Workplace inclusion relies on everyday individual actions

Speaking at Workplace Pride on August 7, 2026, De Nederlandsche Bank President Olaf Sleijpen argued that diversity benefits organizations by broadening perspectives in decision-making.

However, he noted that diversity alone is insufficient if marginalized groups, particularly trans and queer professionals, face hostility or discomfort when failing to fit traditional corporate models.

"The benefit of diversity only becomes real when people feel safe enough to be themselves," Sleijpen said.

To foster safety, DNB introduced inclusive facilities such as gender-neutral restrooms and transition support for staff.

Consequently, DNB became the first public organization to reach Advocate status in the Workplace Pride Global Benchmark in 2025, maintaining it in 2026.

Sleijpen emphasized that cultural change depends on daily micro-interactions in meetings, hallways, and elevators rather than board-level strategy papers.

He called on staff across all hierarchy levels to practice active allyship rather than treating diversity as superficial corporate branding.

"Inclusion does not start or end at the top," Sleijpen stated, adding that silence in the face of disrespect is never neutral.

Active allyship requires using inclusive language, supporting excluded colleagues, and directly challenging discriminatory jokes in the workplace.