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Workplace Pride Welcomes Essendi as Newest Partner at Amsterdam’s Iconic Pink Party

24 July 2025
John Ryan
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Categories: Event, Member, news, News

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.

Building Bridges: LGBTIQ+ Economic Empowerment Takes Center Stage in Manila

20 May 2025
John Ryan
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Categories: Free to Be Me, news, News

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.

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Download Full Report Here

Why This Matters

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 at workplacepride.org
 💡 Partner with us to co-create inclusive strategies that work where you are.

Let us move from awareness to action—together.

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Workplace Pride Kicks Off 2025 with Annual Members’ Meeting and New Year’s Reception at PwC Amsterdam

17 January 2025
Info Workplace
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Categories: Annual Members Meeting, Event, Free to Be Me, Global Benchmark, Member, news, News

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!

#WorkplacePride #PwCNL #DiversityInAction #ShineNetwork #GlobalBenchmark

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.

Join Our Core Team: Women@Workplace Pride Community Seeks New Member

19 July 2024
John Ryan
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Categories: News, news, women@workplacepride, Workplace Pride Communities

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 women@workplacepride.org.

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.

Top Achievers Shine in 2024 Workplace Pride Global Benchmark

26 June 2024
John Ryan
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Categories: Global Benchmark, News, news

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.

Download Press Release

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.

#WorkplacePride #GlobalBenchmark #DataPrivacy #DiversityandInclusion

Be Bold. Be Courageous: Shaping ‘The Future We Choose’

21 June 2024
John Ryan
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Categories: News, news
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.”

View Conference Photos

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!

Kite Pharma signs the Declaration of Amsterdam

6 June 2024
John Ryan
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Categories: Declaration of Amsterdam, Event, News, news

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.

Opinion Piece: Empowering Women on Their Path to Leadership – How Can We Accelerate Change?

7 March 2024
John Ryan
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Categories: Member, news, News, women@workplacepride

Author: Ally of the Year Impact Award Winner Terhi Kivinen  (She/Her), Chief Communications Officer at Kemira

[Pictured L-R] Aad Buis (He/Him), Workplace Pride Board Member, Ally of the Year Impact Award Winner Terhi Kivinen (She/Her) – Kemira, Leon Pieters (He/Him) Workplace Pride Board Member.

When I started as a Communications Trainee in Nokia Telecommunications in May 1994 the work and the world were different. We were excited to receive emails. The wonder of modern technology at the office was the fax. Travelling for work was considered glamorous. We used phones to call people. And we did not have so many women or other minorities in leadership positions. Now, nobody likes emails, fax is not a thing anymore, travelling means long queues and endless waiting, and phones are used for mostly other things than calls. But what remains is the fact that there still are fewer minorities in leadership positions. 

Ally of the Year Impact Award Winner – Terhi Kivinen

There has been positive development over these three decades and many organisations have recognised the benefits of diversity, equity, inclusion and belonging but this is not the case in all organisations. Diversity tends to go down in line with seniority.¹ Women and LGBTIQ+ employees may feel that they need to provide additional proof points of their competence to advance in the workplace.² At the same time we have data from various studies showing the companies with diverse leadership (gender and otherwise) outperform the ones without.³ Investors can do the math and are now looking into companies’ diversity practices and pushing the change to happen. It is interesting to see if this finally makes the difference in improving women’s and other minorities’ representation in the leadership pipeline. Usually, money has a great deal of influence. 

What do people in underrepresented groups in general want from their careers or the workplace? In my experience they want the same as everyone else wants: respectful treatment, safe workplace, meaningful work, continuous feedback, flexibility, development and career opportunities. Inclusive leadership culture can create a work environment where everyone can thrive and have opportunities to grow and advance to the very top positions of the organisation. 

What are some concrete actions organisations and all of us already in leadership positions can take to be more inclusive? We can all examine our own biases (yes, we all have them) and be allies, mentors and sponsors for leadership minorities. We can widen the candidate pools when hiring, support internal growth opportunities, offer leadership training, and ensure equitable promotion policies. We can increase flexibility, analyse and correct gender pay gaps, reward people who drive change and help build psychological safety. 

Role models are also helpful. This can be more difficult especially for the LGBTIQ+ colleagues who may not have so many role models to choose from. I have learned a great deal about leadership by observing my various bosses navigating their jobs and leading people and organisations, some very big and some smaller ones. I do not have statistically meaningful study results to share with you on this but based on my observations and experience, kindness, authenticity and inclusiveness make a more impactful leadership style. The “what” is important but the “how” is the key. I have also had some great mentors on the way who have shared their wisdom and believed in my abilities. One great piece of advice I have received from one of them was to be bold, say yes to opportunities and apply for interesting roles even if I didn’t check 100% of all the boxes. No need to be perfect. If you don’t apply you will never get the roles you want. 

My own career path has been long and varied and each job on this journey has been a different kind of a learning experience. It has of course not always been smooth sailing. I have encountered various issues over the years that may or may not have been because of my gender. To be fair I have also received a lot of help and also asked for it. Without the support of other people like great bosses and colleagues, my partner and family and even the Finnish system that provided excellent and affordable childcare it would have been much harder.  I have tried my best to pay that forward by being an ally and by supporting for example young professionals and LGBTIQ+ colleagues. In 2023 I received the Workplace Pride Ally of the Year Impact Award which was of course a huge honor. Even more important for me personally was the fact that I was nominated by my Kemira colleagues for this award and really felt that my support and allyship had been appreciated.  It is also a reminder how important visible leadership support is for advancing inclusion, in this particular case for our Kemira LGBTIQ+ community but that applies to everyone else equally. 

What can women and LGBTIQ+ community members (and every other underrepresented group in leadership) do to overcome the obstacles and advance to the leadership? Invest in education and continue learning and developing throughout your careers. Stay up with trends and keep enhancing skill sets. Build strong professional networks. Seek mentors and sponsors who can give guidance and open doors. Connect with and support others. Drive change at the workplace and join companies who make DEI a priority. Develop leadership skills such as strategic thinking or communication. Be bold and curious, speak up, learn to negotiate and to be assertive. Ask for help and say yes to new challenges. Take on high-visibility projects and roles. And always foster an inclusive environment once you have made it to the leadership and be an ally to others. 

Terhi Kivinen

Chief Communications Officer, Kemira Oyj

1. Women in the Workplace 2023 report | McKinsey

2. LGBTQ leaders speak out and look ahead | McKinsey

3.  Workforce diversity boosts performance (blackrock.com)

Exciting Opportunity: Join the Board of Young@Workplace Pride!

20 February 2024
John Ryan
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Categories: Member, news, News, Workplace Pride Communities, Young

Are you a dynamic individual aged 18-35, employed by a Workplace Pride member, and deeply committed to advancing LGBTIQ+ inclusion in professional environments? Young@Workplace Pride invites you to join our team as a Board Member! Please note that this is a voluntary position.

Young@Workplace Pride is a vibrant community within Workplace Pride dedicated to empowering young LGBTIQ+ professionals. Through a series of engaging events and initiatives, we foster connection and provide crucial support to individuals navigating their authentic selves within workplace settings.

Key Responsibilities:

  • Participate in approximately half an hour of board-related activities per week, with additional engagement during event periods.
  • Contribute to the organization and execution of events, fostering an inclusive environment for all participants.
  • Facilitate our mentorship program, offering guidance and support to fellow young professionals.
  • Leverage networking opportunities to enhance personal and professional growth.

Why Join Us?

As a Board Member, you’ll gain invaluable experience in event coordination, mentorship facilitation, and networking within the LGBTIQ+ professional community. This role offers a platform to make a tangible impact on workplace inclusion while honing your leadership skills.

How to Apply:

If you’re passionate about driving positive change and possess relevant experience, we encourage you to submit a brief motivation to young@workplacepride.org. Share why you’re motivated to join our board, outline your relevant skills and perspectives, and highlight how you’ll contribute to our mission.

Deadline for Applications: March 4th, 2024.

Please note that this is a voluntary position. Learn more about Young@Workplace Pride at https://workplacepride.org/youngwp/. We eagerly anticipate your application!