Total score

Invest in Inclusion: What’s Your Allyship Profile?

Quiz

I block the transaction immediately: “I don’t think that comment fits our culture.”

I send a message to the LGBTQ+ colleague on the call to check if they’re okay.

My immediate thought is: “This is costing us talent: we need to raise this with HR.”

I wonder: “How can we adjust the ‘interface’ of our calls to prevent this from happening again?”

I address it later with the group to get everyone back on the same page.

Customization

I update my ‘system settings’ immediately and use the correct pronouns.

I mostly listen and make sure the colleague feels safe within the team.

I explain to others why this matters for a modern bank.

I check whether our internal IT systems and name directories can actually be updated.

I invite the colleague for a coffee to make a genuine connection.

Ease of Use

Too little diversity? I raise the alarm with the recruiter straight away.

I hope there’s a culture where everyone feels confident enough to apply.

I calculate how much innovative capacity we’re losing by going for ‘more of the same’ again.

I check whether the job description is truly accessible to all kinds of talent.

I actively share the vacancy in diverse networks outside the bank.

You’re looking at the job postings for a new management position. What stands out to you?

I report it immediately to Facilities or Security. This is a breach of our safety protocols.

I put up a new poster over it or clean it up. I don’t want a colleague to see this and feel unsafe.

I take a photo of it and use it in the next team meeting to show why Proud@KBC is still very much needed.

I look for the ‘root cause’: why does this happen here, and how can we change the elevator culture?

I message a few colleagues so we can check the posters throughout the entire building together, as a statement.

You notice that a Pride poster in the elevator has been vandalized. What does your ‘audit’ reveil?

I respect their wish, but I do raise the general atmosphere directly with the manager — without naming anyone.

I offer a listening ear and become a ‘safe haven’ for this colleague until they feel ready to take steps themselves.

I highlight psychological safety as a precondition for performance during the team discussion.

I find out what official reporting tools we have that are anonymous and accessible.

I mobilize the Proud community (anonymously) to provide extra support to the department.

A colleague is being bullied because of their sexual orientation, but asks you not to say anything.

I use the opportunity to emphasize the importance of allyship within the bank.

I thank my team and highlight how much their mutual support has meant.

I directly link the success to the diverse input I received from various colleagues.

I thank the people who keep the ‘systems’ running behind the scenes and make inclusion possible.

I symbolically dedicate the award to the entire Proud@KBC community.

You win an award for your work. Who do you thank in your speech?

I ask for clarification straight away: “Sorry, I don’t know that term, could you explain it so I understand?”

I nod politely and quietly Google it on my phone later.

I think: “Interesting: language is evolving, and I need to update my knowledge to stay relevant.”

I wonder whether we should create a ‘glossary’ on our internal page for terms like this.

I bring another colleague into the conversation: “Hey, have you heard about this?”

At an after-work drinks event, you hear a term about the LGBTQ+ community that you’re not familiar with.

Because discrimination simply goes against our code of ethics. Full stop.

Because we want everyone to feel at home here, every single day.

Because inclusive companies have 20% greater innovative capacity and attract better talent.

Because we want our services to be as accessible as possible to all of society.

Because as a Proud community, we are stronger together within the financial sector.