“My company or organization should take a more assertive public position on LGBT+ inclusion and belonging”
87% of the jammers agree
A new report by the IBM Institute for Business Value (IBV), Out & Equal Workplace Advocates, and Workplace Pride provides new information on workplace discrimination faced by the LGBTIQ+ community. It also provides tangible actions that employers can take to address the troubling findings.
“I will soon be entering the workforce and would definitely hope that there were fellow transgender employees at the company.
In fact,I will actively be looking to work for a company that has high rates of LGBTQ+ employment at all levels, including executive positions”
Jam Participant
The report is the result of a two-part study: (1) a survey of more than 6,000 United States-based professionals, and (2) a facilitated digital conversation – called an “Innovation Jam” – that included more than 2,000 business leaders, subject matter experts, and thought leaders from around the globe.
To capture valuable insights from individuals across this diverse community, the IBV teamed up with Out & Equal and Workplace Pride to host a Global LGBT+ Innovation Jam. Jam participants claimed identities across the spectrum, with 43% identifying as gay or lesbian, 33% as non-LGBT+, 9% as bisexual, and 8% as queer. Transgender and non-binary people made up 15% of Jam participants.
“[Pronouns] should never be required. Safety for trans/non-binary folks should be the highest priority.
Pronouns are part of the coming out process; making them mandatory would “out”us and take away our autonomy.
It is one of the few things we actually have control over”
IBM Jam participant
Some of the key research findings showed that LGBTIQ+ discrimination remains despite employers’ drive to further inclusion. The intersection of race, gender, and sexual orientation heightens discrimination, making it more pronounced. Non-binary and gender-expansive identities are common in workplaces. COVID-19 placed an outsized burden on caregivers from the LGBTIQ+ community.
“COVID is showing home-life much more realistically than the confines of the structured office. As much as this makes some more comfortable, it makes others feel threatened and endangered.”
Workplace Pride is very proud to announce the launch of our very own app! Regardless of whether you own an Apple or Android device, you will be able to access everything on our website on your phone or tablet. In addition, you’ll be able to take part in our forums, watch webinar videos and listen to podcasts. The New Horizons online is integral to the app and you’ll be able to get immediate access to the latest news and content from our member organisations. Having an app means you’ll get notifications as soon as new content is available.
Go ahead click on the App Store or Google Play icon and download our App now!
This conference which was hosted by the Embassy of the Netherlands in Hungary and took place on IDAHOT day (May 17th, 2021), addressed a broad range of issues when it comes to LGBTI inclusion in the workplace.
The Symposium was opened by René van Hell, Ambassador of the Kingdom of the Netherlands to Hungary. He emphasised the significance of IDAHOT and how united the European Union is in achieving the goal of raising awareness of human rights violations against the LGBTI community. The Ambassador also noted that Josep Borrell, High Representative of the European Union today had published a declaration on behalf of all EU member states to support this goal.
The Ambassador prefaced that today’s symposium on Hungary would focus mainly on the business rationale for creating LGBTI inclusive workplaces. It would demonstrate how both business and society could benefit from a more open and inclusive approach to this community.
Next, the Netherlands human rights Ambassador, Bahia Tahzib-Lie gave her inspirational thoughts on the importance of creating open and inclusive workplaces. On May 17th she had the honour of raising the rainbow flag at the Dutch Ministry of Foreign Affairs in the Hague and calling for equal rights for LGBTI people in all spheres of life.
“IT IS VITAL THAT EVERYONE REACH THEIR FULL POTENTIAL, BE THEIR AUTHENTIC SELVES, AND BE VALUED FOR THEIR CONTRIBUTIONS, REGARDLESS OF THEIR GENDER IDENTITY, ORIENTATION, SEXUAL ORIENTATION, OR SEX CHARACTERISTICS. THIS IS WHY LGBTI RIGHTS ARE A TOP PRIORITY FOR THE NETHERLANDS.”
Bahia Tahzib-Lie Netherlands human rights Ambassador
Next, David Pollard, Exec. Director of Workplace Pride and moderator for the Symposium spoke about milestones achieved globally with marriage equality. This issue directly and positively impacts the LGBTI community in the workplace and can usher in positive change in company policies.
Mr Pollard polled the live audience on Hungary. To the question “What is the most effective way to create LGBTIQ+ inclusive workplaces in Hungary?”. The majority voted (74%) that employers should take the initiative over other choices such as lobbying or Civil Society taking the lead.
“Employers across the world have begun to understand the economic advantage of creating workplaces where LGBTIQ+ people can openly be themselves. This is important for the recruitment and retention of new employees. Increasingly, younger generations, both LGBTIQ+ and non-LGBTIQ+ people, demand equitable workplaces from their employers – otherwise, they gravitate to employers where everyone CAN be themselves.”
David Pollard, Executive Director, Workplace Pride Foundation
Next Andrea Solti, Country Chair for Shell,spoke about “Corporate Priorities in a Challenging Market”. Ms. Solti explained how Shell has implemented its D&I standards in Hungary since 2002 and has had yearly D&I targets since then. These standards have helped create a workforce and board of directors that is gender-balanced. Shell has also signed the European Diversity Charter in Hungary as they feel support for this important agenda must also be external. In closing, Ms. Solti strongly emphasized visible leadership, being responsible for an open and safe work environment and being a role model, and intervening if needed. At Shell, the “learner mindset and psychological safety is the cornerstone of Shell’s leadership framework”.
Next, George Perlov from Open for Business gave a fascinating presentation of a recent study on LGBTI inclusion in Hungary, Ukraine, Romania and Poland. The biggest finding from this report is the cost of LGBTI discrimination in these countries. An estimate of 0.23% to 1.75% of annual GDP based on health iniquities (depression, HIV AIDS) and wage pay gaps. To give some financial context, Mr. Perlov explained that the cost of public broadcasting for a year in Hungary was equal to the loss in GDP due to LGBTI discrimination. LGBTI rights data showed that an increase in rights directly correlated to an increase in GDP gain per capita.
“Countries that support LGBTI rights are generally better off thus the financial opportunity is clear”
Mr. Perlov also showed evidence that national reputation around LGBTI rights can and does have an adverse effect on foreign investment which has been seen for example, in Poland with a backlash against their “LGBT Free” zones initiative and same-sex adoption. In the case of foreign reporting on Hungary on such discriminatory issues, the majority of reports are negative.
With data from Linkedin and the World Bank, “brain drain” is affecting LGBTI persons’ choices of where to work in the future in tech, finance, health, education, and science, etc., and are in fact more likely to move and take jobs in more open societies.
Topic: “The current situation for LGBTI people at work in Hungary”
Panelists:
Ines K Radmilovic: Partner, Baker & McKenzie Hungary Roman Bojko: Equality, Diversity & Inclusion Leader, IKEA Hungary Borbala Czako: President of the Hungarian Business Leaders Forum Tamas Dombos: Board Member, Hatter Society
Each of the panelists gave their own unique perspectives on Hungary and what their organisations are seeing and doing to improve the situation.
“Multinationals do want to make a difference, do want to measure and quantify diversity. But there are limitations to achieving that in Hungary in terms of local law and GDPR(types of data and context etc.) but this is an ongoing discussion” Ms. Radmilovic
“IKEA has policies which are compatible with local laws. Encouraging your co-workers to be engaged, join activities/support etc. while representing the company. From there we go into the discussion with the customers. It’s easy in a way to communicate and ask a question but its important to be prepared in advance for the reaction be it positive or negative.“ Mr. Bojko
“A lot of companies need to have courage. Our role is to work against unconscious bias and simply never give up!” Ms. Czako
“24% of Hungarian LGBTI people were discriminated against in the workplace in the past twelve months, for transgender people it was 42%” Mr. Dombos
For the second poll to the live international audience the question was :
“What next step do you feel would have the most positive impact for the LGBTIQ+ community in Hungary?”. The viewers voted in a majority that Hungarian companies become more vocal over other options such as international businesses withdrawing their investment or EU institutions imposing sanctions.
The second and final panel :
Topic: “The business imperative for creating LGBTI friendly workplaces in Hungary”
Panelists:
Ambassador René van Hell: Netherlands Embassy Chargé d’Affaires Marc Dillard : US Embassy Deputy Ambassador Katarina Szecsi- Asbrink: Swedish Embassy
“It’s not only about words but it’s about deeds and what implications those deeds have.”
“It’s not only about laws but how you reach the hearts and minds of people and do you interact and deal with your unconscious bias.” (René van Hell)
“When you live in the EU or a NATO country, we’re part of a value-based community, and standing up for diversity and LGBTI rights is part of that”
René van Hell, Dutch Ambassador to Hungary
It all comes down to doing recurring things. That diversity is smart, creates growth, cuts costs, innovates, and retains staff it just goes on with all these tremendous gains
Katarina Szesci- Asbrink, Embassy of sweden
“In Sweden, we sharpened anti-discriminatory laws to have active measures to promote equal opportunities and rights”- Katarina Szesci-Asbrink
“All employers, businesses, and organisations are obliged to work on these structural issues because there is no quick fix.” –Katarina Szesci-Asbrink
“There is an LGBTI certification from Sweden’s oldest LGBTI NGO for organisations, businesses, municipalities, etc.” – Katarina Szesci-Asbrink
“This a long-term effort in the United States. The roots of our anti-discrimination framework goes back to the 1964 civil rights act. We need to go beyond the legal and regulatory framework and look at what is here in our own organisations.”
In terms of gender identity and sexual orientation, we need to find a way each person can live to his or her full potential in contributing to the workplace. And that’s a positive commitment”
Creating workplaces where everyone can be themselves is a priority for modern businesses. People that feel included and have a sense of belonging at their places of work are more productive, better team players, and make a greater contribution. They are less likely to be ill or need to be replaced, all of which translates into financial impact for businesses.
Tremendous progress has been made in Europe in the past decade to create equitable workplaces for previously excluded or marginalised groups, including LGBTI people, but there is still much room for improvement. During this conference, we will discuss the barriers as well as the opportunities facing businesses in regards to their LGBTI employees, clients/customers. It will also explore how investors look increasingly at the breadth of a businesses’ engagement when it comes to equitable workplaces.
Participants will include (a.o) representatives from both multinational and Hungarian businesses, members of Hungarian LGBTI Civil Society, and members of the diplomatic community.
GOALS: The conference will address a broad range of issues when it comes to LGBTI inclusion in the workplace. It will focus mainly on the business rationale for creating LGBTI inclusive workplaces. It will demonstrate how both business and society could benefit from a more open inclusive approach to this community.
DATE / TIME: Monday, 17 May, 15:00 – 17:00 CET ACCESS: Open to all, but registration required
In light of Lesbian Visibility day (April 26th 2021), we are honouring Lesbian, Bisexual, Transgender, Non-Binary, Intersex, Queer, and straight ally women role models.
The women on this list are all nominated by colleagues and members from the Workplace Pride community. Some companies have shared many names, and in one particular company, there was clearly a team effort to nominate the same colleague multiple times!
The list is inspired by initiatives such as the “DIVA 100” and similar initiatives. As this is our first year, we are certain there are many great role models missing. So we hope that next year we’ll have a much longer and even more diverse list as well as representation for as many of our member organisations as possible. Having said that, let’s honour these fantastic women!
We encourage you to think of the LGBTIQ+ women and allies in your organisation and honour them too this week!
There are also various activities this week. In recognition of Lesbian Visibility Week, Workplace Pride is joining forces with our strategic partner, Catalyst for our latest “Keeping Members Connected” webinar entitled “Intersectionality – Rising to the challenge to be yourself at work” on the 29th of April.
Later in the year, as part of our Workplace Pride Leadership Awards Gala, we will also pay tribute to the entire LGBTIQ+ community worldwide. We want to use the same formula then; further information will follow later in the year.
IBM and Workplace Pride collaborate in LGBTIQ+ innovation
Although LGBTIQ+ people are protected by laws addressing employment and other forms of discrimination in a growing proportion of countries, there remain far too many LGBTIQ+ people around the globe whose rights are not protected. In many countries, LGBTIQ+ citizens are breaking laws just by being themselves. Even in legally progressive nations, many LGBTIQ+ people still feel that they cannot reveal their authentic identity in many professional, academic, and social settings.
To continue advancing inclusion and belonging for the full spectrum of the LGBTIQ+ community at work, home, and society at large, the IBM Institute for Business Value (IBV) is collaborating with Workplace Pride and Out & Equal to host a Global LGBTIQ+ Innovation Jam.
Starting at 8am ET on Tuesday, April 13th and running continuously through until 5pm ET on Wednesday, April 14th, the Jam is a virtual, text-based event where thousands of business leaders; D&I experts; academics; and other allies will come together to explore the solutions to the barriers that still slow the advancement of LGBTIQ+ individuals in the workplace.
The Global LGBTIQ+ Innovation Jam is an open and inclusive forum for discussion and sharing around 7 important themes:
Corporate & individual championship
LGBT+ intersectionality
Mental health
Transgender and non-binary belonging
Allyship
Visibility and development
Impact of technology
Register for the Global LGBT+ Innovation Jam and join the discussion – for a few minutes or for all 34 hours! Input from Jammers will be analyzed by IBM’s proprietary Innovation Jam® AI-enabled technology and the results may be used to inform an upcoming LGBT+ Leadership study that is being published in celebration of Pride Month in June.
CEU Executive MBA International Fellowship with Support of Workplace Pride Foundation for an LGBTIQ Manager or Entrepreneur
We are delighted to announce that Workplace Pride is collaborating with the Central European University and the launch of its Executive MBA International Fellowship.
The Central European University’s Executive MBA distinguishes itself as the EMBA for the Open World – a rigorous, research-based mid-career managerial degree program that confidently integrates progressive Open-Society values into its curriculum, in view of their pivotal importance as success factors for entrepreneurs, managers and leaders in the post-industrial economy.
CEU Executive MBA is the program tailor-made for accomplished working managers willing to elevate their professional profile from operational expertise to strategic leadership. The program’s innovative structure allows participants to earn a US- & EU-accredited MBA degree in just ten convenient 4-to-9-day residencies, scheduled over 28 months.
“Tolerance” is often viewed as the highest possible ambition for LGBTIQ inclusion. At the CEU, we do not merely “tolerate” diversity, we cherish it as a foundation of innovative thinking in an Open Society. That is why, we are honoured to fund this generous fellowship for a distinguished LGBTIQ manager or entrepreneur.” points out Prof. Yusaf Akbar, Faculty Co-Director of the CEU Executive MBA.
Applicant should have at least 8 years of professional experience, including at least 3 years of documented leadership/managerial experience, an undergraduate degree or equivalent qualification and who apply for the May 2021 intake of the CEU Executive MBA program via the regular application form.
The competitive fellowship will be awarded by the unanimous decision of the following selection committee:
From Workplace Pride:
Michiel Kolman – Co-Chair, Workplace Pride
David Pollard – Executive Director, Workplace Pride
and the CEU Executive MBA Program Office.
Applications will be reviewed and considered on a rolling basis. The Selection Committee reserves the right to choose awardees before the application deadline of March 21, 2021.
We are delighted to invite you to participate in the 2021 Workplace Pride Global Benchmark Survey. The Global Benchmark is an online tool designed primarily to measure the LGBTIQ+ policies and practices for internationally active employers. Participants receive a detailed report of their current situation broken down into actionable sections, which include concrete suggestions for improvement.
The survey is open from February 1st until April 16th.
Registration is free of charge to all Workplace Pride members, while non-members pay an administrative fee of €1000.- excl. VAT. You will find more information on registration and requirements on our website.
We look forward to your participation in the 2021 Global Benchmark survey. Come join the growing number of organisations that are leading the change for more inclusive workplaces!
Last year we embraced the start of a new decade with bold ideas and plans, only to suddenly find ourselves in uncharted territory, facing a global pandemic that we are still coming to terms with and the toll it’s taken in numerous ways both personally and professionally.
With vaccines finally being rolled out worldwide to those most at risk initially, it’s clear to see that societies are shifting and Workplace Pride also has to gauge and act accordingly.
Until now we have used the acronym LGBTI (Lesbian ,Gay ,Bisexual ,Transgender and Intersex) but we feel that a more colourful umbrella is needed for these changing times.
From 2021, Workplace Pride is going to use LGBTIQ+ as our primary acronym.
By adding the “Q+” we are embracing those generations who not only proudly identify as Queer but those may still feel a stigma attached to the term. For the “+” part, we feel this includes those who identify outside the more mainstream labels on gender and sexuality. Also, very importantly the “+” includes all allies!
To celebrate this shift in thinking at Workplace Pride we will launch a new webinar series for 2021 featuring speakers from the LGBTIQ+ community. The first of these webinars isn’t to be missed and will be for members and the general public and be an live online event on the 27th of January 2021!
Reflections on the Taiwan Conference (Held on the 27th of October 2020)
“Taiwan – Trailblazing LGBTI Workplace Inclusion in Asia” was the title of this unique bi-national and multi-media event organised by Workplace Pride in October. With the sub-title: Marriage equality in times of social change”, this timely and well-attended hybrid event was organised against the backdrop of ever greater diverse and inclusive societies and workplaces.
As the first country in Asia to implement marriage equality, Taiwan has both a great responsibility to make an impact on LGBTI workplace inclusion and a great opportunity to set the tone in the region for years to come. And now, within the context of social and geo-political changes surrounding the global pandemic, the leadership role for Taiwan is even more needed.
As Workplace Pride’s only in-person event held during the pandemic this year the conference was hosted by EY and ASML in cooperation with NGO’s Hotline Association and Taiwan Equality Campaign. The first section of the conference in Taiwan saw around 80 attendees gathering for targeted workshops and included a panel on diplomatic channels of influence with LGBTI workplace inclusion. This was followed by a globally streamed event featuring various high level speakers including:
Audrey Tang, Taiwan’s Digital Minister)
Moriaki Kida, EY Japan Regional COO)
Ching-Yi Lin, (Taiwan’s Ambassador-at-large.
Peter Bailliere, ASML EVP for HR&O
Hsing-Hsing Chen, Taiwan’s Representative to the Netherlands
Personal and human stories were shared, along with breakout sessions for physical attendees to connect, share and evolve their understanding of the issues facing Taiwan and workplace inclusion for the LGBTI community at present and going into the future.
Hsin-Hsin Chen, Taiwan’s Representative to the Netherlands was present in Workplace Pride’s Amsterdam studio with David Pollard (Exec. Director of Workplace Pride) for the latter section of the conference which was being held online for viewers world-wide.
To see the video of this ground-breaking conference clickHERE
Sean Du and Mei Ying, Hotline Association
“Since same sex marriage was legalized in Taiwan, more and more companies have started to pay attention to LGBTI+ inclusion in the workplace.
This conference provided an opportunity for participants to understand why LGBTI+ inclusion is important, and to learn from the thoughts and experiences of diplomats and representatives in both corporate and NGO’s on workplace equality. It also provided a platform for participants from corporates, NGO’s and governments to connect with each other. For the issues going forward, we need to think about how NGOs, corporates and governments could work together systematically on the topics. We need to let more LGBTI+ community members understand that it’s their right to work in a place that is LGBTI+ inclusive. We also need to think about how to include more local business to work with us.”
Andrew Fuh, EY Taiwan Country Managing Partner
“As the executive sponsor of our LGBT+ network, it was a pleasure for EY to host Workplace Pride with ASML in showcasing both the progress Taiwan has made around containing Covid-19 in being able to have an in-person event and progress around marriage equality as eloquently summarized by minister and ambassador Audrey Tang and Lin Ching-yi. The conference provided a platform for multinational and local companies to discuss ways to implement LGBT+ friendly policies in bringing out the best of our talent and building a better working world. EY is fortunate to be one of the handful of companies that signed the marriage equality statement to encourage both the legislature and government to legalize same sex marriage in 2018, and again in 2019. Through Workplace Pride, we are confident more like minded organizations will join hands as game changers in advancing LGBT+ equality from Taiwan to the rest of Asia, improving the lives of LGBT people at work and in greater society.”
Michiel Kolman, Co-Chair of Workplace Pride
“The Workplace Pride conference was well attended with representatives of major companies, civil society, the diplomatic corps who all engaged enthusiastically in the main program, and especially in the break-out workshops. What was well represented in the program and through the participants, was the role diplomacy plays to support marriage equality and LGBTI human rights. What is a clear next step here is to put exactly that on the diplomatic agenda outside Taiwan and while the Taiwanese Foreign Ministry was saluted for the work they have done so far, there were also clear calls to do more in this area.
Another clear theme was that the legal side might have been well addressed, e.g. through marriage equality, but that doesn’t translate to an immediate effect on work culture, and the acceptance and support for the LGBTI community in the workplace. It was significant that international companies hosted the conference and also the participants came mostly from multinationals. Taiwanese companies, neither large nor small, were present, and that is something that should be changed over time. This conference can very well be seen as a call to action, perhaps even reflected in a ‘Declaration of Taipei’ with the objective to expand marriage equality around the region and actively promote LGBTI workplace inclusion in Taiwan itself, at companies of all sizes. An objective that will require active support from leading companies, civil society, the government including the diplomatic service. More to come for certain!”
Thanks to all contributors from Hotline Association, EY and Workplace Pride
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