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DTSTART;TZID=Europe/Amsterdam:20240919T080000
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SUMMARY:Young@Workplace Pride Mentorship Program
DESCRIPTION: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. \n\n\n\nWhy 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 are 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. \n\n\n\nWe are looking for:\n\n\n\n\nMentors: LGBTIQ+ professionals with life and work experience\, who are willing to share their insights\, support\, and guidance with others.\n\n\n\nMentees: Individuals with personal or professional goals who believe that mentorship can help them achieve growth and success.\n\n\n\n\nCommitment: We ask for just 2 hours per month of your time over the course of 6 months\, starting from the end of October 2024. \n\n\n\n\nRegister Today\n\n\n\n\nKey Details:\n\n\n\n\nApplication Deadline: 13 October 2024\n\n\n\nProgram Kickoff Event: 31 October 2024 (late afternoon\, CEST)\n\n\n\nFormat: Hybrid (In-person and online)\n\n\n\n\nAt the kickoff event\, you will: \n\n\n\n\nBe introduced to the program\n\n\n\nGet to know your fellow participants\n\n\n\nReceive tools and inspiration to build a strong mentor/mentee relationship\n\n\n\n\nIf 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. \n\n\n\nLet’s come together to make a positive change in each other’s lives! \n\n\n\nWe look forward to seeing you there. \n\n\n\nWarm regards\,The Young@Workplace Pride Team
URL:https://archive.workplacepride.org/event/youngworkplace-pride-mentorship-program/
CATEGORIES:2024 Events,Mentorship Program,young@workplacepride.org
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DTSTART;TZID=Europe/Amsterdam:20241115T100000
DTEND;TZID=Europe/Amsterdam:20241115T170000
DTSTAMP:20260422T082924
CREATED:20241016T123906Z
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SUMMARY:ECWO Conference 2024 - Pathways To Inclusion
DESCRIPTION:Save the Date for ECWO’s 2024 Conference! \n\n\n\n\n\n\n\nss Rotterdam\, 3e Katendrechtse Hoofd 25\, Rotterdam\, Zuid-Holland\, NL\, 3072 AMIn the year in which we celebrate our 10th anniversary we are preparing for our most engaging\, unmissable conference yet – and we invite you to save Friday November 15th in your agendas now.The theme for this year is Pathways To Inclusion and we will be gathering at the ss Rotterdam\, a unique historical location on the Nieuwe Maas waterway in Rotterdam. \n\n\n\nWorkplace Pride Members receive a €25 discount when you apply code is “ECWOWorkplacePride”.  \n\n\n\n\nRegister Today\n\n\n\n\nMorning programme \n\n\n\n09.30: Walk-in – Registration\, coffee\, and networking (Odyssee Lounge) \n\n\n\n10.00 – 10.15: Introduction and welcome\, Prof. dr. Hanneke Takkenberg\, Executive Director ECWO \n\n\n\n10.15 – 10.45: Keynote and Q & A\, Laura Killingbeck On the value for society of encouraging ‘’Wholeness’’\, from her unique perspective as an independent female adventurer. Laura is an adventurer and writer. Her work and writing focuses on sustainability\, regenerative food systems\, and intentional living. She blends travel experiences with practical insights into how individuals and communities can live more sustainably and in harmony with the environment and each other. \n\n\n\n10.45 – 11.15 Keynote and Q & A\, dr. Hafez Ismaili M’hamdi On his vision for what inclusive healthcare in The Netherlands will look like\, and what it will take to get us there. Professor M’hamdi’s work focuses primarily on medical ethics\, with particular interest in reproductive justice and responsibility in healthcare. His research often explores the ethical implications of reproductive technologies\, and the distribution of responsibilities among healthcare providers\, patients\, and society. \n\n\n\n11.15 – 12.15 Guided interactivity and dialogue among participants\, Prof. dr. Wiley Davi On what we can learn from each other about the imperatives for creating inclusive environments as leaders and as colleagues. Professor Wiley Davi is an ECWO faculty member whose work focuses on diversity\, inclusion\, and social justice. Wiley’s research and teaching emphasises the importance of inclusive learning and creating environments in which participants productively and safely engage with diverse perspectives. \n\n\n\n12.15 – 13.30 Lunch \n\n\n\nAfternoon Programme \n\n\n\nBreakout sessions from 13.30 – 14.30 and 14.45 – 15.45: \n\n\n\nSession 1: Measuring inclusion ECWO Associate Director Dorothy Grandia and ECWO Researcher Kirsten Kardijk engage participants in a dialogue on the imperatives and approaches to measuring inclusion in work environments. They will share ECWO’s Inclusion Gap Instrument\, which aims to link measurement to programmatic- or policy-related inclusion interventions in a way that understands specific gaps in the experience of inclusion of employees sharing a wide range of identity groups\, including traditional categories such as gender and age but also non-traditional categories such as educational background. \n\n\n\nSession 2: Inclusion in the US and the EU Executive Director of the Bentley University Center for Women in Business (Massachusetts) Dr. Yaro Fong-Olivares and colleagues engage participants together with Ewout Goudsmedt\, Senior Adviser and Lead of the Learning Institute at DeBrauw Blackstone Westbroek (NL). What can we learn from developments in DEI in the two vastly different regions that can mutually benefit DEI interventions and innovations? \n\n\n\nSession 3: Workplace Pride Engaging Allies for Inclusion Yuli Kim\, Director of Program Development at Workplace Pride in Amsterdam\, engages participants in how LBGTQ+ initiatives and women’s (networked) initiatives can learn from each other. Participants from a variety of perspectives are invited to share challenges and their own insights into how to engage allies and create inclusive environments. \n\n\n\nSession 4: Women in male-dominated environments Juliette van der Laarse\, Chairperson NN Women in IT\, and Ahmed Shafik\, Head of IT Group Services at NN engage participants in a dialogue on what it takes to ensure the voice\, visibility\, and strategic networks of women in male-dominated environments\, including engaging men in the inclusion of female talent. \n\n\n\nSession 5: Inclusion through the life stages Maria Carmen Punzi is a PhD researcher\, lecturer\, and consultant. She explores how different life stages—such as hormonal changes\, menopause\, and aging—impact work experiences and performance. This interactive session delves into why organisations should address these shifting needs to foster inclusivity and belonging. Participants will discuss how to create supportive workplaces that acknowledge these evolving employee needs. \n\n\n\nSession 6: Reshaping Healthcare Systems for Women* Professor Takkenberg and guests involved in the Dutch Women’s Health Initiative and other inclusive healthcare initiatives engage participants in a substantive discussion of the pathways toward a healthcare system and interventions designed with women’s health in mind. (13.30 – 14.30) \n\n\n\nSession 7: ECWO Inclusion Lab* Professor Michael Page hosts practitioner guests involved in HR or IDEA through an interactive session discussing how to assess and bridge the gap in organisational inclusion. Based on ECWO’s ongoing research developing an Inclusion Gap Instrument (IGI)\, participants will explore key insights on defining and evaluating inclusion. The session invites diverse perspectives and encourages participants to share challenges and strategies for fostering a more inclusive environment within their own organisations. Through this collaborative lab\, participants will discuss and help further develop robust approaches to assessing inclusive culture and developing actionable methods to enhance workplace belonging. (14:45 – 15:45) \n\n\n\n*Please note that Session 6 and Session 7 only run once\, at the times indicated. \n\n\n\n15.45 – 16.15 Break \n\n\n\n16.15 – 16.30 Dianne Bevelander Prize 2024 Presentation to Georgina Booth. \n\n\n\n16.30 – 17.00 Keynote and Q& A Prof. dr. Angela Maas\, on closing the women’s health gap\, with a focus on creating systemic change toward more inclusive healthcare. Her work centres on gender-sensitive cardiology\, addressing female-specific risk factors and improving care for women with heart disease. \n\n\n\n17:00 – 18.00 Networking drinksDiversity is measured in quantity. In the 10 years since our founder Professor Dianne Bevelander\, imagined a world in which women have an equal share of power and influence\, modest gains on gender diversity have been made. The public conversation around diversity\, equity\, and inclusion of female talent is now built upon a better understanding of gender and bias from the perspective of those negatively affected.The public conversation has now evolved. When we speak of inclusion\, we speak of including everyone\, regardless of gender (identity)\, sexual orientation\, ethnicity and nationality\, and even educational\, economic\, or functional perspective. More importantly\, for people and organisations\, inclusion is no longer simply the end goal\, it is also the means to better organisational performance and a sustainable\, innovative\, and prosperous society.Join us in exploring the value and the pathways to inclusion.Make sure you add our event to your calendar. And keep an eye here and on our social media platforms for programme\, booking details and updates. \n\n\n\nWorkplace Pride Members receive a €25 discount when you apply code is “ECWOWorkplacePride”.  \n\n\n\n\nRegister Today
URL:https://archive.workplacepride.org/event/ecwo-conference-2024-pathways-to-inclusion/
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DTSTART;TZID=Europe/Amsterdam:20241122T180000
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SUMMARY:2024 Workplace Pride Impact Awards Gala
DESCRIPTION:Join us for an unforgettable evening celebrating diversity and inclusion at the 2024 Workplace Pride Impact Awards Gala. Mark your calendars for Friday\, November 22nd\, 2024\, as we gather at the prestigious Beurs van Berlage in Amsterdam. This year’s black-tie event\, themed “Voyage of Discovery – A Galactic Masquerade\,” invites you on a cosmic adventure.  \n\n\n\n\nView All Photos Here\n\n\n\n\nGala DetailsWinners2024 Award CategoriesMembers’ Choice – Game Changer Award NominationsNomination CriteriaPhotosWin 2 Tickets!\n\nYou are cordially invited to the 2024 Workplace Pride Impact Awards Gala. Join us for a night of celebration\, recognition\, and inspiration as we honour those who have championed LGBTIQ+ inclusion in the workplace and beyond. \n\n\n\n \n\n\n\nEvent Details: \n\n\n\nDate: Friday\, November 22nd\, 2024Venue: Beurs van Berlage\, Damrak 243\, 1012 ZJ Amsterdam \n\n\n\nWelcome Reception: 18:00 – 19:00Workplace Pride Impact Awards: 19:00 – 23:00Celebration Party: 23:00 – 01:00 \n\n\n\n \n\n\n\nTheme: “Voyage of Discovery – A Galactic Masquerade”Dress Code: Black-tie with a touch of celestial elegance. Embrace the mystique of the cosmos with your outfit and accessories. Think stars\, planets\, nebulae\, and otherworldly creatures. \n\n\n\n \n\n\n\nThis gala is more than just an event; it is a celebration of our shared journey and unity over the past year. The theme\, “Voyage of Discovery”\, honours not only those who have achieved remarkable success but also the countless individuals working behind the scenes who have quietly shaped and strengthened our community. As we look ahead to a stronger future together\, we celebrate both our milestones and the unsung heroes who have made them possible. \n\n\n\nDress to impress and bring the theme to life with your creative interpretation—the most inspired look will be rewarded! \n\n\n\n \n\n\n\nPlease note: The registration deadline is Friday\, November 8th\, 2024. \n\n\n\n\n\nThank you all for making the 2024 Workplace Pride Impact Awards Gala such a success. Congratulations to all the nominees and winners.🎉 Global Benchmark Top Scorers.Advocate Level (90%+): Welcoming new entries ING and McKinsey & Company\, who now join an inspiring group of Advocates: Accenture\, Dow Inc.\, PwC\, RELX Elsevier\, Shell\, Sodexo\, and Unilever. \n\n\n\nAmbassador Level (70%-90%): De Nederlandsche Bank\, Johnson & Johnson\, Kite Pharma EU B.V.\, Lenovo\, Ministerie van Buitenlandse Zaken\, and Nike\, alongside long-time Ambassadors like Aegon Ltd.\, Avery Dennison\, and KLM Royal Dutch Airlines. \n\n\n\n🏆 Individual AwardsVolunteer of the Year: Luca Condosta\, Ph.D. (he/him) – ABBAlly of the Year: Claire Hyde (She/Her) – @Stantec UK LtdRole Model of the Year: Annelien Bredenoord (She/Her) – Erasmus University RotterdamMedia Outreach of the Year: ING Pride campaign 2024: Pride matters. Every day.Network of the Year: Erasmus University RotterdamGame Changer of the Year: Mike van de Langenberg – Van Lanschot Kempen Rainbow Finance AllianceCertificates of Recognition were presented to Melati Tamsma\, Jen-Hsuan Ho\, Levis Nderitu (he/him)\, Chuan Zhao\, Marijne Schijns \n\n\n\nBest Dressed: Alessandro Solci \n\n\n\n\n\nWe are pleased to unveil the 2024 Workplace Pride Impact Awards Nomination Short List\, shining a spotlight on exceptional contributions and accomplishments in the realm of workplace diversity and inclusion. As we embark on the task of selecting our distinguished winners\, we take pride in presenting the exceptional finalists below. \n\n\n\n2024 Award Categories\n\n\n\nNetwork Award  \n\n\n\nWinner Network of the Year: Erasmus University Rotterdam \n\n\n\nThis esteemed award pays tribute to the Workplace Pride member LGBTIQ+ network that has demonstrated remarkable involvement both within their organisation and in the broader community over the past year. Nominate a network that embodies unity\, collaboration\, and impactful engagement. \n\n\n\nThe Nominees are: \n\n\n			\n								\n							\n						\n								\n							\n			QuEUR – Erasmus University RotterdamQuEUR\, is a network for Erasmus University’s employees from LGBTQIA+ community and allies\, established in 2022. It is a flourishing community\, counting 9 board members and a vibrant group of employees that actively participates in activities of the network. QuEUR engages within and outside the university to create impact. Within the University\, QuEUR organises at least 4 yearly well-attended events\, a mix of social gatherings and content-related events. For example\, on 26 March 2024\, QuEUR organised and hosted a symposium titled ‘Celebrating Diversity in Queer Discourses’\, with a keynote talk by Joel Davis Brown (US consultant and author of the book “The Souls of Queer Folk”)\, as well as LGBTIQIA+ related scientific presentations by 12 students and employees. The symposium was well attended by roughly 200 participants with a good mix of employes and students. Furthermore\, QuEUR was engaged in lobbying for all-gender toilets\, which are since 2023 present on every first floor of every education building on campus\, and was involved in providing advice against a proposal from University council to remove some of the all-gender toilets. The QuEUR board was involved in establishing the Leiden-Delft-Erasmus Pride network and facilitating and promoting common events. Our board members are active in Young @Workplace Pride\, Academia @Workplace pride\, and join Pride events and attend various LGBTQIA+ related conferences and symposia in NL. QuEUR showcases impactful and visible work (e.g. all-gender toilets) and has professionalized its work and visibility by a.o. creating an internal QuEUR website with information about its events and having its own internal newsletter. The work of the network is ‘in kind’ as no members get time allocation for these tasks. In the current times of high workload and cutbacks in academia\, we consider it courageous and commendable that university employees voluntarily invest their time into QuEUR. 			\n								\n							\n						\n								\n							\n			KLM Over the RainbowAt KLM\, diversity and inclusion are fundamental values deeply embedded in our corporate culture. Our esteemed Employee Resource Group (ERG)\, KLM Over the Rainbow\, epitomizes these values through tireless dedication to fostering a supportive and equitable environment for all. KLM Over the Rainbow has driven significant policy changes\, such as the introduction of transition leave for transgender colleagues. This policy underscores our commitment to the well-being and dignity of every employee and sends a powerful message about our respect for individual journeys. The inclusive ally program of KLM Over the Rainbow\, featuring C-level inclusive allies\, demonstrates our leadership’s active role in promoting inclusivity. Next to that\, the buddy program offers personalized support\, ensuring every employee feels seen\, heard\, and valued. Furthermore\, KLM Over the Rainbow’s visibility initiatives\, including the livery (rainbow stickers) on two KLM Cityhopper airplanes\, create a powerful symbol of our commitment to LGBTIQ+ inclusion. Our gender-neutral booking option\, available in many countries\, reflects our forward-thinking approach to inclusivity. This initiative ensures that every customer can engage with our services in a way that respects and acknowledges their identity. During Pride 2024\, we have continued our commitment by launching the first Delta-KLM boat on the water\, symbolizing our solidarity and celebration of diversity. This event\, along with other vibrant initiatives\, fosters a sense of community and belonging\, creating spaces for celebration\, education\, and solidarity. KLM Over the Rainbow is not just a network; it is a movement championing equality and acceptance within our organization. Their efforts extend beyond local offices\, ensuring LGBTIQ+ colleagues abroad receive the support they need. By challenging leadership and advocating for necessary changes\, KLM Over the Rainbow pushes us to continually evolve and improve. Their impact\, visibility\, and courage make us immensely proud\, and we are committed to supporting their ongoing efforts to make KLM a place where everyone can truly be themselves. 			\n								\n							\n						\n								\n							\n			True U- TU DelftImpact: The Pink Closet acts as a conversation starter. Simply because of its presence on campus there are more discussions on LGBTIQ+ inclusion on campus. And in the first year we have also tracked how many people followed the link to read the information that can be found on the Pink Closet website. And all the locations where it has been\, want it to come back again. But on purpose we let it travel\, such that it really stands out when it is somewhere and does not become part of the furniture. Also we get to inform policy makers this way\, e.g. the dean of the faculty of Industrial Design Engineering came to our lunch meeting. We know this was very informative for him. Visibility: You simply cannot miss it\, it is big and magenta. Thanks to our Pink Closet we are by far the most visible EDI-network at the TU Delft. We also have coupled it to our lunch gatherings to moving the closet\, attracting more people\, e.g. deans\, but also students and colleagues. Courage: Where the closet is\, is True U. We thereby use it as an effective tool to campaign\, as we did for example for International Day of Transgender Visibility: When we started with the Pink Closet and its tour over the TU Delft campus a lot of people found it strange. However\, we have come to find it is a very effective way to start the discussion on LGBTIQ+ inclusion. \n\n\n\n\n\n\nVolunteer Award \n\n\n\nWinner Volunteer of the Year: Luca Condosta\, Ph.D. (he/him) – ABB \n\n\n\nNominate an individual volunteer from a Workplace Pride member organisation who has shown exemplary dedication to fostering LGBTIQ+ workplace inclusion. Whether through internal efforts or external outreach\, this award celebrates those who go above and beyond to make a meaningful difference. \n\n\n\nThe Nominees are: \n\n\n			\n								\n							\n						\n								\n							\n			Luca Condosta (He/Him) – ABB Luca has driven a transformative shift in LGBTQ+ inclusion within a traditionally B2B environment\, delivering measurable and lasting impact. His efforts began with launching LGBTIQ+ programs that led to the creation of Employee Resource Groups (ERGs) in regions where such initiatives were previously unthinkable\, including Eastern Europe and Asia. Participation in Pride Month grew from 2.5K to over 6.8K employees globally\, demonstrating the remarkable reach and visibility of his work. Through a series of courageous and strategic actions—including launching allyship campaigns\, reverse mentoring\, policy reforms\, and advocacy efforts—Luca redefined the organisation’s approach to inclusion.He spearheaded structural changes such as integrating LGBTQ+ clauses into job postings\, revising company policies to explicitly prohibit discrimination based on gender identity and sexual orientation\, and releasing dedicated leadership trainings. These actions have not only reshaped the internal landscape but have also set a new precedent for other businesses to follow. His courage in challenging the status quo is evident in his ability to secure executive sponsorship and elevate LGBTQ+ issues to the highest levels of corporate decision-making\, even in regions with significant cultural resistance.Luca’s work gained national visibility\, with campaigns featured in major media\, including a Swiss manifesto on LGBTQ+ inclusion and partnerships with external advocacy actors (Open for Business\, Swiss Interalliance)\, further amplifying his impact beyond the company. In an impressively short time\, Luca has mobilised both senior leadership and employees across all levels\, becoming a powerful advocate for equity. His fearless leadership has not only advanced LGBTQ+ inclusion but also laid the foundation for broader diversity and inclusion efforts\, positioning him as a catalyst for systemic change. This nominee exemplifies the courage\, visibility\, and impact that make him truly deserving of this recognition. 			\n								\n							\n						\n								\n							\n			Gert Huizing (He/Him) – CSCGert Huizing has significantly impacted the LGBTIQ+ community as a mentor with Workplace Pride in 2 years in a row. He shares his personal experiences to reassure young LGBTIQ+ professionals that their challenges are valid and offers practical strategies to navigate them. By providing comfort and strength\, Gert empowers mentees to face the complexities of their identities in the workplace. He serves as a role model for both openly LGBTIQ+ colleagues and those who are still coming out\, demonstrating that embracing one’s identity can enhance career growth rather than hinder it. Gert has volunteered at the annual conferences in both 2022 and 2023. He amplifies LGBTIQ+ voices by sharing his journey on social media and engaging colleagues in meaningful discussions. In 2023 and 2024\, he organized pride activities at work\, including pride drinks and a visit to De Rietvinck\, the first elderly home in Amsterdam awarded the “Roze Loper.” Together with LGBTIQ+ colleagues and allies\, he served pride-themed cupcakes to residents\, fostering a sense of community. In 2024\, Gert represented CSC at the annual WPP meeting in Edge\, delivering a powerful speech on inclusion. He also helped organize a pride exhibition\, enhancing community visibility\, and participated in the Amsterdam City Swim for the eighth year\, raising funds for Stichting ALS Nederland. As chair of the Intertrust Foundation and a member of the CSC Gives Back board\, he reinforces his and CSC’s commitment to philanthropy. Gert exemplifies courage through his initiatives and support for other LGBTIQ+ colleagues. His active participation in WPP events and pride celebrations inspires others to embrace their identities\, fostering a culture of inclusion and acceptance within the workplace. 			\n								\n							\n						\n								\n							\n			Gwen Protheroe (She/Her) – Stantec UK LtdThis nomination for Gwen Protheroe reflects her recent efforts towards promoting LGBTIQ+ inclusion across the workplace\, focusing on allyship and equity. Gwen works tirelessly to create safe spaces for transgender people and to be a proactive advocate for allyship\, starting from within the Pride community. In 2019\, Gwen came out at work as a transgender woman. In 2021\, she took over the running of and became the trustee of a transgender support group. She has since led the group in vigils\, marches\, and many support meetings. There she promotes mental health and allyship\, reinforcing the idea that anyone can be an ally and that allyship must be visible\, especially within the community. The membership reach of this group extends across Kent. In 2023 Gwen reached out to other groups\, forming a network of support far wider than any one group could manage. Through this process of reaching out\, Gwen became a part of “Pride Ashford”. She collaborated with a team to create the first Pride event in her town in 2024\, providing technical and logistical support. The event was an overwhelming success. Gwen will be the first to say that she could not have done it without support and encouragement from her workplace. Drawing on resources available at work through the Pride@Stantec ERG\, she has also developed handouts and resources for allies. With growing courage\, she has started to take the next steps forwards\, engaging in public outreach and talking on Pride panels specifically about allyship and visibility. Gwen regularly highlights the current societal attitude towards gender diverse people\, and the vulnerability that comes with visibility. But through greater visibility personally\, she hopes to improve the lives of all transgender people across the county and the UK. \n\n\n\n\n\n\n Media Outreach Award \n\n\n\nWinner Media Outreach of the Year: ING Pride campaign 2024: Pride matters. Every day. \n\n\n\nCelebrate the power of positive representation in the media. Nominate a Workplace Pride member who has effectively highlighted LGBTIQ+ workplace inclusion through media channels\, whether internal or external. Help us acknowledge those who contribute to shaping informed perspectives. \n\n\n\nThe Nominees are: \n\n\n			\n								\n							\n						\n								\n							\n			DNB – Pride Awareness Campaign “Onzichtbare Barrières\, Zichtbare Trots”Impact: DNB’s Pride Awareness Campaign\, including the photo exhibition “Onzichtbare Barrières\, Zichtbare Trots” and four in-depth interviews\, had a significant impact in raising awareness and fostering inclusivity. The exhibition featured nine colleagues sharing their experiences of navigating invisible barriers as LGBTIQ+ individuals and allies\, while four interviews\, published on @DNB\, delved deeper into personal stories. This campaign did not only promoted understanding within DNB but also reached a wider audience\, emphasizing the importance of Pride and inclusivity. By making the personal stories of our colleagues accessible through internal and external platforms\, the campaign inspired change\, transforming abstract concepts into personal\, relatable experiences. Visibility: The campaign was highly visible\, both internally and externally. The photo exhibition was prominently displayed in a public area at DNB headquarters\, where it attracted the attention of employees and visitors alike. In addition\, the nine portraits were shared through social media platforms like LinkedIn and Instagram\, further amplifying their reach. By engaging our internal audience through @DNB and leveraging digital platforms such as LinkedIn\, and Instagram\, DNB ensured that its Pride message transcended the workplace\, reaching a broader community and generating conversation around LGBTIQ+ inclusion far beyond the organisation. Courage: The campaign demonstrated courage by addressing sensitive topics\, such as declining acceptance of LGBTIQ+ identities and the social challenges faced by those within the community. Through personal stories such as coming out at a young age\, building a rainbow family\, a resilient LGBTIQ+ long-distance relationship and navigating societal pressures\, the campaign invited open conversations about these difficult topics. Encouraging colleagues to publicly share their experiences required bravery\, both on an individual and organizational level\, setting a precedent for deeper\, more honest discussions around diversity and inclusion at DNB. Also see: https://www.instagram.com/p/C-KWgzkoGOd/?igsh=bXRnaDZxZHFwNmM0 			\n								\n							\n						\n								\n							\n			KPMG Come as you are seriesThe “Pride: Come As You Are” video deserves nomination for a media outreach award due to its profound impact\, visibility\, and courage in championing LGBTIQ+ inclusivity. This powerful video resonates deeply with audiences by inviting individuals to embrace their authentic selves\, fostering a sense of belonging and acceptance within the community. In terms of impact\, the video effectively addresses the challenges faced by LGBTQ+ individuals\, encouraging viewers to reflect on their experiences and embrace diversity. By showcasing a real stories of struggle and triumph\, it inspires empathy and motivates action. The video excels in visibility by highlighting a diverse voices and identities\, ensuring that everyone feels represented. Its inclusive messaging is crucial in a society where many still face discrimination. The video captures attention and sparks conversations around acceptance\, challenging societal norms and stereotypes. Moreover\, the courage demonstrated in the video is commendable. It boldly addresses sensitive topics such as identity\, self-acceptance\, and accepting one self\, confronting stigmas and biases head-on. The nominee took great courage to be able to speak out and be heard on social media and seen by close ones who are not accepting. By presenting these themes authentically\, the video encourages viewers to join in the fight for equality and to support those who may feel marginalized. In summary\, the “Pride: Come As You Are” video’s significant impact\, enhanced visibility for LGBTQ+ issues\, and courageous approach to advocacy make it a deserving candidate for a media outreach award\, inspiring change and fostering inclusivity in society.https://www.instagram.com/reel/CtOsRq9tKp5/?utm_source=ig_web_copy_link&igsh=MzRlODBiNWFlZA%3D%3D 			\n								\n							\n						\n								\n							\n			ING Pride campaign 2024: Pride matters. Every day.The campaign aims to inform and educate people about the various dimensions of LGBTQI+\, enhancing understanding and allyship by motivating reflection on daily challenges the community faces. With the campaign\, we further build ING’s inclusive culture\, aiming at encouraging everyone to bring their own self to work. This year we expanded insights for a wider reach and relevance in countries where the LGBTQI+ community can feel less welcome. We collaborated with local colleagues to balance between triggering discussions towards acceptance and allyship\, while still respecting their current context. Brave international employees part of our ‘Rainbow Lions’ community\, have co-created activations and content including an authentic series of videos where they share personal stories and experiences\, answering to campaign insights. We followed a multi-media approach\, Our online and offline presence was highly visible and appreciated. Between other activities\, we hosted an internal event on the topic of pride and intersectionality\, participated in Pride Amsterdam\, activated the campaign in Schiphol\, maintained social media presence where throughout the campaign we achieved 974K impressions on LinkedIn (and average 17% organic engagement rate) and 104K impressions in our internal social channels. The campaign challenges the status quo by triggering the audience with self-reflective questions addressing challenges the LGBTQI+ community faces. Some questions are fit for contexts where the LGBTQI+ community is less welcome (e.g. “Ever been told to man up?”)\, while others relate to contexts that are seen as more progressive but where the community still faces prejudice (e.g. “Ever felt judged on a family day out?”). ING addresses the fact that not everyone feels safe and included in society yet\, and takes a clear stance globally: standing with the community for a “world where we can all answer ‘no” to those questions. Pride matters. Every Day.https://www.youtube.com/watch?v=KpwoLUsAbEo&t=1s \n\n\n\n\n\n\nAlly Award \n\n\n\nWinner Ally of the Year: Claire Hyde (She/Her) – @Stantec UK Ltd \n\n\n\nNominate the individual who has proven to be an extraordinary ally. This award recognises those who have made a significant impact both within their own organisation and externally\, demonstrating unwavering support for inclusivity and understanding. \n\n\n\nThe Nominees are: \n\n\n			\n								\n							\n						\n								\n							\n			Katarina Putnik (She/Her) – Erasmus University RotterdamKatarina Putnik aspires to make Erasmus University Rotterdam (EUR) more inclusive by creating policies\, instruments and trainings. She delivers trainings\, workshops\, presentations and lectures on diversity and inclusion\, psychological safety and inclusive leadership\, always aiming to positive change. She also supports individuals to navigate their careers through 1:1 conversations or projects that empower staff belonging to historically underrepresented groups. Since she joined EUR\, Katarina has been an outstanding ally\, always going the extra mile\, pushing for more inclusive environments and more diverse policies\, not only for queer students and staff\, but for all in general. Her strong commitment and great involvement make people easily forget she is an ally rather than a member of the LGBTQIA+ community itself. Few of her many tangible and impactful results are the implementation of a rainbow path on campus\, queer inclusive statements on job vacancies\, guide for inclusive language\, parental leave to all types of couples\, advocating for a working group on creating safe guidelines for queer staff and students going abroad to places where being queer is illegal\, implementation of all-gender toilets on campus but mostly\, the organisation of round table sessions on LGBTQIA+ policy that proceed to the establishment of QuEUR\, the network for LGBTQIA+ employees and allies working at EUR. Some of these measures brought\, as expected\, some resistance from certain groups. However\, this did not stop Katarina to pursue these changes since her motivation and driving force is to create an organisation that is inclusive for all employees (and students)\, where everyone feels welcome to bring\, and express\, all their identities at work. On top of all her responsibilities within EUR\, Katarina always finds time and motivation to actively participate in events organized by Workplace Pride and LDE pride network (another queer network EUR is part) and attend symposia and conferences on these topics\, of for example Leiden University. 			\n								\n							\n						\n								\n							\n			Lisa Marie Best (She/Her) – KemiraAs a core member of KemPride team\, Lisa has dedicated a significant amount of her work and personal time to promote LGBTIQ+ inclusion at Kemira. Over the past two years\, she has helped elevate our team’s visibility by promoting organisation-wide change through events\, communications\, and advocacy. Lisa’s passion and communication expertise has been pivotal in shaping company-wide initiatives including the planning of LGBTIQ+ events at Kemira and organising our annual KemPride meetings. She recorded a personal video on the importance of allyship to share with the global organisation\, promotes our inclusive messages to over 5000 employees through company news posts and encourages allyship in her region’s townhall. Most recently\, she organised and hosted a powerful storytelling session where LGBTIQ+ employees and their allies shared personal experiences to foster understanding of the challenges the community faces and encouraged participants to support through allyship. Lisa has proudly marched with KemPride in the Helsinki and Amsterdam Pride parades\, not just as a representative of Kemira but out of personal conviction for LGBTIQ+ equality. She takes the initiative to create t-shirts\, provide Pride flags\, and other items to ensure our KemPride members feel celebrated—contributions made not only from her own financial resources\, but also her heart. As a 20-year Kemira veteran\, Lisa’s network reaches the far corners of the globe. In a mostly conservative industry and living in country where LGBTIQ+ rights are politicized\, her messages can face opposition\, even questioning her authenticity as just another corporate message. Yet\, she fearlessly promotes our LGBTIQ+ inclusion mission and approaches these challenges with empathy and advocacy for understanding. Lisa’s unwavering dedication to KemPride and the broader LGBTIQ+ community makes her an exemplary ally and a deserving recipient of this award. 			\n								\n							\n						\n								\n							\n			Claire Hyde (She/Her) – Stantec UK LtdClaire has been a visible Stantec ally for over six years and is one of the founding committee members of the Pride@Stantec ERG. She has driven visibility of the group through lanyards\, flags etc; has arranged external speakers and also shares information\, ideas and promotes engagement through Viva Engage reaching global Stantec colleagues. Externally\, Claire is a co-chair of the northwest chapter of Building Equality\, an alliance of construction consultants\, engineers\, developers\, contractors\, and institutions who are passionate about working together and harnessing their collective power to drive LGBTQIA+ inclusion in the industry. Claire got involved while on secondment in Scotland as a co-host on a launch panel event also helping to mobilize Building Equality Scotland’s first participation in Glasgow Pride. Upon return to the northwest of England\, Claire joined the North West chapter of Building Equality as an active member\, and was subsequently nominated as a co-chair for 2024/25. This year Claire helped harness the power of people from over 30 organisations for Pride or other community and networking events\, culminating in 125 people walking in the Manchester Pride Parade in wonderfully extravagantly decorated rainbow hard hats and hi-visibility vests. The efforts of Claire’s proactivity are shared through internal office briefs\, Viva Engage platform and externally through LinkedIn\, often reaching over 2700 impressions\, plus more through the main Building Equality website. Claire reflects that Pride is seen as the ‘fun’ Employee Resource Group\, however\, reminds people that Pride’s origins are from protest. Sadly\, the current climate in the UK and worldwide continues to present challenges to members of our community hence Claire’s continued passion and energy. Claire has encountered members of the public who hold alternative views\, often during Pride parades\, which reinforce Claire’s belief in ERGs and groups like Building Equality that confront perceived construction industry norms. \n\n\n\n\n\n\nRole Model Award \n\n\n\nWinner Role Model of the Year: Annelien Bredenoord (She/Her) – Erasmus University Rotterdam \n\n\n\nHonour the individuals who inspire positive change through their actions. Nominate those who lead by example and contribute to the creation of more LGBTIQ+ inclusive workplaces. Their leadership sets a path for others to follow. \n\n\n\nThe Nominees are: \n\n\n			\n								\n							\n						\n								\n							\n			Prof. dr. Annelien Bredenoord (She/Her) – Erasmus University RotterdamProf. dr. Annelien Bredenoord\, has been a Rector Magnificus since 2021\, and is a chair of the Executive Board of Erasmus University Rotterdam since October 2024. If you meet Annelien\, she is very open\, approachable and curious about you as a human being\, regardless of your ‘status’ or hierarchical position. Although she is impressively knowledgeable\, competent\, beyond excellent in many ways\, she makes you feel heard and seen in her presence. A true inspirational leader! In her first media appearance for the EUR\, announcing her as a new Rector Magnificus\, she shared about her life with her young son and wife\, ‘coming out’ openly to the EUR community\, in this way acting as a role model to our students and employees and indirectly supporting them to be themselves and bring all their identities to work. In all of her public engagement activities\, she champions (LGBTQIA+) diversity and inclusion topics\, both internally and externally. In all her public appearances she mentions the importance of workplace inclusion and has made time to come to various LGBTQIA+ events (e.g. QuEUR kick-off event\, LDE Pride kick off event\, spontaneous appearance during one of the QuEUR social events\, Workplace Pride gala award). Although always well prepared in her speeches on the topic of (LGBTQIA+) workplace inclusion\, it is astonishing that she does not read her notes and ‘owns’ the topic by heart. Despite strong pressure from the University council\, together with other Executive Board members\, she stood firmly by the decision of not decreasing the amount of all-gender toilets at EUR\, showing courage and determination\, while being aware that negative publicity might come from more right-wing parties. EUR is privileged and proud to have such a strong\, visible\, authentic and engaged LGBTQIA+ role model who is leading our university. 			\n								\n							\n						\n								\n							\n			Carlo van der Linden (He/Him) – Gemeente AmsterdamCarlo van der Linden Carlo serves as an advisor to the Youth\, Care and Diversity directorate. Carlo works for the Municipality of Amsterdam on the Inclusion and Anti-Discrimination program. He is one of the LGBTIQ+ advisors and therefore works mainly professionally ‘outside’. He is one of the driving forces behind the first ‘Regenbooghuis’ for LGBTIQ+ Amsterdam residents. Being able to be yourself is a starting point for Carlo. Perhaps that is one of the reasons why he connects seamlessly with our internal organisation. For years he has been giving annual workshops in our organisation\, such as this year’s ‘Gender Diversity Among Us’ about gender and sexual diversity. In addition\, Carlo is a sparring partner for the internal Inclusion and Diversity Office of the Municipality of Amsterdam and for the Pink Civil Servants Network. For example\, together with Pink Civil Servants Network\, he formulated advice on the transition leave component\, which has also been adopted in the personnel policy of the municipality of Amsterdam. As mentioned earlier\, according to Carlo it is about being yourself. In addition to his professional attitude\, Carlo is also about showing who you are and what you stand for. For example\, years ago he sent an email within the district where he worked at the time. He emailed his chosen name and asked everyone to use it. He doesn’t ask attention for himself\, so we ask this for him. To put him in the spotlight for a moment for all the things that he did and does\, even in a time when it was less obvious. Carlo has been an example\, a mirror\, an advisor and a driving force behind internal initiatives for years. 			\n								\n							\n						\n								\n							\n			Sean Winnett (He/Him) – Shell Sean Winnett is a member of the community and a Senior Leader at Shell (VP Corporate Relations Europe& Eurasia). He has been part of the LGBT+ Global Forum Steer-Co since 2023 and has added immense value through his mentoring and thought leadership. His has steered the External Partnership Workstream to maturity and enabled them to deliver many key milestones such as: Guidance for local networks that are partnering with other organizations and NGOS for local events. His expertise as Vice President for Corporate relations in both Asia and Europe has been instrumental in creating handrails that enable local networks to move with speed and removes unnecessary delays that details the networks intentions. As part of his role when Sean was based in Singapore\, he supported and helped in setting up the Singapore LGBT+ Network\, which given the local laws that were prevalent at the time took courage given his role as VP Corporate Relations meant he was also visible externally. He actively mentored and guided the team for the India Conference in partnership with Workplace Pride\, playing a key role in shaping the event. He contributed to the ideation process and ensured the involvement of the right channels\, providing crucial support for communication and branding to maximise the event’s impact. He was also one of the speakers at the event and panelist in one of the break out rooms focusing on Allyship and Role modelling. He was also present as a speaker at the Amsterdam conference by WPP – He actively participates in all internal events for LGBT+ inclusion and provides support and steer through connecting with the right leaders to lending his voice wherever needed. To this day Sean continues to support and recognise members of the network and is a pillar the networks lean on for the many events. \n\n\n\n\nGame Changer of the Year: Mike van de Langenberg – Van Lanschot Kempen Rainbow Finance Alliance \n\n\n\nWe are pleased to unveil the 2024 Members’ Choice – Game Changer Award Nomination List\, shining a spotlight on exceptional contributions and accomplishments in the realm of workplace diversity and inclusion. This distinguished award is all about recognising initiatives from among our members that ignite societal impact for the LGBTIQ+ community.  \n\n\n\nHow can I vote? \n\n\n\nOn October 22\, each member received a voting email\, granting access to vote for one of the nominations listed below. Be sure to check your inbox for your voting email! \n\n\n\nKey Date: \n\n\n\nVoting will close at the end of day on Wednesday\, 20 November – no exceptions will be made. \n\n\n\nPlease note: Only one vote per organisation is permitted. \n\n\n\n2024 Members’ Choice – Game Changer Award Nominees \n\n\n			\n								\n							\n						\n								\n							\n			Eindhoven Rainbow Collective – #WeGlowWithLove | ASML#WeGlowWithLove is the title of the 2 artworks by the Eindhoven Rainbow Collective that will be exposed for the first-time during GLOW 2024. Eindhoven Rainbow Collective is the artist’s name of various LGBTQIA+ and queer networks in Eindhoven led by Proud ASML\, COC Eindhoven en regio\, TNO Pride\, Queer 040 and DayDayGay that designed the artwork. We are supported by the expertise and facilities of the Lichtjesroute Foundation. The artwork is a collaborative project that pays tribute to significant milestones: (a) it’s been 80 years since the liberation of Eindhoven (b) Lichtjesroute Foundation has been creating light fairytales for 40 years (c) Proud ASML celebrates its 10 years anniversary this year. Brought together by Eindhoven GLOW\, we want to create an artwork that celebrates freedom represented by diversity and connection. The representatives of each organization come from diverse backgrounds and orientation. The GLOW festival attracts about 700\,000 visitors per year. By taking part in GLOW\, we make our community visible not only locally but internationally. The artwork consists of two arches located at the entrance of two streets from the Wilhelminaplein: Prins Hendrikstraat and Heilige Geeststraat. Prins Hendrikstraat is the location of the COC Eindhoven en regio\, which is the LGBTQIA+ center for Eindhoven. It is a safe space for the LGBTQIA+ community in Eindhoven. Almost every person that will pass by the arches knows someone who is part of the rainbow community. We want the audience to think of them in a warm\, loving way. There have been several incidents of aggression against the community\, especially at the COC Eindhoven address. In a neutral\, non-political way\, we respond with love and playfulness through art. We also want to convey a message of strength\, because we are stronger together as a community and together\, we can create something beautiful.Visibilityhttps://gloweindhoven.nl/en/ 			\n								\n							\n						\n								\n							\n			Queer & Pride Amsterdam 2024 Program | DNBAs a central bank\, DNB traditionally upholds neutrality. However\, in today’s evolving societal landscape\, DNB made a groundbreaking shift with the Queer & Pride Amsterdam program by prioritising inclusivity and actively bringing people together. This program was a game changer in its scope and impact\, featuring eight diverse activities that fostered engagement and awareness within and beyond the bank. From LGBTIQ+ history walking tours and a rainbow cupcake decorating workshop to volunteer work at LGBTIQ+ care home “De Rietvinck”\, the program not only engaged over 300 employees but also extended its influence externally through events like the panel discussion and Drag Bingo. By raising funds for Sport Pride with a cardio challenge\, DNB supported safe sports environments for LGBTIQ+ athletes\, showcasing its commitment to driving societal change and reinforcing the power of unity and inclusion in a traditionally neutral organisation.The program set a new precedent for visibility at DNB. Through public-facing events like Drag Bingo and the photo exhibition “Onzichtbare Barrières\, Zichtbare Trots”\, the personal stories of LGBTIQ+ employees were amplified across internal platforms and shared externally through LinkedIn and Instagram. By opening key events like the panel discussion and Drag Bingo to external participants\, the program went beyond the organisation\, making LGBTIQ+ inclusion visible to a much wider audience. This kind of public engagement marked a bold step for DNB. The courage behind the program is evident in its willingness to challenge norms in both the workplace and society. The panel discussion about LGBTIQ+ inclusion in the workspace and in The Netherlands sparked bold\, open dialogue and breaking away from the traditional corporate neutrality expected of a central bank. This willingness to take risks and lead difficult conversations makes the program a clear game changer in workplace diversity and inclusion efforts. 			\n								\n							\n						\n								\n							\n			IDEA-net project | Erasmus University RotterdamIDEA-net project – Expanding the network of Inclusion\, Diversity\, Equity and Access (IDEA) practitioners in higher education through institutional capacity buildingThe IDEA-net project\, funded by the EU\, aims to expand the network of Inclusion\, Diversity\, Equity\, and Access (IDEA) practitioners in higher education through institutional capacity building. Coordinated by Erasmus University Rotterdam\, the consortium includes partners from Ireland\, Serbia\, Slovenia\, Croatia\, the Netherlands\, and Malta. The project seeks to address the gap in institutional culture regarding diversity and inclusion\, targeting university leadership\, support staff\, and authorities. Achievements include creating a database of good practices\, setting up IDEA offices\, and ongoing capacity building in Western Balkans universities. Notable milestones include the appointment of a DEI officer at the University of Ljubljana in 2024 and the integration of IDEA values into the University of Zadar’s 2023-2030 strategy. These efforts are expected to serve as a model for other institutions globally.Visibilityhttps://idea-net.eu/ 			\n								\n							\n						\n								\n							\n			Kite Pride Daybreaker | Kite Pharma EU BVOn June 6th\, 2024\, Kite have officially signed the Declaration of Amsterdam during the Pride Daybreaker event at our Dutch Facility in Hoofddorp. Our inclusion Team joined forces with our Social Committee and facilitated a full day Pride Daybreaker event\, celebrating our dedication to promoting diversity and inclusion within the workplace and beyond. ​ During the event\, we also opened (Global) Pride Month with our new rainbow-themed zebra crossing at our manufacturing facility. We want everyone to know when they visit us\, that we are inclusive and welcoming. The rainbow crossing will be here year around. ​ Besides all employees that were invited\, the event was attended by key members of Kite Pharma’s leadership team\, representatives from Workplace Pride and Culture groups committed to fostering inclusivity in the corporate world. It featured speeches\, networking opportunities\, and a discussion on the importance of LGBTIQ+ inclusion in the workplace.​ As David Pollard mentioned in his speech during the event: “In these challenging times\, it is important that employers take a visible stance on their support for LGBTIQ+ workplace inclusion. By signing the Declaration of Amsterdam\, Kite Pharma is raising the bar on their commitment\, not just within their own organization\, but also externally”.​ It did not stop with the event itself\, multiple Senior Leadership Members and other colleagues joined forces to show our commitment internally and externally on social media to spread to word. The Inclusion team initiated a dedicated Pride subgroup this year which focuses on awareness thorough the year such as Coming Out day. 			\n								\n							\n						\n								\n							\n			KPN Pride Verified | KPNAt KPN we believe in a better and safer internet for everyone. That is why we created a social media campaign to raise awareness for the increasing negativity and online hate that the LGBTQIA+ community faces. We asked LGBTQIA+ people for tips on how to make the internet a safer space. Feeling welcome\, celebrating differences and diversity\, asking about ones pronouns are some of the examples that makes the LGBTQIA+ community feel safer and included. Based on this\, we have launched the manifesto ‘Pride Verified’ with clear\, social precepts for online behavior. Also\, we hosted a special series of our TikTok talk show at queer festival Milkshake\, where our presenter Robbert Rodenburg spoke to prominent guests from the community about important themes\, such as gender and identity\, insecurity and support\, discrimination and representation\, and the importance of a safe space. Regarding the results of the campaign: it had +5mio impressions on TikTok\, Instagram and LinkedIn. The TikTik talkshow specific had +1.6mio views on TikTok and +325k on Instagram. In the comments\, there was also a lot of negative sentiment. The posts received sometimes shocking\, hateful backlash\, which showed all the more the necessity of the campaign. We only engaged in conversation when it could lead to a meaningful discussion\, stood up to commentators threatening to leave as customers and blocked those making threats. Personally\, I’m proud to work at a company that is committed to a more inclusive society and stands for those values\, even when it may have negative commercial consequences. Curious about the campaign? Visibilityhttps://www.kpn.com/beterinternet/socialer/prideverified 			\n								\n							\n						\n								\n							\n			Rainbow Finance Alliance  | Mike van de Langenberg (Van Lanschot Kempen)Nominated by RobecoMike’s efforts through the Rainbow Finance Alliance have sparked a profound societal impact for the LGBTIQ+ community\, especially within the finance industry. Recognising that true progress requires collective action\, Mike has tirelessly dedicated their time to creating this subgroup\, which unites peers from Workplace Pride members and even non-members in the finance sector. By fostering collaboration and knowledge sharing\, Mike has ignited momentum for real change\, ensuring that LGBTIQ+ inclusion is addressed across firms. Their work has been instrumental in pushing the conversation forward\, particularly by drawing attention to how finance firms can support policies like transition-related healthcare and inclusive workplace practices. The visibility of Mike’s achievements has been far-reaching. Through organising monthly knowledge-sharing events\, they have facilitated discussions that transcend individual organisations\, bringing together key speakers and leaders to share insights and strategies.Their crowning achievement came with the launch of the Rainbow Finance Alliance collaboration event for International Coming Out Day\, which gathered 50 finance professionals from the 13 member firms to reflect on the progress made\, acknowledge the work still needed\, and celebrate accomplishments in advancing LGBTIQ+ causes. This event significantly elevated the visibility of LGBTIQ+ issues within the finance industry\, shining a spotlight on both challenges and successes in a traditionally conservative sector. These efforts were recognized externally with coverage and interview by the GayKrant. Mike’s courage has been demonstrated in their willingness to lead by example and take on the often-unrewarded\, behind-the-scenes work\, and uncomfortable spotlight work that is necessary for meaningful change. By organizing events\, taking notes\, and rallying peers\, Mike has shown extraordinary commitment to creating a better\, more inclusive world. Their leadership has not only inspired those within the Rainbow Finance Alliance but has also challenged the broader finance industry to embrace LGBTIQ+ inclusion\, leaving a lasting and positive imprint on society. 			\n								\n							\n						\n								\n							\n			Pride in Action Award: Breaking Barriers through Inclusion | NikeNike has consistently championed LGBTQIA+ inclusion\, with the Nike Pride and Converse Pride Networks at the forefront. Their efforts to integrate LGBTQIA+ employees and communities across EMEA have made an enduring impact. From funding grassroots organisations like COC Netherlands\, which support young LGBTQIA+ athletes\, to hosting global Pride Month events\, Nike has created opportunities for visibility and belonging. At the Paris Olympics 2024\, Nike further demonstrated this commitment by spotlighting athletes who are openly part of the LGBTQIA+ community\, showing that when athletes can be their authentic selves\, they reach their full potential. This holistic approach empowers individuals to excel not just in sport\, but in life\, reinforcing Nike’s belief that inclusion enables greatness. Nike’s dedication to LGBTQIA+ visibility shines through diverse initiatives like the WorldPride representation and internal engagement across 50 global companies through its Pride Network. Through continuous efforts like allyship panels and in-person gatherings\, Nike amplifies LGBTQIA+ voices both within the company and externally. These platforms enable employees\, athletes\, and communities to celebrate their identities proudly\, ensuring they are visible role models on the world stage. The inclusion of openly LGBTQIA+ athletes during the Paris Olympics was a powerful statement\, inspiring people worldwide and setting an example of what humans can achieve when allowed to live authentically.Operating in regions where LGBTQIA+ rights remain contested\, Nike’s steadfast commitment to equality reflects both bravery and leadership. By fostering environments where athletes and employees can openly express their identities\, Nike creates an atmosphere of courage\, demonstrating that embracing authenticity leads to extraordinary results in sport and beyond. This is why Nike’s ongoing commitment to societal impact\, inclusion\, and courageous action makes it the best choice for this award.Visibilityhttps://www.nike.com/nl/en/betrue \n\n\n\n\n\n\n\n\nNomination Criteria: Celebrating Excellence and Inclusivity\n\n\n\nIn the spirit of fairness and transparency\, the criteria for the Workplace Pride 2024 Impact Awards have been designed to ensure uniformity across all awards. We kindly request all nominating members to address each criterion in their submissions. These same criteria will be rigorously employed in the selection process to uphold transparency and integrity. Below you will find the criteria breakdown. \n\n\n\n\n\n\nImpact (50%)Nominees should vividly showcase the measurable and tangible significance of their contributions to either LGBTIQ+ or the broader LGBTIQ+ community. How has their endeavour made a substantial difference? Highlighting quantifiable outcomes is essential. \n\n\n\n\n\nVisibility (30%)Visibility serves as a barometer of influence. Nominations should shed light on how the nominee’s efforts were within their organisation and beyond. The extent to which their work transcends boundaries matters. \n\n\n\n\n\nCourage (20%)Nominate those who dared to challenge the status quo. Highlight the extent to which nominees pushed existing boundaries to achieve their goals. Courageous actions often pave the way for groundbreaking change. \n\n\n\n\n\n\n\n\n\n\nNOMINATION PROCEDURE\n\n\n\n1. Submitting Nominations (September 5th – October 7th)  \n\n\n\nAny individual or grouping from Workplace Pride member organisations can submit nominations (including for yourself!) via the link below. Please note that submissions must be no more than 300 words and adhere to this format to be considered.  Submissions must be received by October 7th\, 2024 at midnight. \n\n\n\n \n\n\n\n2. Selection Process  \n\n\n\nThree nominees from each category that best fit the established criteria (above) will be pre-selected by a jury consisting of Workplace Pride Communities’ representatives and published on the Workplace Pride website. The LGBTIQ+ 2024 Members Choice – Game Changer Award will be voted on by the members after the nominations have been received. \n\n\n\n \n\n\n\n3. Announcement Winners \n\n\n\nThe winners will be selected by Workplace Pride Advisory Board Members and be announced at the Impact Awards Gala at  Beurs van Berlage in Amsterdam on Friday\, November 22nd\, 2024.  \n\n\n\nSubmission DeadlineAll nominations must be received by  October 7th\, 2024 at midnight. This deadline ensures that every deserving candidate gets their rightful chance to be recognised. \n\n\n\n\n\n\n\n\n\n\nView All Photos Here\n\n\n\n\n\n\n\n\n\n\nWinner will be announced next week! We extend our heartfelt thanks to everyone who participated in the survey. The winner will be announced next week!
URL:https://archive.workplacepride.org/event/save-the-date-2024-workplace-pride-impact-awards-gala/
LOCATION:Beurs van Berlage\, Damrak 243\, Amsterdam
CATEGORIES:2024 Events,Gala
ATTACH;FMTTYPE=image/png:https://archive.workplacepride.org/wp-content/uploads/2024/04/20241122-WP-Gala-Invite.png
ORGANIZER;CN="Workplace Pride Foundation":MAILTO:info@workplacepride.org
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