranting nuanced attention. In this session, a pioneering new study conducted by the Workplace Pride Chair at Leiden University and equality organization Bi+ Nederland details persistent challenges encountered by bi+ individuals in professional settings, distinct from those faced by their gay, lesbian, and transgender counterparts. Moreover, it delves into the necessity for tailored strategies to authentically incorporate this often-misunderstood, underrepresented, and marginalised group.
Transgender Inclusion & Safety in the Workplace (11:15-12:30)
As the global political landscape shifts to a more conservative outlook, many marginalised groups are finding that their social safety and inclusion in the workplace can also be compromised. This is particularly true for the transgender community. This breakout session looks at these political and social issues in detail and how they impact the daily reality for transgender individuals at work. Participants will gain more knowledge about this issue and, through interactive discussion, learn how organisations can actively support their colleagues.
Neurodiversity is becoming more and more a hot-topic within different organisations, and often a relationship is made between the LGBTIQ+ community and having neurodiverse traits. But what does neurodiversity mean, what is included and why is the relationship between the LGBTIQ+ community so often made? During an engaging breakout session, Workplace Pride’s five Communities (Women, Trans+, Tech, Academia and Young) will bring different perspectives. Collectively, they will also identify the commonalities which allow employers and employees to better engage with neurodiverse people. Through interactive case-studies and provocative discussions, this session will equip participants with first ideas of tools and techniques they can use in their workplace.
Adapting to Local Context: Thailand – A Case Study (13:45-15:00)
Employers and communities are more and more aware of the need to have a global outlook for LGBTIQ+ workplace inclusion yet sometimes struggle with with local implementation. This provocative breakout session reveals how an existing tool (The Workplace Pride UN Standards Toolkit) was adapted to the local context, (business) culture, and language in Thailand. Participants will take part in a presentation of the “Thai Toolkit” but, just as importantly, gain valuable knowledge around the dynamics of making progress on LGBTIQ+ workplace inclusion through innovate and out of the box thinking in a non-western context.
Making the Case for Self-ID (13:45-15:00)
Self-Identification for LGBTIQ+ people has intrinsic value for both employers and employees. It is critical that organisations are clear about goals, intentions and actions with respect to Self ID data. They must carefully consider privacy, build trust, and act with respect and integrity when they take steps to implement Self ID in their organisation. In this follow up from last year’s breakout, participants will learn how they can build needed support for their own efforts, by focusing on how Self ID can create a stronger future for their organisation and for their LGBTIQ+ colleagues.
Global Engagement of LGBTIQ+ Networks (13:45-15:00)
This engaging breakout session presented by ING’s global team will showcase the value of LGBTIQ+ Employee Resource Groups but also the challenge to maintain interest over time. It will explore how ERG’s can remain strategically focused while simultaneously maintaining that ‘grass-roots’ feel and purpose. ING’s ‘Rainbow Lions’ is a large and impactful LGBTIQ+ ERG established 20 years ago that has a multitude of activities, More importantly, though, they know how to present their accomplishments in a way that is inspirational to other ERGs and ensures impact for the business.
Intersectionality: The Reality of Race, Ethnicity & Queer Identities (13:45-15:00)
In the world, many LGBTIQ+ people of colour (POC) still face discrimination, harassment, and discomfort in the workplace. Indeed, studies indicate that intersectionality, (multiple-minority characteristics) has an impact on how people are treated and perceived at work. This interactive breakout offers a safe space for participants to understand how race, ethnic and cultural backgrounds impact LGBTIQ+ POC professionals at work. It will start the conversation about the challenges LGBTIQ+ POC face in the workplace and particularly focus on awareness raising and strategies for support and allyship.
Rainbow Washing: Are We Doing the ‘Right’ Thing? (13:45-15:00)
“Doing the right thing” is not nearly as clear-cut as it used to be when it comes to LGBTIQ+ workplace inclusion. Activists and younger generations are much more critical about what they deem to be genuine efforts at inclusion and the term “Rainbow Washing” is now heard much more frequently. And how should organisations who are trying to do the right thing strike a good balance between their LGBTIQ+ efforts and the threat of cancel culture? This session looks at all angles of this contentious issue as it aims for clarity for all stakeholders that will lead to sustainable progress.
Many industries increasingly recognise the importance of LGBTIQ+ inclusion as a business imperative of DE&I. Trends in this area include: workplace policies, learning and development programs, representation, transgender inclusion, supplier diversity, and ERGs (employee resource groups). But how do approaches differ from sector to sector? This breakout uncovers industry-focused trends on LGBTIQ+ inclusion and provides the audience a great opportunity to learn how other organisations tackle the challenges they experience on their journey.
About The Hague Conference Centre
Anna van Buerenplein 29 2595 DA The Hague Netherlands
The Hague Conference Center stands for international hospitality, luxurious catering and contemporary facilities at the highest level. The variety of spacious rooms and breakout options are extremely easily accessible: located adjacent to The Hague Central Station and easy to reach by car with ample parking. Audiovisual facilities and all facilities are available to make your meeting a great success.
PLAN YOUR TRIP
Train, metro or bus
The Hague Conference Center is located next to The Hague Central Station, so you can easily reach us. At the station, follow the signs towards the Koningin Julianaplein exit and you will walk straight into the New Babylon building, where The Hague Conference Center is located. If you travel by public transport, we recommend that you plan your trip via NS.nl. The 9292ov site can also tell you which buses or trams you can take.
PLAN YOUR TRIP
Airport
With a direct train connection from Schiphol or Rotterdam The Hague Airport you can reach The Hague Central Station within 30 minutes. There is also a good connection from Rotterdam The Hague Airport to The Hague Conference Center. You can also take bus 33 and change at Meijersplein to the RandstadRail metro line E, which takes you directly to The Hague Central Station. Would you rather take a taxi? You will also be at The Hague Conference Center within 30 minutes.
Accessibility and parking
The Hague Conference Center is easily accessible by public transport or by car. You will find ample parking underneath the building and the station is next door.
For navigation, use the following address:Anna van Beurenplein 48. 2595 DA The Hague.
Session Overview: Join us for a half-hour condensed mindfulness session led by Omar Badawy, a certified expert in Vinyasa Yoga, Mindfulness-Based Stress Reduction (MBSR), Reiki, and Connective Circular Breathwork. This unique experience will blend techniques from these disciplines, including baby yoga, accompanied by gentle music to create a serene environment.
Session Focus: This session will emphasise active circular breathing and pranayama techniques (yogic breathing) to stimulate the parasympathetic nervous system. Participants will have the opportunity to reconnect with their bodies, achieve a calm state of mind, and process the day’s information. Suitable for all levels, the session will provide step-by-step guidance, with the option for consented, supportive touch.
Preparation: Prior to the conference, participants will receive a detailed prep email. Here are some key tips to ensure a comfortable and effective experience:
Dress comfortably, removing ties and shoes to allow full breathing and relaxation.
Be prepared for potential changes in temperature and physical reactions, such as hand cramping—these are normal, and support will be available.
Take a restroom break before the session and avoid a full stomach to prevent interference with breathing exercises.
Feel free to bring personal props like an eye pillow or extra blanket.
Contraindications: While this session is inclusive, participants with the following conditions are advised to proceed with caution or consider alternative forms of meditation:
Pregnancy
Asthma or severe lung disease (e.g., COPD)
Heart problems, high blood pressure, or other cardiovascular diseases
Psychosis, epilepsy, or other psychiatric conditions (e.g., bipolar disorder)
We welcome you to this rejuvenating session designed to enhance your well-being and help you integrate the enriching experiences of the conference.
Amsterdam, Netherlands – Workplace Pride proudly announces the launch of the Global Benchmark 2024, a pioneering tool created to gauge LGBTIQ+ policies and practices among active employers. Since its inception in 2014, the Global Benchmark has served as an indispensable resource for organisations. It navigates the complexities of implementing global Diversity and Inclusion (D&I) and LGBTIQ+ policies, especially in regions where legal frameworks or cultural norms present challenges.
For any further questions, please refer to our Global Benchmark FAQ page here.
The Global Benchmark offers participants:
Customised Overview: Delivers individual, tailor-made insights into organizations’ LGBTIQ+ policies and practices.
Practical Improvements: Provides actionable suggestions for enhancing policies and practices.
Peer Comparison: Highlights how organizations compare with their peers in the industry.
Recognition: Awards a prestigious “Workplace Pride Global Benchmark Endorsement” to top-scoring organizations.
International Standard: Emerges as the premier measurement tool for evaluating LGBTIQ+ policies and practices for globally active employers.
Individual Results:
Submit your entry, and by the end of June, receive a personalised report with specific recommendations for improvement. This exclusive service is complimentary for Workplace Pride members.
Registration is free of charge for all Workplace Pride members.
Non-members can participate by paying an administrative fee of €3000.- (excluding VAT). The Global Benchmark 2024 opens its doors today, February 1, 2024, and the submission period closes on April 20, 2024.
Seize this opportunity to contribute to a more inclusive and diverse workplace environment. Register today to be part of the movement driving positive change. For more information and to register, visit Global Benchmark 2024
Join Workplace Pride and McKinsey Amsterdam for an exciting event designed for students interested in kicking off their career orientation and connecting with the LGBTQ+ community.
This event is open to all students who self-identify as members of the LGBTQ+ community, including but not limited to lesbian, gay, bisexual, transgender, queer, gender-non-conforming or non-binary, or intersex.
Registration can be completed before Thursday, February 8th, using this link.
*By applying, you acknowledge and consent to the processing of your personal data, including sensitive information, in accordance with McKinsey Recruiting Privacy Notice.
What to expect
The event gives you the opportunity to engage in a transformative strengths training session tailored to help you identify and harness your individual strengths. This knowledge will empower you to showcase your strengths in your future career. At the same time you get the opportunity to learn from Workplace Pride how to identify and find employers committed to creating an inclusive workplace. Learn the importance of diversity, equity, and inclusion in today’s professional world and gain the tools to navigate this evolving landscape.
Following the program, there will be ample opportunities for you to network with Workplace Pride and McKinsey consultants who are part of the LGBTQ+ community, as well as other event participants. This networking session will allow you to make meaningful connections, expand your professional network, and potentially explore future career opportunities.
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