On 13 November, the Telders Auditorium at Leiden University became a vibrant hub of learning, dialogue, and connection during a full-day symposium dedicated to LGBTIQ+ inclusion in the workplace. Organized in partnership with Academia@WorkplacePride, the event brought together scholars, practitioners, and organisational representatives to explore emerging research, share practical strategies, and strengthen collective commitment to advancing inclusion.
Programme Highlights
Keynote 1 – “LGB with the T: The Challenges and Opportunities of Allyship”
Prof. Luke Fletcher offered a thought-provoking examination of allyship—often portrayed as a simple, universally positive act. He highlighted the real-world complexities: the barriers that limit its impact and the growing risks of backlash as trans and non-binary communities face intensified global polarisation. His call to action was clear: the current moment demands intentional, united, and meaningful allyship.
Keynote 2 – “Beyond For or Against: Understanding Employee Support for DEI Policy”
In the second keynote, I presented insights from Yonn Bokern’s PhD research, which reveals that employee attitudes toward DEI are far more layered than a binary “for or against.” The research identifies five unique profiles—Champions, Ambivalents, Bystanders, Reluctants, and Opponents—each shaped by different motivations, concerns, and needs. Understanding these profiles enables organisations to tailor their approaches and build the knowledge, motivation, and capability required for sustained inclusion.
Panel Discussion – Staying the Course in a Shifting DEI Landscape
Moderated by Kshitij Mor, the panel brought together Fauzia Aouden (Nederlandse Spoorwegen), Giovanni van Leeuwen (Capgemini), Looi van Kessel (Leiden University), and Prof. Fletcher for a candid discussion on the complexities of today’s DEI environment. Building on the keynote themes, they shared experiences on navigating resistance, staying rooted in purpose, and ensuring that DEI efforts remain grounded in evidence, impact, and resilience.
The exchange of ideas continued well beyond the formal sessions. Over coffee and tea, participants connected, reflected, and explored new opportunities for collaboration—reinforcing a shared commitment to creating workplaces where LGBTIQ+ people can thrive, contribute, and feel a genuine sense of belonging.
Thank You
A sincere thank you to all speakers, panelists, organisers, and attendees. Your insights, openness, and engagement made the symposium both inspiring and energising. Let’s continue moving forward—together.
The 2025 Workplace Pride Impact Awards Gala was nothing short of extraordinary! On Friday, 14 November, our community came together to honour excellence, celebrate progress, and recognise the organisations and individuals driving LGBTIQ+ inclusion forward in workplaces around the world.
Congratulations to the 2025 Impact Awards Winners!
🏆 Volunteer of the Year Thom Widdershoven – KLM
🏆 Role Model of the Year Karen De Lathouder – Eneco
🏆 Media Outreach Award You & I Media Campaign – APG
🏆 Ally of the Year Nazha Rustom – DNB
🏆 Network of the Year Arcus – Clifford Chance Amsterdam
🏆 Members’ Choice Game Changer Award Lenovo – Slovakia LGBTIQ+ Community & Integration Center
To all nominees and finalists across every category: thank you for your courage, leadership, and unwavering commitment to inclusion. You are the heartbeat of this community, and your work continues to inspire meaningful change across workplaces everywhere.
A heartfelt thank you to our incredible staff, board members, volunteers, nominees, presenters, opening act Paul Morris, and of course, our winners. Your energy, dedication, and passion made this year’s gala a truly unforgettable celebration. 🌈
We continuously strive to elevate the experience for our community, and your feedback plays an essential role in shaping future galas. We would be grateful if you could take a few moments to complete our short survey.
Thank you once again for being part of this special event.
As we close this year’s chapter, we look ahead with excitement — because 2026 marks the 20th anniversary of Workplace Pride. We cannot wait to celebrate two decades of impact, visibility, and progress with you next year. 💛💙💜
See you at the 20th Anniversary Edition of the Impact Awards in 2026!
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.
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.
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!
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.
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.
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
Amsterdam, 27 June 2024 — Workplace Pride is delighted to announce the release of the 2024 Global Benchmark results, a comprehensive global assessment of LGBTIQ+ workplace inclusion. This year’s findings spotlight the remarkable achievements of organisations dedicated to fostering diverse, inclusive environments.
Foremost among the accolades are the organisations that have scored above 90% on the Workplace Pride Global Benchmark survey, earning the title of “Advocate.” These trailblazing organisations are leading the charge in advancing LGBTIQ+ inclusion in workplaces worldwide, setting new standards for broader societal change. This year, there are two new entries into the Advocate level: ING and McKinsey & Company. They join established Advocate organisations from previous years, including: Accenture, Dow Inc., PwC, RELX Elsevier, Shell, Sodexo,and Unilever.
We also extend our congratulations to the “Ambassador” organisations, which have scored between 70% and 90%. Their unwavering commitment to LGBTIQ+ inclusion in the workplace is driving positive change and fostering a more inclusive society. This year, six new entries have achieved Ambassador status: De Nederlandsche Bank, Johnson & Johnson, Kite Pharma EU B.V., Lenovo, Ministerie van Buitenlandse Zaken, and Nike.They join established Ambassador organisations from previous years, including Aegon Ltd., Avery Dennison, and KLM.
The 2024 Global Benchmark results reveal a significant shift, with 26% of submissions coming from first-time participants—the highest percentage since the benchmark commenced. David Pollard, Executive Director of Workplace Pride, remarked, “The 2024 Global Benchmark highlights how organisations worldwide are responding to societal changes and uncertainties. The influx of first-time participants underscores a growing commitment to fostering inclusive environments. These employers are not only driving change within their own workplaces but are also influencing broader societal transformations on a global scale.”
We celebrate the progress made by organisations that have shown the most significant improvement in LGBTIQ+ workplace inclusion over the past year. Their efforts are a testament to the evolving landscape of workplace diversity and inclusion, and their achievements pave the way for continued progress.
The Workplace Pride Global Benchmark was initially introduced in 2014 as an annual survey, enabling participants to track their progress. Developed under the leadership of Workplace Pride, with support from the University of Leiden, major employers, and NGOs from various countries, the Benchmark represents the gold standard of LGBTIQ+ workplace inclusion worldwide. It empowers management with the data needed to measure and enhance LGBTIQ+ workplace inclusion in their organisations across the globe.
Participating organisations receive a comprehensive assessment across eight key categories: Policy & Communication, Employee Networks, Workplace Awareness, Support & Benefits, Inclusion & Engagement, Expertise & Monitoring, Business & Supplier Engagement,and Societal Impact.
Omar Badawy (He/Him) introduces the People of Colour (PoC) Community during the conference.
On Friday, June 14, 2024, The Hague, Netherlands, hosted the highly anticipated 2024 International Conference “The Future We Choose: Practical Steps and Global Perspectives.” With over 300 delegates, 22 hours of content, 14 breakouts, and countless hours of networking, this conference marked one of the past year’s most successful and meticulously planned events.
The conference was a convergence of voices, ideas, and unwavering commitment to shaping a more inclusive future. Highlights included:
The launch of the new People of Colour community.
The welcoming of new Advisory Board member Lisa van Ginneken.
The creation of a dedicated quiet zone for delegates to recharge.
Rob Jetten (He/Him), Minister for Climate and Energy and Deputy Prime Minister of the Netherlands, delivers his keynote address.
Executive Director of Workplace Pride, David Pollard encapsulated the conference’s spirit, saying, “Our community is incredibly diverse and wonderful. We can achieve great things, but finding balance is required. We must listen to all perspectives and strive for a middle ground. Today, we are actively shaping our future. This is The Future We Choose.”
The conference buzzed with energy and purpose, drawing diverse participants from business, government, and civil society. It catalysed change, fostering connections and igniting ideas with the potential to ripple far beyond the conference walls. Keynote addresses by leaders such as Rob Jetten: Minister for Climate and Energy / Deputy Prime Minister of The Netherlands, highlighted the challenges and triumphs of LGBTIQ+ inclusion, sharing personal stories that underscored the need for courage and empowerment.
Siobhán Martin, PhD, Global Executive, NED, & Driver of Cultural Change, at Aegon emphasised, the importance of securing sponsorship at the highest levels and promoting active allyship. “Be Bold. Be Courageous,” she urged, advocating for efforts that go beyond the status quo to push boundaries and foster true equity and belonging for everyone.
Pictured left to right: Michiel Kolman (He/Him), Siri Nomme (She/Her), H.E. Ambassador Asi Mamanee (He/Him), Margot Slattery (She/Her), and Boris Dittrich (He/Him) during the panel discussion “The Challenging Global Landscape: Public & Private Sector in the Crosshairs.”
The first-panel discussion, led by Michiel Kolman, Co-Chair of Workplace Pride, titled “The Challenging Global Landscape: Public & Private Sector in the Crosshairs,” featured lively debates and reflections on significant milestones, such as the 9th anniversary of marriage equality in Ireland and Thailand’s commitment to LGBTIQ+ rights. Thailand’s example was highlighted as a potential model for other Asian countries to follow.
Throughout the day, 14 breakout sessions explored topics such as Rainbow Washing, Transgender Inclusion & Safety in the Workplace, Impactful Strategies for Bi+ Inclusion at Work, Neurodiversity in Pride, creating environments where diversity and inclusion are living values, and the importance of bold leadership. Rachel Solway, Chief HR & Corporate Officer at Shell, highlighted the importance of addressing invisible barriers to achieving true workplace inclusion. Her message resonated deeply, underscoring the necessity for workplaces and multinationals to stand together and learn from each other to foster a genuinely inclusive environment.
Workplace Pride launched the People of Colour community, spearheaded by Christine Holtkamp, Director of Communities at Workplace Pride, and Omar Badawy, Relationship Manager at Workplace Pride. The new community leaders, Tamer Zikry from CSC and Dr. Ajay Jagadeesh from TU Delft, outlined their goals and expressed their enthusiasm for their first event. Omar, reflecting on his journey, emphasised the importance of creating a safe space for discussions on race and ethnicity, addressing issues like racism and ethnic profiling.
This year’s conference also saw a shift in how speakers and moderators were appreciated. Instead of traditional gifts, David Pollard presented a generous donation from Workplace Pride to Edith Molemans and Frank Aalderinks from the Give a Damn Foundation which supports LGBTIQ+ organisations worldwide.
As the conference drew to a close, reflections echoed through the main plenary room. Conversations about self-identification and the business case for diversity were punctuated by introspection. The Quiet Zone, a new addition this year, offered a sanctuary for those needing a break from the vibrant atmosphere, showcasing Workplace Pride’s commitment to inclusivity.
Lisa van Ginneken (She/Her) Advisory Board Member, Moderates her Breakout on ‘Transgender Inclusion & Safety in the Workplace’ during the Workplace Pride Conference.
With over 3 billion people expected to vote in 2024 and 2025, the future holds significant potential for change. The conference emphasised the importance of resilience and collective effort in shaping The Future We Choose—a future where everyone feels seen, heard, and valued.Thank you, Ikenna Azuike, for moderating the conference and to the staff, board, volunteers, and everyone who attended. We look forward to seeing you next year. For now, feel free to browse through the photos and recap the full opening and closing plenaries available online. See you next year!
Amsterdam 6 June, 2024. Kite Pharma, a pioneering leader in the field of cell therapy, have officially signed the Declaration of Amsterdam during the Pride Daybreaker event at their Hoofddorp office. This significant occasion emphasised the company’s commitment to fostering an inclusive and diverse workplace environment.
Chris Crowell – VP, Operations – Site Head EU Manufacturing Kite Pharma with David Pollard Executive Director Workplace Pride.
As a proud member of Workplace Pride, Kite Pharma’s decision to endorse the Declaration of Amsterdam highlighted their dedication to equality and acceptance within their corporate culture. The Declaration calls for comprehensive LGBTIQ+ inclusion in workplaces across the globe, aligning with Kite Pharma’s values of diversity, respect, and innovation.
Chris Crowell, Vice President of Operations and Site Head EU Manufacturing at Kite Pharma, signed the Declaration alongside David Pollard, Executive Director of Workplace Pride.
“In these challenging times, it is important that employers take a visible stance on their support for LGBTIQ+ workplace inclusion. By signing the Declaration of Amsterdam, Kite Pharma is raising the bar on their commitment, not just within their own organisation, but also externally,” said David Pollard, Executive Director, Workplace Pride.
Kaneesha A. Nadal (They/Them) Cell therapy specialist I+ at Kite Pharma
The signing ceremony took place during the Pride Daybreaker event, a celebration dedicated to promoting diversity and inclusion within the workplace. The event was attended by key members of Kite Pharma’s leadership team, representatives from Workplace Pride, and other inclusion groups committed to fostering inclusivity in the corporate world. It featured speeches, networking opportunities, and a discussion on the importance of LGBTIQ+ inclusion in the workplace.
Kite Pharma’s endorsement of the Declaration of Amsterdam was not just a symbolic gesture but a tangible action that demonstrated their ongoing commitment to creating a workplace where everyone could thrive. Kite Pharma hopes that this move would inspire other organisations to follow suit and prioritise inclusivity in their own workplaces.
About Kite Pharma
Founded in 2009 as a pioneer in cell therapy research, Kite’s leadership position in the immuno-oncology space was solidified with our research and development agreement with the National Cancer Institute in 2012 and when our commercial manufacturing site opened in El Segundo in 2016. Since our acquisition by biopharma leader Gilead Sciences in October 2017, our combined strength has accelerated the advancement of our pipeline, including the launch of YESCARTA® (axicabtagene ciloleucel) and TECARTUS® (brexucabtagene autoleucel), and has expanded the impact of our strategic partnerships.
As an independent operating company since 2019, we prioritise innovative R&D with the full resources, capabilities, and trust of Gilead. As a vital part of Gilead — a founding member of the Foundation for the NIH’s Partnership for Accelerating Cancer Therapies — we are devoted to advancing the understanding of cell therapy as a transformational treatment option for cancer. The combined strength of Kite and Gilead allows us to remain innovative, agile, and ambitious in our mission to keep improving the lives of people with all types of cancer.
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