Welcome to the new and improved Workplace Pride Foundation website. In our ongoing efforts to be more effective for our members and stakeholders, the Foundation website has been made more user-friendly with simpler navigation and clearer terminology. Here you will find the most important information you need to know about Workplace Pride’s activities around the world.
With future developments firmly in mind, this update includes a more intuitive search function, an expanded media category, and an easy to use activities calendar. Our products and services are grouped under the menu item, ’Solutions’ while an overview of our current members and information about joining the Foundation can be found under ‘Members’.
We are also very excited about our new password protected section on the website dedicated exclusively to our members. This section is still in development, but is expected to be launched within two weeks. It will include:
A wealth of resources on LGBTI workplace inclusion proceed and gathered by the Foundation over the years
The Workplace Pride Toolkit for the UN Standards on LGBTI Business Conduct
Members’ forums dedicated to specific topics
Exclusive information about the Global Benchmark and Employee Survey, and
The possibility to be part of the Workplace Pride contact directory
The Members Section will be updated on a regular basis and will be a ‘one-stop-shop’ for timely communications with our members.
In these challenging times, it is more important than ever to be clear and concise about the priorities for the LGBTI community in the workplace and with all of our supporters and allies around the world. This website takes us all a step in that direction!
We are excited to invite you to take part in the Young@Workplace Pride Mentorship Program—a unique initiative designed to support and empower young professionals as they navigate their careers. Our goal is to make LGBTIQ+ mentors more accessible, fostering an environment of mutual learning and growth.
Why join? Our mentorship program is open to individuals of all age groups, combining the insights of experienced professionals with the fresh perspectives of young talent. Whether you’re looking to offer guidance as a mentor or seeking support as a mentee, this program provides the tools and community to help both sides grow. In addition to one-on-one mentorship, we’ll be hosting training sessions and social events to further enrich the experience.
We are looking for:
Mentors: LGBTIQ+ professionals with life and work experience, who are willing to share their insights, support, and guidance with others.
Mentees: Individuals with personal or professional goals who believe that mentorship can help them achieve growth and success.
Commitment: We ask for just 2 hours per month of your time over the course of 6 months, starting from the end of October 2024.
Key Details:
Application Deadline: 13 October 2024
Program Kickoff Event: 31 October 2024 (late afternoon, CEST)
Format: Hybrid (In-person and online)
At the kickoff event, you will:
Be introduced to the program
Get to know your fellow participants
Receive tools and inspiration to build a strong mentor/mentee relationship
If you identify as LGBTIQ+ and are eager to commit to this program, sign up now via this form. Please note that spaces are limited, and submitting an application does not guarantee a spot.
Let’s come together to make a positive change in each other’s lives!
“For us to solve these deeply culturally entrenched problems, we have to restructure the very idea of what it means to be a professional”– Dr. Erin Cech (University of Michigan)
This quote nicely summarises the key message of last week’s LGBTIQ+ Workplace Inclusion Symposium at Leiden University, marking the opening of the Academia@WorkplacePride year.
The symposium was opened by Michiel Kolman , Workplace Pride co-chair and Academia@WorkplacePride Lead who highlighted the increasing importance of bridging science and practice given the worrying trends in lgbtiq+ acceptance near and far.
In her keynote, Erin A. Cech provided an overview of the various ways that LGBTIQ+ inequality can show up in the workplace: disadvantages can emerge not only in feelings of social marginalisation, but in a lack of professional respect and opportunities and even negative health and wellness outcomes. She discussed the kinds of work contexts that can amplify or undermine these inequalities, using the science and tech sector as a case, and ended by discussing the cultural “rhetorics of resistance” that employees and organisation leaders sometimes use to block LGBTIQ+-inclusive diversification efforts and strategies for confronting those rhetorics.
In my keynote, I further discussed the implications of heteronormativity at work by discussing the concept of heteroprofessionalism, or the norm that to be professional is to be cisgender and straight. I presented recent research findings demonstrating how disclosing a queer identity can be a double-edged sword, with disclosure perceived as unprofessional while concealment is seen as dishonest. I also addressed the specific challenges experienced bi+ employees, and what can be done to mitigate these.
Many thanks to the audience for participating in the symposium, the speakers, moderator, and panelists for sharing their insights, and Christine Holtkamp, Chenhao Zhou and Paula Hoffmann for their tireless efforts behind the scenes towards making the symposium a success!
On behalf of Leiden University, Workplace Pride, and the organising team,
Pictured L-R: Numan (he/him) – Malaysia, Akira (she/her) – Japan, Adhil (he/him) – Sri Lanka, Rohin (he/him, they/them) – India, Deborah Abrahams (she/her) – Public Speaking Coach, Building Bridges Program, Bella Aubree (she/her) – Indonesia, Mominul (he/she/they, him/her/them) – Bangladesh
Amsterdam, August 2, 2024 – The Rijksmuseum hosted the 6th “Stories from the Heart” event. Organised by Workplace Pride in collaboration with the RVO and the Netherlands Ministry of Foreign Affairs, the event showcased powerful narratives from LGBTIQ+ activists worldwide. These activists, part of the RVO’s “Building Bridges” program, shared their poignant experiences with an audience that included many Workplace Pride members, some of whom work in the same regions.
The event’s speakers highlighted the unique challenges and triumphs they faced in their respective countries, emphasizing the need for inclusive policies and ongoing advocacy. The event was opened by David Pollard, Executive Director of Workplace Pride, alongside Yakunu van Santen (he/him), Public Affairs at the Rijksmuseum, Gerrie Willems (she/her), Deputy Director of the Asia and Oceania Department at the Ministry of Foreign Affairs, and Deborah Abrahams (she/her), Public Speaking Coach for the Building Bridges Program.
Moon, a non-binary LGBTQIA+ rights activist and founder of Prantoz Foundation, shared their journey from a conservative Sunni Muslim family to becoming a resilient advocate for marginalised communities. Despite familial rejection, Moon has tirelessly championed LGBTQIA+ rights and queer ecology.
🔸 Rohin (he/him, they/them) – India
A queer, non-binary lawyer, Rohin has played a crucial role in advocating for marriage equality and inclusivity within the Indian judiciary. Their efforts have led to significant changes, including the installation of gender-neutral bathrooms in the Supreme Court and expanded sexual harassment policies.
🔸 Bella Aubree (she/her) – Indonesia
Bella, a young transgender activist and National Coordinator of Inti Muda Indonesia, has been advocating for HIV/AIDS awareness and LGBTQIA+ rights since the age of 15. Her work focuses on spreading awareness and influencing policy changes to support young people living with HIV.
🔸 Akira (she/her) – Japan
As Deputy Secretary General of Japan Alliance for LGBT Legislation (J-ALL), Akira has been instrumental in the passage of Japan’s LGBTQ+ Awareness law and continues to fight for anti-discrimination legislation and greater social acceptance.
🔸 Adhil (he/him) – Sri Lanka
A feminist and human rights advocate, Adhil has been at the forefront of challenging colonial laws that adversely affect the LGBTIQ+ community in Sri Lanka. As Executive Director of Equite Sri Lanka, he is committed to decriminalisation efforts and raising awareness among authorities.
🔸 Numan (he/him) – Malaysia
Founder of JEJAKA Kuala Lumpur, Numan has significantly expanded the organization, supporting over 10,000 community members through various initiatives. His advocacy work encompasses strategic community engagement and global equality projects.
By sharing their firsthand experiences, the activists offered a profound insight into the local landscapes, cultures, and challenges faced by LGBTIQ+ individuals in their regions. This exchange of perspectives aimed to foster greater empathy and cultural awareness among Workplace Pride members, enhancing their ability to support colleagues and advocate for inclusivity on a global scale.
The “Stories from the Heart” event emphasised the crucial need for ongoing advocacy and inclusive policies. It aimed to create a world where everyone, regardless of gender or sexual orientation, can live with dignity and respect. The shared stories highlighted the resilience and determination of LGBTIQ+ activists and served as a powerful call to action for continued support and solidarity.
People who are attracted to more than one gender, such as bisexuals, in many ways have worse experiences at work than their heterosexual, gay or lesbian colleagues. But even policies to protect lhbtiq+’s unintentionally exclude this group. What could be better?
The Pride March in Amsterdam. Image Joris van Gennip / de Volkskrant
The largest group under the lgbtiq+ umbrella does not consist of people who are attracted to the same sex, but people who are attracted to more than one gender. There are people who are attracted to men and women, or people who are attracted to people regardless of gender. They call themselves pansexual, bisexual, or queer, or prefer not to label themselves at all. But to denote an orientation that does not focus only on one gender, the broad term bi+ can be used.
Leiden University and Bi+ Netherlands conducted an exploration on this group at the request of the Ministry of Education, Culture and Science and the conclusions are worrying. In the workplace, bi+ people have worse experiences on many levels than people who are attracted to one gender, whether heterosexual, lesbian or gay. This can range from nasty jokes to bullying, and from unwanted sexual attention to even physical violence.
Compared to lesbian and gay people, bi+ people are much less likely to be open about their sexual orientation – 50 per cent and 26 per cent of bi+ women and men, respectively, compared to 98 per cent and 88 per cent of lesbian women and gay men, respectively. This starts as early as the application process, as they expect a lack of acceptance. These fears are not unjustified: lhbtiq+ and therefore bi+ candidates are more often rejected and seen as less competent than other candidates. A common explanation is that they ‘do not fit within the organisation’.
About the authors
Jojanneke van der Toorn is associate professor of lgbtiq+ workplace inclusion at Leiden University and also works at Utrecht University. Michiel Kolman is senior vice president Elsevier and co-chair of Workplace Pride.
Heteroprofessionalism
The implicit but dominant norm is that only heterosexuality is seen as professional and neutral (heteroprofessionalism). On top of this is the monosexual norm, which considers only sexual orientations that focus exclusively on one gender normal or credible. Bi+ people thus fall outside both the heterosexual norm and the monosexual norm.
The monosexual norm contributes to a sense of invisibility among bi+ people. If you talk about your opposite-sex partner at a working lunch, colleagues automatically assume you are heterosexual. When it comes to a same-sex partner, the assumption is that you are gay or lesbian. The survey shows that bi+ employees do not feel recognised and that there is a lack of understanding in the workplace. In addition, prejudices about bi+ also play a negative role: for instance, bisexuality is more associated with sex than heterosexuality, which is eminently at odds with professionalism.
Many employers take a blanket approach to promoting lgbtiq+ inclusion or focus mainly on gay or lesbian employees. The exploration shows that this is insufficient for bi+ employees and a more targeted approach is needed.
Other orientations
Employers would do well to establish a social norm that is not based on heterosexuality and homosexuality alone. For instance, it is important to explicitly mention bi+ orientations alongside other orientations in HR policy, diversity and inclusion policy and communication, or use more inclusive formulations such as ‘regardless of sexual orientation’. Organisations committed to bi+ and lgbtiq+ inclusion in the workplace can also play a positive role. They facilitate self-scans for organisations, to make visible where policy adjustments are possible and desirable.
The government also has a role to play. The General Equal Treatment Act (AWGB) already offers protection to heterosexual, gay, lesbian, transgender and intersex people who experience discrimination in the labour market. With a minor amendment, this law can offer the same protection to bi+ people.
Government and business have a joint mission and Pride Amsterdam is the moment to adjust ambitions. For a truly inclusive labour market, specific attention is needed for all individual letters of the acronym, especially the b of bi+. #WorkplacePride #BiPlusVisibility #InclusiveWorkplaces #BreakMonosexualNorms #SupportBiPlus #LGBTIQEquality #EndHeteroprofessionalism
A huge thank you to everyone who took part in this year’s Pride March on July 27th! Your enthusiasm and support made it a truly unforgettable day.
A special shoutout to our amazing volunteers—your hard work and dedication were invaluable, and we couldn’t have done it without you.
We started the day with a fantastic Pre-March Reception at the Workplace Pride Office, enjoying coffee, tea, and mimosas. It was the perfect way to kick off our celebrations!
The march from Amstelveld was vibrant and full of energy, especially with Unidos de Amsterdam’s sizzling Samba music adding to the festive atmosphere. Together, we celebrated diversity and inclusion in the heart of Amsterdam.
Thank you for standing with us and making a powerful statement for equality. See you at the next event!
Women@Workplace Pride Wants You! Are you a passionate, driven professional employed by a Workplace Pride member? Are you committed to advancing LGBTIQ+ inclusion in the workplace? This is your chance to make a real difference! We are seeking a volunteer to join the core team of Women@Workplace Pride.
As a core-team member, you will have the unique opportunity to shape the future of Women@Workplace Pride by promoting visibility for LBTQ+ women, participating in regular core-team meetings, and leading impactful projects. You will also play a key role in promoting the foundation’s mission, engaging with ambassadors, and expanding the Women@Workplace Pride outreach.
This role is more than just a volunteer position—it’s your chance to make a lasting impact on the LBTQ+ women’s agenda and connect with inspiring women through networking.
Required Skills and Competencies
* Experience and passion for diversity & inclusion, with a focus on LBTQ+ women in the workplace
* Strong understanding of LBTQ+ issues and workplace challenges
* Leadership, strategic thinking, critical thinking, and problem-solving skills
* Availability to participate in remote core-team meetings and events
* A hands-on approach to developing activities and events
* Creative thinking with the ability to conduct research and write articles/blogs
* Enthusiastic team player who excels at mobilizing networks
Timeline & Process Apply by September 19, 2024. We will notify you within two weeks if you are selected for an interview.
For more information and to apply, please contact Angelique Meul at [email protected].
Don’t miss this incredible opportunity to make a meaningful impact on the LBTQ+ community!
About Women@Workplace Pride Women@Workplace Pride is one of six dynamic Workplace Pride Communities, with a special focus on empowering LBTQ+ women through visibility, leadership, career development, and awareness activities. We also actively involve ally women, recognising their crucial role in supporting and uplifting the LBTQ+ community.
Workplace Pride is a global, not-for-profit foundation dedicated to improving the lives of Lesbian, Gay, Bisexual, Transgender, Intersex, and Queer (LGBTIQ+) individuals in workplaces worldwide. We envision a world where everyone is valued for who they are and what they contribute. Our mission is to create inclusive workplaces where LGBTIQ+ people can thrive and lead the way for others.
We are delighted to announce that Lisa van Ginneken has joined the Workplace Pride Advisory Board. As the first transgender person elected to the Dutch House of Representatives, Lisa’s pioneering efforts and commitment to inclusivity make her a valuable addition to our team.
A Trailblazer in Politics and Advocacy
Lisa van Ginneken has made history with her election to the Dutch House of Representatives, representing the social liberal party Democrats 66 (D66). Her advocacy has focused on privacy, family law, and mobility, showcasing her dedication to creating a more inclusive society. Lisa’s diverse professional background, including roles as a coach and trainer, has been marked by her relentless pursuit of equality and personal growth.
Her leadership journey began in 2017 when she became the chair of Transvisie, a Dutch advocacy group for transgender individuals. Under her guidance, Transvisie significantly raised awareness and fought for transgender rights. This work laid the foundation for her transition into politics in 2021, where she continues to champion the rights of transgender and intersex individuals, advocating for policies that enhance their autonomy and visibility.
2024 Workplace Pride Conference Conversations with Ikenna Ikenna Azuike and Lisa van Ginneken
A Vision for Workplace Pride
Lisa joins the Workplace Pride Advisory Board at a pivotal moment. Her extensive experience in both advocacy and politics brings a fresh perspective to our mission of fostering inclusive workplaces. She passionately believes in the importance of addressing invisible barriers to inclusion, emphasising that “inclusion is about creating environments where everyone feels seen, heard, and valued.”
Recently, Lisa moderated a breakout session at the 2024 Workplace Pride International Conference on Transgender Safety in the Workplace, alongside Remke Collins. Her insights during this session highlighted her deep commitment to creating safe and inclusive spaces for all.
Looking Ahead
As we welcome Lisa to our Advisory Board, we are excited about the innovative ideas and perspectives she will bring. Her dedication to inclusivity aligns perfectly with our core values. We look forward to working together to create a world where everyone, regardless of their background, can thrive. Lisa’s valuable experience will help represent the voice of the transgender community at Workplace Pride, ensuring that our initiatives remain inclusive and impactful.
Lisa van Ginneken’s journey is a powerful reminder of the impact of courage and authenticity. We are honoured to have her as part of the Workplace Pride Advisory Board and are eager to embark on this journey together towards a more inclusive and equitable future. Welcome, Lisa!
Later this summer we will have a chat with Lisa, where we will get to know her a little better!
Amsterdam, 27 June 2024 — Workplace Pride is delighted to announce the release of the 2024 Global Benchmark results, a comprehensive global assessment of LGBTIQ+ workplace inclusion. This year’s findings spotlight the remarkable achievements of organisations dedicated to fostering diverse, inclusive environments.
Foremost among the accolades are the organisations that have scored above 90% on the Workplace Pride Global Benchmark survey, earning the title of “Advocate.” These trailblazing organisations are leading the charge in advancing LGBTIQ+ inclusion in workplaces worldwide, setting new standards for broader societal change. This year, there are two new entries into the Advocate level: ING and McKinsey & Company. They join established Advocate organisations from previous years, including: Accenture, Dow Inc., PwC, RELX Elsevier, Shell, Sodexo,and Unilever.
We also extend our congratulations to the “Ambassador” organisations, which have scored between 70% and 90%. Their unwavering commitment to LGBTIQ+ inclusion in the workplace is driving positive change and fostering a more inclusive society. This year, six new entries have achieved Ambassador status: De Nederlandsche Bank, Johnson & Johnson, Kite Pharma EU B.V., Lenovo, Ministerie van Buitenlandse Zaken, and Nike.They join established Ambassador organisations from previous years, including Aegon Ltd., Avery Dennison, and KLM.
The 2024 Global Benchmark results reveal a significant shift, with 26% of submissions coming from first-time participants—the highest percentage since the benchmark commenced. David Pollard, Executive Director of Workplace Pride, remarked, “The 2024 Global Benchmark highlights how organisations worldwide are responding to societal changes and uncertainties. The influx of first-time participants underscores a growing commitment to fostering inclusive environments. These employers are not only driving change within their own workplaces but are also influencing broader societal transformations on a global scale.”
We celebrate the progress made by organisations that have shown the most significant improvement in LGBTIQ+ workplace inclusion over the past year. Their efforts are a testament to the evolving landscape of workplace diversity and inclusion, and their achievements pave the way for continued progress.
The Workplace Pride Global Benchmark was initially introduced in 2014 as an annual survey, enabling participants to track their progress. Developed under the leadership of Workplace Pride, with support from the University of Leiden, major employers, and NGOs from various countries, the Benchmark represents the gold standard of LGBTIQ+ workplace inclusion worldwide. It empowers management with the data needed to measure and enhance LGBTIQ+ workplace inclusion in their organisations across the globe.
Participating organisations receive a comprehensive assessment across eight key categories: Policy & Communication, Employee Networks, Workplace Awareness, Support & Benefits, Inclusion & Engagement, Expertise & Monitoring, Business & Supplier Engagement,and Societal Impact.
Omar Badawy (He/Him) introduces the People of Colour (PoC) Community during the conference.
On Friday, June 14, 2024, The Hague, Netherlands, hosted the highly anticipated 2024 International Conference “The Future We Choose: Practical Steps and Global Perspectives.” With over 300 delegates, 22 hours of content, 14 breakouts, and countless hours of networking, this conference marked one of the past year’s most successful and meticulously planned events.
The conference was a convergence of voices, ideas, and unwavering commitment to shaping a more inclusive future. Highlights included:
The launch of the new People of Colour community.
The welcoming of new Advisory Board member Lisa van Ginneken.
The creation of a dedicated quiet zone for delegates to recharge.
Rob Jetten (He/Him), Minister for Climate and Energy and Deputy Prime Minister of the Netherlands, delivers his keynote address.
Executive Director of Workplace Pride, David Pollard encapsulated the conference’s spirit, saying, “Our community is incredibly diverse and wonderful. We can achieve great things, but finding balance is required. We must listen to all perspectives and strive for a middle ground. Today, we are actively shaping our future. This is The Future We Choose.”
The conference buzzed with energy and purpose, drawing diverse participants from business, government, and civil society. It catalysed change, fostering connections and igniting ideas with the potential to ripple far beyond the conference walls. Keynote addresses by leaders such as Rob Jetten: Minister for Climate and Energy / Deputy Prime Minister of The Netherlands, highlighted the challenges and triumphs of LGBTIQ+ inclusion, sharing personal stories that underscored the need for courage and empowerment.
Siobhán Martin, PhD, Global Executive, NED, & Driver of Cultural Change, at Aegon emphasised, the importance of securing sponsorship at the highest levels and promoting active allyship. “Be Bold. Be Courageous,” she urged, advocating for efforts that go beyond the status quo to push boundaries and foster true equity and belonging for everyone.
Pictured left to right: Michiel Kolman (He/Him), Siri Nomme (She/Her), H.E. Ambassador Asi Mamanee (He/Him), Margot Slattery (She/Her), and Boris Dittrich (He/Him) during the panel discussion “The Challenging Global Landscape: Public & Private Sector in the Crosshairs.”
The first-panel discussion, led by Michiel Kolman, Co-Chair of Workplace Pride, titled “The Challenging Global Landscape: Public & Private Sector in the Crosshairs,” featured lively debates and reflections on significant milestones, such as the 9th anniversary of marriage equality in Ireland and Thailand’s commitment to LGBTIQ+ rights. Thailand’s example was highlighted as a potential model for other Asian countries to follow.
Throughout the day, 14 breakout sessions explored topics such as Rainbow Washing, Transgender Inclusion & Safety in the Workplace, Impactful Strategies for Bi+ Inclusion at Work, Neurodiversity in Pride, creating environments where diversity and inclusion are living values, and the importance of bold leadership. Rachel Solway, Chief HR & Corporate Officer at Shell, highlighted the importance of addressing invisible barriers to achieving true workplace inclusion. Her message resonated deeply, underscoring the necessity for workplaces and multinationals to stand together and learn from each other to foster a genuinely inclusive environment.
Workplace Pride launched the People of Colour community, spearheaded by Christine Holtkamp, Director of Communities at Workplace Pride, and Omar Badawy, Relationship Manager at Workplace Pride. The new community leaders, Tamer Zikry from CSC and Dr. Ajay Jagadeesh from TU Delft, outlined their goals and expressed their enthusiasm for their first event. Omar, reflecting on his journey, emphasised the importance of creating a safe space for discussions on race and ethnicity, addressing issues like racism and ethnic profiling.
This year’s conference also saw a shift in how speakers and moderators were appreciated. Instead of traditional gifts, David Pollard presented a generous donation from Workplace Pride to Edith Molemans and Frank Aalderinks from the Give a Damn Foundation which supports LGBTIQ+ organisations worldwide.
As the conference drew to a close, reflections echoed through the main plenary room. Conversations about self-identification and the business case for diversity were punctuated by introspection. The Quiet Zone, a new addition this year, offered a sanctuary for those needing a break from the vibrant atmosphere, showcasing Workplace Pride’s commitment to inclusivity.
Lisa van Ginneken (She/Her) Advisory Board Member, Moderates her Breakout on ‘Transgender Inclusion & Safety in the Workplace’ during the Workplace Pride Conference.
With over 3 billion people expected to vote in 2024 and 2025, the future holds significant potential for change. The conference emphasised the importance of resilience and collective effort in shaping The Future We Choose—a future where everyone feels seen, heard, and valued.Thank you, Ikenna Azuike, for moderating the conference and to the staff, board, volunteers, and everyone who attended. We look forward to seeing you next year. For now, feel free to browse through the photos and recap the full opening and closing plenaries available online. See you next year!
Amsterdam 6 June, 2024. Kite Pharma, a pioneering leader in the field of cell therapy, have officially signed the Declaration of Amsterdam during the Pride Daybreaker event at their Hoofddorp office. This significant occasion emphasised the company’s commitment to fostering an inclusive and diverse workplace environment.
Chris Crowell – VP, Operations – Site Head EU Manufacturing Kite Pharma with David Pollard Executive Director Workplace Pride.
As a proud member of Workplace Pride, Kite Pharma’s decision to endorse the Declaration of Amsterdam highlighted their dedication to equality and acceptance within their corporate culture. The Declaration calls for comprehensive LGBTIQ+ inclusion in workplaces across the globe, aligning with Kite Pharma’s values of diversity, respect, and innovation.
Chris Crowell, Vice President of Operations and Site Head EU Manufacturing at Kite Pharma, signed the Declaration alongside David Pollard, Executive Director of Workplace Pride.
“In these challenging times, it is important that employers take a visible stance on their support for LGBTIQ+ workplace inclusion. By signing the Declaration of Amsterdam, Kite Pharma is raising the bar on their commitment, not just within their own organisation, but also externally,” said David Pollard, Executive Director, Workplace Pride.
Kaneesha A. Nadal (They/Them) Cell therapy specialist I+ at Kite Pharma
The signing ceremony took place during the Pride Daybreaker event, a celebration dedicated to promoting diversity and inclusion within the workplace. The event was attended by key members of Kite Pharma’s leadership team, representatives from Workplace Pride, and other inclusion groups committed to fostering inclusivity in the corporate world. It featured speeches, networking opportunities, and a discussion on the importance of LGBTIQ+ inclusion in the workplace.
Kite Pharma’s endorsement of the Declaration of Amsterdam was not just a symbolic gesture but a tangible action that demonstrated their ongoing commitment to creating a workplace where everyone could thrive. Kite Pharma hopes that this move would inspire other organisations to follow suit and prioritise inclusivity in their own workplaces.
About Kite Pharma
Founded in 2009 as a pioneer in cell therapy research, Kite’s leadership position in the immuno-oncology space was solidified with our research and development agreement with the National Cancer Institute in 2012 and when our commercial manufacturing site opened in El Segundo in 2016. Since our acquisition by biopharma leader Gilead Sciences in October 2017, our combined strength has accelerated the advancement of our pipeline, including the launch of YESCARTA® (axicabtagene ciloleucel) and TECARTUS® (brexucabtagene autoleucel), and has expanded the impact of our strategic partnerships.
As an independent operating company since 2019, we prioritise innovative R&D with the full resources, capabilities, and trust of Gilead. As a vital part of Gilead — a founding member of the Foundation for the NIH’s Partnership for Accelerating Cancer Therapies — we are devoted to advancing the understanding of cell therapy as a transformational treatment option for cancer. The combined strength of Kite and Gilead allows us to remain innovative, agile, and ambitious in our mission to keep improving the lives of people with all types of cancer.
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