Creating a Safe and Inclusive Space: Meet Sander Dekker, Chair of the Pride Network at Wolters Kluwer
For over 13 years Sander Dekker has been building his career at Wolters Kluwer, currently as Director in the Program Management Office in our Digital Experience Group (*/dxg). But beyond his day job, Sander also leads the Pride Network.
We sat down with Sander to hear about his journey leading the network and what’s next in creating a more inclusive workplace for our LGBTQIA+ employees and allies.
Tell us a bit about yourself.
I’ve been with Wolters Kluwer since August 2011 and currently serve as Director in the */dxg PMO (Program Management Office), driving a portfolio of global change programs. Since October last year, I’m also proud to be the Chair of our Pride Network.
What inspired you to take on the role?
When Wolters Kluwer began its journey with Global Inclusion Networks, I knew I wanted to get involved. I initially participated ad-hoc, but in 2023 I became more active - and introduced Wolters Kluwer to the Workplace Pride organization; we officially became a corporate partner in June of 2024. That effort made me even more committed to leading change.
You helped Wolters Kluwer become a member of Workplace Pride. Can you tell us more about that?
Workplace Pride is a global non-profit based in Amsterdam, working with around 80 multinational companies to promote LGBTQIA+ inclusion in the workplace.
I learned about Workplace Pride through a colleague of mine at Reed Elsevier, and that sparked a conversation! I put together a proposal and presented it to key members of our leadership team, who championed the initiative. In June 2024, Wolters Kluwer officially joined - a major milestone for us.
Tell us more about the Pride Network. When did it begin at Wolters Kluwer?
Conversations around forming the network began in the second half of 2022, and it officially launched in March 2023, together with Wolters Kluwer’s Women’s Network. We now have around 575 members in the Pride Network - that’s a 70% increase from the previous year! It’s inspiring to see how many people want to be involved, either as members or allies.
What are some of the key priorities for the Pride Network in 2025?
Our network is structured around “pillars” - each focused on a key area, led by dedicated volunteers. For 2025, one major focus is parenting. We’re looking at how to better support LGBTQIA+ parents, as well as parents of LGBTQIA+ children. This will include chats, speaker sessions, and round tableconversations.
We’re launching a new career channel on Teams, where members can share job opportunities and discuss professional growth , as well as two new peer-to-peer circle mentoring groups: the Career Growth circle will focus on sharing job opportunities and professional development, while the Parenting circle offers support for caregivers facing challenges like bullying, discrimination, and mental health, fostering affirmation and open conversations about identity and relationships.
And, of course, we're deepening our involvement with Workplace Pride. This year we are, for the first time, participating in their annual benchmarking assessment, which evaluates our progress across eight categories - from policies to workplace culture - and helps us identify where we can improve. We’re collaborating closely with HR, legal, communications, and other teams to act on those insights.
What role do allies play in the network?
Allies are essential. The network is open to everyone - members of the LGBTQIA+ community and allies alike. Allies often serve as bridges, helping connect those who are part of the community with those who aren’t.
What are some challenges you’ve faced as Chair, and how are you addressing them?
Time is always a challenge. Leading a network like this is something you do in addition to your regular job. But it’s totally worth the effort! And it’s not only me, our associate chair Leslie Martin, our Pillar leads and their members are all motivated and dedicated!
Also, we’re living in uncertain times. The world isn’t always a safe place for LGBTQIA+ individuals. My goal is to ensure Wolters Kluwer remains a safe, supportive environment, as it’s always been for me, and to find ways to make it even better.
How do you collaborate with other employee networks to promote inclusion?
Cross-network collaboration became a formal pillar in late 2024. Since January, we’ve been aligning plans across networks, sharing calendars, and even co-hosting events. It’s been a powerful way to amplify each other’s messages and foster unity across our inclusion efforts.
How do you make sure Pride is inclusive of all identities within the LGBTQIA+ community?
We create content and host events that everyone in our community - including members and allies. For example, last year we held a session focused on transgender healthcare benefits, and we held discussions around authenticity at work. We strive to make sure everyone sees themselves represented and supported.
Sander’s leadership of the Pride Network and advocacy for LGBTQIA+ inclusion are helping shape a more connected, compassionate, and inclusive Wolters Kluwer.