Pictured from left to right David Pollard (He/Him) Executive Director Workplace Pride, Ewout de Wit (He/Him), Consul General of the Kingdom of the Netherlands, Lyn Lee (She/Her) Chief Diversity, Equity and Inclusion Officer at Shell, Hilary McGeachy (She/Her), Australian Consul General Bengaluru, James Godber (He/Him), Deputy Head of Mission, British Deputy High Commission Bengaluru
Workplace Pride Conference Opening Reception
On the evening of March 20th, amidst the elegant ambiance of Shangri-La Bengaluru, distinguished guests gathered to mark the commencement of the Workplace Pride Conference: “Demystifying LGBTIQ+ Workplace Inclusion in India.” Hosted by Shell, this exclusive by-invitation-only networking reception welcomed individuals from civil society, including representatives from the diplomatic corps such as Hilary McGeachy (She/Her), Australian Consul General Bengaluru; Ewout de Wit (He/Him), Consul General of the Kingdom of the Netherlands; and James Godber (He/Him), Deputy Head of Mission, British Deputy High Commission Bengaluru. Chief Diversity, Equity and Inclusion Officer at Shell Lyn Lee (She/Her) joined David Pollard (He/Him) to open the reception.
Mr David Pollard (He/Him), Executive Director of Workplace Pride at the opening reception for the “Demystifying LGBTIQ+ Workplace Inclusion in India” Conference.
The evening commenced with the traditional lamp-lighting ceremony. Symbolising enlightenment, unity, and auspicious beginnings, this ceremony set a profound tone for the evening’s proceedings. As the dignitaries illuminated the lamp, it signified a collective commitment towards fostering inclusive workplaces and advocating for diversity across the region.
This reception served as a precursor to the main event, aiming to unite participants of the conference, members of the diplomatic corps, local LGBTIQ+ civil society organisations, and representatives from both local and international employers operating within the region. It provided a platform for meaningful dialogue, collaboration, and celebration of strides made in advancing workplace inclusivity.
As part of the Workplace Pride Conference legacy, we anticipate further enriching discussions and collaborative efforts toward creating an environment where every individual can thrive authentically, regardless of their sexual orientation or gender identity. Together, let us illuminate the path towards a more inclusive future.
Authors:Savannah Fischer (She/Her), VP Fischer Solutions | SophieJeckmans (She/Her), Board member & Trans+@WP community lead at Workplace Pride , Manager at ING | Marjolein Verkouter (She/Her) Head of Technical Operations and R&D at Joint Institute for VLBI ERIC.
Transgender Day of Visibility, or TDoV for short, was founded in 2009. Last Sunday, March 31st, we celebrated Easter and Transgender Day of Visibility (TDoV). Easter dates vary each year, while TDoV is always March 31st. In its relatively short existence, TDoV has overlapped with Easter twice: in 2013 and 2024. It will not do so again until 2086.
Why care about such accidents on the calendar? It provides an exciting example of how visibility is a double-edged sword. TDoV is a celebration of living transgender people. It’s the counterpart to Transgender Day of Remembrance, which was started in 1999 as a memorial to several black transgender women who were murdered.
Transgender visibility has gone through several phases over the last three decades. For example, in the 1990s era, the mainstream sensibility around transgender people being visible was one of disgust. See the horrible representation in films like the successful 1994 comedy Ace Ventura: Pet Detective.
In the late 2000s and early 2010s, the mainstream conversation started to shift. LGBTIQ+ rights were beginning to improve: gay marriage is being recognised in more and more countries, and it feels like transgender people might be deserving of respect. TDoV started in 2009.
By the late 2010s, more and more 100% visible transgender people were flourishing in the public eye. By the early 2020s, the cat’s really out of the bag: more and more people feel comfortable expressing gender and identity in ever more flexible ways. The space that has opened up has let people thrive and have confidence in who they are in unprecedented ways. There has been a tremendous positive cycle of visibility, but there has also been a terrible negative cycle of visibility. We will examine both.
The Positive Cycle of Visibility -> Into the Workplace
Someone courageous comes out of the closet and starts living their truth. They advocate for themself. They flourish, and the world doesn’t seem to mind. It is a better place.
They become role models for others. Because of them, other people come out of the closet themselves. Other people become allies because they get to know them, and now they are better friends, parents, and colleagues for transgender or gender non-conforming people they encounter down the road.
Organisations that want to foster inclusive and welcoming spaces publicly celebrate TDoV. For instance, the American National Women’s Soccer League, the NWSL, last Sunday published a post on Instagram celebrating TDoV, broadcasting to over 600 thousand followers that this professional sports league officially accepts and celebrates transgender people.
You don’t attract a lot of hate if you are successfully invisible. For this reason, the LGBTIQ+ community has a long history with the closet, and the transgender community has a long history of “stealth” as a transition goal. To be “stealth” is to transition and not be visibly transgender and not to disclose you are transgender. Generally, this is not by accident but very intentionally, specifically to protect yourself, because people would not want to be in a community with you and quite likely would actively hate you if they knew you were transgender. Of course, being able to be stealthy may be a positive goal, too, since it can be very gender-affirming. What is essential to know, though, is that for their safety, many transgender people make enormous sacrifices to better their chances of achieving stealth. For example, this could mean undergoing medical procedures they’d otherwise not want or years of vocal practice to change their speech patterns. All this is to make others treat them respectfully and find inclusion and acceptance.
As discussed previously, the last decade has seen a renaissance in transgender visibility. The increased level of general education about trans issues and the increasing acceptance transgender people feel by their communities has resulted in the priority of achieving “stealth” shrinking dramatically. Changing gender norms, and in particular, the increase in non-binary visibility has fundamentally shifted the environment for many people. We are transgender, we aren’t going anywhere, and we are visible.
The Negative Cycle of Visibility -> Into the Workplace
This brings me back to that NWSL post and Easter. Suppose you look at the comments on that Instagram post, of which thousands have been deleted via moderation. Over a thousand comments remain which mainly express shock and outrage that the NWSL would celebrate TDoV on Easter. Indeed, the comments express that the NWSL should have an Easter celebration post instead. Of course, the NWSL does have an Easter celebration post as well. A typical sort of comment on the TDoV post:
Women’s soccer: Our ratings can’t get much lower.
NWSL: hold my bud light.
For transgender people, this is the other side of the success our visibility brings to our community. Our existence and visibility have become centered in a political culture war in many countries. It’s a tragedy. It means we must have much more courage to show up and be visible and public about our identities. It means our allies take more significant risks when speaking up for us. Acknowledging transgender people, even in corporate workplaces, runs the risk of inciting extreme feelings generated from these political culture wars. In general, the last three years have seen a significant retreat in visible support from corporations for the trans+ community. They feel it’s too risky, and for some companies, it might be a risk for their business (see Bud Light and Dylan Mulvaney).
Getting to the Other Side
The LGBTIQ+ community is no stranger to this dynamic. It feels a little new and raw for many in the trans+ community because the LGBTIQ+ culture wars of previous decades primarily revolved around gay men and women. But as the wider LGBTIQ+ community went through a similar process, it seems to be our turn now, magnified by social media and the anonymity of the internet.
We in the trans+ community and our allies need to stand firm. We need to keep creating more spaces where visibility is normal and doesn’t come at the cost of inclusion or community. For businesses that are value-driven and can take the risk, any official and explicit support of the trans+ community is a powerful signal to everyone that love, acceptance, and inclusion are greater than hate, coercion, and fear.
To become a part of Trans+ @ Workplace Pride, feel free to contact Sophie Jeckmans, the community lead, at sophie@workplacepride.org. Alternatively, you can find more details by visiting our webpage at https://workplacepride.org/transwp/.
Declaration of India: New Approach to LGBTIQ+ Workplace Inclusion in India
Bengaluru, India, March 21, 2024 – Workplace Pride, a pioneering foundation dedicated to improving the lives of LGBTIQ+ people in workplaces worldwide, is excited to announce the creation of the “Declaration of India”. The Declaration is designed to ensure progress is made on LGBTIQ+ inclusion in workplaces across India. It is intended to inspire employers and their employees to collaborate in ways that will benefit all stakeholders.
Amsterdam-based Workplace Pride is joined by the Solidarity Foundation and Pride Circle Foundation in creating the Declaration of India. These three civil society organisations are closely connected with both employers and employees in India on the topic of LGBTIQ+ workplace inclusion. They know from experience that only concrete changes to organisational cultures and workplace practices can ensure progress on LGBTIQ+ matters in India’s complex culture.
The Declaration of India strives for:
Inclusive corporate cultures in India where LGBTIQ+ employees feel valued, can be their authentic selves, and realise their full potential.
Working environments for LGBTIQ+ people in India that go beyond minimum legal requirements of equality and safety.
Active leadership from allies and LGBTIQ+ role models who visibly support LGBTIQ+ inclusive workplaces in India.
Dedicated, declared, and active collaboration between employers and LGBTIQ+ employees in India who choose to be visible at work to realise mutually beneficial improvements.
The founding signers of the Declaration of India include Shell, RELX, Accenture, Randstad, and Unilever who, collectively, employ hundreds of thousands of people in India and millions around the world.
The Declaration of India was signed on the occasion of the conference entitled, ”Demystifying LGBTIQ+ Workplace Inclusion in India” which tookplace on Thursday, 21 March 2024, in Bengaluru, a city known for its dynamic blend of traditional heritage and modern innovation. The conference, organised by Workplace Pride and hosted by Shell, addressed the multifaceted challenges and opportunities that come with fostering a supportive and inclusive environment for LGBTIQ+ employees in India.
“One of the things that really inspires me about the Workplace Pride community is how open people are to share ideas, successes and challenges. It makes progress happen so much quicker. So it’s a privilege for Shell to be hosting this conference and to be one of the first signers of the Declaration of India.” Lyn Lee, Chief Diversity, Equity and Inclusion Officer, Shell
“We are at an important crossroad between the private sector and civil society on the topic of LGBTIQ+ workplace inclusion in India and we are delighted that the Declaration of India will serve as a guidepost to ensure progress” David Pollard, Executive Director, Workplace Pride
For more information about the conference, including speaker details and the program schedule, please visit https://workplacepride.org/event/workplace-pride-india-conference-hosted-by-shell/.
Editor’s Note: For more information about Workplace Pride, please contact Executive Director David Pollard at david@workplacepride.org.
About Workplace Pride:
The Workplace Pride Foundation is a global platform dedicated to enhancing the lives of LGBTIQ+ individuals in workplaces worldwide. Launched in 2006, it boasts more than 120 member organisations, employing millions of people in nearly every country on the planet.
For media inquiries and additional information, please visit www.workplacepride.org.
Opinion Piece: Empowering Women on Their Path to Leadership – How Can We Accelerate Change?
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.
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.
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!
Workplace Pride Launches the 2024 Global Benchmark
Amsterdam, Netherlands – Workplace Pride proudly announces the launch of the Global Benchmark 2024, a pioneering tool created to gauge LGBTIQ+ policies and practices among active employers. Since its inception in 2014, the Global Benchmark has served as an indispensable resource for organisations. It navigates the complexities of implementing global Diversity and Inclusion (D&I) and LGBTIQ+ policies, especially in regions where legal frameworks or cultural norms present challenges.
For any further questions, please refer to our Global Benchmark FAQ page here.
The Global Benchmark offers participants:
Customised Overview: Delivers individual, tailor-made insights into organizations’ LGBTIQ+ policies and practices.
Practical Improvements: Provides actionable suggestions for enhancing policies and practices.
Peer Comparison: Highlights how organizations compare with their peers in the industry.
Recognition: Awards a prestigious “Workplace Pride Global Benchmark Endorsement” to top-scoring organizations.
International Standard: Emerges as the premier measurement tool for evaluating LGBTIQ+ policies and practices for globally active employers.
Individual Results:
Submit your entry, and by the end of June, receive a personalised report with specific recommendations for improvement. This exclusive service is complimentary for Workplace Pride members.
Registration is free of charge for all Workplace Pride members.
Non-members can participate by paying an administrative fee of €3000.- (excluding VAT). The Global Benchmark 2024 opens its doors today, February 1, 2024, and the submission period closes on April 20, 2024.
Seize this opportunity to contribute to a more inclusive and diverse workplace environment. Register today to be part of the movement driving positive change. For more information and to register, visit Global Benchmark 2024
WORKPLACE PRIDE FOUNDATION CELEBRATES A SUCCESSFUL ANNUAL MEMBERS MEETING
Amsterdam, January 30, 2024 – The Workplace Pride Foundation is pleased to share the success of the Annual Members Meeting and New Year’s Reception, which took place on Thursday, January 25th, 2024, at the EDGE Amsterdam West. The event was hosted by Workplace Pride Partner APG and Member Intertrust Group, a CSC Company, at their EDGE West location in Amsterdam. Exclusive to Workplace Pride members, the meeting provided a comprehensive overview of the Foundation’s achievements in 2023 and outlined exciting plans for the upcoming year, 2024.
Annual Members Meeting and New Year’s Reception
The Annual Members Meeting served as a dynamic platform for members to engage in a vibrant exchange, commemorating the Foundation’s successes over the past year. The meeting showcased a detailed overview of initiatives, accomplishments, and impactful work carried out in 2023. Additionally, the Foundation unveiled ambitious plans and projects scheduled for 2024, fostering a sense of shared commitment among attendees.
David Pollard, Executive Director of Workplace Pride Foundation, expressed gratitude for the active participation:
“A heartfelt thank you to APG and CSC-Intertrust for graciously hosting our Annual Members Meeting and New Year’s reception in their unique offices! It was a delight to present the Foundation to both our longstanding and new members, experiencing that shared sense of mission we all hold dear. The future, where LGBTIQ+ individuals can authentically be themselves at work, is a collective effort, and we are much stronger together.”
Exploring the Human Side of AI During Transgender Awareness Week
Amsterdam, Netherlands – Trans+@Workplace Pride and Tech@Workplace Pride recently collaborated to host a thought-provoking event at Workplace Pride Member Google Nederland, focusing on the human side of artificial intelligence (AI) during Transgender Awareness Week.
Transgender Awareness Week, observed from November 13 to November 19, aims to enhance the visibility of transgender individuals and raise awareness about the challenges faced by this community. To contribute to this cause, Trans+@Workplace Pride and Tech@Workplace Pride organised a compelling session on the impact of AI on marginalised groups, with a special focus on the transgender community.
The event, held on November 16, brought together approximately 70 individuals in person and 95 online, eager to delve into the complexities of AI and its intersection with social issues. The theme, “The Human Side of AI,” featured distinguished speakers who shared their expertise and insights.
Key Speakers and Topics:
Jasmijn (she/they) – Senior Research Scientist, Google DeepMind
Jasmijn (she/they), holds a PhD and MSc in AI from the University of Amsterdam, and a BSc in AI with a linguistics minor from Utrecht University. With expertise in AI and natural language processing, Jasmijn has contributed to various areas, such as automatic translation (e.g., Joey NMT) and explainability (e.g., the Language Interpretability Tool). Jasmijn led a discussion on fostering inclusivity and gender fairness in AI, especially in language technology.
Danny Belitz (he/him) – Senior Data Scientist and Senior Consultant for Responsible AI, IBM
As the second speaker, Danny Belitz (he/him) serves as an active advocate for Diversity, Equity, and Inclusion. In his role as a Senior Data Scientist and Senior Consultant for Advanced Analytics & Responsible AI at IBM, Danny shared valuable insights during the event. He emphasised a human-centred approach in technological solutions by integrating Responsible AI at the core and applying best practices from the design phase onward. With expertise in conversational design and data storytelling, Danny contributes to making AI more trustworthy, focusing on enhanced explainability, transparency, and equity.
Marion Mulder (she/her) – FutureMaker and Digital Strategist, MuldiMedia
Marion Mulder (she/her), discussed the concept of simplifying and improving technologies for a more enjoyable and human-focused experience. Actively engaged in shaping a world aligned with her vision, Marion advocates for “Making Digital Technology Work For You.” Holding board positions at diversity organisations, including the Gaykrant and Workplace Pride (co-founder), Marion serves as a speaker on topics like GenderFreeTech, InclusiveTech, and AI ethics. In her daily work across diverse digital roles and projects, she finds joy in assisting individuals and organisations in embracing and leveraging digital technology.
The event concluded with a lively Q&A session, addressing questions about the challenges and dangers posed by AI in our daily lives. A festive buffet provided by Google Netherlands and the Trans+ and Tech@Workplace Pride Community allowed participants to network and reflect on the insightful discussions.
Trans+@Workplace Pride and Tech@Workplace Pride extend their gratitude to the speakers, participants, and Google Netherlands for their support in making this event a success.
Workplace Pride Expresses Deep Concern Over Russia’s Supreme Court Ruling
Workplace Pride, dedicated to fostering inclusive workplaces globally, expresses profound concern over Russia’s Supreme Court designating LGBT activists as “extremists.” This decision poses a significant threat to the safety, well-being, and professional lives of LGBTIQ+ individuals in the region.
The endorsement of the justice ministry’s request to ban the “international LGBT social movement” reflects an alarming trend in Russia, marked by increasing restrictions on expressions of sexual orientation and gender identity, including laws prohibiting the promotion of “non-traditional” relations and limiting legal or medical changes of gender.
President Vladimir Putin’s portrayal of Russia as a defender of traditional moral values, coupled with the suppression of diverse voices, underscores the challenging environment faced by the LGBTIQ+ community.
This ruling raises serious concerns about the protection of fundamental rights for LGBTIQ+ individuals in Russia. Workplace Pride stands in solidarity with the global community in condemning the suppression of their rights, advocating for a world where diversity is embraced and celebrated.
The ruling contributes to the distressing list of over 100 groups labelled as “extremist” in Russia, heightening concerns about potential arrests within the LGBTIQ+ community. The ambiguity surrounding the court’s definition of the “LGBT movement” leaves room for misuse, further jeopardising the rights and safety of the community.
“From our own experience in Russia, and other countries around the world, we know that inclusive workplaces for LGBTIQ+ people foster economic growth, both for businesses and the countries they invest in.” said David Pollard, Executive Director of Workplace Pride Foundation. “For this reason, we call on our members and all other international leaders, businesses, and organisations to join us in condemning this ruling. We urge Russian authorities to reconsider and prioritise the protection of the rights and well-being of their LGBTIQ+ citizens who make such a rich and useful contribution to Russian society.”
Workplace Pride represents more than 120 multinationals, governments and academic institutions who employee millions of individuals globally. The Foundation is active around the world in promoting LGBTIQ+ workplace inclusion and creating workplaces where everyone can truly be themselves.
David Pollard
Executive Director
Workplace Pride
Workplace Pride Affirms Commitment to Inclusivity by Signing #WorkingPositively Pledge
Country General Manager IBM Johan Heij, Kyra Keybets, Director of Staff at the Social and Economic Council, and David Pollard Executive Director Workplace Pride
Workplace Pride has reaffirmed its dedication to creating inclusive environments by signing the #WorkingPositively Pledge. Spearheaded by Workplace Pride Member IBM in the Netherlands, this initiative encourages employers to be role models in supporting individuals with HIV and chronic illnesses.
Prominent Workplace Pride members, including ING, Shell, Unilever, KLM, Booking, and Rijksoverheid, have joined the #WorkingPositively initiative, reflecting a shared commitment to fostering diverse and supportive workplaces. This pledge underscores Workplace Pride’s ongoing efforts to champion inclusivity, emphasising the importance of prioritising the health, dignity, and rights of every individual in the workforce.
The initiative, part of the international Working Positively movement, aims to create a stigma-free, respectful, safe, and inclusive work environment for people with HIV and other chronic conditions. On World AIDS Day, Workplace Pride members proudly shared their commitment, marking the 35th commemoration of the day with the theme “Remember and Commit.”
David Pollard, Executive Director of Workplace Pride, signed the #WorkingPositively declaration on behalf of Workplace Pride Foundation, emphasising the importance of a more inclusive working environment.
Companies are encouraged to join #WorkingPositively Netherlands and sign the declaration to contribute to a stigma-free work environment for individuals living with HIV and other chronic conditions. More information can be found https://www.workingpositively.hiv/
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