Academia@WorkplacePride

Empowering LGBTIQ+ Students and Professionals: Queericulum Vitae Prepares the Next Generation for the Workforce

7 January 2025
John Ryan
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Categories: Academia@WorkplacePride, Event, Member, News, Young
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.

Highlights from the Trans+@Workplace Pride Event: ‘Intersex – Bringing the I in LGBTIQ+ to Light’

10 December 2024
John Ryan
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Categories: Academia@WorkplacePride, News, news, Trans+

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.

Afbeelding met tekst, schermopname, diagram, Lettertype Automatisch gegenereerde beschrijving

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.

For more insights, visit NNID’s website: nnid.nl.

Opinion: The b in lgbtiq+ comes off worst in the workplace

7 August 2024
John Ryan
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Categories: Academia@WorkplacePride, News

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

Jojanneke van der Toorn en Michiel Kolman 3 augustus 2024, 10:00

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

The original article is located here >

A Rainbow Flag Alone is Not Enough: Companies Embrace Inclusive Policies for LGBTIQ+ Employees

2 August 2023
John Ryan
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Categories: Academia@WorkplacePride, Members Exchange, News

In the past, displaying a rainbow flag during Pride was seen as sufficient support for the LGBTIQ+ community within a company. However, times have changed, and the need for genuine inclusion and acceptance has become paramount. Recognising this, companies are taking proactive steps to create a welcoming environment for their LGBTIQ+ employees.

Michiel Kolman, co-chairman of Workplace Pride, experienced the lack of conscious policies for LGBTIQ+ inclusivity in workplaces decades ago. Today, Workplace Pride, based in Amsterdam but with a global reach, works to encourage companies to embrace diversity and ensure that all employees, regardless of their sexual orientation or gender identity, feel valued and at home.

Over the last 15 years, large multinationals were among the first to respond to the need for specific policies aimed at LGBTIQ+ individuals. These policies encompass a range of initiatives, including combating discrimination, implementing inclusive language, providing gender-neutral facilities, and offering confidential advisers for LGBTIQ+ employees.

However, implementing these policies is not always a smooth journey, and progress varies across industries and sectors. In the legal profession, for instance, the interests of LGBTIQ+ individuals may not always be a top priority. Chris Noordam, chairman of the FORWARD Foundation, advocates for acceptance, recognition, and visibility of LGBTIQ+ people within the legal sector.

Noordam explains that diversity and inclusivity must become the norm, just like any other facility provided for employees. FORWARD started its efforts in prominent offices, particularly in Amsterdam, and now aims to extend these policies to the rest of the UK.

Developing and implementing inclusive policies is an ongoing process that may take around ten years to complete. To gauge progress, Workplace Pride conducts an annual benchmark study to evaluate companies and government institutions on various inclusion-related points.

According to Michiel Kolman, this emphasis on inclusivity has become a crucial aspect for companies, universities, and government institutions. Participating in the benchmark study and scoring well reflects how seriously organisations view the subject of LGBTIQ+ inclusivity.

Companies that genuinely prioritise their LGBTIQ+ employees reap rewards beyond just compliance. Embracing inclusivity makes them more attractive employers, as individuals seek workplaces where they can feel genuinely seen, heard, and accepted.

As the global landscape evolves, more organisations are recognising the significance of creating a truly inclusive environment, signalling a positive shift towards a more inclusive and accepting world for everyone, regardless of their sexual orientation or gender identity.

This text was adapted from the original piece written in Dutch by Richard Hogenkamp from https://www.intermediair.nl/emancipatie-en-diversiteit/inclusiviteit/een-regenboogvlag-maakt-je-geen-lhbti-inclusieve-werkgever