A safe and inclusive workplace

For years, the network organization Over the Rainbow has been committed to supporting LGBTQ+ colleagues at KLM. Pilot Joris and HR advisor Chantal are members of the board and work every day towards a more inclusive work environment: from rainbow-colored lanyards to leave for colleagues in transition. Their mission is clear: 'We want every new colleague to feel welcome right away, no matter who you are.'

When you start working somewhere, you want to feel at home. The same goes for Joris, a pilot at KLM. 'It’s important that you don’t have to pretend to be someone else, for example, different than you are at home. Fortunately, for many KLM colleagues, this comes naturally. When I started at KLM seven years ago, I quickly noticed how open and diverse the crews are. I immediately felt proud to work at KLM, a company where you can be yourself. Because I want everyone to have this experience, and because I wanted to contribute myself, I joined KLM Over the Rainbow five years ago.'

HR advisor Chantal knows from personal experience how important it is to be able to be yourself. She struggled for a long time with her sexuality and the tension it caused in combination with her religious background. When she finally came out at work, she experienced how liberating and valuable it is to be able to be your true self. 'It’s exactly that experience that motivated me to join KLM’s LGBTQ+ network Over the Rainbow,' she says. 'I really want to help other colleagues.'

Small steps, big changes

Over the Rainbow has existed since 2011 and is one of the Employee Resource Groups within KLM’s Diversity & Inclusion umbrella. The seven-member board is intentionally spread across different departments—from Operations to HR, from Amsterdam to Paris. 'That way, we can reach as many people within the organization as possible,' Joris explains.

In various ways, Over the Rainbow tries to initiate changes—both big and small.

New paths

Over the Rainbow is also modernizing outdated policies. Take, for example, the IPB system, which allows KLM employees to fly at a reduced rate. In the past, you could only take your spouse or legal partner on these trips. Chantal explains: 'In our community, you would often hear: I’ve had a partner for years, but we don’t live together and we’re not married—so why can’t I enjoy the same benefits? We brought this up with management, and the policy has since been changed.'

Dialogue with resistance

Not everyone is immediately convinced by Over the Rainbow’s inclusion initiatives. Joris and Chantal regularly encounter resistance. How do they deal with this? By engaging in dialogue, even when it’s difficult. 'You can’t avoid the conversation,' says Joris. 'I always try to show understanding and to explain what we stand for: a safe working environment for all KLM employees. After all, you can’t really disagree with that, can you?' Chantal echoes this sentiment: 'We bring ourselves to work and, just like everyone else, we want to feel safe, to belong, and to be ourselves.'

Leading by Example

KLM is setting a good example internationally: 'For instance, we were one of the first to move away from using ‘ladies and gentlemen,’' says Joris. 'And our reputation is spreading: foreign pilots often say they’re impressed by our diversity policy.' That visibility to the outside world is important, but the real work happens within the organization. 'We make sure everyone can be themselves at work and feel comfortable,' Joris summarizes. 'Everyone benefits from that—including KLM as a company. Because when you feel good, you do your job well.'

The Future of Inclusion

What will KLM look like in five years? Joris: 'I hope that every new colleague feels welcome at KLM from day one. We’ve already come a long way, but we’re not there yet.' For Chantal, the goals are clear: 'That everyone learns about Over the Rainbow during onboarding; that inclusive language becomes the norm; that we fully recognize rainbow families in our leave policies. In short: that everyone is accepted and valued.'