“Sometimes people teased you for who you were”
- Diversity, Equity & Inclusion
From raising a glass at the Happy Bankers Drinks to helping establish the Gay Bankers Network. In the lead-up to Pride Amsterdam, colleague Paul Zellenrath shares how LGBTIQ+ inclusion at ABN AMRO has developed over the past decades.
Paul, you have been working here since 2001. What did LGBTIQ+ inclusion look like at that time?
“There was much less attention for it than there is today, but activities were organised. For example, at the end of the 1990s there was the Happy Bankers Drinks event for gay and lesbian colleagues. It was mainly informal. During the early 2000s, the Happy Bankers Drinks evolved into the Gay Bankers Network.”
And you were one of the founders of that network. How did it start?
“In 2010, ABN AMRO merged with Fortis. As a result, the network had to be rebuilt. The first step was bringing colleagues back into contact with each other. We also actively connected with managers and teams working on diversity and inclusion. It was a combination of personal motivation and support from the organisation.”
What was the network like in those early years?
“It was mainly a social network. We organised drinks and informal gatherings, for example. That was a good starting point, but not enough to make a real difference. To do that, you need to be visible and accessible to everyone in the bank. That is why the Gay Bankers Network organised the bank’s first Pride activity that was not centred around drinks and started working with other networks inside and outside the bank, including IBM, ING and Philips. In 2011, ABN AMRO and Fortis colleagues also appeared together on a boat during Amsterdam Pride.”
What do you think was the network’s most important role?
“That question will always remain relevant: why do we need a Pride network at all? Of course, it should be normal for everyone to be themselves at work. But reality can sometimes be different. Small forms of exclusion or teasing still happened. A network helps by creating visibility, connection and recognition. It gives people a place where they can share experiences and find support.”
What is the biggest difference compared with today?
“PRIDE+, the bank’s current network, has a clear place within the organisation. Inclusion activities, communication and events have become part of how we work as a bank. In the past, you had to explain why something was important. Today, inclusion is no longer an extra. It is woven into our culture, communication and way of working.”
Has that development affected you as well?
“I have always been open about who I am, so that has not changed. But the atmosphere is different. It feels more relaxed and more natural. There is less need to explain things. That shows how much progress we have made over the years.”
What do you hope for the future?
“I hope that future generations can build on what has been achieved without taking that progress for granted. Inclusion is not a destination. We need to keep checking whether everyone feels seen and welcome.”
At ABN AMRO, we believe that our differences make us stronger. That is why we work every day to create an inclusive working environment where everyone feels welcome, seen and valued. For us, Pride is not only a moment to be visible, but also a confirmation of what we stand for as a bank: an employer and bank for everyone.