About Workplace Pride. Who we are, what we do and why and how you can join in. This is my personal version

1. Marion Mulder
Board Member
4th October, 2018
About Workplace Pride

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. 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
• 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. Workplace Pride Foundation originated as
Company Pride Platform in 2006
HOW WE STARTED

6. OUR MEMBERS INCLUDE:
Major Dutch and Multinational
Businesses, both public & private
sectors plus academia who support
LGBTI workplace inclusion
MEMBERS

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
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
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
• 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
ECONOMIC PERSPECTIVE

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
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
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. OUTREACH & PARTNERS
•United Nations:
Human Rights
•LGBTI Standards of
Conduct for Business

16. OUTREACH & PARTNERS
8 10
5
•United Nations: Sustainable
Development Goals
•LGBTI tie-in to SDG’s
•In education
•At work
•In society

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. 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. •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. 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. Its incredibly important that we continuously stay visible
That can simply mean “show up and be IN that picture”

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!