As Professor of LGBTIQ+ Workplace Inclusion at Leiden University, Jojanneke van der Toorn works closely with Workplace Pride to bridge academic research and organizational practice. Her latest work offers critical reflections on how organisations can create more inclusive, equitable, and psychologically safe environments for LGBTIQ+ employees worldwide.
Highlights Include:
Reflections on SOGI Data Collection: New research highlights that employees are more willing to share personal identity data when trust, transparency, and anonymity are prioritized.
More Biased, Yet More Informed? Findings on how perceptions of bias and expertise shift depending on whether researchers belong to marginalized groups.
Staying the Course in a Shifting DEI Landscape: Insights from the Workplace Pride Conference on why keeping identity central in DEI strategies is essential for lasting impact.
Upcoming Event: The 2025 LGBTIQ+ Workplace Inclusion Symposium at Leiden University will gather global researchers and practitioners to explore the latest evidence-based strategies.
Through her work, Jojanneke continues to advance evidence-based guidance for HR and DEI teams while elevating employee experiences, trust, and belonging.
Want to dive deeper into Jojanneke’s latest research and recommendations? Discover the full Rainbow Brief and explore actionable insights to strengthen LGBTIQ+ workplace inclusion.
Hosted by De Nederlandsche Bank | In collaboration with Workplace Pride, the Netherlands Ministry of Foreign Affairs, and RVO
On Friday, August 1st, 2025, De Nederlandsche Bank opened its doors to host Stories from the Heart, a powerful and emotional gathering that brought together LGBTIQ+ human rights activists from across the African continent with members of the Workplace Pride community. Co-organised with the Netherlands Ministry of Foreign Affairs and RVO, this annual event offered a rare and intimate window into the lived realities, struggles, and triumphs of LGBTIQ+ people in regions where acceptance is still far from guaranteed.
Held at De Nederlandsche Bank in Amsterdam, the event served as a platform for global storytelling, dialogue, and deep reflection. It formed part of the RVO’s Building Bridges program, which connects local activists with international networks and corporate stakeholders committed to equity and inclusion.
This year’s theme, “Bridging the Gap Between Law and Practice,” highlighted the persistent challenges faced by LGBTIQ+ communities even in countries with progressive laws on paper. Five extraordinary speakers—each a leader in advocacy, law, youth empowerment, or social entrepreneurship—shared heartfelt testimonies and hard-won insights into their work. David Pollard opened the event along side keynote speakers: Artie Debidien from De Nederlandsche Bank and Jelte van Wieren from the Ministerie van Buitenlandse Zaken
Their insights and commitment to progress set the tone for an event of learning, connection, and action.
Meet the Speakers
Gilbert (he/him) – Kenya
A globally recognised human rights lawyer and founder of PRISM Lab, Gilbert has played a pivotal role in strategic litigation to protect LGBTQ+ rights across Kenya. With a decade of experience, he continues to push boundaries in legal reform and queer political inclusion throughout East Africa.
Neo (she/her) – Lesotho
Neo is a powerful voice for LBQ visibility and youth-led inclusion in Lesotho. Through her work at QueerWorX and GoldenDykesEnt., she advocates for the social protection of queer people in public spaces, mental health support for LBQ women, and the integration of LGBTIQA+ voices in youth movements.
Aldovanda (Haldo) (she/her) – Mozambique
A seasoned advocate for young LBQ women’s health and rights, Haldo has over nine years of experience in feminist organising and program leadership. Through her work with POR ELA and other international partnerships, she elevates LBQ voices in public policy and grassroots activism.
JoJo (she/her) – Rwanda
Founder of Blossom Bridge Initiative, Josine is a seasoned activist and entrepreneur advocating for gender equality and the inclusion of LBTQ individuals and female sex workers in Rwanda. With over a decade of experience, she is a driving force behind regional human rights reform and social entrepreneurship.
Reon (he/him) – South Africa
A dynamic social impact consultant and founder of Impacting Youth, Reon empowers organisations to co-lead with youth in climate action, education, and multilateral reform. His diplomacy work bridges grassroots engagement with global development efforts, particularly through his advisory roles across Africa.
Reflections & Impact
Stories from the Heart provided a rare space for mutual exchange between activists and Workplace Pride members whose companies operate across international and often complex socio-political landscapes. Each speaker brought unique perspectives on resilience, strategy, and hope—highlighting how local action, when amplified globally, can lead to lasting change.
For many attendees, the event served as both a call to action and a reminder of the human spirit’s capacity for courage. As one audience member noted:
“Not everyone expects grand gestures—small steps can make a big difference. Start by doing what you can in your own community.”
Thank You
Workplace Pride sincerely thanks De Nederlandsche Bank for hosting, and our partners at the Netherlands Ministry of Foreign Affairs and RVO for making this important gathering possible. A heartfelt thank you to Deborah Abrahams and Marie-Jeannine Citroen for their invaluable support and contributions behind the scenes—your work made this event truly special. Most of all, we honour the storytellers—activists, advocates, and changemakers—who travelled from across Africa to share their voices and illuminate paths toward inclusion.
Together, we continue to build bridges that span continents, identities, and hearts.
Workplace Pride Welcomes Essendi as Newest Partner at Amsterdam’s Iconic Pink Party
Amsterdam, July 24, 2025— Workplace Pride is proud to announce that Essendi, a leading hotel owner and operator across Europe, has officially joined its global network of LGBTIQ+ inclusion champions. The partnership was launched in style during the festive 10th edition of the Pink Party, held at the iconic INK Hotel Amsterdam – MGallery Collection, a fitting setting for a milestone rooted in hospitality, pride, and visibility.
As a purpose-driven organisation with a portfolio of over 568 hotels in 22 countries, Essendi brings a powerful vision to the Workplace Pride community: to create and foster places that thrive — for guests, teams, and the wider ecosystem. With more than 20,000 passionate team members, a strong sustainability record (38% of hotels Green Key certified), and deep roots in Europe’s hospitality landscape, Essendi is uniquely positioned to make a positive and lasting impact.
David Pollard, Co-founder & Executive Director of Workplace Pride: “This partnership with Essendi highlights how inclusion can become a true business value. By embedding LGBTQIA+ inclusion into leadership, strategy, and culture, Essendi shows that hospitality can and should be a driver for equity and belonging.”
Essendi’s core values — caring for people, daring to innovate, and empowering teams to create impact — form the backbone of their business model and align closely with Workplace Pride’s principles of visibility, belonging, and transformation.
Martijn van der Graaf, COO Western Europe at Essendi: “Inclusion and diversity are not just values at Essendi; they are operational priorities. With Workplace Pride, we’re transforming commitments into action: inclusive leadership, safer spaces, and a culture where everyone can be themselves. Signing this partnership during the 10th PINK Party isn’t just symbolic, it’s a celebration of what we stand for.”
The Pink Party, now celebrating a decade of fostering community and visibility, proved the perfect moment to affirm this new partnership publicly—surrounded by members, allies, and advocates committed to a more inclusive future.
Jolanda de Smit, General Manager, INK Hotel Amsterdam – MGallery Collection: “Ten years of INK Hotel Amsterdam – MGallery Collection is more than an anniversary; it’s a celebration of the journey we’ve shared with our guests and team. We’ve built a place where everyone feels they belong, where people are seen, heard, and respected. Diversity and inclusion have never been trends for us, they are the pillars of who we are.
About Workplace Pride Workplace Pride is a not-for-profit foundation dedicated to improving the lives of LGBTIQ+ people in workplaces worldwide. Through partnerships, research, events, and advocacy, it empowers organisations to embed inclusion and belonging at every level.
About Essendi Essendi is a leading hotel owner and operator in the economy and mid-scale segments in Europe. With over 568 hotels in 22 countries and more than 20,000 team members, Essendi combines dynamic asset management with hotel operations to unlock the full potential of each location. Driven by values of care, innovation, and empowerment, Essendi is committed to creating sustainable, inclusive, and thriving places for people and communities across Europe.
Top Performers Shine as Global Benchmark 2025 Reaches New Heights
Amsterdam, 10 July 2025 — Inclusive leadership is being redefined—and the 2025 results prove it. Workplace Pride announces the release of the 2025 Global Benchmark results, a comprehensive international assessment of LGBTIQ+ workplace inclusion. This year’s findings highlight the outstanding efforts of organisations setting new standards for diverse, equitable, and inclusive work 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: Kite Pharma EU B.V. and De Nederlandsche Bank. They join established Advocate organisations from previous years, including: Accenture, ING, 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, four new entries have achieved Ambassador status: ABB, Ministerie van EZ, KGG, en LVVN (Ministry of Economic Affairs, Ministry of Climate and Green Growth, Ministry of Agriculture, Fisheries, Food Security and Nature), Robeco, and Tata Steel. They join established Ambassador organisations from previous years, including Aegon Ltd., KLM, Lenovo and The Ministerie van Buitenlandse Zaken (Ministry of Foreign Affairs of the Netherlands).
The 2025 Global Benchmark results reveal a continued momentum, with standout progress from both new participants and returning organisations. In particular, we celebrate the efforts of Bynder, Tata Steel, and a.s.r. verzekeringen, each of which improved their scores by more than 20% compared to 2024—highlighting measurable action and sustained commitment.
David Pollard, Executive Director of Workplace Pride, said: “The 2025 Global Benchmark highlights how, even in these difficult and challenging times for the LGBTIQ+ community, organisations are moving beyond awareness to real impact—leveraging data-driven strategies to build inclusive and sustainable workplaces.”
We also acknowledge the highest-performing organisations across various sectors and industries, including: Accenture (Private Sector and Services Industry), De Nederlandsche Bank (Public Sector and Public Administration), Unilever (Manufacturing), Kite Pharma EU B.V. (Healthcare, Pharma, and Biotech), ING (Financial & Insurance), RELX Elsevier (Information & Communication), KLM (Transportation & Storage), Shell (Construction, Engineering, and Utilities), Hogeschool Utrecht/HU University of Applied Sciences Utrecht (Top-scoring Academic Institution), Ministry of Foreign Affairs, the Netherlands (Top-scoring Government Organisation).
The Workplace Pride Global Benchmark, launched in 2014 with support from the University of Leiden and global partners, is the leading tool for measuring LGBTIQ+ workplace inclusion. It provides organisations with detailed insights across eight key categories, Policy & Communication, Employee Networks, Workplace Awareness, Support & Benefits, Inclusion & Engagement, Expertise & Monitoring, Business & Supplier Engagement, and Societal Impact —enabling them to track progress and drive meaningful change.
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 has more than 130 member organisations, employing millions of people in nearly every country on the planet. For media inquiries and additional information, please visit www.workplacepride.org.
Strong Turnout at Workplace Pride Conference Signals Momentum for Global LGBTIQ+ Inclusion
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.
Building Bridges: LGBTIQ+ Economic Empowerment Takes Center Stage in Manila
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.
Standing Together for Trans Rights – Join Us in Action
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.
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