Welcome to the new and improved Workplace Pride Foundation website. In our ongoing efforts to be more effective for our members and stakeholders, the Foundation website has been made more user-friendly with simpler navigation and clearer terminology. Here you will find the most important information you need to know about Workplace Pride’s activities around the world.
With future developments firmly in mind, this update includes a more intuitive search function, an expanded media category, and an easy to use activities calendar. Our products and services are grouped under the menu item, ’Solutions’ while an overview of our current members and information about joining the Foundation can be found under ‘Members’.
We are also very excited about our new password protected section on the website dedicated exclusively to our members. This section is still in development, but is expected to be launched within two weeks. It will include:
A wealth of resources on LGBTI workplace inclusion proceed and gathered by the Foundation over the years
The Workplace Pride Toolkit for the UN Standards on LGBTI Business Conduct
Members’ forums dedicated to specific topics
Exclusive information about the Global Benchmark and Employee Survey, and
The possibility to be part of the Workplace Pride contact directory
The Members Section will be updated on a regular basis and will be a ‘one-stop-shop’ for timely communications with our members.
In these challenging times, it is more important than ever to be clear and concise about the priorities for the LGBTI community in the workplace and with all of our supporters and allies around the world. This website takes us all a step in that direction!
Amsterdam, January 2025 – Workplace Pride hosted its Annual Members’ Meeting and New Year’s Reception at PwC’s state-of-the-art circular Plaza in Amsterdam, marking the first time in 13 years that PwC has welcomed this event. The evening brought together Workplace Pride members, allies, and leaders in an inspiring setting, emphasising progress and collaboration in LGBTIQ+ workplace inclusion.
Janet Visbeen, Member of PwC’s Management Board and Shine Network, opened the event with a heartfelt address. She reflected on the journey since PwC signed the Declaration of Amsterdam, a pivotal step in advancing inclusivity within the organisation. “Thirteen years ago, when we last hosted this event, we committed to making real change. Since then, PwC has championed initiatives such as transition leave, greater transparency in diversity reporting, and fostering inclusivity for all employees,” said Janet.
Visbeen also highlighted PwC’s ongoing efforts to broaden inclusivity beyond corporate walls. As a proud sponsor of the Roze Filmdagen, PwC supports societal discussions on challenges affecting marginalised communities. She encouraged attendees to explore ways to support similar initiatives within their own organisations.
David Pollard, Executive Director of Workplace Pride, took the stage to outline the foundation’s growth and direction. With membership up by 14% and significant international milestones achieved in 2024, Pollard emphasised the organisation’s resilience amidst global challenges to diversity, equity, and inclusion (DEI).
“Our members are seeking more international engagement and digitalisation,” David shared. “As DEI initiatives face setbacks in certain regions, we remain steadfast, working with organisations that have supported LGBTIQ+ inclusion for decades. These are the companies driving progress in recruitment, retention, and fostering belonging.”
David also spotlighted Workplace Pride’s expanding global reach. The Declaration of India, launched in 2024, reflects the unique challenges and opportunities in the country’s vast workforce. Additionally, the Free to Be Me project, supported by the Dutch Ministry of Foreign Affairs, continues to empower LGBTIQ+ communities in 12 Global South countries through mentorships, civil society toolkits, and socio-economic roundtables.
Workplace Pride’s management team provided key updates on the Global Benchmark, Learning and Development initiatives, Community Engagement, Communications, and the Foundation’s financial health. Each team reaffirmed their commitment to fostering workplaces where LGBTIQ+ individuals can truly thrive and be their authentic selves.
As the Foundation approaches its milestone 20th anniversary in 2026, it is poised to amplify its efforts, ensuring inclusivity remains a central focus for its diverse and ever-expanding membership.
The event concluded with vibrant networking sessions, where attendees celebrated shared successes and exchanged aspirations for 2025 and beyond.
On behalf of the Workplace Pride Foundation and its staff, we extend our heartfelt thanks to everyone who participated in the 2025 Annual Members’ Meeting and New Year’s Reception.
A special thank-you goes to PwC for hosting this incredible event, as well as to Janet Visbeen (Board of Management, PwC Netherlands – Human Capital), Karst Beckers, Monique Groothuis, Erik Poolman, Joost de Rijk-Kroon, and the entire Shine Network for their support and organisation!
Pictured L-R: Jakub Poluszynski, Veronique Klaassen, Alexandre El Aiba and the moderator Joost Kremer
Amsterdam, Netherlands – Queericulum Vitae, an empowering event aimed at helping LGBTIQ+ individuals navigate the job market with confidence, took place at the Workplace Pride office on Purple Friday, December 13th. The event, designed for LGBTIQ+ students and young professionals, combined practical training, career advice, and networking opportunities to help attendees stand out in the competitive job market.
Organized by Academia@WorkplacePride, Young@WorkplacePride, and Student Pride, Queericulum Vitae focused on equipping participants with the tools they need to successfully transition into the workforce while remaining true to their authentic selves. The afternoon program featured a job market preparation workshop, an inspiring panel discussion, and a chance for participants to update their LinkedIn profiles with professional photos.
Preparing for the Job Market: A Workshop for Empowerment
Job market workshop led by Chantal van der Putten Director, Breda University of Applied Sciences
The LinkedIn photo shoot was conducted by Akos Tar from Studio Uppix
The day began with a light lunch and a LinkedIn photoshoot, giving attendees the opportunity to enhance their professional online presence. At 13:30, the first session—Job Market Preparation—kicked off, aimed specifically at LGBTIQ+ students and young professionals. Led by Chantal van der Putten (Director, Breda University of Applied Sciences) , the workshop provided practical insights on how to approach job applications, interviews, and career development.
The session addressed key questions, such as: Should you highlight your involvement in queer student associations on your CV? and How should you evaluate an organization’s LGBTIQ+ policies when considering job opportunities? It also explored the importance of being your authentic self in the workplace and the impact that could have on mental health and resilience.
One of the standout moments was a Kahoot quiz that encouraged participants to reflect on why authenticity at work matters. Answers ranged from “building genuine relationships” to “increasing creativity and resilience.” The session emphasized that being open about one’s identity is not just a personal choice but can have a significant impact on career success and personal well-being.
Panel Discussion: Navigating the Early Stages of Your Career
At 14:15, a panel discussion delved deeper into the realities of navigating the beginning of one’s career as part of the LGBTIQ+ community. Moderated by Joost Kremer, the panel featured diverse voices, including:
Jakub Poluszynski , a psychology student and Talent Acquisition Manager at Studocu
Alexandre El Aiba , Associate Corporate Sustainability Aegon
Veronique Klaassen, Policy Officer, Digital Economy, Province Zuid-Holland
The panelists shared their experiences, offering advice on what to look for in a potential employer, the importance of Diversity & Inclusion (D&I) support, and the role of Employee Resource Groups (ERGs) in fostering an inclusive work environment.
Veronique, a panelist, noted that while her organization wasn’t fully developed in terms of D&I, she saw it as an opportunity to shape the company’s future. Alexandre, from Aegon, emphasized the importance of ERGs and how they have provided a supportive network throughout his career.
The discussion also touched on the importance of researching companies’ D&I policies and practices. Panelists encouraged participants to look beyond statements and policies, focusing on tangible commitments, targets, and actual progress. They also highlighted how allies and executive sponsorship can strengthen organizational inclusivity.
Key Takeaways: Authenticity, Allyship, and Representation
One of the most valuable pieces of advice from the event was the emphasis on balancing authenticity and professional presentation. Panelists advised that CVs should reflect volunteer work, activism, and other personal experiences, as these can be powerful indicators of resilience and commitment to social causes.
Participants were also encouraged to ask questions about workplace culture during interviews and to be proactive in advocating for inclusivity. The panelists highlighted the importance of allies, noting that when senior leadership is open to discussing LGBTIQ+ issues, it fosters a culture of support for everyone.
The event concluded with a final call to action: Be open about who you are, seek workplaces that align with your values, and leverage the power of networks to advance in your career.
As 2024 comes to a close, we reflect on an extraordinary year of milestones and resilience. From the Global Benchmark guiding inclusion worldwide to impactful events like the Declaration of India signing, our International Conference, and the inspiring “Stories from the Heart,” we have celebrated progress and unity. This year, we launched the People of Colour community and welcomed Lisa van Ginneken to our Advisory Board, further strengthening our mission to represent every voice.
Looking ahead, 2025 promises to expand our reach with conferences in Manila, Nairobi, São Paulo, and Amsterdam. Thank you for your unwavering support—together, we are building a brighter, more inclusive future!
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.
We are excited to invite you to take part in the Young@Workplace Pride Mentorship Program—a unique initiative designed to support and empower young professionals as they navigate their careers. Our goal is to make LGBTIQ+ mentors more accessible, fostering an environment of mutual learning and growth.
Why join? Our mentorship program is open to individuals of all age groups, combining the insights of experienced professionals with the fresh perspectives of young talent. Whether you’re looking to offer guidance as a mentor or seeking support as a mentee, this program provides the tools and community to help both sides grow. In addition to one-on-one mentorship, we’ll be hosting training sessions and social events to further enrich the experience.
We are looking for:
Mentors: LGBTIQ+ professionals with life and work experience, who are willing to share their insights, support, and guidance with others.
Mentees: Individuals with personal or professional goals who believe that mentorship can help them achieve growth and success.
Commitment: We ask for just 2 hours per month of your time over the course of 6 months, starting from the end of October 2024.
Key Details:
Application Deadline: 13 October 2024
Program Kickoff Event: 31 October 2024 (late afternoon, CEST)
Format: Hybrid (In-person and online)
At the kickoff event, you will:
Be introduced to the program
Get to know your fellow participants
Receive tools and inspiration to build a strong mentor/mentee relationship
If you identify as LGBTIQ+ and are eager to commit to this program, sign up now via this form. Please note that spaces are limited, and submitting an application does not guarantee a spot.
Let’s come together to make a positive change in each other’s lives!
“For us to solve these deeply culturally entrenched problems, we have to restructure the very idea of what it means to be a professional”– Dr. Erin Cech (University of Michigan)
This quote nicely summarises the key message of last week’s LGBTIQ+ Workplace Inclusion Symposium at Leiden University, marking the opening of the Academia@WorkplacePride year.
The symposium was opened by Michiel Kolman , Workplace Pride co-chair and Academia@WorkplacePride Lead who highlighted the increasing importance of bridging science and practice given the worrying trends in lgbtiq+ acceptance near and far.
In her keynote, Erin A. Cech provided an overview of the various ways that LGBTIQ+ inequality can show up in the workplace: disadvantages can emerge not only in feelings of social marginalisation, but in a lack of professional respect and opportunities and even negative health and wellness outcomes. She discussed the kinds of work contexts that can amplify or undermine these inequalities, using the science and tech sector as a case, and ended by discussing the cultural “rhetorics of resistance” that employees and organisation leaders sometimes use to block LGBTIQ+-inclusive diversification efforts and strategies for confronting those rhetorics.
In my keynote, I further discussed the implications of heteronormativity at work by discussing the concept of heteroprofessionalism, or the norm that to be professional is to be cisgender and straight. I presented recent research findings demonstrating how disclosing a queer identity can be a double-edged sword, with disclosure perceived as unprofessional while concealment is seen as dishonest. I also addressed the specific challenges experienced bi+ employees, and what can be done to mitigate these.
Many thanks to the audience for participating in the symposium, the speakers, moderator, and panelists for sharing their insights, and Christine Holtkamp, Chenhao Zhou and Paula Hoffmann for their tireless efforts behind the scenes towards making the symposium a success!
On behalf of Leiden University, Workplace Pride, and the organising team,
Pictured L-R: Numan (he/him) – Malaysia, Akira (she/her) – Japan, Adhil (he/him) – Sri Lanka, Rohin (he/him, they/them) – India, Deborah Abrahams (she/her) – Public Speaking Coach, Building Bridges Program, Bella Aubree (she/her) – Indonesia, Mominul (he/she/they, him/her/them) – Bangladesh
Amsterdam, August 2, 2024 – The Rijksmuseum hosted the 6th “Stories from the Heart” event. Organised by Workplace Pride in collaboration with the RVO and the Netherlands Ministry of Foreign Affairs, the event showcased powerful narratives from LGBTIQ+ activists worldwide. These activists, part of the RVO’s “Building Bridges” program, shared their poignant experiences with an audience that included many Workplace Pride members, some of whom work in the same regions.
The event’s speakers highlighted the unique challenges and triumphs they faced in their respective countries, emphasizing the need for inclusive policies and ongoing advocacy. The event was opened by David Pollard, Executive Director of Workplace Pride, alongside Yakunu van Santen (he/him), Public Affairs at the Rijksmuseum, Gerrie Willems (she/her), Deputy Director of the Asia and Oceania Department at the Ministry of Foreign Affairs, and Deborah Abrahams (she/her), Public Speaking Coach for the Building Bridges Program.
Moon, a non-binary LGBTQIA+ rights activist and founder of Prantoz Foundation, shared their journey from a conservative Sunni Muslim family to becoming a resilient advocate for marginalised communities. Despite familial rejection, Moon has tirelessly championed LGBTQIA+ rights and queer ecology.
🔸 Rohin (he/him, they/them) – India
A queer, non-binary lawyer, Rohin has played a crucial role in advocating for marriage equality and inclusivity within the Indian judiciary. Their efforts have led to significant changes, including the installation of gender-neutral bathrooms in the Supreme Court and expanded sexual harassment policies.
🔸 Bella Aubree (she/her) – Indonesia
Bella, a young transgender activist and National Coordinator of Inti Muda Indonesia, has been advocating for HIV/AIDS awareness and LGBTQIA+ rights since the age of 15. Her work focuses on spreading awareness and influencing policy changes to support young people living with HIV.
🔸 Akira (she/her) – Japan
As Deputy Secretary General of Japan Alliance for LGBT Legislation (J-ALL), Akira has been instrumental in the passage of Japan’s LGBTQ+ Awareness law and continues to fight for anti-discrimination legislation and greater social acceptance.
🔸 Adhil (he/him) – Sri Lanka
A feminist and human rights advocate, Adhil has been at the forefront of challenging colonial laws that adversely affect the LGBTIQ+ community in Sri Lanka. As Executive Director of Equite Sri Lanka, he is committed to decriminalisation efforts and raising awareness among authorities.
🔸 Numan (he/him) – Malaysia
Founder of JEJAKA Kuala Lumpur, Numan has significantly expanded the organization, supporting over 10,000 community members through various initiatives. His advocacy work encompasses strategic community engagement and global equality projects.
By sharing their firsthand experiences, the activists offered a profound insight into the local landscapes, cultures, and challenges faced by LGBTIQ+ individuals in their regions. This exchange of perspectives aimed to foster greater empathy and cultural awareness among Workplace Pride members, enhancing their ability to support colleagues and advocate for inclusivity on a global scale.
The “Stories from the Heart” event emphasised the crucial need for ongoing advocacy and inclusive policies. It aimed to create a world where everyone, regardless of gender or sexual orientation, can live with dignity and respect. The shared stories highlighted the resilience and determination of LGBTIQ+ activists and served as a powerful call to action for continued support and solidarity.
People who are attracted to more than one gender, such as bisexuals, in many ways have worse experiences at work than their heterosexual, gay or lesbian colleagues. But even policies to protect lhbtiq+’s unintentionally exclude this group. What could be better?
The Pride March in Amsterdam. Image Joris van Gennip / de Volkskrant
The largest group under the lgbtiq+ umbrella does not consist of people who are attracted to the same sex, but people who are attracted to more than one gender. There are people who are attracted to men and women, or people who are attracted to people regardless of gender. They call themselves pansexual, bisexual, or queer, or prefer not to label themselves at all. But to denote an orientation that does not focus only on one gender, the broad term bi+ can be used.
Leiden University and Bi+ Netherlands conducted an exploration on this group at the request of the Ministry of Education, Culture and Science and the conclusions are worrying. In the workplace, bi+ people have worse experiences on many levels than people who are attracted to one gender, whether heterosexual, lesbian or gay. This can range from nasty jokes to bullying, and from unwanted sexual attention to even physical violence.
Compared to lesbian and gay people, bi+ people are much less likely to be open about their sexual orientation – 50 per cent and 26 per cent of bi+ women and men, respectively, compared to 98 per cent and 88 per cent of lesbian women and gay men, respectively. This starts as early as the application process, as they expect a lack of acceptance. These fears are not unjustified: lhbtiq+ and therefore bi+ candidates are more often rejected and seen as less competent than other candidates. A common explanation is that they ‘do not fit within the organisation’.
About the authors
Jojanneke van der Toorn is associate professor of lgbtiq+ workplace inclusion at Leiden University and also works at Utrecht University. Michiel Kolman is senior vice president Elsevier and co-chair of Workplace Pride.
Heteroprofessionalism
The implicit but dominant norm is that only heterosexuality is seen as professional and neutral (heteroprofessionalism). On top of this is the monosexual norm, which considers only sexual orientations that focus exclusively on one gender normal or credible. Bi+ people thus fall outside both the heterosexual norm and the monosexual norm.
The monosexual norm contributes to a sense of invisibility among bi+ people. If you talk about your opposite-sex partner at a working lunch, colleagues automatically assume you are heterosexual. When it comes to a same-sex partner, the assumption is that you are gay or lesbian. The survey shows that bi+ employees do not feel recognised and that there is a lack of understanding in the workplace. In addition, prejudices about bi+ also play a negative role: for instance, bisexuality is more associated with sex than heterosexuality, which is eminently at odds with professionalism.
Many employers take a blanket approach to promoting lgbtiq+ inclusion or focus mainly on gay or lesbian employees. The exploration shows that this is insufficient for bi+ employees and a more targeted approach is needed.
Other orientations
Employers would do well to establish a social norm that is not based on heterosexuality and homosexuality alone. For instance, it is important to explicitly mention bi+ orientations alongside other orientations in HR policy, diversity and inclusion policy and communication, or use more inclusive formulations such as ‘regardless of sexual orientation’. Organisations committed to bi+ and lgbtiq+ inclusion in the workplace can also play a positive role. They facilitate self-scans for organisations, to make visible where policy adjustments are possible and desirable.
The government also has a role to play. The General Equal Treatment Act (AWGB) already offers protection to heterosexual, gay, lesbian, transgender and intersex people who experience discrimination in the labour market. With a minor amendment, this law can offer the same protection to bi+ people.
Government and business have a joint mission and Pride Amsterdam is the moment to adjust ambitions. For a truly inclusive labour market, specific attention is needed for all individual letters of the acronym, especially the b of bi+. #WorkplacePride #BiPlusVisibility #InclusiveWorkplaces #BreakMonosexualNorms #SupportBiPlus #LGBTIQEquality #EndHeteroprofessionalism
A huge thank you to everyone who took part in this year’s Pride March on July 27th! Your enthusiasm and support made it a truly unforgettable day.
A special shoutout to our amazing volunteers—your hard work and dedication were invaluable, and we couldn’t have done it without you.
We started the day with a fantastic Pre-March Reception at the Workplace Pride Office, enjoying coffee, tea, and mimosas. It was the perfect way to kick off our celebrations!
The march from Amstelveld was vibrant and full of energy, especially with Unidos de Amsterdam’s sizzling Samba music adding to the festive atmosphere. Together, we celebrated diversity and inclusion in the heart of Amsterdam.
Thank you for standing with us and making a powerful statement for equality. See you at the next event!
Women@Workplace Pride Wants You! Are you a passionate, driven professional employed by a Workplace Pride member? Are you committed to advancing LGBTIQ+ inclusion in the workplace? This is your chance to make a real difference! We are seeking a volunteer to join the core team of Women@Workplace Pride.
As a core-team member, you will have the unique opportunity to shape the future of Women@Workplace Pride by promoting visibility for LBTQ+ women, participating in regular core-team meetings, and leading impactful projects. You will also play a key role in promoting the foundation’s mission, engaging with ambassadors, and expanding the Women@Workplace Pride outreach.
This role is more than just a volunteer position—it’s your chance to make a lasting impact on the LBTQ+ women’s agenda and connect with inspiring women through networking.
Required Skills and Competencies
* Experience and passion for diversity & inclusion, with a focus on LBTQ+ women in the workplace
* Strong understanding of LBTQ+ issues and workplace challenges
* Leadership, strategic thinking, critical thinking, and problem-solving skills
* Availability to participate in remote core-team meetings and events
* A hands-on approach to developing activities and events
* Creative thinking with the ability to conduct research and write articles/blogs
* Enthusiastic team player who excels at mobilizing networks
Timeline & Process Apply by September 19, 2024. We will notify you within two weeks if you are selected for an interview.
For more information and to apply, please contact Angelique Meul at [email protected].
Don’t miss this incredible opportunity to make a meaningful impact on the LBTQ+ community!
About Women@Workplace Pride Women@Workplace Pride is one of six dynamic Workplace Pride Communities, with a special focus on empowering LBTQ+ women through visibility, leadership, career development, and awareness activities. We also actively involve ally women, recognising their crucial role in supporting and uplifting the LBTQ+ community.
Workplace Pride is a global, not-for-profit foundation dedicated to improving the lives of Lesbian, Gay, Bisexual, Transgender, Intersex, and Queer (LGBTIQ+) individuals in workplaces worldwide. We envision a world where everyone is valued for who they are and what they contribute. Our mission is to create inclusive workplaces where LGBTIQ+ people can thrive and lead the way for others.
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