WeAreOpen’s methodology provides a comprehensive approach to fostering open, inclusive, and psychologically safe workplaces for all underrepresented communities, with a particular emphasis on the LGBTQ+ community. This methodology is organized around ten "Action Areas" that embed inclusivity into every organizational layer, from strategic planning and employee lifecycle processes to community engagement and supplier diversity. These action areas support the creation of policies, training, and leadership practices that ensure all employees, especially those from marginalized backgrounds, can participate authentically and equitably.

The EU has had enough of the never closing gender pay gaps. From 2025 all companies with more than 100 employees must comply with the EU Pay Transparency Directive. Among many regulations and requests there is one that will make business owners resubmit their business plans: When there is a 5% gap between employees in the same category of work, the company has six months to correct the gap or must implement a gender action plan. What does “same category mean”, what is “gender pay gap”, why are job postings not realistic - these are the questions we analyze in our new two-part blogspot.

Do you know what you have in common with an athlete who has just competed in the Paris Olympics? Unfortunately, it is not your wonderful skill set in high jumping. It is the fact that you both have been body-shamed in your life. The highly televised sport event is about “Faster, Higher, Stronger – Together” but it seems that unfortunately body-shaming hateful comments are also getting Faster, Higher and Stronger. There were numerous female athletes under extreme criticism during the recent Olympic Games no matter how high-achieving and wonderful athletes they are. Their body shape was not attractive enough for viewers. But what is the real reason behind this couch-potato criticism and can it be stopped?

My Mum who worked with kids with Down-syndrome used to say that you can judge how civilised a society is by watching how many people with disabilities are on the streets. Now, please look up and see whether your office has easy access for wheelchairs or baby strollers for that matter; or try to think back to the last time you heard the special beeping sound in a crosswalk that is supposed to give the green light to people who have vision impairments. Explore the insightful EU report on the current landscape of Disability Inclusion and discover its significance for businesses.

The overwhelming majority of new mums re-entering workplace environments are anxious. Their worries are countless and range from questions of “can I still communicate and be interesting in “grown-up company” after spending weeks or months talking about Choo-Choo Train” through “will I be able to catch up with the new software my company has adopted” to “from the scale to 1-10 how bad of a mother I am to leave my kid in a nursery/with my mother-in-law/with a babysitter?” Familiarize yourself with the concepts of “maybe baby” and “maternity wall bias” and explore what recent studies reveal about the complex relationships between companies and families.

In May 2024, I had the privilege of attending the d&i Leaders Global Forum in London. This gathering of thought leaders, practitioners, and advocates from around the world was an eye-opening experience, offering a balcony view of where DEI (diversity, equity, and inclusion) is heading globally. This article is a summary of my takeaways from the Forum. I would like to extend my gratitude to CMS Hungary for their generous support, enabling WeAreOpen’s participation in this event.

Helga Sásdi, Chair of the WeAreOpen Board, recently traveled to Cannes to join global professionals and industry leaders at the Cannes Lions International Festival of Creativity. Known for showcasing groundbreaking campaigns and celebrating innovations in advertising, the event offers much more: workshops, sessions, and personal talks providing inspiration, and encouraging the adoption of fresh strategies. How does DEI and the value of openness influence communication, advertising and business outcomes in 2024? Read the 3 most important takeaways from the festival!

WeAreOpen is thrilled to collaborate with BlackRock, a leader in fostering Employee Resource Group (ERG) initiatives. We are honored to feature an interview with Bea Juvancz, MD at BlackRock, who shares valuable insights into their successful ERG initiatives and the importance of such programs in creating inclusive workplace environments.

In a rapidly evolving corporate landscape, Eaton Hungary stands out for its steadfast commitment to diversity, equity, and inclusion (DEI). As Pride Month highlights the importance of inclusiveness, István Lenk, of Eaton, shares insights on how DEI is integral to their corporate culture and leadership development, reflecting the company's dedication to fostering an innovative and supportive workplace.

We are thrilled to share highlights from our recent joint event with BlackRock, focusing on the critical role of Employee Resource Groups (ERGs) in fostering inclusive workplaces. This collaboration brought together leaders, employees, and diversity advocates to explore the transformative power of ERGs in creating a supportive and growth-oriented environment.

The gender pay gap isn't just a statistic; it's a glaring reflection of the systemic disparities entrenched within our societies. It's a reminder that despite significant strides in various realms, economic inequality between genders remains a persistent challenge. However, at WeAreOpen, we refuse to accept the status quo. We're committed to driving change and accelerating progress towards equal opportunities for all.

Amelia Suda-Gosch, former co-CEO of Female Founders and partner at Inclusive Minds, provided fascinating insights into DEI strategies and the importance of promoting gender equality in the IT industry. Amelia shared her thoughts and experiences on the role of women in leading startups, as well as how to involve current leaders in equality initiatives. Throughout the conversation, they focused on key topics such as the role of culture and mentorship in promoting inclusivity.

Martin Parkes, Managing Director at BlackRock, Co-Head of EU Public Policy, and Global Co-Chair of the LGBTQ+ OUT & Allies network offers an insightful glimpse into his role and the business implications of diversity and inclusion. Parkes was a featured speaker at the 2023 OPEN Conference.

The year 2023 marked a pivotal moment in the history of WeAreOpen, as the organization celebrated its 10th anniversary. This milestone not only symbolizes a decade of tireless advocacy but also signifies a transformative shift from a purely activist organization to a comprehensive diversity and inclusion service-provider NGO. In this blog post, we will delve into the challenges faced by corporate sustainability in 2023, highlighting the rise of the Anti-ESG movement and the evolving landscape of diversity, equity, and inclusion (DEI) efforts, and WeAreOpen’s strategic narrative on the above.

Diving into the intricacies of Diversity, Equity, and Inclusion (DEI), exploring ways to measure organizational diversity, and understanding the vital interplay between DEI policies and strategies were just a few topics touched upon in the interview with Sarah Cordivano, who shed light on these essential aspects of DEI. Sarah, an active voice in the DEI sphere, who recently spoke at OPEN Conference 2023, brings to the table profound knowledge from her book 'How to Succeed at an Impossible Job', navigating us through the complexities and subtle nuances of DEI across different organizational settings.

Exploring the complexities of implementing DEI initiatives in the Central and Eastern European region, addressing domestic violence with targeted campaigns, and ensuring the tangible impact of LGBTQ+ support within corporate structures—these were a few of the key topics we delved into during our conversation at the OPEN Conference 2023. Martina Hlisnikovská, navigating through these critical subjects as the DEI Leader for IKEA in the Czech Republic, Hungary, and Slovakia, shed light on the company's conscientious journey towards creating an inclusive work environment and fostering a meaningful impact in local communities.

What does diversity and inclusion mean in the history of the United Kingdom, and how has the status of social and workplace equality changed over the years? Among other topics, we discussed these questions with Paul Fox, His Majesty's Ambassador to Hungary, in an exclusive interview conducted during the 2023 OPEN Conference. Ambassador Fox provided insight into his country’s lengthy and complex journey in inclusion and diversity, also showcasing how these changes are reflected across the varied aspects of modern British society and business life.

If you are a working woman in the Western world, you probably make less than your male colleagues, unless you are employed in Luxembourg or have a specific set of skills. We discussed European statistics in our previous blog post - You need to mind the gender pay gap at your workplace and how WeAreOpen can help you with it, - but what does the gender pay gap really mean? What are the historical motives behind it? Believe it or not, before the industrial era, the gaps were not as wide. What contributes to the wage discrepancies in the labour market nowadays? Contrary to the public myth, unfortunately motherhood is not the only factor that diminishes women's career prospects.