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About Workplace Pride - Tech at Workplace Pride Event Eindhoven

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About Workplace Pride. Who we are, what we do and why and how you can join in.
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About Workplace Pride - Tech at Workplace Pride Event Eindhoven

  1. 1. Marion Mulder Board Member 4th October, 2018 About Workplace Pride
  2. 2. Marion Mulder (MuldiMedia) I helps organisations leverage digital technology, especially Chatbots, Voice Assistants, AI & AR, for optimal Customer Service 15 years at ING, now 7 years independent professional Only Half the picture
  3. 3. Marion Mulder (MuldiMedia) I helps organisations leverage digital technology, especially Chatbots, Voice Assistants, AI & AR, for optimal Customer Service 15 years at ING, now 7 years independent professional Co-founder & board member Workplace Pride Foundation 18 years together with Anne-Marie
  4. 4. 4 • Focal point of LGBT workplace inclusion for members & community • Give employers, governments & NGOs the tools they need to create real change • Continue to push the boundries, assist our members, & galvanise the community to make progress with LGBT Workplace inclusion • Realising the full potential of LGBT workplace inclusion for all stakeholders Mission Statement: Dedicated to improving the lives of LGBTI people at work WHAT WE DO
  5. 5. Workplace Pride Foundation originated as Company Pride Platform in 2006 HOW WE STARTED
  6. 6. OUR MEMBERS INCLUDE: Major Dutch and Multinational Businesses, both public & private sectors plus academia who support LGBTI workplace inclusion MEMBERS
  7. 7. 7 WHY • Safe place to work • Non-discrimination • Equalise employee, partner and family benefits • Great place to work • Leverage the network for good
  8. 8. 8 35% 30% The percentage of productivity and creativity loss we estimate if LGBT people cannot be themselves at work If you cannot be openly yourself at work, this is bad for you, bad for your employer & ultimately bad for economies due to productivity loss. Of your total waking hours over a working-life is spent at work WHY - LGBTI AT WORK
  9. 9. 9 LGBTI = Lesbian, Gay, Bisexual, Transgender and Intersex This includes: • Sexual Orientation: a person's sexual identity in relation to the gender to which they are attracted; the fact of being heterosexual, homosexual, or bisexual • Gender Identity: is one's personal experience of one's own gender. Gender identity can correlate with assigned sex at birth, or can differ from it. • Gender Queer (non-binary): gender identities that are not exclusively masculine or feminine DEFINITIONS
  10. 10. 10 • Attitudes & laws are changing at a breakneck speed; often for the good, ..sometimes not… • Hurdles to LGBTI inclusion still exist in many countries, including in Western countries • Employers are often ill-equipped to look beyond national borders on this topic • Workplace Pride is more and more being looked to by employers, governments and the LGBTI community to be a credible party for LGBTI workplace inclusion WHY - CHALLENGES
  11. 11. 11 ECONOMIC PERSPECTIVE
  12. 12. 12 • Employee networks • Allies • Executive sponsorship • HR Policies & Practices Equalize employee, partner & family benefits, recruitment & career • Visibility Opportunities act in the public space, fun events + serious matters • Benchmark compare yourself with others, see how you are doing, room for improvement, share and learn • Declaration of Amsterdam • Outreach & Partnerships working together with others for a common goal HOW
  13. 13. 13 INTERNATIONAL OUTREACH • Institutional Cooperation: European Union & United Nations • Workplace Pride Special Professor of LGBT workplace studies at Leiden University • International Conferences: 2017 in India, Philippines, Belgium, 2018 in Kenya, Hong Kong, Russia SUPPORTING PROGRAMS • Women@WorkplacePride • Young@WorkplacePride • Tech@WorkplacePride OUTREACH & PARTNERS
  14. 14. 14 OUTREACH & PARTNERS INTERNATIONAL OUTREACH • Institutional Cooperation: European Union & United Nations • Pride Special Professor of LGBT workplace studies at Leiden University • International Conferences: 2017 in India, Philippines, Belgium, 2018 in Kenya, Hong Kong, Russia
  15. 15. OUTREACH & PARTNERS •United Nations: Human Rights •LGBTI Standards of Conduct for Business
  16. 16. OUTREACH & PARTNERS 8 10 5 •United Nations: Sustainable Development Goals •LGBTI tie-in to SDG’s •In education •At work •In society
  17. 17. OUTREACH & PARTNERS 17 INTERNATIONAL OUTREACH • Institutional Cooperation: European Union & United Nations • Workplace Pride Special Professor of LGBT workplace studies at Leiden University • International Conferences: 2017 in India, Philippines, Belgium, 2018 in Kenya, Hong Kong, Russia
  18. 18. OUTREACH & PARTNERS 18 INTERNATIONAL OUTREACH • Institutional Cooperation: European Union & United Nations • Workplace Pride Special Professor of LGBT workplace studies at Leiden University • International Conferences: 2016 in Poland & Thailand, 2017 in India, Philippines, Belgium, 2018 in Kenya, Hong Kong, Russia
  19. 19. •Annual measurement tool for cross- border LGBTI policies and practices •Participation reveals many opportunities to make positive - low threshold - changes in organisations MEASUREMENT Workplace Pride Global Benchmark
  20. 20. Employee networks Allies Executive sponsorship Visibility Opportunities HR Practices Great place to work Leverage the network for good International outreach If you don’t show people won’t know MAKING IT VISIBLE
  21. 21. Its incredibly important that we continuously stay visible That can simply mean “show up and be IN that picture”
  22. 22. www.workplacepride.org + 31 (0) 634 0566 04 info@workplacepride.org Tech@workplace pride on facebook: https://www.facebook.com/groups/472055036460026/ Coming Up • 05/10 Lesbian* Movement in Europe at ILHIA • 09/10 Roundtable – Moscow • 12/10 David speaks at STEMM Equality conf. • 18/10 Connecting Members: Rainbow Families – host Aegon • 13/11 Global Leaders Council – host Deloitte • 02/11 Leadership Award Gala • 29/11 Connecting Members – host ABN AMRO 2019 • 28/06 International Conference @ KLM LETS STAY IN TOUCH!

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