Amsterdam, August 4th 2023 — Workplace Pride partnered with the Rijksdienst voor Ondernemend Nederland (RVO) and the Netherlands Ministry of Foreign Affairs to present the enlightening event, “Stories from the Heart.” This event brought together trailblazing LGBTIQ+ activists hailing from diverse corners of the globe, all of whom were engaged in the RVO’s esteemed “Building Bridges” initiative. This remarkable gathering aimed to foster connection, share insights, and promote understanding within the Workplace Pride community.
The “Stories from the Heart” event served as a platform for these dedicated activists to impart their on-the-ground experiences to fellow Workplace Pride members. These passionate activists, each representing unique regions of the world, were deeply involved in the RVO’s “Building Bridges” program, which sought to establish meaningful connections and collaborations across borders.
The event’s significance lay in its ability to bring together these activists and Workplace Pride members who often had colleagues working in the same countries. By sharing their first-hand experiences, the activists provided invaluable insights into the local landscape, culture, and challenges faced by LGBTIQ+ individuals. This exchange of perspectives was poised to foster greater understanding and collaboration, enabling Workplace Pride members to approach their work and interactions with an enhanced sense of empathy and cultural awareness.
“Stories from the Heart” represented an opportunity for cross-cultural learning and appreciation, as activists and Workplace Pride members engaged in open dialogues, forged connections, and created lasting bonds. Through the power of personal narratives, this event aimed to uplift, empower, and inspire attendees to continue championing diversity and inclusion in their respective workplaces.
The “Stories from the Heart” event encapsulated the spirit of unity, collaboration, and progress, serving as a testament to the transformative power of storytelling and shared experiences. In an increasingly interconnected world, such initiatives were crucial in fostering global understanding and empathy, and Workplace Pride was proud to have been at the forefront of this meaningful endeavor.
In the past, displaying a rainbow flag during Pride was seen as sufficient support for the LGBTIQ+ community within a company. However, times have changed, and the need for genuine inclusion and acceptance has become paramount. Recognising this, companies are taking proactive steps to create a welcoming environment for their LGBTIQ+ employees.
Michiel Kolman, co-chairman of Workplace Pride, experienced the lack of conscious policies for LGBTIQ+ inclusivity in workplaces decades ago. Today, Workplace Pride, based in Amsterdam but with a global reach, works to encourage companies to embrace diversity and ensure that all employees, regardless of their sexual orientation or gender identity, feel valued and at home.
Over the last 15 years, large multinationals were among the first to respond to the need for specific policies aimed at LGBTIQ+ individuals. These policies encompass a range of initiatives, including combating discrimination, implementing inclusive language, providing gender-neutral facilities, and offering confidential advisers for LGBTIQ+ employees.
However, implementing these policies is not always a smooth journey, and progress varies across industries and sectors. In the legal profession, for instance, the interests of LGBTIQ+ individuals may not always be a top priority. Chris Noordam, chairman of the FORWARD Foundation, advocates for acceptance, recognition, and visibility of LGBTIQ+ people within the legal sector.
Noordam explains that diversity and inclusivity must become the norm, just like any other facility provided for employees. FORWARD started its efforts in prominent offices, particularly in Amsterdam, and now aims to extend these policies to the rest of the UK.
Developing and implementing inclusive policies is an ongoing process that may take around ten years to complete. To gauge progress, Workplace Pride conducts an annual benchmark study to evaluate companies and government institutions on various inclusion-related points.
According to Michiel Kolman, this emphasis on inclusivity has become a crucial aspect for companies, universities, and government institutions. Participating in the benchmark study and scoring well reflects how seriously organisations view the subject of LGBTIQ+ inclusivity.
Companies that genuinely prioritise their LGBTIQ+ employees reap rewards beyond just compliance. Embracing inclusivity makes them more attractive employers, as individuals seek workplaces where they can feel genuinely seen, heard, and accepted.
As the global landscape evolves, more organisations are recognising the significance of creating a truly inclusive environment, signalling a positive shift towards a more inclusive and accepting world for everyone, regardless of their sexual orientation or gender identity.
Pride is a time of celebration, inclusion, and unity for the LGBTIQ+ community, and we couldn’t be prouder to have recently hosted a special visit at our Amsterdam offices from Disney Benelux, one of our Workplace Pride members!
Ester de Wit and Laura Ballyn from Disney Benelux join David Pollard from Workplace Pride at the Amsterdam office.
It was an absolute pleasure to share Workplace Pride’s approach to LGBTIQ+ workplace inclusion with the fantastic and enthusiastic team at Disney. Together, we are committed to fostering a workplace where everyone feels safe, valued, and embraced for who they are.
To commemorate this special occasion and the spirit of #NeverStopCelebratingPride, we are excited to share the newest X-BERG News Video featuring Workplace Pride! We hope you enjoy watching it as much as we enjoyed making it.
Thank you, Disney Benelux, for joining us in spreading love and acceptance during Pride. Let’s continue to stand together in creating a world where diversity is celebrated, and everyone can be their authentic selves.
As our dedicated volunteers, board, and staff gathered in Amsterdam, we celebrated a memorable BBQ evening, marking the successful culmination of our 2023 International Conference “Tracks of Change”. With hearts full of gratitude and joy, we extend our warmest appreciation to the incredible individuals who selflessly made this event an overwhelming success, especially Gina Walker, who brilliantly organised and coordinated all our volunteers.
Their enthusiasm and hard work created an unparalleled atmosphere of camaraderie and support, leaving an indelible impression on every attendee and participant. From guiding delegates to their designated sessions to ensuring smooth registration processes, our volunteers went above and beyond their roles, proving themselves to be the backbone of our international event. Their dedication allowed our guests to focus on networking, knowledge exchange, and creating lasting connections.
The BBQ evening, which brought together our board, dedicated staff, and enthusiastic volunteers, was a fitting celebration of the fruitful collaboration that unfolded during the conference.
“It is truly heartwarming to witness our volunteers’ incredible passion and commitment,” said David Pollard, Executive Director of Workplace Pride. “Their invaluable contributions have made a profound impact on the success of the conference”.
Thank You BBQ!
At Workplace Pride, we firmly believe that volunteers are the lifeblood of any successful endeavour, and it is through their selfless spirit we can achieve greatness. We recognise and appreciate the countless hours of hard work, dedication, and sacrifice they have poured into making this conference a memorable and enriching experience for everyone involved.
With the spirit of camaraderie and cooperation that flourished during the conference, we look forward to embarking on new endeavours and impacting our global community.
Thank you, dear volunteers, for being the driving force behind our success!
Amsterdam, July 22nd — The vibrant colours of the rainbow filled the streets of Amsterdam as the board, staff, and members of Workplace Pride took part in the Pride Walk 2023. With an overwhelming sense of unity and pride, participants from all walks of life came together to celebrate the LGBTIQ+ community in an unforgettable display of love, energy, and acceptance.
Kicking Off with Style and Spirit
The day commenced at the Workplace Pride Office on Herengracht, where participants were greeted with a warm selection of coffee, tea, and mimosas. Laughter and camaraderie filled the air as friends and colleagues reunited and connected with new faces, setting the tone for an extraordinary day ahead.
A Musical Journey with Unidos de Amsterdam
At 12:00 AM, the crowd eagerly assembled at Dam Square, eagerly anticipating the main event. The atmosphere crackled with excitement as Unidos de Amsterdam, a renowned Samba band, joined the march, infusing the surroundings with mesmerising beats that had everyone dancing, laughing, and marching in perfect harmony.
Take a look at some of the memories from our Pride Walk 2023 or view the full gallery here!
A Celebration of Love, Acceptance, and Unity
Pride Walk was more than just a procession; it was a powerful statement of support for love, acceptance, and equality. With each step they took, the participants showcased their unwavering commitment to diversity and inclusivity, sending a resounding message of hope and empowerment to the world.
Gratitude for an Unforgettable Day
The success of the event would not have been possible without the dedication and enthusiasm of every single participant. The Workplace Pride team expressed their heartfelt gratitude to everyone who contributed to the event’s triumph, from the inspiring participants to the hardworking organisers and generous supporters.
Continuing the Journey Beyond Pride
As the Pride Walk concluded, the spirit of unity and acceptance remained alive, serving as a reminder that fostering an inclusive workplace is a commitment that extends beyond a single day. Workplace Pride reaffirmed their dedication to supporting and uplifting the LGBTQ+ community every day, ensuring that the momentum generated during the Pride Walk would propel them forward in creating a more equitable and welcoming work environment.
A Pride to Remember
The Pride Walk 2023 was undeniably an unforgettable occasion, filled with joy, camaraderie, and a celebration of identities. The rainbow colours painted the city with a message of love and acceptance, leaving an indelible mark on the hearts of all who participated.
As we bid farewell to this year’s Pride Walk, let us carry the spirit of Pride in our hearts throughout the year, championing diversity, inclusion, and equality every day.
*Thank you, once again, to all the participants, organisers, and supporters who made this event a resounding success! Together, let’s continue marching towards a future where love knows no boundaries and acceptance embraces all.*
Jan Broekhuizen (they/them), Maja Blauw (they/them), and Jamie Knecht (they/them)
As a non-binary person, navigating the Workplace can be a complex journey filled with triumphs and obstacles. Finding the courage to bring their true selves to work requires a supportive and inclusive environment that recognises and respects their gender identities.
Every year the world commemorates Non-Binary Day of Awareness on July 14th. Workplace Pride is excited to share the experiences of Jan, Maja, and Jamie, who reflect on their unique experiences and journey towards self-acceptance in today’s Workplace.
Jan Broekhuizen (they/them) Ops Engineer, ING Nederland
When I came out as transgender and non-binary at work a little over two years ago, I took advantage of the covid circumstances. Everyone was working from home, so I sent a mass email to my department. I included many online resources to protect myself from having to explain the same terms and concepts repeatedly, so people could read up on what non-binary meant if they were interested.
Positive Reactions and Support
The responses from my colleagues were really nice. People were respectful and interested, and they congratulated me. I did get the “you’re so brave” response a few times, which never sits very well with me (I shouldn’t have to be brave to exist) – but I knew it came from a well-meaning place.
I came out for a few reasons. First of all, I needed to. To properly do my job, I needed to feel free to truly be myself. Focusing on work while you’re getting overly exasperated with people using pronouns for you that feel off is very difficult. Secondly, I had started my medical transition a few months before my coming out at work. There would soon be some obvious and observable physical changes, and I wasn’t ready to answer individual questions about it.
Paving the Way
And last but not least, I felt the need to be very open about being non-binary in a company where I didn’t know other non-binary people. I knew they had to be there, but I had never heard about non-binary people working at ING. If I’m very visibly non-binary, hopefully, that paves the way for more non-binary colleagues to feel free to come out.
Even though my colleagues were very open and welcoming about my identity, the company isn’t built for non-binary people (yet). There is no option to select non-binary as a gender identity in the administration systems yet – instead, I am currently “Neutral” (which, if you know me, I am anything but). The genderless bathrooms are few and far between, and there are none in my building.
Overall, ING is open to change, and I’ve had some good conversations with people in HR, where it’s clear that change is welcomed. But being such a big company, it takes a lot of time and patience to see these changes come into effect.
I have become part of that big wave of change, trying to make a difference for others. As a board member of Aegon’s global Proud alliance, I focus most on international collaboration and increasing transgender and non-binary exposure. Aegon does an excellent I&D job. For the fourth consecutive year, it has received the Workplace Pride Ambassador status; awarded to organisations that score between 70% and 90% on their LGBTIQ+ inclusion in the Workplace. This is what I advise every organisation to do: participate in the Workplace Pride Global Benchmark. It makes you really look at things and improve on an annual basis.
Maja Blauw, Senior Marketing Manager, Aegon Asset Management
My name is Maja, and I’m a senior marketing manager with Aegon Asset Management in the Netherlands. I’ve been working with Aegon for 8 years now, and it feels like a very inclusive company to work for. I have great colleagues, and the company strives to foster an inclusive and diverse workplace culture. I’ve been out as gay since the first day and never felt uncomfortable about it. However, being out as non-binary took me considerably longer. Only for two years.
Embracing Non-Binary Identity
Next to being open about who I love, I also felt the need to be open about how I identify as a person, as I didn’t like being addressed as ‘she’. I feel outside of the man and woman boxes, they are too restrictive, too binary. That’s why non-binary fits best as my gender description.
The momentum that sparked me being open about my gender identity is that, over the past years, I noticed this worldwide non-binary wave that got bigger. In the US and Europe, I saw famous people making themselves known as ‘they’. I loved it, that was me!
To me, a second group is equally important in building that wave: generation Z. GenZ are people between 13 and 27 years old and take a much broader approach to gender identity and sexual orientation than any generation before. In Early 2023, a paper published by global research firm Gallup revealed that 20% of this group in the US identifies as LGBT. That is huge. And organisations should take note of this group, as they are your future managers and CEOs.
In March 2022, I participated in a big double interview in celebration of Transgender Day of Visibility, which was published on Aegon’s global intranet. That way, I was out with a bang. Although I felt slightly stressed, the response was overwhelming and positive. Some 20 colleagues reached out for 1:1 conversations to learn more. Particularly those who had a child or a client who identified as non-binary.
Challenges in Pronoun Usage
However, despite the positive response in my Workplace, the day-to-day reality is quite different regarding how people address me. 95% still say ‘she’ and not ‘they’. Even though I have added my pronoun to my email signature and LinkedIn profile for years now. It has proven difficult for colleagues to use the correct pronoun. The downside is that I notice it every time someone refers to me with the wrong pronoun. I kindly remind colleagues I work closest with to use the ‘they’ pronoun, even though that gets tiring. Practice makes perfect, and saying ‘they’ can become as normal as saying he or she.
I have become part of that big wave of change, trying to make a difference for others. As a board member of Aegon’s global Proud alliance, I focus most on international collaboration and increasing transgender and non-binary exposure. Aegon does an excellent I&D job. For the fourth consecutive year, it has received the Workplace Pride Ambassador status; awarded to organisations that score between 70% and 90% on their LGBTIQ+ inclusion in the Workplace. This is what I advise every organisation to do: participate in the Workplace Pride Global Benchmark. It makes you really look at things and improve on an annual basis.
Jamie Knecht, University of Applied Sciences of Utrecht
Hi! I’m Jamie (they/them), a 34-year-old teacher. I work in the Sign Language department at the University of Applied Sciences of Utrecht in the Netherlands. After struggling to discover my gender identity, I finally found peace with the label ‘non-binary’ a couple of years ago. Since then, I have changed my pronouns, fought and won a legal battle to get my chosen name and an X-marker in my passport, and started taking hormones to somewhat lessen my gender dysphoria. Most of these social, legal and medical changes have (had) an effect on my day-to-day work life.
Coming out at work
For one, I had to ‘come out’ to my colleagues and students and ask them to start referring to me with different pronouns. I decided to tackle this at once by changing the pronouns in my email signature and by taking a moment to make others aware of this during a staff meeting. I remember being anxious about this since I didn’t know how my co-workers would react. To help me survive these scary minutes and to make sure I wouldn’t chicken out at the last moment, I had already confided in a couple of colleagues whom I was a bit closer to (most of them queer as well), and one of them was seated right in front of me when I told the rest of the team in the MS Teams video-meeting. His support really got me through.
Coming out to my students felt a lot easier since most of them are relatively young (in their twenties) and, therefore, already more aware of gender diversity and more used to gender-neutral pronouns. I have gotten nothing but positive responses from all of them.
The support
As for my colleagues, most of them support me as well. Most try to use the correct pronouns when referring to me and show their support differently. Some have added their own pronouns to their email signatures, some try to use more gender-neutral language in their lessons and come up to me whenever they encounter a gender-related challenge, and some ask about and congratulate me on reaching certain milestones in my transition (like my new passport or starting hormones). This often makes me feel seen and accepted for who I am in my Workplace.
The barriers
However, there are also still a lot of barriers I struggle with daily. As mentioned above, most colleagues try to use the right pronouns for me. Some do not try, and some try but often fail. Whenever this happens in my presence, I usually get caught up in the same sequence of ‘I’m so sorry, but you have to forgive me because it is só difficult’, forcing me to comfort the other person for misgendering me. This is exhausting.
Other issues that still need to be resolved to make my Workplace more accessible/inclusive for non-binary people (staff and students) are the still binary (F/M) registration systems, the ease with which sometimes unwanted information like sex and birth names can be viewed by basically any employee, the absence of legal transition leave, and the scarcity of all gender bathrooms. These are all essential rights for non-binary people, and while I sometimes feel discouraged when I see how long of a way we still have to go, I acknowledge that there are people (both queers and allies) working their butts off to make good things happen for my people. That gives me hope and keeps me going.
Why come out at work?
Coming out at work as non-binary was part of what I could do to contribute to this cause. By stepping out of the shadows and showing others the importance of queer, trans and non-binary inclusion, I have proudly inspired policy changes. All new students and colleagues now enter a workspace where sharing and asking each other’s pronouns is normalised, where language is mostly gender neutral and where non-binary newbies immediately stumble across a living, breathing role model: me. Since I’ve come out at work, the number of queer students who apply for our institute has grown exponentially. And even more importantly, many students (both queer and – interestingly enough – also from other minorities) have come up to me to tell me they feel seen and safer. And that is more than I could have hoped for when I decided to come out.
Conclusion
The challenges faced by non-binary individuals in the Workplace stem from binary structures and societal norms that fail to recognise their existence and experiences. Misgendering and a lack of inclusive policies and practices can undermine their well-being and hinder professional growth.
However, there is a glimmer of hope as more organisations globally are demonstrating support for non-binary individuals. These forward-thinking companies are actively fostering an inclusive culture that celebrates diversity and embraces the Authenticity of every employee. They are implementing policies to ensure gender inclusivity, providing gender-neutral facilities, and promoting education and awareness about non-binary identities.
Bringing one’s true self to work not only benefits non-binary individuals but also enriches the entire Workplace. Individuals who are free to express their authentic identities bring unique perspectives, creativity, and innovation. Embracing diversity, including non-binary identities, leads to a more inclusive and dynamic workforce that can thrive in today’s interconnected and globalised world.
As we celebrate Non-Binary Day of Awareness, organisations and individuals must continue advocating for the rights and well-being of non-binary individuals in the Workplace. By fostering a culture of acceptance and understanding, we can create environments where everyone can bring their true selves to work without fear of discrimination or prejudice.
Today, let us honour the progress and reflect on the work ahead. Together, through the power of education, empathy, and inclusivity, we reaffirm our commitment to building a more equitable and accepting world for all.
We extend our gratitude to Jan, Maja, and Jamie for this article and commend the dedication of Christine Holtkamp, Workplace Pride Communities Director, for her invaluable insights.
Hivos hosted the inaugural Free to Thrive Fellowship in Maputo, Mozambique from June 12th to 16th, 2023. The fellowship, conceived under the transformative Free to Be Me program, aims to provide the fellows with an experience focused on learning, connection, and reflection. It is a year-long program that combines in-person and virtual training sessions, centered around key learning modules that aim to deepen knowledge and practice in LGBTIQ+ advocacy for economic justice.
Human rights are universal and not restricted by geography. Although Africa, a vast and diverse continent, recognises this in its Charter on Human and People’s Rights, the LGBTIQ+ community still faces considerable obstacles due to social stigma, discrimination, and legislative prohibitions. In Africa, 32 countries criminalise same-sex conduct; this is about 60% of the continent, according to ILGA World.
Recently, Uganda enacted one of the world’s toughest anti-LGBTIQ+ laws, including the death penalty for “aggravated homosexuality”. This is not the first case of such punitive laws in Africa. Ghana has proposed an equally punitive bill, and in Kenya, a similar bill to that of Uganda has been proposed.
Coalitions of global companies such as Workplace Pride, Open for Business and INGOs working with civil societies such as HIVOS have called out for companies to take a stand; governments to halt punitive laws and civil society organisations to remain relentless in the fight for an inclusive society where LGBTIQ+ persons fully contribute to the economic growth and development of their countries.
Global corporations wield considerable power and leverage in shaping public opinions and policies. As opposed to an individual or groups of individuals, corporations are in a more influential position to work with governments, NGOs, and other stakeholders for economic and social progress. Thus, by taking a stand on LGBTIQ+ inclusion, they can significantly influence legislative reforms, challenge discriminatory practices, and create societies where LGBTIQ+ inclusion is valued.
The support for LGBTIQ+ inclusion is good for the countries and their people and is also beneficial from a business perspective. Multinational corporations can attract and retain the best talent, expand their markets and demonstrate leadership by living out their values of diversity, equity and inclusion.
Diversity, equity, and inclusion are critical for any organization that wants to be creative and innovative. Embracing LGBTIQ+ inclusion communicates to employees, stakeholders, and future talent that the organization appreciates diversity and promotes an inclusive work environment. Global organisations can attract top individuals from diverse backgrounds and benefit from the varied perspectives, skills, and experiences they offer by cultivating an inclusive workplace culture.
Global corporations can promote inclusion for all and human rights by speaking out for LGBTIQ+ inclusion, serving as beacons of progress in places where LGBTIQ+ people are excluded from economic participation through bias in representation, hiring and even access to employment. These multinational corporations should lead the way by internally creating safe spaces for their LGBTIQ+ employees, awareness and training programs for their leaders, external activism, and even ‘quiet or silent’ diplomacy, where they work to influence governments behind the scenes positively.
While I do understand that advocating for LGBTIQ+ inclusion may be complex and challenging for global corporations that operate in countries where the legislation may be prohibitive or even punitive, I believe that true leadership calls for courage to stand up for those who are excluded; speak up for those whose voices are muted and collaborate with *civil society organisations to explore the best approaches to engage in economic and social change, especially for the LGBTIQ+ community in Africa.
– By Levis Nderitu, Africa Strategy Advisor, Free to be Me Project, Workplace Pride based in Nairobi, Kenya.
*The CSO Toolkit available at https://civilsocietybusinesstoolkit.org/ provides a wide range of tools and approaches that can be effectively utilised to facilitate transformative change. Notably, Tool 7 focuses specifically on Advocacy and Business, offering invaluable resources to support this endeavor. By accessing this toolkit, individuals and organisations can gain access to a comprehensive set of tools designed to enhance their advocacy efforts, while bridging the gap between civil society and business sectors. This toolkit equips users with practical strategies, guidelines, and methodologies to navigate the complexities of advocacy within the context of business interactions.
David Pollard, Executive Director of Workplace Pride
Zagreb, Croatia – On June 23, 2023, the “Find Your Audience” Educational Film Workshop featured an impactful lecture by David Pollard, Executive Director of Workplace Pride, highlighting the importance of LGBTIQ+ inclusion in filmmaking. The workshop, funded by the United States Embassy in Zagreb and other supporters, aimed to expose young filmmakers to significant societal issues, fostering change in societal perceptions through their work.
The event was organised by 4FILM, a renowned Zagreb-based production company with an impressive portfolio of over 30 films and 20 European co-productions spanning various genres. Their movies have garnered global recognition, with successful distribution in theatres, video-on-demand platforms, and television across 190 countries. The workshop’s other main organiser, OPEN MEDIA GROUP, a non-profit NGO, merges visual arts and new media to promote human rights, cultural value, and democracy, and empower marginalised groups.
Croatia, despite its EU membership and creatively inclined society, still faces conservative attitudes towards homosexuality. Deeply rooted in Catholicism and characterised by patriarchal norms, the country poses challenges for filmmakers in addressing LGBTIQ+ inclusion. Pollard’s enlightening lecture delved into Workplace Pride’s mission and how numerous large businesses prioritise LGBTIQ+ inclusion—an entirely new concept for most participants.
The lecture sparked discussions on engaging with organisations sometimes perceived as societal adversaries and effectively portraying the ‘coming out’ experience. The young filmmakers exhibited eagerness to learn and incorporate LGBTIQ+ portrayals in their work. However, they also grappled with the limitations imposed by their current working environments. Nevertheless, they recognized their role as future change-makers and embraced their responsibility to authentically represent the lived experiences of LGBTIQ+ individuals.
The event concluded with resounding success, inspiring participants to champion the cause of LGBTIQ+ inclusion. By leveraging their creative talents and newfound knowledge, these aspiring filmmakers hold the potential to reshape societal perceptions through their work.
The “Find Your Audience” Educational Film Workshop, supported by the United States Embassy in Zagreb, showcased the commitment of 4FILM, OPEN MEDIA GROUP, and participants to foster a more inclusive and diverse society. As the workshop came to a close, the seeds of change were sown, poised to blossom within Croatia’s vibrant film industry.
Ilse van Gasteren, Partner, Clifford Chance LLP with David Pollard, Executive Director Workplace Pride
In a significant leap forward, global legal solutions provider Clifford Chance (https://www.cliffordchance.com/) signs the Declaration of Amsterdam (https://lnkd.in/eDRCG-UB), reaffirming its dedication to cultivating an inclusive and diverse workplace. The Declaration of Amsterdam represents an innovative initiative that places shared responsibility for greater LGBTIQ+ workplace inclusion on both employers and employees. For Clifford Chance, this milestone signifies a groundbreaking advancement in creating an environment where every individual can embrace their true selves, with the voices of the LGBTIQ+ community actively involved in shaping the organisation’s direction.
David Pollard, Executive Director of Workplace Pride, congratulated Clifford Chance on this milestone, emphasising the significance of the Declaration of Amsterdam as a compass guiding employers and employees toward genuine inclusivity. “Today, Clifford Chance showcases its unwavering dedication to protecting the rights and integrity of the LGBTIQ+ community in the workplace.”
Clifford Chance’s commitment to the Declaration of Amsterdam extends beyond symbolic gestures. It reflects the organisation’s genuine dedication to upholding the rights and well-being of the LGBTIQ+ community within its ranks. By embracing diversity and championing authenticity, Clifford Chance sets an exemplary standard for other law firms to follow. Their actions not only solidify their position as a leader in the legal community but also serve as inspiration for cultivating workplaces that foster free expression and inclusivity.
Today, we join together in celebrating Clifford Chance’s remarkable achievement. Let us continue to strive for inclusivity and equality, ensuring that our workplaces are genuine reflections of the vibrant and diverse world we live in.
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