In our latest webinar in the Keeping Members Connected series, Workplace Pride hosted Petra van Dijk from Transwerkt Nederland along with Remke Verdegem of TNN (Transgender Network Nederland. We also had a guest dial in all the way from Argentina, Maryanne Lettieri of Contrata Trans.
Firstly, Petra introduced Transwerkt Nederland and explained what and how her organisation assists trans people with, at numerous stages of their working lives and careers. Unilever for example in the Netherlands is uniquely pioneering forward by having a gender transition policy. Such essential policies are something Petra is very passionate about going forward.
Remke talked about her work with TNN explaining some of the statistics around trans people in the Netherlands and how the binary generation is being succeeded by the “gender fluid” generation.
Since both Transwerkt Nederland and TNN are based in the Netherlands, Maryanne from Contrata Trans brought an international focus on the issues of trans people in Argentina. Maryanne talked about socio-economic plight of trans people and how they are marginalised and are often forced through adversity into the sex industry there.
As always, we had a live international audience who contributed great questions to our fascinating panel!
Timestamps (click the red timestamp to jump straight to that part of the webinar) 0:00 Introduction by David Pollard
1:45 Panel introductions (Petra, Remke and Maryanne)
Government Ministries, Major Multinationals and Civil Society Move the Dial in LGBTI Work-place Inclusion Conference
“Taiwan – Trailblazing LGBTI Workplace Inclusion in Asia” is the title of this unique conference bringing together different stakeholders in a bi-national and multi-media event. With the sub-title: Marriage equality in times of social change”, the timely gathering is being organised against the backdrop of ever greater diverse and inclusive societies and workplaces.
Same-sex marriage is now a fact in Taiwan. This has direct implications for employers and the country as a whole when it comes to the impact on workplaces. But are workplaces prepared when it comes to employee benefits, interaction with their markets/customers, and how marriage equality will effect recruitment and retention? Will married LGBTI employees feel comfortable to be themselves and how do employers prepare their organisation for the overall trend of greater diversity and inclusion that is increasingly prevalent around the world?
As the first country in Asia to implement marriage equality, Taiwan has both a great responsibility to get its impact on LGBTI workplace inclusion right 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 sur-rounding the global pandemic, the leadership role for Taiwan is even more needed.
“Forward thinking employers realise that marriage equality in Taiwan will require a different ap-proach to interaction with employees, clients and society”. Says Michiel Kolman, Co-Chair of Workplace Pride and speaker at the event, “This conference brings all stakeholders together and will set the tone for workplace diversity and inclusion in Asia for years to come”.
Top speakers include:
• Audrey Tang, Taiwan’s Digital Minster • Moriaki Kida, EY Regional COO • Peter Bailliere, ASML EVP HR&O • Ching-Yi Lin, Taiwan’s Ambassador-at-large • Hsin-Hsin Chen, Taiwan’s Representative to the Netherlands • Guido Tielman, Representative, Netherlands Office Taipei
Digital Minister for Taiwan Audrey Tang
This landmark event was recorded. Please clickHEREto see the video.
The conference is free to registered participants and consists of both in-person (in Taipei) and live streaming elements (globally). It is being organised by Workplace Pride and is co-hosted by EY and ASML. Civil Society partners include Taiwan Equality Campaign and Hotline Association.
Editor’s Note: For more information regarding Workplace Pride contact: Workplace Pride Executive, Director David Pollard: Tel. +31 (0) 634 056604 e-mail: david@workplacepride.org
Workplace Pride Foundation is the international platform dedicated to improving the lives of LGBTI people in workplaces around the globe. Initiated in 2006, its more than 70 members employ millions of people in almost every country in the world.
Coming out day 2020: a call for awareness and dialogue!
Coming out is a pivotal moment and process for nearly everyone in our community. Whether you to choose to come out or not, this is a day to inspire you to think about the profound importance of being yourself.
For those that take this brave decision, it can bring out an authenticity and honesty to themselves, positively affecting potentially all aspects of life from the home to the workplace and beyond.
Workplace Pride is delighted to celebrate this years Coming Out Day with an excellent article written by Joris Hoekstra who currently works at Deloitte.
Coming Out Day 2020: a call for awareness and dialogue
I used to feel uncomfortable with Pride and Coming Out Day. Extravagant men in weird outfits on a boat. What image would that give us? And a special day to come out of the closet. Why on earth is that necessary? These days I see a tremendous value and necessity for events like these and with this message I would like to address the role we can play as employers and as individuals.
Joris Hoekstra
The bitter and absolute necessity
Previously I was insufficiently aware of the (sometimes lifelong) struggle that LGBT people in The Netherlands and other countries have to cope with. I was insufficiently aware of the fact that in The Netherlands it was since 1994 that a General Equal Treatment Act was realized and that gay marriage was possible only since 2001. I was insufficiently aware of the internalized homophobia, shame, hyper-self-awareness and overcompensation to be loved and accepted (after learning that who you are is bad or at least deviant) that many gays and myself have to deal with. Let alone the higher rate of mental health problems, addiction and suicide among LGBT people.
Fortunately, there are also positive developments such as the much greater extent to which schools educate their students and create awareness for inclusion and events like Coming Out Day. Not too long ago when I was in high school there was no education or guidance at all. Employers are also increasingly taking their responsibility. I would like to elaborate on this.
Inclusive working environment
In my view, employers play a crucial role when it comes to creating inclusion. After all, most people spend most of their week on school or work. Studies show that a positive school or work climate contributes 82% to a feeling of belonging as a LGBT. Employers are increasingly doing their best to create a safe working environment regardless of cultural background, gender, religion and sexual preference. This often manifests itself in facilitating diversity networks, participating in events such like Pride and Coming Out Day to create visibility. Of course this has a positive effect on the employer brand and their ability to attract a diverse and high-performing workforce, but in my view it has an even bigger impact than simple window dressing. Not only do employers send a message to their employees that they value a safe and inclusive working environment, they also send a clear and important message to other organizations and governments (even internationally). In my view, the support of large international organizations is of unprecedented importance.
I am fortunate that both my previous employer Rabobank and my current employer Deloitte (as well as the client relationships I have worked for) make a strong effort to create and radiate an inclusive work environment. For example, two years ago I was on a Deloitte Pride boat and throughout the year I experienced that my employer really makes an effort to create an inclusive environment and enables us to be our authentic selves.
Daily challenges and dialogue
Nevertheless, I also want to reflect on the challenges that I and many others might have in daily life. In addition to social challenges (I am still very reluctant to show affection in public towards my boyfriend, often dream about incidents of discrimination and violence and I carefully choose my holiday destinations ) there are also challenges in the working environment. What do you do if you are offered an assignment in a country where your sexual orientation is against the law? Do you dare to be yourself in a boardroom setting (which often still consists of middle-aged white men)? Do you mention you have a boyfriend and would that influence your career? How do you deal with a quiz at a team event where all the questions focus on having a partner of the opposite sex, leaving you the only one who can’t participate? How do you deal with invitations or conversations assuming you have a girlfriend? Does your male colleague feel uncomfortable sharing a room with you? And can you be yourself towards international colleagues and client relations from countries where homosexuality is rejected or even illegal?
There are many more examples and they all have one thing in common: having a dialogue about it leads to more awareness, understanding and connection. I have experienced that discussing uncomfortable and challenging situations in the working environment always results in an open conversation, confirmation of the positive intentions of the other and deepening of the relationship. And ultimately increase the feeling of belonging, of inclusion. I encourage everyone to have a dialogue about this and in this way to take responsibility for a healthy, inclusive and above all a pleasant working environment.
Grateful call for dialogue
I myself am very grateful that my parents accepted me for who I am, that I have loving friends and colleagues, that I have a loving relationship in which vulnerability around this subject is possible, and that I live in a country that is relatively safe and inclusive for LGBT. At the same time I see many people in both The Netherlands and abroad struggle and suffer. I want to emphasize once again the importance of creating awareness. Every day in your life, in the workplace and on specific days like today.
In a time when having dialogues and celebrating special days are a little different from normal, I hope more than ever that this day will contribute to the safety and inclusion that we all deserve. Celebrate this day with me!
Top Scorers in Annual LGBTI Global Benchmark Show Cross Sector Progress
Workplace Pride publishes 2020 results measuring inclusion among employers
The spotlight for Workplace Pride’s 2020 annual Global Benchmark goes to those organisations whose outstanding performance indicate true milestones for LGBTI inclusion in the workplace. It is encouraging that exceptional progress is being made in many different sectors; progress that allows LGBTI employees to ‘truly be themselves’, no matter where in the world they are. Top performers include:
Most Improved Private Sector over 2019 Global Benchmark score: RELX/Elsevier: + 32.6%
Most Improved Public Sector over 2019 Global Benchmark score:Saxion University of Applied Sciences: + 26.6%
Highest Starting position for a new participant:Netherlands Ministry of Finance
Special “Hall of Fame” award as 1st organisation to reach 100% on the Global Benchmark: IBM
Special recognition also goes to those organisations that have each scored higher than 90% on the Workplace Pride Global Benchmark survey. Receiving the title of “Advocate”, these organisations are breaking new ground for LGBTI inclusion in their activities around the world and setting the tone for change beyond the workplace in society at large.
ADVOCATES for the 2020 Global Benchmark include:
Accenture
Deloitte
Dow Inc.
IBM
RELX/Elsevier
Royal Dutch Shell
Sodexo
Scoring between 89.9% and 60%, from among the nearly 40 participants this year, the “Ambassadors” show excellent achievement in their ongoing leadership in driving progress for LGBTI workplace inclusion and act as role models for others.
AMBASSADORS for the 2020 Global Benchmark include:
ABN AMRO
Aegon
Arcadis
ING
NautaDutilh
Netherlands Ministry of Foreign Affairs
Nokia
Philips
PwC
“Organisations participating in the 2020 Global Benchmark represent millions of employees in over 100 countries worldwide and we applaud their engagement!” said David Pollard, Executive Director, Workplace Pride. “Particularly in these very challenging times for everyone, these employers are in a unique position to influence cultural change not just within their own walls, but also with governments and in the communities and countries in which they operate”.
The Workplace Pride Global Benchmark was first released in 2014 as an annually recurring survey that allows participants to track their progress. It has been developed under the leadership of Workplace Pride and with the support of the University of Leiden and major employers and NGOs from several different countries.
The Benchmark represents the ideal of LGBTI workplace inclusion around the world and is designed to provide management the data to measure, and thereby improve, LGBT workplace inclusion in their organisations, wherever they are. Each participating organisation receives a detailed overview of their progress broken down into the following 8 categories: Policy and Communication, Employee Networks, Workplace Awareness, Support & Benefits, Inclusion and Engagement, Expertise & Monitoring, Business and Supplier Engagement, Impact on Society
Workplace Pride Members
Editor’s Note: For more information regarding Workplace Pride contact: Workplace Pride Executive Director David Pollard: Tel. +31 (0) 634 056604 e-mail: david@workplacepride.org
Workplace Pride Foundation is the international platform dedicated to improving the lives of LGBTI people in workplaces around the globe. Initiated in 2006, its more than 70 members employ millions of people in almost every country in the world.
In light of this weeks official announcements regarding the escalation of the COVID-19 situation and subsequent effects on social gatherings, distancing and travel, it is with deep regret that we have to make the logical decision to cancel the Conference Lite event at the WTC in Rotterdam on the 9th of October.
Everyone at Workplace Pride is indeed sad that our leaders, partners and members won’t have this much needed opportunity that the conference would afford them to discuss the shifting tides of LGBTI diversity and inclusion in the workplace, especially during the ongoing global pandemic at this stage.
Despite the cancellation of the conference, Workplace Pride will continue adapting to our members needs as we diversify our support strategies in keeping with our evolution this year with our Keeping Members Connected webinars and the New Horizons magazine.
From us all at Workplace Pride we hope you are staying safe and we look forward to a future of forging new opportunities to connect and strengthen LGBTI inclusivity and diversity in workplaces worldwide!
Warm regards,
David Pollard Executive Director Workplace Pride Foundation
From left to right: Kevin Kabatsi, Cheyenne Smaal, Aurora Guds, Winsten van Niel
With a live international audience of over 100 participants, four unique voices of LGBTI people of colour shared their passion, professionalism and humanity as they discussed the hard issues facing their community in workplaces around the globe.
Cheyenne Smaal: A successful coaching executive at Waternet,
Cheyenne is a Hindustani Surinamese transgender person who has struggled through cultural
taboos and turned them into positive methods of transformation
Winston van Niel (Moderator): Founder of Parea Nederland, which is a growing network of LGBTQ+ professionals of colour, Winston is also a consultant in SME funds management in relation to the public sector.
Aurora Guds: Employed at the Dutch Ministry of Finance and a Board Member of their LGBTI network, ‘B/Proud’, Aurora seeks to embolden and further workplace inclusion for LGBTI people of colour.
Kevin Kabatsi: Originally from Uganda where discrimination was compounded by race and sexuality. Kevin moved to the Netherlands to find a better life and study. He is now the Program Manager for Africa at the Rabobank Foundation.
Moderated by Winston, the webinar was split into two main sections plus a Q&A. In the first section, Winston and the panel shared candid stories about their personal experiences in the workplace along with their biggest challenges around the issues that LGBTI people of colour face in 2020.
Part two of the discussion focused on workplace policies and structures. The panel discussed
their thoughts on gender equality, D&I interventions and LGBTQ equality. Best practices and practical pieces of advice based on their own experiences provided the audience with a valuable
opportunity to ask questions to the panel in a very lively and insightful Q&A section.
The topic of academia and the inherent challenges for LGBTI persons studying or working within its many layers, is an area sorely in need of attention and discussion.
To officially launch this historic new program, Workplace Pride hosted an inaugural event in the form of a live webinar, hosted by one of the new co chairs of Workplace Pride, Dr. Michiel Kolman on August 24th 2020.
In response to the increase in the number of academic institutions who are now members of Workplace Pride and the fact that LGBTI workplace inclusion is a topic that runs deep through all levels of academia, Workplace Pride has decided to augment its current list of programs to include academia alongside current programs for women, technology and younger people.
Lyle Muns, the chair of LSvb brought a student-oriented and activistic perspective to the discussion.
The Workplace Pride chair for workplace inclusion at Leiden University, Prof. Jojanneke van der Toorn brought her insights as an ally using her body of research and an evidence-based approach to the discussion.
Professor Annetje Ottow is currently Vice-President of Utrecht University and she shared her thoughts on academic institutions and the challenges therein of improving inclusion and visibility of the LGBTI community.
“At this pivotal moment of social awareness in the world, it is refreshing to see academia engage in the crucial topic of LGBTI inclusion”, said David Pollard, Exec. Director of Workplace Pride, “ By providing a platform for our new Academia@WorkplacePride program, we hope to stimulate conversation and debate, and, most importantly, improve the working environment for LGBTI students, staff and faculty in higher education and research institutions”.
Being transgender in the workplace has always come with significant challenges. Whether this is the communication process with your colleagues, arranging leave for medical procedures, or the sheer uniqueness of a person’s transition for the organisation, it can be both daunting and frustrating.
Now, however, there is a new agency ‘Transwerkt Nederland’ (Trans Works Netherlands) which facilitates this process for both the person transitioning and the organisation through an integral approach putting the transitioning person in the middle point. As an initiative of the well established re-integration bureau “Job Coach Connect”, and at the request of Workplace Pride member UWV and civil society organisation TNN (Transgender Network Netherlands), this initiative has huge potential for both the transgender community and their employers.
In the article below, Petra van Dijk of Transwerkt Nederland tells her own story and relates how the tide has turned for the better for transgender people in Netherlands’ workplaces.
Later this fall, Workplace Pride office will be hosting a webinar with Transwerkt Nederland and dive into more detail about the complex issue of being transgender in the workplace.
Trans Werkt Nederland Supports Transgender People
About a year ago, a re-integration agency called Jobcoach Connect, was invited by Workplace Pride member, UWV and TNN (Transgender Network Netherlands) to tackle the low employment rate of transgender people in The Netherlands, through guidance and job coaching. This new initiative is called ‘Trans Werkt Nederland’ (Trans Works Netherlands)
From a study conducted in 2017, we learned that almost 20% of transgender people are unemployed or incapacitated and that 28% have a net income of less than €1.000 per month, despite 41% of them being well educated.
As a qualified job-coach and a experiential transgender woman, I think I can make a difference when it comes to empowering trans people. Be it helping them find work or to resolving challenges in their workplaces. I recently joined Trans Werkt Nederland because I think it’s important that the talent of transgender people is not wasted and that transgender people can function perfectly just like any other employee.
A lot of improvements still have to be made for LGBTQI+ people in the workplace. Recently, a consultancy organization called ‘Berenschot’ conducted a survey that showed that only 20% of Dutch companies have an active diversity policy. Another survey by IT service provider ‘Peak-IT’ showed that 20% of the supervisors and HRM managers are hesitant to hire a transgender person!
These times are very challenging. We’ve had the #metoo discussion, and the horrible death of George Floyd that outraged the world. The #blacklivesmatter movement demands the end the discrimination of people of color and ending institutionalized racism.
In the midst of all this, we have the COVID-19 pandemic. Millions of people all over the world are infected, many getting sick. Lots of companies struggle: less work, employees working at home, decisions made on whether to continue with providing government support or letting people go or maybe even going bankrupt. Many are unemployed as a result, often being the most vulnerable with flexible or temporary contracts, young people working in the catering industry and the self-employed.
Recent developments in Hungary and Poland show that some European countries are not being progressive in their legislation for the LGBTQI+ community.
The recent ILGA Rainbow Index shows no progress for the LGBTQI+ situation in Europe.
However, I personally feel that times are slowly changing overall for the better for LGBTQI+ people. But at the same time I realize that I am very privileged as a Dutch, white, well-educated trans woman with a strong character and lots of support in my life. I know that many trans people are struggling, even in The Netherlands. Especially trans people of color, religious trans persons and sex-workers.
We are very proud to announce the launch of this year’s edition of our New Horizons magazine!
Our goals with this year’s edition in particular have been to stay the course, adapt and keep pushing for sharply relevant content from all sides through the prism of this magazine.
As the saying goes, a rising tide lifts all boats and in this case the tide hasn’t been a buoyant economy, but the stark realities of a pandemic on a truly global scale. Seeing beyond the virus as we try to cope, has given us an insight into the urgent need the LGBTI community has to remain in the dialogue as people feel the subtle erosion of existing inclusion in workplaces and societies around the world. The vision for this year’s edition was to broaden the scope of New Horizons to encompass Workplace Pride’s parallel course of expansion and adaption, as well as making it something you want to enjoy reading regardless!
There’s content chronicling our programming changes in 2020 and series of webinars culminating in our live Online Symposium with fascinating breakout sessions and speakers. The Open For Business city ratings highlighted Amsterdam as being the number one city in the world for economic competitiveness with a strong culture of LGBTI inclusivity.
Workplace Pride’s “Great Expectations: Envisioning a new decade of LGBTI workplace inclusion” theme explores the new decade and the challenges ahead of course the profound influence of the pandemic so far.
Professor Jojanneke Van der Toorn of Leiden University provided a fascinating article from on the “insidious” nature of heteronormative ideology which is a must-read. The United Nations LGBTI standards toolkit which has been receiving very positive feedback via our webinars and the Online Symposium is also heavily featured and provides tangible steps to tackling discrimination of LGBTI persons in the workplace and how to take action.
We can’t wait for you to get hold of the New Horizons Summer edition and look forward to your thoughts and feedback!
We are happy to announce that Danone, a leading global food & beverage company built on three businesses: Essential Dairy and Plant-Based Products, Waters and Specialized Nutrition has joined the Workplace Pride Foundation. Amidst all of the adversity thrust upon us all in these anxious times, Danone has doubled down in its aims to further LGBTI workplace inclusivity and equality. With products being sold in 120 countries, and over 100,000 employees in over 55 countries, this visible support by a major multinational is a welcome message to LGBTI communities around the world.
“Inclusive Diversity is a key enabler for the delivery of our Danone 2030 Goals. We respect each person’s sexual orientation, gender expression or gender identity and we want everyone to bring their whole and true self to our workplace. For Danone Benelux, LGBTI is an integral part of our Inclusive Diversity roadmap for the Benelux region, and we believe that we will make progress by participating in the LGBTI workplace equality.” – Judith Laarman, HRDI Danone Benelux
“We are delighted to welcome Danone to our group of organisations that are committed to creating equitable workplaces around the globe.” said David Pollard, Executive Director of Workplace Pride, “It is a welcome sign of commitment to our community to see such a large international organisation stand behind LGBTI workplace inclusion and diversity in these very challenging times of social upheaval and global pandemic”
Please join all of us in welcoming Danone to the Workplace Pride family of organisations.
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