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EQUITY, DIVERSITY & INCLUSION

ENABLING DIVERSE GENDER IDENTITY AND GENDER EXPRESSION


14 MAY 2024

Supporting gender identity/expression is not only about creating a culture where everyone feels valued and welcomed.
​It is also about creating a workplace that accommodates and affirms individual needs. It sends a powerful message that everyone’s identity is valid and deserving of recognition and is an integral part of creating a truly inclusive work environment where all individuals can thrive.

SPEAKERS:

Christopher Bylone van Sandwyk | KRISPY KREME
​Anjali Velayudhan Menon | SIBELCO GROUP
​Ivy Wong | AMADEUS
​Monika Altmaier | CIMMYT
​Öykü Api | GULF
​Cristina Amador | PwC
​Rubén Alejandro Ramírez | SYNGENTA GROUP

Christopher Bylone van Sandwyk

Global Head of Belonging

KRISPY KREME


KEY POINTS

  • Redefine belonging.
  • How do we relate to diversity: making sure to create a culture the welcomes everyone.
  • How do we make sure that we are making our organization open to all the people.

Anjali Velayudhan Menon

APAC HR Head

SIBELCO GROUP


KEY POINTS

  • Challenge is gender expression: how do we allow people to express their selves.
  • People seek support when they face any challenges.
  • We provide forums to our people to talk about their struggles.

Ivy Wong

Global Diversity Equity and Inclusion

AMADEUS


KEY POINTS

  • We have created a healthier psychological environment.
  • Speaking about trust.
  • Our products also adapt to change.
  • As a global company, we operate in various countries with different cultures, it's very important to be equally sensitive to diversity.
  • We engage local LGBT+ community to enforce EDI in our different regions.

Monika Altmaier

Director Human Resources and Risk Management

CIMMYT


KEY POINTS

  • Among the challenges international organizations face in broadening the integration and expression of our many diversities is that people from different parts of the world don't embrace each expression of diversity equally and within the same timeframes.
  • We have to represent as many different country as possible.
  • No one has to be left behind. All continents have to be represented.

Öykü Api

AVP - Head of HR

GULF


KEY POINTS

  • While we are comfortable to share our backgrounds, not everyone might be equally comfortable to do so.
  • Education is key to create a healthy environment for people.
  • Fostering a supportive culture.
  • Be ready for the next page.
  • Increasing need for mental health – take actions in this way too.
  • Inclusive language.

Cristina Amador

EMEA Inclusion & Diversity Director

PwC


KEY POINTS

  • Last year we published a LGBTQ+ plan.
  • We struggle to take the same actions everywhere in the world, despite the different cultures.
  • What we do: Policy for dress; Domestic violence support; Inclusive language; Possibility to decline the possibility to travel whereas this may jeopardize the employee.
  • Possibility to reallocate your role if you are going through a transition.
  • Celebrations are important to support.
  • Selection is one of the challenges.

Rubén Alejandro Ramírez

Head of Diversity, Equity, Inclusion and Social Sustainability

SYNGENTA GROUP


KEY POINTS

  • Only by fostering inclusion we can enable gender Identity and gender expression.
  • EDI is not charged to HR professionals but to everyone in the company.
  • Empower leaders, managers, and individual contributors to actively participate in the successful implementation of the DEI strategy.
  • Understanding our role and specific actions will accelerate our DEI Transformation for a more inclusive and equitable workplace.
  • Accountability is key to understand our role in enforcing EDI.

THANK YOU!


NEXT INTERNATIONAL HRC SQUARE:

BEATING BURNOUT: STRATEGIES TO REDUCING BURNOUT THROUGH WELLBEING | 26 JUNE

CREATION AND MAINTENANCE OF TALENT POOLS | 9 JULY
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FULL PROGRAME