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!
Amsterdam, 6 June 2025 – Despite a train strike that disrupted travel across the Netherlands, more than 290 participants showed remarkable determination to gather at the Royal Tropical Institute (KIT) in Amsterdam for the 2025 Workplace Pride International Conference. The event, themed “Beyond Pride – Building a Roadmap for Inclusion,” brought together voices from around the globe for a powerful day of dialogue, inspiration, and action.
The morning opened with moderator Nadine Ridder setting the tone for a conference that promised not just connection, but courageous conversations. David Pollard, Executive Director of Workplace Pride, followed with a welcome that acknowledged both the logistical challenges and the unwavering commitment of attendees to be part of a movement that is shifting paradigms worldwide.
Setting the stage for the day, Andrew Bester, Head of Wholesale Banking at ING, delivered a galvanising keynote. His message was clear and urgent: “We must move beyond symbolic gestures and build a culture of obsessive inclusion.” Bester challenged leaders to embed LGBTIQ+ inclusion deeply within the DNA of business decision-making, especially during turbulent global times.
The global lens sharpened during the Asia-Pacific Town Hall, where virtual speakers from across the region joined local participants in Amsterdam for a compelling exchange. Panelists included Hanim Hanzah (Foundation Board Member), Pratibha Priyadarshini (VP & Head of HR, Shell India), Tiernan Brady (Global Head of Inclusion, Clifford Chance), and Yanui Peng (Founder, China Rainbow Collective). Their rich and diverse insights illuminated the complex interplay of cultural norms, legal frameworks, and workplace realities. The session offered a candid look at both the strides made and the persistent hurdles facing LGBTIQ+ inclusion across Asia.
Following a morning networking break, attendees dove into a series of breakout sessions tackling urgent and diverse themes. These included: the realities of Rainbow Families in countries with restrictive laws; strategies for engaging operational staff on the work floor; the role of impactful leadership in advancing DEI goals; and the crossroads of inclusion and belonging in a world where identities are increasingly under pressure. Sessions like “Activated Allyship” offered practical tools for turning intent into action, while “Staying the Course” examined how to maintain momentum amid DEI pushback in various sectors.
After a well-earned lunch and more opportunities to visit the Career Pathfinder area—where inclusive employers from across the network showcased opportunities for LGBTIQ+ professionals—the conference resumed with a keynote by Karen de Lathouder, COO of Eneco. Her speech focused on sustainability and inclusion as interlinked drivers of organisational change.
The afternoon spotlight turned to the EMEA Town Hall, where regional leaders sparked a dynamic and thought-provoking dialogue on the future of workplace inclusion across Europe, the Middle East, and Africa. Panelists Fiona O’Brien (Lenovo), Sliman Abu Amara (EY Netherlands), Céline Lammers (Shell), and Patrick Oyoo (Open for Business EA) brought diverse perspectives to the table. Their conversation explored key themes such as adapting to shifting legislation, the critical role of corporate accountability, and the need for transparent, values-driven leadership in fostering LGBTIQ+ inclusion across varied cultural and legal landscapes.
Later in the day, the second round of breakout sessions underscored the power of personal storytelling and the deep impact of lived experience. Storytellers Merel Ritsma, Graham Sparks, Dave Heilbron—who was joined by new BAM Infra Nederland colleague Amir, a Pride carpenter who fled his home country for simply being himself—and Evelien Starren shared moving narratives that brought the human dimension of inclusion to the forefront. One session delved into the idea that visibility alone is not enough, challenging participants to consider how true inclusion also demands safety, belonging, and systemic support for marginalised communities.
The final segment of the day, the Americas Town Hall, brought the global narrative full circle. Moderated by Michiel Kolman, the panel featured Arjen van den Berg, Dutch Ambassador to Central America, Karl Stuart of TD Synnex, and Mia Beaudoin-Dion from Lumentum (USA). Together, they shared insights into the distinct challenges and emerging innovations across North and South America. The discussion made one thing clear: while the paths to inclusion may vary across regions, the call for intersectional and sustainable strategies resonates worldwide.
The Closing Plenary brought thoughtful reflections from Joanny Lijbers, Vice President at Unilever, who spoke of the moral and business imperatives for inclusive leadership. She was followed by Christiaan Rebergen, Secretary-General of the Dutch Ministry of Foreign Affairs, whose remarks underlined the Dutch government’s commitment to advancing LGBTIQ+ human rights at home and abroad.
As the day came to a close, David Pollard returned to thank all participants and reflect on the enduring spirit required to build a roadmap for inclusion—one rooted in persistence, partnership, and passion.
Continuing the conference’s tradition of giving back, Workplace Pride made a donation in lieu of speaker gifts to a cause that truly reflects the community’s values. This year, a cheque for €500 was presented to Merel Ritsma (She/Her), Board Member of Spread The Word Intersex Collective—a meaningful gesture honoring her advocacy and the vital work of the organization.
Additionally, thanks to the generosity of the conference delegates, over €1,400 was raised throughout the day, further supporting initiatives that drive inclusion forward.
The event concluded with a lively networking reception, where conversations from the day flowed freely over drinks, inspiring new connections and shared commitments toward a more inclusive future.
A Movement in Motion
The 2025 Workplace Pride International Conference was more than a gathering—it was a powerful testament to the resilience and innovation of the global LGBTIQ+ workplace inclusion movement. As moderator Nadine Ridder poignantly stated, “Being here is a privilege. In many parts of the world, this type of event would be unthinkable.”
By bringing together senior leaders, DEI professionals, and advocates from across continents, this year’s conference made it clear: the world is ready to go beyond pride—and the roadmap is being drawn right now.
On April 10, 2025, over 70 changemakers gathered at Accenture’s Uptown Bonifacio office in Manila for the Manila Economic Empowerment Forum—a landmark event focused on advancing LGBTIQ+ inclusion through economic empowerment across Southeast Asia.
Organised by Workplace Pride in partnership with Accenture Philippines, the forum brought together a dynamic mix of business leaders, civil society advocates, diplomats, and community voices. The day was rooted in the Free to Be Me global initiative and marked a powerful step toward localizing this movement in the Southeast Asian context.
A Platform for Evidence, Empathy, and Action
The forum was more than just a conference—it was a space for real talk, strategic co-creation, and authentic connection.
Key Highlights:
Data-backed insights from Open for Business highlighted the economic cost of exclusion, urging stakeholders to speak the “language of business” when advocating for inclusion.
Personal storytelling from local community members grounded discussions in lived experience, underscoring the human stakes of exclusion and the transformative potential of inclusive workplaces.
Breakout sessions explored critical topics like localizing DEI in Asia, navigating advocacy in hostile environments, inclusive procurement, and building culturally relevant toolkits.
Corporate leaders like ING, Shell, and Accenture shared practical ways to embed DEI across operations, from hiring to supply chains.
Diplomatic missions and civil society organisations discussed how to build sustainable partnerships that prioritise local leadership and long-term impact.
Inclusion is not just a checkbox—it is a driver of innovation, resilience, and economic progress. The Manila Forum reminded us that building a truly inclusive future requires more than good intentions. It demands collaboration across sectors, cultural sensitivity, and a commitment to systemic change.
The event closed with a powerful call to action: move beyond performative allyship. Invest in real partnerships. Make inclusion part of your business DNA.
Ready to Take the Next Step?
Whether you are in HR, DEI, CSR, or community advocacy, you have a role to play in advancing LGBTIQ+ economic empowerment. Explore the Civil Society Business Toolkit, connect with local partners, and bring these conversations into your workplace.
🔗 Join the movement atworkplacepride.org 💡 Partner with us to co-create inclusive strategies that work where you are.
Empowering the next generation of changemakers through inclusive guidance and connection.
In today’s evolving workplace, representation and inclusion are more than buzzwords—they are the foundation for innovation, belonging, and growth. For many LGBTIQ+ professionals, however, systemic barriers can still stand in the way of fulfilling their full potential. That is where the Pride in Leadership mentorship program, organised by the Young@Workplace Pride community, steps in.
This structured six-month program is designed to support LGBTIQ+ individuals in navigating their careers, building confidence, and forging meaningful professional connections. The initiative pairs mentors (aged 35 and above) with mentees (under 35), offering a dynamic space for career development, personal growth, and reverse mentoring—where both parties learn from one another.
A Personalised and Purposeful Journey
From the outset, participants receive a comprehensive resource kit packed with conversation starters, tools, and guidance to make the most of their mentorship experience. Each pairing is thoughtfully matched based on goals, help requests, and time zones to ensure compatibility and meaningful interaction.
The program also includes a series of exclusive, interactive training sessions. Following the kick-off session, participants engage in two thematic workshops exploring critical issues such as microaggressions, gender-neutral language, and corporate activism. In the latest training, participants delved into the concept of corporate activism, reflecting on personal ideals and how they can guide professional pathways—a timely and powerful conversation in today’s landscape.
Real Impact Across Borders
The 2024–2025 edition has launched with 60 enthusiastic participants representing 23 companies and 8 nationalities. This diversity strengthens the learning experience and reflects the program’s commitment to global inclusion.
The most recent training, held on April 4th, focused on inclusive leadership and allyship in the workplace. Led by Yuli Kim, the session offered practical tools for creating positive change within organizations. It served as a reminder of the program’s deeper mission: to empower the next generation of leaders and foster a culture of inclusion and equity.
Ready to Join? Whether you are seeking to give back as a mentor or looking for support as a mentee, Pride in Leadership offers a space to grow, connect, and make a difference. The mentorship program returns annually. If you would like to be part of the 2025 cycle, reach out to young@workplacepride.org.
Young@Workplace Pride Core Team Pictured from left to right: Maral Arikan, Ivan Katsarev, Sanne Brons, Nathaniël Papilaja, and Veronique Klaassen
Workplace Pride is a not-for-profit foundation dedicated to advancing LGBTIQ+ inclusion in workplaces worldwide. Our mission is to create environments where LGBTIQ+ individuals can thrive, be their authentic selves, and contribute meaningfully. We collaborate with multinational corporations, public sector organisations, and civil society groups to drive impactful change.
Position Overview
The Personal Assistant provides high-level administrative support to the Executive Director, ensuring seamless daily operations. This role requires exceptional organisational skills, proactive problem-solving, and discretion. Key responsibilities include managing schedules, coordinating meetings, supporting strategic projects, and facilitating internal and external communications. Additionally, the role oversees Workplace Pride’s office facilities, and supports supplier relations, event logistics, and IT coordination to ensure an efficient and well-organised work environment.
Key Responsibilities
Oversee the Executive Director’s calendar, prioritising inquiries and scheduling engagements efficiently.
Prepare and organise materials for meetings, including agenda development, note-taking, and follow-up coordination.
Provide administrative support for special projects, including drafting correspondence, arranging travel, and maintaining digital filing systems.
Act as the primary liaison for internal and external communications related to the Executive Director.
Facilitate effective collaboration between the Executive Director and Workplace Pride staff, including the Management Team.
Support member acquisition efforts through correspondence, follow-ups, and scheduling.
Assist in onboarding new members in coordination with the Director of Operations and Relationship Managers.
Support the Director of Communications with event registration logistics.
Provide logistical and operational support for Workplace Pride’s events and initiatives.
Facility & Office Management
Manage Workplace Pride office facilities, and support with supplier relations, event logistics, and IT coordination.
Qualifications, Skills, and Experience
Strong affinity with and knowledge of the LGBTIQ+ community, with a passion for fostering positive change.
Minimum of five years of experience as a Personal Assistant in a corporate or nonprofit setting.
Fluency in English both written and spoken (required) and in Dutch (preferred).
Outstanding verbal and written communication skills.
Exceptional organisational and time-management abilities, with attention to detail and the ability to manage multiple priorities.
High level of professionalism when engaging with diverse stakeholders, including staff, board members, senior executives, and community leaders.
Ability to manage urgent situations with a calm and proactive approach.
Strong integrity and discretion in handling confidential information.
Proficiency in digital tools and platforms, including Apple, Microsoft, and Chrome. Experience with Eventbrite, Mailchimp, and Monday.com is a plus.
Experience in international travel planning is highly desirable.
Position Details & Benefits
Part-time role (24 hours per week) with at least two in-office days for team collaboration.
Eight-month contract with the possibility of extension.
Competitive compensation based on experience.
Reports directly to the Executive Director, with frequent interaction with staff and board members.
Preferred starting date: May 1st.
Workplace Pride embraces diversity and welcomes applicants from all backgrounds.
Application Process
Interested candidates should submit a CV (in English), a one-page motivation letter, and two professional references (no older than three years; references may be in Dutch) to info@workplacepride.org.
Contact Information
For any questions regarding this vacancy, please contact info@workplacepride.org.
We need your help! The rights of transgender individuals are under increasing pressure worldwide, from restrictive legislation to corporate and government rollbacks on Diversity, Equity, and Inclusion (DEI). These attacks threaten not just policies but the everyday lives and dignity of our community.
At Workplace Pride, we believe in action over despair—and that is where you come in. We are looking for partners to:
Co-organise events that support and uplift the trans+ community (in-person or hybrid).
Share key questions that your leadership, legal teams, or ERGs are asking in today’s climate.
Expand our network to connect and empower trans+ individuals globally.
Highlight stories of strength and resilience to inspire and educate others.
With your support, we can continue to amplify trans voices, share critical insights, and push for a more inclusive workplace and society.
Reach out to us at trans@workplacepride.org if you have ideas, questions, or want to get involved, please reach out—now more than ever, we need to stand together.
In solidarity, Sophie Jeckmans (She/Her)
Workplace Pride Board Member On behalf of trans+@WorkplacePride
As we step into 2025, we are reminded once again of the dynamic and ever-changing landscape of Inclusion and Belonging. Recently, we have seen some high-profile companies and organisations, particularly in North America, scaling back their public commitment to these vital efforts. This has understandably raised questions from amongst our members. I would like to take this opportunity to offer a thoughtful response to these concerns, and to reassure you of our continued dedication to the values that unite us.
The Resilience of Our Community
Despite the turbulence we currently face, our community of LGBTIQ+ people and their allies remains steadfast. The organisations that continue to stand alongside us understand that fostering inclusion and belonging is not just the right thing to do—it is essential for long-term success. Creating environments where everyone feels they belong leads to higher engagement, greater productivity, better teamwork, and stronger innovation. The evidence is clear: inclusive workplaces perform better, and employees who feel included are more likely to thrive. This directly contributes to the bottom line of organisations!
Challenges Ahead, But Opportunities Too
It is true that some companies, organisations and the public sector, primarily in the United States, have recently reduced the visibility of their inclusion efforts. This is often due to political, legal challenges or societal pressure. However, the situation in Europe and other regions of the world is different. Strong regulatory frameworks in Europe continue to promote transparency in inclusion practices and many companies there continue to make substantial progress in this area. And, in Asia, Inclusion and Belonging is actually thriving and continuing to make substantial gains. So, while some organisations may face regional challenges, the core of their work in promoting inclusion and belonging and workplace safety around the world remains strong.
The Business Case for Inclusion and Belonging
The evidence for the importance of inclusion is not just moral, but very practical:
A 2023 Deloitte survey found that 42% of LGBTIQ+ employees experienced non-inclusive behaviours at work, highlighting the need for continued efforts to create inclusive environments.
Research from Out & Equal shows that LGBTIQ+ employees who conceal their identity at work experience a 15-30% reduction in productivity due to the mental energy spent on hiding who they truly are.
Workplace discrimination has serious consequences. LGBTIQ+ employees who face bias are 20-30% less likely to perform at their best and are more likely to disengage or leave their roles (HRC Foundation).
These statistics make it clear that a workplace where people feel they belong is not only a healthier environment but one that drives better performance, both for the individual and the organisation.
Leadership in Difficult Times
While the external environment may be evolving, we believe that our community can lead by example. European companies continue to champion Inclusion and Belonging, even in the face of external challenges. Companies like Workplace Pride Members Shell, Microsoft and ING remain at the forefront of this movement, demonstrating that commitment to these values is a long-term strategy that pays dividends in employee satisfaction, retention, and innovation.
A Call to Action
Now, more than ever, it is crucial that we reaffirm our commitment to inclusion and belonging. As we look to the future, I encourage all our members to:
Maintain a long-term vision. Inclusion and belonging are not short-term trends, but rather fundamental components of a healthy, successful organisation.
Share your successes. If your organisation is making meaningful progress, let us help you amplify those efforts to inspire others.
Stay engaged. Reach out to Workplace Pride for resources, insights, and case studies that can support your organisation in navigating these challenges.
Remember that “Inclusion and Belonging” inherently includes ”Diversity”. Embracing diversity in all its forms, whether it be based on race, ethnicity, gender identity, sexual orientation, ability, or any other aspect of identity, is essential for creating truly inclusive and equitable workplaces
Protect the vulnerable. In this challenging time, it is particularly important to provide safe working environments to your most marginalised employees such as those in the Trans community. This will be the best signal to others in your organisation that you remain committed to inclusion and belonging.
Regional Differences. Continue your ongoing inclusion efforts globally while supporting your colleagues in regions experiencing setbacks.
Looking Ahead
While the road ahead may present challenges, it also presents an opportunity for us to prove that inclusion and belonging are not just desirable ideals—they are essential for building a thriving, sustainable future. With this in mind, Workplace Pride will focus this year on ‘Going Beyond Pride’ and engage many non-traditional stakeholders to ensure that inclusion and belonging become the foundation of change in the workplace.
Together, we can continue to drive positive change, create workplaces where everyone and anyone feels they truly belong, and build a more inclusive world for all.
Thank you for your ongoing commitment and support. Let us continue to stand united, now and in the years to come.
Amsterdam, January 2025 – Workplace Pride hosted its Annual Members’ Meeting and New Year’s Reception at PwC’s state-of-the-art circular Plaza in Amsterdam, marking the first time in 13 years that PwC has welcomed this event. The evening brought together Workplace Pride members, allies, and leaders in an inspiring setting, emphasising progress and collaboration in LGBTIQ+ workplace inclusion.
Janet Visbeen, Member of PwC’s Management Board and Shine Network, opened the event with a heartfelt address. She reflected on the journey since PwC signed the Declaration of Amsterdam, a pivotal step in advancing inclusivity within the organisation. “Thirteen years ago, when we last hosted this event, we committed to making real change. Since then, PwC has championed initiatives such as transition leave, greater transparency in diversity reporting, and fostering inclusivity for all employees,” said Janet.
Visbeen also highlighted PwC’s ongoing efforts to broaden inclusivity beyond corporate walls. As a proud sponsor of the Roze Filmdagen, PwC supports societal discussions on challenges affecting marginalised communities. She encouraged attendees to explore ways to support similar initiatives within their own organisations.
David Pollard, Executive Director of Workplace Pride, took the stage to outline the foundation’s growth and direction. With membership up by 14% and significant international milestones achieved in 2024, Pollard emphasised the organisation’s resilience amidst global challenges to diversity, equity, and inclusion (DEI).
“Our members are seeking more international engagement and digitalisation,” David shared. “As DEI initiatives face setbacks in certain regions, we remain steadfast, working with organisations that have supported LGBTIQ+ inclusion for decades. These are the companies driving progress in recruitment, retention, and fostering belonging.”
David also spotlighted Workplace Pride’s expanding global reach. The Declaration of India, launched in 2024, reflects the unique challenges and opportunities in the country’s vast workforce. Additionally, the Free to Be Me project, supported by the Dutch Ministry of Foreign Affairs, continues to empower LGBTIQ+ communities in 12 Global South countries through mentorships, civil society toolkits, and socio-economic roundtables.
Workplace Pride’s management team provided key updates on the Global Benchmark, Learning and Development initiatives, Community Engagement, Communications, and the Foundation’s financial health. Each team reaffirmed their commitment to fostering workplaces where LGBTIQ+ individuals can truly thrive and be their authentic selves.
As the Foundation approaches its milestone 20th anniversary in 2026, it is poised to amplify its efforts, ensuring inclusivity remains a central focus for its diverse and ever-expanding membership.
The event concluded with vibrant networking sessions, where attendees celebrated shared successes and exchanged aspirations for 2025 and beyond.
On behalf of the Workplace Pride Foundation and its staff, we extend our heartfelt thanks to everyone who participated in the 2025 Annual Members’ Meeting and New Year’s Reception.
A special thank-you goes to PwC for hosting this incredible event, as well as to Janet Visbeen (Board of Management, PwC Netherlands – Human Capital), Karst Beckers, Monique Groothuis, Erik Poolman, Joost de Rijk-Kroon, and the entire Shine Network for their support and organisation!
Pictured L-R: Jakub Poluszynski, Veronique Klaassen, Alexandre El Aiba and the moderator Joost Kremer
Amsterdam, Netherlands – Queericulum Vitae, an empowering event aimed at helping LGBTIQ+ individuals navigate the job market with confidence, took place at the Workplace Pride office on Purple Friday, December 13th. The event, designed for LGBTIQ+ students and young professionals, combined practical training, career advice, and networking opportunities to help attendees stand out in the competitive job market.
Organized by Academia@WorkplacePride, Young@WorkplacePride, and Student Pride, Queericulum Vitae focused on equipping participants with the tools they need to successfully transition into the workforce while remaining true to their authentic selves. The afternoon program featured a job market preparation workshop, an inspiring panel discussion, and a chance for participants to update their LinkedIn profiles with professional photos.
Preparing for the Job Market: A Workshop for Empowerment
Job market workshop led by Chantal van der Putten Director, Breda University of Applied Sciences
The LinkedIn photo shoot was conducted by Akos Tar from Studio Uppix
The day began with a light lunch and a LinkedIn photoshoot, giving attendees the opportunity to enhance their professional online presence. At 13:30, the first session—Job Market Preparation—kicked off, aimed specifically at LGBTIQ+ students and young professionals. Led by Chantal van der Putten (Director, Breda University of Applied Sciences) , the workshop provided practical insights on how to approach job applications, interviews, and career development.
The session addressed key questions, such as: Should you highlight your involvement in queer student associations on your CV? and How should you evaluate an organization’s LGBTIQ+ policies when considering job opportunities? It also explored the importance of being your authentic self in the workplace and the impact that could have on mental health and resilience.
One of the standout moments was a Kahoot quiz that encouraged participants to reflect on why authenticity at work matters. Answers ranged from “building genuine relationships” to “increasing creativity and resilience.” The session emphasized that being open about one’s identity is not just a personal choice but can have a significant impact on career success and personal well-being.
Panel Discussion: Navigating the Early Stages of Your Career
At 14:15, a panel discussion delved deeper into the realities of navigating the beginning of one’s career as part of the LGBTIQ+ community. Moderated by Joost Kremer, the panel featured diverse voices, including:
Jakub Poluszynski , a psychology student and Talent Acquisition Manager at Studocu
Alexandre El Aiba , Associate Corporate Sustainability Aegon
Veronique Klaassen, Policy Officer, Digital Economy, Province Zuid-Holland
The panelists shared their experiences, offering advice on what to look for in a potential employer, the importance of Diversity & Inclusion (D&I) support, and the role of Employee Resource Groups (ERGs) in fostering an inclusive work environment.
Veronique, a panelist, noted that while her organization wasn’t fully developed in terms of D&I, she saw it as an opportunity to shape the company’s future. Alexandre, from Aegon, emphasized the importance of ERGs and how they have provided a supportive network throughout his career.
The discussion also touched on the importance of researching companies’ D&I policies and practices. Panelists encouraged participants to look beyond statements and policies, focusing on tangible commitments, targets, and actual progress. They also highlighted how allies and executive sponsorship can strengthen organizational inclusivity.
Key Takeaways: Authenticity, Allyship, and Representation
One of the most valuable pieces of advice from the event was the emphasis on balancing authenticity and professional presentation. Panelists advised that CVs should reflect volunteer work, activism, and other personal experiences, as these can be powerful indicators of resilience and commitment to social causes.
Participants were also encouraged to ask questions about workplace culture during interviews and to be proactive in advocating for inclusivity. The panelists highlighted the importance of allies, noting that when senior leadership is open to discussing LGBTIQ+ issues, it fosters a culture of support for everyone.
The event concluded with a final call to action: Be open about who you are, seek workplaces that align with your values, and leverage the power of networks to advance in your career.
As 2024 comes to a close, we reflect on an extraordinary year of milestones and resilience. From the Global Benchmark guiding inclusion worldwide to impactful events like the Declaration of India signing, our International Conference, and the inspiring “Stories from the Heart,” we have celebrated progress and unity. This year, we launched the People of Colour community and welcomed Lisa van Ginneken to our Advisory Board, further strengthening our mission to represent every voice.
Looking ahead, 2025 promises to expand our reach with conferences in Manila, Nairobi, São Paulo, and Amsterdam. Thank you for your unwavering support—together, we are building a brighter, more inclusive future!
This event was co-sponsored by NNID and Accenture.
This impactful event, co-sponsored by NNID and Accenture, brought much-needed attention to intersex inclusion and its importance in the LGBTIQ+ spectrum.
Sophie Jeckmans, Lead of the Trans+ Community, introduced the event with a heartfelt and insightful reflection:
“When we started Trans+@Workplace Pride, I (Sophie) said we should be there for everyone who considers themselves non-cisgender. To me, that included people with intersex experiences. Little did I know at the time that many in this group consider themselves cisgender. As we planned this event, it became evident that gender and sex are different! This is why we must make the I in LGBTIQ+ visible and discuss it openly.”
The event featured presentations by Tinka and Renate from NNID, a Dutch organization advocating for sex diversity. They provided a clear and compelling overview of intersex experiences, highlighting both their unique aspects and the overlaps with gender diversity.
A particularly moving moment came when Merel courageously shared her personal story. This was followed by a dynamic panel discussion, featuring Tinka, Renate, Javier (Accenture), and Kailin (Workplace Pride). Together, they explored how workplaces can foster intersex inclusion and the vital role employers play in this effort.
Grafics NNID, 2024
Understanding Intersex: A Brief Overview
Intersex refers to individuals whose biological sex characteristics—such as chromosomes, gonads, hormone levels, or genitalia—do not fit typical definitions of male or female. This natural variation occurs in approximately 1 in 90 live births, although prevalence estimates may vary.
Key Points on Intersex:
Intersex traits may be visible at birth, emerge during puberty, or be discovered through medical evaluations for unrelated issues.
Examples of intersex variations include Androgen Insensitivity Syndrome (AIS), Turner Syndrome, Klinefelter Syndrome, and Congenital Adrenal Hyperplasia (CAH).
Historically, intersex individuals have faced pressure to conform to binary notions of sex, often through non-consensual surgeries or treatments, leading to significant emotional and physical harm.
In recent years, advocacy has focused on bodily autonomy, informed consent, and combating stigma, emphasizing that intersex variations are a natural part of human diversity.
Creating an Inclusive Workplace for Intersex People
1. Foster Awareness and Education:
Conduct training to dispel myths and promote understanding of intersex issues.
Use gender-inclusive language in all policies and communications.
2. Ensure Anti-Discrimination Protections:
Include intersex traits in non-discrimination policies.
Provide confidential reporting mechanisms for harassment or discrimination.
3. Respect Privacy and Autonomy:
Avoid making assumptions about gender or personal histories.
Protect employees’ medical confidentiality.
4. Promote Inclusive Practices:
Offer gender-neutral restroom options.
Recognize and support individual healthcare needs, including mental health resources.
5. Encourage Representation and Advocacy:
Highlight diverse stories and ensure intersex individuals feel seen and valued.
Create safe spaces for open dialogue and foster allyship among colleagues.
The Power of Storytelling
A key takeaway from the event was the power of storytelling. Personal narratives like Merel’s are transformative, fostering empathy and driving action. Workplace Pride encourages its members to host similar events to amplify voices and deepen understanding.
By prioritising intersex inclusion, organisations can cultivate workplaces where every individual feels respected, valued, and able to thrive.
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