• A short intro about the organization:

Maersk is a global integrator of container logistics connecting and simplifying our customers’ supply chains. Maersk works to provide customers with a simple end-to-end offering of products and services, seamless customer engagement, and a superior end-to-end delivery network, taking the complexity out of global supply chains.

  • What was the motivation to join Workplace Pride:

Standing up for human rights and standing against discrimination of all forms, including racism, homophobia, sexism, xenophobia, and any other unfair, prejudiced, and derogatory treatment of a person is something that is built into the way we work at Maersk. To send a clear signal externally we have also signed up to the UN Global Compact. It is also written into our code of conduct. We treat our colleagues with respect and dignity, and we do not tolerate discrimination or harassment of any kind. Our ambition on human rights is clear and we see upholding respect for human rights as key to our license to operate. We have taken intentional actions to build capability on Inclusion, including LGBTQIA+ inclusion but we know we need to do much more.  To do this we were looking for partners that can offer expertise in this area and also programs that can benefit a global organization. This is why we are deepening our skill-building offerings and strengthening them with a partnership with Workplace Pride. 

  • Which of the programs and services are you most excited about:

As a global organization that operates across over 130+ countries, our focus is to offer to learn in this space and at scale. This is why we are interested in full suite of offerings from conferences, toolkits to research and surveys that can fit our evolving employee needs at various points in the journey. We want to start with Learning and Development and also see wider integration as we move forward. We have also already benefited from the expert knowledge Workplace Pride has on how we can further LGBTQI+ inclusion in countries legislation criminalizes or does not protect the wider LGBTQI+ community.

  • Where do you stand on your LGBTIQ+ journey:

We have done some significant groundwork and yet we also acknowledge we have a distance to go. Through various webinars on creating awareness and also listen to various voices through our large-scale Inclusion Survey, we know we have a strong & inclusive culture and leveraging that we want to now take the learnings deeper into the organization and involve more employees intentionally in the journey.  From a global perspective, we have been operating more through the “Embassy” model, where we can.

  • What are your key areas of focus in the coming period:

Inclusion Capability Building; Addressing the LGBTQIA+ Experiences at a Global Workplace; Strengthening the support system currently offered to members of the community, building inclusive policies.