Women on Board: a network full of ambitious women

Inequality only truly means something when you experience it yourself. This makes it all the more important that we pay attention to it, says Lisa. As a board member of Women on Board (WoB), she is committed to equal opportunities and pay in the workplace—not only by establishing a powerful manifesto, but also by bringing women together, both within and outside KLM. The goal? To inspire each other.

Designing Processes, Not Buildings

Lisa studied architecture in Delft. “I soon changed course,” she says. “Alongside my studies, I was always organizing lots of events, and I noticed that I was more drawn to that direction. I love solving logistical puzzles like that. I decided to leave construction and look for a job where I could put my organizational skills to use. I thought: if there’s anywhere that needs to keep a huge operation running, it’s KLM.”

Not long after, Lisa started as a trainee. “A fantastic challenge, because you get to see and do so many different things within the company. During the traineeship, I was surrounded by like-minded people—it truly felt like a community. But when that program ended after two and a half years, I missed having that close group around me. So when I heard about the network organization WoB, I knew instantly it was for me.”

“KLM’s ‘Diversity & Inclusion’ umbrella covers several networks,” she explains. “Think of Over the Rainbow, Connecting Colours, and Young KLM. WoB is also part of that list. This network has been around for fifteen years now, making it the oldest. I joined as a board member and found another community within the organization.”

Too Little Space

WoB strives for more equality in the workplace. “Women working in male-dominated environments are often told they don’t take up enough space or aren’t visible enough. At the same time, they’re frequently interrupted in meetings. For many women, it’s a real struggle to determine what position to take.”

Inspiring Events

“Last year, for example, we organized our own version of ‘Zomergasten’ (Summer Guests). Our CEO, Marjan Rintel, was interviewed, and writer Splinter Chabot also joined us. He spoke about the struggle of his own coming out and the importance of his friends in that process. We also attended a workshop on ‘conscious networking’ by Saskia Stoker, a PhD candidate in inclusive entrepreneurship. She gave valuable tips on expanding and maintaining your network.”

“There was also a workshop about the invisible rules in the workplace, and how certain behavior is interpreted differently by everyone. Take someone nodding during a conversation: men often take this as agreement, while women mean ‘keep talking, I’m listening’ when they nod. That’s quite a difference, especially if you’re not aware of it.”

Stronger Together

“Inequality is hard to understand if it doesn’t affect you,” says Lisa. “I don’t know what it’s like to be a person of color. Just as men don’t know what it’s like to be a woman. That’s why everything starts with awareness. Man or woman, it doesn’t matter—we must tackle inequality together. Besides, the male perspective is important, because men also face stereotypes. For example, it can be harder for them to take time off for caregiving or to work part-time—that’s still less accepted.”

“That’s why we organize a mixed event every year, where we also invite male colleagues,” Lisa continues. “Not to lecture them, but to involve them. Last year, the event focused on ‘allyship’: how to empathize with people outside your own bubble.”

More Flexibility

“For example, what if you want to work forty hours but need Fridays off for the kids? We’re thinking about a system where those eight hours can be made up in the evenings or weekends. By being flexible about this, you give opportunities to people who otherwise wouldn’t have a chance. And you increase diversity, especially in leadership positions.”

New Leadership

WoB is committed to having more female role models within KLM. “That also means: more women in management positions. Because there are too few women there, other women lack enough examples. And just like the managers themselves, the leadership style in our organization is traditionally masculine—tough, straightforward, and hierarchical. We’re already seeing changes, but we hope to make even more progress.”

Leading by Example

“With WoB, we’re building a network. A group of women seeking personal growth, but also a support system and role models. A good role model is someone you can identify with,” says Lisa. “Someone with personality traits you recognize in yourself, and who does something you also want to do.”

Who is Lisa’s role model? She thinks for a moment: “During my management traineeship, I was told that as a future leader, I was too informal and social. I struggled with that feedback and felt pushed into a mold that didn’t suit me. After the traineeship, I started working under Marloes. She had an informal and personal way of leading—even though she was also professional and substantive. She really became an example for me.”