Awareness & workshops
Understanding grows through people
Our sessions are led by people from the LGBTQIA+ community, with research and proven inclusion practices from our partners behind them. Participants hear real voices, ask real questions and leave with concrete actions.
Formats
2–3 hInteractive workshop
1.5–2 hLunch or afterwork talk
½ or 1 dayImmersive session for deeper change
CustomCo-designed with you, in person or online
Topics
- LGBTQIA+ identities: understanding and dialogue
- Supporting a coming out: welcoming and accompanying
- Trans people at work: breaking stereotypes, practical actions
- LGBTQIA+ inclusion in the workplace
- Rainbow washing or real inclusion?
Rainbow Lions, ING Luxembourg ERG
“They succeeded in creating a safe space with true value of active listening, respect and confidentiality.”
Estelle Ray, after an awareness training on allyship and coming outWho we've worked with
LEQGFPartner, Laboratoire d'Études Queer, sur le Genre et les Féminismes
IMS LuxembourgAssociate member
Rosa LëtzebuergPartner for the Rainbow Career Day
Book a session
Tell us about your team, your audience and what you'd like to change. We take on a limited number of sessions each year, depending on our volunteers' availability, so write early.
hi@blom.lgbtSay hello
Practical tips, created for the Rainbow Career Day
How inclusive is this employer?
You decide what you share about your private life in an interview. What should matter is your skills. Recruitment is also your chance to see whether a company's inclusion is real. Weigh what you're comfortable showing against your own situation.
Three situations, three strategies
- Strong position (in-demand degree or sector): test openly, for example by mentioning your partner or community work. A suddenly cold atmosphere is a red flag.
- Vulnerable situation (urgent need, visa): be cautious and put your financial security first. You can come out later, once the probation period is over.
- Trans or non-binary, with a visible identity: be transparent from the start. Better to discover transphobia before you're hired than after.
Before applying: research online
- Is the job posting written in inclusive language? Does the non-discrimination clause mention sexual orientation, gender identity and gender expression?
- Is the leadership diverse? Do employees show pronouns in signatures or on LinkedIn?
- Has the company signed the Charte de la Diversité Lëtzebuerg? Check the list at chartediversite.lu.
- Does it support local organisations or have an LGBTQIA+ employee network (ERG)?
In the interview: questions you can ask
- How does the company concretely support its LGBTQIA+ employees?
- Is there an internal LGBTQIA+ network? Who runs it, and does management take part or fund it?
- What diversity training exists? Is it mandatory, and does management attend?
- Can you give a recent example of an inclusive action here? A truly inclusive company always has one.
Benefits and policies to check
- Same benefits for same-sex partners: health insurance, parental leave, events.
- Chosen names and pronouns respected before any legal change.
- Health cover for transition-related care and the specific needs of trans people.
- Risk assessment for LGBTIQ+ staff sent to hostile countries (art. L.312-1 of the Labour Code).
- An explicit policy against discrimination and harassment based on orientation, identity or expression.
