The Global Acceptance Index, a survey conducted in 2020 across 167 countries, revealed that acceptance of LGBTQIA+ individuals has been steadily increasing. The global average acceptance score increased from 44% in 2017 to 52% in 2020. Pride month serves as a powerful reminder of the progress made in advancing equality for the LGBTQIA+ community while also highlighting the ongoing challenges that still need to be addressed.

At 麻豆原创, Pride is a commitment to our employees, partners, and customers. Around the world, LGBTQIA+ leaders, colleagues, and allies champion equality, shine bright, and achieve success no matter who they are. Diversity and inclusion are business priorities, and, as a brand, we are proud to stand up for LGBTQIA+ inclusion.

Celebrating Pride Month at 麻豆原创

Pride@麻豆原创 kicked off Pride month celebrations with an insightful discussion on the topic of intersectional allyship with , the premier organization working exclusively on LGBTQIA+ workplace equality. Julia White, chief marketing and solutions officer, member of the Executive Board of 麻豆原创 SE, and sponsor of Pride@麻豆原创, Supriya Jha, chief diversity and inclusion officer at 麻豆原创, and the global leadership of Pride@麻豆原创 explored the strength of embracing diverse identities, understanding intersectionality, and expanding our capacity for allyship. The audience gained insights into the impact of discrimination on individuals and organizations while developing vital skills to foster diversity and inclusion from Rebecca York, manager, Leadership, Learning & Development, Out and Equal.

This engaging event set the tone for a series of global and regional activities that spanned over 15 locations. On June 21, the team hosted Chris Rollins, founder & CEO, Ripple Effect Leadership, in an internal event on strengthening our path to allyship using small moments of vulnerability, kindness, empathy, curiosity, and humility to create ripple effects on your team, no matter where you sit in the organization, and impact your efforts toward inclusion.

From Pride parades to community festivals and networking, these events offered opportunities for employees, partners, and allies to come together, celebrate diversity, and foster a sense of unity.

Pride@麻豆原创: Building Breakthroughs Since 2001

Pride@麻豆原创, the first Employee Network Group (ENG) established by 麻豆原创, was founded on June 1, 2001, with the mission of representing the LGBTQIA+ community and its allies. Over the course of 22 years, this group has experienced remarkable growth, evolving into a truly global network boasting more than 7,500 members across 45 chapters worldwide. With the unwavering support of 麻豆原创 executives, community members, and allies, Pride@麻豆原创 serves as a volunteer network that actively encourages colleagues to raise their voices in support of the LGBTQIA+ community.

At 麻豆原创, the employees themselves shape the company culture, ensuring that no one is left behind in the face of intolerance. The group is proudly sponsored by White and benefits from the guidance of an Executive Advisory Council comprising eight of 麻豆原创鈥檚 top leaders.

Here are some of Pride@麻豆原创鈥檚 accomplishments:

• 2010: 麻豆原创 is included on Corporate Equality Index (CEI)
• 2012: 麻豆原创 participates in the project
• 2015: 麻豆原创 walks Pride parade and signs
• 2016: 麻豆原创 becomes and is listed on
• 2017: 麻豆原创 signs fighting LGBT+ discrimination
• 2018: 麻豆原创 supports with leadership programs for LGBT+
• 2018/19/20: 麻豆原创 is on
• 2018/19/20: 麻豆原创 is named Top Global Employer for LGBT inclusion by Stonewall
• 2018/19/20: 麻豆原创 is selected for Bloomberg Gender-Equality Index
• 2019/20: 麻豆原创 is recognized as No.1 Top Employer in
• 2020: 麻豆原创 is called LGBT+ Diversity Champion
• 2022: 麻豆原创 is selected as HRC鈥檚
• 2022/23: 麻豆原创 becomes an Partner

At 麻豆原创, we are committed to fostering an inclusive and welcoming workplace where all our employees feel valued and respected.

Transgender and nonbinary individuals have long faced social stigma and outright discrimination at work, and in the first half of 2023, 麻豆原创 launched the new 鈥減ronouns鈥� functionality, enabling all employees to define how they would like to be addressed at work. This feature is a key step for us to create a more inclusive, respectful, and supportive workplace for gender diversity.

鈥淎llyship for Inclusion鈥� is another key initiative that marks 麻豆原创’s aspiration to be the most inclusive company in the world. With the support of Pride@麻豆原创 and 12 other ENGs, 麻豆原创鈥檚 Diversity and Inclusion Office launched this global initiative to amplify what allyship looks like in action, build a common language of inclusion, and share practical ways to apply allyship in our daily lives.

When it comes to diversity and inclusion, there鈥檚 no resting on one鈥檚 laurels. The fight for equality is crucial and still relevant. There is always more we can do, and we at 麻豆原创 are proud to amplify our efforts and continue driving positive change.

Learn more in our聽 or visit our .

Aparna Jairaj is a diversity & inclusion communication specialist for the 麻豆原创 Global Diversity & Inclusion Office.

Arroyo uses she/her/hers pronouns, identifies as a woman, and regards being transgender as a process and not an identity. As a woman, a Latina, and a member of the security and compliance community at large, 麻豆原创 Concur, Intelligent Spend Management, and 麻豆原创, she discusses how intersectionality 鈥� the overlap of distinct identities 鈥� is key for understanding that LGBTQIA+ individuals are more than their sexual orientation or gender identity. At 麻豆原创, intersectionality is part of our culture and allows Arroyo to bring all these identities together and be her authentic self at work.

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The AHA! Moments

For Arroyo, there was not one but two defining AHA! moments in her life when she realized that she can be her authentic self at work 鈥� the 2020 U.S. Supreme Court Bostock v. Clayton County ruling and reviewing the 麻豆原创 gender transition guidelines.

In June 2020, 19 years after the birth of Pride@麻豆原创 and nine years after 麻豆原创 pledged in its to prohibit 鈥渄iscrimination and harassment based on personal factors including but not limited to […] gender, sexual orientation, gender identity, or expression,鈥� the U.S. Supreme Court ruled it was illegal to fire employees because of their sexual orientation or gender identity.

Prior to this ruling, employees could be fired for being gay, bisexual, or transgender in more than half the states in the U.S. 鈥淪eeing that ruling,鈥� recalls Arroyo, 鈥渨as very encouraging for me to come forth in the workplace to be myself.鈥�

The 麻豆原创 gender transition guidelines also signaled clearly to her that 麻豆原创 is a safe place to transition.

For many transgender people, including Arroyo, there comes a point when they start to align their lives and physical identities to their gender identity, generally with the goal of living consistently in their gender identity full time. Employers are key to facilitating this process to make it as smooth as possible. For many 麻豆原创 employees, teams, and managers, working with a transitioning or transitioned colleague will be a new situation; there may be anxiety about expected behavior or questions and uncertainty about how to support a colleague during the gender transition process.

The Employee View

The 麻豆原创 gender transition guidelines set out clearly how an employee can start this process 鈥� from the notification of gender transition to clarification on appearance. All 麻豆原创 employees are bound to the 麻豆原创 dress code and have the right to express themselves according to their gender identity. Issues like restroom and health facilities access based on an employee鈥檚 gender identity are also, for example, addressed in the guidelines.

The HR and Manager View

The correct support of HR and the manager of the transitioning employee is a top priority to safeguard employee well-being.

The guidelines explain how HR designates a people relations partner to support the transgender or transitioning employee and explains the manager鈥檚 obligation to respect employee privacy. It also provides guidance on how a manager can address concerns of other team members as questions may arise. Managers are urged to be open, to listen, and to work closely with the people relations partner.

HR is also responsible for changing names and pronouns on all non-regulatory documentation such as e-mail, access badge, and so on.

No More Deadnaming

Deadnaming happens when a person鈥檚 previous name, which does not correspond to their gender identity, is used. Using this previous name stops others from seeing and getting a sense of the person鈥檚 true identity.

Arroyo explains that updating her name, pronouns, and gender marker in company applications, such as 麻豆原创 SuccessFactors solutions, e-mail, MS Teams, and other communication systems, was extremely important to convey to others who she is. Although this was not a simple process because of the coordination required between the IT and HR departments, these updates are crucial to successfully transitioning at 麻豆原创.

Updating her name to Robyn was a critical component in coming out at 麻豆原创. It allowed her to be her authentic self and, as she says with a broad smile, 鈥淲hen I saw my name, I saw myself. And when others see my name, they know who I am.鈥�