Membership Test

Q: Why does Workplace Pride have different membership levels and fees?
A: This reflects the amount that members pay and the number of resources that Workplace Pride is able to commit to each membership level.

Q: Do you raise the fees on a yearly base?
A: Workplace Pride reviews its fees once every two years, and informs its members in advance of any potential changes.

Benefit 1&2

Q: What is a “Connecting Members” event?

A: These are unique gatherings and events which are hosted by Workplace Pride members and cover specific topics focusing on LGBTI workplace inclusion. These events can range from topics such as “What is Intersex” to “Sustainability of LGBTI inclusion”. Participation in Connecting Members events are open solely to members of Workplace Pride.

Benefit 3

Q: What kind of opportunities do you offer for sponsorship?

A: Sponsorship can come in the form of additional presence at events, branded publications, etc. Workplace Pride is, in principle, open to any type of sponsorship that helps to promote the topic of LGBTI workplace inclusion either inside or outside of the workplace. This applies both domestically and internationally.

Benefit 9

Q: What is expected from the members at the annual members' meeting?

A: This is the moment in the year that members can share their opinion and ideas about the work of the Foundation, and at which we work together for the future planning of the movement. Members are encouraged to come with ideas that could benefit their own and other members as well as the entire movement.

Benefit 10

Q: Why can only senior leadership join the GLC?

A: Participants to the GLC need to be able to take decisions and make commitments in the meeting itself, and this is usually only at the senior leadership level. If you have any doubts about who to send to a GLC meeting, please contact your relationship manager.

Benefit 11

Q: Why is it beneficial to host the GLC at our organization?

A: As the GLC consists of senior leaders, hosting the event is a good way to speak with your peers and to show internally, the commitment of your organization is leading the way for LGBTI workplace inclusion.

Benefit 12

Q: Why is it beneficial for our organization to host international events?

A: Internationally, the dynamics for LGBTI workplace inclusion are very different and often quite complicated. Workplace Pride’s international events put the spotlight on how to make progress in these difficult and challenging business contexts in connection with their peers. By hosting these events, organisations show their leadership and commitment to collaborate with other members, with civil society organisations with diplomatic communities and the LGBTI community in the local context.

Benefit 13

Q: What is the optional sponsoring of international events about?

A: Foundation Leaders have the option to have their logo included as a ‘Supporter’ on all Workplace Events held outside of the Netherlands at no additional costs.

Benefit 14

Q: What kind of support can we expect from the RM?

A: The Relationship Managers provide a ‘hands-on’ approach to help our members get the most out of their membership and are the first point of contact between the members and the Foundation. The resources that the RM’s are able to offer depending upon the membership level but can range from giving advice for starting an ally program to how to reach out to local civil society organisations in other countries.

Benefit 15

Q: NEW What type of support does Workplace Pride give its members for internal events?

A: Internal events refer to those events organised by our members themselves, as opposed to those events that are organised by Workplace Pride directly. For internal events, we are able to allocate resources (speakers, assistance with a launching a new network, etc.) according to membership level.

Benefit 16 & 17

Q: What can we expect from the annual LGBTI strategy meeting or presentation?

A: In strategy meetings, Workplace Pride brings its expertise and experience in one-on-one discussions with a member’s D&I, HR professional and or Network Leaders. The presentation targets top leadership/decision-makers in a member organisation and assist them in establishing or fine-tuning their own LGBTI workplace inclusion priorities.

Benefit 18

Q: What kind of consultation does the executive director offer?

A: Targeted presentations by or discussions with the Executive Director, either to an entire management team or one-on-one with a top decision-maker about LGBTI workplace inclusion priorities. This can include initiatives such as creating peer-based executive roundtables in particular markets, sourcing top-level speakers, targeted interaction with governments, etc., all on the topic of LGBTI workplace inclusion.

Benefit 19

Q: What is the benefit of participating in the Global Benchmark?

A: The Global Benchmark is an evidence measurement tool that allows participants to better evaluate the effectiveness of their LGBTI policies and practices.

The Benchmark is divided into 7 sections and designed to provide a clear tool to management for affecting change. It can also be used as a checklist to see which policies and practices are not yet covered by an organisation’s diversity and inclusion efforts.

Participants receive individual, customized results highlighting areas of weakness and strength and are provide concrete suggestions for how improvements can be made to their LGBTI polices and practices.

Organisations participating in the benchmark for more than one year, provide data to map their progress with this topic. Participation in the Global Benchmark is free to Workplace Pride members.

Q: How much does participation in the Global Benchmark cost if you are NOT a member?

A: Participation in the Global Benchmark for non-members carries an administration fee of €1000.-

Benefit 22

Q: NEW What does the employee survey mean?

A: The Workplace Pride Employee Survey will gather the perceptions of employees as to how effective employers’ LGBTI policies and practices actually are. The survey is an integral part of Workplace Pride’s chair at Leiden University and is a scientific and evidence-based survey targeting LGBTI employees worldwide.

Workplace Pride members will have the option to take part in a targeted version of the survey, based upon anonymous input, for their employees only. The level of support for the results and analysis is based upon membership level. Participation in the targeted version of the Workplace Pride Employee Survey is free to Workplace Pride members.

Q: How much does participation in the targeted version of the Workplace Pride employee survey cost if you are NOT a member?

A: The fee to participate in the targeted version of the Workplace Pride Employee Survey for non-members is €1000.-. Participants receive their quantitative results and written analysis and suggestions for improvement.

Benefit 24

Q: Why is it helpful to do a presentation of the Workplace Pride employee survey results to the top management?

A: Presenting the targeted version of the Workplace Pride employee survey results to top management helps them to better understand the strategic implications for LGBTI workplace inclusion and how they can interpret them for their own organisations. These presentations include detailed suggestions for improvements based upon Workplace Pride’s extensive experience in this area.

Benefit 26

Q: NEW How can we use Workplace Pride social media channels for promoting our LGBTI events?

A: We offer our members the opportunity to re-post already existing material and make use of our large social media network (Facebook, LinkedIn, Twitter, Instagram) to help spread the word about their activities.

Benefit 28

Q: How can we promote/share the good practices from our organization, in the NH magazine?

A: We offer our members the possibility to have specific articles highlighting their own best practices in the New Horizons magazine (both printed and online). The level of coverage depends upon the membership level. Final editing is the prerogative of Workplace Pride.

Benefit 29

Q: What type of help can you give for the New Horizons input?

A: Workplace Pride can provide a framework for the article as well as suggestions for the content, but we do not write the article itself. Final editing is the prerogative of Workplace Pride.

Benefit 30

Q: What is the added value inviting the WPP chair to internal events?

A: The Workplace Pride Chair at Leiden University provides a scientific basis to the topic of LGBTI workplace inclusion and adds additional impact to internal events.

Benefit 33

Q: What are dedicated executive articles?

A: Upon request, Foundation Leaders get space for dedicated articles allocated in our magazine, online or in our publications in which their executives or specific topics dealing with LGBTI workplace inclusion can be highlighted.

Benefit 34

Q: Can you explain the different programs of Workplace Pride?

A: Dedicated programs for women, young LGBTI people and technically-focused LGBTI people have been developed to provide a group of liked-minded individuals to discuss topics of mutual interest. Each of these groups organise events throughout the year dedicated to their specific area of interest.