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.

For more insights, visit NNID’s website: nnid.nl.