PoC@Workplace Pride

Our mission is to empower and support community members in the workplace – making them visible and helping their voices be heard. 

Many layers within society impact how we navigate and experience our Non-Western identities: Society at large, the LGBTIQ+ community itself, and the Workplace. These are all intertwined and should be considered to understand the intersectional challenges faced by LGBTIQ+ POC. Multiple minority stress significantly impacts workplace experiences, as individuals face heightened microaggressions and exclusionary behavior due to their intersecting identities not aligning with the majority. Expectations often pressure intersectional individuals of colour to conform to general community standards, leading to pushback, particularly from white cisgender counterparts whilst ignoring their unique contributions to the workplace.

Tamer Zikry leads the way

Tamer Zikry – CSC

‘Through personal experience but also observation throughout my career, I have seen how it is especially important to commit and advocate for those who face intersecting forms of discrimination and marginalisation. In today’s society it is crucial to recognise and prioritise the needs of queer people of colour, as they often experience unique challenges at the intersections of race, ethnic background, sexual orientation, and gender identity.

In general, queer people of color face systemic barriers but also at work. These barriers can have detrimental effects on their mental health, physical safety and overall quality of life. Moreover, discrimination and prejudice can lead to disparities in access to resources, opportunities and support systems.

By focusing on and supporting queer people of colour in workplaces, we not only create a more inclusive and equitable environment for all employees but also unlock the full potential of our teams and organisations.’

Specific Workplace Challenges for the POC community include:

  • Intersectionality – Intersectional individuals expected to conform without understanding their unique struggles, akin to historical coercion.
  • Leadership representation – Absence of voices that actively represent and support marginalised individuals. Predominantly white patriarchal representation in the executive suites, even in non-Western locations.
  • Sensitive regions – International organisations often do not address unique challenges faced by LGBTIQ+ employees living in sensitive regions due to Eurocentric bias and understanding of global nuances.
  • Culture – Cultural backgrounds influence how intersectional individuals navigate workplaces, how they express and conform to activism and their community networks.
  • Racism – Bias and racism within minority communities exacerbate challenges (like harassment, lack of opportunities) faced by individuals with multiple minority identities

PoC@Workplace Pride Mission/Vision
Empower and support Community members in the workplace – making them visible and helping their voices be heard. 

  • Create awareness – How is it different  for POC vs. non-POC?
  • Safety as a first perspective – How can we make POC feel safe to speak, act and participate in their work environment?
  • Equity – invest in research why equity is valid and why it is needed to support the needs of POC within the community
  • Leadership – Addressing white leadership and shifting Eurocentric bias

PoC@Workplace Pride Goals 2025
We will focus on empowering and supporting community members in the workplace, making them visible and amplifying their voices. We will achieve this by:

  • Our big deliverable is the vision paper that will provide insights and current data on QPOC employees in local  western European markets, contextualise how the current political climate affects us, and provide arguments why POC specific ED&I efforts in recruitment, leadership, language inclusion and support are needed. This document can further aid in the creation and implementation of guidelines and toolkits.
  • As part of this goal we will be engaging the WP network through dialogue sessions as well as a member exchange and an interactive afternoon session during the 2025 Workplace Pride International Conference to build the research.
  • Cross collaboration with other communities (to foster intersectionality), for example a potential POC- Academia event. 

Connect with the PoC Community

Connect with us at poc@workplacepride.org with questions, ideas, feedback, request for support.